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NLJ job process

Job Process

NLJ acts as a strategic facilitator, bridging the gap between Australian employers seeking skilled talent and international candidates pursuing employment opportunities in Australia, through a clear, 7-step process.

Required Documentation

To get started with the NLJ Job Seeker Process, prepare the following documents:

Updated Resume
Detailed Work Experience
Work Sample Evidence
Two (2) Work References
Two (2) Personal References
Passport Copy
National ID Copy
Profile Picture

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NLJ Job Seeker Process

NLJ acts as a strategic facilitator, bridging the gap between Australian employers seeking skilled talent and international candidates pursuing employment opportunities in Australia.

1

Resume Evaluation

Initial review of the job seeker's current CV to assess format, content, and relevance.

2

Resume Optimisation

Modifying the resume to comply with Australian job market standards and industry best practices.

3

Cover Letter Preparation

Drafting a tailored, professional cover letter aligned with Australian employer expectations.

4

Candidate-Employer Matchmaking

Identifying suitable employment opportunities and aligning job seekers with roles in the appropriate Australian cities.

5

Job Applications

Proactively applying for relevant roles on behalf of the candidate through our employer network.

6

Shortlisting and Direct Connection

Upon being shortlisted, NLJ facilitates direct communication between the job seeker and the employer to proceed with interviews and next steps.

Employer Feedback Awaited

The job seeker waits for responses from potential employers.

Frequently Asked Questions

The timeline varies by industry and employer size, but a typical Australian hiring process takes 2–6 weeks from application to offer. Large corporations and government roles can take longer (8–12 weeks), while small businesses or urgent hires may move faster. The process usually involves an application, phone screen, one or two interview rounds, reference checks, and then a verbal and written offer. F4MG recommends starting your job search several months before your intended move to Australia.
Australian employers commonly use behavioural interview questions, "Tell me about a time when you…" or "Give me an example of how you handled…" These are designed to assess past performance as a predictor of future behaviour. Use the STAR method (Situation, Task, Action, Result) to structure your answers. You should also be prepared for competency-based questions about problem-solving, teamwork, communication, and leadership. Research the company thoroughly before any interview.
Yes. Reference checks are standard practice in Australia and are taken seriously. Most employers will contact 2 professional referees who can speak directly to your work performance. Referees should be former managers or supervisors, not colleagues or personal contacts. Prepare your referees in advance by letting them know they may be contacted and briefing them on the role you have applied for. Strong, specific references can be the deciding factor in competitive hiring decisions.
Superannuation (super) is Australia's compulsory retirement savings system. Your employer must contribute 11% of your ordinary time earnings into a nominated super fund at least quarterly, on top of your salary. Super starts from your first day of employment, and you will be asked to nominate a super fund when you begin a new role. If you do not choose a fund, your employer will assign a default fund. When you leave Australia permanently, you may be able to claim your superannuation balance as a Departing Australia Superannuation Payment (DASP).
You are not always legally required to volunteer your visa status, but you must be honest if asked, and you must have the right to work in Australia for the role you are applying for. Many Australian employers ask about work rights during the phone screen stage. If your visa has work conditions or restrictions (for example, hours limits on a student visa), these are important to disclose. Being upfront about your status, and demonstrating your pathway to longer-term work rights, is generally the best approach.
Before signing, carefully review: your job title and classification, base salary (and whether it is "inclusive of super" or exclusive), weekly hours and overtime expectations, leave entitlements (annual, sick, parental), notice period for both parties, any restraint of trade or non-compete clauses, probation period, and whether the role is permanent, fixed-term, or casual. If anything is unclear, ask for clarification before signing. F4MG recommends comparing your contract against the applicable Modern Award to ensure you are not being paid below minimum entitlements.

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