The NSW Government sector recruits employees on the basis of merit. Below is a general guide to the stages involved in the recruitment process. As the purpose of recruitment is to identify the person(s) best suited to the role and the needs of the agency based on merit, not all applicants will progress through all stages. For information about the recruitment process specific to the role you’re applying for, please review the job advertisement and, if required, seek advice from the nominated contact person.
The NSW Government sector is committed to employment practices that are fair, responsive and inclusive. This means that only persons from under-represented groups may be eligible to apply for some roles, or different steps may be used to recruit persons from under-represented groups. If this is the case, we will make this clear in the job advertisement.
- Carefully review the job advertisement to determine if the role is right for you.
- Complete your application using the online form on the I work for NSW website, including your work experience, education, responses to any open-ended ‘targeted’ questions, and referees. Alternatively, if you can’t access the online form, you can complete your application in a separate document and submit it to the hiring manager or contact person via email .
- You may also be able to attach a resume (no more than five pages) and cover letter (optional and no more than one page) to your application as separate files.
- Submit your application by the advertised closing date and time. Late applications may not be accepted.
|2. Initial screening
- Your application will be reviewed against the requirements of the role.
- Depending on the role and the size of the candidate pool, this stage may include an initial phone interview.
|3. Capability-based assessment
- If your application progresses through initial screening, the next stage(s) will involve capability-based assessments.
- The capabilities for the role you’re applying for are described in the role description. The NSW Public Sector Capability Framework provides a common foundation for creating and recruiting to roles.
- Assessments may include online testing, interviews and work sample tasks such as case studies, role plays and group activities. Most assessment activities are timed, and are likely to include reading from a computer screen or paper.
- If you have a disability and require any adjustments to the assessment process, you can discuss your requirements with the hiring manager or nominated contact person at any stage of the process.
- The interview may involve a single interview panel consisting of two or more assessors, or could take the form of ‘multi mini interviews’, with one or two assessors at each interview.
- Interviews will include behaviour-based questions designed to enable candidates to demonstrate how they’ve successfully applied the focus capabilities of the role in their previous work or studies.
- You can prepare for the interview by reviewing the capability requirements for the role and reflecting on how you’ve demonstrated these capabilities in the workplace or through your studies.
|5. Reference checks
- If you’re being considered for the role, the employing agency will contact you for consent to contact your referees.
- Reference checks will be completed prior to offering you employment.
|6. Other screening checks
If required, the following screening checks may be conducted (with consent):
- national criminal record check
- education qualification check (for nominated roles)
- citizen or residency status
- credit check and/or bankruptcy check (for nominated roles)
- service check (for current NSW Government employees)
|7. Employment offer or offer to be placed in a talent pool
- If successful, you may be offered the role verbally, followed by a written offer soon thereafter.
- Candidates who are assessed as meeting the requirements for the role but aren’t successful in their application may also be offered a place in a ‘talent pool’ for similar future vacancies.
Given the high number of applications received for some roles as well as our commitment to employment practices that are fair, responsive and inclusive, the time for recruitment does vary and can occasionally take longer than expected.