Recruitment process

Overview

Our commitment to Equal Employment Opportunity

We use equal employment opportunity principles to ensure all current and future employees are treated fairly. We will take firm steps to ensure any discriminatory practices are removed from our recruitment, training and other personnel practices. All appointments will be based on merit determinations.

Our commitment to Work Health and Safety (WHS)

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 submitted an online application for a role, the selection process will commence as follows:

  • assessment

  • the interview

  • reference checking

  • other checks: where relevant, a pre-employment medical examination, Working with Children Check, and/or a copy of your driving record from the Roads and Maritime Service may be requested.

  • notification to applicants.

Note: recruitment culling occurs after each step.

Recruitment timeframes

Please allow up to 4 weeks from the closing date for the recruitment round to take place. All shortlisted candidates will be contacted if they are successful in progressing through to interview. Unsuccessful applicants may contact the panel convenor if they wish to gain feedback on their application or interview performance. 

Our selection process 

Assessment

We adopt 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 will review applications and if you are successful in gaining an interview you will be informed via email or phone. The selection of candidates for interview will be based on the information presented in your online application.

The interview

If you are selected for an interview, you will be contacted within 4 weeks of the closing date 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.

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 or skills based test.

What am I required to bring?

  • evidence of 'Right to Work' (originals and photocopies of drivers licence, birth certificate and/or passport)

  • evidence of qualifications, certificates, licences (originals and photocopies)

  • samples of your work and portfiolo. 

The panel convenor will also request contact details of your 2 referees if not listed within your application. When you complete the interview, it is recommended that you contact your referees and let them know that they may be contacted shortly.

Pre employment checks

Under Child Protection (working with children) Regulation 2013, applicants applying for a position which has 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 if the position requires you to 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.

The selection process required preferred applicants to attend a pre-employment medical assessment at our nominated medical centre. 

Applicant notification

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.

When an offer of employment has been accepted, all interviewed candidates will be advised by email that they were not successful.