The process for staff selection varies from place to place. The following material is provided to inform applicants for UTAS staff positions about our process.
You need a copy of the full advertisement and position description or list of selection criteria to be aware of all the requirements of the position. The position description includes the selection criteria and a list of duties. This information is available when you click the Position Title link in the current vacancies page on the recruitment website.
Complete the online application form and upload the following documents:
A selection panel will assess each application and decide who should be interviewed.
Candidates who are to be invited for an interview will be contacted. For this reason it is important to give contact phone numbers and a valid email address when filling out your application.
At the interview, candidates are asked questions which relate to the selection criteria. The same basic set of questions is asked of each candidate. The questions are likely to ask for specific examples from past experience, e.g. "tell about a time when..." rather than asking "what would you do if..."
Referees will be requested to comment on your suitability for the position by the Selection Committee. This may be either in writing after shortlisting, or by telephone after the interview.
The selection panel completes a selection report containing a recommendation for appointment. When the report is approved, the successful applicant can be advised that an offer in writing will be forthcoming from the University.
Please read Information for Applicants (PDF 108KB) for further details on the Selection Process.
Your opening paragraph should identify the position (name and reference number) you are applying for. It's a good idea to give a brief summary of your experience and qualifications, and why you believe you are suited for the job.
The major part of your application should address the selection criteria. A good way to ensure that you address each criteria is to write a paragraph for each. This practice makes it much easier for the panel to find the information they need.
Some things to remember when addressing selection criteria:
Even if you are already known within UTAS your written application must be good enough to get you to the next phase of the selection process. The Selection Committee must select candidates on the basis of the written application.
Give enough detail for the Selection Committee to assess whether you have the skills or not. Rather than, "I have extensive office experience" say something like. "I have extensive experience in all aspects of office work, including reception services, maintenance of financial transactions, maintenance of records management systems, and secretarial support to committees and senior staff".
Where appropriate give a specific brief example of how you have demonstrated a particular skill e.g., rather than saying "I have used my initiative in all my work", think of a time when you have used your initiative and briefly describe it.
As a general guide, 3 to 5 pages would usually be a good length when addressing the selection criteria for a position. If you have more, look for places where you can be more concise; if you have less, look for where you could add some more detail to "flesh out" your responses.
Your curriculum vitae is an important part of your application and provides valuable information for the selection panel. An effective curriculum vitae is a concise summary of your qualifications, experience and skills, set out in such a way that it provides an employer with a sort of "snapshot" of you.
It is important that it is set out clearly, so that information can be found or checked quickly; committee members cannot spend a lot of time searching for information.
Your curriculum vitae should include:
Note: date of birth and marital status are optional.
For Academic positions, also include:
As eRecruitment only allows a maximum of 5 attachments, these may need to be included as part of your curriculum vitae.
Referee's names and contact details
You may also wish to include:
When selecting referees:
Interviewed candidates receive written notification if they are unsuccessful after the Selection Committee report has been approved, which may take a little time.
Any queries about the selection process or requests for feedback should be directed to the Chairperson of the Selection Committee, or the informal contact person listed in the advertisement.
Authorised by the Director, Human Resources
20 November, 2012