Contact Us
role of a support person

Recruitment

Recruitment

20 June 2025 (Last updated 3 Dec 2025)

Share on:

Simply put, recruitment is the process of actively seeking out, finding and hiring candidates for specific positions or jobs. Because attracting top talent can help a company stay competitive, recruitment is a core function of most businesses.

Recruitment involves identifying hiring needs, writing a job description, advertising the role, shortlisting and interviewing applicants, selecting the best candidate, and making a job offer.

Many companies have HR departments that meet their recruitment needs internally, often in collaboration with the department the job vacancy lies in. Sometimes companies may outsource their recruitment process to a specialised recruitment agency. 

Recruitment and Employment Law

Employment law applies to the whole process of recruiting new employees, from advertising open positions to the moment a new recruit starts work, and beyond. Throughout your recruitment process, it’s against the law to discriminate against any potential employees based on:

  • Race or ethnicity
  • Sex or sexual orientation
  • Age
  • Physical or mental disability
  • Marital status
  • Family or carer’s responsibilities
  • Pregnancy
  • Religion or political opinion
  • National extraction or social origin
  • Union activity

What is the Recruitment Process?

The end-to-end recruitment process involves all the steps between writing a job description and writing an offer letter. These include identifying hiring needs, advertising the role, screening candidates, face-to-face interviews, skills assessments, and reference checks.

Beneath is a more detailed description of each step that goes into recruiting the right employees.

Identifying Hiring Needs

The first step in the recruitment process is to identify your hiring needs. Maybe an employee has left the company and you need to fill a vacant role, or maybe the business has changed its activities and created a workforce need for new roles. Whatever the reason, your hiring team should consider the following:

  • What will the role of the new employee be?
  • What skills and training will they need?
  • How will the role fit into the wider business?
  • What will the salary and work hours be?

Writing the Job Description

The job description will be based on your hiring needs. Just as no two jobs are the same, no two job descriptions will be the same. However, most will contain:

  • The job title
  • Company name and information about the company 
  • Company values
  • Pay and benefits
  • List of responsibilities
  • Key skills, qualifications, expertise and experience required
  •  Call to action (how to apply)

You may also choose to include your company’s Employee Value Proposition (EVP), outlining the unique mix of benefits that come with working for your organisation. Having a strong EVP can help your business stand out from the crowd and attract the best talent. 

Advertising a Job Vacancy

When it’s time to advertise any open positions, it’s important to use the right wording in your job advertisement. Your ad should be a fair and accurate description of the job, including its title and status, reporting procedure, how to apply, the location of the job, any travel requirements, and the duties and responsibilities of the role. You might also include pay and benefits, skills, experience and qualifications, and a deadline for submitting applications.

Assessing Candidates

Once you have received enough applications, it’s time to start screening candidates. Conducting interviews, organising skills assessments, and finding out about possible employees via their references can give you valuable insights.

You must ensure that you do not ask the candidate to work an unpaid trial. You can ask them to demonstrate a particular skill (such as touch typing or programming in a coding language) but if you ask them to perform productive work, you’ll need to pay them the minimum hourly rate for the job (including any penalty rates and loadings).

Making a Job Offer

By the end of the screening and interview process, you’ll have identified your ideal candidate. At this stage, you’re ready to make a job offer. Most employers will have a preferred candidate and a back-up candidate. This is because there are never any guarantees that a preferred candidate will accept the role. If the preferred candidate does not accept the position, you can then make a job offer to your back-up candidate. 

Discrimination in Recruitment

Discrimination in recruitment can be direct or indirect. You may choose to overlook a candidate for a role because you believe they are too old and will likely soon retire. This is an example of direct discrimination in the hiring process.

Alternatively, you could use youthful slang in your job advertisement, or only advertise in places where younger people are likely to view the advertisement. Advertising a role in a “young and energetic marketing team” is considered ageist and an example of indirect discrimination. 

How to Avoid Discrimination When Recruiting

Always be very careful not to exclude any potential applicants by wording your ad poorly. Even if you do not break the law, it could affect your reputation.

Some companies choose to review resumes ‘blind’, which means they cannot see the applicant’s age, gender, or other personal information. This can help to remove discrimination and unconscious bias from the first stages of the recruitment process. 

What are the Laws for Discrimination in Recruitment?

Employers recruit in different ways. Some use their in-house HR, while others may contract a recruitment agency to identify talent, short-list the applicants and help select the best person.

If you use your own HR staff to recruit, you must make sure they are aware of their Australian employment law obligations and are dedicated to a fair process.

If you use a recruitment agency, you must make sure the recruitment agency is aware of their legal obligations when it comes to discrimination.

How can Peninsula Help?

Streamline your recruitment processes and find the best talent with Peninsula's customised HR services and resources. From advice to software, we have everything you need. Contact Peninsula today to find out how we can help you.

Have a question?

Have a question that hasn't been answered? Fill in the form below and one of our experts will contact you back.

By clicking submit you consent to our Privacy Policy

Related Guides

Recruitment

Outsourcing

Outsourcing is a business practice where a company contracts out a number of tasks, roles or processes to a third-party provider. Companies across a range of industries outsource many types of jobs to cut costs, improve efficiency and deliver higher quality goods or services. By shifting business functions to a cheaper and more efficient provider, the hiring company can focus on growing the business and gaining a competitive advantage. Outsourcing can hurt the reputation of a business if the decision is made without considering local talent and other factors. It is important for a business to weigh up the advantages and disadvantages of outsourcing first — especially if they plan on offshoring. Why Do Businesses Outsource Jobs? Outsourcing jobs has been a common practice for decades in many industries. Manufacturing, customer support, writing or designing are some examples of industries where jobs get outsourced. Certain functions are more effectively managed when they are handled by an external provider. Other popular reasons why businesses outsource include: Reducing operational costs Improving focus on core business functions Obtaining specialist knowledge and expertise Gaining access to higher quality facilities and production methods Reducing risk Accessing a new pool of talent / Make up for the absence of local talent What are the Advantages of Outsourcing? Outsourcing is a cost-effective solution that better allows a business to devote its resources to core business practices such as infrastructure, facilities and advertising. Besides reducing the cost of labour and production, outsourcing can save the business money on taxes, energy efficiency and paying for employee benefits such as annual leave, holidays and sick leave. Most third-party providers are experts in their field, offering access to specialist expertise, equipment and facilities. These benefits often allow a third-party provider to deliver a higher quality product or service than what the outsourcing company may be able to achieve in-house. Third-party providers also share a responsibility in the production of goods and services. Therefore, they incorporate risk-management procedures to ensure consistent quality of the highest level. What are the Disadvantages of Outsourcing? When a company outsources a job to a third-party, they often need to share sensitive data. If this data is leaked, the information could get into the hands of a competitor or the general public. To avoid the risk of data leaks, the contract should have a strict confidentiality or non-disclosure agreement. It is important to choose a provider who can meet the specific needs of the business. If the provider is slow to deliver the agreed product or service, or creates a product of inferior quality, it could impact the customer base and reputation of the outsourcing business. Be sure to carry out due diligence before signing the final contract. Depending on the industry, the decision to outsource rather than hire local talent may also result in a negative public opinion of the company. Offshoring The terms outsourcing and offshoring are often used interchangeably, which can create confusion in the workforce. Offshoring refers exclusively to a business that outsources a job, function or process overseas. Some businesses may relocate their entire operations overseas, while others delegate only a portion of the business. Offshoring presents a number of risks not found in outsourcing. Changes to international law or an unstable geopolitical landscape can affect the providers’ ability to meet the obligations of their contract. If the relationship falls apart due to a specific international concern, the company may not have a backup to recover quickly. For these reasons, it is a good idea to consult an international law expert before going ahead with an offshore agreement. Employment Obligations If you are considering outsourcing, there may be a number of implications for existing staff, particularly if you are replacing them. Outsourcing may give rise to situations of redundancy and trigger other obligations such as consultation. If not addressed appropriately, such matters could result in unfair dismissal or other penalties. Need help with your HR and WHS policies? Chat with our team today to find out how we can help your business.

Recruitment

Waiter/Waitress Job Description

In the bustling world of hospitality, the role of a waiter/waitress is fundamental to creating memorable dining experiences for guests. These professionals are the face of a restaurant, embodying its service standards and ethos. Hiring the ideal customer service staff is crucial for any small to medium-sized business in the Australian hospitality industry.    This article outlines a comprehensive job description, for waitstaff, incorporating essential duties, responsibilities and skills that define the position, ensuring clarity for potential candidates and employers.   Waiter/waitress job summary  A waiter/waitress is responsible for greeting guests, taking orders, serving food and beverages, and ensuring an overall outstanding dining experience. They act as the primary point of contact between the restaurant and its patrons, requiring a blend of excellent communication skills, attentiveness, and a warm demeanour. The ultimate goal of a waiter/waitress is to provide exceptional service that encourages repeat business and positive reviews.   Waiter/waitress duties and responsibilities  Waiters and waitresses play a pivotal role in shaping a customer's dining experience, impacting your brand image and bottom line. Here are some key responsibilities to consider for your job description.    Providing exceptional customer service: Assist customers by greeting them warmly, taking food and beverage orders accurately, serving meals promptly and professionally, addressing enquiries and concerns politely and efficiently and processing bills through the cash register.  Maintaining a clean and inviting dining area: Setting tables, clearing dishes, and ensuring proper hygiene standards are upheld throughout the shift.  Following food safety regulations: Ensuring proper handling and storage of food and beverages to maintain the health and safety of customers and other team members.  Collaborating with the kitchen and other staff: Working effectively with chefs, bartenders, and other team members to deliver a seamless dining experience.  Upselling and promoting specials: Presenting menu recommendations and specials in a professional and persuasive manner to increase sales.  Maintaining a positive and professional demeanour: Projecting a friendly and helpful attitude while remaining professional and courteous in all interactions to ensure customer satisfaction.  Waiter/waitress desired skills and qualifications  While each hospitality business is different, here are some common waiter and waitress skills of qualified candidates.   Experience in a customer service role, preferably within the hospitality industry.  Excellent communication and interpersonal skills, with the ability to build a rapport with customers from diverse backgrounds. The ability to remain calm in a busy environment is vital.  Strong organisational and time management skills to handle a fast-paced environment and multiple tasks efficiently.  A genuine passion for providing excellent customer service and creating a positive dining experience.  Ability to work effectively as part of a team and independently.  Proficiency in basic numeracy and literacy is essential.  Food safety training may be required or preferable in some cases.  A valid RSA (Responsible Service of Alcohol) certificate is a strong advantage for roles serving alcoholic beverages.  Waiter/waitress job description template  Recruiting the right waiter or waitress can affect your brand and your bottom line. This waiter/waitress job description template provides a good foundation to customise for your own business.  Position: Waiter/Waitress  Location: [Location]  About Us:   At [Restaurant Name], we're dedicated to offering our guests an unforgettable dining experience with outstanding service, exquisite cuisine, and a warm, inviting atmosphere. We're currently seeking a waiter or waitress to join our team. Someone who shares our passion for hospitality and excellence.   Job Summary:  As a waiter or waitress at [Restaurant Name], you will be the first point of contact for our guests. Your primary role will be to provide exceptional service, ensuring all guests feel welcome and receive responsive, friendly, and courteous service at all times.   Key Responsibilities:  Greet guests warmly and guide them to their table.  Take orders accurately and relay them to the kitchen staff promptly.  Have a thorough knowledge of the menu, with the ability to make recommendations and upsell where appropriate.  Serve food and beverages to patrons, ensuring all requests and needs are met promptly.  Process guest payments efficiently.  Maintain cleanliness and order in the dining and work areas.  Handle guest complaints with professionalism and patience, resolving issues to the guest’s satisfaction.  Requirements and Qualifications:  Proven experience as a waiter or waitress or in a similar role in hospitality.  Excellent communication and interpersonal skills.  A positive, customer-focused attitude and a passion for hospitality.  Ability to work efficiently in a fast-paced environment and stand for extended periods.  Flexibility to work shifts, including evenings, weekends, and holidays.  A high school diploma: further training in hospitality or customer service is a plus.  Skills:  Outstanding multitasking and organisational abilities.  Keen attention to detail.  Strong team player with the ability to also work independently.  What We Offer:  A dynamic and supportive work environment.  Competitive salary and tips.  Opportunities for professional growth and development.  Staff discounts and perks.  Join Our Team:  If you're passionate about delivering top-notch dining experiences and want to be part of a vibrant team, we'd love to hear from you. [Restaurant Name] is not just a place to eat; it's where memories are made. Come be a part of our story.   How to Apply:  Submit your resume and a cover letter outlining your experience and why you're a great fit for our team to [Insert application process details here].  [Restaurant Name] is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.   Understanding the Hospitality Industry Award  When hiring wait staff, it’s important to understand the Hospitality Industry (General) Award (MA000009), as outlined in the Fair Work Act. This covers things like Award Rates, Modern Award Supplements, classification levels, hours of work, leave entitlements and termination notice periods.     Embark on a rewarding career in hospitality  For individuals aspiring to excel as waiters or waitresses, understanding the depth and breadth of this role is the first step towards a fulfilling career in hospitality. For employers, attracting and retaining top talent begins with crafting comprehensive job descriptions that highlight the importance and value of the waiter/waitress role.   Connect with us for expert HR and recruitment guidance    Whether you're looking to attract skilled candidates or needing guidance in health and safety, our team is here to support your journey. Contact us today to learn how we can help you.

Recruitment

How to Write a Job Description

A job description is a written document that clearly states the required duties and responsibilities of a specific role, including the essential skills, education and experience required of a successful candidate. Writing a good job description can help streamline the recruitment process and increase the chances of attracting more suitable candidates. By keeping the description relevant and up-to-date, they can also be used to measure performance standards during performance appraisals. What to Include in a Job Description As the first piece of information a potential candidate reads before they apply for a job, the job description must clearly describe everything the candidate wants to know in a few brief paragraphs. First, let us take a look at the basic details you should include in your job description: Job title Duties and responsibilities Type of employment (full-time, part-time, casual or other) Required skills, education, licenses, qualifications and work experience Location Weekly work hours and days Type of remuneration (wage, salary, commission or piece-rates) Who the candidate will report to Brief background of the company If needed, any physical requirements While it is important to include these details, they are not enough alone to write a convincing job description. Today’s job seekers have access to a range of online job platforms so they are able to access numerous available positions each week. For a successful recruitment process, the job description must go further and really sell the benefits of the position itself. Describe in detail what it is like to work at your company and who would be suited for that role. Is the position suitable for someone wanting a fast-paced yet rewarding environment, or a self-motivated person who prefers working by themselves? By helping candidates draw a mental picture in their head, they can decide if they want to apply for the position. Types of job titles Aside from having a well-written job description, the role must be neatly summarised into a job title that clearly describes the position. To make this process easy you can break down job titles into two types: Titles that describe what the person does (e.g. mechanic, accountant or chef), and titles that describes the responsibilities of the role (e.g. executive, manager or director). In some cases a combination of both types is acceptable. If you are unsure on how to title a certain role, look at similar roles in the industry and use them as a reference to create your own. Duties and responsibilities This section clearly explains the tasks, duties and responsibilities that come with a specific role. When writing job duties, ensure the tasks are specific and relevant to the position. For example, instead of saying one of the tasks is to ‘review financial records,’ say the job requires candidates to ‘analyse data collected from internal records and customer invoices to assess the company’s financial position.’ If the position is a managerial role, explain how much authority the employee has over their specific department or the company itself. Do they have to maintain work schedules? Are they responsible for the Health and Safety of a department? Be specific about these details. For positions that are relatively new or niche, you may need to research online and seek out valuable insight from industry experts to learn about the kinds of tasks, duties and responsibilities that come with the role. After gaining this information you can personalise the job title and description to suit your specific business needs. General skills General Skills are also known as transferable or employability skills and do not fall under a particular role or industry. Instead they are general competencies that can be used to complement the role-specific skills you already possess. Examples of general skills include: Communication Teamwork Problem solving Planning and organising Self-management When writing a job description, you should specify what kind of general skills you are looking for. For example, if the job is for a retail position, you can specify that candidates must have strong communication skills and previous experience in customer service. Types of employment Each type of employment has different rates of pay and entitlements. The types of employees in the workplace you choose will depend on the needs of the business, the industry standards of that particular role, and your budget. The most common types of employment include: Full-time Part-time Casual Fixed-term Shift workers Daily hire or weekly hire Regardless of which employment type you choose, the terms of the arrangement must be outlined in the job description. End-to-end HR support Peninsula offers complete HR support for businesses right from writing job descriptions to recruitment and even termination. We are with you at every step of the employee lifecycle. Call us today on 1300697028 to learn how we can support your business.

View all guides

Do you have any questions regarding Recruitment?

International Sites

United Kingdom

Republic of Ireland

Northern Ireland

Scotland

Canada

New Zealand

© 2025 Peninsula Employment Services Ltd. Registered Office: Level 6/180 Thomas St, Sydney NSW 2000

Peninsula Protect is a financial product issued by Peninsula Mutual Limited ACN 630 256 478, AFS Licence No. 544232. Peninsula Mutual Limited has appointed Peninsula Australia Pty Ltd as its Authorised Representative 001274577 to distribute the product and provide general advice. To decide if this product is right for you, please read the Peninsula Protect Product Disclosure Statement (PDS) and Target Market Determination.