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Information for applicants
We have a range of resources to help you better understand our selection processes.
You can find further information on the following:
The Mid North Coast Local Health District (MNCLHD) uses an online recruitment and onboarding system known as ROB. Your application will be submitted to ROB through the MNCLHD Careers Portal.
As part of this process you’ll need to register for an account. If you’re already part of the NSW Health team, you may use your Employee Single Sign-on.
You’ll use this account to manage your ROB profile as well as submit and track your job applications.
A separate application must be submitted for each position you wish to apply for.
Your application is a summary of what you’d like us to know about your skills and experience, relevant to the position you’re applying for. It’s important to prepare a comprehensive application demonstrating why you believe you’re the best person for the position, as the information in your application will be used to determine whether or not you’re shortlisted for an interview.
Your application should include your claims against the selection criteria, your resume/CV and any additional information requested.
Before completing your application, you should take the following steps:
- Read the advertisement and position description carefully so that you’re fully informed of the requirements of the position. Make note of anything you don’t understand and need to ask about.
- Telephone or email the contact person mentioned in the advertisement and ask them any questions you may have to clarify your understanding of the role.
- Other preparation – you might consider researching any relevant information to the job opportunity (such as the Directorate the position is in) and the organisation (see our publications and reports) by reviewing the MNCLHD website.
- Finally, before submitting your application, remember to proofread it. Ensure you’ve addressed all of the selection criteria and spell check for spelling and grammatical errors.
Completing the application
This is an important step. Your online application will include an application for employment, your response to the selection criteria and the uploading of any relevant documentation such as your resume/CV, qualifications.
Your application will not be considered if you don’t progress to the end of the submission process and click the submit button. You’ll receive an email notification when your application has been successfully submitted.
Ensure you print the application and NSW Health consent forms as these forms will be required if you’re called for an interview.
The key to a successful application is demonstrating that you meet the selection criteria. Your claims against the selection criteria are the most important part of your application and will demonstrate to the selection panel that you have the right mix of skills, knowledge and experience to do the job.
Here are seven tips to help you effectively address selection criteria:
Schedule time to read and understand the selection criteria, position description and job advertisement. A thorough understanding of all these elements will help you tailor your responses.
Analyse each selection criterion
Always address every criterion. Start by making a few quick points on each one and brainstorm as many ideas and relevant examples of how you meet each criterion.
Be aware of key expressions and levels required in each criterion. Skills may be required at different levels, ensure your responses reflect the required level of skill.
- Demonstrated knowledge: This requires you to provide examples that show you possess this area of knowledge.
- Demonstrated ability to: This requires you to provide examples of how you meet this criterion through your previous experience, skills development and knowledge.
- Previous experience in: You’re required to provide examples relevant to the specific experience indicated in the position description.
- Effective, Proven, Highly Developed, or Superior: These are all asking you to show your level of achievement. Provide as much detail as you can, using examples of your achievements to illustrate your skills, knowledge and experience.
Keep it short and simple
Unless otherwise specified, please keep your responses to a maximum of 3/4 of a page. Make sure you give specific responses.
Putting it all together
Use the SAO approach to address each selection criterion clearly and concisely.
Situation – Where and when did you do it?
Action – What did you do and how did you do it?
Outcome – What was the result of your actions?
Writing effective selection criteria takes time. Prepare all your responses in a saved Word document so you can ‘cut and paste’ your final responses into our online recruitment system.
Check, check, check
Make sure you’ve used positive strong language. Revise your selection criteria for spelling and grammatical errors and ask a colleague / friend or family member to review your responses for you.
Our District conducts all recruitment under the principles of merit, with all appointments required to undertake a merit-based selection process. This process is facilitated by a selection panel and is made up of three steps:
- The selection criteria – you provided a response to each of these as part of your job application.
- The interview – pending the result of your selection criteria responses, you may then be invited to attend an interview with the selection panel.
- Reference checks – following on from the interview, applicants may have reference checks conducted.
We use selection panels to assist with the merit-based selection decision making process. The panel will generally consist of three members who have specific roles:
- the Convenor, who is responsible for running the interview. All Convenors within the MNCLHD have undertaken specific training to ensure they meet the standards of NSW Health recruitment policies and requirements
- the Job Specialist, who has an in-depth knowledge of the position and its requirements, they will also be more senior to the position that is being interviewed
- the Independent, for which the outcome of the interview will have no bearing. Their role is to ensure that there is no bias in the selection process and Equal Employment Opportunity (EEO) requirements are followed.
An interview is the opportunity for you to have a conversation with the selection panel about the role, the expectations associated with it and how you will be able to address them.
Prior to attending the interview, you’ll be given at least three days’ notice; this time should be used researching the role and the organisation. All of our vacancies are advertised with a copy of the role’s position description, as well as information on the roles Work Health and Safety Responsibilities and the NSW Health Information for Applicants.
All selection panels within the MNCLHD have the same goal and that is to ensure the applicant appointed to each position is the most suitable. As such, they may prompt you to provide clarification on your answers, to ensure they have a complete understanding of what you can bring to the role. You should also take the opportunity to ask for clarification on any questions that you’re asked as well as asking any questions of the panel that you may have.
If you’re offered an interview and require special arrangements, please let the Convenor know so that any appropriate adjustments can be made.
All applicants for positions with us are entitled to know the outcome of their interview in writing. There are generally three different outcomes that can occur:
- you’re made the preferred applicant for the position. You will then be required to undertake the pre-employment checks process prior to your appointment to the position. The selection panel Convenor will assist you with this process
- you’re made eligible for the position. We make use of eligibility lists. If you’re placed on an eligibility list, it means you can potentially be placed against any similar positions that become vacant within the next 18 months. If a suitable position becomes vacant, the Convenor will discuss this with you in more detail
- you’re made unsuccessful for the position. All applicants to our job vacancies are entitled to feedback. This is an opportunity to have a discussion with the Convenor regarding your application and identify areas for improvement to assist with future applications.
Selecting and providing referees
As a part of your application you’ll be required to provide us with with at least two work related referees. Please include their names, current phone numbers, email addresses if known and their professional job titles where required. Our selection panel will need to contact them as part of the selection process.
Your referees should be able to provide a professional reference with regards to your skills, qualifications and abilities in relation to the job you applied for. It’s important that you choose your referees carefully, depending on their expertise and their willingness to recommend you for the job you are applying for.
It’s preferred that at least one of these people should be a recent work supervisor who can comment directly on your work performance. It is equally important that your referees know ahead of time that you are applying for the job. You may wish to consider providing them with a copy of the position description so that they are prepared to provide relevant information to the selection committee when asked.
Understanding employment screening checks
Governed by NSW Health policy, we’re committed to ensuring the health and safety of everyone in our health care settings. As part of your online job application you’ll be asked to provide information to enable us to conduct employment screening checks should you be the preferred applicant.
You can find information regarding employment screening checks on the NSW Health Website.
These checks include:
National Criminal Record Check/Aged Care Check
A criminal record check is required for all of our vacancies and below are some tips that will assist you in getting it right the first time.
- List all names you’ve been known by. This includes your maiden name/s, previous married name/s, and names that you were known by as a minor – for example if you were born John William Smith and at age five your legal name was changed to John William Brown.
- If you’re known on your passport as Elizabeth Lee Smith and on your driver’s licence as Libby Lee Smith, ensure you include both names as one of these names would be considered your primary name and the other your alias name.
- Include all of your addresses from the past five (5) years.
- Include your contact details, licence details and passport details (if applicable).
All employees working in an aged care facility will require an Aged Care Check at point of recruitment, and every three years thereafter. This will be identified in the position description of the role you’re applying for.
Working with Children Check
All employees working in child related positions are required to have a Working with Children Check. This requirement will be identified in the Position Description of the position you’re applying for.
You’ll be prompted as part of your application to supply this information if required, as it’s the responsibility of the applicant to have a current NSW Working with Children Check.
If you need to apply for a NSW Working with Children Check you can make your initial application online. Once you have made your application, you’ll need to visit a Service NSW Centre to have your application verified.
If you’re applying from another Australian state or from overseas, other arrangements can be made to progress your application for employment. It’s recommended you create your application for your NSW Working with Children Check online prior to arriving in New South Wales. Once you arrive in New South Wales you’ll need to visit a Service NSW Centre to have your application verified.
Occupational screening and vaccination
All positions with us are a category A and are required to comply with the NSW Health policy for Occupational Assessment, Screening and Vaccination Against Specific Infectious Diseases. All preferred candidates must provide documentation to demonstrate evidence of protection.
Pre-employment health assessments
All preferred candidates who aren’t current employees of ours (including preferred candidates from other Districts) will be required to undertake a functional pre-employment assessment.
Preferred candidates who are current employees with us must complete a pre-employment health assessment questionnaire and may be required to undertake a functional pre-employment assessment.
Receiving your offer of employment
After the interview, the selection panel will assess your claims and suitability for the position in relation to the selection criteria and make a recommendation regarding the most suitable applicant for the position. If you’re selected as the most suitable applicant and offered the position, you’ll usually be advised by phone.
We would like to know your decision as quickly as possible and once you accept the position, your employment checks will be conducted.
Once we receive advice that your checks have cleared, a formal Letter of Offer including an employment contract will be sent to you as confirmation of the verbal offer.
This will letter of offer will include:
- your job title
- employment type i.e. full time, part time, temporary or casual
- start date
- end date (for temporary contracts)
- hours of work
- acceptance agreement.
Extra information may be added depending on your Award or specific job requirements.