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Defence Force Recruiting is looking for a prime capability partner who can deliver an adaptable, scalable, modern, competitive, collaborative and transparent Australian Defence Force recruiting system.
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The work is valued in excess of $1 billion over a 10-year period, Defence is focused on maximising industry participation and engaging with a wide range of companies with the capability and capacity to deliver the requirements.
Defence aims to modernise its ADF recruiting approach through the process, as part of this, the successful partner will bring expertise in marketing, recruiting operations and candidate management, medical and psychological testing and assessments, ICT, facilities management and administration.
A two-stage tender process will deliver the contract to recruit, grow and reshape the future ADF workforce from financial year 2023-24 onwards.
The preferred solution will be developed and refined collaboratively with industry. Successful respondents in the request for proposal will have the opportunity to take part in solution definition engagement activities during the request for tender stage.
This provides a chance for those respondents to refine their proposed solutions prior to the submission of their tender responses.
Defence virtual industry briefings are set to commence on Wednesday, 9 September 2020. The briefing is an opportunity for Defence to share information with industry, provide greater context and an understanding of the operating environment.
Defence will also undertake one-on-one briefing sessions with respondents indicating a genuine intention to be involved in the procurement throughout September, October and November 2020.
From July 2023, Defence will establish a ‘capability partnership’ with an industry partner to deliver the future Australian Defence Force.
The key principles that support this intent are:
- Adaptable and scalable: Capability needs in Defence are not static, and recruiting will necessarily be capability led. Recruiting requirements will therefore also not be static; standards, processes and systems will scale and adapt to meet changing needs.
- Modern and competitive: The competition for workforce talent is significant. Defence must not only compete with domestic industry, but other government organisations and international industry. Defence will implement modern recruiting practices to attract a broad range of candidates and to process applicants without avoidable loss. To be competitive, Defence will partner with industry (capability partner), articulate the future need and priority to evolve the system over time, as well as encourage innovation.
- Transparent and collaborative: Recruiting is not a transaction, rather the beginning of a series of relationships between Defence Force Recruiting, the Australian Defence Force, the capability partner and the candidate. Defence will provide and require consistent and trusted advice across the recruiting system to allow all parties, particularly the candidates, transparent information to make informed decision. Commercial arrangements must be collaborative, performance-based and generate value for Defence and its capability partner.
Defence will facilitate these sessions through a random ballot system, with relevant information shared on AusTender to ensure a transparent and fair process. Industry have the opportunity to ask questions and seek clarification, prior to submitting their request for proposal responses in late December this year.
Given the broad suite of services being sought, companies may wish to explore establishing connections with other organisations in order to respond to the request for proposal.
To assist industry to make these connections, Defence will publish a list of organisations that are open to being approached for this purpose on AusTender.
Stephen Kuper
Steve has an extensive career across government, defence industry and advocacy, having previously worked for cabinet ministers at both Federal and State levels.
