Ever wondered what hiring managers are looking for when they recruit for Australia’s most sought-after NFPs?
In this series on the Ethical Jobs Blog, we interview the people who hire at the organisations where you want to work – and we’ll give you the inside knowledge you need to make your next job application amazing.
This month we speak to Kirrily Freeson, HR Manager at Anglicare NT. Anglicare NT is a key provider of community services across urban, regional and remote areas of the Northern Territory, employing staff in a range of areas including aged care, disability support and mental health services.
Hi Kirrily, thanks for chatting to us! To start us off, can you tell us a bit about what Anglicare NT does?
Anglicare NT is a not-for-profit organisation providing social justice and community development services across the Northern Territory.
We offer a diverse range of culturally appropriate services that span the life cycle from pre-birth to ageing. Our key areas of support include children, youth and families, housing and homelessness, disability support, refugee and migrant settlement support, support for seniors, counselling and mediation, mental health and financial capability.
Our purpose in each of these areas is to promote the enrichment of relationships, fullness of life and social justice for all. Our work is underpinned by our values of respect, fairness, integrity, community and hope.
Could you walk us through the recruitment process at Anglicare NT?
Once a vacancy has been identified by the relevant Anglicare NT program, the program manager will contact HR to coordinate advertising via multiple platforms including EthicalJobs.com.au.
EthicalJobs.com.au is our preferred option as we aim to not only attract the best suitably qualified and experienced staff, but also people aligned to our values as an organisation and with the right cultural fit.
Applicants are required to submit an online application, which includes responding to selection criteria; attaching their resume; and providing current copies of their NT Working with Children Clearance, a current National Criminal History Check and NT Drivers Licence – they’re essential requirements for employment.
Once a job advertisement has closed, all applicants are screened against the position description and selection criteria, and shortlisted accordingly.
Applicants deemed not suitable for interview will be sent an email notification, while shortlisted applicants will be requested to attend an interview either in person or via Skype or phone.
We also ask applicants to provide two current references as part of the recruitment process.
Once the successful applicant has been selected based on merit, the program manager will put in a request via our online recruitment system to generate a letter of engagement. Applicants who are not deemed suitable will receive a call from HR to advise of the outcome.
So what are some of the most common mistakes candidates make?
The biggest mistake we see is when candidates fail to complete all of the selection criteria questions, or attempt to bypass our online recruitment processes.
Who is a candidate most likely to meet at an interview panel at Anglicare NT?
Depending on the role, generally interviews are conducted by the program manager and another member of staff who may act as a supervisor at times.
Sometimes one of our HR team will also sit in on the interview.
Can you share some of the main mistakes candidates make in interviews?
Often, we meet candidates in interviews who don’t sell themselves enough or are unable to provide relevant examples when asked to describe how they are able to use certain skills or deal with particular situations. (The STAR format can be really helpful here.
Not everyone knows how great you are, so we encourage potential applicants to promote their own brand!
So what roles would you say are generally the hardest to fill at Anglicare NT? Why?
Certain roles in remote locations such as Nhulunbuy and Katherine can be difficult to fill due to the lack of suitably qualified and experienced candidates in the area.
If there are no suitable applicants local to the area, then it’s necessary for us to extend the search to non-locals who would then be required to relocate.
And just finally, what advice would you give to someone who wants to work at Anglicare NT but perhaps doesn’t have the right qualifications or experience?
Anglicare NT places a high level of importance on staff professional development, particularly around our Aboriginal and Torres Strait Islander staff.
We accept that not all potential candidates have obtained the relevant qualifications and recognise the importance of work/life experience and two-way learning.
So even if you don’t have all the right qualifications, please don’t hesitate to apply if you think you have the right experience to succeed in the role!