Welcome
You’ve most likely arrived here from the JobsWA website, where all government jobs are advertised, but you could also have seen the perfect job for you on Facebook, LinkedIn, Twitter or a local newspaper, or heard about it on a regional radio station.
Deciding to make a career move, looking for a new job, getting an interview and waiting to find out if you got the job can be an exciting and challenging time. It’s not something that we do every day, so it can also be a bit stressful even for the most confident person. The recruitment process shouldn’t be stressful or feel like you’re being tested. It should be an opportunity for you to shine.
We’re looking for the right person for the job - someone who is passionate about the work they do and will play a part in making Communities a great place to work. Creating a positive experience that lets you showcase your best self is the way that we can make that happen.
Important: Employment and engagement screening
Providing your consent to criminal record screening, client and child protection checks, integrity and other applicable checks are a mandatory aspect of Communities’ recruitment, selection and engagement processes.
Please read our Overarching Employment and Engagement Screening Policy.
Screening checks will not always preclude applicants with an adverse history from employment or engagement.
Screening checks do not eliminate the risk of employing or engaging unsuitable people, however they are designed to minimise the risk based on available, credible and relevant information and to safeguard Communities’ integrity.
Checks will be undertaken in a way that do not breach privacy, human rights or equal opportunity laws.
If you do not give consent to undergo pre-employment checks, the screening process cannot be undertaken, and you will not be permitted to commence employment with Communities in any capacity.
See below information about how the process works, what to expect and some tips on how you can make the most of your recruitment experience.
Application process
ºÚÁÏÕýÄÜÁ¿ application processes can be tricky. We have put together lots of tips that also act as a checklist to help you put forward your best application:
Step 1: Write your application
Show moreYour application is important as it will determine whether you progress to the next stage of the selection process.
To successfully apply, your completed online application must include:
- a current comprehensive resume (curriculum vitae) including:
- personal and contact details (including email address)
- a summary of your qualifications, experience, skills and qualities. It should be up-to-date, clear, concise (up to five pages) and tailored to the role you are applying for
- relevant education and training (including qualifications)
- paid and unpaid work history (and any community involvement), highlighting your experience and achievements most relevant to the role you are applying for.
- a cover letter (if requested) that is well-structured and specific to the job you are applying for and:
- include any specific information requested in the job ad
- address the selection criteria (if applicable)
- showcase your achievements in jobs you’ve held previously
- explain why you want the position
- show us how your current skills are transferable to this position
- demonstrate why you would be an asset to us.
- the names and contact details of two recent referees. While it is anticipated that referee checks will not occur until the later stages in the selection process, we recommend you check with your referees before nominating them.
- documentation that meets the requirements specified in the job advertisement. Please ensure that each attachment is less than 2MB.
Responding to the selection criteria and targeted questions
If the advertisement asks you to respond to the selection criteria or has targeted questions, you need to describe how you used your knowledge, skills and abilities in a certain situation and the result.
To prepare your responses, you should:
- review the role description, duties, responsibilities and essential requirements to help you understand what you are required to do and other important things about the job. This information can be found in the job description form and/or on the Communities website
- use the duties, responsibilities and selection criteria sections of the job description form to prepare examples to demonstrate how you meet each criteria/question that needs to be addressed
- be specific, clear and concise. The examples used should outline what was your approach, what you did, how you did it and the result.
Step 2: Shortlisting
Show moreThe Selection Panel assesses applications, which includes all documentation submitted and agrees on a shortlist of the most competitive applicants. These applicants will be contacted by phone or email for further assessment.
Step 3: Further assessment of shortlisted applicants
Show moreThe Selection Panel may use a variety of methods/tools to conduct further assessments to determine your suitability for the role. This can include a formal structured interview, a work-related task, assessment centre and/or a second interview, if needed. Your referees may also be contacted.
Step 4: Interview preparation
Show moreBefore you attend the interview, we recommend that you thoroughly review the capabilities outlined in the role description and think about work-related examples that you can share during the interview.
The Situation, Task, Action, Result (STAR) method can be useful in preparing for the interview.
- Situation: Describe the situation you were working in and include key details that will provide important context to the panel.
- Task: Define the tasks that you needed to do to solve the situation.
- Action: Describe the specific actions you took to address the situation and task.
- Result: Describe the outcome of your actions and the specific results you achieved.
Step 5: The decision
Show moreThe Selection Panel will consider all the evidence it has gathered to determine which applicant(s) best meet(s) the job requirements and the business and diversity needs of the Department at the level needed to do the job.
All applicants will receive a written notification of the outcome, also offering the opportunity to ask for feedback.
Step 6: Feedback
Show moreWhen you receive advice about the outcome of the selection process, you are encouraged to phone the contact person for constructive feedback.
You will also be advised of your right to lodge a claim of breach of the Employment Standard if you believe the decision made has breached this Standard and as a result, you were adversely affected.
Please visit the Public Sector Commission website for further details.
