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Our selection process

To apply for a position with Georges River Council, you will need to complete a five step process.

To read more information, please expand on each stage below.

  • Application

    To apply for a position with Georges River Council, you will need to complete an online application. The application will require you to respond to 3 to 4 questions relating to the position being applied for and to attach the following documents:

    • Your resume or curriculum vitae (CV)
    • A copy of the relevant qualifications.

    Your application is your opportunity to impress the selection panel so make sure your application:

    • Is neatly presented and spell-checked
    • Addresses the key skill questions
    • Is prepared so that it relates specifically to the position you are applying for
    • Is lodged by the closing date, which appears at the bottom of each advertisement.

    Only applications received via Council's online application platform Scout will be considered.

  • Shortlisting

    Your application will be reviewed against the Selection Criteria.

    The Selection Panel generally consists of three people - the Hiring Manager, a subject matter expert or another member from the same team, and an independent person from another Directorate or from People & Culture.

    Your suitability will then be rated against the other applicants and a short list formulated.

    If you are successful in being shortlisted, you will be contacted by a member of People & Culture and invited in for an interview.

    If your application has been unsuccessful in making the short list, you will receive an email advising of this outcome.

    The shortlisting process usually takes up to two weeks from the closing date of the position, however, if there is a larger than expected number of applicants, this process may take longer.

  • Interviews

    Council's preferred method of conducting interviews is face to face however interviews may be conducted remotely where flexibility is required. 

    • Where interviews are conducted face to face on site, candidates will be required to notify concierge of their arrival prior to taking a seat in the waiting area.

    • Where interviews are conducted remotely (online), Council will use Microsoft Teams to facilitate the discussion. It is recommended that candidates test the meeting link prior to the scheduled time of their interview, to ensure a connection has been established, and that sound and video functionality is working.

    During the interview process candidates will be asked a set of job-related questions to determine how well they meet the selection criteria.

    Preparing for an interview 

    It is important to provide evidence to support your answers. Use actual examples of what you have done, how well you did it, what you achieved, and how it relates to the requirements of the job you are applying for. The STAR Technique can provide guidance on how to formulate your answer.

    Graph showing Star answering system

    The Selection Panel may also utilise a number of other selection techniques, such as:

    Case studies

    Where you are required to read some information and then respond in a set format, for example, responding to a letter from a customer or resident.


    Where you are given a relevant topic and asked to present information to the Selection Panel.

    Role plays

    Where the applicant is required to demonstrate how they would respond to a particular situation, for example, managing a difficult customer.

    Examination of work samples

    Where the applicant brings along samples of work from previous positions.

    Aptitude and ability testing

    Where the applicant demonstrates their typing skills, software skills, numerical skills and more.

    If the Selection Panel intends to utilise a selection technique other than interview, you will be advised of this when contact is made to arrange the interview.

  • Pre-employment checks

    Reference Checks

    • If you are being considered for the role, the Selection Panel will contact you to obtain 2 referees. Referees provided should be your current or previous supervisors.

    • Reference checks will be completed prior to offering employment.

    Pre- employment Police and Medical Check

    • The preferred applicant/s will be asked to submit a criminal background check and to attend a pre-employment medical examination, conducted by Council’s third-party supplier. This medical examination is conducted at Council's expense and is designed to assess your physical and functional capacity to perform the position you have applied for.

    Working with Children Check (WWCC)

    • If the position you have applied for is child-related employment, you will undergo a Working with Children Check, conducted by the NSW Commission for Children & Young People. All details for a Working with Children Check will be provided to you by Council, if necessary and Council will facilitate this check.

    If you are unsuccessful after attending an interview you will be notified as soon as the preferred applicant/s has formally accepted the position/s.

  • Offer

    Once all pre-employment checks are completed, the successful applicant/s will be verbally offered the position and any negotiable conditions of employment discussed.
    The successful applicant/s will then be provided with a written letter of offer of employment through our online Onboarding system.

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