Interview guide

An interview is a two way process where Council can decide whether you are the best person to meet the competency requirements and you can learn more about the role and the organisation.

Call to interview

You will be called to interview if you are shortlisted, usually within two weeks of the closing date. This call will tell you when and where the interview will be held. At the same time you will be advised if you are to bring anything with you (eg a piece of your writing) or prepare for a specific activity related to one of the competency requirements (eg a short presentation). If you have any special needs such as an interpreter or access, tell the person who contacts you so that appropriate arrangements can be made.

If you are unable to attend the interview at the appointed date and time, a telephone interview may be an option or you can request that your application be considered in your absence.

Selection panel

The interview and selection is carried out by a panel of usually two or three people. You will be advised during the call of who will be on the panel.

The panel is responsible for recommending to the approving officer the candidate who best satisfies the competency requirements outlined in the advertisement and role statement. The panel must base its decision on material presented by the applicants in writing, at interview, from any test or task set at the interview and from referees.

Each member of the panel will ask you one or two questions relating to the competency requirements and role statement. They will want to know how well you could do the role and the basis of that assessment. They will also be interested in the skills and experience you could bring to the role. Be prepared for the panel to take notes during the interview. This is quite normal as it ensures that they have an accurate record of the interview.

The interview

The selection panel will ask questions related to the role statement and the competency requirements. Think of questions that may be asked by the selection panel by analysing the advertisement and the role statement thoroughly. Practice your answers out loud or with a friend. Interviews are a bit like public speaking - prepare and rehearse as much as you can.

Consider the challenges and purposes of the role and identify and be prepared to explain and demonstrate how your skills, knowledge and experience will help you to meet them. Read your application and decide which points you wish to emphasise.

At the interview the committee aims to find out about each candidate's relative strengths and weaknesses in relation to the role using a behaviour based interviewing process, also known as evidence based interviewing. In this process you are asked to describe or demonstrate what you have specifically done in your work and life experience that are relevant to the role. The panel may use a number of methods to assess your ability to do the role, including work samples, tests or role plays. If you have not been told what to expect you can telephone and ask if there will be a test or exercise as well as the interview questions.

When answering questions remember:

• It is OK to take your time - think before you answer.
• If the question is unclear ask for it to be explained.
• You will usually need to restate details which are in your application.
• Give specific examples from your experience with each answer.
• Give complete answers - do not assume you can omit details.
• Interviewers may be more comfortable if you maintain eye contact.
• It is OK to use notes that you have brought with you or make notes to refer to at a later stage of the interview.

Applicants will be given the opportunity to ask questions, giving them the chance to demonstrate interest in and understanding of the role and its purpose.

It is your responsibility to convince the panel that you are the best candidate for the role, therefore:

• Speak clearly, concisely and confidently.
• Assume that the panel know nothing of your background. Don't make assumptions about what the panel will know or use accronyms or terms that the panel might not understand.
• Stress your major strenghts and the relevance of your qualifications and experience in relation to the role.
• Present additional relevant papers / information only for the panel's consideration.

Issues such as next steps in the process, starting date and salary may also be discussed at the end of the interview.

The panel may also want to speak with your referees to get a better picture of you and your work. The panel will usually ask your referees about your past employment and work performance relevant to the competency requirements. If you have not already provided referee names and contact details bring a copy of these with you to the interview.

Getting the role

After the interview, the selection panel will rank you against other candidates and then make a recommendation about who should get the role.

If you are the recommended candidate, the panel's convenor or HR will usually offer the role to you by phone. We would like to know your decision as quickly as possible. If you accept the convenor's verbal offer of the role, a letter will be sent to you to confirm that you have the role.

If we do not offer you the role, but believe that you are suitable for the role, your name may be placed on an eligibility list. Names are placed on this list in order of merit, and may be used if this or a similar role becomes vacant again within a period of 6 months. 

If you are unsuccessful this time, you are invited to have a post interview discussion with the panel convenor and / or HR. The purpose of this discussion is to:

• provide constructive comment on your application and presentation at interview
• assist you in improving future applications and
• highlight any training or development which may be of benefit.