Once you have submitted your application, the Selection Committee will take time to review each application individually against the key selection criteria. We want to review each applicant equally, so this stage of the process can take some time. Each committee consists of at least 3 Monash University representatives, all of whom contribute to the selection process.
As we progress through the various stages of the recruitment process, we will keep you updated on your progress however, here is some further information on what you can expect:
At Monash University, we are diverse and inclusive. This includes supporting candidates who identify as living with a disability and supporting them to have a great career at Monash.
If you identify as living with a disability, we’ll work with you to support you through the recruitment process. This also means that if you are offered and accept a job with us, we can make any reasonable adjustments to help give you the opportunity to be successful.
If you have been shortlisted for the job, you will be invited to participate in further assessment, the first step of which is usually an interview. The interview questions reflect the position description and selection criteria to assist the selection panel make their assessment.
Please take a look at our Interview Preparation section to help prepare and guide you through the types of interviews we carry out.
Depending on the role you have applied for, the selection committee may use a number of methods to assess your ability to do the job, including: interview questions, presentations, work samples and tests.
To protect our business, our people and our students, applicants may be asked to participate in a background check if it is relevant to the role they have applied for. This check might include: details of current/previous employment, education, residency, criminal history and relevant professional qualifications.
An offer of employment may be withdrawn if the results of the reference checks do not meet Monash University’s requirements.
Police Checks – It is the policy of Monash University that appropriate safety screening processes are adopted in the recruitment, selection, employment and promotion of staff.
Monash University has therefore implemented a police records check policy and procedure to ensure that appropriate staff are appointed or promoted to ‘specified positions’.
If a Police Check is required for a specified position, this will be stated on the advertisement and Position Description and will form part of your employment terms and conditions.
Working with Children Check – For some positions a Working with Children check will also be undertaken of applicants. This is a formal process of checks to help determine your suitability to work with children or have unsupervised access to children in your work. The check takes into account relevant criminal records, relevant apprehended violence orders and relevant completed disciplinary proceedings.
If a Working with Children Check is required for a specified position, this will be stated on the advertisement and Position Description and will form part of your employment terms and conditions.
You will be asked to provide at least 2-3 referees in support of your application.
Referees should be people who can speak about your skills, behaviours and professional behaviours and knowledge (from paid or voluntary work or activity). It is best to confirm their willingness to act as referees before nominating then.
The selection panel will contact your referees if you are being considered for interview or appointment. The selection panel will ask your referees to comment on your work behaviour and performance and may ask referees to verify or comment on claims made by you.
If you don’t have any professional referees, you can supply an educational or personal referee.
It isn’t in anyone’s best interest to rush the selection process, so please be patient.