3.11.1.30 Adequate job search
Overview
Assessment of whether a job seeker has undertaken an adequate job search can be undertaken in 2 parts. First, assessment is made regarding whether a job seeker has undertaken the required number of job searches. Where job seekers have undertaken the required number, assessment may, but is not required to be made, regarding the quality of those job searches and any other relevant matters. This is intended to ensure that job seekers are genuinely looking for work, and not submitting non-genuine job searches solely to meet their requirements.
Assessment of quantity
Job searches cannot be considered adequate if job seekers do not undertake the number of job searches specified as part of their requirements.
Job searches could include contacting employers (by telephone, in person or in writing), submitting written or online job applications, or acting on a referral to a job. When a job seeker contacts a potential employer with the goal of finding paid work, this may be counted as a job search regardless of whether the contact is in relation to a particular job or whether the employer has advertised any vacancies.
Assessment of quality and any other relevant matters
Even if a job seeker has made the required number of job searches, this may not meet their job search requirements if the job searches are not of sufficient quality.
There are a number of factors that may be considered by the delegate if the quality of job search efforts is assessed.
Delegates may consider whether the job searches were:
- made in good faith
- at a variety of levels of seniority or pay that were suitable work for the person
- in a variety of fields and occupations that were suitable work for the person
- made using a variety of methods.
However, these are not criteria that a person must meet in every period. The delegate may also consider any other factors they consider relevant. This could include, for example, consideration of an individual's circumstances or local labour market conditions, when determining the adequacy of a person's job search efforts.
It may be inappropriate for job seekers to meet the above criteria in some circumstances and the delegate must use their judgement. For example, if the job seeker's employment services provider encourages the job seeker to focus their job searches during a period to the narrow field in which they are qualified, it would not be reasonable to assess that job search quality was inadequate, because they did not apply for jobs in a variety of fields.
Example: Antony has met the required number of job searches. Antony has previous work experience in management roles. When he first becomes unemployed, all his job searches are concentrated on management positions in the area he has experience. Antony's provider considers that this is appropriate, as it is Antony's best chance of finding sustainable employment. However, Antony is not successful in finding work, and so his provider directs him to broaden his job searches to other areas, such as entry-level roles and roles in other industries. If Antony continues to apply only for management roles in his field of experience, his provider may decide that he has not undertaken adequate job searches because his job searches are not in a variety of fields and at a variety of levels.
Example: Johannes has met the required number of job searches. Johannes prefers to apply for jobs by mailing printed letters. However, he has had limited success with this approach, and his provider asks that he also apply for positions online, and by contacting employers in person.
Job searches may be considered adequate if the job searches are not made using a variety of methods, but they still increase the likelihood of the job seeker finding suitable employment, relative to other search methods.
In addition to the considerations above, job searches may be inadequate if a job seeker submitted inappropriate or incomplete applications or evidence, deliberately sabotaged the application process or applied for positions for which they lack the relevant skills, experience or qualifications.
Example: Rick has met the required number of job searches. As part of a quality assessment, it is identified that a spreadsheet Rick uploaded as evidence of a job search does not contain the required information and instead plays a popular music video. The purported job search would not be considered to be of adequate quality.
Example: Adam has met the required number of job searches. Adam applies for a cashier role at a supermarket using an online form on their recruitment webpage, which he submits as evidence of his job search efforts. In the online form, Adam says that he is only applying for the role to keep receiving his Centrelink payment. Adam has sabotaged his prospects of getting the job, and his application would not be considered adequate quality.
Example: Amber has met the required number of job searches. Amber is considering applying for a position as a Geologist, which requires specific tertiary qualifications and 5+ years of experience. Amber does not possess the required qualifications and does not have the required experience. Therefore, if Amber applied for this job, that application would not be considered adequate quality.
Example: Joan has met the required number of job searches. Joan applies to work as a messenger, which requires a drivers' licence. Joan is unable to drive, and realises that she would not be considered for the role. Therefore, Joan’s application would not be considered adequate quality.
In assessing quality, delegates may also consider whether the person has made multiple job searches in relation to the same job. If the person contacted the same employer in relation to that same job on more than one occasion during the period, this may lead the delegate to conclude the person has not undertaken adequate job search.
If the person contacted the same employer in relation to different jobs during the period, this may lead the delegate to conclude the person has undertaken an adequate job search.
Example: Woody has met the required number of job searches. Woody does not hear back from his previous enquiry to a cattle station about station-hand jobs. He contacts them again asking if any station-hand jobs are available. As Woody has contacted one employer within the one job search period, and it is not in relation to multiple jobs, this only counts as one job search.
Example: Alexander has met the required number of job searches. Alexander contacts a local employer to apply for an advertised position as a forklift operator. Later the same period, Alexander contacts the same employer to apply for a supervisor position. As Alexander has contacted the employer in regard to 2 separate positions, this counts as 2 job search efforts.