Guide for job applicants

How to apply

Your application is a professional reflection of yourself. Spelling and grammatical errors, along with poor formatting of the documents, instantly reflects poor planning and use of available technology.

Written applications usually contain three distinct parts:

1. Cover letter stating where and when you saw the vacancy advertised, and why you want the job and a brief statement about what you could offer Council. Make sure your name, address/es and all telephone numbers where Council can contact you are on this letter. It is not helpful when the selection panel has to search through your papers to find a contact number for you.

2. A separate paper addressing the selection criteria. This is the main and most important part as the selection panel focuses on this for shortlisting purposes.

It is important that your application contains specific information demonstrating how you meet the selection criteria for the advertised position. It is not sufficient to state that you believe you meet the criteria you need to provide examples from your past experience (paid work and/or non paid work related) to support your claims. Failure to do this may result in failure to be shortlisted.

Remember too, that all claims will be clarified from at least two referees if you are considered

3. An updated resume.  A resume is a map of your personal and professional history. A quality resume states your qualifications, the name of all positions you have held, the names of the organisations you have worked for and the term is usually displayed by month and year. You will need to explain gaps in your employment history. You will need to include your major responsibilities and/or achievements under each organisation you worked for.

It will also include any memberships, your role on community groups or committees or papers that you have had published, hobbies (these often display a range of skills not necessarily gained through paid work) and also indicate a balanced lifestyle.

Please do not tell us where you went to primary school unless you only went to Grade 6. There is no need to tell us your marital status or your parental status.

Do not submit copies of your qualifications . these should already be listed on your resume, feel free to bring these to the interview if you wish.

Do not submit your application in a folder because if you are shortlisted, your application will be photocopied, no-one wants to be pulling your application apart or taking it out of plastic sleeves.

You may also submit any other relevant information that you feel will support your application but sometimes it is better to bring additional supporting material to the interview.

Referees

While it is not essential at the application stage, you may wish to nominate at least two referees, three is preferred, (include their name, position, the organisation they work for and current contact numbers and their relationship to you, eg current supervisor, or why you have listed them as a referee) who are familiar with your work, skills and abilities and who may be contacted to verify information provided by you or gleaned by the selection panel at interview. Alternatively you may prefer to provide such information if and when you are invited to attend an interview. Wherever possible, referees should include recent supervisors or managers.

Please ensure that your referees know you are applying for a job with Council.

If you chose to provide personal or character referees please note that these may not be used unless it is your first job.

Where to send applications

Hand deliver to:

Customer Services at Darwin City Council, Harry Chan Avenue

Email to: recruitment@darwin.nt.gov.au

Post to:

The Recruitment Officer

Darwin City Council

GPO Box 84, Darwin NT 0801

Fax to: (08) 8930 0311

Additional information

If you require additional information about the recruitment process or the terms and conditions of employment, you may contact:

HR Admin Officer 08 -8930 0667 or 08 - 8930 0647

The selection process

The selection process will include consideration of the applications against the selection criteria, shortlisting (ie deciding who will be interviewed), interviews and referee checking. Selection is made in accordance with the merit principle and candidates are assessed by a selection panel. In some cases, the selection panel may decide that the written application, along with referee checks, is sufficient on which to make a recommendation.

Acknowledgment

All applications received will be acknowledged. The Council also attempts to advise applicants who are not selected for interview as soon as possible after the decision is made to allow them to continue their job search.

Shortlisting

In deciding whether or not you will be selected for an interview, members of the selection panel will be guided almost entirely by the contents of your application. It is for this reason that it is important that your application adequately addresses the selection criteria. If you are an in house candidate, do not assume that selection panel knows your work history or capabilities. You must put forward a professional application, which will be able to stand alongside external applications.

Interviews

As a guide, interviews take 45-60 minutes. During the interview applicants will have the opportunity to elaborate on their application and provide any additional information in support of their ability to meet the selection criteria. Applicants should be prepared to answer questions seeking further information to allow the panel members to make an informed assessment of their competencies and suitability for working with Council. In some cases, there may be no need to conduct interviews. A selection panel may decide that based on written applications, an interview is not necessary.

Testing

Some panels will ask applicants to undertake keyboarding, notetaking or other computer related tests as additional evidence of an applicant's competencies in performing the role.

Referee checks

Two referee checks will be made on the preferred applicant/s either before or after an interview. The referees provided by the preferred applicant/s will be contacted to clarify issues in relation to the applicant's suitability. The final decision in relation to suitability rests with the selection panel.

Notification of outcome

All applicants not gaining an interview will be notified in writing. All applicants interviewed will be notified by telephone and in writing.

Post interview feedback

The Chairperson of the panel will provide feedback in relation to the applicant's application and interview if requested.

Starting with council

Always be clear about how much notice you will have to give a current employer if you are recommended by the selection panel as the preferred applicant.

No contract until

Please note that there is no contract between you and Council until you have been sent the offer letter, along with commencement paperwork and have all that signed and returned to Council. Council may chose to withdraw the vacancy or the offer at any time until you have signed and returned the offer to Council.

CONTACT: HR Section - Phone (08) 8930 0647.

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