The selection process
The University is an Equal Opportunity Employer. We apply the principles of equity and cultural diversity to our recruitment and selection processes, and take account of the particular needs of applicants from equity groups such as Indigenous Australians, women, people with a disability and people from diverse cultural backgrounds.
Selection for our advertised positions is based on merit and normally involves the following processes:
After the closing date for the vacant position, all applications received are reviewed by the selection panel as part of the shortlisting process. Applications are compared to the selection criteria to identify the applicants who best match the criteria.
If you are selected during the shortlisting process you will be contacted and invited to attend an interview.
Interviews are normally held in person, however telephone and video-conferencing interviews are arranged in some circumstances.
Interviews are conducted by a selection panel. The composition of the panel will vary, depending on the nature of the position, but will normally include the following members:
- The Head of the Work Unit where the position is located;
- The supervisor of the position;
- An external panel member from outside the Work Unit, either selected from within the University or external to the University; and
- A HR representative may also participate on the panel.
During the interview, the panel will ask you a series of questions which focus on the job requirements and the selection criteria for the position. A similar set of questions is asked of each applicant. You will be asked to provide specific examples which demonstrate that you meet the selection criteria.
The selection panel may decide to use other selection techniques to obtain more information about your suitability for the position. Examples of some of the techniques that may be used are:
- Presentations to the selection panel;
- Conducting a teaching session;
- Skills tests such as typing tests or operating machinery or specific computer software; and
- Evaluating information such as a balance sheet for an accounting position.
At the end of the interview you will have the opportunity to provide additional information to support your application and to ask questions.
Be prepared for the interview to ensure you give yourself the best chance for success. [interview hints]
The selection panel will examine the references received from your nominated referees or will phone your referees for a reference immediately following the conclusion of interviews. If necessary, the Chair of the panel or the HR representative may contact them to clarify aspects of your application and work experience. If the selection panel requires further information, they may ask you to nominate other suitable referees.
Normally, the selection panel will be able to give you an indication of when the outcome of the selection will be advised. Candidates are generally informed of the outcome within one week of the interviews.
On some occasions, further information may be needed or the panel may need to reconvene at a later date to further consider their recommendation.
If you are selected for the position, you will initially be advised by telephone.
If you are unsuccessful, feedback can be obtained from the Chairperson of the Selection Panel. This may help you in your preparation of future applications and interviews.
Feedback can be arranged through HR Services.