Our Commitment to EEO
Equal Employment Opportunity (EEO) - Blacktown City Council, through the use of EEO principles, will ensure all current and future employees are treated equitably in regards to its personnel practices. Council will take firm steps to ensure any discriminatory practices are removed from its recruitment, training and other personnel practices. All such matters will be based on merit determinations.
Our Commitment to Work Health and Safety (WHS)
Work Health and Safety (WHS) – At Council our employees not only look out for their own health and safety, they also make sure they do not endanger the lives of others at work.
Our Selection process
After you have found a position that you are interested in and have submitted an online application for it, the selection process will commence as follows;
- The interview
- Reference checking
- Other checks: where relevant, a pre-employment medical examination, Working with Children Check, a copy of your driving record from the RMS may be requested.
- Notification to applicants.
Note: Recruitment culling occurs after each step.
Blacktown City Council adopts a merit based selection process. The interview panel will assess applications based on qualifications, experience, skills and knowledge.
You will receive an email notification confirming your application has been received. If you are successful in gaining an interview you will be informed via email or phone.
An interview panel of no less than two persons will review applications and select who will attend the interview. The selection of candidates for interview will be based on the information presented in your online application.
If you are selected for an interview, you will be contacted within approximately four (4) weeks of the closing date. If you are a shortlisted candidate you will be contacted by phone or email and given the date, time and location of your interview with us.
At the interview, the interview panel will ask a series of questions, based on the selection criteria in the Position Description, as well as your employment history and associated skills/experience. The panel convenor will also request contact details of your 2 referees.
At the conclusion of the interview, you will be invited to ask questions about the position and demonstrate your interest in, and understanding of the position and its duties. Use this time as an opportunity to support your claim for the position. You may also be asked to perform a short test e.g. aptitude test.
What am I Required to Bring?
- Evidence of “Right to Work” (For more information, refer to “Guide for Job Applicants” on Council’s website).
- Evidence of qualifications, certificates, licences (originals and photocopies).
- Ask the contact person what specific material, if any, should be brought to the interview to assist the interview panel in its assessment (e.g. samples of your work).
A member of the interview panel will contact the referees that you have provided with your application. Contact with referees will not occur until your permission is granted at the interview. When you complete the interview, it is recommended that you contact your referees and let them know that they may be contacted shortly.
Other Pre-employment Checks
The pre-employment medical
The selection process requires preferred applicants to attend a pre-employment medical.
Working With Children Check (where necessary)
In line with current legislation, Child Protection (working with children) Regulation 2013, applicants applying for a position which have been identified as child related work will be asked to provide a Working With Children Check (WWCC) number at the time of application. This number will be confirmed at the time of interview.
The position advertisement will inform you should the position you are considering applying for require that you hold a WWCC number. To obtain a WWCC number you will need to complete the online application form, at http://www.kidsguardian.nsw.gov.au. If you cannot access the online system, call the WWCC number on (02) 9286 7219 and an officer will assist you.
Notification of successful applicants
When the successful applicant has been determined and approved based on their application, interview, referee reports and any other required tests or assessments, an offer of employment will be made.
Notification of unsuccessful applicants
When an offer of employment has been accepted, all interviewed candidates will be advised by email that they were not successful.