Employment Application Form

Employment and Recruitment Policy

Children First Learning Centres Pty Ltd (CFLC) strive to follow its transparent processes to employ staff that are qualified and appropriate for the every position. While this service strives to be a recruitment and selection process, it is essential to implement practices and procedures to ensure suitable candidates for positions are employed.

• All positions available shall be advertised. This can be done through appropriate agencies or sources including:
  • District Newspaper
  • Local Newspaper
  • Other appropriate websites.
• Suitable advertisements should include a description of the position, hours/days required, personal attributes and appropriate qualifications, closing date for applications and address. Written applications should include a cover letter, resume and selection criteria where appropriate. (Particularly in relation to recruitment of permanent position such as the Coordinator, Assistant Coordinator and other positions as applicable.)
• The Co-Ordinator and Management shall review applications received by the specified date. Suitable candidates should then be called to arrange an interview. A letter confirming receipt of application shall be sent to unsuitable applications to inform them that the application has not met with the selection criteria
• The interview process will include a panel of up to 2 key personnel made up of either:
  • Management Representatives
  • Service Representatives
• Selection criteria and interview questions based requirements for the position will be reviewed prior to the interview date by the selection panel.
• The selection panel shall conduct the interview in a professional manner, using questioning techniques to ascertain the candidates' suitability for the position. Should the panel be unable to agree on a suitable candidate, and then further interviews may be required.
• Staff will only be employed (including as volunteers) if, after reasonable enquiries, including reference checks by the Co-ordinator (or the Management Committee in the case of employment of the Co-ordinator they are appropriate for the job, as contemplated by the Role and Expectation of Staff Policy.
• A member of the selection panel to make offer of the available position and to negotiate starting dates and inform of the orientation and induction process shall contact suitable candidates.
• A written letter of offer will be sent to the successful applicant informing them of the decision.
• Unsuccessful interviewees will be notified as soon as possible by nominated person on the interview panel and will be followed up with written correspondence if applicable.

Certified copies of staff qualifications will be requested by the service and kept confidentially by the service in individual staff files.