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Refer to the job advertisement for instructions on what to put in your application.  
Your application should demonstrate how your skills, knowledge and experience are suited to the role.  
 
The position description has key information that explains the role’s purpose, accountabilities, challenges, and relationships and may help you decide if the role is right for you. Importantly it will also outline the essential requirements and focus capabilities needed for the role.  
 
You may also be required to submit a cover letter addressing the essential requirements and your responses to any targeted or application questions that may be listed in the advertisement or that form a part of your application.  

For more helpful insights into preparing your application, take a look at the interactive Capability Application Tool and the Capability Framework.

This is the first stage of the recruitment and assessment process and is done once the advertising period closes.

All applications are reviewed and assessed by the relevant Hiring Manager and selection panel against the essential requirements, skills, knowledge, and experience required for the role.

Shortlisted candidates will be invited to interview with the Hiring Manager and their selection panel.

As part of this process, you may be asked to complete or participate in role-based assessments which may include a work sample, skills-based testing, or a psychometric assessment. 

During the interview, you will likely be asked structured behavioural-based questions giving you the opportunity to share examples of specific situations from your own experience, how you approached each situation, what you did, and what the results were.

This is commonly referred to as the STAR technique - situation, task, action, and result. 

We are committed to supporting you by making the adjustments you need during the application and recruitment process. 

If you require an adjustment in the recruitment process, please contact the Talent Acquisition Advisor listed in the advert.

Please note, that most interviews will take place virtually, over Microsoft Teams.

TAFE NSW will seek your permission to contact your referees to validate your past performance and suitability to the role.

Once the selection decision has been approved, a verbal offer will be extended to the preferred candidate and is conditional pending the successful completion of your pre-employment checks.

TAFE NSW will seek your consent to conduct additional screening checks such as Working with Children, Criminal History, Qualification, and Australian Working Rights check.

NSW Working with Children Check
A Working with Children Check is a prerequisite for anyone in child-related work. If you are successful in your application and offered a position with TAFE NSW, you must obtain a Working with Children Check (WWCC) Clearance as a condition of employment. For more information, visit the Office of the Children's Guardian.

Australian National Criminal Record Check
In addition to the Working with Children Check, if you are successful, you will be required to undertake a National Criminal Records Check to determine suitability for employment. A person who is unwilling to give consent cannot be employed.

Australian Working Rights
To be eligible for positions at TAFE NSW, you must be an Australian Citizen or Permanent Resident of Australia or a New Zealand citizen with a current New Zealand passport.

A formal offer of employment will be made and sent to the successful candidate.

Once accepted, the onboarding and induction process begins and preparations for your first day at TAFE NSW commence!

Even if you are not a successful candidate, we may offer you a place on a suitability list, eligibility list, or talent pool. 

This means you have met the role’s requirements and may be considered for similar roles for up to 3 years, depending on the role.