Application Process & Interviews at Department of the Prime Minister and Cabinet (PM&C)

Standard process

For the Graduate Program, the interview process and assessments were all unproblematic and it was very helpful that they were all facilitated virtually. The speed interview stage was definitely the most challenging, which involved being asked a question by an interviewer, provide an answer, and then the interviewer would switch to a different person to ask the next question. This repeated for 4-5 questions and required the interviewee (applicant) to make five first impressions, removing the ability to build rapport with the interviewer as in a traditional process.

One virtual assessment centre answering behavioural, cognitive questions and the like, ad-hoc (2 minutes time to think about your answer) recorded video interview (I think three or four questions, 1 minute for answer)

There are a few rounds of assessments for the graduate program. These may include cognitive and emotional testing, a group activity, and an interview.

Video interview, puzzles, group activity, speed interview, written assessment, mathematical assessment, comprehension, behavioural assessments

Written tasks, psychometric assessments and online interviews (both single and group).

The process started with an online application and online assessments. We were asked to complete written assessments and then progressed to assessment centres. The assessment centre comprised of individual 'speed interviews' and a group activity.

I did not apply to PM&C directly. I went through a different program where I preference PM&C as a place for employment.

My interview/assessment process were smooth and streamlined compared to some. Recruitment processes are currently changing, becoming more and more streamlined.

Very easy, I came through the APS Indigenous Pathways.

There was a one on one interview and a group assessment. There was also psychometric and emotional intelligence testing.

The process is changed from when I was a graduate. It was a very straightforward process then, which involved a test then an interview. I understand things are a bit more difficult now they have introduced assessment centres (just adds more hoops to jump through).

The interview process and assessments were done through an assessment centre and these were competitive and quite tough though fair.

Interview process was long. There were several stages including: application, cognitive testing, emotional testing and interview.

Written application was followed by psychometric testing, then an invitation to an assessment centre for written test, group interview and individual interview. This was followed by a phone interview.

The interview was laid back and I was made to feel very comfortable during the process. However the interview was at the end of the day after an assessment centre, meaning I was tired and probably could have done better.

Many, many interviews and assessments, not all of which are indicative of how well you’ll fit into the workplace.

I went through online testing, a phone interview and finally a group assessment centre. The assessment centre included a group activity, individual interview, written task and retesting of the online tests.

Assessments were lengthy and quite difficult relative to other organisations. The process itself was very long and quite arduous.

Written application, IQ testing, emotional intelligence testing, interview, referees.

Don't know

1 - personal and professional development 2- persevering in a challenging situation (obstacles/results) 3 - solving an ambiguous/challenging problem (research/solution) 4- working in diverse teams (managing/importance)

Situation-based questions, requiring answers in the STAR format (Situation, Task, Action, Result).

Can't quite remember - lots of scenario based questions

Questions regarding ability to work in a team, previous experience, why I wanted to work there, policy challenges facing the Commonwealth.

Nothing unusual — from memory it was mostly about how I cope working to tight deadlines and how I consult with people.

That is difficult to answer now as it was conducted back in 2013, but they were focused on skills and abilities and how I would be able to blend into the Public Service.

Questions included understanding the work of the Department, knowledge of key government priorities. Ability to show critical thinking analysis skills and the ability to show resilience.

Behavioural questions, such as name a time you did not get along with a colleague and what did you do to resolve the issue and ‘describe a time when something went wrong, or you failed to achieve something’. Subject matter questions such as ‘What are the types of issues facing Indigenous Australians today, and what do you think is the Government's role to address these issues?’

What I knew about the Department and general selection criteria questions.

Challenges facing Australia, APS scenario questions: describe a situation where....

What skills can you bring? Why do you want to work for the Department? What is a difficult situation you have faced and how did you overcome it?

Behavioural-based questions. However, my interviewers were very friendly and eager to have a chat with me afterwards about their job and other subjects.

Behavioural questions as well as questions about why I would like to work at the Department.

Research the Department, read the Corporate Plan on the website, and look at the organisational chart to develop an idea of the areas that interest you. Use the Work Level Standards through the Australian Public Service Commission and tailor your resume and interview answers to address the capabilities required at the level of the position for which you are applying.

Be yourself, don't try to present a version of yourself that isn't authentic. Think about your strengths and don't be afraid to talk about them! Just make sure you demonstrate your strengths using the STAR response (Situation, Task, Action, Result).

Think of great examples for behavioural questions along these lines and use them applying the STAR method. Back yourself, this is your time to shine and speak up, your experiences and knowledge matters.

Be yourself, have lots of examples, use the star method, practice, practice, practice.

Use plain English, don't waffle or use lots of jargon. Be prepared to field questions on a broad range of issues. And research what the organisation does.

Come up with some ideas. There's a new recruitment process that places value on alternative experiences and new ideas. This may be a little difficult for those outside the public service though.

Have a good grasp of current issues facing the Government and Australia.

Be aware of the Public Service ILS. Be aware that the interviews are strictly based on the merits of your answers, not other, softer skills.

Ensure you understand the work and the role of PM&C. Have a strong understanding of issues the Government is facing and the policy objectives the Government wishes to achieve.

Strong academic background is important, but varied work history, including volunteering, and interpersonal skills are equally important. Give examples of your behaviour, rather than listing activities or duties undertaken.

Read the annual report and look at the organisational structure to get a better understanding of what the Department does.

Thoroughly know the issues surrounding your desired job and have a genuine interest/enthusiasm for them.

Write in simple prose. Make an impact. Convey what you want to say about yourself clearly and succinctly.

Understand the role of a central agency in the development of public policy.

Read the Annual Report to get a good sense of what the Department does. Talk to people who already work there.