Our process

The steps below outline the recruitment process at Cardinia, so you know what to do and what to expect when you apply for a position with us.

Our recruitment process is an important part of what we do. We care about the teams we’re building and the people in them.

A considered and fair hiring process is the first step in our goal to create an inclusive workplace made up of people from diverse backgrounds, and who have the skills, experience and values we’re looking for.

1. Find the right opportunity

All vacant roles at Cardinia are listed on this website.

You also have the option to register for specific jobs you’re interested in or sign up for job alerts.

We hope you find your perfect role. Good luck!

2. Apply

Before you apply for a role, we highly recommend that you carefully read the position description first so you have a good understanding of what the role involves.
Ready to apply? Great! Submit your application online via this website. You’ll need to include basic personal information, a cover letter and CV. In your cover letter, you should also include any accessibility requirements you have.

Make sure your CV is up to date, and that your cover letter demonstrates why you’re suitable for the role and addresses key selection criteria, if asked to do so.

We understand that responding to selection criteria takes a fair bit of effort, but if done well, it will make you stand out as a candidate of choice.

3. Applicants are shortlisted

The selection panel compares the information in all applications with the position description and key selection criteria to determine which applicants have the strongest claim to the advertised position. These applicants are then shortlisted for interview.
If you’re shortlisted, a member of our People and Culture team will contact you to invite you to an interview. This may be held face-to-face or online.
It usually takes us about 14 days to shortlist and contact shortlisted applicants, but the timeframe can vary depending on how many applications we receive.
If you’re not shortlisted, we’ll contact you to let you know, and we’ll keep your application on file.

4. Prepare for your interview

Before the interview

  • Carefully read the position description and key selection criteria.
  • Think of questions that may be asked at the interview and prepare your answers.
  • Think of your previous experience in work situations and prepare specific examples of how you’ve handled those situations in a positive way, using the STAR method. This is a template for answering key selection criteria or interview questions. STAR stands for:
    • Situation – explain the context.
    • Task – explain the task and how you used your skills to complete it, or explain the problem and how you solved it.
    • Action/s – explain what you did to achieve the goal or solve the problem.
    • Result - explain the end result and its positive impact
  • Prepare answers to more general questions, including:
    • why you applied for the position
    • your achievements, strengths and weaknesses
    • why you are the best person for the role.
  • Prepare your questions for the panel – remember, the interview is a two-way process. What would you like to know about the role, the conditions, and what it’s like to work at Cardinia?
  • Work out how you’ll get to the interview and how long it will take you – plan to get there early.

5. Take part in an interview

About the interview
The interview process helps us establish which candidate(s) have the right mix of qualifications, skills, ability, experience, knowledge and personal attributes to perform the role.

The selection panel is usually comprised of 3 people, with a gender balance. The panel will ask you a series of questions. You may also be asked to take part in other selection techniques, including:

  • case studies/role play – for example, you may be given a mock scenario and asked how you’d respond in that situation
  • work samples – you may be asked to do a task that that would be performed in the position you’re applying for, or provide samples of your work from previous positions.
  • aptitude, ability and psychometric testing.

On the day of the interview

If you’re well prepared, you’ve given yourself the best chance of success. Don’t worry if you’re a bit nervous – that’s perfectly normal!

Don’t be late - Reduce your stress levels and get there early.

Bring notes if you’d like to – It’s OK to have brief notes or dot points to refer to during the interview, and to take notes yourself.

Portfolio – Where appropriate, bring a portfolio of your work.

Put your best foot forward – Everything you do from the moment you arrive is a reflection of you and how you behave and interact with others.

Make eye contact – Look at the person talking to you, and when answering questions.

Actively listen – Listen carefully to the question. If you don’t understand it, ask the interviewer to repeat it.

Give clear and concise answers – Your answers should be reasonably brief, provide useful information and include the key points you want to make. Don’t go on for too long, or answer with only “yes” or “no”.

Be honest – Tell the truth at all times.

Be genuine – The panel want to see who you really are, so while it’s important to be professional, it’s also important to be yourself!

6. After the interview

You may be asked to come in for a second interview, or you may be advised that you have been unsuccessful. If you haven’t been successful, we will contact you by email.

7. Pre-employment screening

  • Preferred candidates are required to take part in pre-employment screening.
  • This is conducted by external providers and we cover the cost.
  • No offers of employment are made until the entire screening process has been completed.

Pre-employment screening includes:
reference checks: a minimum of 2 reference checks will be completed. Our preference is to conduct reference from your most recent direct reports. If this is not possible, this should be discussed at interview stage.

National Police Check: A mandatory requirement. A police check needs to have been completed within the previous 3 months to be valid.

Working with Children Check (employee category): A mandatory requirement.
Pre-medicals: Depending on the role, you will need to undertake either a:

  • pre-medical questionnaire
  • functional health assessment. This is to assess your physical capabilities and make sure you could safely do the job you’ve applied for.

8. Offer

If you’re the successful candidate, you’ll be verbally offered the position.
If you accept, a formal letter of offer and new starter information is sent electronically and must be completed and returned prior to your first day of work.