To work for us, or the Victorian Government more broadly, you must have the right to work in Australia.

This means you must:

• have Australian citizenship
• be a permanent resident of Australia or New Zealand, or
• have a valid visa that provides work rights.

You must also provide evidence that proves your right to work. These documents are:

• Full Australian Birth Certificate (if born before 20 August 1986) and a form of photo ID
• Full Australian Birth Certificate (if born on or after 20 August 1986), a form of photo ID and evidence that at least one parent was an Australian citizen or permanent resident at the time of the child's birth
• Australian Citizenship Certificate
• Australian Passport
• New Zealand Passport
• New Zealand Birth Certificate and a form of photo ID
• Certificate of evidence of resident status
• Valid visa with work rights.

Understanding the job requirements

Download and carefully read the position description, understanding all the responsibilities and tasks.

The main areas you should focus on are:

• values – describes the values and behaviours that guide the organisation
• accountabilities – lists the day-to-day responsibilities of the job
• key selection criteria – details the knowledge, skills and personal qualities needed to do the job
• qualifications – specifies any qualifications required for the job

Preparing and submitting your application

When applying online, you will need to submit the following:

• a completed online application
• a cover letter (Word/PDF)
• a current resume (Word/PDF)

Your cover letter and resume should summarise your knowledge, skills, work experience and education/qualifications. In your cover letter, you should address the key selection criteria and how your experience meets the requirement of the role.

Copies of mandatory qualifications (where applicable) may need to be presented at an interview.

A selection panel shortlists applicants for interviews. They assess all information provided in an application, comparing it against the key selection criteria.

The most suitable candidates are shortlisted and contacted for a panel interview or assessment centre. A shortlist can include up to eight people. If you are not shortlisted, you will be notified in writing.

In your interview, the panel will ask ‘behavioural’ style questions. This means you will be asked to provide details of your direct experience, personal qualities, knowledge and skills.

Preparing for your interview

Panel interviews are generally conducted by a group of three interviewers. They take between 45 minutes and an hour.

You can prepare for your interview by:

• reviewing your skills and experience against the key selection criteria
• anticipate questions that may be asked
• researching us, and the broader industry context.

Be prepared to talk about your understanding of what we do, why you applied for the role and how your skills and achievements meet the key selection criteria. When responding to interview questions, we recommend following the situation, action, outcome (SOA) technique:

• the situation or context you faced
• what your actions were
• what the outcome was.

If further assessment is required a second interview may also be conducted. Depending on the role, a second interview may include a written or role play assessment.

Reference checks

After the interview, the panel will compare notes and identify the preferred candidate/s.

Reference checks will then be conducted on competitive applicants.

Once a successful reference check has been conducted, pre-employment safety screening will commence. Pre-employment safety screening is a mandatory aspect of the recruitment processes and maximises the likelihood of recruiting the right person with the right skills and attitude to the role.

A national criminal history records (police) check is undertaken for all competitive applicants, to establish if a criminal record exists and whether it is relevant in context of the role being applied for. If your application is successful, you will need to pay for your own check.

As part of the recruitment process, we will also check your working rights via the Department of Home Affairs (formerly the Department of Immigration and Border Protection) Visa Entitlement Verification Online (VEVO) site.

Depending on the role you have applied for, other pre-employment safety screening checks can include:

• Disability Worker Exclusion Scheme
• International police check
• Working with children check
• Pre-employment medical check
• Previous discipline database check

If you are the successful candidate, you will be advised verbally. We will then send you a formal letter of offer.

The letter of offer will provide information regarding the position, title, region/division, location, commencement date and salary.

To accept the role, you will need to sign and return a copy of the letter of offer. After acceptance, you will receive on-boarding paperwork to complete before you start the new job.