Recruitment Process

Applicants must have the right to live and work in Australia to be eligible to apply.

Applicants who have accepted a Victorian Government Voluntary Departure Package (VDP) are not eligible for re-employment in the Victorian public sector (including CFA) for a period of three calendar years from the date of separation, in accordance with Public Sector Workplace Relations policy or terms and conditions as outlined in the VDP.

• Understand the Job Requirements - Read the position description and understand all the tasks and responsibilities. The key selection criteria will clearly state the qualifications, knowledge, skills and personal qualities needed to do the job. If you have any queries relating to the position, contact the person mentioned in the advertisement.
• Cover Letter - A cover letter needs to clearly specify the position you are applying for and should include a few paragraphs outlining your interest in the position and the link between your qualifications, experience and skills required for the position.
• Resume - Your resume should clearly detail your personal information, education and work history in a clear and structured way. This will not only make it easier for the interview panel to identify and contact you, but also make it easier for the panel to see how your capabilities, personal qualities and background align with the requirements of the position.
• Addressing the Key Selection Criteria - Please refer to the advertisement specifications as to whether a separate document addressing the key selection criteria is required as part of your application documentation. If so, your response to the key selection criteria will enable the selection panel to review your experience, skills, qualifications and knowledge against the requirements of the position as outlined in the Position Description.
• Application Form - When you click the 'apply' button you will be taken to the online application form. Here you will be asked to provide personal and contact details and respond to employment-related questions. You will also be required to attach your resume, cover letter, response to the key selection criteria (if required) and other relevant documents you want to include to support your application. Receipt of all applications are confirmed via email. Please ensure you have applied by the closing date specified in the advertisement as late applications may not be considered.

• Your application will be acknowledged by email upon receipt.
• Be advised that you may not receive an update on your application until after the closing date specified in the advertisement has elapsed.
• You can view the current status of your application by logging into the careers portal and clicking "my applications".

• Applications will be shortlisted for interview against the relevant key selection criteria for the position. This process may include a phone screen to confirm essential requirements and answer any initial questions you may have prior to the interview stage.
• If you are shortlisted for an interview, you will be contacted by CFA and provided with all necessary details.
• If your application has not been shortlisted, you will be advised by email at the earliest opportunity.

• Interviews may be conducted online or in person.
• Interview questions are tailored to the key selection criteria to allow the interview selection panel to assess your skills, experience, and suitability for the role.
• We are committed to providing an equitable and inclusive recruitment process. If you require a reasonable adjustment to the interview arrangements, please don’t hesitate to contact the person listed on the advertisement or alternatively, call 03 9262 8555 or email recruitment@cfa.vic.gov.au

• If you are unsuccessful after the interview, you will be contacted by phone by an interview panel member or a member of the Talent Acquisition team. You may ask for specific feedback. You may also receive correspondence by email of the outcome of your application.
• If you are the preferred candidate, we will call you to advise you of this and explain the next stage in the process

The nature of the work undertaken by CFA, and our important role in the community, makes it necessary for the appointment of all employees to be subject to appropriate pre-employment checks.

Mandatory checks for all roles:

• Eligibility to work in Australia
  CFA will conduct checks to confirm the citizenship, residency or visa status of candidates and their associated working rights.
• Police Check
  The appointment of all new employees will be subject to a satisfactory Police Check.
• Working with Children Check

  CFA is committed to being a child safe organisation and is required by law to comply with the Victorian Government Child Safe Standards.

  If you have a current Working with Children Check (WWCC), CFA will confirm your status. You will be required to renew your WWCC at the time of expiry.

  If you do not already have an employee WWCC and are the preferred candidate, you will need to apply for one. Preferred candidates will be required hold a valid WWCC prior to receiving a job offer. If you hold a volunteer WWCC, you will be required to upgrade to the employee version.

• References
  If you are the preferred candidate, you will be required to provide referee details, including at least one previous manager or supervisor.

Additional checks based on position requirements may include:

• Qualification / Registration / Certification check
  CFA may conduct checks to confirm qualifications, registrations and other pre- requisite accreditations as required by the position description and stated in your CV.
• Drivers Licence
  Where a position requires a driver's licence, a driving history and licence check will be conducted to verify a satisfactory driving record and that the necessary licences (car, truck etc.) are held.
• Medical Health Declaration
  For certain roles, preferred candidates will need to complete required medical declaration forms prior to commencing employment.

If you are successful and receive a job offer, you will usually have 3 days to accept it in writing. You'll also receive on-boarding paperwork which must be completed before commencement.

As part of onboarding, successful candidates are required to declare any secondary employment and any actual, potential or perceived conflicts of interest. We encourage candidates to raise anything relevant with Talent Acquisition during the recruitment process so it can be considered early and, where required, referred for appropriate review and approval.

Once you’ve joined us in the workplace, you’ll receive the induction, training and support you need to set you up for success in your new role.

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