City of Wodonga

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Recruitment procedure

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E-Recruitment

Thank you for your interest in applying for a position with Wodonga Council. We have outlined some helpful information below to assist you with your application.

To view current vacancies, click here


 

Recruitment procedure

Our recruitment process may vary slightly according to the role and will generally involve:

  1. Inviting candidates to submit applications;
  2. Short-listed applicants will be invited to attend an interview;
  3. Conducting a minimum of two reference checks;
  4. Pre-employment screening, which will include a police check and a functional assessment if required;
  5. Inviting candidates for a second interview if required; and
  6. An offer of employment - welcome to our team!

If you have any questions about our recruitment process, please email our people and workplace team at hr@wodonga.vic.gov.au

Each application will be assessed on merit and your success in obtaining an interview is based on how well you meet the position's key selection criteria as listed in the position description. The key selection criteria are a list of qualities, knowledge and skills needed to be successful in the position. When applying for a position with us, you will be asked to attach a statement on how you meet the key selection criteria, providing evidence that clearly demonstrates what you have achieved in relation to the position.


Submission of applications

Applications must be lodged by the advertised closing date and time. Late applications will not be considered.

Please note: Online applications are preferred.

When submitting your application, you will need to include:

  1. Your current contact details;
  2. A cover letter to your application. This document is an introduction to your application and will generally include an outline as to why you have applied for the role;
  3. A current resume with a minimum of two current referees;
  4. A letter stating how you meet the key selection criteria, providing evidence that clearly demonstrates what you have achieved in relation to the position. It is helpful to use each selection criteria as a heading and then explain how your skills and experience meet that criterion; and
  5. Copies of any relevant qualifications or licences.

Further information

The Wodonga Library offers services to assist you with submitting your application online if you do not have easy access to the internet or a computer.

These include:

  • Free public access computers with internet access: A total of 11 computers are available to book in one-hour blocks. All computers have access to standard Microsoft Office programs. Book a computer at the front desk or phone (02) 6022 9330; and
  • Free wireless internet: Unlimited wi-fi internet access is provided. To access the internet, connect to the 'Wodonga free wi-fi' wireless network, open your web browser and accept the Acceptable use policy. The staff at the Wodonga Library can assist you with this if required.

Opening hours of the Wodonga Library are as follows:

Mondays, Tuesdays, Wednesdays and Fridays: 9.30am to 6pm

Thursdays: 9.30am to 8pm

Saturdays: 9.30am to 12.30pm


Police checks

All positions with us require a police check. Our people and workplace team will facilitate this check once you reach the final stages of the recruitment process. You will not be required to produce a police check until you are requested to do so. A disclosable police record or court outcome will not automatically exclude an individual from a role. Details surrounding the offence and relevance to the role will be taken into consideration.

Other background checks

Due to the nature of some positions, the preferred applicant may be required to undergo a Working with Children Check, psychometric testing and/or other background checks relevant to the position.

Pre-employment functional assessment

Preferred applicants for some positions may be referred for a pre-employment functional (physical) assessment where they will be assessed against the inherent physical job demands which are clearly outlined in the position description. The assessment is required to ensure that the applicants have the physical capacity to safely undertake the inherent physical demands of the position.

Minimum employment period

Under the Fair Work Act 2009 all new employees are subject to a six-month minimum employment (probationary) period. During this period, your supervisor will monitor your performance in the role as well as your overall fit with the council. Your supervisor will confirm if your employment is to continue beyond the six-month minimum employment (probationary) period.

Wodonga Council is an equal opportunity employer.


Last updated: 10-05-2017

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