We offer a fair and transparent recruitment process, focusing on attracting those not only with the technical skills and knowledge, but with the right attitude and behaviours to embrace our culture, live our values and drive us toward success.

Our recruitment process comprises of a number of steps:

1. Application Form

The application form allows you to tell us all about yourself, your work experience and the types of opportunities you are looking for in your career.  From here, we can best align your capabilities to the vacancies that we currently have within our business.

2. Screening and Shortlisting

All applications we receive get reviewed by our Recruitment and Operations teams against the specific criteria for each role.  During this stage, we are reviewing you:

• Relevant work experience
• Specific technical skills and knowledge
• Appropriate licences and qualifications

These requirements vary from role-to-role, depending on the needs of the business.

Phone Screen

You may receive a call from one our Recruitment team members to discuss your application and experience in further detail.  They will ask specific questions in relation to areas such as your availability, work experience, interests and career aspirations.  This is also a great opportunity for you to ask questions to determine whether the role is right for you.

3. The Interview

Once suitable candidates for roles have been identified, you will be contacted to attend a formal interview.  This will either be as part of a group, or an individual face-to-face interview.

Group Interview

Group interviews allow us to see a number of candidates at the same time.  We use this opportunity to assess how you perform in a group environment and interact with others. There will be an opportunity to have a one-on-one interview during the group interview process.

Face-to-Face Interview

The face-to-face interview will take place with the relevant hiring manager and/or a member of the Recruitment team. These are generally conducted using behavioural-based interview questions. You will be asked to provide real-life examples of how you have handled certain situations in the past, relevant to the role you have applied for.

Depending on the role, you may be required to attend a second, face-to-face interview.

4. Pre-employment checks

Before an offer of employment can be made, there are a number of checks which must be completed.

Reference Checks

Employment reference checks are used to verify employment history and confirm details which have been provided.  They also give an insight into the behaviours of a person to assess the cultural fit for the organisation.

Probity Checking and other Pre-Employment Assessment

Probity checks and pre-employment assessments will vary depending on the role requirements. 

Checks and assessments which may be completed include:

• Rights to Work check
• Criminal History Check for the relevant state and/or region for which you will be working
• Verification of licences and qualifications
• Working with children checks
• Pre-employment medical assessment
• Drug and alcohol screening
• Behavioural and/or psychometric assessments
• Literacy and numeracy tests
• Leadership capability assessments

5. Offer

Once all the above steps have been completed and the successful candidates have been identified, an offer of employment will be made.  The successful candidate(s) will be contacted by a member of the Recruitment team and advised that they were successful in gaining the role.  Once the verbal offer has been accepted, you will then be electronically sent your employment contract for reviewing and signing, as well as relevant onboarding paperwork for completion.