Applying for a job

You’ve found a position you’re interested in, great! How can you make sure your application is the best it can be?

Following the steps below will help you research whether this job is for you and whether you have the right skill set for the work.

Review the job

We recommend reviewing the following for each job you are interested in.

Review the position documents

Download and carefully read the Statement of Duties and any other documents attached to the job advertisement and consider if you think you have the right skills and experience to do the job.

Whilst reviewing the Statement of Duties the main areas to focus on are:

• Duties – the day-to-day responsibilities and tasks of the job
• Selection criteria – lists the knowledge and skills needed to do the job
• Requirements – any essential or desirable requirements such as qualifications, licences and pre-employment checks

Review the job advertisement

Any additional information will be provided in the job advertisement including what you need to submit with your application and any job-specific essential requirements. To cover all your bases, make sure to read the ‘Advice for Applicants’ and complete the ‘checklist’ if there is one included in the job application package.

Research the Agency

It is really important to know something about the Agency that is advertising the job. You can look at the Agency's own website to find out more about what they do. You can download a copy of the most recent annual report and take note of the Agency's goals and strategic direction. It is also good to know the Agency’s values and mission.

Speak to the Contact Officer

If you have any questions in relation to the job, you can contact the Contact Officer listed on the job advertisement.

Contact Officers are noted on job advertisements for a reason; they are there to assist you. Contact Officers are people who have been involved in advertising the position; they know what the agency is looking for; they will be able to answer any of your questions and they may be able to provide you with information about the agency that could be important to your understanding of the job and to the way you develop your application.

Reasonable adjustments

We try and ensure our workplaces are as inclusive as possible. This includes making adjustments to a selection process to ensure that all applicants get an equal chance to participate in the recruitment process.

If you have concerns about how best to participate in a selection process, talk to the Contact Officer and/or ask to speak to someone in Human Resources (HR) who is involved in recruiting to the position. The Human Resource contact person will be able to address any of your concerns or requirements relating to participating in the selection process and identify options to make the process as inclusive as possible. They may also be able to tell you who will be on the interview panel and provide you with other details relating to the assessment process.

All applications can be submitted online via our online application portal. Some agencies may also accept hard copy applications. Please check the relevant job advertisement for details as each agency can be different.

Most applications will require you to upload a resume and a written application. However the application requirements for each job may vary so it is important to carefully read the job advertisement so that you submit the correct information.

Resume

Your resume should include your relevant:

• personal information
• education and training
• employment history
• volunteer/community involvement
• current referees

A good resume will be well-presented and highlight your qualities. Be sure to use an easy-to-read format and ensure that your referees are current. Don’t use fancy fonts or include pictures or backgrounds which may make your resume difficult to read.

Written application

Each job advertisement will outline the type of written application that is required. If you are unsure about how to format your written application seek advice from the Contact Officer listed on the job advertisement.

In general the most common written application requests include:

Short form applications

• A short form application is a brief summary of how your experience, skills and knowledge make you the right person for the job – in no more than two A4 pages.
• Sometimes the format varies – for example, some selection panels will ask that you respond to specific questions.
• The job advertisement will provide advice about what is expected, and will usually have a guide that you should refer to.

Selection criteria applications

• You may be asked to provide a statement about your skills and experience against selection criteria as part of your application.
• Selection Criteria are the key competencies and capabilities required for a job. The selection criteria will be listed in the Statement of Duties.
• Your selection criteria responses should explain how your personal work history, courses, study experiences and/or lived experiences meet each criteria and make you a strong candidate for the job.
• The panel will use your responses to help them determine whether you have the right knowledge, experience, values and personal attributes required.

Essential and desirable requirements

Any key requirements for the job you are applying for will be outlined on the job advertisement and Statement of Duties.

Essential requirements are elements which applicants must hold in order to perform a job – for example, a particular certificate or qualification.

Sometimes skills, experience, knowledge or qualifications may be listed as a desirable requirement if the panel would like applicants to have these but do not consider them to be essential in order to be able to do the job.

Some common examples include:

• professional and academic qualifications such as a university degree, diploma or certificate
• professional registration/licensing such as teacher registration or registration to a professional body
• pre-employment checks (police checks and Working with Vulnerable People registration)
• evidence of eligibility for diversity roles.

Referees

A referee is someone who can provide the panel with feedback on your skills, experience and personal attributes – your strengths and areas of development. Referees are not friends or family and are expected to provide an honest and accurate account of your skills, experience and attributes.

Make sure your nominated referees agree to speak on your behalf and double check your referees’ contact details and availability with them before you include them in your application. If your referee details change during the selection process, let the Contact Officer know.

Additional documents

Some jobs may ask for additional information to be provided with your application, for example, a copy of your academic transcript or copies of other qualifications you may have. If the advertisement doesn’t ask you to provide any additional documentation then you can leave this section blank.

Any documents uploaded that were not asked for will not be assessed as part of your application.

For advertised jobs, the selection process begins once applications for the job close. Make sure to check when applications close so you have enough time to complete your application and don’t miss out on possible job opportunities.

Jobs will commonly have a selection panel appointed to assess the applications and make a recommendation on who is the best candidate for the job.

Each selection process may vary slightly and use different methods to determine which applicant is most suited to the job. However, most commonly, the selection process will include the following steps.

Shortlisting applicants

The selection panel will discuss the applications and decide which (if any) applicants will be shortlisted for further selection methods.

Once a shortlist is created, applicants will be advised (usually by a phone call or email) if they have been successful in progressing to the next stage of the process.

Selection methods

A range of selection methods may be used to assess shortlisted candidate’s suitability for the job. The most commonly used methods are an interview and reference checks, however, the following methods may also be used:

• written assessments
• ability and aptitude testing
• online or face-to-face presentations
• group exercises
• assessment centres.

You will be notified during the process which methods will be used.

Interviews

If you are shortlisted for an interview, you will be contacted to confirm a time and date.

Interviews may include practical elements, such as a demonstration of your skills in a presentation, or more traditional, question and answer format. It is recommended that you confirm the interview format with the Contact Officer so that you can prepare yourself.

If you require any adjustments or assistance to attend and/or participate in an interview, let the Contact Officer, or Human Resources, know in advance.

Before the interview

As the interview is often the first face-to-face opportunity to discuss your knowledge, skills and abilities with the Panel, there are a few things you can do to ensure you are putting your best foot-forward and giving yourself the best opportunity to win the job.

For each interview, you should:

• Research - you may have already looked for information about the agency when you applied for the job. Now is your chance for some more focused research on the specific business-area or team in which the job sits. The more knowledge you have, the better prepared you will be.
• Prepare – take some time to think through some general responses on your strengths, weaknesses and goals. You may wish to practice responses to general questions, and it is a good idea to re-familiarise yourself with the information already provided in your application and the position’s Statement of Duties.

Reference checks

It is a good idea to contact your referees before submitting your application to inform them that they may be contacted to provide a reference on your behalf.

Reference checks may be conducted at any stage in the application process and can be completed over the phone, via email or via online referee forms.

Commonly the panel will contact your referees after the interview stage, however some jobs require referee checks in the earlier stages of the selection process.

Your referees will be asked to comment on your skills, experience, general work behaviour and performance and your knowledge which relates to the requirements of the job. They may also be asked to comment on areas that they think that you need to work on.

Other screening checks

A number of other screening checks may be carried out during the selection process and will depend on your individual circumstances or agency/job requirements. These may include:

• pre-employment checks (specified in the Statement of Duties)
• education qualification
• registration or police checks
• evidence of eligibility for diversity roles.

Successful applicants

Successful applicants may be offered the position verbally, followed by a formal offer soon after. Formal offers are generally sent via the online application portal, however some may be sent via email or post.

If you receive your offer of employment via the application portal, you will be sent an email with instructions of how and where to login. You can accept the offer online, but you will also need to return a signed copy of your employment agreement either before or when you start.

Unsuccessful applicants

Unsuccessful applicants will be advised of the outcome of the selection process.

Post selection feedback can be requested from the panel. You can use this as an opportunity to identify where you need to improve for the future, in addition to identifying your strengths.

In some cases, applicants assessed as ‘suitable’ for the role but who aren’t rated as the top candidate, may go into a pool to be considered for subsequent or similar vacancies that may arise in the short to mid-term.