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Information on Applying for Job Vacancies at the Australian High Commission, New Delhi
Your application should generally consist of the following:
• A brief covering letter
• A resume (curriculum vitae) which outlines relevant personal information and career history
• A written statement directly addressing each of the selection criteria
The High Commission sets a number of selection criteria for each vacant position in order to identify the key skills, abilities, experience, knowledge and qualifications which are required to effectively and efficiently perform the functions of the position.
The competing applications we receive are considered and marked against each of the selection criteria in order to find the most suitable applicant. It is therefore essential that applicants address each of the selection criteria listed in the job vacancy advertisement, if their application is to be successful.
Selection criteria are the key determining factors in our recruitment process and applicants must address each of the selection criteria in their applications. Applications which do not address the selection criteria will not be considered.
In preparing a written response to the selection criteria, you should use specific examples of work you have done, describing how you have contributed to a process or an outcome, and how this relates to the particular selection criteria you are addressing. You should seek to demonstrate your ability to meet the requirements of the position by describing your relevant skills, abilities, knowledge, work achievements and experience against each of the selection criteria. You must show us that you meet them and how you meet them.
A guide to the selection and recruitment process
The following provides an outline of a typical selection and recruitment process followed by the High Commission.
Vacant positions are generally advertised on the High Commission’s website. Selection criteria and a job description are provided, and a closing date for applications is specified.
Applications will be initially assessed against the selection criteria to select those applications that are worthy of further consideration and interview. Only those applications that provide written statements directly addressing the selection criteria will be considered for short listing.
Selection for interview
The shortlisted applicants will then be called for an interview at the High Commission. Interviews seek to provide the selection panel with additional information to assess the candidate’s suitability for the vacant position. Interviews are also structured around the selection criteria in order to better establish the relative claims of each applicant against them. The interviews provide a further basis upon which to rank each applicant against each of the selection criteria, to assist in the formulation of the final order of merit.
Structure of Interviews
Interviews are normally conducted by a selection panel of three people and generally take about thirty minutes. During interview, the applicant may be asked a number of questions in relation to the selection criteria. The panel may also give the applicant some scenarios and ask candidates to explain what they would do in the situation. All candidates are asked the same questions. Some positions may require ability or aptitude testing, for example translation skills or computer skills. Testing is normally done on the same day of the interview.
Rank in order of merit
After the interview process, the selection panel ranks interviewed candidates against each selection criteria, taking into account all of the information available to them, to form an overall order of merit.
The panel will then seek to contact referees from the highest ranked candidates. Each candidate is asked to supply at least two referees who can comment directly on their abilities in the work situation. The best referees are those who can discuss your previous work experience in line with the advertised selection criteria.
After referee checks are made, the panel again reviews the order of merit rankings, and submits the final recommendation report to the delegate. Following approval by the delegate, the highest ranked applicant is offered the position. The merit list is followed in the event that the highest ranked applicant declines the job offer.