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Create ResumeGetting your first job in Australia is not about sending the same resume to every job ad and hoping someone feels generous. Employers want to see that you understand the role, can communicate clearly, are reliable, and have some practical reason to be considered even if you have limited local experience. Your first job might come through retail, hospitality, administration, customer service, warehousing, care work, an internship, a graduate role, a casual position, or a referral. The strategy is the same: make yourself easy to understand, easy to trust, and easy to shortlist. In recruitment, the first job is rarely won by the “perfect” candidate. It is usually won by the candidate who removes doubt fastest.
When people search for how to get their first job in Australia, they are usually not asking one simple thing. They are often asking several hidden questions at once.
They want to know:
How do I get hired with no Australian experience?
What should I put on my resume if I have limited work history?
Which jobs are realistic for a first role?
Why am I applying and not hearing back?
Do employers care more about local experience than skills?
How do I speak confidently in interviews when I feel inexperienced?
This is where most generic job advice becomes useless. It tells people to “network”, “tailor your resume”, and “be confident”, which sounds lovely until you are sitting there with no interview calls and a resume that feels thinner than a cafe napkin.
The real issue is trust. When an employer looks at a first job applicant, they are trying to answer a few practical questions quickly:
One of the biggest mistakes I see first time job seekers make is applying too broadly. They apply for retail assistant, receptionist, marketing coordinator, warehouse picker, admin officer, barista, HR assistant, customer service consultant, and graduate analyst roles using almost the same resume.
That does not make you look flexible. It makes your application look unclear.
Australian employers are not sitting there thinking, “What an interesting multi passionate candidate.” They are usually thinking, “I cannot tell what this person is actually suited for.”
For your first job, choose a realistic job lane first. Not forever. Just for the next three months of applications.
Common first job lanes in Australia include:
Retail assistant
Cafe or restaurant team member
Customer service representative
Reception or administration assistant
Warehouse assistant
Can this person do the basics of the role?
Will they turn up on time?
Can they communicate with customers, colleagues, managers, or clients?
Do they understand workplace expectations in Australia?
Will they need too much supervision?
Are they genuinely interested or just applying randomly?
Your job search needs to answer those questions before the employer has time to assume the worst.
Delivery or logistics support
Disability support worker or aged care assistant, where checks and requirements are met
Childcare trainee or assistant, where checks and qualifications are required
Internships or graduate roles
Entry level sales roles
Call centre roles
Hospitality roles
Junior office support roles
The point is not to limit your future. The point is to make your current application believable.
A hiring manager does not need your entire life potential. They need a reason to call you for this job.
Australian hiring culture is often more practical than formal. Employers still care about qualifications, but for many first jobs, they care more about reliability, communication, attitude, availability, and whether you can handle the actual environment.
This is especially true in customer facing and operational roles. A restaurant manager does not only want to know that you are “hardworking”. They want to know whether you can stay calm during a busy Saturday shift. A retail manager does not only want “team player”. They want someone who can approach customers, follow store procedures, handle feedback, and not disappear after two weeks. An admin manager does not only want someone with Microsoft Office listed. They want someone who can write a clear email, update records accurately, answer calls professionally, and ask sensible questions.
Employers often say they want “experience”, but what they actually mean is: “I do not want to take a risky guess.”
That is an important distinction.
You may not be able to give them years of experience. But you can reduce the feeling of risk by showing transferable skills, relevant examples, clear availability, professional communication, and a focused resume.
A first job resume in Australia should not pretend you are more experienced than you are. Recruiters can spot inflated resumes quickly, and honestly, it creates more doubt than confidence.
What works better is a clear, honest, well positioned resume that shows:
What kind of role you are targeting
Your availability
Your relevant skills
Any study, volunteering, placements, projects, casual work, family business help, school leadership, community involvement, or practical experience
Your work rights if relevant and appropriate
Any required certificates, licences, checks, or training
Clear contact details
A simple, readable layout
Your resume does not need to be fancy. In fact, for many first jobs, fancy formatting makes it worse. Applicant tracking systems and busy recruiters prefer clarity. The resume should be easy to scan in seconds.
No formal experience does not mean no evidence. It means you need to translate your background into workplace relevance.
You can include:
School or university projects involving teamwork, deadlines, presentations, research, customer research, data, planning, or problem solving
Volunteer work
Community work
Sports leadership
Student clubs
Helping in a family business
Informal babysitting, tutoring, pet sitting, event help, market stalls, or community events
Internships or unpaid placements
Certifications
The trick is not to dump everything onto the page. The trick is to make the employer understand why it matters.
Weak Example
“Worked on university group project.”
This tells me almost nothing. Everyone has worked on a group project, and half the time that means one person did the work while three people mysteriously became “busy”.
Good Example
“Completed a group research project requiring weekly coordination, task allocation, presentation preparation, and final delivery to a deadline.”
This is still entry level, but now I can see communication, teamwork, organisation, and accountability.
Australian experience matters in some hiring decisions, but not always for the reason candidates think.
Employers are usually not rejecting people because they have a personal obsession with the word “Australian”. They are often unsure whether the candidate understands local workplace expectations, customer communication, safety standards, pace, systems, or industry norms.
For migrants, international students, working holiday makers, and new arrivals, the goal is not to apologise for overseas experience. The goal is to translate it.
Do not write your resume as if the employer should figure out your background on their own. They will not. They are busy, distracted, and probably reviewing applications between meetings.
Make your experience easy to understand in an Australian context.
For example, instead of only listing a company name that local employers may not recognise, explain the environment briefly:
“Customer service role in a high volume telecommunications store”
“Administration support for a small accounting firm”
“Hospitality experience in a fast paced restaurant environment”
“Warehouse support involving stock handling, order picking, and inventory checks”
This gives the recruiter something useful. It tells them what kind of work you did, not just where you did it.
Not every job ad is equally realistic for a first job seeker. Some entry level ads are genuinely entry level. Others say entry level but quietly expect two years of experience, three software platforms, emotional resilience, and the ability to perform miracles before lunch.
You need to read job ads with a recruiter’s eye.
Good first job opportunities often have language like:
No experience required
Training provided
Junior
Trainee
Entry level
Casual
Weekend availability
Customer service focused
School leavers welcome
Students welcome
Graduate program
Internship
Assistant
Support role
Be careful with job ads that claim to be entry level but list a long set of advanced responsibilities. Sometimes that means the employer wants experienced work for entry level pay. Yes, that happens. No, it is not your imagination.
Also look beyond large job boards. In Australia, many first jobs are found through:
Company career pages
Local business websites
Shopping centre store pages
Hospitality venue social media pages
Community Facebook groups
University career portals
TAFE career services
Workforce Australia
Referrals from friends, classmates, relatives, neighbours, or community contacts
For office roles, online applications usually matter more. For hospitality and small local businesses, timing, presentation, and direct contact can still make a difference.
People often misunderstand networking. They imagine forced coffee chats, LinkedIn speeches, and pretending to be fascinated by someone’s career journey when they really just need a job.
For a first job, networking is often much simpler.
It means letting people know clearly what kind of work you are looking for.
You can say:
“I’m currently looking for my first job in retail, hospitality, customer service, or admin. I’m available on weekdays and weekends, and I’d really appreciate hearing about any places hiring.”
That is enough. You do not need a dramatic personal brand campaign.
Referrals work because they reduce risk. If someone already trusted by the employer says, “She is reliable, communicates well, and is genuinely looking,” that can move your application from unknown to worth considering.
This is not unfair. This is how hiring often works. Employers trust signals. Your job is to create more trust signals.
Tailoring your resume does not mean rewriting every word for every job. That is how people burn out after six applications and start questioning all their life choices.
Tailoring means adjusting the top third of your resume so the employer immediately sees relevance.
For each job, check the ad for:
Job title
Required availability
Main tasks
Required certificates or checks
Customer interaction level
Physical demands
Software or tools
Communication requirements
Industry keywords
Then adjust:
Your resume headline
Your short profile
Your key skills
The order of your experience or examples
Your cover letter, if required
For a retail role, lead with customer service, communication, reliability, sales interest, and availability.
For an admin role, lead with organisation, written communication, accuracy, Microsoft Office or Google Workspace, scheduling, and attention to detail.
For a warehouse role, lead with reliability, physical readiness, safety awareness, stock handling, speed, accuracy, and shift availability.
Same person. Different emphasis. That is positioning.
For many first jobs in Australia, a short cover letter can help, especially when your resume does not tell the full story.
But please do not write one of those lifeless cover letters that says:
“I am writing to express my interest in the position. I am hardworking, passionate, and eager to contribute to your organisation.”
That sentence has been written so many times it should be allowed to retire.
A useful first job cover letter should explain:
Why you are applying for that type of role
What makes you reliable and suitable
Your availability
Any relevant transferable experience
Why you would be easy to train
Keep it short. Employers are not looking for a personal essay. They are looking for signals.
Weak Example
“I am a motivated individual seeking an opportunity to grow and learn.”
This is not wrong, but it is too vague.
Good Example
“I am applying for the retail assistant role because I enjoy customer facing work and can offer reliable weekend and weekday afternoon availability. Through school projects and volunteer event support, I have developed confidence speaking with people, following instructions, staying organised, and working in busy team environments.”
That is clearer. It gives the employer something to work with.
First job interviews are usually not designed to trick you. They are designed to test whether the employer can trust you in the workplace.
They will often assess:
Communication
Motivation
Reliability
Availability
Presentation
Common sense
Customer service attitude
Ability to follow instructions
Team fit
Response to pressure
Willingness to learn
The mistake many first job candidates make is trying to sound impressive instead of sounding employable.
You do not need to perform like a senior executive. You need to answer clearly, show maturity, and give practical examples.
If they ask, “Why do you want this job?” do not say, “I need money.” It may be true, but it does not help them choose you.
Say something like:
“I’m looking for my first job where I can build real workplace experience, and this role interests me because it involves customer service, teamwork, and learning how the business operates. I’m reliable with availability across weekends, and I’m comfortable being trained and taking feedback.”
That answer is not dramatic. It is useful.
If they ask, “Tell me about yourself,” do not give your full biography from birth onwards. Hiring managers are not asking for the documentary version.
Give them a simple professional summary:
“I’m currently studying business and looking for my first part time role in customer service or retail. I’ve developed communication and organisation skills through study projects and volunteer work, and I’m looking for a role where I can learn quickly, contribute to a team, and build strong work habits.”
Clear beats clever.
For first jobs, availability can be the difference between getting shortlisted and being ignored.
This is especially true in retail, hospitality, aged care, childcare, warehousing, events, and call centre work.
If an employer needs weekend staff and your resume does not mention weekends, they may move on. Not because they dislike you. Because another candidate made the answer easier.
Include availability on your resume or application when relevant:
Available weekdays after 3 pm
Available weekends
Available for early morning shifts
Available for evening shifts
Available during university holidays
Available for casual shifts
Available to start immediately
Be honest. Do not say you are available seven days a week if you are not. That creates problems later and damages trust quickly.
Hiring managers remember candidates who are difficult before they are even hired.
Before you apply seriously, make sure you have the practical basics prepared.
Depending on your situation and role type, this may include:
A professional email address
A working Australian phone number
A simple voicemail message
A completed resume
A short cover letter template you can adapt
Contact details for referees, if available
Tax file number or evidence that you have applied for one
Superannuation details when required after hiring
Work rights information if relevant
Relevant checks, licences, or certificates
Responsible Service of Alcohol certificate for many alcohol service roles
Working with Children Check for relevant child related roles
Police check for some care, security, finance, government, or trust based roles
First aid certificate if useful for the role
Do not put sensitive identity documents into random applications unless required through a legitimate process. Be careful with scams. Real employers may ask for formal onboarding details after an offer, but you should still pay attention to whether the process feels legitimate.
I say this with kindness, but also honestly: desperation leaks into applications.
It appears when candidates apply for every job regardless of fit, write vague cover letters, ignore the job requirements, over explain their situation, or make the employer feel responsible for giving them a chance.
Employers do not hire because someone needs a job. They hire because they believe someone can do the job.
Your application should not communicate, “Please help me.”
It should communicate, “Here is why I am a sensible person to consider for this role.”
That shift matters.
You can be new. You can be nervous. You can have no formal work history. But your application still needs to be positioned around the employer’s problem, not only your need.
The employer needs someone reliable, trainable, available, and suitable. Show that.
Following up can help, but only when done professionally.
If you applied online for a corporate or large company role, wait about a week before following up unless the job ad gives different instructions.
If you applied to a local cafe, restaurant, store, or small business, a polite follow up after a few days can be useful.
A good follow up is short:
“Hi, I recently applied for the team member role and wanted to follow up to confirm my application was received. I’m very interested in the opportunity and available for shifts on weekdays and weekends. Thank you for your time.”
Do not follow up every day. That does not show enthusiasm. It shows that you may become an inbox problem.
Good follow up reminds them you exist. Bad follow up makes them glad they have not hired you.
Most first job seekers do not fail because they are hopeless. They fail because their application creates unanswered questions.
Common mistakes include:
Applying for too many unrelated roles with the same resume
Using vague phrases like “hardworking team player” without evidence
Not listing availability
Having an unprofessional email address
Missing phone calls and having no voicemail set up
Writing long, generic cover letters
Making the resume too decorative and hard to scan
Not explaining overseas or informal experience clearly
Ignoring required certificates or checks
Applying for roles that are not truly entry level
Sounding apologetic about having no experience
Not preparing interview examples
Giving one word answers in interviews
Not asking any questions about the role
Failing to follow instructions in the application process
One of the biggest hidden mistakes is assuming the employer will “see potential”.
Sometimes they will. Usually they will not have time. You need to make your potential visible.
If you have applied for twenty or thirty jobs and heard nothing, do not just keep going with the same approach. That is not persistence. That is just repetition with emotional damage.
Review the process.
Ask yourself:
Am I applying for roles that genuinely match my level?
Is my resume clearly targeted to one job type?
Does my resume show availability?
Is the first half of my resume strong enough?
Am I using specific examples instead of vague claims?
Am I applying quickly enough after jobs are posted?
Am I including required certificates or checks?
Is my phone number correct?
Is my email professional?
Am I missing calls?
Could my resume formatting be blocking readability?
Am I relying only on online applications?
If you are getting no responses, the problem is usually your targeting, resume, availability, or application volume.
If you are getting interviews but no offers, the problem is more likely interview answers, availability, presentation, confidence, or role fit.
That distinction matters because it tells you what to fix.
Do not take every rejection as a judgement on your worth. Hiring is often messy, inconsistent, rushed, and influenced by timing. But also do not ignore patterns. Patterns are useful. They show you where the leak is.
Here is the simple version I would give someone starting from zero.
Choose one main job lane for now. Retail, hospitality, customer service, admin, warehouse, care support, or internships are all different searches. Pick one primary lane and one backup lane.
Build a clear resume for that lane. Do not make it fancy. Make it readable, relevant, and honest.
Write a short profile that tells the employer what role you want, what you offer, and when you are available.
Use transferable examples from study, volunteering, informal work, projects, sport, community involvement, or overseas experience.
Apply to roles that are actually suitable for first job seekers. Read the ad carefully and avoid roles pretending to be entry level while asking for experienced candidates.
Apply through multiple channels. Use job boards, company websites, local businesses, referrals, career services, and relevant community networks.
Prepare interview answers before you get the interview. Do not wait until someone calls you and then start panicking into a notes app.
Follow up politely where appropriate.
Track your applications. If you do not track them, you cannot improve your strategy. You will just feel vaguely rejected by the entire country, which is not helpful.
Adjust after every ten to fifteen applications. If nothing is working, change the resume, targeting, or approach.
Your first job in Australia may not be your dream job. That is fine. The first job is often a bridge. It gives you local references, workplace confidence, routine, customer or team exposure, and proof that someone has trusted you in an Australian workplace.
Do not underestimate that.
Many candidates want the perfect first role, but the smarter move is often to get a decent first role, learn quickly, build credibility, and then move strategically.
The first job is not the final destination. It is evidence. Once you have evidence, hiring becomes easier.
Employers trust employed candidates more than unknown candidates. It is not always fair, but it is real. One job can make the next one easier because it answers the question employers were previously unsure about: “Can this person work successfully here?”
That is why your first job search should be practical, not precious.
Get clear. Get targeted. Show reliability. Translate your experience. Prepare properly. Make the employer’s decision easier.
That is how you get your first job in Australia without guessing your way through the process.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
Relevant coursework
Language skills
Technical skills
Availability
Awards or achievements, only if relevant
Walking into local businesses where appropriate, especially hospitality and small retail
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