In this section
process outlines the recruitment journey that job applicants generally go
Step 1. Submit job application
will generally be required to submit an online application form, cover letter
and resume in response to the Job Advertisement.
Please note, diversity and
inclusion questions are asked in the application process, such as disability or
Aboriginal and Torres Strait Islander identification. This information is only used
for demographic data purposes, or to address any adjustments needed in the
recruitment process or workplace.
Step 2. Applications are reviewed and
shortlisted for interviews
Hiring managers shortlist applications against a set of
predetermined and consistent criteria. This can include the minimum
accreditations, qualifications and years of experience. These can generally be
found in the Position Description and/or the online advertisement.
Step 3. Advise unsuccessful applicants
Applicants that are not being considered for an interview
should be advised that they are unsuccessful through email or alternative
preferred communication method as previously advised.
Step 4. Phone screening interviews
Occasionally, a Phone Screening Interview stage is added to
the recruitment process prior to face-to-face interviews to allow for a 2nd
short list before face-to-face interviews occur.
Note: This does not
replace formal phone interviews for Overseas candidates.
Step 5. Face-to-face
Short listed candidates are booked in to attend a formal
interview. Generally there are at least 2 interviewers on the panel. Each
interview is rated using consistent pre-determined criteria.
This step is replaced by a formal phone interview for Overseas candidates.
Step 6. Reference checks
After interviews, the successful candidates’ work history
needs to be verified through reference checks with previous employers.
Step 7. Verbal Offer
Based on performance & information gained at the
application stage, the phone screen (optional), the interview and the reference
check the Hiring Manager decides which candidate will be offered the
position/s. A verbal offer is made “subject to” satisfactory Employment Checks
(i.e. Criminal History, Working with Children, work VISA).
Step 8. Contract and Employment Checks
The successful applicant will be sent a contract along with
the new starter paperwork and pre-employment checks including, Working With
Children check, Criminal History Police check and Vaccinations status. If all
checks are clear then the applicant can be confirmed as successful.
Step 9. Advising Unsuccessful
Unsuccessful interviewee applications who attended an
interview should be advised of the outcome personally and offered the
opportunity for receiving feedback.
Step 10. Closing the job
Once the successful applicant has had their contract and
employment checks confirmed by the RCH, and all unsuccessful candidates have
been communicated to, then the recruitment process is complete.