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Email Link   The Recruitment Process Explained

Shortlisting Applicants

The Shortlisting process enables the Selection Panel to determine the job applicants who have the strongest claim to the advertised position, and who should be selected for further consideration at interview.

The information in each candidate’s application is compared with the position description and the selection criteria. Those applicants deemed most suitable by the Selection Panel are then detailed on a shortlist. The shortlisted applicants are invited for interview. If you are invited for an interview you will be contacted by email and/or SMS. If you are not shortlisted for interview you will be advised via email. Please ensure you check your email account regularly.

The shortlisting process generally takes around fourteen (14) working days in total, but can vary depending on the number of applications received.

Interview Process

The interview process helps the Selection Panel to establish the candidate(s) who best demonstrate the necessary qualifications, skills, ability, experience, knowledge and personal attributes to perform the duties and requirements of the position.

Selection Panels usually comprise three (3) people, who will ask you a set of specific job related questions to determine how well you meet the selection criteria for the position. In addition to the interview questions, the Selection Panel may employ a number of other selection techniques, including:

  • Case Studies/Role Play – the panel may give you a realistic scenario and ask you to respond with what you would do if in a similar situation.
  • Work Samples – you may be required to carry out a task similar to what would be expected in the position being recruited for.
  • Work Samples from previous positions as an example of work quality.
  • Aptitude, ability and psychometric testing – e.g. typing, word processing, other job related tasks.

Interview Preparation

How to plan and prepare for your interview:

  • Read the position description and selection criteria carefully, and think of questions that you may be asked at interview.
  • Think of your previous experience in similar work situations and prepare specific examples.
  • Prepare answers to more general questions, including why you applied for the position, your achievements, strengths and weaknesses, why you are the best person for the position.
  • Prepare your questions for the panel – remember, the interview is a two way process. What would you like to know about the job, the conditions, working at Council?
  • Work out how you will get there and how long it will take you - plan to be early.
  • Remember that all interview times are NSW time (this is an hour earlier than Queensland time during the daylight savings period).
  • Bring to original documents such as qualifications, birth certificate, and driver’s licence to the interview.

Post Interview

Preferred candidates will be required to participate in Council's three phase pre-employment screening process. Pre-employment assessments are conducted by Council's external providers and are at the expense of Council. No offers of employment will be made until the entire screening process has been completed.

Pre-Employment Screening Process

Reference Checks
Referees will preferably be your current or most recent supervisor and must be able to comment directly on your abilities in a work situation. If you have any objection to this action, your concerns should be raised in your application and be discussed with the Selection Panel.

Functional Health Assessment
The functional health assessment evaluates your physical and functional capacity against the physical demands necessary to safely perform the job for which you have applied. Drug and alcohol testing is conducted as part of this process. In the event of a positive test result the recruitment process will conclude and you will not be eligible for consideration.

Background Screening
Background checks verify the information you have provided in your application, and where applicable, also check for relevant criminal history and financial probity. Checks may also include, for example, a confirmation of your ID, employment history, qualification verification and working with children clearance.

Post Screening Process

Human Resources will advise unsuccessful applicants via email and provide feedback on their application if requested.

The successful candidate will in the first instance be verbally offered the position. Upon verbal acceptance, a formal letter of offer and new starter information is sent electronically and must be completed and returned prior to the incumbent’s first day of work.

Frequently Asked Questions

How do I know if the position I am applying for is a Position of Trust?

How will I be contacted throughout the recruitment process?

How will I be contacted if I’m considered for a position?

How will I be notified if I’m not considered for a position?

Where can I park?

I have a minor offense on my criminal record, will this affect my application?

How will background screening affect my application?

What should I bring to my interview?

How long will the recruitment process take?

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