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To find a job you need the right kind of people on your side. At People@Work, we believe that finding a job should not need rocket science. We have assisted thousands of skilled local people in their job search. We don’t expect you to simply upload your resume and sit back and wait. We have real people look at your resume, and understand that it’s hard to sum up your life, career and background on a few pieces of paper. That’s why our door is open for you to pop in for a chat, and we encourage you to call us on 03 5221 5599 (Geelong) or 03 5333 5730 (Ballarat) to make an interview appointment. We’ll take the time to meet with you so you can elaborate on your skills and attributes. Together we can see where we can support you in your search for your “next step”.

It’s all about people

Employment is all about people, that’s why we provide a highly personalised service to link you with the regions’ best employers. We get to know you. We build a picture of your skills, knowledge and attributes so we can make a balanced and considered introduction when matching people to businesses. For us, it’s all about great people, strong skills, integrity and community. That is why job seekers and local employers can rely on us.

We’re currently advertising for..

The jobs listed below are not the only jobs we are recruiting for, so if you are looking for a job, call us (on 5221 5599). You can also register your details and upload your resume and cover letter here:

Resume Templates

Your resume is a quick reference guide for recruiters and employers. To avoid the common resume mistakes download one of our Resume Templates.

Cover Letter Template

Many employers expect a strong cover letter when you apply. If  you need help writing a strong cover letter, download our Cover Letter Template.

Salary Benchmarking

Overpaid or underpaid? We’re happy to provide you with an overview. Click here to request your personal Salary Benchmarking report.


Frequently Asked Questions for Job Seekers…

Does anyone actually read cover letters?

Is it worth writing cover letters anymore? As recruiters, the answer is more than only “yes”. A great cover letter can really boost your chances of clinching the job. Your cover letter is your first impression and first impressions count.

Sometimes you can really woo a recruiter or an employer with a cleverly crafted and designed letter. Candidates who nail the cover letter really boost their chances of landing an interview. A cover or “covering” letter sells your resume to the recruiter or employer. Whilst your resume underlines your work history, current responsibilities, achievements and education, the cover letter is designed to pique the interest of the reader encouraging them to find out more. It explains why you’re applying for the job, showcases the key points from your resume and includes relevant additional information.

Recruiters read hundreds, if not thousands of cover letters in their working lives. Here’s what they have to say:
Louise Rau our Recruitment Manager“I absolutely do read cover letters. The cover letter helps us qualify (a new candidate). We have daily candidate reviews and the cover letter helps tell us if Is can assist them. Great cover letters help us sell candidates to clients. If you’re applying direct, hiring managers and human resources teams also find cover letters useful to determine whether it’s worth reading further,” says Louise.  The way your cover letter looks will also influence whether or not it will get read. “About three quarters of a page is just right and bullet points really help the recruiter or employer scan for information and keywords. The subheadings should paraphrase the requirements as stated in the job advertisement,” says Rau. 
Sally Madigan our Recruitment Specialist“My take on it is that it doesn’t hurt to send in a cover letter if it is done well, but it can detract from an application if executed poorly. A great cover letter shows you are specifically interested in that vacancy,” says Madigan.“Cater your elevator pitch to be relevant to the vacancy and if the job advertisement mentions certain requirements, make sure your cover letter specifically addresses them. Mirror the language used in the advertisement to highlight how your past experience matches the requirements and will add value to the business. This will help capture the reader’s attention – especially if the recruiter or employer is using an applicant tracking system that scans for keywords. A word of warning: cover letters where the name of the person, the organisation, or both are wrong. If you’re selling yourself as someone with “attention to detail” then a slip up like this is a little like shooting yourself in the foot. While she will still read the letter, a clanger like this doesn’t help with first impressions. Make sure you enlist the help of friends and family to double check your cover letter for typos and autocorrect errors. A spell checker will pick up the worst typos, but not necessarily transposed or autocorrected words. You need another human brain for that.
Finally, remember the cover letter can make the difference between landing that interview, or going back to the drawing board. We encourage you to take the time to pen the best cover letter you can.
Can a recruiter really ask that?

There are things that employers can ask you in a job interview, and there are those they can’t. Surprisingly, those questions aren’t always what you’d expect.

In Australia both federal and state laws make it unlawful for employers to ask job applicants discriminatory questions. There are circumstances, however, when you might be asked a question you’re not expecting that is perfectly legitimate. You can be asked, for example, if you smoke, says employment lawyer Sara McRostie of Minter Ellison.

McRostie says the laws are slightly different in each state. For example in Victoria and Queensland, a prospective employer cannot ask a job applicant questions that resemble discrimination, unless they can demonstrate the information is reasonably required for a purpose that does not involve discrimination.

We’ve provided detail on five questions employers can ask, to ensure you’re prepared and informed for your next job interview:

  • If you’re a particular age. Generally, your age is irrelevant, says McRostie, but where age does pertain to the specific requirements of the job, such as the service of alcohol, questions about age can be asked. Once you’ve secured the role, an employer will need to know your date of birth for taxation, superannuation and remuneration entitlement reasons, which is perfectly lawful.
  • If you have the right to work in Australia. Discrimination on the base of race or ethnicity is an absolute no-no in Australia. But employers are entitled to ask you to provide proof of your right to work in this country. This means you can be asked if you are an Australian citizen or have the appropriate visa to work, says McRostie. The Australian Human Rights Commission has published a guide to racial discrimination in the workplace, but there are exceptions. Queensland’s Anti-Discrimination Commission cites an example of where it might be a genuine occupational requirement for an employee to be of, or have connections with Aboriginal or Torres Strait Islander heritage. “In these cases it may be appropriate for employers to advertise for an ‘identified position‘,” says McRostie, as certain health-related jobs, for example, require specific local, cultural or gender-based knowledge.
  • If you have any medical problems. Asking questions about your health or requesting that you undergo a pre-employment medical check, is lawful says McRostie, but employers need to be very cautious. Questions about your health must be related to the potential health risks associated with the job or the industry, and your ability to perform the specific elements of the job.
  • If you have a criminal record. It’s okay to ask this, says McRostie, and to make an offer conditional upon you obtaining and providing a satisfactory criminal history check. However, there are some limits on how criminal history checks are used, she says. If you think you have been refused a job because of your criminal record, you can lodge a complaint with the Australian Human Rights Commission. The Commission will investigate the complaint and, where appropriate, try to resolve the issue through conciliation.
  • If employers want to check your credentials. Employers can request checks for things such as academic qualifications and degree verification there is a legitimate reason for doing so. However, you need to provide your consent before a background check is undertaken.

Finally, Fair Work Australia says that any employee who needs advice or assistance in relation to their rights or obligations under workplace law, can contact the Fair Work Infoline on 13 13 94, or visit Resources available on the Fair Work Ombudsman’s website also include information relating to discrimination laws.

What is a recruiter looking for during an interview?

There are standard interview questions you’ll come across when interviewing for any job, regardless of the industry or level of seniority. You may find yourself being asked them every time you go for a role, but there’s a reason for that – they’re tried and true formulas for hiring managers and recruiters to find out who you are and what your motivation for applying for the role is. Acing them is as simple as taking a moment to reflect on the basics, such as how you like to work and what your passions are. And who doesn’t want to think about that?

To help you out, our team have shared four common job interview questions you’re likely to face, and tips on how to answer them with such pizzazz that you’ll be signing a contract in no time.

  • Whats the ideal next “best career step” for you, or what was it about this role that attracted you to it? This question can inspire anxiety in even the most organised interviewee – it can be hard to articulate your hopes and dreams. The trick is to show your enthusiasm for growing, says senior recruitment consultant Lyndsey Walker. “The client wants to find out whether you see this role as a stepping stone or if you have an ambition to climb the ladder at the company,” says Walker. So highlight your ambition with your suggested development plan.
  • What are your interests outside of work? Recruiters aren’t being nosey when they ask what you like to do on your downtime. Walker says, “Culture fit is far more important than it was years ago, so recruiters may use this question to determine whether you are the right cultural fit for the company. Getting an understanding of your interests outside of work is an effective way to understand this.” Think about this before the interview, so that you’re not left scrambling for an answer when you’re put on the spot, Walker says. “Always have answers prepared for a question about hobbies and make sure they’re appropriate! They could be following a favourite footy team, playing an instrument or volunteering.”
  • Why did you leave your last job? Depending on the circumstances surrounding your departure from your last role, this question can be tricky. The way to ace it is to not dwell on the past, says recruitment consultant Bronwyn Collins. “When answering this question, focus on your reason for taking the next role, rather than spending a lot of time on what lacked in your last role. Discuss what interests you have in the role you’re interviewing for that might have been lacking professionally in your last role.” Collins says it’s also wise to not speak too negatively about your last role, and avoid talking about “cultural fit issues”.
  • How would you describe your ability to build effective relationships? No man is an island – even NASA astronaut Scott Kelly had to work with other people during his year in space. So naturally recruiters will ask about your ability to work with different people. Manager Dale Young says they may even ask you to discuss a time when you had to deal with a difficult person. “In this case, examples are best. Answer with a situation, how you managed the situation and what the outcome was, to give the interviewer a good understanding of how you work with others to achieve outcomes.”
What should my resume include?

If luck is what happens when preparation meets opportunity, it’s time to make it happen by updating your resume.

Once your resume has covered the basics, it’s crucial to include the elements that will make you look like the best candidate for any role: showing your eye for detail is locked onto industry trends.

  1. Make yourself known. It’s a simple thing many people miss: include your contact details in your resume. Include them in the header or footer of your resume to make sure they appear on every page. Any second spent looking for your email or phone number might just consign you to the reject pile.Another way to make yourself known is slightly contentious – should you include links to your social media? The short answer is only if you’ve spent time building a personal brand on social media discussing topics relating to your job, and to show you’re part of the industry.While it may not be an obvious choice to include your social media accounts, Charles Young, Director of recruitment specialists Citak, says employers will search potential employee social media accounts even if you don’t include them, so, “if you get shortlisted, you may as well anyway.”“Even developers need to show their GitHub account,” explains Charles. “People should show they are passionate about the job they’re applying for as an extension of the social media blueprint”.Before you link, remember to review all your social media channels and make sure you have the appropriate security measures on all your posts and accounts.
  2. Make it look good. A resume that’s easy to look at is one that’s easy to read and hard to dismiss, so making sure your resume looks good can only help your job search.It’s easiest to read clear, legible black font (10 to 12 point size, preferably with a serif font) on a white background for high contrast, especially when a harried employer is reading their 40th resume.The big trend for 2016 is infographic resumes, especially for sales/marketing and tech jobs. Plot your career milestones, brands, work results and skills. It’s the perfect way to stand out from the pack and show a little more of your personality. Have a look online for inspiration and take the lead.
  3. Make it read well. It doesn’t matter how many colours or graphics you use if your resume doesn’t read well. Potential employers will look at your resume on a screen, which will alter their reading behaviour and if they’re pressed for time, make it easy for them by keeping it simple. List what you did, what you achieved and move on to the next job. Get rid of information that won’t hire you (hello, old software programs) and use bullet points and an active voice so employers can scan instead of dig for information in your resume.
  4. Make it match the job. When employers read your resume, they’re looking to see how you meet the advertised job description. If you use the words from the job ad and description in your resume, you’re showing that you have the exact skills they’re looking for.This is because some employers will run resumes through an Applicant Tracking System (ATS), which is on the look out for specific keywords (generally also included in the job ad). If they’ve mentioned a skill or requirement, use those terms to describe your own professional experience.If that feels cumbersome to do throughout the entire resume, have a skills summary at the top of your resume and list the shared skills and requirements up top – that way it’s easy for both the reader and the ATS.

Temporary Recruitment

We provide skilled, fully screened and assessed temporary labour or administrative staff to assist your operations. Our temp/labour hire solution provides your business with the flexibility to scale up or manage variable workloads, without long-term fixed employment commitments.

Permanent Recruitment

Our permanent recruitment consultants are specialists in permanent and executive recruitment and provide practical, efficient solutions to sourcing and selecting the best candidate for your organisation.

Human Resources

Our qualified and highly experienced HR professionals assist you with every aspect of your human resource needs, from search, screening, skills check, to contract negotiation.


Termination, redundancy and corporate change can be traumatic for everyone involved. Our professional consultants are highly experienced in outplacement and career transition programs and are here to support your company and employees during these difficult times.

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