The Selection Process

The objectives of selection process are to:

  • Ensure procedures are consistent and timely;
  • Ensure Equal Employment Opportunity (EEO) for all candidates;
  • Ensure merit based selection is determined by the position accountabilities and the abilities, qualifications, experience and standard of work performance relevant to those accountabilities; and
  • Encourage members of disadvantaged groups and people with disabilities to consider employment with Burwood Council.

To apply for a position with us, you will need to complete an online application. The application will require you to respond to a set of 3 to 4 questions or selection criteria relating to the position being applied for and to attach the following documents:

  • Your resume or curriculum vitae (CV).
  • A copy of the relevant qualifications

Your application is your opportunity to impress the selection panel so make sure your application:

  • is neatly presented and spell-checked;
  • addresses the key skill questions;
  • is prepared so that it relates specifically to the position you are applying for; and
  • is lodged by the closing date, which appears at the bottom of each advertisement.

Only applications received through our online application platform will be considered.

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

Shortlisting

The Selection Panel generally includes: 

  • Hiring Manager
  • a representative from outside the recruiting unit;
  • at least one member of each gender, or, where this is not possible a member of People and Culture will be included;
  • Where it is known an applicant is from a non-English speaking or ATSI background or a declared disability, every effort must be made to include a representative member on the panel.                                                                                                                    

Your application will be reviewed and assessed against other applicants to create a short list of interview candidates.

If you are successful in being shortlisted, you will be contacted by a member of People and Culture and invited in for an interview.

If your application has been unsuccessful in making the short list you will receive an email 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

You will be asked a set of pre-determined job-related questions to determine how well you meet the selection criteria.

The Selection Panel may also utilise a number of other selection techniques, such as:

  • Pre-interview assessment tasks.
  • Case studies - where you are required to read some information and then respond in a set format, for example, responding to a letter from a customer or resident.
  • Presentations – where you are given a relevant topic and asked to present information to the Selection Panel.
  • 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 Panel intends to utilise a selection technique other than a straight-forward interview, you will be advised of this when contact is made to arrange the interview.

 

Post Interview

At least two referees for each of the preferred applicants will be contacted.

The preferred applicant/s will be asked to submit a criminal background check and to attend a pre-employment medical examination, conducted by Council’s third party supplier. 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 you have applied for is identified as child-related employment, you will undergo a Working with Children Check, conducted by the NSW Commission for Children & Young People. All details for a Working with Children Check will be provided to you by us.

If you are unsuccessful after attending an interview you will be notified 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 discussed.

The successful applicant/s will then be provided with a written letter of offer of employment.

 

 

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