When it comes to making an application and our recruitment process, we have provided the below information so that you know what to expect.
Your application
Your application is the first source of information we have to assess your suitability for the role for which you are applying. It is important to ensure your cover letter and resume clearly and succinctly demonstrate why you are the right person for the position.
Cover letter
Use your cover letter to briefly introduce yourself and outline your reasons for applying for the position.
Resume
Your resume should only include information relevant to the position for which you are applying. Details that should be included:
- Contact information including name, phone number and email address.
- Educational qualification(s) including the name of the institution, program of study and date of completion.
- Relevant professional experience including dates, names of employers, key projects and achievements, and core responsibilities.
We do not require private personal information such as age, gender, date of birth, marital status and/or photographs. ACER is an equal opportunity employer and these details are not relevant in assessing the merit of your application.
Applying
All applications for advertised roles should be submitted via our online application system by the advertised closing date.
To apply for an advertised position (see Current Opportunities), click the 'Apply Online' button located at the end of the job advertisement. This will take you to our online application form, where you will be required to create a profile, attach your application documents, and answer some questions.
All applications submitted via our online application system will be acknowledged by email.
Shortlisting
Applicants will be shortlisted against the requirements of the role as guided by the position description.
Assessment
We use a wide variety of techniques in assessing the suitability of applicants, including interviews, skills testing, presentations, psychometric testing, etc.
A common form of assessment we use is the behavioural interview which is characterised by the assessment of previous behaviour as an indicator of future success. Basically, we’ll ask you to tell us about some of your experiences that demonstrate how you’ve applied your skills and knowledge in the past, where relevant to the requirements of the position.
When responding to behavioural questions, it is helpful to keep the STAR acronym in mind:
Situation - describe the situation and background
Task - describe what needed to be achieved
Action - describe what you did to achieve the goal
Result - describe the outcome/s of the action taken
Reference checks
Reference checking is an essential step in our recruitment process and at minimum we will request contact details for two work related referees from you. We will always ask your permission before making contact with your referees.
Background checks
Some of our positions will require that you undertake a Working With Children and/or Police Check. Additionally you may be required to provide certified evidence of your educational qualifications. We will notify you of such requirements during the recruitment process.
Your personal information and privacy
When you apply for a position with us, your personal information is collected for the purposes of processing your application. To learn more about how we manage your personal information, please see our Privacy Policy.
Please note providing personal information in the context of your application is voluntary, however if information is not provided, we may be unable to properly process or consider your application.