Applying for a job - frequently asked questions
We understand applying for a government role can be a new process for many applicants. To assist you in preparing your application the following FAQs will tell you about our recruitment process and what you can expect when you apply for a position with us.
- What if I only want to submit a general application, and I’m not applying for a specific vacancy?
- Will you tell me you’ve received my application?
- What happens after I submit my application?
- Are qualifications a requirement for short-listing?
- How long does short-listing take?
- What happens if I am not shortlisted?
- How long does it take before interviews are held?
- What format do the interviews take?
- What is the process after interviews are held?
- Who should I nominate as a referee?
- Should I bring references with me to an interview?
- Can I get feedback on my interview performance?
- If I am offered a position, what pre-appointment checks are undertaken?
- What if I have a conflict of interest? What is CASA's Conflict of Interest Policy?
- Is there a probation period?
- What if I have a disability?
- What if I am an Indigenous Australian?
- Any further questions?
We don’t usually accept applications that are not specific to a position (unless it has been lodged on one of our advertised registers of interest). You need to apply for a specific vacancy.
Yes, you will receive an automated response from eRecruitment.
Applications are shortlisted by a selection panel consisting of 2-3 people. In most cases shortlisted candidates will be invited to attend an interview.
In some cases arranging interviews can take some time. We try to give candidates three days’ notice for the interview.
As a government aviation regulator, formal qualifications are important for some of our roles. If a role has mandatory qualifications, they must be demonstrated before you can proceed to short-listing. In some cases alternative qualifications or experience may be listed. Desirable qualifications are not formally required but will help to support your application.
Short-listing is a process of assessing applications and determining which applicants have the strongest claims to the role. Sometimes we receive a large number of applications and it can take some time for the panel to assess them. For most roles we are able to advise candidates within 1-2 weeks of the closing date.
We’ll let you know by email if you’re not shortlisted.
We’ll usually hold interviews 1-2 weeks after shortlisting. This can depend on the availability of panel members and applicants, and whether travel is involved.
Interviews are usually face-to-face but phone or video conference interviews may also be conducted. Most interviews last between 40 minutes and 1 hour and involve a series of questions based around aspects of the selection criteria. The interview is also an opportunity for you to ask questions about the role or our organisation. An assessment task, psychometric assessment, participating in an assessment centre or a second interview may also be required as part of the process.
The selection panel will contact your referees and may also require you to do an online psychometric assessment (if not conducted prior to interview) and complete a Pre-Employment Conflict of Interest declaration before we make a final decision.
Psychometric assessments involve usually include verbal/numerical/abstract reasoning and occupational and behavioural preferences. They provide another perspective and give us a fuller picture of the candidate. The assessment results are not a pass or fail. They also play a significant post-employment role in the development activities of the successful candidate.
Candidates who apply for safety sensitive positions will undertake a pre-employment alcohol and drug test before an offer of employment can be confirmed, as part of the alcohol and other drugs testing program. More information is available in our Alcohol and Other Drugs flyer.
The selection panel will then prepare a report on the selection process and make a recommendation to the delegate.
Once the selection has been approved, the successful candidate will be contacted by the chairperson as well as a recruitment team member followed by a formal written offer of employment.
Other interviewed candidates will be contacted by the chairperson. All unsuccessful applicants will be formally advised by email.
Your referees should be people who have a good understanding of your recent work achievements, for example, your manager, supervisor, peers and subordinates. A minimum of two supervisory referees will normally be contacted.
We will contact your referees personally. You can provide referee contact details in your application or bring this information with you to the interview.
Yes. The chairperson or another member of the selection panel will be able to give you verbal feedback.
As part of the pre-appointment process we will check:
- Identity - We require a 100 point identity check. For example your birth certificate or extract, passport, formal name change documents such as a marriage certificate.
- Criminal history - A national criminal history record check is required for all new staff. Some positions also require a security clearance. If it is required it will be indicated in the position description.
- Qualifications - If a vacancy has either mandatory and/or desirable qualifications, we will usually validate and confirm your qualifications with third parties. If it’s issued by CASA, for example a current air transport pilot license, we will check the status of your licence.
- Alcohol and other drug test - For safety sensitive positions, a pre-employment drug and alcohol test will be carried out.
As a new employee, you will also have to make declarations regarding:
- Conflict of interest
- Official secrets
- Intellectual property
- Appropriate use of IT equipment and telephones
- Alcohol and other drug.
There are policies about these issues on our website.
We have a conflict of interest policy that details the obligation on all staff and managers to identify, assess and, where possible, manage conflicts of interest between a person’s private interests and their responsibilities as CASA officers. For more information, you can read the conflict of interest policy.
If you are successful in obtaining an on-going position you will have a six to twelve month probationary period, depending on the role.
If you have particular requirements that need to be met in order to submit your application or have special requirements to participate in an interview or attend an assessment centre, please email email@example.com or contact the Recruitment Team on (02) 6217 1111.
We participate in the Indigenous Australian Government Development Program (IAGDP), an entry level employment and development programme for Australian Aboriginals and Torres Strait Islander people who are interested in working in the Australian Public Service (APS). For further information please refer to CASA’s Indigenous Employment Programs (link) or email firstname.lastname@example.org or call (02) 6217 1111.
If you would like to know more about the selection process or the pre-appointment checks, please contact a member of the recruitment team. You can email email@example.com or call (02) 6217 1111.