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Recruitment Process

Recruitment is a two-way process in which both you and SunWater make a choice about whether the advertised job is the right one for you. To help us make our choice, you will be required to participate in a combination of selection methods, including (but not limited to) interviewing, aptitude testing and reference checking.

SunWater is committed to attracting, maintaining and building a skilled and motivated workforce. This is why all positions are advertised internally prior to, or at the same time as they are advertised externally.

We are committed to offering and providing employment based on the principles of equity, diversity and merit.

Interview

The interview process provides you with an opportunity to learn more about the position and SunWater. You will participate in a behaviour-based interview, which provides us with the opportunity to make a fair and objective assessment of your skills and abilities in relation to the position you have applied for. It is usual for a panel interview to be conducted, with two or more people on the panel.

Behaviour-based interviews operate on the principle that the best predictor of future behaviour is past behaviour. You will be asked questions in relation to a number of specific job-related skills and behaviours, such as business acumen, leadership, initiative, negotiation skills or attention to detail.

Aptitude and other testing

The selection process may, on some occasions, incorporate psychological, aptitude or general ability simulations and/or exercises.

Testing provides us with the opportunity to make a fair and objective assessment of your skills and abilities in relation to the position for which you have applied.

Reference checks

Reference checking is conducted towards the end of the selection process, and is used as an opportunity to learn more about the candidates who appear to be the most suitable.

For this reason, we ask that you supply us with referees who can comment on your performance and behaviour as an employee. Questions asked of the referee are focused on job requirements but may also be used to verify facts gathered throughout the selection process.

Who got the job?

Of course, the desired outcome of the selection process is that we find a suitable new employee who wants to come and work with us at SunWater.

If you are the successful candidate, you will be contacted directly by the chairperson of the selection panel to be offered the job. If you choose to accept the job, you will be sent a letter of offer and a welcome kit, which gives important information about your first few weeks in SunWater. Under certain circumstances a pre-employment medical examination and background checks may be required.

If you were unsuccessful, you will receive notification by mail.

Recognition of prior service

In some cases SunWater may recognise prior service from other state, commonwealth and local public sector organisations for the purposes of calculating sick leave accumulation and long service leave entitlement, providing any break in service is less than three months. This is, however, not an automatic entitlement and will be considered on a case-by-case basis.

Any recognition of prior service must be negotiated prior to commencing employment with SunWater, at the time of job offer and will be subject to verification and validation of the employee's service history.

If you have prior service from a public sector organisation (providing any break is less than three months) and you would like SunWater to consider recognising that service, it is important to discuss this at the interview stage of the recruitment process.