There are a number of ways to fill a vacancy depending on your resource need and type of appointment. Your HR Client team is available to work with you and advise you on how best to recruit for your workforce needs.

Recruiting permanent or fixed-term staff

Use competitive selection to recruit for all permanent and fixed-term positions (academic and professional), except where direct appointment is appropriate.

See competitive selection for more information.

Such circumstances are:

  • fixed-term appointments of up to twenty-four months;
  • fixed-term grant funded appointments (e.g. fellowships funded by Australian Research Council grants or Australian Learning and Teaching Committee funding);
  • where it is part of a staff member's return to work program;
  • where a staff member is redeployed or transferred to a comparable position to mitigate the effects of workplace change in accordance with the relevant Macquarie University Enterprise Agreement;
  • where a candidate has been deemed appointable through a competitive selection process but was not appointed and the same role or a similar role becomes vacant in the following twelve months;
  • niche roles that require a highly-specialised skill set which does not exist in the University;
  • appointment of eminent academics or professionals (e.g. a world leading academic in a particular field of research). This may also involve teams, e.g. research teams led by the eminent academic;
  • other circumstances at discretion of the Director, Human Resources.

Need more help?

See direct appointment for more information.

Requisition to commence a direct appointment process is made through the Talent e-recruitment module.

Recruiting contingent workers

For example:

  • casual academic staff perform teaching and teaching support activities on a casual basis, such as casual lecturing, tutoring or marking
  • casual professional staff can be engaged as research assistants, technical and administrative staff

For more information see recruiting casual academic staff and recruiting casual professional staff.

Independent contractors maintain control over the methods and times used to perform the work.

Contractors are not paid a salary, but will submit an invoice when they need to be paid.

Examples of circumstances when you may consider engaging an independent contractor include:

  • When the University does not have specific expertise in-house (e.g. contractors can manage the work while the employees are getting trained in specific work method, or even provide that training).
  • For fixed-term projects and to manage emergencies and workload fluctuations.
  • To retain expertise of employees who no longer want to be permanent employees of the University (e.g. those who are phasing out into retirement or resigning due to family or other commitments).

Need more help?

If you wish to engage an independent contractor, refer to the Purchasing Procedure and the Procurement Handbook.

To provide a contractor with access to Macquarie University email and required systems, submit a OneHelp request for a sponsored OneID.

Macquarie University has a labour hire agreement with various agencies. Under this agreement, a labour hire agency sources and provides labour to perform certain work or services.

Temporary workers may be engaged in limited circumstances when:

  • there is a short-term need for labour (typically under 6 months)
  • there is an unanticipated urgent need for labour and you need to access a readily available pool of workers (typically as an interim solution)
  • a short-term project or task where you require specialised skills and expertise is not available in-house

See Sourcing applicants: using recruitment agencies for more information.

Back to the top of this page