• Internal Recruitment – is when ac.care looks to fill jobs with their current workforce who have the necessary skill sets, sourcing talent from other teams, programs, and job functions e.g. promoting or transferring an existing employee

• External Recruitment – may be used to attract individuals with the necessary skill sets that are not found in-house e.g.  Senior roles, specialist roles and where a potential internal successor is not quite ready.

• Secondment – is when an external applicant or existing ac.care employee is placed into a position for a fixed period of time.
  • If you are an existing ac.care employee, you will return to your Substantive Position at the end of the fixed period; or
  • If you were the successful external applicant, your employment with ac.care will end, at end of the fixed period.

• Redeployment – is only available to an ac.care Employee whose position is a genuine redundancy.
• Higher Duties – is when an ac.care Employee is undertaking additional duties at a higher level than their substantive role. Typically, higher duties is a fixed short term period of three (3) months or less.
• Traineeships –  are only available for entry level positions within ac.care, where the successful applicant will be paid to undertake a mixture of study and on-the -job training, culminating in a nationally recognised vocational qualification.
• Labour Hire – means a recruitment agency,  labour engagement specialist  or Registered Training Organisation (RTO) contracted by ac.care to provide temporary labour resourcing services.

All our recruitment process and selections are based on MERIT.

MERIT means our employment decisions are based on a competitive assessment of an applicant’s ability to perform the job. Merit selection allows ac.care to select the best person for the job, and requires us to assess applicants on:

• Application e.g., abilities, aptitude, and qualifications
• Interview e.g., skills, knowledge, and personal qualities
• Information sought from referees e.g., experience
• Testing e.g., psychometric, Working with Children Check and National Police Check

This ensures that all selection decisions are objective, fair, and avoid discrimination or favouritism. When ac.care advertise a vacancy, we include specific selection criteria relating to the job e.g. the essential and highly regarded knowledge, skills, and qualities to be successful in the job.

Before applying ac.care recommends that you read the job description, or talk to the relevant contact person identified in the job advertisement so you can understand more about the role.

To apply you will need to either complete an online application through SEEK or the ac.care website and attach your cover letter, resume, and any supporting documents or email your cover letter and resume to careers@accare.org.au.

• Your cover letter should include your address, date, job title, company name, , an introduction explaining your reason for writing, explain what makes you a good fit for this job or type of work, a closing, and your signature.
• Your resume should outline your work history and details of any relevant qualifications, licenses and referees. If you need assistance in updating your resume CLICK HERE.

When you apply, please let us know any accessibility or adjustment needs and we will do our best to accommodate these.

If your application is short listed, you will be contacted to arrange a suitable time to meet with the interview panel. The interview panel will generally be up to 3 people.

• The interview may be in person, over the phone or via video call.
• You’ll be required to complete a pre-employment declaration form
• You’ll be asked questions around the key criteria of the job, and you may be asked to complete an activity or come back for a second interview (if required). ​​​​​​

The interview is an opportunity for you to demonstrate your transferable skills and experience. When responding to questions, we will ask you to use specific examples. Keep your responses succinct but make sure you include details of the situation, actions that you took and the outcome.

Don’t talk about what you would do – talk about what YOU DID DO.

We recommend going over the job description prior to the interview so you are prepared with a few examples and can easily refer to them.

The interview process is an opportunity for you to show your personality in addition to your skills and experience, plus allows you to also assess our people conducting the interview to see if ac.care is an appropriate fit for you.

We know interviewees are often nervous and we will do our best to allow you to relax and have an enjoyable interview and feel good about the experience.

For information on how to address selection criteria please refer to the following example – ‘A Guide to Addressing Selection Criteria for Applicants’.

If you attend an interview, you may be asked to provide details for 2 work-related referees.

Referees should be people you currently or previously reported to and who can speak about your skills and knowledge (from paid or voluntary work).

It is best to confirm their willingness to act as referees before nominating them and it is also useful to send your referees a copy of the job description and tell them about the position you are applying for.

This way they can be well prepared to answer our questions on your background and experience.

ac.care is a child-safe organisation, requiring all applicants to be screened for suitability to work with children and vulnerable people. This will include a:

• National Police Check,
• Working with Children Check and/or
• Psychological Suitability Assessment (if you are seeking to work in one of our Residential Care Houses) and/or
• medical assessment.

We will obtain your consent prior to proceeding with any checks initiated by ac.care.

We will contact you after the interview to let you know how you went, and provide feedback upon request.

If you don’t progress after the interview stage, don’t worry, we have your application on file for any future opportunities for the same job, alternatively you can still apply for other positions within ac.care.

Before a final offer is made ac.care will conduct professional referee checks and ensure all pre-employment check results are back.

If you have made it this far – Congratulations!

ac.care aim to select the best possible applicants with diverse skills and perspectives that represent our clients.

We look forward to working with you!

ac.care has a diverse workforce and there are excellent opportunities for you to build a rewarding career with the support of the Aboriginal Employee Network, plus other staff who have a genuine passion for their work.

ac.care is committed to increasing employment opportunities and outcomes for Aboriginal and Torres Strait Islander peoples through recruitment, retention, and professional development opportunities. We do this by creating a culturally safe workplace, where cultural differences are acknowledged, respected, and supported through our day to day operations.