Applying for a job

Once you’ve found a job that interests you, it’s worth taking some time to work out whether it’s the right fit. This means thinking about how the role aligns with your skills and experience, and how you can put forward the strongest possible application. Follow the steps below to help you do this.

1. Review the position documents

Start by downloading and carefully reading the Statement of Duties and any other documents attached to the job advertisement. These will give you a clear picture of what the role involves. Consider if you think you have the right skills and experience to do the job.

The main areas to focus on are:

• Duties – the day-to-day responsibilities and tasks of the job.
• Selection criteria – the knowledge and skills needed to do the job.
• Requirements – any essential or desirable requirements such as qualifications, licences and pre-employment checks.

2. Review the job advertisement

The job advertisement page may include additional information about the role, including what you need to submit with your application and any job-specific essential requirements.

Make sure to read the ‘Advice for Applicants’ section. Complete the ‘checklist’ if there is one included in the job application package.

3. Research the agency

Understanding the agency you are applying to can help you decide whether it is the right place for you. It can also help you tailor your application.

Visit the agency's website to find out more about what they do. You can download a copy of their most recent annual report and take note of their goals. It is also good to know the agency’s values and mission.

Doing this can help you use the right language in your application and prepare you for later stages of the process, including interviews.

4. Speak to the Contact Officer

If you have any questions about the job or the application process, the Contact Officer listed on the job advertisement is there to help.

Contact Officers are involved in advertising the position and have a good understanding of what an agency is looking for. They can answer questions about the role that could be important to your understanding of the job and to the way you develop your application.

If you're unsure about anything, please do not hesitate to ask the Contact Officer.

Reasonable adjustments

We try to ensure our workplaces are as inclusive as possible. This includes making reasonable adjustments so all applicants have an equal opportunity to participate in the selection process.

If you have any concerns about how best to take part in the process, you can speak with the Contact Officer or ask to talk with someone from Human Resources (HR).

They can discuss your needs, explore suitable adjustments and provide information about the assessment process, including who will be on the interview panel. We want you to feel as comfortable and supported during this process as possible.

Be realistic about your knowledge, skills and work experiences

Take a moment to ask yourself about whether you have the necessary knowledge, skills and work experiences to do the job you want to apply for.

It can help to check in with people you trust, like peers, mentors or previous managers, to see if they agree with your view of your strengths and any areas you might want to develop, and whether they think you’re ready to step into the role.

All applications can be submitted online via our application portal, which you’ll find on the job listing page. Some agencies may also accept hard copy applications. Please check the relevant job advertisement for details as each agency can be different.

Most applications will ask you to upload a resume and a written application. However, requirements may differ from job to job, so it is important to carefully read the job advertisement and make sure you submit the correct information.

Resume

Your resume should include your:

• personal information
• education and training
• employment history
• volunteer/community involvement
• current referees

A strong resume is clear, well-presented and highlights your qualities. Use an easy-to-read format and ensure that your referees are current. Don’t use unusual fonts or include pictures or backgrounds, as these can make your resume harder to read.

Make sure your resume is up-to-date and ready to go

An up-to-date resume is essential when applying for jobs. It helps selection panels clearly see your most relevant and recent experience.

If you don’t currently have a resume, or you haven’t updated it for a while, here are some ideas to get you started:

• Ask friends, family and colleagues if you can look at their resumes for inspiration.
• Talk about your transferable skills developed through past work and volunteering.
• Tailor your resume to the job you are applying for.
• Ask someone you trust to proof-read your resume and provide suggestions.
• Keep your resume short and use clear and succinct language.

For more detailed tips on preparing a resume, view our application tips.

Written application

Every job advertisement will explain the type of written application that is required. If you are unsure about how to format your written application, you can ask the Contact Officer listed on the job advertisement.

The most common written application requests include:

Short form applications

A short form application is a brief summary of how your experience, skills and knowledge make you the right person for the job. It should be no more than two A4 pages.

However, sometimes the format varies, so always read the application requirements carefully. For example, some selection panels will ask that you respond to specific questions.

The job advertisement will explain what’s expected and will often include a guide to help you structure your response.

Selection criteria applications

You may be asked to provide a statement about your skills and experience against selection criteria as part of your application. This means you should carefully read the selection criteria, then write about how your personal work history, study, training and lived experiences meet each criteria and make you a strong candidate for the job.

Selection criteria describe the key capabilities and competencies required. They are listed in the Statement of Duties and are used by the selection panel to assess whether you have the knowledge, experience, values and personal attributes needed to succeed in the role.

Selection criteria tips

Here are some tips for preparing your response to a job’s selection criteria:

• Always follow the instructions in the job advertisement.
• Selection criteria can be tricky to understand. Don’t be afraid to reach out to the Contact Officer for the job advertisement if you are unsure about any of the criteria.
• It can be helpful to break down key words in selection criteria to make them easier to respond to.
• Using the STAR method (Situation, Task, Action, Result) can help you frame your response to each criteria.

We have expanded on these tips, including the STAR Method, in our application tips page.

Essential and desirable requirements

Any requirements for the job you are applying for will be outlined in the job advertisement and Statement of Duties.

Essential requirements are elements you must have to do the job, such as a particular certificate or qualification.

Desirable requirements are skills, experience, knowledge or qualifications that the panel would like you to have, but are not essential.

Some common examples of requirements include:

• professional and academic qualifications such as a university degree, diploma or certificate.
• professional registration/licensing such as teacher registration or registration to a professional body.
• pre-employment checks (police checks and Working with Vulnerable People registration).

Referees

A referee is someone who can provide the selection panel with feedback on your skills, experience and personal attributes. Referees should not be friends or family and are expected to provide an honest and accurate assessment.

Before listing a referee, make sure you’ve asked for their permission. Confirm their contact details and availability with them before you include them. If your referee details change during the selection process, let the Contact Officer know.

Selecting the right referee

• Choose referees who can speak confidently about your ability to do the job.
• If possible, include your current or most recent manager (this could include a volunteer manager).
• Consider how long they have known you, and if they can confidently vouch for your skills, experiences and areas you need to develop.
• Let your referees know that you are applying for a job and that they might be contacted by a panel member.
• Give your referees information about the job you are applying for. It can be helpful to share your application with them.

Additional documents

Some jobs may ask you to provide additional information, like academic transcripts or copies of other qualifications you may have. If the advertisement doesn’t ask you to provide any additional documentation then you can leave this section blank.

Only upload documents that are specifically requested. Documents uploaded that were not asked for will not be assessed as part of your application.

The selection process for advertised jobs begins once applications close. Make sure to check the closing dates and allow yourself enough time to prepare and submit your application.

Most jobs will have a selection panel responsible for assessing applications and recommending the candidate who best matches the role.

While each selection process may vary, they will usually include the following steps.

Shortlisting applicants

The selection panel will discuss the applications and decide which (if any) applicants will be shortlisted.

Once a shortlist is created, applicants will be advised (usually by a phone call or email) if they have successfully progressed to the next stage.

Selection methods

A range of selection methods may be used to assess the suitability of shortlisted candidates. The most common methods are interviews and reference checks, but other methods include:

• written assessments
• ability and aptitude testing
• online or face-to-face presentations
• group exercises
• assessment centres.

You will be informed during the process which methods will be used.

Interviews

If you are shortlisted for an interview, you will be contacted to confirm a time and date.

Interviews may include practical components, such as demonstrating your skills through a presentation, or may follow a more traditional question-and-answer format. We recommend confirming the interview format with the Contact Officer so you can prepare with confidence.

If you require any adjustments or support to attend or participate in an interview, please let the Contact Officer or Human Resources team know in advance. We want everyone to have a fair opportunity.

Before the interview

Interviews are an important part of the selection process. They are often your first opportunity to meet the panel, talk about your skills and make a good impression. It’s also a chance for you to learn more about the role and the team.

To help make the best impression in an interview, you should:

• Research – you may have already done some research when applying, but this is a good time to look more closely at the specific business-area or team in which the job sits. The more knowledge you have, the better prepared you will be.
• Prepare – take some time to think about your strengths, weaknesses and goals, as you may be asked about them. To boost your confidence, it’s a good idea to practice responding to common interview questions. It’s also helpful to re-familiarise yourself with the job description and its Statement of Duties.

The interview

Interviews can be stressful and that’s completely normal. The panel understands this. The tips below can help you have an easier time and make a good impression:

• be on time
• dress appropriately
• listen carefully
• answer succinctly
• ask questions.

We have put together more interview tips here.

Reference checks

Your references may be contacted at any stage in the application process and can be completed over the phone, via email or via online referee forms.

Usually your referees will be contacted after the interview stage, however some jobs require referee checks earlier.

Your referees will be asked to comment on your skills, experience, general work behaviour and performance. They may also be asked to comment on areas that they think that you need to work on.

Other screening checks

Additional screening checks may be carried out depending on your individual circumstances or agency/job requirements. These may include:

• pre-employment checks (specified in the Statement of Duties)
• education qualification
• registration or police checks.

Successful applicants

If you are successful in securing the role, congratulations! We are thrilled to welcome you on board. You may initially be offered the job verbally, followed by a formal offer soon after. Formal offers are generally sent via the online application portal, however some may be sent via email or post.

If you receive your offer of employment via the application portal, you will be sent an email with instructions of how and where to login. From there, you can accept the offer online. However, you might need to return a signed copy of your employment agreement either before or when you start.

Once that is complete, your exciting new career with the TSS begins, and you’ll have the chance to do meaningful work in a meaningful place.

Unsuccessful applicants

If your application was unsuccessful this time, you will be informed.

Feedback can be requested from the panel if you want to identify your strengths and where you need to improve for the future.

Applicants can be assessed as ‘suitable’ for the role but aren’t the top candidate. In some cases, they may go into a pool to be considered for the same or similar vacancies that may arise.

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