Our recruitment process
Apply onlineIf you are interested in joining our iron ore business, please apply for vacancies online.
Acknowledgment of applicationWhen you apply for a job with us, you will receive a confirmation email that your application has been received.
Review the application
Our recruitment advisors will review your application and resume (or curriculum vitae) and determine a shortlist of applicants.
You will be contacted within three to four weeks of your initial application. If you are selected to proceed through the selection process you will be contacted and advised of the next stage in the recruitment process. If you are unsuccessful at this stage, you will be notified by email.
In Australia, there are two recruitment processes we use: standard recruitment and selection centres.Standard recruitment
Candidates are shortlisted and invited to attend an interview with relevant company and human resources representatives. Objectives of the interviews are to:
- enable the interview panel to determine the best person for the vacancy
- provide the candidate with information about the company
- collect any qualifications, tickets or licences as required by the company to allow the candidate to perform the role, for example, trade certificates and first aid certificates.
On completion of the interview stage, the interview panel will determine those candidates to be progressed to the next stage in the recruitment process.
Successful candidates are invited to undertake aptitude and behavioural tests to observe their performance and likely future performance. These tests provide an objective assessment to ensure better employment decisions in a fair manner.
Unsuccessful candidates will be contacted by phone on the outcome of their application.Selection centres
A selection (or assessment) centre comprises a series of activities that extend beyond the traditional interview, whereby assessors monitor the behaviour and responses of candidates through exercises and activities. These activities include:
- a team-based exercise, to assess how individuals behave in a team environment
- a role play, to assess how individuals respond to a given situation simulated in a one-on-one basis with a colleague
- abilities testing relating to the position being recruited for an interview
- an interview with a candidate to provide the candidate with information about the company and note any qualifications, tickets or licences as required by the company to allow the candidate to perform the role, for example, trade certificates and first aid certificates.
The exercises are drawn from real work examples, and are designed to bring out candidates' behaviours in relation to the competencies deemed important for the role.
In the final stage of both recruitment processes, candidates are invited for a medical assessment and their references will be checked. At this stage candidates for residential positions may be invited, along with partners, for a site visit.
Provide referencesReference checks are to confirm the interviewer's assessment of the candidate. The candidate's permission must be obtained before formal reference checks are carried out. The purpose is to confirm factual information about the candidate's previous work history and achievements and to assist in determining suitability within the business.
Pre-employment medicalWe are strongly committed to maintaining a healthy workplace. Prior to a final selection decision, candidates must undertake a pre-employment medical check to ensure fitness for work.
Site visitsPreferred candidates may be given the opportunity to visit the site and town where they will be based. This generally occurs only if the role is at a residential site, however site visits to fly-in/fly-out operations may also occur.
The site visit gives the candidate the opportunity to meet the team they will be working with, assess the town, accommodation and other facilities.