Frequently asked employment questions

You can download them from our job advertisement section.

Some casual/temporary positions are advertised, others are sourced via an employment agency. You may apply for any advertised casual/temporary positions which appear on our website.

All candidates are required to submit their application in full and address the Selection Criteria in order to be considered. Candidates who address and meet the criteria will be invited to progress onto the next stage of the recruitment process.

Viewing the Selection Criteria outlined in the position description will also help you determine if the role is suitable for you.

The selection panel will assess each application against the selection criteria outlined in the position description.

Candidates who respond to and meet the selection criteria are more likely to be selected for interview.

No. If there are a lot of people who meet the selection criteria, those shortlisting will give preference to those who meet the selection criteria more strongly than others.

Yes. If you are selected for an interview, Council can conduct an online interview with you in the first instance.

It can take between 1-4 weeks for the applications to be shortlisted and applicants called for an interview. Generally if you have not been contacted after 4 weeks, you have been unsuccessful.

Candidates who have been unsuccessful for the role are notified after the recruitment process has been completed and the position filled.

Reference checks are conducted after an interview for the preferred applicants, as well as a pre-employment medical.

Council will not contact unsuccessful applicants until these have been undertaken and the successful applicant has accepted the role. This can take 1-2 weeks.

Yes you may. You can contact People & Culture on 9424 0000 if you seek feedback.

No. Council makes merit based employment decisions, which means that the most suitable candidates are chosen on the basis of the skills and experience they demonstrate throughout the recruitment process.

There have been many instances where external candidates have been successful in roles where internal employees have applied.

No, we do not accept unsolicited applications. Applications must be for a specific position that we are currently advertising.

Generally, no. If there is an exceptional reason why you cannot get your application in on time, contact People & Culture before the closing date. We may be able to make an allowance for you, depending on the circumstances.

Yes. Those applying for employment must be legally entitled to work in Australia. You will be asked to provide proof of this when you apply.

Yes. If you are a relative or friend of someone who works here, you need to tell them to advise People & Culture. You will not be treated any differently; however we need to know to ensure that your friend or relative is not involved with the recruitment process.

The position may be re-advertised, or it may be changed to attract more applications.

If a position has not been filled after a few rounds of advertising, an employment agency may be used.

If you applied in the first round and were not successful, you can re-apply. However, occasionally when we re-advertise we will state that "previous applicants need not re-apply".

In these cases, the applicants from the first round were deemed unsuitable, and not enough time has passed since the first round of advertising for those applicants to have gained the required skills or experience.