Recruitment and selection

Shortlisting Interview Screening Job offers FAQs

Council IT staff

We assess your knowledge, competence, skills and personal attributes against the demands of the job.

Use the STAR method for your application and interview.

Situation  Where and when did you do it?
Task  What was required to complete it?
Action  What did you do and how did you do it?
Result  What happened as a result?


Interviews are NSW time

NSW is 1 hour ahead of QLD during daylight saving

  • Shortlisting takes at least 14 working days, depending on the number of applications received.
  • Shortlisted applicants are contacted by email and text message and invited to an interview.
  • If you’re not shortlisted for interview you will be informed by email.


  • There are usually 3 people on the interview panel.
  • This is your chance to tell us about your skills and experience.
  • Ask any questions you may have.

Preparing for your interview

  • Read the position description and selection criteria.
  • Prepare answers to questions you may be asked (why you applied for the position, your achievements and strengths).
  • Be ready to talk about your experience in similar work situations.
  • Make sure you’re familiar with our values, and think about how you will add to our culture.

Virtual interviews

  • You will need a computer with a webcam, headphones and a microphone. A tablet or smartphone may also be an option.
  • Check your internet connection and equipment beforehand.
  • Read through the virtual interview instructions pdf
  • If a face-to-face interview is needed it will be arranged under our COVID Safe plan.

Pre-employment screening

Preferred candidates progress to pre-employment screening. Job offers are not made until screening has been completed.

Reference checks

  • Your 2 referees should ideally be your current and most recent supervisor.
  • Your referees are not contacted unless you’ve been interviewed and are a preferred candidate.

Health assessment

  • Your fitness is assessed against the job requirements.
  • Drug and alcohol testing is part of this process (a positive test result means the recruitment process ends and your application will not be considered).

Background screening

Background checks verify the information in your application. Checks may include:

  • identity and employment history
  • qualifications
  • drivers licence and traffic history
  • working with children clearance
  • criminal history and financial probity
  • other position-specific checks

Accepting your job offer

If successful, we will call you with the good news.

Unsuccessful candidates are notified by email.

Our induction program introduces you to life at Council. It includes:

Workplace safety

Our code of conduct

Cultural awareness training

A chance to meet our executive team

Frequently asked questions

Has my application been received?

You will be sent an automated email confirming we have received your application.

What is the status of my application?

We communicate with applicants by email throughout the recruitment process.

Can I ask for feedback?

If unsuccessful at interview, you can request feedback.

Should I apply if I don’t meet the criteria?

You need to meet the criteria to be considered.

Can I apply if I have a criminal record?

Police checks are required for some roles. In most cases, minor offenses such as a DUI will not affect your suitability for a position.