Application Process & Interviews at Department of Employment and Workplace Relations (DEWR)

The process consisted of three sections. The first was a written application letter and CV submission. The second section was completing psychometric testing and the third section was an online interview.

CV/cover letter, cognitive assessment, written task, panel interview.

Too long. Meaningless psychosocial assessments that have been criticised as disadvantaging neurodivergent people. Have been told that AI is used for some assessments which risks qualified candidates falling through the cracks.

very lengthy, tedious, and bureaucratic. I enjoyed the psychometric testing and the interview was easy and relaxed. the hoops to jump through and requirements were very demoralising and drawn out to manage.

Group assessment was not as convoluted as PM&C

Interview process for the graduate program was quite long. It involved an initial assessment, a recorded interview, and a group assessment centre which consisted of 3 sessions, a group activity, written response and an individual panel interview.

Application (CV, Cover Letter, Transcript), Psychometric testing, video interview, group interview, individual interview, reference checks.

Interview process and selection day process was fine.

It was very good overall. There were clear communication when applying, processing to interview/assessment, and being accepted for the position. The process was very slow and drawn out. However, communication was done well throughout the program with timelines and next steps.

The hiring process takes way too long. Many teams miss out on high quality candidates because by the time the system resolves to hire them they have already taken other roles. It tends to work for the graduate programs because the candidates are still focused on their studies while going through the process.

mixture of behavioural and economics.

Cannot remember specifically but they were generic.

handling negative feedback, dealing with tough situations, and a time I taught someone something.

I don't recall exactly, however questions in one of the interviews were experience based and asked you to reflect on a time a situation occurred, what your specific situation was and what you did in that scenario and the outcome. If you had not previously experienced a similar situation you were asked to reflect on the actions you would take if experiencing this scenario.

Depended on the role, questions lacked predictability and consistency between roles and teams

I can't remember as it was mid 2022. Some questions were about personal experience relating to economics, some 'what if' scenarios, and an analysis of data where you had time to read the information and present to the interviewers.

prepare scenarios for common behavioural questions.

Don't quit your current job during the process because you will be out of employment for too long even if you are successful.

prepare past experiences for interviews.

Just be yourself and try to draw on any relevant experience or transferrable skills you have. Have examples of times you may have been in a challenging situation and what you did ready. Don't be afraid to ask follow up questions to clarify your understanding of the questions being asked of you.

Be yourself, and answer questions genuinely.

Read and understand any pre-reading provided. After that, relax. Be yourself, and don't be afraid of not knowing everything.

You can have a range of skills, experience and background to apply within the APS. I would not be deterred in applying for a role. Your experience can be extremely helpful in contributing the the APS.

Be prepared to talk about experiences that showcase skills relevant to the job description, using the STAR method. Also be ready to talk about your motivation for the job, and what you can bring. You may also be asked a question relevant to the work context of the work area you've applied for.

Be prepared to lead and follow.