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All MCM’s recruitment decisions are based on merit. We use a competitive selection process and assess a candidate’s suitability for a role based on their:
In addition to having the right mix of skills, experience and qualifications, we want people who are committed to upholding the organisation’s values – Together, Courageous and Curious, Open and Accountable.
Our recruitment and selection process is designed to ensure the most suitable candidate is appointed to the position.
Selection processes and decisions are free of bias and unlawful discrimination.
MCM vacancies are advertised on our website. Each job posting will include a position description providing information about the role’s duties and responsibilities.
In the advertisement you’ll also find an outline of the skills, experience, qualifications and personal qualities we’re looking for in the successful candidate.
To apply, simply follow the steps detailed in the job advertisement.
To assess your suitability, we’ll need to review your resume and cover letter. In some instances we’ll ask that you also provide written responses to questions pertaining to a number of the position’s key selection criteria.
When emailing your application, please specify which position you are applying for in the email subject line and ensure all attachments uploaded are in .doc, .docx, .pdf, .txt or .rtf format.
A selection panel will review and assess applications and select a shortlist of applicants to interview.
Our panel will then determine which candidates progress to the next stage in the selection process.
We may use phone screening as part of the shortlisting process.
If you are shortlisted, you will be invited to attend a panel interview and/or an assessment centre:
In an interview, the panel will ask questions related to the key selection criteria as detailed in the job description.
We’ll use 'behavioural' style questioning where you will be asked to provide details of your direct experience, personal qualities, knowledge and skills.
You can prepare for your interview by:
Response methods and techniques such as STAR (Situation, Task, Action, Result) can help establish your capabilities for a particular role.
While an interview allows us to assess your suitability for the position, it’s also an opportunity for you to ask any questions. These questions will help you decide if this is the right role 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.
If you progress through the interview stage, you’ll usually be asked for names and contact details of at least 2 professional, work-related referees.
We’ll contact these references to discuss your skills, experience and performance. It’s expected that at least 1 of these referees will be your current or previous manager.
All appointments to MCM are subject to reference checks and a number of pre-employment safety screening checks specific to the position including a criminal history records check.
To be eligible for employment with MCM, you must be:
If you don’t meet the above criteria but hold a valid visa allowing you to work in Australia and at MCM, please provide these details at interview.
If you’re the preferred candidate for the position, you will be contacted to discuss the conditions of your proposed employment.
Unsuccessful candidates will be advised via email.
Please note — due to the high number of applications MCM receives, feedback is generally only available by request to candidates who reach the interview stage.
Advertised vacancies include the contact details of the appropriate person to contact, if you have questions or need specific support to apply.