CASA does not normally accept applications that are not specific to a position. We prefer you to identify a vacancy on the website and apply for it directly

Yes we do acknowledge all applications by email, through an automated response. Please contact one of the recruitment team members if you submit your application and do not receive a response or email us at [email protected]

Applications are shortlisted by a selection panel of 2-3 people and in most cases the shortlisted candidates will be invited (usually by phone, sometimes by email) to attend an interview to expand on their claims to the position. In some cases arranging for candidates to attend an interview can take some time. We try to provide a candidate with 3 days notice of the interview.

As a government aviation regulator, formal qualifications are important for some of our roles. Where a role has mandatory qualifications, these must be demonstrated before a candidate can proceed to short-listing. In some cases alternative qualifications or experience may be listed. "Desirable Qualifications" are not formally required but will assist an applicant to support their claims.

Short-listing is a process of assessing applications and determining which applicants have the strongest claims to the role. As many roles receive a large number of applications, it can take some time for the panel to assess them. For most roles we are able to advise candidates within 1-2 weeks of the closing date.

Applicants who are not short-listed will be notified by email.

Usually 1-2 weeks after short-listing has occurred. Timing will depend on availability of panel members and applicants, and whether travel is involved. Interviews are usually face-to-face however phone interviews or video conference interviews may also be conducted. Most interviews last for between 40 minutes and 1 hour and involve a series of questions based around aspects of the selection criteria. The interview is also an opportunity for you to ask questions of the panel about the role or CASA. For some roles we conduct a second interview before making the final decision. This interview is usually less formal and provides both you and CASA with an opportunity to explore additional issues.

Interviews are usually face-to-face however phone interviews or video conference interviews may also be conducted. Most interviews last for between 40 minutes and 1 hour and involve a series of questions based around aspects of the selection criteria. The interview is also an opportunity for you to ask questions of the panel about the role or CASA. For some roles we conduct a second interview before making the final decision. This interview is usually less formal and provides both you and CASA with an opportunity to explore additional issues.

The selection panel may wish to contact your referees and in some cases may also require interviewees to undertake an online psychometric assessment before it makes its final decision. Psychometric assessments involve a range of assessments typically around verbal/numerical/abstract reasoning and occupational and behavioural preferences. They provide an additional perspective on candidates and give us a fuller picture of the candidate. The assessment results are not a pass/fail. They also play a significant post-employment role in the development activities of the successful candidate. Candidates who apply for safety sensitive positions at CASA will be required to undertake a pre-employment alcohol and drug test before an offer of employment can be confirmed, as part of the Alcohol and Other Drugs Testing Program. More information is contained in the CASA Alcohol and Other Drugs flyer. The selection panel will prepare a report on the selection process and make a recommendation to the Delegate. Once the selection has been approved the successful candidate will be contacted by the chairperson as well as a recruitment team member, followed by a formal written offer of employment. Other interviewed candidates will be contacted by the chairperson. All unsuccessful applicants will be formally advised by email.

Your referees should be people who have a good understanding of your recent work achievements (e.g. managers, supervisors, peers and subordinates). A minimum of two referees will normally be contacted

We prefer to contact your referees personally. This enables us to ask questions if we are unclear about any of the comments made. You may provide referee contact details in your application or bring this information with you to the interview

Yes. The chairperson or another member of the selection panel will be able to give you verbal feedback.

Identity - CASA requires a 100 point identity check (eg. Birth Certificate or extract, passport, formal name change documents etc). Criminal History - A National Criminal History Record Check is required for all new staff. In addition a security clearance may be required for certain positions. If it is required it will be indicated in the position description. Qualifications - A number of our vacancies have either mandatory and/or desirable qualifications which are outlined in position descriptions. As part of our pre-appointment process, CASA may undertake to validate and confirm your qualifications with third parties and within CASA (for example if a current Air Transport Pilot License is required we may check the applicant is a current holder of this license). Alcohol & Other Drug Test - For safety sensitive positions, confirmation that a negative result from the pre-employment drug and alcohol test has been received. Declarations - We ask new appointees to make a number of declarations in relation to the following: * Conflict of Interest * Official Secrets * Intellectual Property * Appropriate use of IT equipment and telephones * Alcohol & Other Drug Policy Copies of relevant policies are available on CASA's website.

If you are successful in obtaining an on-going position with CASA you will be subject to a probationary period. This is usually 6 months.