Interviewing at UniSC

Behavioural-based interview questions are designed to assess how a candidate has handled specific situations in the past, as an indicator of how they might perform in similar situations in the future. These questions typically begin with phrases like "Tell me about a time when..." or "Give me an example of...". They are based on the principle that past behaviour is the best predictor of future performance.

Behavioural-based questions are commonly used to evaluate skills such as leadership, problem-solving, teamwork, adaptability, conflict resolution, and decision-making. Instead of focusing on hypothetical scenarios, these questions delve into real-life experiences, providing deeper insights into a candidate's competencies and interpersonal skills.

• Leadership: “Tell us about a time when you had to lead a team through a significant change. What steps did you take, and what was the outcome?”
• Problem-Solving: “Describe a situation where you encountered a major obstacle at work. How did you overcome it?”
• Teamwork: “Provide an example of how you worked with a difficult team member to complete a project successfully.”
• Adaptability: “Describe a time when you had to adapt to unexpected changes. How did you manage the situation?”

1. Review the Position description
   Review the key skills and competencies required for the role. These will give you clues as to the types of behavioural-based questions you might be asked.
2. Use the STAR Method
   The STAR method is a structured way to answer behavioural questions by outlining:
   Situation: Set the scene. What was the context or challenge?
   Task: Describe your specific responsibility or goal.
   Action: Explain what steps you took to address the situation.
   Result: Share the outcome, focusing on the positive impact of your actions.
   Example:
   Question: “Tell me about a time when you had to resolve a conflict within your team.”
   Answer:
   Situation: “In my previous role, two team members disagreed over the direction of a project, which created tension and delayed progress.”
   Task: “As the project leader, it was my responsibility to mediate the situation and ensure the project moved forward smoothly.”
   Action: “I facilitated a meeting where both parties could express their viewpoints. I helped them find common ground by aligning their goals with the project objectives.”
   Result: “We agreed on a revised approach that satisfied both team members. The project was completed on time, and the team worked more collaboratively afterward.”
3. Prepare a bank of examples
   Think of several situations from your past experiences that demonstrate your strengths in key areas relevant to the role. Focus on times when you: Solved a problem; Worked well in a team; Showed leadership; Managed conflict or difficult situations; Achieved specific goals or contributed to a positive outcome
4. Be honest and reflective
   It’s important to be authentic. Interviewers appreciate candidates who acknowledge challenges and demonstrate what they learned from those experiences. If the outcome wasn’t perfect, highlight what you learned from the experience.
5. Practice your delivery
   Practice answering behavioural-based questions aloud to ensure your responses are clear and concise. The goal is to be specific but not overly detailed. Aim for a balance of storytelling and professionalism.

By preparing thoroughly for behavioural-based interview questions, you’ll be able to demonstrate not just what you’ve done but how you think, make decisions, and handle challenges - all of which are critical insights for us!

Firstly, take notes whilst doing your research and prep.  Under pressure in an interview setting, it’s easy to forget stuff, so having some simple notes with you if you’d find helpful is a great memory jog and can help you stay on track.  

Secondly, think of examples in your work and personal life where you have done great things that relate to the role that you are interviewing for. Not only is this great self-reflection (and a chance to pat yourself on the back) but will help bring things to the front of your mind so that they are fresh!

Thirdly practice. Practice your responses to some regular questions “what is your interest in this role” “why do you want to work for UniSC and why do you think you will be a good fit”. This doesn’t mean having scripted responses as it’s important to be you and natural, but it can help build your confidence.

Last helpful tip, double-check to make sure you have all the details of your interview like the location, date and time. If something is missing, reach out to the Chairperson (or relevant contact person) for the selection process who will be only too happy to help.

Yes, UniSC allows for candidates to apply for multiple positions if you believe you are a good fit for multiple roles. You should ensure that your application is tailored to each specific job.

Virtual interviews

For virtual interviews, maintaining a professional appearance is just as important as it is for in-person meetings. Dress appropriately as if you were attending the interview on-site, to convey professionalism and readiness.

Additionally, pay attention to your surroundings; choose a quiet, clean, and well-lit area for the interview. Make sure your background is clutter-free and free of distractions, as this contributes to a polished and focused presentation. If your space isn't ideal, consider using a neutral, simple virtual background that aligns with the tone of the interview.

In-person interviews

Choose attire appropriate for UniSC's culture, which may be more formal or business casual compared to a virtual interview.

At UniSC, we offer a fulfilling work experience with a focus on meaningful contributions, professional growth, and a supportive community. Our benefits include a standard 36.75-hour work week, leave loading, an additional week of leave between Christmas and New Year, discounted healthcare, vehicle discounts, purchased leave options, and a robust professional development calendar.

We also provide on-site sporting facilities and study assistance. Our dynamic environment promotes innovation, collaboration, and a positive societal impact, all while maintaining a strong commitment to work-life balance. With beautiful campuses in picturesque locations and a dedication to employee wellbeing, UniSC is an exceptional place to advance your career.

UniSC operates under an Enterprise Agreement and our positions are classified under the associated framework.

Generally offers are made at the base of the salary range for the classification. In the event you have evidence of prior earnings where your remuneration is higher than the base of the scale, the Chairperson can submit a business case internally for consideration of an offer at a higher classification step. Our 2023 - 2026 Salary table can be found here.

It is important to discuss your salary expectations with the Selection Panel early in the recruitment process so we can ensure transparent process and ensure all parties are on the same page.

The timeline varies for each recruitment process. Generally, it could take a few weeks for applications to be reviewed, interviews to be scheduled, and decisions to be made.

You may request an estimated timeline when meeting with the selection panel.

Interviews may be conducted in person, virtually, or over the phone. Depending on the role, there may be multiple rounds of interviews, including behavioural and technical assessments.

If you encounter any technical problems during your virtual interview, please contact the Chairperson or interview organiser.

Our Talent Acquisition team can also support with some queries. 
Phone: +61 7 5430 2830.

You can check the status of your application through the careers portal. If you haven't heard back within the specified timeline, you can reach out to the Chairperson or interview organiser for an update.

At UniSC, on average we request two referees at a minimum for ongoing and fixed-term positions. For casual positions, one referee is suffice. 

Some roles may require additional assessments such as technical tests, case studies, or psychometric tests. The specific requirements will be communicated during the recruitment process.

Each position at UniSC has a different timeline. Some positions are backfilling people on leave, others replacing staff, some are newly created positions to structure.

It's important to have this discussion at interview with the Selection Panel to ensure you understand the ideal timelines of the recruitment process.

We understand that receiving this news may be disappointing, and we want to assure you that our decision will not be taken lightly. We encourage you to stay connected with us, and as new opportunities arise within UniSC, we will keep your application and interview feedback in mind.

We encourage you to make contact with the Chairperson for specific feedback on your interview performance and outcome.

We also recommend reviewing our careers website and subscribing for job alerts for other career opportunities that align with your skill set and interests. Networking, professional development, and seeking feedback from others can also help you continue to grow and refine your abilities.

Our Selection Panel's are more than happy to provide feedback throughout the selection process. We encourage you to ask for constructive feedback to help with future applications.

UniSC follows structured recruitment practices, including diverse selection panels, to ensure that all candidates are evaluated based on their skills, experience, and suitability for the role, in accordance with equal opportunity guidelines.

Our Recruitment, Selection and Appointment Operational Policy can be located here.