Selection Process

After you have submitted your application, the selection process continues as follows:

Shortlisting

  • All applications received by the due date specified in the advertisement are collated and reviewed by a Selection Committee
  • The Selection Committee generally consists of three people - the Manager of the area, the supervisor of the position advertised or another member from the same team, and an independent person from another Department or from Human Resources
  • The Selection Committee will assess each application against the Selection Criteria outlined in the advertisement and the position description
  • The applicant's suitability will then be compared against the other applicants' suitability and a short list formulated
  • The shortlisted applicants are contacted by a member of the Selection Committee to invite them in for an interview
  • If your application has been unsuccessful in making the short list you will receive an email or letter advising of this outcome
  • The shortlisting process usually takes up to two weeks from the closing date of the position, however, if there is a larger than expected number of applicants, this process may take longer.

Interviews

  • The Selection Committee will ask each applicant the same set of pre-determined job-related questions to determine how well each applicant meets the selection criteria
  • The Selection Committee may also utilise a number of other selection techniques, such as:
    • case studies - where the applicant is required to read some information and then respond in a set format, for example, responding to a letter from a customer or resident
    • role plays - where the applicant is required to demonstrate how they would respond to a particular situation, for example, managing a difficult customer
    • examination of work samples - where the applicant brings along samples of work from previous positions
    • aptitude and ability testing - where the applicant demonstrates their typing skills, software skills, numerical skills, etc
  • If the Selection Committee intends to utilise a selection technique other than a straight-forward interview, the applicant will be advised of this when contact is made to arrange the interview
  • All applicants should bring their resume, qualifications, birth certificate or passport, and current Driver's Licence with them to the interview.

Post Interview

  • The Selection Committee will contact at least two referees for each of the preferred applicants
  • The preferred applicant/s will be asked to attend a pre-employment medical examination, conducted by an external party. This medical examination is conducted at Council's expense and is designed to assess your physical and functional capacity to perform the position you have applied for
  • If the position is child-related employment, the preferred applicant/s will undergo a Working with Children Check, conducted by the NSW Commission for Children & Young People. Details will be provided to applicants as necessary and Council will facilitate this check
  • Unsuccessful applicants who have attended an interview will be notified by phone as soon as the preferred applicant/s has formally accepted the position/s.

Offer of Employment

  • Once all pre-employment checks are completed, the successful applicant/s will be verbally offered the position and any negotiable conditions of employment (eg hours/days of work, commencement date, start and finish times, who to report to on day one, etc) discussed
  • The successful applicant/s will then be provided with a written letter of offer of employment.