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Information for applicants applying for positions at UniSA

The purpose of this document is to provide applicants with some information on how to prepare a job application.

It is important that as a applicant you are aware of the expectations of the selection panel in terms of information, format and content of your application.

Eligibility

To be eligible for employment by the University of South Australia, you must have the right to work in Australia as determined by the Department of Immigration and Multicultural Affairs. For further information on Australian citizenship or working visas, please visit: http://www.immi.gov.au/.

If offered a position, you will be asked to produce verification of your citizenship, or entitlement to work in Australia.

Eligible overseas applicants: for information about living in Australia, please visit http://www.immi.gov.au/living-in-australia/settle-in-australia/index.htm.

Definition of an internal applicant

Some positions may be marked “For Internal Applicants Only”. To apply for internal positions, you must be a current UniSA continuing, fixed-term or long-term casual staff member at the time the position was advertised.

Vacancies advertised internally only ensure that staff within the University are provided with the opportunity to move into different areas or provide opportunities for promotion. Determination of internal applicant is also used when applying the current university Staff Recruitment and Selection Policy.

Specifically, long term casual staff are those:

If you require further clarification please contact your local Human Resources professional or the Human Resources Unit.

National Police Clearance

Employment for some positions may require a National Police Clearance (NPC) - for example, a position in child-related employment. Information is located at: National Police Clearance.

The advertisement

Read the advertisement carefully and note the closing date for applications. The advertisement provides a link to the UniSA Careers website from which you can access the Information Pack.

The Information Pack contains the lodgement details for your application and the position description which includes the selection criteria. The selection panel will assume that you have read this information.

Your application

Your written application for the position is the necessary first step as it forms the basis for the selection panel's decision on which candidates to interview. For this reason, please give careful consideration in how to present yourself in the best possible light. Some information to assist you in this process is provided below.

The information contained in the position description will form the basis for your application for this position. Should there be any other information that you would like regarding the position and/or the school/unit/division/institute in which the position is located please contact the Human Resources Officer/Contact responsible for the position.

Contents of your application

The information package will indicate which documents you are required to submit in support of your application. These may include:

  1. Application Cover Sheet (click here)
  2. Letter of application
  3. Statement of claims
  4. Your résumé/curriculum vitae including the names and contact details of the required number of referees

Please address your application correctly, proof read for grammatical and spelling errors and submit it by the due date either by email or post as detailed in the Information Pack.

A letter of application addressed to the appropriate person as indicated in the Information Pack should form part of your application. In it you should state the position for which you are applying and the reference number of the position (if given).

It is important to demonstrate to the selection panel clearly and concisely how you best meet the requirements of the position. An example letter of application follows which may be helpful.

Letter of application example

Your name
Address
Contact number(s)
Email address

Date

Name and address of the Human Resource officer or the person specified in the advertisement

Dear.....

Re: Position number: Title of position:

I wish to apply for the position of........ and provide the following information in support of my application.

In addition to my previous work experience/community service (etc), the duties of my current position as.......... enable me to fulfil all the criteria for this position.

I consider that I have the background/interest/skills/dedication/aptitude to undertake all of the duties required for this position and believe that I would be able to quickly become part of the unit/division and be effective in this position.

I would appreciate the opportunity to discuss my application with you in person. I have attached my résumé which details my work history and gives the names of referees who will provide confidential reports on my behalf.

Yours sincerely

(your signature)

Fist name and last name

Note: If you are taking leave, or will not be available for a certain period, remember to state this and provide a contact number if possible.

Check your application

When you have written your application, ask someone else to critically examine your application before you submit it. Make sure you choose someone who will give you constructive criticism. This person could be a friend or colleague. It's easy to forget, or take your own abilities and experience for granted, whereas someone who knows you may spot such omissions.

Résumé / Curriculum Vitae

Your résumé should be organised and provide particulars in the following areas:

Personal details

Full name
Home address
Home telephone number
Work telephone number (if appropriate)
Email address

List of achievements

A brief summary of work achievements that are relevant to the position is a good introduction to your skills.

Education

List most recent qualification first, for example:

Tertiary
Secondary

You do not necessarily need to detail all subjects studied, although you may want to list the relevant major areas for study (for example: accounting/legal studies/communication skills).

Where a position states that certain qualifications are required, you must include full details in your application. If short-listed for interview, you will be required to bring either certified copies or the original qualifications (together with transcripts where applicable). The original documents must also be presented to Human Resources once a job offer is made.

Work history

Place on a separate page, with most recent position first, for example:

Jan 1985 - current     Clerical/finance/admin/publication (etc) officer
                                  University of South Australia
                                  (Preferably in one paragraph, briefly describe the duties of that position)

It is not necessary to give copious details of all your work history, especially if you have been in the workforce for some time. However it is important to highlight any work experience and achievements that is of particular relevance to the position.

Current Studies

List any current study that is relevant to the position, for example short courses or staff development undertaken, either through university or outside organisations (for example: minute taking/supervisory skills/stress management).

Referees

When submitting your application, you should provide the name, location and daytime contact details of referees who can provide comments on your work performance against the selection criteria. It is in your interest to notify any intended referees that you have nominated them.

The selection panel may seek oral or written referee reports at any time during the selection process, and will ask questions based on the essential and desirable criteria.

A good referee is someone who is familiar with your abilities, can comment on your claims against the selection criteria and is able to give examples of your work performance from their own observations. Someone to whom you have reported is a good choice if it is possible.

It is preferred that personal referees are not listed in your résumé. However, it may be appropriate for school leavers and those re-entering the workforce after an extended absence to nominate personal referees.

Transferable skills or interests

List any transferable skills or interests that could be translated to the work environment (for example: voluntary work as a committee member of a community organisation, or the army reserve etc).

Statement addressing Selection Criteria

Selection criteria assists the selection process by enabling a panel to assess each applicant's qualifications, skills, ability, experience and knowledge for the position advertised.

Selection criteria provide candidates with the opportunity to address selection requirements that are outlined in the position description to explain their suitability for a position in order to gain an interview. Responses to selection criteria are more detailed than competencies listed in a resume.

The key to successfully responding to selection criteria is to support your claims by presenting relevant examples of how you meet the requirements. This should be a separate statement from your resumé or curriculum vitae and in addition to your letter of application.

Refer to the Position Description when addressing the selection criteria, which outlines the tasks and responsibilities of the position, and include examples to demonstrate how you have performed these duties in the past.

ESSENTIAL criteria are those particular attributes, qualifications and experience which are of critical importance to the position.

DESIRABLE criteria are those skills or experience that would be valuable to an employer in addition to the essential criteria. Whilst is it not mandatory that you have these skills, demonstration of the desirable criteria may increase your chances of being shortlisted.

Your response to each selection criterion should be approximately one to three paragraphs long.

Be descriptive in your examples but keep your responses brief and succinct.

If you do not have relevant work experience in the area, think about experiences you have gained elsewhere, e.g. further study or community involvement such as sport or committees that may have developed your skills in this area. These are known as transferable skills.

Example of addressing selection criteria

Criterion

High level verbal communication and interpersonal skills to interact effectively with a range of people both within and external to the University

Response

I possess well developed communication skills which I have gained throughout my working career. In particular, in my role as Administration Officer for the ABC Company, I liaised on a daily basis with staff at all levels, suppliers and members of the public. Communication was face-to-face and by telephone and I was frequently commended for the professional manner in which I carried out these duties.

For example, one of my key responsibilities was to recruit temporary office support staff for various areas within the company. Department managers would contact me either via phone or email to request a temporary staff member and I would arrange to meet with them personally to discuss their requirements. I would update the job description and brief the agency on all aspects of the job to ensure they understood our requirements.

This process required well developed communication skills to ensure that I acquired an accurate understanding of the job and clearly communicated this to the agency. As a result, highly suitable applicants were referred for interview.

My written communication skills are also well developed and I have utilised these skills in email correspondence, writing memos, letters, newsletter articles for various staff of the company.

Equity

The University is committed to Equal Employment Opportunity (EEO) strategies that aim to ensure fair outcomes in all areas of employment. For further information about EEO at UniSA please visit: http://www.unisa.edu.au/hrm/equity/edinfo.asp.

All selection panels include a panellist who has the appropriate training provided by the Human Resources Unit. However, applicants who are women, or from an Aboriginal and Torres Strait Islander background, or from a culturally and linguistically diverse background, or have a disability may choose to have a representative from the Human Resources Unit present. To request this, applicants should apply directly to the Human Resources Unit.

The University is an equal opportunity employer and reserves the right to invite applications, or not to make an appointment.

The interview

Preparing for the Interview

Careful preparation for the interview will ensure that you have the best possible chance for success.

For general information about the University, please visit http://www.unisa.edu.au/.  Researching UniSA will further demonstrate your interest in the advertised position and working for the University.

Generally, the interview is the most common selection assessment method used by selection panels and if you are shortlisted you will be invited to meet with the selection panel.

All interview questions will relate to the position for which you have applied and in most cases refer directly to the selection criteria. Therefore, re-visiting the Position Description and advertisement will assist you to prepare for the interview.

If the position has a supervisory role, consider your special responsibilities as a supervisor, and how you have managed challenges previously.

If you have any relevant reports or other work you have done, which will provide examples of your skills and abilities, and can be verified by referees, you may present them at the interview.

At the interview

Take time to answer each question. A well thought-out answer presented clearly and concisely will be appreciated by the panel, even though you may take a few moments to put your thoughts together. Seek clarification to a question prior to providing an answer if you do not understand it.

When the opportunity is presented, ask any questions you may have relevant to the position. Avoid asking questions "just for the sake of it". If you don't have any questions then do not hesitate to say so.
It is a good idea to take a copy of your application or any other relevant information to the interview to refer to if necessary.

The Chair of the panel will outline the interview format at the beginning, and you will have an opportunity to ask questions at the end.

It is not unusual for panel members to record your replies to questions to assist them in accurately recalling your responses when making their final decision.

Selection panels

Selection panels are responsible for the selection process up to the point of making a recommendation for appointment and are accountable for compliance with recruitment and selection policies and procedures. Confidentiality must be observed at all times. Selection panels will be kept as small as possible whilst ensuring that a range of relevant expertise is involved.

The panel's decision will be based directly on:

Any person called on to participate must declare if they have a conflict of interest in the matter, and, if so, will not participate in the process. All endeavours will be made to ensure wherever possible, that selection panels have gender balance.

The Chair of the selection panel may provide feedback to unsuccessful candidates based on selection criteria, upon request.

The selection panel will forward their recommendation to Human Resources, who will manage the appointment process from that point forward.

Privacy Act

UniSA treats personal information as confidential, and undertakes to comply with the Information Protection Principles created by the Privacy Amendment (Private Sector) Act 2000 to protect your rights and prevent misuse of personal information collected.

Your personal information will not be disclosed unless the law permits it or your permission is given. Users enquiring about their rights concerning privacy can refer to http://www.unisa.edu.au/newstaff/privacy_act.asp.

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