Our recruitment processes help you to show how you are the person best suited to the job and the agency.
Our recruitment processes generally include 7 stages, from application, to employment offer and talent pooling.
Application
The application is a chance for you to show how your skills, knowledge and abilities are suited to the job.
The job ad and information package will give you instructions on what to put in your application. You will usually submit:
- a cover letter detailing why you are right for the job
- an up-to-date resume listing your work experience and other relevant information
You might also be asked submit a short response to 1 or 2 targeted questions.
Essential requirements
We may ask if you meet an essential requirement for the job. This is something you must have, otherwise you cannot progress. These are usually things like:
- holding a qualification
- having a driver's licence when driving is a key part of the job.
Get more tips on writing your application on our Writing your job application page.
Assessments and interviews
After we review all applications, we will let you know if you will progress to the assessment stage.
Assessment processes are often different. We structure them according to:
- the type of job
- number of jobs available
- number of people who may apply.
- We use at least 3 different assessments to help you to show you can do the job and use 2 main approaches to structure our assessment processes.
Types of assessments
All our assessment processes involve at least one interview. Other assessments vary depending on the job and what is being assessed.
The main types of assessments you will be asked to do may include interviews, psychological assessments, work samples and skills tests.
Interviews
Our common interview format is the structured behavioural interview. This is where we ask all candidates the same set of questions. We invite you to share examples of specific situations from your own experience including:
- how you approached each situation
- what you did
- what the results were.
We use more than one assessor in an interview to help us:
- reduce bias
- bring different perspectives and experiences to the process
- capture everything you communicate.
We often use an extra 1-on-1 interview at the end of the process to help decide who is the right person for the job.
Before your interview you can prepare by practicing your interview skills with a friend, family member or colleague. Focus on providing specific and clear responses.
Psychological Assessments
We may ask you to complete a cognitive ability assessment or a personality questionnaire as part of the application process.
Cognitive ability assessments measure your potential and ability to solve work-related problems and learn new job knowledge.
Personality questionnaires are useful to gauge how likely you will fit in a job or team. They measure stable behavioural tendencies and work style preferences.
Work sample exercises
Work sample exercises ask you to complete a piece of work that is typical of the day to day work you would complete on the job.
Group exercises
In group exercises assessors observe you as you work with other candidates to solve a problem and discuss a topic.
Examples of a group exercise are:
- a group discussion on an issue such as a policy matter or current news item
- a case study exercise where your group responds to a brief on a realistic business scenario.
Role plays
In a role play exercise, you are asked to react and work through a work situation that mirrors job-relevant scenarios.
Examples of role-plays include
- dealing with a question or complaint for a customer service-focused job
- providing coaching to a team member for a manager role.
Case study exercises
In individual case study exercises you receive information about a work-related scenario. You then need to:
- examine the situation
- analyse the material
- present your findings, in writing or verbally.
Case interviews
In case interviews you receive a scenario in advance (for example, 1 to 2 days ahead). You can use this time to research and prepare your proposal, analysis or response. You then present this to assessors when you attend for interview.
Case interviews often:
- use a real business situation such as the start-up of a new program
- need you to develop and present your strategy (for example, for the design and implementation of the program).
In-tray exercises
In-tray exercises simulate administrative aspects of a role. They usually involve you in the following:
- assume you have a role in a fictitious organisation
- work through the documentation in your in-tray
- complete tasks such as:
- prioritise the importance of the in-tray contents
- odecide how to respond to correspondence.
Written exercise
In a written exercise you review information, for example a case study, position paper or business problem. You then prepare a response in the form of a letter, email, memo, or briefing. You usually have a limited time to do the task.
Technical skills assessments
A technical skills assessment measures your professional or occupation-specific skills. The purpose is to determine if you can do a technical part of a job.
Situational judgement tests
Situational judgement tests are realistic scenarios that you might experience on the job. They may be written or presented through video or audio format. Each test measures something different according to the scenarios they contain.
Assessment centres
Assessment centres are often used:
- when we are filling a few jobs at once
- to establish a talent pool
- when we expect a large number of applications.
They usually involve completing several assessments over a part or whole day. This is likely to involve:
- an interview
- other activities, such as group exercises or role plays.
Assessment stages
We generally use a staged assessment approach when:
- the job needs specialist skills
- we expect a small number of applications.
This means completing assessment tasks, one at a time over 1 to 2 weeks.
You may not proceed through every stage of the assessment process. Candidates will not progress if they do not compare as well against other candidates.
Tips for online assessments
- Try to get a good night’s sleep beforehand.
- Set aside time in your day to do the assessments so that:
- you're not rushed
- you’re thinking clearly.
- Find a quiet location away from distractions and disturbances.
- Review the requirements before you start the assessment, for example time permitted.
- Test your computer equipment before you start. If you do not have access to a home computer, please let the assessors know so alternative arrangements can be made.
- If offered, do a sample assessment before completing the formal assessment.
Preparing for assessments
Give yourself the best opportunity to show how you suit the job. Before your assessments you should:
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Review the role description:
- become familiar with all aspects of the job
- be ready to describe your interest in the role or in working for the agency or the NSW Public Service.
- Review your previous work (paid and volunteer) and study experiences. Have relevant examples and situations that you can draw on to respond to questions.
- Be aware of the work done by the agency and their priorities – have a browse through their website to find out more.
- Tell us about any adjustments you may need for the assessment process.
Referee checks
If you are one of the candidates most suited to the job, we will contact your referees. These help us to find out a bit more about your past performance and confirm your suitability for the job.
We will ask your permission to contact your referees before we do the checks. It’s worth contacting them at this point to:
- let them know you have progressed through the assessments
- make sure they will do the check
- send them the role description to help them talk about how your previous work relates to the job.
Pre-employment checks
We need to do screening checks to confirm certain things about you. These may include:
- working with children checks
- criminal history checks
- employment history checks
- qualification checks
- confirming your right to work in Australia.
We will tell you about the checks that apply to the job and we will ask you to consent to these checks before we do them.
Selection decision
We use all the information we collect to compare candidates and make our decision. We will tell you if you are successful or not or we may offer you a place in a talent pool.
If you are the successful candidate, well done! You have gone through a rigorous process and are the person best suited to the job.
Missing out on the job
If you miss out on the job, we encourage you to keep looking and applying.
Some things that might help you get a job in the NSW Public Service in the future include:
-
Ask for feedback. This is a good way to find out:
- your strengths and opportunities
- areas to focus on in the future
- different approaches you could take
- your capabilities, knowledge and experience compared to the successful candidate.
-
Get some career advice, training or mentoring to help you:
- write your application and resume
- identify jobs suited to your skill set
- help develop your capabilities
- assist with interview and other assessment techniques.
- Relate your skills, experience and passion to the specific job.
Employment offer
If you are the successful candidate, we will:
- contact you to make sure you want the job
- discuss and agree on the conditions of your employment
- ask you if you need workplace adjustments to help you do the job
- talk about other arrangements like flexible working
- make you a formal offer of employment (in writing).
Talent pool
Even if you are not the successful candidate, we may offer you a place in a talent pool.
If you gain a place in a talent pool, well done! This means you have met the job requirements and may be considered for similar jobs for up to 18 months.