Employment Further Information


Depending on the position, each interview can vary, but they usually include four distinct parts:

1. Breaking the Ice


Greet your interviewer with a firm handshake and a smile, and a simple greeting, such as “Nice to meet you.”


2. Questioning the Candidate


Make sure you know what you have included on your resume and bring a few copies for the people interviewing you.
Answer the questions with specific examples whenever necessary, ask the interviewer for clarification if you don’t understand a particular question.
Also, use body language to communicate your interest and enthusiasm about the position.
After listening to each question, take a few seconds to organize your thoughts, think before you speak, and answer concisely and directly.


3. Asking for examples and more in-depth information


Your interviewer may ask follow-up questions if your answers are too vague or multiple questions about important aspects of the position. It’s important to remember
to be specific as possible. Describe a particular situation, your solution, and the outcome.


4. Questioning the interviewer


Use this opportunity to show how much you've researched the company and prepared for the interview.


The job interview is a method used to assess your suitability for the job. Usually, several persons are interviewed for the same job. In order to be able to show your prospective employer that you are the one best suited for the job, you need to be prepared both physically and mentally.
Notification of Interview
If you are selected for an interview you will be contacted by a member of the selection panel at least three (3) days prior to the interview and notified of the following:

·   The venue, date and time; (Interviews usually take anywhere from 1-1.5 hrs long)   
·   The names and titles of the selection panel members  
·   Any additional materials required by the selection panel, such as samples of work, evidence of qualifications and proof of your eligibility to work in Australia.
If you do receive an invitation to attend an interview, please take the opportunity to make us aware of any special requirements you may have, such as hearing impairments the need of a sign language interpreter or wheelchair access etc as these can be accommodated.

The Selection Committee shall normally consist of a minimum of three representatives being:

·  The Director/Manager and/or their nominee (the Convener)  
·  An employee from outside the Section/Area where the vacancy exists (the independent).
·  This employee will normally hold a similar grade or level of responsibility  
·  A Human Resources representative (either a HR Officer or Group Coordinator)  
Notwithstanding above the gender, cultural diversity or Aboriginal or Torres Strait Islander descent of all applicants will be represented wherever possible on the Selection Committee. 

A person with an identified disability may require additional support or advocacy to ensure equity.

All interview panels consist of both male and female panel members.

To ensure a fair and consistent approach, applicants are asked the same set predetermined questions based upon the selection criteria. Each applicant is also given the same opportunity to emphasis any additional strengths, experience and/or skills which will strengthen their case and to ask questions of the panel members.

At the completion of each interview each Selection Committee member shall independently rate the applicant based on the evaluation system as set out below:
  1. Could not answer the question.
  2. Attempted to answer the question but failed to address key points.
  3. Provided a satisfactory answer. Included key points. Could not expand beyond a basic understanding
  4. Provided a more than satisfactory answer. Included both key points and advanced understanding. Good examples provided.
  5. Provided an answer that showed a high conceptual level of understanding including how this issue links with other relevant issues of the position.
  6. Included either good examples or the ability to think through the question and provide an outcome if an example was unavailable.
  7. Reflection and learning from past experiences was apparent.
Where a particular skill/knowledge is an essential requirement of the position, and that skill/knowledge can be assessed, eg. typing speed, an assessment  may be arranged and conducted at the completion of the formal selection process.  In such cases, applicants shall be advised at the time of arranging the interview that an assessment will form a component of the interview process.

Please note that should you claim to have attained certain professional or academic qualifications, you will be required to produce originals or certified copies of such qualifications / licences at the interview.
If appropriate, you may also be required to provide written permission for HR to contact the relevant educational institution for verification purposes.
Falsely claiming qualifications will lead to instant dismissal (should you be appointed to the position) and/or prosecution for any relevant offence.