Application Process

Our job portal lets you look through all the roles we currently have open. You can find all the info you need and apply directly from the portal.

When you apply, an applicant profile will be created automatically for you. This is where you’ll see updates on your application. It can also be used for any future applications you might have with us. You'll get asked during the application form about adjustments - this is where you can chat to us about any changes to the normal application process that you might need. 

Our recruitment team read each and every application, so make sure you give yourself lots of time to prepare your resume, cover letter and any responses as best you can.  

If your application makes it through to the next stage, for some roles you’ll receive a call from the recruiter. They’ll guide the conversation with a range of questions to get to know you and give you a great opportunity to showcase your skills, experience and personality. You’ll also get the chance to ask questions, so it’s definitely worthwhile spending some time to think of some ahead of time. 

As part of your recruitment experience, you may be asked to complete some online behaviour-based games.

As you play the games, all of your interactions and responses are being captured so we can get a holistic understanding of your soft skills - the cognitive, social and emotional factors that influence how you show up at work. There are no right or wrong answers when it comes to the games, the data purely sheds light on your individual behavioural profile and how this aligns with the role you have applied for. The games are quick and easy to complete and at the end you will get your own personalised insights report. Click here for more information about pymetrics.

If you’re successful in the phone interview stage, the next step will be to meet the hiring manager and other panel members for a formal interview either virtually or in-person. This is your best opportunity to showcase your skills, achievements, experience and personality directly with the hiring manager for the role you’ve applied for.  The hiring manager will also share more details about the role, give you a better idea of the day to day and what it’s actually like being part of the Bendigo Bank family. They’ll also give you time to ask any questions you might have about the role, team, culture or anything else you’d like to know about the role or working at Bendigo Bank.  

In other cases, you’ll receive an email confirming you’ve progressed to the next stage. These types of roles might ask you to complete an online assessment or attend a Virtual Recruitment Day.  

The assessments are behaviour-based games designed to give us a holistic understanding of your soft skills – the cognitive, social and emotional factors that influence how you show up at work. It’s important to note that there aren’t any right or wrong answers with these, it’s just another way we can get an idea of your behavioural tendencies and see how they match the role you’ve applied for.

If you’re asked to attend a Virtual Recruitment Day, you’ll get to meet some of the recruiters and potential new team members via Microsoft Teams. During the day you’ll participate in the interactive and informal group activities but don’t worry, you’ll also get your chance to shine through with an individual interview. 

Depending on the role you apply for, certain checks will be made. The type of check will depend on the role but can include things like National Police Checks, employment reference checks or other licence/certification checks. Of course, we’ll be in touch with you before any checks are conducted to discuss the details and requirements. 

If you’re successful through the interview process, the only things left to do are to review the formal offer of employment and accept. Your onboarding docs and info will also be provided to get you started with us, all through the same online profile you setup when you first applied. 

A: If you have a current application, please check your recent emails for your recruiter's contact name and email. If you do not know your recruiter or have not yet applied, please contact careers@bendigoadelaide.com.au or call 1300 301 551 (Option 1).  

A: You can login to your Applicant Profile at any stage to see the status of your application. Communication through the recruitment process will come via email to your registered email address, or by phone.

A: Absolutely. Please contact Catherine Johnson, Senior Recruitment Advisor at catherine.johnson@bendigoadelaide.com.au to arrange a confidential discussion.

A: Our Talent Network and Applicant Profiles are two separate platforms and logins. You can unsubscribe from communication and job alerts by logging into your Talent Profile here.

A: You can submit applications for multiple roles. In some cases, different roles are managed by different recruiters, or there could be more than one position you're interested in. If you were recently unsuccessful and would like further feedback, please contact your recruiter prior to reapplying.

A: We're a proud advocate and supporter of workplace accessibility. You can contact us:

1300 301 551 (Option 1)

careers@bendigoadelaide.com.au

The National Relay Service can assist those who are deaf, hard of hearing and/or have a speech impairment to make and receive phone calls.

A: Our internal talent acquisition team handles recruitment across the group. Please contact careers@bendigoadelaide.com.au for further information.

A: You can find details of our Recruitment Privacy Statement here. If you have applied for a role with us and no longer wish to have an Applicant Profile, please contact us on careers@bendigoadelaide.com.au.

A: In the rare event that you experience technical issues please use the instant chat support  or read the FAQ’s. You can also submit a ticket with pymetrics directly, but we recommend using the chat support for the fastest response.

A: Bendigo and Adelaide Bank does not permit the use of A.I. by Applicants during interview or other parts of the selection process including psychometric and behavioural assessments, virtual panel interviews and assessment centres, scenario-based assessments and presentation material. Therefore, Applicants using A.I. in any of these circumstances will be ineligible to proceed. ​ 
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We understand traditional recruitment processes may present barriers for some people. Therefore, if you require reasonable adjustments, please speak with your Talent Acquisition Advisor who will be happy to assist you - as this restriction does NOT include software/technology used to support Applicants who require reasonable adjustments.