Recruitment process

We’re committed to improving the quality, efficiency and safety of the tram network by employing candidates best suited to the roles we advertise. We strive for the recruitment process to be fair and transparent for all.

Note: Due to the number of applications we receive, the recruitment process can take several weeks. Please be assured, we will contact you as quickly as possible. All applicants, whether successful or not, will receive email notification of the outcome of their application. Thanks for your patience.

Guide to the recruitment process for tram drivers

1. Screening of applications

Our human resources team screens applications for critical elements relevant to the role, including:

  • Customer service experience
  • Drivers licence history
  • Availability
  • Agreement to our terms and conditions
  • Agreement to complete background checks.

Unsuccessful applications will receive notification via email. Candidates that meet the criteria are shortlisted to attend an assessment centre.

2. Assessment centre

Shortlisted candidates are invited to an assessment centre to undergo:

  • A verbal reasoning test
  • A customer service based exercise
  • A multitasking test
  • A reactions test
  • A VicRoads demerit points check.

3. Interview with line managers

Successful assessment centre candidates are invited to a face-to-face interview with our lines managers.

4. Background checks

Checks that must be completed prior to commencing employment include:

  • Police check
  • Reference check
  • Medical and drug screen test.

This step will also include uniform fitting.

5. Offer

Once all checks are complete Yarra Trams can then extend an offer. This will include depot allocation.

6. Onboarding

Induction and training.

Guide to the recruitment process for all other positions

1. Screening of applications

The recruitment team and hiring manager read through applications to match candidates to the requirements of the role.

2. Psychometric tests

Depending on the role, psychometric tests may be conducted. These can include psycho-motor, multitasking, reaction and problem-solving tests. Personality profiling and leadership ability tests may also be conducted.

3. Face-to-face interview

Selected candidates are invited to a panel interview with the hiring manager and up to two other Yarra Trams managers.

4. Background checks

All prospective employees need to comply with:

  • A current national police check
  • A medical and urine drug screen test (performed by an accredited medical provider)
  • Employment reference check
  • Civic compliance check (not relevant for all positions)
  • Fingerprint checks (not relevant for all positions)
  • VicRoads demerit point check (not relevant for all positions).

5. Offer

When the preferred candidate has been identified and has completed the checks above, Yarra Trams extends a verbal offer. If accepted, a contract and all relevant documents are sent to the candidate.

6. On-boarding

An employee's first days with Yarra Trams will involve company and site inductions, as well as other safety related training. Any relevant on-the-job training will begin after these initial days.