Guide for applicants

Create your pitch

A pitch is a summary of your claims for the position you're applying for. Be concise, consistent and clear.

Before you start your pitch, make sure you read and understand:

• the position requirements and responsibilities
• the selection criteria
• the position's work level standard
• other relevant information, such as team overview and key working relationships.

In your pitch:

• address the selection criteria and role requirements
• outline why you're suitable and what you can bring to the role.

Get in touch with the contact person for the position if you need more details.

What to include in your pitch

Your pitch is not your career history and experience. That belongs in your résumé.

Your pitch needs to show:

• your attributes as they relate to the work level standards
• your potential to perform the role, including any leadership qualities.

Use examples to highlight your career successes, and address:

• what challenges you faced
• how you overcame the challenges
• the outcome of the challenge.

Close with a strong statement about why we should choose you for the role.

Pitch dos and don'ts

Do:

• Address the selection criteria and role requirements.
• Identify your key messages and stay focused.
• Use one or 2 work-relevant examples that address all criteria rather than separate examples for each.
• Link examples back to your résumé.
• Check your response for relevance, typos and flow before submitting.

Don't:

• Use dot points.
• Waste space simply telling us about projects or experience already in your résumé.
• Use small font or narrow margins to maximise word usage, making it too hard for us to read.
• Submit a pitch longer than 2 pages, which shows you haven't crafted a succinct and highly relevant response.

Make your pitch and resume work together

Your résumé and your pitch should align. When read together, they must clearly address the position's selection criteria.

Résumés usually include your:

• contact details
• relevant education, qualifications and technical skills
• work experience, including responsibilities and achievements
• details of referees.

In your pitch, encourage us to refer to your résumé for details.

Prepare for your interview

Before your interview, prepare by:

• reviewing your responses to the selection criteria
• picking a few extra 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 a situation where you used the skills or qualities and gained the experience.
• Task: outline your role.
• Actions: explain what you did and how you did it.
• Results: describe what you achieved and how it relates to our vacant position.

Choose your referees

We'll often ask you for the names and contact details of 2 referees.

Your referees should:

• be current or former supervisors or someone who can establish your suitability for the vacant position
• have observed you in the workplace (ideally)
• have witnessed how you respond in a range of relevant situations
• be able to confidently and honestly respond to questioning or be prepared to provide comments in writing about your suitability for the vacant position
• 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.

When you choose your referees, make sure you ask them if they're okay for us to contact them about your suitability for the position. Don't assume that just because an individual is your manager, they will or should be your referee. And make sure they will be available by phone or email.

If you can, give your referees copies of the job description, your résumé and your pitch. Talk to them about why you are suitable for the role.

Over the longer term, take a strategic approach to referees. Develop relationships with a wide range of people who can confidently speak on your behalf, such as senior managers, clients, key stakeholders or community leaders.

Keep in touch with your referees. They may move to different roles, which could affect whether you can still call on them.

Referee checks

We'll check with your referees to confirm the information you provide in:

• your application and résumé
• your interview
• any related assessments.

The checks may relate to your work performance, attitude, experience, qualifications, skillset and other work-related qualities.

Members of the interview panel 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.