Application Package

APPLICATION PACKAGE


A GUIDE TO APPLYING FOR VACANCIES

Position Description:
A Position Description is available for each advertised vacancy. As a first step in applying for a position, you should acquire the relevant Position Description. This can be obtained by telephoning the Manager at the Women’s Health Centre or via email whealth@bigpond.net.au

The Position Description should be read carefully, as it may describe:
• The purpose and major duties;
• Primary delegations, accountabilities and responsibilities;
• Selection criteria;
• The organisational environment which shows the position in relation to supervisors and subordinates;
• Additional factors which indicate unique requirements specific to the position, eg, the need for travel, irregular working hours, the period of employment if the job is temporary, educational requirements, etc.
• Closing date
• The name and telephone number of the contact person who you may contact if you need further information about the position.

YOUR APPLICATION

Written Application:
The following documentation is required when applying for an advertised vacancy:

• A covering letter of application;
• Responses to each Selection Criteria in the form of a written account of your qualifications, experience and skills and how they relate to each of the criteria;
• A resume of curriculum vitae;
• The names, positions and telephone contact numbers for two work-related referees (current supervisor preferred wherever possible);
• Supporting documentation considered relevant to the position, eg, copies of documents that demonstrate your ability to meet the stipulated mandatory levels of education or professional qualifications outlined in the Position Description.

The wording of the Selection Criteria reflects the required level of qualifications (if applicable), competency level, knowledge and skills to successfully fill the position. More attention is paid to an applicant’s response to the Selection Criteria than to the details presented in a resume. Applicants should ensure that they provide a full response to every Selection Criteria, be concise, yet informative. A full response would generally be between 1 page for each criteria.

Merit is the sole basis of selection; wherever possible, give evidence of your merit. In other words, don’t simply state that you meet particular qualifications, but provide specific examples that demonstrate how you meet the criteria.

For each criterion:
1. State in WHAT way you meet this selection criterion;
2. Demonstrate HOW you do this; and
3. State WHY this is important (make links from past experience, knowledge, skills etc to the position you are applying for. Tell the selection panel WHY this will make you the ideal person for this position).

Example:
Selection Criteria: Ability to work in teams

WHAT:
I have worked in small groups/teams _______________________.
HOW:
I have always been an effective team member because ___________________.

Remember that the job market is a competitive one and therefore your application will have more chance of attracting interest from the selection panel if it is well presented, concise and relevant. It is worth stressing that the primary purpose of any application is to obtain the opportunity for an interview in order to substantiate your claims for appointment to that position.

*** You must submit your application and two (2) additional copies by 4.00pm of the closing date recorded on the Position Description.

THE SELECTION PROCESS

The Selection Panel will consist of three members.

The process that the panel adopts in reaching a selection decision will be based on individual merit. This process includes:

• Consideration of all applications against the Selection Criteria for the position and short-listing of applicants who demonstrate in their application sufficient merit to warrant interview;
• Other assessment techniques if required, eg, in-basket or work samples test, aptitude test;
• Interviewing of short-listed candidates;
• Reference checking of candidates with the highest ratings as perceived by the Selection Panel;
• Recommendations for appointment made and confirmed and notification of appointment made;
• Advice to unsuccessful applicants; and
• Feedback to applicants (if requested).

SHORT-LISTING

The short-list for interview is decided through a systematic process of comparing information by each applicant against each of the Selection Criteria. Those who most closely match the criteria will be interviewed. As a general rule, panels will often interview between three and six candidates. If you are unsuccessful in making it to the short-list you can seek feedback from the Panel Chairperson. This feedback will indicate only how the application was rated in relation to the Selection Criteria, and not how the application fared in comparison to other applications.

WEIGHTING OF CRITERIA

Prior to short-listing of applications taking place, selection panel members will decide on the weighting of the Selection Criteria. Weighting is determined by considering each criterion relative to its overall importance to the position and being allocated an appropriate percentage. For example, if it is decided that one of the criteria is critical to the successful performance of the function, then that criteria will be weighted accordingly, by being allocated a higher percentage. Note that you will be advised before an interview as to how the weightings have been allocated.

THE INTERVIEW

The interview provides candidates with the opportunity to demonstrate that they possess the greatest overall merit to succeed in the position advertised. The body of the interview will be structured, in that each candidate will be asked a series of prepared questions based upon the Selection Criteria contained in the Position Description. This type of approach helps the panel to make an equitable decision based on merit. All applicants will be asked the same core questions. The panel may also ask you several follow-up questions for each criterion to ensure that they obtain the information they require. Your answers will be rated according to how well the panel feel you meet each criterion. If you are short-listed for interview, you will also be given 15 minutes to peruse the interview questions prior to the interview commencing.

Each interview will normally take between 45 and 60 minutes, during which time you will be given the opportunity of asking any questions or seeking clarification from the panel on any points, and of tendering any additional information or documentation which you may feel will assist your application. At the end of this process, panel members will discuss and reach a consensus on the relative merit of each candidate, based on the quality of the application and performance at interview.

REFERENCE CHECKS

Reference checks are carried out in relation to the candidate with the highest score across all elements used in the selection process. In situations where there is only a marginal difference in final scores, reference checks may be conducted on several candidates. The purpose of these checks is to verify that the information provided by the candidate in both applications and interview is accurate.

NOTIFICATION OF APPOINTMENT

All applicants will be advised in writing of the outcome of the selection process following approval of appointments.