Checklist

I've checked my latest establishment report or asked my HR team to confirm:

• the role exists
• its title and classification
• the position number
• the role status: permanent, temporary, casual or contract
• location in the organisation structure
• hours and location of work.

I know why the vacancy exists.

I know the role type: flexible, flexible full-time, flexible part-time, full-time, part-time, non-standard hours.

I have reviewed my organisation’s Reframing the relationship and Equity and diversity plans and determined how this role addresses the requirements

I've checked the role description:

• is complete and on my agency's current template
• encourages applicants from diverse backgrounds and lived experience to apply.
• offers assistance or adjustments to applicants to ensure inclusion.
• allows me to copy and paste from it.

I know who the ad will appear for on Smart jobs and careers:

• the general public and Queensland Government employees
• Queensland Government employees only.

I know if I'm advertising on a commercial job website (e.g. Seek) as well as Smart jobs and careers.

I know if I'm advertising on the Queensland Government careers website.

I know if I'm advertising on a job website targeting specific diversity groups.

If advertising on a commercial job website, I know the location to show my ad: Brisbane, other QLD, other locations.

I know if I'm advertising in a newspaper and which paper:

• A regional or suburban newspaper because the role is located in that area.
• A community paper (e.g. Koori Mail).
• The Courier Mail, Weekend Australian or an interstate metropolitan paper. These require Director-General or equivalent approval.

I know the cost centre, internal order or WBS for this vacancy. Invoices for external websites or press advertising will be forwarded to your agency for payment.

I know if I'm advertising the role as a continuous applicant pool (advertise the role continuously with no closing date).

I know if the role is targeted to:

• public sector employees
• employees of a specific government agency or
• applicants who identify with specific diversity groups as outlined by the agency’s Reframing the relationship and Equity and diversity plans.

I know if the role requires a particular attribute that is a genuine occupational requirement.

I know the contact details of the:

• chair of the selection panel (we'll use these contact details internally to help us administer the advertising and recruitment process)
• contact person for applicants (we'll provide these details to candidates, for example in the job ad, and in any correspondence we provide such as unsuccessful outcome or delay notifications)
• person who will approve advertising the role.

I've decided if I'm using a questionnaire to help shortlist candidates.

I've completed the Media options form—you must attach it to the Request to hire form.