The selection process


If you are successful in gaining an interview you will be contacted by telephone and notified of the interview date, usually within four weeks of the advertised closing date.

The selection panel will endeavour to meet any special requirements you may have to be able to attend the interview.  Please inform the person arranging the interview if you have any special requirements e.g. disabled access or communication assistance.

Selection panel

A selection panel consisting of at least two people will conduct the interview. The panel usually includes the Manager or Team Leader from the appropriate section, a People and Culture representative and possibly another person such as a technical expert who can contribute to the selection process based on their knowledge of the work area.

The panel will attempt to determine your suitability for the position by asking 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 for 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, system negotiation).

The interview will follow a structured process and the panel will ask all applicants the same questions. They may follow up or explore particular issues from individual applications.

We suggest that you give some thought to the type of questions that you might be asked and how you might respond with answers that directly reflect your capabilities.

Here's some handy interview tips and techniques that you may find helpful.

What to bring to the interview

  1. Any relevant qualifications and licences as requested in the advertised Essential & Desirable Criteria, both original and photocopies;
  2. Proof of your right to work in Australia, both original and photocopies.
The following forms of evidence are 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. People and Culture will complete a VEVO online immigration check;
  • A full Australian Birth Certificate for a person born before 20.08.86, and photo identification
  • A full Australian Birth Certificate for a person born on or after 20.08.86 showing at least one parent was born in Australia, and photo identification
Please note:  A Driver’s Licence or Medicare Card are not suitable evidence of eligibility to work in Australia.

Following the Interview

A number of techniques may be used to gather information in regard to an applicant's suitability for the position. The main sources used for selection are the application, structured interview, referee reports and a medical health assessment. Selected positions may require audiometric testing and/or may be required to provide medical evidence and vaccination records.
Further evaluation in the form of additional employment or skills testing may be utilised or required. These may include:

Pre-employment medical assessment

If you are successful in obtaining an interview for a position with Council you may also be requested to attend (at a later date) a pre-employment medical assessment (at Council’s expense) as part of the selection process.

An invitation to attend a pre-employment medical assessment is not to be perceived as a guarantee of an offer for employment.

Once all interviews and assessments have been conducted, the preferred candidate will be recommended for approval to offer employment at Council.