Recruitment Steps

The recruitment process consists of the following steps:

1. Advertising
The majority of positions vacant at South West Institute of TAFE are advertised externally on our website, the SEEK website, My Career website  and in local and Melbourne newspapers. Some positions are advertised internally only. In certain circumstances we may use the services of a recruitment agency.

2. Applications
Our preferred method of receiving applications is through our online application system. If you do not have the Internet connected at home, we suggest you try to access our website from a friend or family member’s computer, the local library or an Internet cafe. Applicants are able to preview the online questions prior to commencing their application and download a position description from Job vacancies.

Your personal information supplied will be processed and held inline with the Information Privacy Act VIC (2000).

3. Short-listing
The short-listing process normally takes between one and two weeks, however depending on the number of applicants for a position and the logistics of organising a selection panel this could take longer.  If your application is successful after the short-listing process you will receive a telephone call from the Human Resources Department to arrange an interview.  If your application is unsuccessful you will receive an email advising you of this outcome. 

South West TAFE is committed to promoting equal opportunity for all staff, students, employers, community groups and members of the public on all sites, and for all others who come into contact with Institute representatives.

We are opposed to any form of discrimination whether direct or indirect. The Institute upholds its legal duty to ensure that unlawful discrimination does not take place and has a program of positive action to ensure the needs of all members of the Institute community are met.

4. Interviews
A selection panel usually consisting of three staff members including a Department Manager and/or an Executive Manager will interview short-listed applicants.  In some cases the panel may request an additional interview.  Reference checks will be undertaken on the preferred applicant(s) after the interviews are completed. 

5. Offer of employment
Once an offer of employment is made and accepted, the unsuccessful interviewee’s will be contacted. All staff appointments will be subject to a National Police Records Check.  New staff operating in a teaching role will required a Working with Children Check. .