01
What it is
Help to run a hire from start to finish: the role, the ad, the shortlist, interviews, references and the offer.
Recruitment · Quoted
Recruitment: hire the person who can actually do the job.
Start with the role, not the ad. We help you run a short, fair hiring process: an honest ad, the same questions for everyone, references that relate to the work, and an offer in writing.
02
Who it’s for
Owners, managers and boards filling a staff role, a volunteer role or a committee seat, without an HR team to run the process.
03
What we do
Pin down the role before the ad, write an ad a person would actually answer, and set up a short, fair selection process.
04
What you get
A hire made on evidence, not a hallway chat, with the records on file and templates ready for the next one.
How a hire works
01 · The role
What the person will actually do, the hours, the pay and who they report to, agreed before anyone writes an ad.
02 · The ad
Lead with the work and be honest about the messy bits. A closing date, one clear way to apply, and a contact for questions.
03 · Selection
Screen against the must-haves you wrote down first. A short practical work test where it fits, and the same scored questions for everyone.
04 · The offer
Reference checks that relate to the work, an offer in writing, and an induction plan for the first week.
What’s in the work
- A position description that names the work, the hours and the pay
- A job ad that leads with the work and is honest about the role
- Shortlisting against must-haves agreed before applications open
- Interview questions scored 1 to 5, the same for every candidate, plus a practical work test where it fits
- Reference checks that actually relate to the work
- The written offer, and an onboarding checklist for the first week
- For volunteer roles: screening such as a Working with Children Check where required, induction and supervision
What you walk away with
- A clear process candidates can follow, and prompt answers for everyone
- Interview and reference records on file
- Templates you can reuse, so the next ad isn’t written from memory
- A new starter who knows what the job is from day one
What sets the price
Recruitment support is quoted once we know the role and how much of the process you’d like help with, and the written quote is the fee. If you’d rather run the hire yourself, our Strategic Workforce Architecture guide ($49) covers practical work tests, scored questions and reference checks.
Prefer to do it yourself?
Related publications
Guide
Strategic Workforce Architecture
Work out the roles, pay and hires you need. A 25-page guide.
$49 AUD
32 formsWorkplace Forms Pack
32 editable Word forms for hiring, leave, safety, complaints and exits.
$99 AUD
BlueprintLifecycle Compliance Blueprint
Fair Work rules and templates for each stage, from hiring to exit.
$97 AUD
From our notes
Further reading
Recruitment without the HR theatre
Somewhere along the way, “recruitment” in the not-for-profit sector started sounding like a corporate talent show.
Position descriptions that committees actually use
Induction for new committee members (that isn’t a binder dump)
Someone brave puts up their hand at the AGM. You elect them. Everyone claps. Then they sit through three meetings nodding politely, terrifie
Common questions
How is this different from HR & role clarity?
HR & role clarity sets up your roles, your org chart and your recruitment tools. Recruitment support is about filling a particular role: the ad, the shortlist, interviews, references and the offer.
Do you help with volunteer and committee roles?
Yes. The same approach works for volunteers and committee seats: a clear brief, an honest time commitment, screening where it’s required, and a proper induction.
Who makes the final decision?
You do. For staff roles, the board or owner usually sets the brief, the budget and the final approval. We help you run a process that puts clear evidence in front of the people deciding.
General information, not legal advice. Check the Award and pay rates that apply before you advertise or offer a role.
Tell us what’s going on.
Send us a note through our contact form. If a call is the better next step, we’ll say so.