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Your pitch
A pitch is a summary of your claims for the position you're applying for. It should relate to the selection criteria and role requirements. Focus on being concise, consistent, and clear. It should outline why you're suitable and what you can bring to the role.
Before you begin your response, review the position requirements and responsibilities, selection criteria and other relevant information such as team overview and key working relationships in the job advertisement or candidate information package. The work level standard for the position provides further information about role expectations. You can also reach out to the contact person for the position if you need more specific details.
What to include in your pitch
Your resume details your career history and evidence of expertise or experience.
Your pitch is a bit different. In it you need to demonstrate your attributes as they relate to the work level standards. Demonstrate your potential to perform the role, including leadership attributes where applicable. Focus not only on what you have done but also highlight how you did what you did and why you did it that way.
In demonstrating your attributes against the work level standards, use examples to convey:
- what challenges you were facing
- how you addressed the challenges
- the outcome.
Close with a strong statement about why you should be chosen to undertake this role.
Developing your pitch
Do
- Identify your key messages to stay focused and address the selection criteria and role requirements.
- Use one or two work examples that showcase all criteria rather than separate examples for each. Ensure examples are relevant and link back to your resume.
- Use real examples – don't only 'tell' us your skills and experience through general statements.
- Check your response for relevance, typos and flow before submitting.
Don't
- Use dot points.
- Waste space telling us about projects or experience in your resume. For example: 'I am currently an Executive Assistant with ….'
- Use small font or narrow margins to maximise word usage. This makes it difficult for the selection panel to read.
- Submit a pitch longer than 2 pages. This shows you haven't attempted to craft a succinct and highly relevant response.
How your resume and pitch work together
Your resume creates a vital first impression and should align with your 2 page pitch. Ensure your resume clearly addresses the vacancy's selection criteria.
Resumes usually include your personal and contact details, relevant education/qualifications/technical skills, work experience including responsibilities and achievements and details of referees.
You can also encourage the reader to refer to your resume in your pitch to provide more detailed information about the nature of work undertaken and the organisation.
Preparing for interview
You can prepare for your interview by:
- reviewing your responses to the selection criteria, picking a few additional examples to use in the interview
- participating in a mock interview using the selection criteria and job description to think of possible questions
- looking at our website to understand what we do—our annual report and corporate plan may be helpful.
During the interview:
- take time to think about your answer
- try to respond to interview questions using the STAR Method
- ask the selection panel to rephrase the question if you don't understand
- take a copy of your application or other notes with you for quick reference.
The STAR method
The STAR method is a way of presenting information against selection criteria. For each criterion, think about the following and use these points to form sentences:
- Situation - Set the context by describing the circumstance where you used the skills or qualities and gained the experience.
- Task - What was your role?
- Actions - What did you do and how did you do it?
- Results - What did you achieve? What was the result and how does it relate to the job you're applying for?
Selecting referees
We will often request you to provide the names and contact details of 2 referees. These referees should:
- be current or former supervisors or someone who can establish your suitability for the vacancy
- have observed you in the workplace (ideally)
- have witnessed how you respond in a range of work/relevant situations
- be able to confidently and honestly respond to questioning or be prepared to provide comments in writing about your suitability for the vacancy
- understand that any comments they give may be given to you as part of feedback processes or other mechanisms
- not be a spouse, partner, immediate family member or close associate.
Make sure you:
- Ask your referees if they're willing to be contacted and provide detail on your suitability for the vacancy. Don't assume that just because an individual is your manager they will or should be your referee.
- Ideally provide your referees with the job description and discuss why you/your referees believe you could be suitable. You can also provide them with a copy of your resume and supporting pitch.
- Get your referees advise if they expect to be absent for an extended period or unable to be contacted by phone or email. Determine an alternative referee if timing may be an issue.
- Take a strategic approach to managing your referees. Think ahead and develop relationships with a wide range of people who can confidently speak on your behalf e.g. more senior managers, clients or key stakeholders, community organisation leaders.
- Maintain contact with your referees. They may move to different roles in other organisations, impacting your ability to call on them as referees.
Referee checks
We conduct referee checks to confirm the information you provide in:
- your application and resume
- your interview
- other related assessments you may undertake.
The checks may relate to your work performance, attitude, experience, qualifications, skillset and other work-related qualities.
Interview panel members make up the Selection Advisory Committee (SAC). If the SAC seeks referee reports from your referees, you can ask to see them as part of the feedback process.
Resumes usually include your personal and contact details, relevant education/qualifications/technical skills, work experience including responsibilities and achievements and details of referees. You can also encourage the reader to refer to your resume in your pitch to provide more detailed information about the nature of work undertaken and the organisation.
Resumes typically include personal and contact details, relevant education, qualifications, technical skills, work experience including responsibilities and achievements, and details of referees. You may also direct the reader to refer to your resume for more detailed information about the nature of work undertaken and the organisation.