CXfirst From Norway, joined Jan 2007, 3075 posts, RR: 1 Posted (2 years 4 weeks 14 hours ago) and read 8020 times:
I recently applied for a part-time job working for Qantas Ground Crew (at PER), and have been invited to a Qantas Assessment. The email didn't say much, just saying there would be some info about Qantas Ground Crew, a group activity, and a short one-on-one interview.
I was wondering if there were any Qantas employees (or anyone with tips) with any info about what this assessment will be like, and if they had any tips (anything, including what to wear, anything that will impress recruiters, etc.)
Also, does anybody know what I should expect with a rotating roster?
The position is a part-time (they stated 20+ hours). I'm currently at uni, but I have a very open schedule, with only 9am-11am Tuesday and Thursday being days I cannot miss. Everything else is recorded, or movable (can even be changed every week). Will this hinder me from the job? Also, November is when I finish, apart from exams for two weeks (but only 4 sessions), I will have nothing on my plate until uni starts again first week in March.
I wasn't quite sure what to expect, seeing as it was a part-time job (cannot be too many people that can afford to have a completely open schedule, yet only work a part-time job).
pugsley From Australia, joined Jan 2010, 188 posts, RR: 0
Reply 1, posted (2 years 4 weeks 13 hours ago) and read 8013 times:
Q: What to wear?
A: Think about what the QF uniform is and match that. So a suit and tie, polished shoes and conservative hair, no visible piercings or tattoos.
Q: What will impress recruiters?
A: In a group scenario, they will be looking for those who lead conversation. So that does not mean take over and do all the talking so no one else gets a chance. Make sure your the guy who says their piece, and then make sure everyone gets a chance to say their view. If you notice someone not talking, invite them to voice their opinion, ask people about different options and get people debating by leading all opinions in the conversation. Show you are a leader, and can work and influence a team.
For the one on one interview, in terms of preparation, think of previous stressful scenarios you have faced and how you dealt with them at either work or uni group assignments. Think of times you have helped someone and what you did well. Think of a time when you haven't handled a situation well, what you learnt and how you would do it different in the future.
I can't help with much else, but hope this is a good starting point to get you thinking and preparing some answers. All the best!
rmm From Australia, joined Feb 2001, 524 posts, RR: 1
Reply 2, posted (2 years 4 weeks 1 hour ago) and read 7894 times:
Pugsley has correctly described the interview process. It's often referred as "Targeted selection" or the "STAR" interview.
STAR = situation or task, action result. You can google them to see how they work and how to develop responses.
An example will be, tell us about a time you had a conflict with a workmate. (This is the situation or task part)
What did you do to resolve it. (action) Do you get on with your workmate now? (result)
They will more than likely ask you a safety related question. Have you yourself or have you seen someone break a safety rule? You will use the STAR technique again to respond .
They will ask you at the end if you have any questions. Play up to them. They love safety.
CXfirst From Norway, joined Jan 2007, 3075 posts, RR: 1
Reply 3, posted (2 years 3 weeks 5 days 18 hours ago) and read 7689 times:
Thanks for the tips.
Have the interview/assessment on October 5th. Longer wait than I wanted, especially if it ends up not fitting with my schedule. If I get any other job interviews/offers before then, I'll probably need to take it.
Read on the net that the recruitment process with QF can be very slow, with people not getting any communication from QF after there assessment for weeks, even if they had been given a verbal "everything looks good".