Industry Insight into Early Childhood Education

On Tuesday the 29th of September the Skills and Jobs Centre teamed up with Wyndham City Council to deliver an Industry Insights Panel into the Early Childhood Education and Care sector.

We were excited to be joined by Sonija Smit, Service Excellence Lead with Wyndham City, and Sharleen Lancaster, State Manager from Sparrow Early Learning in Wyndham, to talk about the childcare industry, job opportunities, and recruitment and career pathways available. The passion Sonija and Sharleen have for the industry was evident in the virtual Zoom room, and was embraced by all attendees. What an amazing session to be involved in!

If you are currently studying childcare or are considering enrolling in a course at the beginning of 2021, keep reading, as there is valuable information that will help you decide if this industry is for you. If you have already decided that you want a career in childcare, you’ll find out about job opportunities and read some tips from the experts about the recruitment process.

What does it take to begin a career in childcare? If you are a nurturing and passionate person and enjoy building lifelong relationships, having fun and occasionally being a bit silly, this industry could be for you. Sonija explains that every day she leaves work feeling as though she has accomplished something, such as teaching a child something new like a developmental skill. It’s an extremely enriching career and keeps her coming back, even through the more challenging times.

Sharleen explained that some people are born with a natural ability to look after children; however, this doesn’t necessarily have to be a quality you have already. If you are persistent and apply yourself, this will come over time

Both panelists confirmed today that during the pandemic there were no jobs losses at their centres, and with people in the Wyndham area slowly returning to work, they are getting busier and are needing to recruit more staff.

With extra funding recently announced for the 3yo kinder, recruitment will begin in early 2021 for around 6000 more Early Childhood Teachers. It will be a staged approach across the country and state for the next 2-3 years.
This is a growth industry, with many centres looking to hire those with Certificate III, Diploma and Bachelor Early Childhood Education level qualifications. Now seems like the time to seriously consider the childcare industry as a career option.

Recruitment:

Below are the types of roles available across the industry that you might be interested in:

  • Childcare Assistants (Certificate III or Diploma Qualification)
  • Room Leaders (Diploma Qualification required)
  • Team leader or Service Manager – On the floor teaching and office work (Bachelor of Early Childhood Education)  
  • Kindergarten Teachers – 3 and 4yo (Bachelor of Early Childhood Education)
  • Office administrators
  • In-training early years educators (Diploma Qualification, working towards ECT)
  • Cooks/Chefs

And there’s other employment opportunities in the childcare industry, such as nannies, out-of-school-hours coordinators, Family Day Care assistants and more…  

What are they looking for when hiring?

  • Include your past work or volunteering history on your resume. Recruiters want to see that you have had experience working with other people, not necessarily only in the Early Childhood Education industry.
  • Your resume does not need to be long, 1-2 pages is enough.
  • Include a Cover Letter.
  • Give detailed answers in your Selection Criteria.
  • Try to align your selection criteria answers/and cover letter content with examples that reflect the vision and values of the organisation to which you are applying to.
  • Always be yourself in the interview! Its ok not to know everything about the job, ask questions and show you are willing to learn.
  • If English is your second language, that’s great, as centres embrace diversity and love being able to expose children to different cultures and languages. It’s so important now for our children to become global citizens and both Sonija and Sharleen expressed the importance of children hearing and learning different languages.

To view upcoming job opportunities with Wyndham City follow this link: https://recruitment.wyndham.vic.gov.au/careers

Or Sparrow Early learning here:

https://www.sparrowearlylearning.com.au/careers

Career pathway resources:

https://www.vic.gov.au/free-tafe

https://www.vic.gov.au/kinder

https://www.vic.gov.au/make-difference-early-childhood-teaching

Placement opportunities with Wyndham City:

https://www.wyndham.vic.gov.au/careers/employment-pathways/work-integrated-learning-wil-tertiary-student-placements

Contact:
Skills and Jobs Centre:

If you are currently completing your qualification in Early Childhood Education and need assistance preparing your resume, cover letter, selection criteria or getting ready for that all important interview, get in contact with the Skills and Jobs Centre to organise a free appointment for support from one of our qualified Careers Advisors, phone 5225 0700 or email us at skillscentre@gordontafe.edu.au

Industry Insights into Careers in the Disability Support Sector

Disability Support

Well we kicked off our first Industry Insights event for 2020 with a full house!!

With the Certificate IV in Disability on the Free TAFE list for 2020 and with lots of employment opportunity in the region, we were delighted to be joined by three of the largest Disability Support providers in the Geelong region.

A job in disability support is life changing for people with disabilities and for the support staff. It can be demanding and requires a lot of patience, but it’s also very rewarding. Disability Support workers are passionate, caring, and dedicated workers, who give people with disabilities the power to live the lives they want.

Now in case you don’t read to the bottom of this blog, I want you to take this piece of information away, so I’m going to put it right here!! All three organisations spoke about the importance of completing the NDIS Worker Orientation Module which has been developed to assist NDIS workers to better support people with disability. It’s a 90 minute module and you receive a certificate of completion, which you can then upload with your resume when job-seeking. It’s going to be what a Working with Children’s Check is to Early Childhood Education, so get a head start on your competition and click on the link below to complete the training.

https://training.ndiscommission.gov.au/

Back to our panel! Our first panel member was Paula Ruff the Practice Leadership Manager at Gateways Support Services.

Gateways Support Services provides quality, responsive services to more than 2000 children and adults with disabilities and their families in the western half of Victoria each year. This community organisation has grown from a grassroots service to a broad-based support service with more than 500 staff across multiple offices, including its head office in Geelong West.

Paula spoke so passionately about the positive change that the Disability Support sector has experienced in the past decade, which has seen so much opportunity open up for people living with a disability.

We were also joined by Kate McLean the Coordinator, People and Culture at Leisure Networks

For three decades, Leisure Networks has pursued a vision of capable, healthy people and inclusive communities. They focus on building life-skills, confidence and social connections. They support people with disability to lead more independent lives and to achieve their aspirations.

Our final panel member was Nikki Young the Recruitment and Wellbeing Lead at genU

For more than 65 years, genU have been providing support for people with disability, older Australians, and people experiencing disadvantage. With over 3000 staff across 200 national locations, genU is committed to building inclusive communities and helping people realise their dreams.

All three organisations follow a similar recruitment process. Vacancies are advertised on their company website and social media pages – genU is the only one who uses Seek and Leisure Networks is the only one who encourages applications to be sent even though there may be no advertised vacancies. Links to their recruitment pages are listed at the end of this blog. All three organisations review each application personally with the direct manager for the position. Short listed applicants will attend an interview and if successful two professional references will be contacted.

Here are some tips and tricks to help you with your job application for this sector.

Recruit for values and attitude – Technical skills can be taught! While there are some mandatory requirements (Current Level 2 First Aid Certificate, Current CPR Certificate, Current Working with Children Card (WWCC) for employees, assessed by the Disability Worker Exclusion Scheme, Completed NDIS Worker Orientation Module) and a Certificate IV in Disability is desirable, your personal attributes are much more valued. If you are passionate about people of all abilities being treated fairly and being included in the community and are enthusiastic about the work that the organisation does, then you are a strong candidate for employment as a Disability Support Worker.

Lived experience is experience – Many jobs may say “must have a minimum of 6 months experience”. Don’t let this put you off. Don’t discount any lived experience you may have as this is so relevant. Do you have experience with a family member living with a disability? Have you engaged with community members with a disability at school or local sport etc? This all counts as experience.

Casual employment – Did you know that four of the seven members of Leisure Networks leadership team commenced their employment in a volunteer or casual role with the organisation? In all honesty, your first role with any of these organisations is most likely going to be on a casual basis too. Embrace it. Work as many shifts as you can, enjoy the work life balance that this sector offers.

Opportunity knocks – All organisations have such a broad range of opportunities available and many employees start as a casual Support Worker and then find their niche in a totally different role. Take Paula for example, she started at Gateways as a casual support worker in accommodation settings 8 years ago and at the time was not expecting to find that her passion is Positive Behaviour Support, which has taken her into a leadership role today.

Attention to detail – Disability Support work requires skills like taking detailed case notes and following instructions. These skills are also required when submitting a job application! Make sure that you don’t leave the recruitment team wondering about your skills in these areas by submitting a sloppy application – read the Position Description carefully, answer the key selection criteria accurately.

It was so clear from all our panel members, the enthusiasm and joy that they experience from working in the Disability Support sector. If you think that working for one of these organisations could be for you, please check out the current opportunities available listed on their websites below.

Gateways

https://www.gateways.com.au/get-involved/employment

genU

http://careers.genu.org.au/cw/en/listing

Leisure Networks

https://www.leisurenetworks.org/who-are-we/work-with-us/

If you need a hand with your resume or key selection criteria please book into one of our workshops or call 5225 0700 to book a one-on-one career advice appointment.

https://www.thegordon.edu.au/sitedocs/sjc/what-s-on-february-july-2020-g.aspx

Finally if you want to hear more about Industry Insights into Careers at NDIA please contact the Centre on 5225 0700 to register for this free event on Monday 30 March.

Insights into Warehousing and Logistics – 22/10/2019

Warehouse Workers

The Skills and Jobs Centre is pleased to be partnering with Wyndham City Council to host a series of Industry Insights panels in Werribee. These Industry Insight Panels are a part of a broader scope of work Council is doing to provide employment pathways to Wyndham community members with an emphasis on the Humanitarian Migrant and Asylum Seeker communities.

In October, we were delighted to be joined by three large employers in the Warehousing and Logistics industry sector who very generously gave up some of their time to share some insights into gaining employment in this booming sector in the Wyndham region.

Did you know that the average age of a truck driver is 53? Did you know that transport is one of the few industries where men and women receive equal pay? With 72 different roles in the Transport and Logistics sector, there is sure to be a role of interest to you.

On the panel, we were joined by;

Jacquelene Brotherton – Transport Manager – Oxford Cold Storage

Oxford Cold Storage are one of Australia’s leading providers of third party temperature controlled warehousing. They offer racked storage for over 165,000 pallets and bulk storage for about 20,000 pallets at temperatures between +18°C & -29°C. The facility has the capacity to freeze 12,000 cartons, carcasses and quarter beef daily. In her spare time, Jacquelene is an active member and chair of several refrigerated transport committees and was recently awarded Business Person of the Year at the 2019 Wyndham Business Awards.

Oxford Cold Storage commenced operation in 1975 and the 94 year old Chairman of business still comes to work every day! There are employees who started working at Oxford as Christmas casuals over school holidays in the 1970’s and are still working there today! So when it comes to having a great workplace culture, they must be doing a thing or two right.

One really important thing to note about Oxford Cold Storage, is that all new staff commence employment through a labour hire organisation. While long-term roles might become available over time and in certain areas, most of the work is available on a permanent casual basis. One of the most important attributes staff can have at Oxford is a willingness to learn and a willingness to work. Jacquelene also shared some insights about innovation in the Warehousing and Logistics sector and made the observation that the inability to attract warehousing staff is driving the industry towards automation, however when it comes to autonomous truck driving, she doesn’t believe that Australia has the infrastructure to see that happening any time soon.

Paul Daybell – National Account Director (Government) & Marty Arulappu – Warehouse Manager – Complete Office Solutions (COS) 

COS was founded in 1976 as a local office stationery business in Western Sydney. In those early days COS had two staff and the top selling item was typewriter ribbon. 40 years later COS sells over 21,000 products with over 500 staff, and offices and warehouses in very state and territory…basically they can supply anything in an office, except the walls and the lights! COS have a very strong reputation of embracing diversity with 52% of their workforce being women, 56% of their management team being women and boasting the first female Co-CEO’s in Australia. Paul presented a video showing COS’s impressive commitment to corporate social responsibility.

Luke Day – Senior Recruitment Team Leader – Operations – TOLL Group

With over 125 years’ experience, Toll Group, operates an extensive global logistics network across 1,200 locations in more than 50 countries. Our 40,000 employees provide a diverse range of transport and logistics solutions covering road, air, sea and rail to meet global supply chain needs.

Luke presented a video which showed the diversity of roles available at TOLL, from Truck Drivers to Pick/Packers to Air Pilots and Sea Captains and just a couple of Call Centre Operators! The video also clearly outlined that TOLL are “safety obsessed”. 

One thing I learned about TOLL is that they actually have a recruitment business (TOLL People) which recruits for TOLL Group as well as other organisations and they supply over 1000 temp staff to over 100 locations in Victoria every day! TOLL People have really strong partnerships with Job Active providers and often recruit people from all walks of life into entry level roles, giving them a much needed start in this sector. As Luke put it, TOLL People recruit with heart. 

So if you’re considering applying for one of the 72 different job roles in this sector, where do you start? Well, first things first, a Forklift license is absolutely essential, so make sure you have one before starting to apply for roles in this sector. If you have additional licenses including truck licences, but don’t have any experience driving trucks, be open to starting in a different role such as Picker/Packer. All companies stressed that there are plenty of opportunities to shine, so show employers that you are eager and want to work, show enthusiasm for their organisation and work hard at any task you are given and before you know it you too might be behind the wheel of a $350,000 Kenworth.

Seek is still the most used platform to advertise vacancies, however both COS and Oxford Cold Storage were open to a direct approach by job-seekers. Before you knock on their door though, make sure that both you and your resume are well presented. You don’t need to be dressed in a suit and tie, smart casual is appropriate for this industry and as for your resume, one page of relevant content is also appropriate. In the Warehousing and Logistics sector, the ability to work as part of a team is critical, so when you’re making a direct approach to an employer, make sure they know you are not a lone wolf. Include a couple of good references on your resume and be able to show (and tell) how your skills and experience match what an employer is looking for.

Many thanks to our panel for being so generous with their time, it was great to receive some current tips and tricks to help put our best foot forward.

Come along to our free monthly series of workshops at the Skills and Jobs Centre at 24 Watton Street, Werribee or book a one-on-one appointment with a Careers Counsellor by calling 5225 0700.

The next Industry Insights panel will be on 26 November and will feature employment in Building and Construction, including how to secure an apprenticeship. Follow the Skills and Jobs Centre on Facebook for information about upcoming Industry Insights panels.

Insights into Recruitment Agencies – October 2019

20191021_113247

Did you know that between 2017-18, there were 15,535 new arrivals in the Geelong region, including on the Surf Coast and Bellarine Peninsula? That’s an awful lot more people competing for job vacancies in the region. So if you’re finding job seeking a little bit harder than expected, you’re not alone. Today we heard from three recruitment agencies who all confirmed that it is very much am employers market. They also gave us some fantastic insights into how to manage your relationship with recruitment agencies to get the best results.

On the panel today we were joined by;

Claire Borwick – Hays Geelong https://www.hays.com.au

Hays are a specialist recruitment firm based on Pakington St. They have 12 consultants who operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. The majority of opportunities are in the Accountancy & Finance, Procurement, Information Technology and Office Support sectors.

Sarah Lowe-Fernando – Randstad Geelong https://www.randstad.com.au

12 months young in the Geelong market, Randstad have a specialist Government recruitment sector which has multiple job opportunities in Geelong and are actively recruiting for roles in Administration, Business Support, Customer Service, Claims Support, Projects, Recruitment and Risk.

Ebony Raby – SJ Personnel https://sjpersonnel.com.au

A local Geelong company specialising in providing recruitment support in the Geelong region across any permanent or temporary roles from entry level to executive.  SJ Personnel focus on recruiting any and all roles that their client may require.

All three agencies advertise their vacancies on Seek and LinkedIn as well on their own websites. Applications through Seek are preferred, however directly emailing your application to the Consultant is a great way to jump the queue and get your resume seen. It could also open the door for you to be considered for other opportunities which might not have been advertised yet. Recruiters are able to access data from both Seek and LinkedIn about your job-seeking activity and can see how serious you are about looking for a new job based on how active you have been on each site. That being said, many successful candidates aren’t the ones who are actively looking for a job, they are the comfortable but curious, so even if you love your job now, it’s not a bad thing to keep your profiles current.

However you’re probably not reading this blog if you are comfortable but curious, you’re most likely actively looking for work. So, in an employer’s market where recruiters may see over 200 resumes a day, how do you make your resume stand out? Well you might have already heard most of these from a Skills and Jobs Centre Adviser, but…

  • Arial size 10 is the preferred font
  • There is no need for a cover letter, pictures, borders or fancy script
  • Check with the recruiter about whether to send a Word document or a PDF file
  • Use bullet points
  • Have a career summary / professional overview at the top of your resume, followed by transferrable skills, education and computer skills, then your most recent job
  • Don’t limit your employment history to job title and years of service, be specific about your skills

Ebony was able to show us how a computer program they use, is able to eliminate applicants based on key word matching candidates resumes with the job description. As an example, a Sales Consultant role had received 33 applications, however by searching which resumes used the words “retail sales”, 10 applications were removed from consideration in less than 10 seconds!  All of the recruiters have a candidate database, which is their first point of call when filling a role. The database will use keywords from candidate’s resumes to create a talent pool for recruiters to contact. To make sure you are included in that talent pool. when applying for a role, print off a copy of the job advertisement and a copy of your resume, highlight the key criteria and match the exact words from the job advertisement to your resume.

Another key point to keep in mind when dealing with recruitment agencies is to do your best to remove any reasons for rejection. All recruiters are time poor and they need to fill that job today. Don’t give them any reason to put you in the too hard basket!

  • List your referees – don’t make a recruiter chase you for details
  • Take the interview time you are offered – don’t make a recruiter try to find another time with two senior managers just to interview you
  • Fill in the gaps on your resume – been off work raising a family? Put that in your resume. Worked a number of short-term jobs? Put that you’ve done short-term contract work in your resume. Only worked for one company? Highlight any internal promotions.
  • If you are applying for a job that requires a Police Check or Working With Children’s check – get them organised now
  • If you don’t work close to the job opportunity, but are willing to travel – leave your address off your resume

The recruiters were all keen to stress that as soon as you engage with them, it’s an interview. Whether that be over the phone or in their office, how you present is being observed and may be passed along to an employer or recorded on your file notes. So…

  • if you can’t take a phone call, offer to call them back,
  • if you don’t know where the office is for an interview, drive past it the day before,
  • if you can’t remember which job they are talking about, do not say that out loud!

Finally, a little word about LinkedIn. First things first, get yourself along to our monthly workshop! But in the meantime;

  • Make sure that your profile is All Star (which means filling in every section!)
  • Select “Open to Job Opportunities” in your career profile if you are looking for work (you can select that only recruiters see that information, not your current boss!)
  • Keep your profile current and the content in line with your resume
  • Follow companies that you want to work for
  • Connect with the HR team at those companies
  • Don’t forget to include you LinkedIn profile on your resumeRA IIMany thanks to our panel for being so generous with their time. They all encouraged candidate to have an active relationship with their Recruitment Consultant and to keep in touch about opportunities. At the end of the day, Recruitment Agencies are working really hard for their clients / employers, to find the best candidates possible and it was great to receive some current tips and tricks to help put our best foot forward.Need help with your resume, LinkedIn profile or interview skills. Come along to our free monthly series of workshops at the Skills and Jobs Centre, Westfield or book a one-on-one appointment with a Careers Counsellor by calling 5225 0700.

Insights into Casual Recruitment in Retail and Hospitality – September 2019

On Tuesday 10 September, the Skills and Jobs Centre was pleased to present a panel event with a focus on gaining casual employment in the retail and hospitality industry sectors. This event was the second in a series of Industry Insight events being delivered in partnership with Wyndham City Council. The Social and Economic Inclusion team at Council are doing valuable work to deliver a number of projects including providing employment pathways to Wyndham community members with an emphasis on the Humanitarian migrant and Asylum Seeker communities.

We were pleased to be joined by three local employers who are passionate about community and economic growth and were able to share some recruitment tips to those looking for casual work over the busy Christmas period.

The panel was made up of four members. Jonathan Bracy from the Werribee Zoo, Rebecca Pace from KFC and James Alford and Jonathan Jaboor from the Hyatt Group

Rebecca from KFC was the first guest speaker to discuss the career path available at The Retzos Group, who are a franchise that manage many KFC stores in Victoria.

The Retzos Group opened their first KFC store in 1990 in Shepparton, followed in time by another seven stores in 1997. In 1999 The Retzos Group built their first brand new restaurant in Laverton. Fast forward to 2019 and The Retzos Group is now 50 stores strong and employs over 2800 staff.

Rebecca explained that at KFC there is a clear progression strategy which is open to all employees. Most employees are initially employed as a team member. There is no experience required for team member roles as full training is provided to all employees. Training in Certificate III qualifications is also available for eligible employees. Once a team member turns 18 there is opportunity to progress to leading a shift. After successfully leading a shift, there is potential to lead a restaurant, and progress on to leading multiple stores. There is even the option of finally owning your own store!

The KFC brand purpose is “Always Original” and they encourage employees to be their best self, make a difference and most importantly have fun. To apply for a job at KFC head online to their website (http://careers.kfc.com.au), fill in the required forms selecting three stores you’d like to work in and finally upload the required documents for your application.

The next speaker Jonathan from Werribee Zoo provided a run down on the three different casual teams responsible for the visitor experience at the Zoo. There are between 60-70 employees in each team!

  • Visitor Services – Primarily focused on admissions and retail
  • Visitor Engagement – Primarily focused around the visitor paths, engaging with visitors with activities, talks, presentations
  • Safari guides – Primarily focused on delivering our safari tour and other visitor animal encounters

When recruiting for these roles, the main selection process is to identify which candidates have the required and preferred skills identified in the position description. If your skills and experience are a match, the next step is that you will invited to a group interview with 10-12 other candidates. There will be around 10 minutes of questions before participating in a group activity. The whole group interview can take up to two hours and Jonathan’s hot tip to go spend some time at the Zoo prior to your interview, take note of what the employees are wearing and dress similar. Look the part.

Jonathan’s advice to help applicants get through to interview is to triple check the accuracy of all your documents. Don’t accidently address your documents to the wrong business or organisation – oops! Check the spelling of the person’s name you are addressing. Ensure you have read all the required selection criteria before submitting an application. You can find all job advertisements as well as a range of work experience and volunteer opportunities at https://www.zoo.org.au/about-us/careers/

Our final speakers for the day were James and Jonathan who are both Assistant Hotel Managers at Hyatt Place, Essendon Fields. There are currently three Hyatt Hotels in Melbourne with plans for expansion to include another three or four hotels within the next three years!

James and Jonathan spoke with passion about the strong values of the Hyatt Group, one of which is care.

  • Care for their employees to help them be their best.
  • Care for creating a distinct guest experience
  • Care for communities by embracing diversity and creating a culture where everyone matters.

They also spoke about several other values which all complement creating a fantastic work environment but also providing a high level guest experience. How often does an employer encourage you to have fun, not take yourself too seriously, laugh and build joy into your work? What about being encouraged to fail often in order to success sooner?

Some encouraging key points that from James and Jonathan’s presentation were that The Hyatt Group values communication skills over technical skills and that both had worked really hard to get a foot in the door, so don’t give up!

The Hyatt Group offers a range of career entry points including internships and work experience opportunities. To find the jobs available at Hyatt visit their website https://careers.hyatt.com/en-US/careers/ and search by location (Melbourne).

Need help with your Resume? Come along to the Resume workshop on Wednesday 30 October at 24 Watton Street, Werribee.

Need some career advice? Book a one-on-one appointment with a Careers Counsellor by calling 5225 0700

Insights into Higher Education Employer – July 2019

With employment prospects in the Geelong region in a state of change, what better time to hear from two large employers about what jobs looks like in the growing education sector.

Deakin University has a strong presence in the Geelong region with a campus at the Geelong Waterfront and at Waurn Ponds. Deakin is ranked in the top 1% of universities globally by the Academic Ranking of World Universities 2018. This rating indicates world-class facilities, research and teaching, as well as employability, innovation and inclusiveness. Deakin also prides itself on student satisfaction and is a leader in graduate satisfaction

The Gordon is one of the largest regional TAFEs in Victoria and has been skilling people in the Geelong region for over 130 years. With two campuses in Geelong and three smaller campuses in Wyndham, The Gordon is experiencing a period of growth, which is also supported by the Free TAFE program being offered by the State Government.

Think jobs at Deakin and The Gordon are just for teachers? Think again! Today we were joined by Christine Shaw (Talent Acquisition, Deakin) and Aida Kapetanovic (HR Generalist, The Gordon) to learn more about the recruitment process at both organisations and boy, they couldn’t be any different!

Deakin’s recruitment process has recently become a centralised approach with 20 Talent Acquisition staff responsible for sourcing candidates. When a job becomes available, the Talent Acquisition team meet with the Hiring Manager and go through the position, identify the skills required and commence the recruitment process. Aside from academic roles, listed below are the seven key support areas that Deakin recruit for.

  1. Student Experience and Support – enhancing the student experience throughout their lifecycle
  2. Campus Services – maintaining the world class grounds particularly at Waurn Ponds
  3. Human Resources – 120 staff involved in recruitment and staff life cycle
  4. Lab Tech – supporting teaching delivery across the education Faculties
  5. Faculty Admin – organising travel, providing admin and finance support to the Faculty team
  6. Hospitality – Waurn Ponds estate hosting conferences, providing accommodation and cafe
  7. Library – assisting with online study and resource development

The Gordon’s recruitment process also follows a similar style with recruitment handled by a HR representative in conjunction with a representative from the program area. Jobs at The Gordon are divided into Teaching and Non-Teaching roles.

  1. Teaching roles – need to have a vocational qualification (“your trade”) and a TAE40116 Certificate IV in Training and Assessment. There is a particular need at the moment for Community Services, Carpentry, Electro Technology, Plumbing and Automotive teachers
  2. Student support – includes administration roles across a variety of professional functions including Finance, Executive, Student and Industry Engagement and Facilities.

With administration roles often attracting between 150-200 applicants, here’s what you need to know to make your application stand out.

 Make sure your resume is SCHMICK!

  • Keep it to two pages
  • Include a brief profile which is your elevator pitch and highlights how your skills align with the role
  • List your most recent position first
  • Make sure there are no spelling or grammar mistakes.
  • Use dot points to make your resume easy to read
  • Keep the content current, anything over 15 years old is not relevant
  • Don’t include a photo
  • Consider inserting a hyperlink to your LinkedIn account
  • You don’t need to list referees and their contact details

How to ace the interview!

  • Tell a great story. Have a generic opening line which address the question and then provide a specific example.
  • It’s okay to repeat the same example at interview that was used in your application, preface it with “I already gave my best example…”
  • Be authentic and be specific with your examples. Write down dot points to prompt you.
  • Have questions in mind to ask at the end of the interview
    • What would be the focus for the first three months?
    • Tell me about the team I’ll be working with…
    • I saw that Deakin/The Gordon recently did this…
  • Don’t forget that you got an interview because you can do the job, now you need to convince the panel you are the right person for their team

Both organisations encouraged potential applicants not to wait for a full-time position to be advertised. Both organisations have a lot of internal movement within roles, so if you see want to work for either Deakin or The Gordon be prepared to apply for casual or contract positions. Our sincere thanks to both Aida and Christine for their insights and tips

Deakin The Gordon
Require a one page Cover Letter  Do not require a Cover Letter
Do not require Key Selection Criteria  Must address Key Selection Criteria
Applications don’t have a closing date. Resumes are reviewed as soon as they are received Applications will not be reviewed before the closing date
Desirable candidates will undergo a preliminary telephone screening interview
A secondary interview will most likely be an informal coffee catch-up

Need help with your Key Selection Criteria? Come along to the Key Selection Criteria Workshops held monthly on or book a 30 minute appointment to review your Key Selection Criteria

Need help building your LinkedIn profile? Come along to the Creating a LinkedIn profile held each month.

Please visit  Skills and Jobs Centre to book your place at our range of  monthly workshops

 

 

 

Insights into the Aged Care and Community Health Sector – 23 July 2019

The Skills & Jobs Centre hosted the employer panel and were fortunate to have four experienced professionals talk about the types of opportunities available for new graduates looking for roles after completing two qualifications including Certificate III in Individual Support and Diploma of Nursing.  The panel discussed what they are looking for in potential graduates, relevant information about the application process for their workplaces, possible opportunities within their workplaces, and specific tips and tricks for job seeking and interviewing.

The panel provided valuable information, and our four presenters were very generous with their time, sharing their unique insights into this growing sector.

Panel members:

Mercy Health – Jonelle Mais (Recruitment Adviser) and Melinda Stasiuk (Clinical Placement Coordinator/Clinical Nurse Educator)

Absolute Care & Health – Jo Rajan (HR Administrator)

Manor Court Werribee Aged Care – Frances Fraser (Director of Nursing)

Mercy Health (Werribee Mercy Hospital)

Overview

Mercy Health is a values-based Catholic organisation, with services across Australia. In the Wyndham area, the Mercy Hospital provides comprehensive services, including surgical, maternity, emergency, mental health, aged, palliative and home-based care. The hospital is currently undergoing a large redevelopment in order to improve its critical care services.

How to apply

  • All vacancies are advertised, usually on seek.com.au. Set up a Seek profile and job alerts
  • Research Mercy thoroughly and understand their values
  • Read the job ad carefully and don’t rush your application – there’s no advantage in being the first to apply
  • Selection criteria – Mercy isn’t strict about layout, but do incorporate in cover letter
  • Cover letter – an opportunity to make yourself stand out, by highlighting relevant skills/qualities/experiences. Tailor letter to the organisation and address it to person listed in job ad.
  • CV/resume – approx. 2 pages, and up to date. If young and lacking work experience, focus on behavioural qualities (ie ‘soft skills’). No special requirements for format, but make sure most relevant info is highlighted and sequenced on first page (e.g. placements).
  • Professional email address
  • Volunteering is relevant, but not Hobbies.

Interviews

  • Be on time (but not too early!).
  • Preparation and research is crucial. This will help you think on your feet, as question wording varies
  • Mercy questions go deeper than standard ‘strength and weakness’ questions – prepare a list of scenarios to use for ‘tell us about a time when’ questions, including from placement. Use STAR and be specific about situation and outcome
  • An interview is also an opportunity to see if job is right for you!

Absolute Care & Health

Overview

The organisation was started in 2011 and provides in-home care to residents in metropolitan Melbourne and areas of regional Victoria. Clients include people with home care packages funded by government, as well as clients of schemes with NDIS, TAC and Worksafe.

The advantage of working as a caregiver is being able to develop long-term 1:1 relationships with clients. Caregivers need to be flexible and prepared to travel. The organisation is also flexible and offers family-friendly shifts and a full induction program for new staff.

How to apply

Currently its staff consists of 350 personal care assistants and 20 nurses, but Absolute Care expects to double these numbers by the end of the year so is actively recruiting now. Vacancies are advertised on au.indeed.com/ and the organisation’s website at absolutecarehealth.com.au/careers/positions-available

  • Applying is competitive, i.e. 50-60 applicants, so recruiters won’t spend much time on each resume
  • Relevant skills may include manual handling, other languages, Working with Children and Police checks, driver’s license, first aid
  • ‘Career snapshot’ intro section can be useful
  • Cover letter needs to convey who you are as a person, i.e. your personality, soft skills – matching the job values

Interviews

  • Manor uses phone screening as next step after reading resume. If phone call comes at a bad time politely make a time that better suits you
  • Allow plenty of time to get to interviews. If running late, show your communication skills and call to let them know
  • Dress appropriately. Bring your documents with you.
  • Interviews are not a cross-examination – try to be the best, authentic version of yourself.

 Manor Court Aged Care

Overview

Manor Court is a stand-alone, not-for-profit organisation, run by a board with representatives from Mercy Hospital and the community. Frances’s career path started as a registered nurse in emergency, followed by midwifery and community nursing, then aged care. At Manor Court there are various job titles, but the team has shared organisational values and outcomes. Having a caring quality is the main prerequisite for a job in this field.

How to apply

  • Manor Court advertises on Seek for specific vacancies and also has rolling recruitment
  • Don’t include age or marital status on resume. List last 3 employment positions only
  • Less interested in personal qualities, though volunteering is relevant
  • Include short cover letter, addressed appropriately, spell-checked, with cultural differences adjusted to Australian context
  • Have resume ready for placement to leave with the organisation at the end – when staff still remember you!

Interviews

  • Be familiar with Aged Care Standards

 Responses to audience questions:

  • Life experience can be relevant, e.g. care of elderly relatives (but not ‘travel to Bali’!)
  • Mercy and Manor both offer volunteer opportunities. Mercy only offers behind the scenes roles, not clinical. Manor’s opportunities are coordinated through Matchworks.
  • For referees (references) use placement coordinators, Gordon teachers – not friends or family members. Preferably someone in senior role. Always ask permission first.
  • If you don’t have PR, then you need to demonstrate that you have Australian work rights and show your long-term plan.

Health employer panel 2019

The panel members presented an overview of their organisation, an outline of their recruitment process, types of opportunities available, as well as some valuable tips about what their organisation is looking for in an application.

The panel:

Mick Fuller (Senior People & Culture Manager) Epworth Healthcare Geelong
Tamika Russell (Talent Officer) Barwon Health

Epworth Healthcare is a not-for-profit private hospital. We combine 95 years’ experience with a team of expert local staff and doctors. We share the same vision – to create an outstanding healthcare facility of choice for the people of Greater Geelong and South West Victoria.

Mick’s personal experience includes a transition into the Health sector from a retail and manufacturing background. He believes you need to be passionate about the organisation you work for and so was attracted to the Epworth name and the professional but diverse environment they offer. He has worked at the Epworth for the past 4 years.

Epworth Workforce:

Epworth HealthCare is a dynamic and friendly workplace, built on teamwork and have a commitment to quality and furthering the development and skills of their staff. There are also  some great benefits and support when working at Epworth

  1. Clinical staff
    • Heavy reliance on Clinical staff
    • Employs RN’s & EN’s, but will only employ endorsed EN’s
  2. Food Services
    • Primarily employs people with a hospitality background
    • Food Service Model which involves personalised screens for patients to order meals at any time of the day, following a hotel model. Patients have a choice of when they receive the meal and what the meal is. The menu is catered to your personal needs, including medical and dietary requirements.
    • Is less to do with health and more to do with customer service
  3. Sterilisation
    • Involves looking after the equipment and getting it ready.
    • Certified role, you need to have completed a Cert III or Cert IV in Sterilisation.
    • Well-paid
    • Stable employment
    • Professional roles
  4. Theatre Technicians
    • Involved in bringing in the equipment and setting up the theatre.
    • Certified role – need a Certificate to be employed.
    • Certificate level courses will allow you to be employed, so you can get up and running fairly quickly.
    • Good pay

What Epworth looks for in an employee:

  1. Technical Skills
    • Skills/Qualifications that are required for each role
  2. Soft Skills (eg. communication, organisation, team work, flexibility, self-management)
    • Values – Epworth takes their values very seriously
      • Respect
      • Excellence
      • Community
      • Compassion
      • Integrity
      • Accountability
    • Look on the website and find out about the values. If you are invited for an interview, think about how your values align with theirs.
  3. Epworth’s Recruitment Process: Online recruitment process, application, behavioural interview
    • Come prepared and know about the organisation and role. Make sure to check the website. This shows motivation, respect and initiative.

Advertising of roles:

  • 95% of roles are advertised, as they are looking for the best person for the role.
  • Advertised on:

How to apply for a job at Epworth:

  • Submit a Resume, Cover Letter and response to Key Selection Criteria.
  • Resume
    • 2-3 page maximum
    • Relevant to role
    • Don’t use colour or different font throughout the document
    • Keep professional
    • Use a single font in 11 or 12pt
    • No photos
  • Cover letter
    • Tailor your cover letter – very important!
    • Make sure to change the name of the company – this shows care and attention to detail
    • Brief and to the point
    • 1 page
    • Show what you can bring to Epworth
  • Key Selection Criteria
    • Flexible with regards to addressing Key Selection Criteria and won’t always ask for this to be completed separately
    • Look at the Position Description and address how your skills match and how your motivation fits
    • Show your connection to the community. This can be through involvement with sporting clubs or coaching your kid’s soccer team. This tells about you as a person.
    • Lots of people have the technical skills, but less meet the criteria of fit, culture and personality.

Barwon Health is the largest employer in Geelong, employing over 7000 people. Formed in 1998, Barwon Health is one of the largest and most comprehensive regional health services in Australia, providing care at all stages of life and circumstance. Health services available through Barwon Health cover the full spectrum from primary care, community services, aged care, rehabilitation, mental health, emergency and acute care.

Working at Barwon Health means you will be part of a team providing high quality healthcare services to our communities, with a wide range of opportunities in diverse areas including acute, mental health, aged care, administration and support services.

Tanika shared that it’s a great environment to work in. The people are lovely and are there to help people. Others share the same values as you.

Barwon Health Workforce:

  • Clinical
  • Aged Care
  • Theatre Technicians
    • Need a Certificate III first.
    • Will see medical procedures, so have to be ok with that.
    • Have to be able to look after yourself and deal with situations.
    • Training – might need to go to Melbourne for training, but will be rewarded for this.
  • Casual Administration Pool.
  • Volunteers portal– are seen as internal candidates, so can apply for internal roles. Opportunity to gain experience and allows you to connect with different departments.

What Barwon Health looks for an employee:

  • Flexible and adaptable
  • People who are excited about working in health care and are passionate about putting the patient first.
  • Looking for people who are really passionate.
  • Barwon Health is value driven and they live their values, including in performance discussions every 12 months.
  • Recruit based on values.

Barwon Health’s Recruitment Process:

  • Decentralised process
  • Interview
    • Talk about your passions and how you align with Barwon Health’s values.
    • Make sure you are prepared.
    • Research:
      • Website
      • Position Description
      • Values
      • If you know someone who works at Barwon Health, ask them!
    • Take notes in.
    • Will be asked behavioural questions so have examples ready.
    • Practice, practice, practice.
  • Volunteering

Advertising:

How to apply for a job at Barwon Health:

Before you apply, think about:

Are you passionate and excited about this industry?

  • Need to upload a Cover Letter, Resume and then answer the Key Selection Criteria.
  • Resume
    • Only include what’s relevant
    • Don’t go too over the top
    • Include your key skills
    • Have a profile at the top of your CV – this is very important as it gives the employer a snapshot of you.
    • Will spend on average 10 seconds looking at your resume, so the top section is the most important.
    • Clear & Concise
    • Easy to read
    • Easy layout
    • Managers read them, so make it easy to read.
    • Include volunteering opportunities as this shows your connection to the community.
  • Cover Letter
    • Talk about your passions.
  • Key Selection Criteria
    • Part of the process.
    • Some are Y/N questions.
    • Need to be able to address the criteria and requirements of the role

Thank you to our panel for sharing their valuable insights and tips. It was a solid hour of valuable information. Our presenters were generous with their time and sharing their unique insights into this growing sector.

Insights into volunteering panel – Good for you, good for your career

Insights into Volunteering Panel – Good for you, good for your career
Skills and Jobs Centre panel – Monday 13 May 2019

Panel
Volunteering Geelong, St John of God Hospital, Gen U

Scope
Come along and gain some insights into the world of volunteering.  There are many benefits of volunteering including an opportunity to give to our community, networking, gaining new skills and experience. A panel of volunteer organisations will discuss the benefits of volunteering for those who may be:

– exploring new careers
– gaining new skills & knowledge
– boosting job and career prospects
– connecting to community

Participate in National Volunteer week activities – 20-26 May
How to get involved

Panel members

Tara McCallum – Volunteering Coordinator – St John of God Hospital

Jolanda Dejong – Special Project and operations coordinator – Volunteering Geelong

Emily Learey – Volunteering Lead – GenU

Applications can be made: through online form, email/post form, or can be dropped in face to face.

General information: Specific organisations may require police checks, or working with children checks. These may be funded, but will depend on the volunteer organisation. First Aid certificates are generally not required.

Panel Career Stories & Organisational Information

Tara – St John of God Hospital – Tara was an Emergency Nurse for the past 12 years and 5 months ago she stepped into her Volunteer Coordinator role as a maternity leave cover. She feels that she has used a very different skill set in emergency nursing, but has a lot to offer the volunteer coordination role, looking after 140+ volunteers. She also volunteers for her son’s football team as the team manager and thoroughly enjoys supporting the 25 teenage boys. St John of God head office is in Perth and there are 1100 Care Givers in Geelong – all staff and volunteers are called care givers. St John of God Geelong has a private emergency, ICU, medical, and surgical areas. The volunteer roles cover 20 different roles including concierge, convenience trolleys, drivers, maintenance assistance, patient companions etc. There is a disability arm to the volunteering that creates opportunities for those with disabilities. One of the volunteers has been with the hospital for 20 years and they will be presented with a recognition, along with those serving the hospital for 5-15 years, next week.

Jolanda – Volunteering Geelong – Jolanda started at VG only 3 weeks ago. Jolanda’s career started as a primary school teacher, she is Dutch and came to Australia 24 years ago. She has worked at Centrelink, in the Job Network, and at Tasmania TAFE, then worked at professional colleges in training. She now teaches Yoga and works part time in her current role. She works with 8 dedicated volunteers. VG will set up an interview and help people find a suitable role to help build skills or social connections and in meaningful activities in life. They find volunteers from the Surfcoast to Colac and then Queenscliff, there are 300 opportunities on the database currently with 400 organisations on and off. There are short and long term opportunities in broad areas, they manage individual, group volunteers, or corporate volunteer opportunities. Areas include; working with animals, retail, transport, conservation, working with children, social support, healthcare etc.

Emily – GenU – Emily has worked in not for profit’s for the last 11 years. She graduated from Social Work and went to volunteer as a Lifeline counsellor when she struggled to find a graduate job. She then got a job as a Social Worker at St Laurance and worked in the role for 8 years. Once she went on maternity leave she returned to her Human Resources/People and Culture role coordinating the Volunteer Program, she has now worked in this space for the past 4 years. She likes helping people achieve their goals, and finding volunteer opportunities that complement their skills, experience and goals. When St Laurance and Karingal merged 18mths ago, the organisation became a huge conglomerate of disability and aged care services and they are now in most states in Australia with 3000+ staff, 350 volunteers, and across 200 locations. GenU helps those with disabilities and in aged care reach their goals through NDIS and My Aged Care services. They also have an employment services and training arm.

What are the organisations looking for?

St John of God
There are a variety of volunteering opportunities and commitment levels available. Induction and training is provided, and volunteers are chosen based on aligning with the values and mission of the organisation. The Hospital is a not for profit Catholic organisation and the values are important to the care givers. It is a wholistic organisation and they look at the family and community of the client. The opportunities available are varied with some medical students gaining exposure, to clerical positions, administration roles, and some can lead to employment opportunities. The volunteers are from a range of ages, however they cannot take on any volunteers under the age of 18 and the average person is aged 61, and the oldest is 90. The process will include a face to face meeting to establish what the volunteer is looking for. Generally the hospital likes to have a 12mth+ commitment and there is an induction process, OH&S training with yearly updates, and insurance is provided by the hospital.

Volunteering Geelong
Generally the process will include a discussion about what the person and the organisation are looking for. Ideally the volunteer will hold the values of the not for profit sector to provide services to the community, and this is not to replace paid work. The roles advertised will have a position description and these will outline the key expectations, and specific skills required.

GenU
Ideally looking for people who are passionate about what GenU stands for, looking for people who align with their values, vision and mission. Someone who wants to make a difference in community services, who is passionate about disability or aged care and wants to give back. Programs support the socially isolated, and life skill programs. Volunteers do not need qualifications or experience, and GenU provide training. They are looking for people who are motivated and generally the group will find a match to the individual’s interests. There are a diversity of opportunities and they assist in creating a match, including some business related skills and interests. Examples of opportunities include; supporting isolated people, events support, ICT support, disability adventures and outdoors activities, animal care farm therapy, working bees in horticulture and gardening. It is helpful for volunteers to have good communication skills, and volunteers can be flexible and notify the coordinator what they are looking for.

 

 

Government Employer panel – February 2019

Monday 25th February -10am the Skills & Jobs Centre were fortunate to have three experienced People and Culture professionals from large Government employers in Geelong to talk about the job market, what they are looking for in potential employees, relevant information pertaining to applications for their workplaces, possible opportunities with their workplaces, and specific tips and tricks for job seeking and interviewing. It was a solid hour of valuable information, and the three presenters were generous with their time, sharing their unique insights into the growing and ever changing Geelong job market.

Panel Members:

  • Liz Taylor – TAC – Shared Services Team Manager – People and Culture
  • Sarah Greeney – Worksafe – Talent acquisition specialist
  • Ashely Shaw – City of Greater Geelong (COGG) – People and Organisational Development

Career Story of the presenters;

Liz currently holds a leadership role at TAC in People and Culture. Her career history was not however a direct path to HR. Liz kindly shared her background in administration, which lead to management of a contact centre. Liz spent some time working in the music industry, and then she was drawn into agency recruitment in Melbourne for a period of time. Liz has now been with TAC for 10 years and worked across both the People and Culture division and the client facing division. She shared that she has followed her heart, not necessarily her career in her career choices, this has lead to broad skill development and learning to be agile in her career.

Sarah loves working with people and commenced her career in administration in a recruitment agency, before she went on to work in EA/PA roles in the banking sector. From here she found herself in a recruitment assistant role. Following a move interstate she went on to work at a large casino recruiting all roles end to end including corporate and entry level hospitality roles. She then went to a University to provide career counselling services to students, and is now working as a Talent Acquisition Specialist with the Worksafe recruitment team. Sarah has focussed on building transferrable and employability skills, she has not focussed on her technical or academic qualifications to build her career.

Ashley has had a similarly diverse background to the other presenters, representing development of transferrable skills, rather than a focus on a direct career path with technical knowledge acquisition through formal avenues. Ashley worked in administration/accounts for a family business franchise, and worked in other administrative roles following this family business. He has faced two redundancies in the past and drove Taxi’s for a period of time. He then went on to an accounting role at a transport provider in Lara, and commenced some HR related work. He then went on to other transport and community based organisations in HR roles. The not for profit sector really stretched his capabilities where he worked with limited resources and a huge workload. He then worked in a HR consultancy where the role was not as it first appeared, then on to a large Hospital in a HR generalist role. He is now loving the recruitment focus of his role at COGG and brings his depth of life and work experience to the role.

Organisation Information – snapshot of information shared, see websites for further details;

TAC

http://www.tac.vic.gov.au/

Worksafe

http://www.worksafe.vic.gov.au/

COGG

http://www.geelongaustralia.com.au/

TAC is an organisation of two parts – 1. Road Safety that we know from media

2. Social Insurance arm for those impacted by a transport accident – the insurance arm is the larger area of the two in the organisation.

Worksafe is also a business in two parts – 1. Health and Safety Inspector team

2. Workcover insurance to protect those when incidents happen – the insurance arm is the larger of the two.

Provides 34 services to the COGG area

2700 staff, with 530 volunteers.

TAC is a world leader in safety. Worksafe is currently working towards the 2030 strategy following a move of head office to a brand new state of the art building in Geelong. Most roles have little to do with the councillors per se, but rather focus on servicing the community.
900+ employees working towards the 2020 strategy. Aim for ZERO road toll – & goals to make the process simpler for clients. 700 employees in Geelong and 1200 employees Victoria-wide. Huge growth coming to the area with many opportunities in the Lovely Banks developments and Armstrong Creek space.
Large contingent workforce to manage the 2020 strategy.    

 

Qualifications/Skills/Roles available;

TAC Worksafe COGG
Broad range of roles available and many technical enhancements removes the traditional entry level administrative role Large breadth of roles – some very technical and some less so. Large range of roles – Learn to Swim instructors often recruited and the variety of roles expands through the various services provided to the COGG.
Two roles of note that are not entry level roles, but a way into the organisation – Customer Service, and Claims Support roles. The Advisory team function as a call centre and take a huge diverse range of calls from queries about licencing requirements to potential clients trying to understand the process for reporting a bullying claim. Really interesting role currently recruiting for is the Casual Administration relief officers – huge variety and scope in learning about the council and involvement at all levels and locations possible. Currently looking for 4 more to fill.
The Customer Service roles are in the client division dealing with clients, families, providers and are fast paced roles, ideally aim for first call resolution. Successful candidates need to demonstrate communication skills, resilience, and the ability to change their style to different enquiries. Lower level administration roles do not necessarily require qualifications, however it is possible a certificate III or IV could be a benefit.
Key skills are communication, accuracy, agility, adeptness, resilience – most of these are life skills and transferrable. Key skills for Worksafe involve problem solving abilities, and a willingness to face change. Huge growth in surrounding regions that will swell to the size of large regional townships in their own right. Lots of opportunities in Town Planning, Engineering and development based growth.
TAC are looking for people with a growth mindset and to see evidence of potential employees who have this through a willingness to learn. Strategic change for the direction of the organisation – current focus is also a growth mindset with flexibility and resilience. Those interested are encouraged to keep an eye on the website and all the opportunities, signing up to the alerts.
Claims Support roles are administrative roles in a contemporary manner, focussing on supporting rehabilitation providers, letter writing, database work.    
Ideally candidates will show their technical skills through articulating their experience.    

Application process and suggestions;

TAC Worksafe COGG
Revie information available about applications available on websites and podcasts, do your research. Worksafe like to see the selection criteria as part of the documents, not necessarily a separate document – Position Description has the selection criteria built in and it is important to pick out the key elements they are looking for. Key Selection Criteria is required if requested and noted on advertisement.
Encouraged to create a shorter resume – this is a living document. Encouraged to write a list from the advertisement and PD the things that the role is seeking, and then overlay this with a list of the things that you can put into your cover letter and resume and ensure these are covered off. Can have separate documents for your application and you can upload three separate documents 1. Cover letter, 2. Resume, 3. Selection criteria.
Important to understand what the organisation is looking for and have the ability to represent yourself as you are now in your career. Resumes are encouraged to be no more than 2-3 pages, and a cover letter needs to be very structured. A cover letter to the COGG requires a short and succinct letter covering off on your information and why you want to apply, this can be more generic in their view.
Ensure that the organisation is aligned to your values and you understand their values and direction. Cover letter – 4 paragraphs highlighting that you expect an outcome from this and invite a meeting;

1.      Intro – job applying

2.      About you – overlay your skills

3.      Why you want to    work here

4.      Conclusion – looking forward to an opportunity to discuss further

The resume must be tailored to the roles and need to make sure that the words pop out on the page.
Use language that is relevant to the role, ensure that you stand out and understand that this is an advertisement of who you are.   KSC – can ideally have one paragraph per criteria and use the STAR technique.
Think about why you want to work for this business and how your skills match, use this as your advertisement.   Overall the KSC is seeking to have demonstrated examples of your experience.
Position description must be expressed in the cover letter – tailor your resume and cover letter, using the words in the PD. BUT make sure you are telling your story – overlay this in the cover letter.

Cover off on the achievements in your application and talk about how the values of the organisation resonate for you.

   
TAC are clear on their values and there will be a question about these at interview, these were developed by the staff about two years ago and they are very important to the daily business of the TAC.    

Interview information;

TAC Worksafe COGG
Advice from TAC;

·        Use notes

·        Prepare and practice

·        You will have a panel – 2-3 people with diversity

·        Take notes

·        Interview is about mutual fit

·        Slow down and think during the interview

·        Consider your key points

·        Research the business and consider why this role, why this step in your career

·        Use the props, drink the water

Advice from Worksafe;

·        Ensure you talk about yourself in a structured way and consider this question

·        Do prepare

·        Have the ability to provide an overview of yourself and skills

·        Consider what brought you to this interview today – why?

·        Think about what you do outside work?

·        Behavioural based interviewing will be used – use STAR technique

Advice from COGG;

·        Think about how you can articulate any negative employment experiences

·        Ensure you are aware of the behavioural based interviewing technique and be aware of the STAR method.

·        If a recruitment panel are probing – you have not quite nailed the answer just yet

·        Practice!

·        Be aware that past experiences are a predictor of future performance = this is the goal of behavioural based interviewing.

Ensure you take notes in of what you want to cover and ensure your achievements are covered. Think about what you really want them to know about you, consider these elements non-negotiable and ensure they are shared. Questions for the end of the interview;

·        What are the business objectives for the year ahead?

·        What is the team like?

·        What is the structure?

·        What are the opportunities?

·        What are the challenges for the team?

If there are some reasonable adjustments that can be made to accommodate a disability, let the recruitment team know in advance – be open and honest to eliminate any barriers.   Larger organisations do not encourage you to cold call about opportunities, but to use the website to stay in touch and register for alerts.
Examples provided in the interview could ideally be contained to the last 5 years of work experience – can draw on study, work, volunteering etc.    
References will ideally be professional references, so ensure that you are clear on where this may come from – maybe volunteering etc.    

Final advice from the panel was that the Geelong market is changing and developing all the time for businesses and employees. Things have changed in the job seeking in the area, you require discipline, research, and consideration of the many and varied opportunities that are out there.

Candidates are encouraged to continue to research and forecast the future growth in the Geelong region. Ultimately, if TAC, Worksafe, or COGG are employers that you would like to work for. Set this goal and strive to build appropriate experiences to get to that role. Think about the steps that you may need to take in your career to reach that goal.