Applicant Advice -Recruitment and Selection Process

Please be aware that this is an involved process that takes time and varies from position to position.
All electronic applications will receive an email response confirming receipt.

The role of the Interview Selection Panel is to assess the comparative merits of each applicant, based on the selection criteria and recommend suitable applicants with the greatest merit for interview and overseeing the eventual appointment of the most suitable candidate for the vacant position on offer.

Once the application deadline has closed, the Selection Panel will assess the applications to determine who will be invited to interview. This process is known as shortlisting.
During shortlisting, selection panel members compare all applicants against the essential and desirable selection criteria in order to:
eliminate unsuitable applicants, and
identify applicants who best match the required criteria.
Only the most applicants who demonstrate that they meet the criteria will be considered for interview.

ONLY Candidates selected for interview will be contacted by phone, fax or email shortly after the closing date. Further interview information is available at Interview structure – notes for candidates attending interview
At the interview, the Selection Panel will be seeking to assess each applicant in relation to the position and the selection criteria.
Each applicant will be asked the same core questions based on the job related criteria to ensure a consistent and fair approach.
At the end of the interview applicants may discuss matters that may not have emerged in response to questions raised during the interview, add or clarify any information previously stated, or ask any questions.
The Selection Panel will advise candidates about the timing of the final decision to appoint the most suitable applicant(s) and when they will be notified of the eventual outcome.

In addition to the interview, the Selection Panel may use other forms of assessment such as Powerpoint presentations, or asking applicants to complete an assessment task. If this is the case, applicants will be provided with advance notice of this type of assessment.

Only referees nominated by the candidate will be contacted to provide documentary evidence in relation to suitability for the role or character.
Referee checking is designed to seek employment related information about an applicant from present or past managers or other people with a direct personal knowledge of an applicant's work performance.
Referees will be requested to provide a written report.

The Authority is an equal opportunity employer, and employees are selected on merit and suitability. This means the person whose skills, knowledge and experience best match the job requirements

The HR department will make the conditional offer of employment to the successful applicant

Formal Offer - Letter of Appointment

Once all matters relating to the offer (ie. salary, commencement date, references in relation to character, CRB check, and suitability etc) have been negotiated, the HR department will send the formal offer or letter of conditional appointment to the successful applicant.
The letter of appointment will include details of the agreed remuneration package and any special conditions.
The appointee must accept the offer in writing before commencing employment at the Authority. The signed letter of appointment is returned to the HR department

Candidates being described as being highly/suitable will be kept on a reserve list for a period of 3 or 6 months. There will not be a further requirement to attend the interview process.

Reserve listed candidates can also be utilised for a similiar or indentical role that arises in the near future with this Authority

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