How the selection process works

The assessment is generally carried out by a "selection panel" which comprises 2 to 3 people who are responsible for making a balanced judgement on the relative merit of each application. They do this through a combination of assessment techniques which include written applications, interviews, provision of work samples (if requested), referee comments and other relevant assessment methods.

What is merit?

The selection process seeks to determine whether an applicant can perform the duties and responsibilities required and who is the most suitable for the role. This is achieved through the assessment of the applicant’s ability to perform particular duties, having regard to the person's work related qualities which include:

  • skills and abilities
  • qualifications, training and competencies
  • standard of work performance
  • capacity to produce outcomes from effective performance at the level required
  • relevant personal qualities
  • demonstrated potential for further development, and
  • ability to contribute to team performance

The assessment process

The merit assessment process is chosen to suit the circumstances of the vacancy, the business environment in which it operates and generally includes the following steps:

The application – Applicants provide written evidence of their qualifications, skills, knowledge, experience, and ability to fulfil the duties of the position supported by examples from the applicant provided against through a one to two page pitch.

Shortlisting – The selection panel assess the applications and identify those applicants who require further assessment for suitability for the position.

Assessment process – The selection advisory panel considers the applications shortlisted and obtains as much 'other' information as they require, in order to make an informed assessment. This may include inviting applicants to provide further written information, undergo psychometric testing and/or attending interview(s). All applicants will be undertake the same assessments so that the panel can make a fair comparison. Further information regarding what to expect from the assessments will be provided to candidates who are suitable in progressing after shortlisting.

Contacting referees – Referee comments are sought to provide information relevant to the position applied for. Applicants should choose two referees (including their current supervisor) who can comment effectively on their skills and abilities, experience or work performance, against the role requirements.

Selecting the best applicant

The panel evaluates all evidence gathered in order to determine whom, in their judgement, has provided evidence of the ability to fulfil the duties of the position and who is most suitable for the role.

The panel then makes a recommendation to the Delegate, with copies of the evidence used to inform the recommendation, for their approval.

Timeframe

The selection process is dependent on the availability of a number of parties, i.e. selection advisory panel, applicants and referees. Although all efforts are taken to complete the process in as short a time frame as possible, unforeseen circumstances may prolong the process.

Successful applicants

Once a selection is made by the panel and approved by the Delegate, the successful applicant is advised and a letter formally offering the job is sent to them.

Unsuccessful applicants

Applicants for both ongoing and non-ongoing APS positions who have not been successful will be advised in writing.

Feedback

Post-selection feedback is an integral part of the selection process and is available to applicants for both ongoing and non-ongoing APS positions. This can be arranged by contacting the contact person of the recruitment process.

If requested the selection panel will provide feedback only to those applicants who were interviewed.

What if I am unhappy with the selection process?

If you are unhappy with any aspect of the selection process you should contact the Recruitment Team in the first instance to seek advice.

Updated: 30 March 2021
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