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Job Application Guidelines

Please read the following job application guidelines carefully.

Thank you for expressing interest in employment with Darebin City Council. If you are successful in your application to join Darebin, you will find that our business and work environment is both challenging and rewarding.

These Guidelines provide individuals with the necessary information to respond to the advertised positions. The following outlines Council’s recruitment and selection process; and contains helpful information and tips on applying for a position with us.

Darebin City Council

Darebin City Council is located in Melbourne’s northern suburbs and was established on the 22 June 1994 as part of the government amalgamation process. Darebin is home to one of the largest, most diverse communities anywhere in Victoria. Our population is almost 140,000 and residents originate from 126 countries and speak 118 languages at home. More than 1000 residents are of Aboriginal or Torres Strait Islander heritage.

Equal Employment Opportunity (EEO)

Darebin City Council is an equal opportunity employer and values the contributions a diverse workforce can bring to the organisation, ensuring that fair, equitable and non-discriminatory consideration is given to all applicants regardless of age, sex, disability, marital status, pregnancy, race/ethno-religious background, industrial activity, gender identity, sexual orientation, status as a parent or carer, political activity, or irrelevant criminal record.

Benefits of working at Darebin

Council is an innovative and professional organisation with flexible working conditions including:

  • Challenging career opportunities
  • Worklife balance opportunities
  • Above Award conditions
  • Employee professional development initiatives
  • Superannuation
  • Equal Employment Opportunity

Applying For A Job

The selection process has been designed to ensure that all eligible applicants have an equal opportunity to demonstrate their skills and suitability for the position.

The process is objective and comprehensive and is designed to select the most suitable applicants for the role. The minimum requirement of a shortlisted applicant will be to attend an interview. However, the selection process may also include skills tests or work samples, reference checking, psychometric assessment, a functional capacity assessment, police check and working with children check where appropriate. Appointment to positions within Council is on the basis of merit. All jobs available are advertised and Council does not provide employment to unsolicited applicants.

Position Description

The Position Description should be read very carefully as this describes the conditions, duties, and requirements of the position and provides the criteria for selecting the most suitable person for the job. We recommend that you give specific examples of how you meet the Key Selection Criteria in your application.

Contact Officer

The contact officer’s name is stated on the Job Advertisement. If you have any queries please contact this person after you read these guidelines so your questions can be addressed promptly. Speaking to the contact person may assist you in your decision on whether to apply for the position.

Your Application

The primary function of an application is to provide relevant information about your education, work history, skills and experience. It is the first step of the selection process and although it will never solely determine whether you are successful, an application does convey important information about you and your suitability for the position.

Your response to the Key Selection Criteria will impact the short-listing process. It shows why you are a suitable candidate for the job and how your skills, knowledge and experience address each of the selection criteria. To optimise your chances of securing an interview, your responses should be succinct and relevant. Applications that do not address the Key Selection Criteria will not be considered.

Hard-copy applications should include the title and position number of the position.

Online Applications

  • Complete application questions.
  • Address the Key Selection Criteria outlined in the position description and upload your resume.

Closing Date / Late Applications

It is essential that you take all reasonable steps to ensure your application arrives at Council by the closing date. Selection Panels are not obliged to accept late applications.

Please refer to the Positions Available page for the closing date.

Where to Send your Application

Applications may be submitted online. Hard-copy applications may be forwarded to:

Manager People and Development
Darebin City Council
PO Box 91
Preston VIC 3072
Fax: (03) 9261 4800

Acknowledgements

Your application will be acknowledged once submitted online. Should you be selected for an interview you will be contacted after the application closing date.

Only those applicants selected for interview will be contacted further. If you have not been contacted within four weeks of the closing date for applications, you can infer you have been unsuccessful on this occasion.

Availability for Interview

As an applicant, you will be regarded as being available for interview from the closing date or on a date specified in the job advertisement. Applicants will be given a reasonable amount of notice to attend an interview. If you know you will be unavailable in the month following the closing date, you should advise of your expected absence in your application.

Interviews

The interview will provide you with the opportunity to demonstrate merit, skill and qualifications applicable to the position. The selection panel will ask a series of questions based on the selection criteria.

Copies of your Working with Children Check card, licences, and qualifications may be requested for viewing at interview stage.

You may also bring any documents, examples of work etc. that may assist in the interview process. The selection panel will rate all interviewees against each selection criterion for the position, then discuss their results and reach a consensus prior to making a recommendation.

Functional Capacity Assessment

Short listed applicants will be contacted by telephone and requested to attend a Functional Capacity Assessment at Council’s expense and with Council’s doctors.

Psychometric Assessment

Prospective employees will undergo a Psychometric Assessment prior to appointment. The aim of the assessment is to determine cognitive and behavioural fit for the role and the broader organisation.

Conditions of Employment

If you are successful in your application for employment with Council, and you would like further information on conditions of employment and salary prior to accepting, please contact the chair of the Selection Panel.

Contact

For further information please contact Roberta Vassallo, Workforce Planning Consultant on (03) 8470 8204.

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