We offer a diverse range of extraordinary career opportunities across the department, all focusing on supporting a safe, fair and responsible future for the Western Australian community, industry and resources sector.
DEMIRS prides itself on our integrity, embedding it into all aspects of our work. Our greatest assets are our people, and we harness the strengths of a diverse workforce, valuing each individual’s diverse backgrounds and provide opportunities to maximise their potential.
Our vacancies are advertised on JobsWA, as well as a range of industry specific job boards, providing information about our department, the role and responsibilities of the position, and a sense of the flexible, diverse and innovative culture we offer. A Job Description Form (JDF) is also available from the advertisement, along with an Application Pack detailing our recruitment process.
How to apply
Applications can submit their applications online via the WA Government Jobs Board (JobsWA).
Before you apply, we recommend you review:
- your eligibility to apply (evidence of your right to work in Australia);
- read the advertisement and job description form (JDF) to determine if the job is right for you;
- do you have the qualifications and/or experience to do the role;
- contact the hiring manager to ask any questions to clarify the role requirements;
- prepare your application as outlined in the advertisement; and
- identify two referees to support your application (skills, experience and capabilities).
Your application may consist of a CV only, CV and responses to identified role requirements, or CV and responses to specific questions relating to the role and responsibilities of the position.
On completion of your application, return to the advertisement and click on “Apply for Job” and complete the online application questions before attaching your application and submitting your application.
On submission, you will receive an automated email confirming receipt of your application.
Further information on the recruitment and selection process can be accessed in the Applicant Pack, attached to the job advertisement.
Selection process
Shortlisting
Once the job advertisement has closed, the panel will assess all applications against the requirements specified in the advertisement to determine those that are most competitive.
The most competitive applicants will be contacted and invited to the next stage of the selection process, which may involve an interview or a combination of selection activities including skills assessments, presentations and/or providing work samples. Any assessment tools used within the selection process will relate to the role and be designed to assess your ability to meet the requirements and capabilities of the role as listed in the Job Description Form.
The interview process
The process and assessments to be undertaken during the recruitment and selection process will be provided to you in advance so you know what to expect.
In preparation for your interview, we encourage you to:
- Review the job advertisement, Job Description Form and your application
- Think about your experience and how this will be relevant to the role.
- Brainstorm examples of your previous experiences that can demonstrate your skills and experience to meet the requirements of the role.
- Make notes. Write down some relevant examples against the job requirements and capabilities listed within the Job Description Form and bring these along to help prompt you.
We are committed to providing equal employment opportunities for people with disability. Please advise the panel if you require any assistance or reasonable adjustments to be made, to allow you to compete on an equal basis.
Referee checks
Should you be deemed suitable through the shortlisting and interview process, your referees will be contacted to complete a referee report.
This allows your referees to provide feedback on your past performance, achievements, strengths and weaknesses.
The information provided assists the selection panel to determine your suitability for the role.
Panel decision
The selection panel will come together to review applicant shortlisting and interview assessments, and referee reports. They will consider your skills, experience and employment history to determine your suitability for the advertised position.
A selection report will be prepared outlining their assessment of all applications received for their advertised vacancy, which is signed by all panel members. The selection report is then quality assured by the Recruitment and Engagement team, before being forwarded to the relevant delegated authority for the area in which the vacancy sits.
Outcome email
Once a selection report is approved, all applicants will be notified of the outcome by email and be provided the opportunity to seek feedback on their application.
Regardless of whether you were successful or not, we strongly encourage you to obtain feedback from the selection panel. This feedback could help you improve your application, so you are more competitive in future job opportunities, or provide you with some direction on other career development opportunities. We encourage you to telephone the nominated feedback person within a few days of receiving notification.
Where a vacancy is over six months in duration, all applicants will have the right to lodge a breach application. A breach period is open for four days. Individuals considering lodging a breach application should seek feedback from the contact person in the outcome notification email. If the individual believes a breach in the process occurred and they have adversely been affected by the outcome, they may lodge a breach application.
Should any breach applications be received, an internal review is conducted. If an outcome can not be reached, the breach will be escalated the Public Sector Commission to review. Once an outcome is reached, the individual and selection panel will be informed and if necessary, recommendations will be adhered to.
Where no breach is lodged, is withdrawn or dismissed, the pre-employment processes will begin.
Employment screening
All appointments require a satisfactory Nationally Coordinated Criminal History Check (NCCHC) which is organised at the cost of the department. A previous criminal conviction or pending charges will not necessarily preclude you from appointment, however the relevance and seriousness of the offence will be taken into account when assessing your suitability for employment with the department. All applicants will be treated fairly, equitably and in accordance with the principles of procedural fairness. Any action taken will be documented in a transparent manner, which is capable of review.
Dependent on the role, other pre-employment requirements can also include:
- Medical assessment which could also include a baseline hearing test;
- Conflict of Interest declaration;
- Western Australian ‘C’ class driver’s license; or
- Psychometric assessments.
Any pre-employment requirements for the role will be listed job description form. Refusal to undertake any of the pre-employment checks will result in you being withdrawn from the process.
Individuals are advised of their screening requirements via our Pre-Employment Screening process.
Employment contract
When all employment screening is completed and all requirements for the position are satisfactorily met, an offer of employment will be prepared. Offers are emailed out to applicants to review, sign and return online.
Any individuals with concerns regarding their offer should contact RecruitmentandEngagement@demirs.wa.gov.au
