• Application

  The first step in the recruitment process is submitting your application by sending us a copy of your current CV or Resume and cover letter to [email protected]

  The Talent & Sourcing Team, together with the Hiring Manager will review and shortlist applications.

• Phone interview
  For most of our roles you will be required to undertake a phone interview.  This is a 15-20 minute conversation, with a member of the Talent & Sourcing team where you will be asked to give some further information about yourself and your career journey to date.  This allows us to get to know you better and to find out more about your capabilities to perform the role.
• Interviews

  Following a successful phone interview, you will be invited to attend a first round interview.  Depending on the role, you may be required to attend a second and on the odd occasion a third interview.  The second and third are usually less formal than the first. A member of the Talent & Sourcing Team will brief you on the interview process and how best to prepare.

  After the interview we will follow up and get your feedback and ask you how you think the interview went. We will provide some initial feedback and let you know if you are successful in progressing to the second round. 

• Testing
  Depending on the role, you may be required to complete capability assessments such as psychometric assessments. This may include verbal, numerical and abstract reasoning, cognitive testing, role plays and IT skills testing.
• Referees / Probity checks

  Professional employment reference checks will be conducted with two current referees.  We will ask for your permission to speak with your referees before we call them. 

  You will also be asked to complete a Probity check, which includes a national criminal history check, qualification check and depending on your role may include ASIC check.

• You're offered the role / Paperwork
  Congratulations!  You have verbally accepted our offer of employment.  We will send you a letter of offer along with other forms for you to complete. For example: bank details, tax declaration form and any other information for you to read before you start.
• Orientation / Induction

  On Day One, we’ll show you around and introduce you to your team.  Your People Leader will spend a great deal of time with you in the first few weeks and months to get you up to speed. 

  Over your first 6 months you will be required to complete compliance training and attend information sessions to learn more about TelstraSuper.  You will also have an opportunity to have lunch with the CEO and meet other new employees.

• Unsuccessful candidates
  Due to the volume of applications we receive, if you applied and didn’t get the role we will notify you via email, however we won’t be able to provide specific feedback as to why you were unsuccessful.  If you have met with us, we will call you and let you know you were unsuccessful and provide feedback.

Interview preparation

• The Privacy Policy and Privacy Collection Statement

  The Privacy Policy and Privacy Collection Statement tells you how and why we collect your personal information during the recruitment process, how we may use and disclose your personal information, how we keep it secure, how you can access or correct your personal information and how to make a complaint relating to your privacy. In this document TelstraSuper is referred to as “we”, “our” and “us”. Prior to attending an Interview all candidates are asked to complete this and return to our Talent and Sourcing consultant at [email protected]

  Download Privacy Policy and Collection Statement

• Interview tips
  • go through your resume to refresh your memory about your career journey
  • make sure you have a copy of the position description, familiarise yourself with the PD and any notes you took down
  • research us – who are we, what are our values? Have a look at the company website, read annual reports, review our LinkedIn Company page, Facebook page or ask people you know who have or do work here what it’s like
  • research the interview panel – look them up on LinkedIn
  • dress in professional business attire on the day of your interview
  • know where you’re going and always arrive 5-10 minutes before your scheduled interview time, if you’re running late call a member of the Talent & Sourcing team or reception
  • if you’re offered a glass of water – take us up on the offer.  Sipping water during an interview will calm the nerves  
  • remember to take your time answering questions and remember to breathe – we know you’re nervous and we’ll do our best to make your feel comfortable
  • show us your personality and put your best foot forward - we want to get to know the real you
  • ask the interview panel questions – it’s as much finding out if you’re the right person for the role as it is you finding out if this is the right role for you
  • when answering questions, don’t tell us what you think we want to hear; we want to get to know the real authentic you
• Behavioural interviews

  Behavioural interviewing is based on the assumption that past behaviour is the best predictor for future performance. This type of interviewing is also known as competency based or situational type interviewing. We want to know how you behaved and handled a situation as opposed to how you would behave.
  The most effective way of answering behavioural questions is following the STAR technique.

  

  How to prepare: 

  • prepare yourself with a small number of examples that could be adapted to a range of behavioural questions 
  • try to align your examples with the capabilities of the role
  • don’t be afraid to use examples where you may have failed; learning from your mistakes is a good self-awareness
• Technical interviews
  Depending on the role, you may be asked technical questions that relate to the role. For example: If you are interviewing for an IT role, we will ask you questions relating to the technical aspects of the role.