The selection process

If you are successful in gaining an interview, you will be contacted by phone and notified of the interview date and time. This usually occurs within four weeks of the advertised closing date. Inform the person arranging the interview if you have any special requirements e.g. disabled access or assistance with communication.

Selection panel

A selection panel usually includes the Manager or Team Leader from the appropriate section, a People and Culture representative and a third person such as a technical expert who can contribute to the selection process based on their knowledge of the work area.

The panel will ask all short-listed applicants a combination of technical, situational and behavioural questions which relate to the essential and desirable criteria and job tasks listed in the position description. Behavioural questions ask you to give examples of how you have handled certain situations in the past. Situational questions focus on how you would handle a particular situation or part of the job.

A skills assessment may also form part of the interview process (e.g. typing test). We suggest you give some thought to the type of questions you might be asked and how you might respond with answers that directly reflect your capabilities.

Interview tips and techniques

Here are some handy interview tips and techniques on behavioural questions.

What to bring to the interview

1. All relevant qualifications and licences as requested in the advertised ‘Essential and desirable criteria’, both original and photocopies.
2. Proof of your right to work in Australia, both original and photocopies.

At least one of following forms of evidence is suitable to prove your eligibility to work in Australia:

• Australian or New Zealand passport
• Australian citizenship certificate and photo identification
• Certificate of Status for New Zealand Citizens in Australia and photo identification
• overseas passport and valid visa with permission to work. Council will complete a VEVO online immigration check.
• a full Australian birth certificate for a person born before 20 August 1986, plus photo identification
• a full Australian birth certificate for a person born on or after 20 August 1986 showing at least one parent was born in Australia, plus photo identification.

Please note: A driver’s licence or Medicare card are not suitable evidence of eligibility to work in Australia.

Next steps

Following your interview, we will gather further information about an applicant. The main sources are the referee reports and a medical health assessment (at Council’s expense). Selected positions may require hearing testing and/or you to provide medical evidence and vaccination records.

Additional skills testing also may be required including:

• typing and software skills test
• aptitude tests
• driver/plant operator screening
• work samples
• psychological assessment
Working with Children (WWC) check
• criminal history checks
• work right status check (VEVO)

Pre-employment medical assessment

You may also be asked to attend a pre-employment medical assessment as part of the selection process. An invitation to attend a pre-employment medical assessment is not a guarantee of an offer for employment. Once all interviews and assessments have been conducted, the preferred candidate will be recommended for approval for an offer employment at Council.

Average: 4.4 (18 votes)


Add new comment

Last updated : Tue 30 Jun 2020