You will be able to ask questions about the position or the organisation and provide the panel with more information to help your application.
\n\n\n\n
If you are requested to attend an interview and you have any special needs (for example, wheelchair access to the building) you should tell the person who contacts you about the interview. Interviews may be conducted by telephone and/or video conference if travel distances make it difficult to arrange a face-to-face interview.
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At the conclusion of the interview, the panel assesses and scores all applicants using a Recruitment Assessment Tool. The Panel will score each applicant against the selection criteria and write a report which rates the strengths and weaknesses of each applicant.
\n\n\n\n
A recommendation is made to either offer the position to the best applicant or take further action (for example, re-advertise the position).
\n","stylesMapId":"CK_EDITOR_PARAGRAPH_STYLES","linkList":[]},"c1gtd":{"type":"StyledText","id":"c1gtd","metaData":{"isPreset":false,"schemaVersion":"1.0","isHidden":false},"text":"What happens next?
\n\n\n\n
Interview
\n\n\n\n
The recruitment selection panel will assess your application against the essential and desirable criteria of the position. The most suitable and competitive applicants are called for an interview where the panel
\n\nconducts a more detailed assessment.
\n\n\n\n
Interviews and the selection of a successful candidate will be conducted by a panel of individuals. The panel will include the Manager for the position, the Senior HR Advisor and another person/s who can contribute to the selection process.
\n\n\n\n
If you are shortlisted for an interview, you will be asked questions related to the duties of the position and the advertised selection criteria. You may also be asked to tell the panel more about particular areas of your application.
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\n\n\n\n
• Review and analyse your application
\n\n• Review the advert and job description
\n\n• Do your research about the role and organisation
\n\n• Dot down some questions to ask the selection panel (about the
\n\norganisation or the position)
\n\n• If you have a career portfolio, bring it along and refer to it where possible
\n\n• Preparation, preparation, preparation!
\n","stylesMapId":"CK_EDITOR_PARAGRAPH_STYLES","linkList":[]},"ctgn":{"type":"StyledText","id":"ctgn","metaData":{"isPreset":false,"schemaVersion":"1.0","isHidden":false},"text":"Cultural Awareness
\n\nYou should expect the selection panel to ask you questions about your experience working with, and engaging with Aboriginal and Torres Strait Islander peoples. Your awareness and appreciation of Aboriginal and Torres Strait Islander cultural customs is an integral component of AHCWA’s commitment to improving the quality of service delivered by health care providers to Aboriginal and Torres Strait Islander people.
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Criminal Record Screening & Working with children check
\n\nThe AHCWA has a duty of care not to place employees, students, stakeholder members, visitors, communities and resources at risk. Therefore AHCWA requires all employees to undergo a pre-employment National Police Clearance Check and Working with Children Check (if applicable).
\n\n\n\n
Any notifications of offences will be subject to review by the Chief Executive Officer and will be used as part of the recruitment process. It should be noted that only offences relevant to the applicant’s ability to carry out the duties of the role, and/or serious offences will preclude a person from employment with the AHCWA.
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