Why Interrelate?

One of our key objectives is to attract, nurture and grow highly skilled employees with strong capabilities, experience and knowledge who can deliver services to clients and to the wider community.

Our success in this is due to:
  • utilising best practise recruitment processes.
  • professional and supportive management. Managers receive regular supervision and professional development, through Interrelate’s Manager’s Development Program and Emerging Leaders Program.
  • all staff receiving support and guidance through line management, supervision and coaching, along with support from Interrelate’s Code of Conduct and Interrelate’s Workforce Capability Framework. Service-delivery staff access supervision to support self-reflection, debriefing and continuous improvement.
  • staff being provided with a minimum of 40 hours’ professional development training per year. Training and development programs and strategies that address gaps in the employment market.
  • Interrelate’s Quality Staffing Framework, a professional development tool supporting staff who commence work with Interrelate, providing a six-month structured development program to ensure staff perform services to the quality expected and are supported with their onboarding.
  • Interrelate’s Workforce Development Plan, providing guidance for the organisation as it looks towards meeting client needs in the future.
  • being an ‘employer of choice’ through the provision of above-award wages, extra days of paid leave, a rewards and benefits program, and staff engagement programs. Read more about what we offer.
  • supporting Equal Employment Opportunity practises and diversity in the workplace.
  • Interrelate’s Staff Wellbeing Program, focusing on the physical and emotional wellbeing of our staff.

What happens when I apply for a position?

Online applications
Candidates will be required to respond to various selection criteria around their professional and educational background to determine their suitability to the role they are applying for.
Selection process
Following the closing date, the recruiting manager will assess who they will invite to interviews. Those successful in being offered an interview will be contacted by the recruiting manager to organise a day and time, followed with an interview confirmation email.
Progressing candidates will attend a 60- to 90-minute interview with a selection panel to assess their suitability to the position, by addressing the key requirements of the role.
Pre-employment checks
All successful candidates will be required to undergo a national police check, a Working With Children check and a qualification check (dependent upon the role). All unsuccessful applicants will be notified throughout the recruitment process to ensure they are not waiting on a response for extended periods of time.