Peter Mac is focused on attracting and keeping top talent.
Our values of Compassion, Excellence and Innovation underpin our approach to recruitment. Welcoming people from a wide variety of backgrounds and experiences is critical. Doing so fosters innovation, cultivates compassion, and attracts top talent.
We place great emphasis on equity and diversity. Read more about workplace diversity and inclusion at Peter Mac.
Please register for an account via our careers portal before applying for a role with us. This will allow you to create a candidate profile and sign up for job alerts.
The link to register is on the top right of our careers portal, and in the same location on each of our job advertisements.
To apply for a role, click on the purple 'Apply now' button at the top or bottom of the advert. This will open our online application form. We'll ask you to register an account here if you have not done so already.
Applications for advertised roles must be submitted via our careers portal - we can't accept applications in any other form.
If there aren't any current vacancies suited to your skills and experience, we recommend creating an account. You can then sign up for automated job alerts to hear about new opportunities.
We include equal employment opportunity (diversity and inclusion) questions in our application processes. This includes disability or Aboriginal and Torres Strait Islander identification. We collect this information to understand the diversity of our people.
We also collect it to create a culture where everyone has equal opportunities, feels valued and respected, and is able to contribute and take part. We invite you to answer these questions and have included 'prefer not to answer' options.
We will ask you to supply the following information when you apply for a role with us.
A well prepared resume highlights your strengths and outlines your work history, with details of relevant qualifications and licenses. It can make you stand out as the right candidate for an interview.
Most of our advertised roles will need a cover letter. The cover letter is your introduction to the hiring manager. It gives you the chance to highlight yourself as a suitable candidate.
You don't need to to address all of the selection criteria unless the advertisement asks you to do so.
You should always highlight your transferable key skills and experience though.
You can find the key selection criteria for a vacancy in the position description. These criteria match an applicant's skills to what we need. We use it to ensure that we assess you fairly and consistently.
Read the key selection criteria in the position description before you consider applying. If you have questions about the requirements for the role, you are welcome to contact the hiring manager. We include their contact details in the advertisement.
Some positions need applicants to answer specific questions relevant to the role. These questions replace the need to complete formal key selection criteria responses. Please write your responses clearly, concisely, honestly, and within the prescribed space.
You will need to supply few important documents. We will need these during our recruitment, interviewing and on-boarding process. The evidence we need varies on the specific employment requirements of the position. It is good to start to collect and update these at the time of application.
Other evidence needed during our recruitment, interviewing and on-boarding process includes:
Visa status and evidence
Police check
An Australian Health Practitioner Regulation Agency (AHPRA) Registration number (if applicable)
Working With Children Check (if applicable)
Academic transcript (if applicable).
Hiring managers shortlist applications against a set of predetermined and consistent criteria. This can include the necessary accreditations, qualifications and experience. You can find these in the position description and/or the advertisement.
Peter Mac is a child safe organisation and takes reasonable steps to employ appropriately skilled people to work with children and young people. Where applicable, we also require Working with Children’s Checks.
Sometimes we add a phone screening interview stage to the recruitment process - if we do, this interview will take place before face-to-face interviews.
Note: This does not replace formal phone interviews for international candidates.
We invite shortlisted candidates to attend a formal interview.
We will contact you if we shortlist your application. At that point we will arrange a suitable time for you to meet with the interview panel. There are at least two interviewers on the panel, who rate each interview using consistent pre-determined criteria.
For internatuinal candidates we may replace this with a formal phone or virtual interview.
Most people become nervous during interviews. With some preparation and practice, you can put your best foot forward. We design our interviews to give us an opportunity to get to know you better. For candidates, they supply the opportunity to ensure we are a good fit for you. You also get to know the team that you may be joining. We recommend you:
Research the role, the department, and the organisation and think about why you want to join the team.
Allow plenty of time to travel to the site and find the interview room. Also, allow enough time to compose and prepare yourself. Allow enough time to login and test your technology if you are attending a virtual interview.
Revisit your application and review your selection criteria. Brainstorm examples that address the criteria.
The interview is an opportunity to prove your transferable skills and experience. When responding to the questions, please use specific examples. Include details of the situation and any actions that you took and the outcome.
Keep your responses succinct.
Prepare questions to ask the panel.
Consider the referees you will put forward. We will usually ask you to supply details of at least two referees.
All our employees must have current rights to work in Australia. Candidates will have to supply identification, and may also need to undergo a work rights check. This check happens via the Visa Entitlement Verification Online system, which is managed by the Department of Home Affairs.
Find out more about Australian Work Rights.
We check all registered medical, nursing, and health professionals. This ensures the currency of their professional registration and qualifications. Some candidates must supply evidence of qualifications and AHPRA registration. We will need this evidence upon your application for employment.
You may need a specific qualification for employment. You must then produce either:
the original qualification for us to sight
or a certified copy of the qualification.
We cannot accept a transcript of university/college results as evidence of qualifications.
Find out more about AHPRA registration.
We may use other pre-employment testing and screening in our recruitment processes.
We may ask you to supply details for two work-related referees if you attend an interview. Referees should be people you currently or earlier reported to. They also need to be able to speak about your skills and knowledge (from paid or voluntary work or activity). It is our policy that we contact your current Line Manager for a reference.
Please let your referees know that we may contact them for a reference. It is best to confirm their willingness to act as referees before nominating them. We recommend you send referees a copy of the position description. You should also tell them about the role you are applying for. They can then be well prepared to answer our questions about you. We will ask them particularly about your background and experience.
We will complete our interviews and any pre-screening, and review your application against the key selection criteria. The hiring manager then decides which candidate will be offered the position(s) in collaboration with the hiring panel. We will make a verbal offer “subject to” satisfactory employment checks. These checks include police check, working with children, immunisation compliance, and work visa.
We will then issue the successful applicant an offer of employment. We will also ask them to undergo a pre-employment national police check, which they need to pass. Candidates should then accept their offer and complete the remaining pre-start documentation via our on-boarding portal. Your manager will contact you to confirm your commencement information and develop an induction plan.
All our staff must undergo a police record check before commencement. Any offer of employment is subject to a satisfactory police check. We treat police certificates as confidential.
Department of Health Guidelines for Immunisation of Health Care Workers apply. These guidelines mean that all staff must prove immunity to specific preventable diseases.
All staff must have immunisations following their position's category requirements. This protects the health and safety of our community.
The nature of the role being undertaken will be key. This role will decide which immunisation category (A, B, C) applies. The role will also decide the immunisations the individual needs. You must supply evidence of immunisation and/or serology. Such evidence will confirm you are free from risk. We include this as part of the on-boarding process, and it is a condition of an employment offer.
Find out more information on health care worker immunisation.
All Health Care workers need a COVID vaccination. This is a directive of the Victorian Government. Successful candidates will have to supply evidence of vaccination against COVID-19.
Only the following are acceptable evidence of vaccination:
You may be working in an area set up to care for children. You may also have regular, direct, and unsupervised contact with children. In such cases you will need to hold and keep a Working with Children Check (WWCC). Employees must already have a WWCC before starting employment with us, and must ensure they continue to keep a current WWCC at their own expense. If you are unsure about whether you need a WWCC, contact the hiring manager for the job advertised.
Working with Children Checks remain current for five (5) years. You can use a single employee permit for more than one employer.
Find out more about Working with Children Checks.
We will let you know of the outcome of your application via email or phone. You can request feedback on your application if you are unsuccessful.
We welcome and encourage you to sign up for our job alerts if you are unsuccessful. You can then apply for any future vacancies that may arise.
We are building the world’s best cancer workforce. In this pursuit, we encourage the continuous development of current employees. We also encourage the appointment of employees into different internal opportunities.
If you are a current Peter Mac employee looking to apply for an internal opportunity, you should do so via the ‘Employee Login’ section of the careers portal. This will ensure that the hiring manager can find you as an existing Peter Mac employee. Your People Hub profile will also link to your application.