Our recruitment process is merit-based, fair and equitable.
Candidates are assessed against set selection criteria for each position, which includes consideration of your fit with our culture, the team, and the tasks to be performed.
If you are selected for an interview, we will advise you of the format, date, time and location of the interview, plus if you need to bring any additional documentation or information (for example: Working with Children Check, copies of qualifications etc).
Although time frames differ, as a guide, you should receive a phone call inviting you to an interview within one week of the closing date.
Most interviews will be with a panel of two to three people and be up to one hour in duration. You’ll be asked to talk about your skills and experience as they relate to the role – it’s a good idea to go back over the selection criteria in the position description and think about some practical examples of how you have displayed each required criteria.
Some interviews may also include a practical element or test, presentation, or be a group interview with other candidates. You will be informed of this prior to the interview.
Please let us know if you have any special requirements for the interview or require assistance of any kind so we can make the appropriate arrangements.
If you are not shortlisted for interview, we will endeavour to advise you by email as quickly as possible after the closing date.
Reference checks and pre-employment checks
If you are a preferred candidate after the interview, you will be asked to provide the details of two professional referees, one of whom must be a current or previous supervisor. Please select people who can talk about your skills and experience as they relate to the position you have applied for.
Depending on the position, you may also be asked to undertake a behavioural assessment, second interview, or pre-employment functional assessment. We will give you specific information about these if required.
The panel will thoroughly evaluate the information provided by all candidates to make its selection decision. You must have the right to work in Australia in order to be offered a position, plus supplied any required qualifications or licences such as a Working with Children Check.
If you are successful, we will call to verbally offer you the position and talk to you about starting salary, work location and commencement date. If you accept, you will receive a formal offer of employment via email.
If you attend an interview and your application is unsuccessful, we will call to advise you and provide feedback.
We aim to complete selection within 4 weeks of the closing date.
Council is an equal opportunity employer and values the contributions a diverse workforce can bring to the community.
Recruitment processes will support equity in opportunity for all candidates.
All employees are appointed on merit and in a fair and equitable manner regardless of age, employment activity, gender identity, disability, industrial activity, lawful sexual activity, marital status, parental status or status as a carer, physical features, political belief or activity, pregnancy or breastfeeding, race, religious belief or activity, sex, sexual orientation, or personal association (whether as a relative or otherwise) with a person who is identified by reference to any of the stated attributes.
Council welcomes applications from all suitably qualified and experienced candidates, including those with lived experience.
Hints and tips on applying for a position
- Read the position description to ensure you have a good understanding of the position and selection requirements, including any physical requirements.
- Contact the nominated City representative if you have any questions about the role.
- Ensure your cover letter is concise and explains your reasons for applying for the position.
- For some positions you must provide a statement addressing the Key Selection Criteria (KSC) as outlined in the position description. See below for tips on addressing the KSC.
- Ensure your resume is up to date and outlines your relevant employment and educational history.
Addressing the Key Selection Criteria (KSC)
The KSC are listed in the advertisement and position description. They detail the skills, experience, knowledge, qualifications and qualities an individual needs to effectively perform the position. They are used right throughout the recruitment process to identify the right person for the position.
In addressing the KSC it helps if you can:
- provide evidence of how you meet the KSC through relevant examples;
- be specific;
- include an outcome or result.
It may help to use the STAR model:
Situation - outline a specific situation where you demonstrated the criteria.
Task - describe what you did.
Action - describe how you did it.
Result - describe the outcome or result.
Be concise, but supply enough detail to be clear. It is essential that you keep focused on answering the specific requirements of each criteria. 2-3 paragraphs is generally sufficient for each criteria.
Here is an example:
Criteria: Excellent written communication skills
As Community Liaison Officer at XYZ organisation I was responsible for keeping all community members up to date with changes to legislation. A survey of community members showed that only 45% felt they understood legislation changes. I created a weekly Fact Sheet to provide information on the changes, which was emailed to members each Friday. This provided a brief summary of changes, with dot points of how each change impacted our operations. I used plain English and avoided jargon where possible. A follow up survey showed that 75% of members understood the changes 3 months after the implementation of the Fact Sheet.
Let's break this down:
Situation: As Community Liaison Officer at XYZ organisation I was responsible for keeping all community members up to date with changes to legislation. A survey of community members showed that only 45% felt they understood legislation changes.
Task: I created a weekly Fact Sheet to provide information on the changes, which was emailed to members each Friday.
Action: This provided a brief summary of changes, with dot points of how each change impacted our operations. I used plain English and avoided jargon where possible.
Result: A follow up survey showed that 75% of members understood the changes 3 months after the implementation of the Fact Sheet.
Not all KSC will require a STAR response. For example, if the criteria is related to holding a particular qualification or licence, it is enough to state you have the qualification/licence and provide a copy at interview (unless requested to provide a copy with your application).
Here is an example:
Criteria: Tertiary qualification in Human Resources
I have a Bachelor of Arts (Human Resource Development) from Monash University. This was completed in 2015.
Here are some other tips for addressing the KSC:
- Make sure you have addressed all aspects of the criteria.
- Use positive language.
- Check your spelling and grammar.
- Use plain English and avoid jargon where possible.
- Proof read to make sure you are being clear about your capabilities. If you can, have someone else look over your application and give some feedback.