Generally speaking our recruitment process looks like this (for detailed information read our Candidate Information Guide):
1. Assessing your application
Be sure you submit a complete application (resume, cover letter, responses to the targeted questions and pre-screening questions) for the selection panel to review. Incomplete applications will not progress past the shortlisting stage; neither will applications showing the applicant does not meet the essential requirements or citizenship/visa eligibility for the role.
2. Shortlisting your application
The selection panel will assess all submitted applications based on the responses to the targeted questions, covering letter, essential requirements and resume to determine a short list of candidates for interview and assessment. All applications will be assessed based on the pre-established standards for the role as outlined in the role description and advertisement.
If you are invited to attend an interview you will meet with the selection committee, one of whom will be your potential supervisor. The selection panel will prepare questions for interview based on the requirements specified in the job advertisement and role description. Most interview questions are designed to draw out examples of your previous experience and behaviours as opposed to your knowledge or opinions. This typically involves describing situations or the type of work involved in the role you are applying for and asking you to provide examples of like work or similar situations from your own experience, how you approached the situation, and what you did. At the interview, the selection panel will be seeking to determine each candidate’s relative strengths and weaknesses in relation to the requirements of the role.
At the end of the interview you’ll have the opportunity to ask the selection committee any questions you have. Be sure to gain as much information as you can, this is your chance to determine if the role and agency are right for you.
If the role you are applying for is for a period less six months you will be asked to complete one assessment in addition to the interview. If the role you are applying for is for a period longer than six months you will be asked to complete two assessments in addition to the interview.
Assessments are designed to determine if you can meet the capabilities of the role based on your experience, knowledge, and capabilities. The assessments are generally focussed on tasks that are regular duties of the role.
Common forms of assessment used include:
- Work samples
- Short question tests
- Role play
- Online testing such as cognitive psychometric testing.
5. Checks and qualifications
Referee checks are conducted following the interview and assessments and form part of the selection panel’s decision-making process in picking the most suited candidate for the role.
All successful candidates will be required to undergo a criminal record check. A criminal record does not necessarily disqualify you from selection. Successful candidates will also be asked to provide evidence of other checks, participate in medical assessments, or provide evidence of certifications/qualifications as required by the role following the interview and assessments.
6. The Outcome
Following the checks the panel will make a final comparison of all candidates based on the results of the applications, interviews, assessments and referee checks. After the selection panel has completed this process its recommendations will be forwarded to the Executive Director for approval. Once approved, the successful candidate will receive an initial verbal offer of appointment requiring a prompt reply. A formal letter of offer letter will follow shortly after.
7. Further Information
If you require further information regarding Sydney Living Museums' recruitment and selection processes, please do not hesitate to contact Human Resources on HumanResources@sydneylivingmuseums.com.au or the nominated contact officer for the role as listed in any job advertisement.