Curious how seasonal hiring really works — and what one small choice can mean for your start date?
This short guide walks candidates through the end‑to‑end process for australia post seasonal roles. It covers the quick form, how preferences feed matching, and the moment an email arrives asking to confirm or decline a job offer.
Readers will get clear information on who contacts them, what checks and onboarding to expect, and why early interest boosts chances during the busy year from October to late December.
The guide also explains roles that keep mail parcel flows moving in a facility and on the road, plus tips to prepare IDs, driving assessments and responses to SMS or email.
Use these practical points to present a complete submission, speed up screening and join the team with confidence when a start date appears.
Why apply now: seasonal opportunities across the country
Peak hiring begins in October and continues through November as parcel volumes rise toward late December. This period creates many opportunities for team members who want hands-on roles on the road or in a processing facility.
Applying early improves the chance of being matched to local shifts and gives time to complete checks and induction before the busiest days of the year. Candidates receive updates and next steps by email and SMS, so people should check their inbox and phone regularly.
Demand is spread across regional communities and metro centres, so applicants can preference sites that suit their travel time and roster needs. Roles are clear, safety-focused and designed to help deliver reliable service when it matters most.
With high parcel volumes expected, early applicants often have more choice in roster patterns and locations. Team members who enjoy active work will find shifts that match their availability and skills.
Check you’re eligible: work rights, licence and safety readiness
Ensuring licence, ID and fitness is in order speeds the path from invite to roster.
Applicants must hold valid work rights and bring at least one photo ID in the same name. If names differ, certified change‑of‑name or marriage documents are required.
All candidates face pre‑employment checks that include a nationally coordinated criminal history check, work rights verification, a medical evaluation and alcohol and drug testing. The employer covers these costs, so applicants should action emails quickly to avoid delays.
Those seeking driving roles need a current licence and will complete a driver assessment. They should take glasses if their licence lists vision conditions. PPE such as steel‑capped boots and hi‑vis is mandatory for vehicle and forklift assessments.
Safety readiness means following procedures, using correct lifting technique and wearing PPE on shift. Non‑driving roles also require the same checks and adherence to safety rules.
Review physical readiness, check documents in advance, and meet licence and safety prerequisites to reduce rescheduling and move smoothly into onboarding.
Explore roles before you apply: on the road and in facilities
Choosing between on‑road shifts and facility work helps applicants match strengths to the right role. Van and truck routes are fast paced and customer‑facing, while facility roles focus on machinery, flow and sort tasks.
On the road, a driver loads their vehicle, completes scheduled deliveries and pickups, and returns to the facility to unload and prepare for the next shift. Van drivers often collect from the post office and retail stores, sort items inside the vehicle, and use conveyor belts in the facility to offload larger parcels.
Truck drivers handle higher volumes. Typical runs include many stops and up to eight pickups, moving cartons around 15–20 kg with safe lifting technique. Drivers reverse to docks and belts, follow safety rules, and work closely with a friendly team.
In the facility, forklift operators stack and unstack ULDs, load and unload at the dock, and keep pallets moving for processing. Forklift drivers do daily safety checks, avoid high foot‑traffic zones, and coordinate with colleagues to maintain a steady flow.
Think about preferred conditions: variable weather on the road, or the structured sort and conveyor rhythm in a facility. Watching day‑in‑the‑life videos can give real experience and help set preferences for post office stops, dock work or conveyor unloading.
Australia Post jobs application: start your form and set preferences
Start by giving accurate personal information so recruiters can find the right location and role. Enter contact details, work rights and any availability windows clearly to help match quickly.
Use the preferences area to list preferred role types and two location choices that suit travel time. Declare planned holidays in the form; there is a chance to update dates with the recruiter later for roster alignment.
People can apply for multiple positions, but different recruiters may manage each job and run separate timelines. Keep details consistent across entries to avoid confusion and speed up matching to the right location or business unit.
Save confirmation numbers and copies of submitted forms. Watch email and SMS for next steps; quick replies reduce delays. If an invite is accidentally declined, reply to the original message to ask the recruiter to reassess timelines.
What happens after you apply: matching, invites and confirmations
Submitting the form starts a short matching process that compares your availability and preferred location with open shifts and the right role for you.
If a match is found, an email invitation arrives with clear information and a simple way to confirm or decline. Reply promptly to hold your place in the process.
Recruiters will list the next points and what to expect: required assessments, medical and character checks, and a driver assessment if the role involves a truck or van.
Instructions include times, links and what to bring. These points help candidates prepare and arrive ready for each step.
Keep messages in one thread so team members can follow your progress and provide consistent replies. Once checks and assessments are complete, onboarding begins and contracts are issued.
Induction then provides first shift details, whether on the road handling mail or in a facility. Timelines can change with operational need, so watch email and SMS and ask questions early if a timing or location doesn’t suit.
Pre-employment screening and assessments: what to prepare
A quick screening step ensures every new team member meets safety and security standards. All candidates complete pre-employment checks before starting to protect colleagues and customers.
The process includes a Nationally Coordinated Criminal History Check, a Work Rights Check, a medical evaluation and alcohol and drug testing. For driving roles, a separate vehicle assessment is scheduled and described in writing ahead of time.
Watch your inbox for an invitation with a secure portal link. The employer covers pre-employment costs and official partners will not ask for payment. If a link requests money, stop and return to the original email.
Prepare one commencement document (current passport, birth certificate, citizen certificate, VEVO or relevant visa), one primary photo ID (driver’s licence or proof‑of‑age card) and one secondary document (Medicare or bank card). IDs must match in name and be current; include a change‑of‑name or marriage certificate if needed.
Bring any required medical information to appointments so clinicians can complete assessments without rescheduling. Keep copies of submissions and confirmations to help follow up on status during onboarding.
Driver assessments: what’s involved for van, truck and forklift
A short, practical driving check focuses on vehicle control, site rules and safe handling for each role. The assessment confirms safe on‑road operation for van and truck roles and safe equipment use for forklift roles. The employer provides the assessment vehicle so candidates only need to bring themselves and required items.
Candidates must bring a current license and any glasses listed on that licence. Steel‑capped boots and hi‑vis are required to meet site entry and safety requirements.
Van assessments cover pre‑start checks, route scanning, load logic, reversing to belt arrays and unloading procedures at the dock. Assessors look for planning, correct lifting technique and good communication with dock staff.
Truck assessments include pre‑start inspections, manoeuvring in tight areas, delivery sequence management, safe lifting of heavier cartons and end‑of‑day vehicle checks. Spatial awareness and speed control are observed throughout.
Forklift assessments focus on daily equipment checks, stacking and unstacking ULDs, loading and unloading trailers at the dock and operating where people are present. Licences must match the class being assessed to avoid rescheduling.
Passing the assessment shows readiness to work safely with vehicles and equipment from day one and confirms the candidate can follow site rules, manage lifting tasks and hand over freight accurately.
Your documents checklist for screening and onboarding
Good organisation of IDs, tax and bank details speeds clearance and helps candidates move from checks to rostered work faster.
Prepare three ID categories for the screening portal: one commencement document (Australian passport, Australian birth certificate, Australian citizenship certificate, VEVO or relevant visa), one primary document (driver’s licence or proof‑of‑age card), and one secondary document (Medicare or bank card).
Ensure names match across all documents. If names differ, add a certified change‑of‑name or marriage certificate so identity verification passes without delay.
Keep your driver license and any endorsements ready for driving assessments and site access. Note any restrictions on your licence and disclose them to ensure correct tasking.
Store clear scans or photos in a secure folder so uploads are quick when the portal link arrives. Have TFN, superannuation and bank details on hand for new‑starter forms.
Keep records of submissions and confirmation emails for security verification and follow up. Retain copies of contracts, induction briefs and parcel handling points so expectations are clear before the first shift.
Life at Australia Post: people, safety and community impact
Life at australia post blends clear safety standards with a strong sense of purpose. Teams of people work across retail and sort facilities to keep communities connected each day.
The organisation runs one of the largest retail networks with 4,198 post office sites, including more than 2,500 beyond major cities. That footprint links customers and businesses across regional and metro communities.
Last year teams processed 2.3 billion items and handled 69 million international deliveries. Investment of $1bn over three years supports better facilities, fleet upgrades and a stronger service for customers and local business.
Diversity is visible on shift: 143 nationalities are represented, 3% identify as Aboriginal and Torres Strait Islander and 6.2% live with disability. Inclusive hiring and Disability Confident Recruiter status keep the recruitment process barrier-free.
Environmental progress and community partnerships matter too. Solar generation rose 55% in FY24, waste to landfill fell 16% and recycling reached 71%. Partnerships with Beyond Blue, the Indigenous Literacy Foundation and WWF show how people at work support wider community and environment goals.
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Benefits and growth: Post Perks, development and career pathways
A strong mix of perks and development options helps team members build long careers. Post Perks gives members leave, flexible work policies, recognition programs and discounts through an online hub.
The hub also links to wellbeing services and professionals, so support for health is easy to find. A culture of trust, inclusivity and safety makes it simpler for a small team to work well together.
Learning pathways connect on‑road, warehouse and customer service roles with digital tech and business support. New starters gain practical experience fast, with supervisors and peers guiding safe working and quality standards.
Internal mobility and recognition frameworks turn day‑to‑day effort into career growth. This business offers clear options to move between teams, develop new skills and explore opportunities across locations.
Overall, the blend of benefits, training and real‑world services makes this a strong choice for people seeking stability and ongoing experience.
Ready to help deliver this season: apply and get set for induction
The induction step explains what to bring, where to meet and how first shifts run at each facility. It covers virtual or on‑site briefings, site entry, locker allocation and a short tour of dock and sort areas.
Candidates see parcel flows, learn how to stage and scan mail parcel items, and hear lifting and belt etiquette. Drivers get briefings on reversing, dock controls and truck or vans procedures; australia post supplies the vehicle for assessments and candidates bring licence, glasses and PPE.
After onboarding and induction, people are roster‑ready to help deliver during the peak. Being punctual, prepared and attentive on day one helps the team manage parcels, delivery standards and a safe, productive season.
