Careers

Applying for a position

Shortlisting and Interviews

 

Our recruitment process is merit-based, fair, and equitable.  We assess candidates in line with our Values and Behaviours and the set selection criteria for each position, which includes consideration of candidate fit with our culture, the team, and the tasks to be performed.

 

The first step in our process is to review and assess the documents you have submitted with your application. For most positions this will be a cover letter, statement addressing the selection criteria, and resume. See our Hints and Tips section below for help on putting your application together and giving yourself the best chance of being shortlisted for interview.

 

If you are shortlisted for interview, our Recruitment Team will contact you discuss the role in more detail and organise a date and time. As we operate on a state-wide basis, your interview may be in person, via telephone, video conference, or Skype. We will confirm the location and who will be on the selection panel.  Most interviews will be with a panel of 3 people and be up to an hour in duration.

 

Your interview will include behavioural questions that are aligned directly to our values, and role-specific questions reflecting the specific requirements of the position. You’ll be asked to provide examples of your skills and experience and have the opportunity to demonstrate your fit for the position. See our Hints and Tips section below for help on preparing for your interview.

 

Some interviews may include a practical element or test, a presentation, or be a group interview with other candidates. We’ll inform you of this prior to the interview.  Please let us know if you have any special requirements for the interview or require assistance of any kind so we can make the appropriate arrangements.

 

If you are not shortlisted for interview, we will endeavour to advise you by email as soon as possible after the closing date.

Reference checks and pre-employment checks

 

If you are a preferred candidate after the interview, you will be asked to provide the details of 2 professional referees who have worked with you in the last 5 years. Ideally, at least one will be a current or previous supervisor. Please select people who can best talk about your skills and experience as they relate to the position you have applied for. See our Hints and Tips section below for help on preparing your referees.

 

Depending on the position, you may also be asked to undertake a behavioural assessment, second interview, or pre-employment functional/medical assessment. We will give you specific information about these if required.

Selection decision

 

The selection panel will thoroughly evaluate the information provided by all candidates to make its selection decision.

 

You must have the right to work in Australia in order to be offered a position, plus have satisfactorily completed any pre-employment checks such as a police records check or medical/functional assessment.

 

If you are successful, the Hiring Manager will verbally offer you the position and talk to you about starting salary, work location and commencement date.  If you accept, you will receive a formal offer of employment via email.

 

If you attend an interview and your application is unsuccessful, the Hiring Manager will call to advise you and provide feedback.

 

We aim to complete selection within 4 weeks of the closing date.

 

Equal opportunity

 

TasWater is committed to providing a safe and inclusive work environment which is supportive of difference and encourages full participation of all employees in contributing to the achievement of our business objectives. Our goal is that our workforce is reflective of the diversity of our customers and the community of Tasmania.

We are an equal opportunity employer and our recruitment processes support equity in opportunity for all candidates. We welcome and encourage applications from all suitably qualified and experienced candidates, and believe a diverse range of backgrounds, experiences and perspectives make us an interesting and vibrant place in which to work and enable us to better serve our community. We seek to promote an environment where individual differences are valued and all employees have the opportunity to realise their potential.

 

Applying for a position – hints and tips

 

Putting together your application

 

Use your application as an opportunity to make a great first impression on us. We want to read your application and get an immediate feel for your fit for the role, the team, and our organisation.
  • Read the advertisement and position description to ensure you have a good understanding of the position and selection requirements, including any physical requirements. The advertisement will tell you what your application needs to include - make sure to follow any instructions on how to apply to give yourself the best chance of being shortlisted.
  • Contact the nominated TasWater representative if you have any questions about the role.
  • Check out our website to find out more about what we do https://www.taswater.com.au/About-Us/Who-is-TasWater-/Who-is-TasWater-
  • Cover Letter – tell us why you want the position, what you will bring to the position, and why you think you would be a good fit for TasWater. If the advertisement asks you to respond to particular points (eg. telling us about a success you have had with a customer), make sure you cover this.  Make sure your current contact details are included.
  • For some positions you must provide a statement addressing the Selection Criteria as outlined in the position description. See below for tips on addressing the Selection Criteria.
  • Resume – your resume should be tailored for each position and outline your relevant employment and educational history and achievements.
  • If you have any large breaks or gaps in employment please make this clear and state what you were doing during this time (eg. travelling, studying, family responsibilities).

 

Addressing the selection criteria

 

The selection criteria are summarised in the advertisement and listed in the position description. They detail the skills, experience, knowledge, qualifications and qualities an individual needs to effectively perform the position. They are used right throughout the recruitment process to identify the right person for the position.

 

In addressing the selection criteria it helps if you can:

  • provide evidence of how you meet the selection criteria through relevant examples;
  • be specific;
  • include an outcome or result.

It may help to use the SAO model:

 

Situation - outline a specific situation.
Action – describe the actions you took in response to that situation.
Outcome - describe the outcome or result.

 

Be concise, but supply enough detail to be clear. It is essential that you keep focused on answering the specific requirements of each criteria. 2-3 paragraphs is generally sufficient for each criteria.

 

Here is an example:

 

Criteria: Excellent written communication skills

As Community Liaison Officer at XYZ organisation I was responsible for keeping all community members up to date with changes to legislation. A survey of community members showed that only 45% felt they understood legislation changes. I created a weekly Fact Sheet to provide information on the changes, which was emailed to members each Friday. I summarised the changes, with dot points of how each change impacted our operations. I used plain English and avoided jargon where possible. A follow up survey showed that 75% of members understood the changes 3 months after the implementation of the Fact Sheet.

 

Let’s see how this response meets the SAO model:

 

Situation: As Community Liaison Officer at XYZ organisation I was responsible for keeping all community members up to date with changes to legislation. A survey of community members showed that only 45% felt they understood legislation changes.

Action: I created a weekly Fact Sheet to provide information on the changes, which was emailed to members each Friday. I summarised the changes, with dot points of how each change impacted our operations. I used plain English and avoided jargon where possible.

Outcome: A follow up survey showed that 75% of members understood the changes 3 months after the implementation of the Fact Sheet.

 

Not all selection criteria will require a SAO response. For example, if the criteria is related to holding a particular qualification or licence, it is enough to state you have the qualification/licence and provide a copy when requested.

 

Here is an example:

Criteria: Tertiary qualification in Human Resources

I have a Bachelor of Arts (Human Resource Development) from Monash University. This was completed in 2015.

 

Here are some other tips for addressing the selection criteria:

 

  • Make sure you have addressed all aspects of the criteria.

  •  Use positive language.

  • Check your spelling and grammar.

  • Use plain English and avoid jargon where possible.

Proof read to make sure you are being clear about your capabilities. If you can, have someone else look over your application and give some feedback.

 

Preparing for the interview

 

If you are selected for interview, the Recruitment Team will contact you to discuss the role and make the arrangements.

 

Please let us know if you have any special requirements for the interview or require assistance of any kind so we can make the appropriate arrangements.

 

Your interview will be designed to obtain information about your experience and capabilities as relevant to the role you have applied for.

 

Step 1 – Research

 

To prepare for your interview, review the following information:

  1. Position Description, including the Selection Criteria (attached to your confirmation email)

  2. TasWater Vision and Values

  3. Our business

 

You can explore our business and values at https://www.taswater.com.au/About-Us/Who-is-TasWater-/Who-is-TasWater-.  

 

Step 2 – Prepare your examples

 

A TasWater interview combines values-based and role-specific/technical questions.

 

Our values-based questions are behavioural questions. They are designed to seek actual examples of your skills and experiences, and are based on the premise that your past behaviour is the best indicator of your future behaviour.

 

Here are some examples of behavioural questions aligned to our values:

 

 Value Sample Question
Working Together  Tell us about a project or task where you needed to gather information or input from others.
 Taking Ownership Tell us about a time when you were assigned a project or task where you had limited knowledge or experience. How did you go about overcoming your skills gap? 
 Getting it Right Tell us about a time when you worked on a task which required very close attention to detail.
 Honest and Straightforward Tell us about a time when you had to communicate complex information to a diverse audience. How did you ensure your message was understood? 
 Long Term Thinking Tell us about a time when you have recognised a system or a process that could be improved upon, and what you did to make those improvements.

 

 

To prepare your examples, think of key achievements in your current and previous roles that directly relate to and demonstrate how you meet the selection criteria for the position.

 

We will ask you to use the SAO model when you respond to each question:

 

Situation - outline a specific situation.
Action – describe the actions you took in response to that situation.
Outcome - describe the outcome or result.

 

Here’s a sample question and SAO response that links back to the selection criteria:

 

Position: Customer Liaison Officer

Selection Criteria: Excellent written communication skills, previous experience in a customer service role, ability to provide specialist advice and information

Question: Tell us about a time you have improved the provision of information to a customer or stakeholder.

 

Situation: As Customer Service Officer at XYZ organisation I was responsible for keeping all community members up to date with changes to legislation. A survey of community members showed that only 45% felt they understood legislation changes.

 

Action: I created a weekly Fact Sheet to provide information on the changes, which was emailed to members each Friday. I summarised the changes, with dot points of how each change impacted our operations. I used plain English and avoided jargon where possible.

 

Outcome: A follow up survey showed that 75% of members understood the changes 3 months after the implementation of the Fact Sheet – an increase in 30%.

 

 

Role specific/technical questions are designed to seek more information about your technical capacity. These questions may be behavioural and seek actual examples, or may ask you to talk about how you would approach a situation.

 

An example is “What steps would you take when assessing a new customer form?” or “Tell us about your understanding of the workplace health and safety legislation in Tasmania”.

 

You should prepare for these questions in the same manner as you prepare for the behavioural questions and have specific examples that demonstrate how you meet the selection criteria.

 

Preparing your referees

 

Your referees are your most precious resource as they provide invaluable feedback and confirmation of your skills and experience.

  • Make sure each referee wants to be a reference for you, and is aware they are listed as a referee.
  • Make sure you have each referees best contact number.
  • Make sure you choose referees that can best speak to your fit for the particular role you are applying for. This might mean changing your referees depending on the position. On this basis we would recommend you don’t list referees on your resume, but provide their details if requested.
  • If you no longer work with your referee, keep them up to date with the work you’ve been doing.
  • Give your referees the heads up about the job you are applying for and that they will be receiving a call from us - it will help them give the best feedback on your fit for the role.