Our Recruitment Process
Iona College is committed to recruiting, selecting and appointing the most suitable candidates to identified vacancies, consistent with the vision, values and objectives of Iona College and adhering to all legal requirements. Iona College is an equal opportunity employer. Iona College is a Visible Wellbeing school and Character Strengths impact how we identify and interact with each other.
All applicants are selected against the role description criteria, the methods used will be the similar and consistent for each candidate. Our commitment is acquiring high performing, quality candidates who match the requirements of Iona College, the work area and the role.
All selection decisions are based on a candidates’ overall suitability for the role in terms of their relative technical skills, knowledge, experience, qualifications and cultural fit. Personal characteristics such as an individual’s gender, age, disability or impairment, cultural background, race, religious or political beliefs, sexuality, marital or pregnancy status will not influence selection decisions. Strict confidentiality is maintained by all those engaged in the process.
Iona College advertises open vacancies via our employment page of the website and via Seek. Your online application should provide information about your professional and educational background to demonstrate that you meet the requirements for the role. It is also important that you take the time to read the position description carefully and make sure that you show that your experience and skills match what is required for the role.
Your Cover Letter is an introduction of who you are as a candidate and should outline your suitability for the role. This is your opportunity to summarise how you identify with our Oblate Charism, Mission, Vision and Values. This letter should be a short summary (no more than two pages long) outlining your knowledge, skills and character strengths to help you stand out as the best candidate for the position.
Your Résumé is an overview of your career, outlining your skills, education and professional experience. Your résumé should be tailored to demonstrate how your experience matches the role. A recommended résumé should be no more than three to four pages long.
A representative from human resources may conduct a phone screen as an initial phase of Iona College’s merit-based recruitment process. This preliminary step is to assist the College as a shortlisting measure prior to conducting face to face interviews. Generally, phone screens are short 15 to 30 minute phone interviews. Further details of the recruitment process and expected timeframes will be provided during this initial vetting stage.
Competency and Behavioural Based Interviews
Competency and behavioural interviewing allows the College to determine how a candidate will perform their duties based on their prior behaviour in the workplace. By using competency and behavioural based interview questions, this enables the interviewer to take the interviewee/ candidate through to a deeper level analysis based on proven experience and cultural approach, as opposed to hypothetical dealings. In addition to experience and technical levels, this interview approach evaluates a candidate’s way of thinking, their decision making and problem-solving technique, including leadership and cultural suitability.
Competency and behavioural based interview techniques:
- help interviewers to identify developmental points for each candidate/ interviewee; and
- allows the interviewer to prioritise the most important criteria and make an objective decision.
To prepare for an interview it is suggested that you:
- research Iona College’s website; our Mission, Vision, Values and the Oblate Charism;
- research the “STAR” (Situation, Task, Action and Result) interview response methodology;
- research types of competency and behavioural based interview questions to help you prepare;
- know your resume, your job moves/changes;
- note down your career highlights and achievements, have specific scenarios ready in your mind to discuss during the interview;
- know your top five VIA Character Strengths and take the free Character Strength Survey today to further gain your understanding of Iona being a Visible Wellbeing School.
Invitation to Interview
If successful in being invited to a Competency / Behavioural Interview, you will receive your invitation to interview via email. A copy of the following will be included:
- time and date of interview, including confirmation of the role that you are being considered for;
- names and positions of the interviewers;
- link to the Iona College Employment webpage;
- role description or copy of the role advertisement;
- links to Character Strengths;
- campus address parking directions.
Working in Australia
Applicants for all positions at Iona College must be legally eligible to work in Australia.
Working with Children Check (Blue Care / Suitability Card) or Exemption Status
It is a requirement under the Working with Children (Risk Management and Screening) Act that people working with children (under 18 years of age) in a paid, voluntary or self-employed capacity are required to undergo a criminal history check – the “working with children check”. This is carried out by the Public Safety Business Agency (PSBA). A certified copy, or sighting of the original Blue Card, must be produced prior to your commencement of duties.
To be considered for employment vacancies at Iona College, you must possess a Paid Blue Card or meet the eligibility requirements to apply for one. Please refer to eligibility criteria and how to apply for a paid Blue Card. Please note, due to recent Working With Children Check changes, you will be unable to commence employment without a Blue Card. Applicants will need to register an account via the online portal. For further information.
The following Iona College roles receive an exemption status by providing copies of their qualifications and evidence of current registration:
- Teacher (registered via Queensland College of Teachers);
- Registered Psychologists and Counsellors; and
- Registered Nurses.
Pre-employment Third Party Vetting (Medicals, National Police and Finance Checks)
Iona College may request candidates to undergo a medical examination if they have applied for a position that requires them to be physically fit to perform their duties. The medical examination will be conducted at the candidates own cost and with one of our nominated medical centres.
Similarly, should the position have student protection and high risk and compliance (safety needs), the College may request candidates to undergo a Third Party (Police and Financial check). If this is requested of you, a representative from Human Resources will discuss this process with you.
Iona College values all the hard-work and effort it takes candidates in making an application and moving through a merit-based recruitment process. As an educational and learning institution, the College believes that any recruitment-based journey can be a positive developmental experience by ensuring our feedback process is as collaborative and transparent as possible.
Due to the overwhelming amount of applications received via Seek, unsuccessful candidates who have not received a Phone Screen or Competency/Behavioural Interview will be notified via email of their outcome.
Candidates who are unsuccessful during the Phone Screen and/or Competency/Behavioural stage of the merit-based recruitment process will be notified their outcome verbally via the Human Resources team.