Career Opportunities

As an Equal Employment Opportunity Employer all selections are based on "merit". In order to select the most appropriate applicant for the position a number of selection methodologies are used.

Each selection method will be based on the applicant's ability to successfully meet the positions selection criteria.

Shortlisting

All applicants are short-listed after the close of applications. This involves: 

• All applications being read by members of the selection panel; 
• Information provided in each application is compared with the position requirements; 
• Suitability in terms of the position requirements is noted and compared with other applicants, and
• The most suitable applicants, as determined by the selection panel, are then shortlisted. Short listed applicants are then contacted by phone to arrange an interview.

Skills testing

Skills testing may be undertaken as a part of the shortlisting process, either prior to an interview or after. The skills testing may involve computer literacy, typing or other tests that are most suited to the position.

The interview

All short-listed applicants are interviewed, if you are one of these you will be required to bring with you original and copies of original qualifications and tickets for viewing by the panel. The interview will consist of a series of questions based on the position requirements.

You will have the opportunity to explain and expand on the information provided in your application. The selection panel’s task is to establish whether you possess the necessary skills, and attitudes to perform the duties and requirements of the position and in some cases have the potential to acquire these skills within a reasonable time.

Your task is to demonstrate to the selection panel on how well you meet the position requirements and to determine whether the position is suitable for you. Remember, the interview is a two way process. Therefore, as well as the interviewer asking questions, you may ask questions as well.

Dependent upon the position, if you are selected for an interview and are required to attend a face to face interview and you need to travel to attend this interview, Council will pay for your return airfare and overnight accommodation (if applicable) only, if required. Any other expenses associated with the interview will be borne at your expense. 

During the interview, it would be preferable if you could provide a firm commencement date should you be successful in obtaining this position.

Preparing for your interview

• Carefully read the Position Description and in particular the position requirements and functions of the position 
• List key issues relating to each criteria 
• Think of likely questions, which would directly apply to the Position Description

Assessments

Candidates may undergo other assessments as part of the selection process. Applicants may also be required to attend a Function Capacity Evaluation (FCE). If a position has been identified as requiring applicants to participate in an FCE, you will be advised at interview and be provided with an information sheet.

Reference checking

You will be asked to supply 2 work-related referees with your application. Reference checks will be conducted after an applicant has successfully met the other selection processes. The best referees are those that can discuss your previous work experience in line with the position requirements.

Post-Selection - Notification

Both the successful applicant and the interviewed unsuccessful applicants will be notified of the outcome as soon as possible after the final decision has been made.

Feedback

Unsuccessful interviewed applicants may obtain feedback on their application and interview by contacting the Chair of the interview panel.

The sole objective of your application is to convince the selection panel that you are the person they are looking for to fill their vacancy.

While there is no ‘right way’ of preparing your written application, you should consider the following:

• Applications should be easy to read – typed or neatly hand written. Vital information might be lost if panel members are unable to read your application during the short listing process. 
• Don’t waste your money on presentation folders, plastic covers, binding etc. simply staple in the top left hand corner
• Make sure your application is addressed properly.
• Ensure you include the job title and the reference number on your Application Form (when supplied). 
• Keep your originals! Only copies of your licences, certificates, qualifications etc should be forwarded with your application as these are kept with the recruitment file and are not returned to you.

Read the ‘How to Apply’ very carefully. This will tell you what information the panel requires from you. Failing to complete the required documentation may result in your application not being short listed.

You may be asked to provide the following:

• Current CV
• 1-2 page letter outlining how you meet position requirements
• Response to selection criteria (Provide relevant Examples)
• Copies of relevant qualifications, tickets and/or licences

Remember, not all applications require a letter or response to selection criteria. Only prepare these responses if they are required! A quick check of the Cover Sheet will tell you exactly what you need to provide.

Let’s look at these in more detail.

Current CV (Resume)

Your CV should be short summary of the following information: 

• Personal details – name, address, contact telephone numbers, email address (it is very important that these details are correct). If you plan on moving, or changing your telephone number please let us know.
• Education – list all education details from most recent to past. Include all relevant tertiary, school, training courses, qualifications, experiences etc. You should always provide copies of any qualifications you have with your application.
• Work history – list all work history from most recent to past. Volunteer and work experience should be listed here as well if relevant to the role you are applying for. Provide the employer’s/company name, name of direct supervisor and list your key duties.
• Additional Information – list any licences (including driver’s licence, plant operation tickets, truck licences, construction industry blue card, first-aid certificates etc.) You should always provide copies of any tickets or licences you have with your application.
• Referees – you will be required to provide a minimum of 2 work related referees, preferably supervisors who can provide honest feedback about your work performance. The Panel Chairperson may contact both referees and or previous employers during the shortlisting phase. Should you not want previous employers contacted you must indicate this in your application or at interview. Remember to contact your referees and ask their permission first. Do not include personal referees unless you don’t have any others that you can utilize.

Your Letter

Firstly, not every application will require a letter. Check the position Cover Sheet for what is required.
 
Here is your introduction to the selection panel. Your first paragraph should make reference to the position title, introduce you as a candidate and give a short summary as to why you are interested in the position.
 
The following paragraph/s should discuss the requirements of the position and why/how you meet those requirements. Remember to keep your letter short and to the point, this is only an introduction. Be sure to proof read everything before submitting with your application – spelling errors detract from the information you are trying to convey.

Selection Criteria

Once again, not every application will require your responses to Selection Criteria. Check the position Cover Sheet for what is required.

The selection criteria will outline the skills, abilities, knowledge, qualifications and experience that the panel are looking for. It is imperative that you address each and every one of the selection criteria, where required. Panel members use the selection criteria as a basic way of comparing and scoring applications, and deciding on who progresses further to the interview stage.

Each selection criteria should be addressed, with as much detail about how you meet the position requirements as possible. Short paragraphs or dot points work very well. This is your first opportunity to demonstrate to the panel how you meet the requirements of the job.

So how do you address the selection criteria? Begin by making a short statement about why you meet the criteria. Follow this with examples, experience and any other supporting information. 

It is always a good idea to arrive 5 or 10 minutes early for your interview. This will give you a few moments to gather your thoughts, go over your notes and compose yourself.

If you find yourself being unavoidably delayed, a courtesy call to let the panel members know that you have been held up, and what time you will be available, is very important.

Dress to impress

First impressions count! Whatever the position you are applying for, you want to present a professional image and demonstrate to the panel that you are prepared to go that extra mile. Think about what you are going to wear: will it show the panel members exactly who you are and that you are ready to get on with the job?

Just be you!

Let your inner professional shine through! Speak clearly, be enthusiastic and articulate your skills and knowledge. Don’t be afraid to show your personality. This is your opportunity to prove that you can become part of their team.

Negativity is a no no

So you have previously had a bad experience? Found some personal weaknesses? That’s OK! Don’t focus on the negatives – instead why not impress the panel by discussing how you have grown and learnt from these situations and all of the steps you are taking to improve things.

Not sure that you have the skills to meet the position requirements? This is the perfect opportunity to dazzle the panel with your forward thinking and articulate how you plan to learn and acquire them. Remember, people aren’t necessarily unsuccessful because they don’t possess the required skills – in many cases they failed to convince the panel that they would be able to quickly develop the necessary skills and abilities.

Nerves are normal!

Remember that nerves are totally natural, and can sometimes be a good form of energy. One way to combat those ‘bad nerves’ is to practice what you are going to say. Re-read the position description and selection criteria and think of questions you might be asked. Practice with your family or a friend!

Preparation, preparation, preparation

Arriving to your interview unprepared demonstrates that you are really not interested in the position. Know your plan of attack.

• Read and re-read the position description and selection criteria. These documents will give you an idea of what questions might be asked of you in your interview;
• Know the requirements of the job, and how you meet or exceed these requirements;
• Think of questions that might be asked; and 
• Practice.

Preparing notes and taking these in to your interview is a great way of ensuring you don’t miss anything out. Dot point skills and stories that are relevant to the position.

Prepare answers to the following questions

• Why did you apply for the job? 
• What has been your biggest achievement to date?
• What have you done that demonstrates initiative in your career?
• What are your strengths and weaknesses in past/present job?
• Why are you the best person for the job?

Work your answers to these questions into your responses and show the panel just how organised, energised and enthusiastic you really are!

Answering those questions

Breathe and try to relax. Did you know that taking a breath before giving your response will allow your thoughts to flow more naturally and your voice will sound more in control. Above all, speak clearly, concisely and honestly. Remember that the best answer is not always the longest – get straight to the point.

Direct your answers to the person asking you the question, but don’t forget to give the other panel members some eye contact as well to include them in your response.

What do you do if you don’t know the answer?

First of all, clarify the question by asking for it to be repeated or rephrased. Maybe you just misunderstood.

Still don’t know?

It’s OK to say you don’t know BUT make sure you draw on similar experiences and demonstrate your ability to problem solve. Say something like “I haven’t come across that situation but if I did I would...”.

Asking questions

When the panel members have finished asking you their set questions, you will be given the opportunity to revisit any questions, ask any questions or add any further information. This is the perfect opportunity to demonstrate to the panel members how excited and eager you are to obtain employment with Council. You may like to talk about things such as: the industry, services, policies, benefits, work environments and even career development opportunities and training.

Your final statement

At the end of your interview, you will be given the opportunity to go back over the questions and to add any other information. If you feel you have left out some details or may not have answered as well as you would have liked use this time to go back over any questions. Always better to get it right the second time, than not at all.
Leave the panel with a lasting statement – something they will want to remember. Your concluding statement will be the last thing the panel hears from you. Keep it short and simple – 3 points in 3 sentences, and 2 major reasons why you should get the job. Sell yourself!

So you didn’t get the job? What next?

First of all, remember that not being offered the position is not a reflection of you as a person. Perhaps the panel didn’t feel you were quite ready to take on the responsibilities of the position, or maybe someone with more skills or experience came along.

The panel chairperson will contact you by phone to let you know that you have been unsuccessful. It is natural to feel disappointed and upset. Allow yourself a short time to feel sad. Then get back up on that horse.
Seek feedback from the panel chairperson but make sure you are in the right frame of mind (be certain your ‘grieving’ period is over) or you may not hear and process the information.

Think about the feedback you got. What can you learn? How can you use this information to improve your performance in the future? What new skills can you learn and what old skills can you improve on to better your chances in the future?

There are plenty more jobs out there – keep looking for the one that is right for you!