Recruitment Process

All employees seeking a position at the RFDS will undergo a basic recruitment and selection process aimed at identifying the most suitable candidate for the role, as detailed below.

Where Jobs are Advertised

Current vacancies are advertised on this website (see Careers page), in major newspapers, job vacancy websites and / or in relevant journals.

Applying for a Job

To apply for an advertised role, please follow the instructions set out in the job vacancy advertisement. Please also review any other additional information provided to see if the role is suitable before submitting your application.

If applying for a vacant position you will receive acknowledgment of receipt of your application.

If the role you are interested in is not currently advertised, you can register your interest and submit your resume for it to be placed on an active hold list. There is an Expressions of Interest Form that follows the lists of current positions vacant.

Interviews & Tests

In the first stage of the selection process applicants are to send in a covering letter and resume and will be short listed based on the degree to which their application meets the requirements of the role. Short-listed candidates will be notified and invited to an interview. This interview will be either face to face or via phone and is generally conducted by a panel.

Interview questions are based on the selection criteria specified for the position, including essential and desirable criteria. In addition to technical questions, you will be asked competency based interview questions. These questions require you to provide the interview panel with specific examples of how you have demonstrated select competencies in previous roles as they relate to the advertised position.

For particular roles other tests, such as psychometric or flight simulator tests, may be required.

In many instances applicants will be required to go through multiple interviews as they progress through the recruitment process. At each stage of the process you will be kept informed of the next step. Once the interviews have taken place, the preferred applicant will be required to provide references and any supporting documentation (e.g. licenses).

Decision Making Process

Selection is based on merit and the principles of Equal Employment Opportunity, taking into account all the information gained from your application, interview(s) and other tests that may have formed part of the selection process.

Successful Applicants

A verbal offer will be made to the successful applicant. This will be followed up with a formal letter of employment, outlining the terms and conditions of employment. The offer will be subject to satisfactory results from any relevant checks that could include criminal history checks, working with children checks, medical screening and drug / alcohol testing.

Orientation

All new employees are required to participate in an orientation program which takes place through the probationary / qualifying period. Appropriate supporting documentation will be provided prior to commencement and on the first day of employment.

Orientation is not considered to be complete until the employee has been successfully integrated into the role and is performing at acceptable productivity levels.

Probationary or Qualifying Period

Employees will receive feedback in regards to their performance or behaviour during the probationary or qualifying period.
A performance review will be conducted by the Line Manager before the end of the probationary / qualifying period to determine suitability for on-going employment.

Unsuccessful Applicants

The RFDS will notify unsuccessful applicants promptly and in a tactful and courteous manner - either in writing or via phone.