Central Bayside

Depending on the level of the position, more than one assessment method may be used to give us a comprehensive picture of what an applicant is capable of doing and is likely to do on the job.  A combination of two or more assessment methods is more likely to predict job performance accurately than any one method on its own.

Such methods include but are not limited to:

• Structured interviews to elicit examples of the candidate’s previous behaviour as well as their knowledge and skills;
• Work samples
• Work tests eg word processing skills, TrakCare.
• A presentation by the applicant;
• Group exercises or role plays.

Prior to the assessment, applicants will be advised of the assessment format, how long the process will take, and any special aspect of the selection process eg tests.

The interview process at CBCHS comprises two stages:

• Assessment/Interview of Candidate:  generally through a structured interview with a panel. 
• Pre-employment Screening:  verifying identity, right to work in Australia, education and academic qualifications and if required completing consent forms to undertake a national criminal history check.

Generally an interview at CBCHS is about one hour.  Interviews are conducted with an Interview Chairperson (generally the line manager of the vacant position) and two panel members who understand the vacant role responsibilities, team environment etc.

Our recruitment and selection procedures in CBCHS aim to meet the following:

• select the best possible person for each position;
• that appointees to positions have the appropriate competence, experience and, where required, professional registration;
• that all recruitment and selection processes meet all relevant statutory requirements;
• that processes are consistent, fair, timely and efficient and are able to withstand external scrutiny.

The CBCHS Pre-Employment Screening procedure is an essential part of the organisations governance framework and it is the responsibility of the Interview Chairperson to ensure that all and relevant pre-requisites of pre-employment screening are conducted for each vacant position.

An offer of employment cannot be made until all relevant screening requirements are fulfilled.  It is in the best interests of CBCHS to make every effort prior to appointment, to ensure that the relevant information given by the preferred applicant(s) is authentic.

When making an interview time, candidates will be advised that in addition to the assessment process (interview) they are required to bring certain documents to the interview to validate/verify identity, right to work in Australia, education and academic qualifications. Documents must be originals or certified copies of originals.

Candidates who are in direct client contact, are also required to consent to a national criminal history check (police check) which requires a 100 point identity check. The consent form to a police check will be completed at the interview. Attached is a document which outlines the type of documents which will support a 100 point identity check.

Certain positions within CBCHS also require a current and valid Working With Children Check. (This requirement will be contained in the relevant job advertisement)

Note: if the candidate has changed their name from that which appears on any document listed above (eg due to marriage etc), the document cannot be accepted unless the candidate provides a copy of the marriage certificate or proof of change of name.

100 Point Identification Check (83 KB)
Consent for National Criminal History Record Check (523 KB)

During the interview, the panel will verify identity and residency status of the applicant, as well as any claim in relation to the selection criteria, or other information that is significant in differentiating short-listed applicants. Verification will involve sighting original copies (or certified copies) of relevant documents and/or contacting relevant authorities.

All candidates presenting for interview will be advised that certain documents are required by CBCHS to confirm their educational and academic qualifications.  Documents must be originals or certified copies of originals. 

In some cases, CBCHS may verify the highest degree/qualification(s) of final candidates by contacting the registrar or admissions offices of the applicable university or college. Some universities have a dedicated office available to assist with degree checks.

Overseas qualifications in most disciplines require membership to or assessment by a state governing body eg Physiotherapy Board of Victoria, Dietetics Association of Australia etc.

Note:  if the candidate has changed their name from that which appears on any document listed above (eg due to marriage etc), the document cannot be accepted unless the candidate provides a copy of the marriage certificate or proof of change of name.

A number of health professions require registration to practise in Victoria.  Applicants are required to have full registration without limitations and the relevant professional body website should be checked to confirm membership.

CBCHS will require candidates in the following disciplines to provide a copy of current professional registration document(s):

Nursing	Psychology
Physiotherapy	Dentistry**
Podiatry

**Note:  Also Requires proof of current Radiation Licence

Checking current professional registrations and licences for the above occupations is a mandatory recruitment requirement.

Health Professions that do not require a registration but require proof of academic qualification and/or membership to a recognised professional association include:

Dietetics	Social Worker
Occupational Therapy

Police Checks are a mandatory requirement for all new employees involved in direct care services of CBCHS.   An offer of employment in direct care cannot be made until a police check has been assessed and given clearance.

Consent from the candidate to conduct a national criminal history check must be obtained prior to any pre-employment screening of this kind.