Before applying, take a moment to think about what you’re looking for in your next role.

Consider things like:

• What you enjoy at work
• Your strengths and career goals
• Whether the role aligns with your values and lifestyle
• Location, travel and flexibility requirements

Applying for a role is an important decision and it’s okay to take the time to make sure it’s the right fit for you.

When applying, you’ll usually need to provide:

• A resume (CV)
• A cover letter
• Responses to any questions or key selection criteria (if required)

Your application should highlight your skills, experience and interest in the role.

Top tips:

• Tailor your application to the role
• Use clear examples to show your experience
• Keep your resume concise (ideally no more than three pages)
• Proofread before submitting

Good preparation can make a big difference.

Applications are submitted online through our career’s website. Click here to commence your application online. 

Make sure you:

• Complete all required fields
• Attach your documents
• Submit before the closing date

If you need help applying online or require adjustments, our Careers team can support you.

After applications close, your application will be reviewed by a selection panel.

The panel assesses each application against the requirements of the role to ensure a fair process. 

If shortlisted, you’ll be invited to an interview. 

Interviews are an opportunity for Council to:

• Learn more about your experience
• Clarify your application
• See how you might fit within the role and team

Interviews are also your chance to:

• Learn more about the role
• Ask questions
• Decide if the role is right for you

We understand interviews can feel daunting. Interviewers are there to support you and help you feel comfortable.

After interviews, we’ll let you know the outcome.

• If successful, we’ll move to the next stage
• If unsuccessful, we’ll let you know and provide feedback where possible

Reference checks

If you’re the preferred candidate, we’ll contact your nominated referees.

We will always let you know before contacting your referees.

Pre-employment checks

Depending on the role, you may be asked to complete checks such as:

• Police Check
• Working with Children Check
• Medical assessment
• Qualification or right to work checks

We’ll guide you through this process and let you know exactly what’s required.

If you are selected as the preferred candidate and your reference checks have been successfully completed, we'll be in touch with a verbal offer of employment. This offer is conditional on all required pre-employment checks being completed and deemed satisfactory.

You'll then receive a formal written Conditional Letter of Offer outlining the details of your employment. We ask that you return your acceptance within five business days of receiving the offer.

Once all pre-employment requirements have been met and your signed contract has been received, we'll support you through our onboarding process. 

Our goal is to ensure you feel informed, welcomed and ready to begin your career with Latrobe City.

Latrobe City Council has zero-tolerance towards any form of child abuse and is committed to the safety, wellbeing and empowerment of children. 

As part of our child-safe recruitment approach, candidates can expect:

• Recruitment advertising: Our job advertisements clearly communicate our commitment to child safety and our expectation that all employees uphold child-safe values and behaviours.
• Application and shortlisting: Applications are assessed not only against the role requirements but also for alignment with our organisational values and commitment to safeguarding children.
• Interviews: Candidates may be asked behavioural and values-based questions designed to assess their understanding of child safety, professional boundaries and their suitability to work with children and young people.
• Reference checks: Comprehensive reference checks are undertaken, including questions about a candidate's suitability to work with children and any concerns relating to child safety or professional conduct wherever this is relevant.
• Screening and verification: Successful candidates must satisfy all required pre-employment screening any other legislated background or probity checks relevant to the role. 

All staff at Council regardless of their role are required to obtain a National Police Check and Working with Children Check prior to appointment. 

These measures form part of our broader commitment to safeguarding children and young people. We expect all employees to uphold our child-safe policies, act in the best interests of children and contribute to a culture where safety, wellbeing and respect are everyone's responsibility.