Defence FOI 881/23/24
Document 1
UNCLASSIFIED
RECRUITABILITY (FOI 881/23/24)
RecruitAbility data
The below data is compiled from the Department’s recruitment system, eRecruit for the
period 1 July 2022 to 14 May 2024.
Candidates are provided with information about the RecruitAbility scheme in the Defence
application form and may opt into the scheme on a voluntary basis if they are a candidate
with disability.
RecruitAbility
RecruitAbility
Success Rate
Financial Year
Candidates
Offers of
(%)
Employment
FY 2022/2023
1,117
177
15.8
FY 2023/2024 *
2,371
223
9.4
* Year to date as at 14 May 2024
UNCLASSIFIED
Defence FOI 881/23/24
OFFICIAL
Document 2
Defence
Active
DEFGRAM 355/2023
Issue date:
02 August 2023
Expiry date:
27 October 2023
APS RECRUITMENT - RECRUITABILITY
1.
RecruitAbility supports the Australian Public Service Employment Principles
to recognise the diversity of the Australian community and foster diversity in the
workplace. Re
R cru
cr itAbility
y is an af
a firm
r a
m tive
v mea
e sure
r th
t at pro
r vi
v des f
s or
r pro
r gr
g e
r ssio
ssi n of
o
applicant
n s wi
w th disability
t
y to the next
x stage
g in a
a selection
o pro
r ce
c ss if th
t e
h y
y have
v been
assessed as having the appropriate work-re
r l
e a
l t
a e
t d
e
d qu
q a
u l
a itites
e r
s e
r q
e u
q i
u re
r d
e
d t o
t
o p
e
p r
e f
r o
f r
o m
r
m th
t e
h
relevant duties for the vacancy.
2.
The sche
sch me
m aims to
t atttra
r ct and
n de
d ve
v lop ap
a plicants wi
w th disability
y and
n also
facil
ci itate cu
c ltura
r l ch
c ange
g s in selection pan
a els a
s nd a
ge
g ncy
cy re
r cru
cr itmen
e t
n . Re
R cr
e u
cr i
u tA
t b
A i
b lity
t
can be
b ap
a plied
d to al lva
v cancie
ci s a
s cro
cr ss the
h AP
A S
P , inclu
cl ding
g Senior
r E
xe
x cutive
v Serv
r i
v ce
roles.
3.
Me
M rirt re
r mains
s the
e basis
si for
r enga
g ge
g m
e ent
n an
a d p
ro
r mo
m tion.
n Re
R cru
cr itAb
A ility
y aimss
to:
a.
suppo
p rt
r the
h incre
cr ase
s d re
r pre
r sen
se tation o
f
o pe
p ople wi
w th disability
y in the APS,
b.
impro
r ve
v disability
y conf
n idence
c of
o hirirng
g man
a age
g rs;
rs
r ;a
n
a d
n
c.
impro
r ve
v conf
n idence
c of
o p
eop
o le wi
w th disability
y to put
u forw
r a
w rd
r their skil s and
capabilities..
4.
Applicant
n s self-i-de
d n
e t
n itfy
y a
s
a a
s
a p
e
p r
e so
r n
so
n w
i
w th
t
h d
i
d sab
sa i
b lity
t —R
y
ecruitAbility does not
re
r qu
q ire
r evi
v dence of
o disa
s bility.
y APS Co
C de
d of
o Co
C ndu
d ct pro
r ce
c du
d re
r s cou
co l
u d be used
d to
mana
n ge
g sit
si ua
u tions
s wh
w ere
r emp
m loye
y es are
r
e re
r aso
s nab
a ly
y suspected
e to
o ha
h ve
v made
d a
a false
statem
e en
e t.
As
A sessing Re
R c
e ruitAb
A ility
y Ap
A plicants
nt
5.
The
h be
b st wa
w y
y to pre
r pare
r to re
r cru
cr it a perso
r n
so wi
w th disab
sa ility
y is to focus o
s n th
t e
wo
w rk
r re
r lated qu
q alities re
r qu
q ire
r d to perf
r orm
r th
t e re
r leva
v nt duties f
s or
r th
t e va
v cancie
ci s a
s nd
n if
they
y mee
e t eligi
g bility
y re
r quire
r men
e ts (su
( ch
c as m
s an
a dato
t ry
r
y qu
q alifications).
s) Panels must
also commit to making reasonable adjustments if required.
6.
Panels should look at al recruitAbility candidate applications separate from
those who have not opted into the scheme.
7.
RecruitAbility candidate applications must be reviewed to determine if they
have the required qualities to perform the relevant duties and should not be assessed
on competitiveness against other candidates. To do this the panel must:
a.
Review the foundational skil s of the candidate against the qualities or
capabilities listed in the ‘ideal candidate’ section of the information pack.
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Defence FOI 881/23/24
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Document 2
2
b.
Identify skil s and capabilities that you would expect of anyone in the role
(this does not relate to work experience).
c.
Review the ILS and work level standards for the advertised role to see if the
capability described meets the expectations of that APS level.
d.
Review the application and resume holistical y.
e.
Do not exclude a RecruitAbility candidate because of resume and application
lengths.
8.
Al lsuitable
e Re
R cru
cr itAbility
y applicants t
s hen
e ge
g t a
dde
d d to
t th
t e exi
x sting
g short
r list
but do not displace an existi
st ng
n
g a
p
a p
p l
p ican
ca t
n tt h
t a
h t
a th
a
h s
a b
s e
b e
e n
e
n sh
o
sh r
o t
r ltiste
st d
e .
d
9.
Panels must provide de
d t
e a
t i
a led
e
d a
n
a d
n
d co
n
co st
n r
st u
r ct
u i
ct ve
v
e f ee
e d
e b
d a
b ck
a
t
ck o
t
o a
l
a la
p
a p
p l
p ica
c n
a t
n s
t b
s u
b t
u t
part
r icularlry
y Re
R cru
cr itAbility
y applicants.
s. It's import
r ant t hat
a f ee
e db
d ack is sp
s ecif
ci ic,
actiona
n ble a
nd
d f ocu
c sed
se on
n beh
e avi
v ours
r and
n ski
s l
ki s
l that can
ca be
b imp
m ro
r ve
v d, yo
y u sh
s o
h uld
d
also state wh
w y
y the cand
n idate
t s app
p lication
o did
d n
ot a
lign
g wi
w th the wo
w rk
r re
r lated qu
q a
u lities
re
r qu
q ire
r d f or
r the
h ro
r le. .Th
is wi
w ll enable
e the
h can
ca d
n idate
t to
o gr
g o
r w
w and deve
v lop th
t eir
r stil s
l
and u
ltima
m tely
y becom
co e
e a stro
r nge
g r
r ca
c ndida
d te
e f or
r f uture
r job
b opp
p ort
r un
u itites.
Reasonable Adjustments
10.
It is go
g od p
ra
r ctice t o a
sk
a
al ljob a
pplican
ca ts, incl
n u
cl ding
g those
s wh
w o have
v opt
p ed
d
into Re
R cru
cr itAb
A ility,
y wh
w ether
r the
h y
y re
r qu
q ire
r any
y re
r ason
so able
e adjustme
m nts
t to th
t e
re
r cru
cr itmen
e t pro
r ce
c ss. Re
R ason
so able
e adjustme
m nts
t wi
w ll assist
ssi an ap
a plican
ca t to
o part
r icip
ci a
p te
e in
the int
n erv
r i
v ew
w and, if succe
su
ssf
ss ul, p
erf
r orm
r the
h du
d ties of
o the
h ad
a ve
v rt
r ised j ob. So
S me
m
exa
x mples o
s f
o re
r aso
s na
n ble adjustme
m nts:
s
a.
The
h time o
f
o an
a inte
t rv
r i
v ew;
w
b.
Ensurirng
g suitab
a le bu
b ildi
d ng
g access (e
( .g.
g wh
w eelchair
r access);
ss)
c.
A tra
r nsla
sl t
a o
t r;
r
d.
A supp
p ort
r p
erso
r n.
n
11.
The
h acce
cc ssib
ssi ility
y hub ca
c n gi
g ve
v more
r inf
n orm
r a
m tion on
o ho
h w
w to arr
r a
r nge
g a
n
interp
r re
r te
t r
r and
n ha
h s a lot of
o usef
se ul inf
n orm
r at
a ion
n on re
r a
e sona
n ble
e adjust
s m
t ent
n s in th
t e wo
w rk
r
place Pages - Accessib
ssi ility
t
y H
u
H b.1
Additional Information
12.
Additional information on the RecruitAbility Scheme can be found on our
intranet page under 'Attract' Pages - Attract (defence.gov.au)2 and 'Assess and
Selection - Shortlisting' Pages - Attract (defence.gov.au).
1 http://drnet.defence.gov.au/People/Culture/Accessibility-Hub/Pages/Accessibility-Hub.aspx
2 http://drnet.defence.gov.au/People/Jobs-Careers/APS-Jobs/APS-Recruitment/Pages/Attract.aspx
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Defence FOI 881/23/24
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Document 2
3
13.
A whole of Government guide for agencies can be found here RecruitAbility
scheme: A guide for agencies | Australian Public Service Commission
(apsc.gov.au).3
Cassie Haynes
Assistant Secretary Human Resource Services Branch
Defence People Group
Contact officer:
APS Recruitment
Email: ap
a s.
p r
s. e
r cr
e u
cr i
u tm
t e
m n
e t
n @
t d
@ e
d f
e e
f n
e c
n e
c .
e g
. o
g v
o .
v a
. u
a
3 https://www.apsc.gov.au/node/545
OFFICIAL
Document Outline
