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Our healthy, modern and friendly workplace supports and promotes learning and development, career progression and personal excellence. We encourage you to check our current vacancies to find the right opportunity for you. 

Diagram of process for recruitment

Your application

Our guidelines can help complete your written application and plan for an interview. We prefer you use e-Recruitment to view and apply online for SRO vacancies.

Read the job ad carefully for what’s required. Generally we will ask you to submit a:

  • Current resume with profile, career history, achievements, qualifications, training courses and, at your option, referee details, and
  • Completed application form (attached to the job ad) responding to 3-4 behavioural questions on specific key selection criteria (KSC)

All applications and support documents should be saved as MS Word 2003 or earlier version (.doc), MS Word 2007 (.docx), Adobe Acrobat (.pdf), text files (.pxt), or rich text format (.rtf) only.

Understanding the job requirements

Our job ads and position descriptions clearly cover what we expect from all applicants, so it is essential you read and understand the scope of the specific role for which you are applying.
You will be given information including:

  • What the job involves and in which branch,
  • A position description outlining the role's main purpose, responsibilities, KSC, essential or preferred qualifications and training and/or experience,
  • Full-time, part-time, ongoing or fixed-term contract status,
  • Required skills/qualifications and extent of work experience sought,
  • How to submit your application,
  • Who to contact for further information, and
  • The closing date to apply

For any questions or to discuss the role before applying, contact the person listed in the job ad.

Submitting your application

If you feel a role matches your needs, skills and abilities, prepare to submit an application. This usually involves a resume and completed application form (attached to the job ad).

Make the layout easy to read with a classic 12pt font such as Times New Roman or Arial and adequate margins (2-3cm). Finally, edit and proofread your application for accuracy, clear wording, tone, spelling, grammar and punctuation before submitting it online to us.

Resume

Your resume has one purpose: to earn an interview with us. Therefore, tailor the content to best meet the specified requirements of the position. The most common resume format is a chronological summary (most recent to oldest) of information about your career and qualifications. Ideally keep this between two to four A4 pages of typed content.

A tip is to list your work history and qualifications to prove your record of progressive job accountabilities and increased responsibility. Consider breaking your resume into sections to provide an effective, informative and comprehensive synopsis of your professional background and abilities. You can find examples of formats online.

Key selection criteria (KSC)

We develop KSC for all positions. The job ad and application form may ask you to respond to behavioural questions relating to specific criteria.

Reference to experience can be discussed via paid and unpaid work (including voluntary and community work) but applications that refer to relevant, solid work examples will be highly regarded. Limit responses to each behavioural question/KSC to half a typed page.

Frequently sought skills, attributes and abilities in our KSC include:

  • Proven ability to work within a team environment and unsupervised,
  • Strong written and verbal communication skills,
  • Proven ability to prioritise, meet deadlines and maintain accuracy in your work,
  • Ability to interpret and apply legislation and case law,
  • Proven proficiency in the Microsoft Office suite of products, including Word and Excel, and
  • Demonstrated commitment to customer service excellence

A useful guide is the situation, task, action, result (STAR) approach that is common in behavioural interviews.

  • Situation - Think of a challenging situation, preferably in your work life, that best describes your ability to address the KSC. The position description will give you an idea of a situation that would be appropriate. Briefly outline this situation or scenario.
  • Task - Describe what tasks were required in this situation and how you identified these tasks were necessary. You can combine the situation and task into one sentence.
  • Action - Mention how you took action to meet the KSC. Discuss the specific action you actually took – not the action by the team or what action you might have taken.
  • Result - This refers to the outcome of the situation, incorporating any reflections, feedback from supervisors, customers, colleagues or others. It may also involve noting what you learnt from the experience and how your action could be improved.

Cover letter

If a cover letter is specified it should be tailored to the advertised role, the SRO and KSC while highlighting your relevant strengths. Restrict this to one page of up to six paragraphs.

From the job ad, carefully note words such as "an understanding", "knowledge of" and "proven experience" and concentrate on relating your strengths in these areas.

Shortlisting

Your application and supporting documents will be read and rated by an SRO selection panel. We may use assessments to assist with shortlisting e.g. an initial telephone discussion or online assessment. Applicants are selected for interview based on relevant skills, knowledge and experience for the job.

The interview

If you progress through the selection process, we will normally contact you directly by phone and provide sufficient notice for you to attend an interview during business hours at our Melbourne or Ballarat office (depending on job location). If mandatory qualifications are specified in the position description, we may ask candidates to bring original documents to the interview for us to sight, copy and certify.

When you arrive at the Melbourne office, please report to reception on level 2. You will then be directed to a waiting area. A member of the selection panel will then greet you and take you to the interview room. At our Ballarat office, you need to call the specified selection panel member from the phone near the front door of the office. You will then be met and taken into the office.

Please arrive about 10 minutes before the scheduled interview time and allow comfortable travel time. Please note parking around our Melbourne office is time limited and in tight supply. Commercial car parks are nearby, while there are many public transport options. If delayed, please promptly contact us on 13 21 61.

What you need to know

Selection panels usually consist of two to three people and may comprise executives, team leaders or Human Resources (HR) staff.

We use a structured interview process consisting of a series of job-related questions. Each applicant is asked set questions so they have the same opportunity to give relevant responses. Most questions are based on the main responsibilities and requirements of the role – the key selection criteria in the position description.

Behavioural questions will be asked to focus on what you have done and how you react in different situations. You should support your responses with real examples of how you performed in similar situations. Refer to the STAR approach.

You may also be asked about your knowledge of our corporate values, your motivation for the role and the value, skills and experience you can add.

Come prepared

Know yourself – your strengths, weaknesses and accomplishments. Identify four or five strengths, thinking of personal qualities such as the ability to quickly embrace new concepts, working in multi-disciplinary teams or exceptional organisational skills. Think of examples to demonstrate each strength and make sure you mention them during the interview.

Research the SRO

Find out as much as you can about us and your effort will show in the job interview.

Dress appropriately

Wear suitable corporate business attire for the interview.

Know your strengths

Remind yourself of your achievements and identify what to highlight to the panel. Rehearse answers to likely questions on your work history that show you would be a 'good fit' for the role. Focus on:

  • Specific accomplishments that demonstrate you are proactive in a team,
  • Any strengths closely aligned to the key traits of the advertised role, and
  • How your experience has expanded with each successive employer

Be self-confident and friendly

It's natural to feel nervous before an interview, but solid preparation and research will help you remain calm and confident. Smile and say hello to everyone on the selection panel. Clear communication with the right amount of self-confidence and energy will help convey your strengths.

Ask questions

All job seekers should practise responses to typical questions, but also think of questions for the panel, based on your research and the advertised role, so you can demonstrate your understanding of us.

Other selection tools

Assessments may be used at any stage of the selection process. We may use ability or cognitive tests, psychometric testing or behavioural style questionnaires, a written assessment or seek a verbal presentation.

These additional measures give you further opportunities to provide the panel with information to support your application.

Some assessments will be completed online and require no preparation. Others may require pre-work. You will be emailed instructions regarding any assessments the panel requires you to complete. Where you need to complete assessments before, during or after an interview, we will provide adequate notice for you to attend. The assessment time will range from 30 to 60 minutes and be set in our business hours.

After the interview

Reference checks

Once interviews are completed, the panel will determine which applicant has the relevant skills that best fit the position. All applicants in serious contention for the position will then be reference-checked prior to making a final decision. Generally, we do two reference checks on each applicant and expect candidates to nominate their current and immediate past managers as their referees.

Police and evidence of identity checks (pre-employment)

For some of our roles with financial delegations, payroll or financial responsibilities or requiring higher security access, the shortlisted post-interview and reference-checked candidate(s) must satisfy national police and evidence of identity checks before we will make a formal employment offer.

In this case, one of our HR staff will contact you to arrange for you to complete the required police consent form and provide 100 points of ID and complete an evidence of identity check. HR will then forward your completed consent form and ID to Victoria Police for processing. When you receive your National Police Certificate, you will need to personally bring it in for HR to sight.
The original evidence of identity documents HR needs to sight include:

  • Evidence of commencement of identity in Australia: one current and original document, either a full Australian birth certificate (not birth extract), Australian passport or Record of Immigration Status (foreign passport and current visa or Australian citizenship)
  • Linkage between identity and person: one original document such as driver licence, Australian or foreign passport or current Commonwealth or state public service ID card with both your photo and signature
  • Evidence of identity operating in the community: one document such as a Medicare card, credit card, Change of Name Certificate or a council rates notice
  • Evidence of residential address: one original document showing your current residential address, such as a utility account or financial institution statement (less than 12 months old)
  • For higher security access role: additional checks – named qualification check, five year background check, national police check.

Contacting candidates after interview

You should receive notification of the outcome of your application by phone within two weeks of interview. If circumstances are likely to extend this time we will advise you.

Offering the job

Sometimes we have to wait a short period before formally offering employment to a successful candidate. When this occurs, we will send the recommended candidate an email endorsing them for appointment to the role, subject to a five working day wait. After this, and subject to the candidate satisfying pre-employment checks, a formal letter of offer and other relevant information will be sent to the successful candidate.

Starting work with us

Letter of offer

If you are offered employment with us, a formal letter of offer will be sent to you plus new starter forms and other relevant information. The letter of offer will outline your job role, title, contract type, branch, location, start date and salary.

You must sign the second page of the letter (the Acceptance of Employment Terms document) plus completed new starter form and return them to us prior to your start date. Before signing to accept our employment terms, please read all information in your letter.

Qualifications

If mandatory qualifications are specified in the position descriptions, all successful applicants must provide their original qualification for HR to sight, copy and certify before their start date. If higher security access applies, HR must sight all tertiary qualifications listed by the candidate in their application documents as part of their evidence of identity checking.

Post-employment checks

Police checks

For most roles, offers of employment will be made subject to the applicant agreeing to a police check, which is normally processed during a staff member's first three months with us.

The required documentation (consent to check and release national police record form and a SRO police record check information sheet) will be sent out with the letter of offer for new starters. The information sheet outlines what will be considered by us when assessing information disclosed by a police check, and outlines the review processes if an adverse decision is made.

Probation

Most SRO appointments are subject to new staff successfully completing a three-month probation. If you secure a role with our team, you will meet with your work supervisor shortly after you start and develop a performance progression and development plan (PDPP). This will list your key work duties for the year, training plan and how you will demonstrate professionalism in your role.

During your probation, you will receive informal feedback from managers on your work performance. About a month prior to probation expiry, you will meet with your work supervisor and undergo a formal assessment of your performance against your PDPP. If you satisfy your probation requirements, your appointment will be confirmed in writing.

Induction

As a new employee, you will undertake a comprehensive, supportive and interactive new starter induction program. It comprises face-to-face, online and on-the-job training. Our induction program will assist you to:

  • Develop an understanding of our business, structures, functions and processes,
  • Become aware of policies including privacy, code of ethics, conflicts of interest, gifts, benefits and hospitality, and dress code
  • Clarify expectations,
  • Meet other new staff and build networks, and
  • Gain an understanding of performance standards, how support is provided and employee policies