Case study
Recruitment and Selection
Case Studies
Queensland Corrective Services
Good Practice Areas:
•
Marketing to attract the right candidate
•
Simplifying and streamlining recruitment and application processes
What were your recruitment and selection challenges and objectives?
From 2004 to 2005 Queensland Corrective Services (QCS) had been reviewing and refining its strategies for managing offenders to improve community safety and crime prevention through humane containment, supervision and targeted interventions. During this period we noticed that it was becoming more difficult to attract sufficient numbers and quality of suitable applicants for vacant positions.
We were experiencing problems attracting applicants for entry level custodial positions, as well as professional positions such as psychologists, nurses, program officers, and probation and parole officers. We had also expanded our services into rural and remote communities such as
Mornington Island, Doomadgee, Normanton, Thursday Island and Mt Isa and we needed to attract the right quality and quantity of applicants to deliver our services to these areas.
We looked at several strategies to improve attraction and retention across all role types. We recognised the need to address our image as an organisation to attract the different types of applicants we were looking for.
With this in mind, we set out to:
We recognised the need to address our image as an organisation •
Improve recruitment and selection practices and the way jobs were described
•
Attract more of the right people to the agency
•
Improve public awareness of the job diversity in the agency, and
•
Change our image and alter perceptions of the internal and external labour market.
What did you do?
Branding and profiling to attract the right people
We engaged a recruitment, advertising and communications consultancy to help us assess how we were perceived in the community and to
Case Studies
Queensland Corrective Services
Good Practice Areas:
•
Marketing to attract the right candidate
•
Simplifying and streamlining recruitment and application processes
What were your recruitment and selection challenges and objectives?
From 2004 to 2005 Queensland Corrective Services (QCS) had been reviewing and refining its strategies for managing offenders to improve community safety and crime prevention through humane containment, supervision and targeted interventions. During this period we noticed that it was becoming more difficult to attract sufficient numbers and quality of suitable applicants for vacant positions.
We were experiencing problems attracting applicants for entry level custodial positions, as well as professional positions such as psychologists, nurses, program officers, and probation and parole officers. We had also expanded our services into rural and remote communities such as
Mornington Island, Doomadgee, Normanton, Thursday Island and Mt Isa and we needed to attract the right quality and quantity of applicants to deliver our services to these areas.
We looked at several strategies to improve attraction and retention across all role types. We recognised the need to address our image as an organisation to attract the different types of applicants we were looking for.
With this in mind, we set out to:
We recognised the need to address our image as an organisation •
Improve recruitment and selection practices and the way jobs were described
•
Attract more of the right people to the agency
•
Improve public awareness of the job diversity in the agency, and
•
Change our image and alter perceptions of the internal and external labour market.
What did you do?
Branding and profiling to attract the right people
We engaged a recruitment, advertising and communications consultancy to help us assess how we were perceived in the community and to