At MCM, we embrace differences in gender, age, ethnicity, race, cultural background, disability, religion and sexual orientation. We know that diversity and inclusion helps us to attract, recruit, engage and retain a team of talented people. If you require specific support to apply for a position, please email email@example.com.
MCM is committed to the safety of its clients and employees, taking a zero-tolerance approach to violence within the workplace and abuse, including child abuse and abuse of people with a disability. All employees are required to comply with the Child Safe Standards.
MCM uses a competitive selection process and assesses candidates’ suitability for roles based on their:
Our recruitment and selection processes are free of bias and unlawful discrimination and ensures the most suitable candidate is appointed to the position.
All job opportunities can be found on our job search page.
Your resume and cover letter will be required for your application. In some instances, your written response to a role’s key selection criteria will also be required. This is will be indicated in the job advertisement.
Please ensure all attachments uploaded are in .doc, .docx or .pdf format when submitting your application.
A selection panel will review and assess applications and select a shortlist of candidates to progress through the selection process. Stages of the selection process may include:
Prepare for your interview by understanding the job context and environment and reflecting on your skills and experience against the key selection criteria.
The panel will ask questions related to the key selection criteria of the role. It is common that behavioural questions will be asked where you should provide examples of past experience, demonstrating your experience and capabilities.
The interview stage is also an opportunity for you to ask any questions and find out more about the role to help you work out if the role is really for you.
If further assessment is needed, we may ask you to complete a practical exercise or second interview. Some positions may also be subject to a psychometric assessment.
You may be asked for contact details of at least two professionals or work-related referees for reference checks to be conducted as part of the selection process.
Your referees should ideally be your current or previous managers and are aware they will be contacted to discuss their experience working with you.
All appointments to MCM are subject to reference checks and pre-employment safety screening checks specific to the role.
MCM is required to comply with pre-employment safety screening requirements as a funded organisation. Prospective employees will be required to undergo a pre-employment safety screening process as part of the selection process.
Appointments to MCM roles will be subject to the following safety screening checks as they apply to each role:
All costs associated with safety checks (except National Police Check) will be at candidates’ expense.
The hiring manager will contact the preferred candidate to advise of their successful application and discuss the conditions of your proposed employment. Candidates who were interviewed but not successful should also be contacted and advised of the outcome.
Candidates who do not progress to the interview stage will generally be informed via email. Due to the high number of applications MCM receives, feedback is generally only made available upon request to candidates who have been interviewed.
For further information please email firstname.lastname@example.org