by APS Interview Coach | Jan 23, 2026 | APS Level Pros and Cons, Public Service News
A question quietly doing the rounds in APS circles: if you had the chance to go permanent EL1, would you take it? Increasingly, the answer isn’t always yes.
There’s an assumption baked into most career conversations — that progression is always the goal, that the next rung on the ladder is always worth grabbing, and that saying no to a promotion is somehow a failure of ambition or confidence. In the Australian Public Service, where EL1 is often seen as a significant threshold — a move from “doing” to “leading” — that assumption runs particularly deep.
But a growing number of APS employees are quietly pushing back on that narrative. People who’ve acted at EL1, performed well, received positive feedback, and still chosen not to pursue the permanent role. Not because they couldn’t do it. But because, on reflection, they decided they didn’t want to — at least not right now, and not in this role.
If you’re sitting in that position, you’re not alone. And your decision is more valid than you might think.
Why People Walk Away from Permanent EL1
The reasons are as varied as the people making the decision, but a few themes come up again and again.
The role or the area isn’t the right fit. Acting opportunities don’t always land in places that align with your long-term interests. You can perform well in a role — meet the standards, earn the feedback — while simultaneously knowing that the work, the team, or the business area isn’t where you want to build a career. Accepting a permanent role in the wrong place just to hold the classification is a trade-off that many people, on reflection, aren’t willing to make.
Personal life is a legitimate priority. EL1 brings with it a meaningful step up in responsibility — more complex work, people management expectations, greater accountability, and often longer hours. For someone going through a significant life phase — young children, caring responsibilities, health, study, or simply a season where they want more space — that trade-off doesn’t always make sense. Protecting your personal life isn’t a retreat. It’s a considered choice about what matters right now.
The timing isn’t right. A permanent EL1 in the wrong agency, the wrong branch, or the wrong moment in your career can close doors as easily as it opens them. Mobility — the ability to move laterally, explore different policy areas, or apply for roles across the APS — can be more valuable at certain career stages than locking in at the next level.
They’d rather find the right EL1 than take the available one. There’s a real difference between going permanent EL1 in a role you’re lukewarm about and going permanent EL1 in a role you’re genuinely excited by. Holding out for the latter isn’t timidity. It’s strategy.
What You’re Not Losing
Here’s something worth sitting with: the experience doesn’t disappear just because you don’t take the permanent role.
The months you’ve spent acting at EL1 — the complexity you’ve navigated, the leadership you’ve demonstrated, the outcomes you’ve delivered — that’s all real, and it all goes on your record. When you do pursue an EL1 role that genuinely fits, you won’t be starting from scratch. You’ll be applying with evidence. That matters enormously in APS recruitment, where demonstrated ability at level is one of the strongest things you can bring to a selection process.
Choosing not to go permanent now is not the same as choosing never to go EL1. It’s choosing to be intentional about where and when you make that move.
The Question Worth Asking Yourself
If you’re weighing this decision, one question cuts through a lot of the noise: Am I saying no because I’m genuinely not ready, or am I saying no because this particular opportunity isn’t right for me?
Those are very different answers. The first might be worth examining — sometimes hesitation is useful signal, and sometimes it’s just fear of change dressed up as self-awareness. The second is simply good judgment.
Knowing the difference is where honest reflection — and sometimes a good conversation with someone outside the situation — really helps.
When You’re Ready to Move — Make It Count
Whether you decide to go for the permanent EL1 now, wait for a better-fit opportunity, or pivot to a different area of the APS altogether, the moment you do decide to make your move is the moment preparation matters most.
EL1 recruitment is competitive. Selection panels are looking for more than technical capability — they want to see leadership, sound judgement, the ability to manage complexity, and a clear sense of how you add value at that level. Being able to draw on acting experience is a real advantage, but only if you can articulate it well.
That’s where professional public sector interview coaching makes a tangible difference. Whether you’re preparing to apply for your first permanent EL1, targeting a specific agency or policy area, or just want to understand what panels are really looking for at that level, we can help you get ready to put your best application forward.
You’ve already done the hard work of proving you can operate at EL1. The next step is making sure the right people know it — in the right way, at the right time.
Your Decision Is Valid
If you’ve chosen not to pursue a permanent EL1 because the role, the area, or the timing isn’t right — that’s not a failure. It’s not a missed opportunity you’ll always regret. It’s a considered decision made by someone who knows what they want and is willing to wait for the version of progression that actually fits their life.
The APS will have more EL1 opportunities. There will be other acting stints, other vacancies, other recruitment rounds. What matters is that when you do decide to go for it, you go for the right one — and you go in prepared.
When that moment comes, we’re here to help you make it count.
👉 View our EL1 interview coaching packages and pricing.
by APS Interview Coach | Sep 18, 2025 | APS Career Coach, APS Interview Coaching
When it comes to APS and State Government interviews, it’s not just about what you can do — it’s about why you do it.
Government interview panels are not only assessing your technical skills and capabilities. They’re actively listening for alignment with APS Values and agency mission. This deeper layer of assessment is what separates a candidate who sounds generic from one who leaves a lasting impression.
Why Values Matter in APS Interviews
The Australian Public Service (APS) and most State Government agencies are built on a framework of values that guide decision-making, ethics, and behaviours. These values shape culture and set the standard for public trust. When a panel asks behavioural or motivational questions, they’re looking for evidence that your personal motivations and actions align with those values.
In other words, they don’t just want to know what you can do — they want to know why you choose to do it. This is where APS interview coaching can help you prepare to connect your experiences with agency values in a structured, authentic way.
How to Prepare for Value-Based Interview Questions
1. Research the Agency’s Values
Start by reviewing the agency’s website, annual reports, and strategic plans. Identify the published values or guiding principles. Common APS values include:
- Integrity
- Impartiality
- Commitment to service
- Accountability
- Respect
You can find these on the APS Interview Preparation Checklist page, which helps candidates prepare by linking responses back to agency priorities.
2. Pick Two Values That Resonate
Don’t try to cover every value in one answer. Instead, select two that genuinely resonate with you. Maybe it’s integrity because you’ve had to make tough ethical calls. Or perhaps it’s a commitment to service because you take pride in delivering outcomes that directly benefit the community.
3. Reflect on How Those Values Show Up in Your Work
Think about the situations in your career where those values influenced your actions. Ask yourself:
- When did I make a decision guided by this value?
- How did it impact the outcome?
- What feedback did I receive from stakeholders or colleagues?
4. Share a Real Story That Proves It
Panels don’t want abstract statements like, “I value integrity.” They want real evidence. Use the STAR method (Situation, Task, Action, Result) to structure your story. Show the panel how the value guided your actions and the positive impact it had.
From Generic Answers to Meaningful Impact
Generic answers like “I always work hard” won’t set you apart. Instead, focus on values and motivations. For example:
“Integrity is one of the agency’s core values that resonates with me. In my previous APS role, I identified a reporting error that could have impacted financial transparency. I immediately escalated the issue, worked with the finance team to correct it, and implemented a new cross-check process. This not only resolved the issue but reinforced a culture of accountability in my team.”
This kind of answer does three things:
- Directly links to a stated agency value.
- Provides a real-life STAR example.
- Shows impact beyond yourself — demonstrating service to the public and the organisation.
Final Thoughts
If you want to succeed in your APS interview, remember this: skills get you shortlisted, but values win you the role. Aligning your motivations with agency values is how you demonstrate not only your capability but also your cultural fit.
Need help preparing your own value-driven examples? Explore our APS Coaching services and get personalised support to develop compelling interview responses that stand out.
Which public service value resonates most with you? Share it in the comments below.
#apsjobs #australianpublicservice #interviewtips #interviewskills #publicservicevalues
by APS Interview Coach | Sep 17, 2025 | APS Interview Coaching, APS Interviews
Have you ever walked out of an interview thinking: “I wish I’d sounded more confident”? You’re not alone.
Confidence in APS interviews isn’t about having all the answers or delivering a flawless performance. It’s about showing clarity, composure, and credibility—the three qualities APS panels consistently look for when assessing candidates.
The Truth About Confidence in Interviews
Real confidence doesn’t come from pretending. It comes from being prepared and grounded in what you already know.
APS interviews are structured around behavioural questions (using the STAR method) designed to draw out your real experiences. The panel wants to see evidence of how you’ve demonstrated APS capabilities like:
- Achieves Results (delivering outcomes under pressure)
- Cultivates Productive Relationships (working with diverse stakeholders)
- Communicates with Influence (adapting your message to the audience)
You don’t need to “act confident.” You need to be able to recall and articulate examples clearly.
The Anchor Technique: Building Interview Confidence
Here’s a simple but powerful strategy I teach my clients: anchor yourself in 2–3 strong STAR examples.
Why It Works
- Familiarity breeds confidence – When you know a story inside out, you won’t stumble.
- Flexibility – A well-prepared example can often be adapted to multiple questions (e.g., teamwork, problem-solving, or resilience).
- Consistency – Anchoring prevents you from going blank under pressure.
How to Choose Your Anchor Examples
Pick experiences that highlight APS capability alignment:
- High-Impact Achievements – Times you solved a complex problem, delivered results ahead of schedule, or introduced a process improvement.
- Collaboration Wins – Examples where you worked with stakeholders, managed conflict, or built trust in challenging situations.
- Resilience & Integrity – A situation where you overcame a setback, upheld APS Values, or adapted quickly to change.
Once chosen, practice telling each story using STAR:
- Situation – What was happening?
- Task – What was your responsibility?
- Action – What did you specifically do?
- Result – What was the outcome (with metrics if possible)?
A Confidence Reframe for Interview Day
Next time you walk into an APS interview and feel wobbly, try this mental shift:
- Don’t focus on “sounding confident.
- Focus on grounding yourself in what you already know.
Your examples are your proof. They’ve already carried you this far (onto the shortlist). Now they’ll carry you through the panel conversation.
For extra preparation, download our APS Interview Preparation Checklist or explore one-on-one interview coaching.
If this has ever been you, drop “reset” in the comments—I’ll share one of my favourite quick techniques to calm nerves and reset your mindset before you even walk into the room.
#apsjobs #australianpublicservice #interviewtips #interviewconfidence #careercoaching
by APS Interview Coach | Sep 16, 2025 | APS Interview Coaching, APS Interviews
That little voice whispering, “You’re not ready for this role” … sound familiar?
Imposter syndrome often strikes hardest in the days leading up to an interview. It doesn’t matter whether you’re going for an APS3 graduate role or stepping up into an APS6 or EL1 leadership position—that self-doubt creeps in.
The good news? Feeling like an imposter doesn’t mean you are one. In fact, many high achievers—including APS leaders—experience the same inner critic.
Why Imposter Syndrome Shows Up Before Interviews
Interviews are high-stakes moments. You’ve already been through a rigorous selection process—shortlisting, application checks, and sometimes capability assessments. When you finally receive the interview invitation, your brain flips into survival mode.
It says:
- “What if they realise I don’t belong here?”
- “What if I can’t answer their behavioural questions?”
- “What if I fail?”
But here’s the truth: you were shortlisted because you have already demonstrated the required capabilities. Your written application showed evidence against the APS capability framework. The panel has already said “yes” on paper.
Reframing the Interview
One of the biggest mindset shifts I teach my clients is this:
👉 The interview isn’t a test of worthiness.
👉 It’s simply confirmation of what you’ve already demonstrated.
The panel is not looking to trip you up—they’re looking for alignment. They want you to succeed because it means their recruitment process worked. If you want deeper guidance, explore our APS Interview Coaching services.
When imposter thoughts surface, try reminding yourself:
“They’ve already seen I can do the job. Now I just need to let them see it in person.”
Practical Strategies to Quiet the Inner Critic
1. Anchor Yourself in Preparation
Build confidence through STAR-L examples (Situation, Task, Action, Result, and Learning). Preparing 2–3 solid examples for each APS Integrated Leadership System capability ensures you’ll have the right stories ready.
2. Normalise the Nerves
Almost every candidate—yes, even SES executives—feels nervous before interviews. Instead of fighting it, see nerves as energy. Channel it into enthusiasm when you speak.
3. Evidence File Technique
Keep a personal “evidence file.” Record achievements, feedback from managers, or metrics from projects. Reviewing this before your interview reminds you of the tangible value you bring.
4. Replace Doubt With Data
Imposter thoughts are emotional. Combat them with facts:
- “I was shortlisted from 100+ applications.”
- “My application highlighted measurable outcomes—reduced errors by 20%, improved stakeholder engagement, led a project team.”
- “I’ve already proven my value once.”
5. Use Positive Interview Rituals
Simple actions—breathing exercises, power poses, or rehearsing your opening introduction—can shift your state. These small rituals signal to your brain: “I’m ready.”
A Final Mindset Reframe
Remember: you don’t need to be perfect in the interview—you need to be authentic. The APS values integrity, collaboration, and resilience just as much as technical skills.
So the next time imposter syndrome whispers, try saying:
“I’m not here by accident. They’ve already said yes to me on paper. This interview is simply the final step to show them what they already believe—I can do this job.”
✅ Want to go deeper? Book a coaching session today or comment “ready” below, and I’ll share the exact mindset shifts I use with clients to quiet imposter syndrome before APS interviews.
#apsjobs #australianpublicservice #interviewtips #impostersyndrome #interviewconfidence
by APS Interview Coach | Jul 30, 2025 | APS Interview Coaching
In my two decades of coaching Australian Public Service professionals, I’ve observed a fundamental shift in how smart career strategists approach APS recruitment. While many candidates focus solely on securing immediate job offers, the most successful professionals understand a more sophisticated approach: leveraging Merit Pools as a strategic career accelerator.
Today, I’m revealing why getting onto an APS Merit Pool isn’t just about job security—it’s about positioning yourself for unprecedented career opportunities and professional growth within the Australian Public Service.
What is an APS Merit Pool and How Does it Work?
The Merit Pool System Explained
An APS Merit Pool is a pre-qualified group of candidates who have successfully demonstrated their capability for specific roles or classification levels through a competitive selection process. Rather than filling a single position, departments create these pools to streamline future recruitment for similar roles.
Key characteristics of Merit Pools:
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Multi-candidate selection process assessing the same selection criteria
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Validity period typically ranging from 12-24 months
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Cross-departmental accessibility for participating agencies
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Streamlined appointment process for future vacancies
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No guarantee of immediate employment but priority consideration
Types of Merit Pools in the APS
Merit Pools operate across various levels and specialisations within the Australian Public Service, including graduate programs, specialist technical roles, executive positions (EL1/EL2), and generalist administrative functions.
Strategic Advantage 1 – Accelerated Career Progression Opportunities
Multiple Role Access from a Single Application
The most significant advantage of Merit Pool inclusion is the exponential increase in role opportunities. Instead of competing for one position, you gain access to multiple vacancies across participating departments and agencies.
Career acceleration benefits include:
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Priority consideration for roles matching your assessed capabilities
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Reduced competition compared to open recruitment processes
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Access to unadvertised positions filled directly from the pool
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Opportunity to secure roles in different departments without reapplying
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Faster appointment timelines compared to traditional recruitment
Cross-Departmental Mobility Enhancement
Merit Pool membership breaks down traditional departmental silos, allowing you to explore diverse career paths across the APS without navigating separate selection processes for each opportunity.
Strategic Advantage 2 – Enhanced Professional Credibility and Market Value
Validated Capability Recognition
Merit Pool selection serves as third-party validation of your professional capabilities. This recognition extends beyond the immediate job market, enhancing your professional reputation within the broader APS community.
Credibility enhancement includes:
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Independent assessment and validation of your competencies
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Demonstrated ability to meet rigorous APS selection standards
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Professional recognition that follows you throughout your APS career
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Enhanced negotiating position for salary and conditions
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Increased confidence in professional interactions and networking
Competitive Differentiation in Future Applications
Merit Pool experience distinguishes you from other candidates in future APS applications, demonstrating proven success in competitive government interview processes.
Strategic Advantage 3 – Reduced Job Search Stress and Uncertainty
Ongoing Opportunity Pipeline
Merit Pool membership transforms your job search from reactive application responses to proactive opportunity management, providing psychological and practical benefits.
Stress reduction factors:
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Continuous flow of potential opportunities without additional applications
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Reduced pressure to accept suboptimal positions
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Greater selectivity in choosing roles that align with career goals
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An extended timeframe for decision-making compared to traditional recruitment
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Professional security, knowing you’re in a preferred candidate pool
Strategic Advantage 4 – Insider Access to APS Culture and Networks
Early Insight into Departmental Priorities
Merit Pool processes often provide deeper insight into departmental strategies, priorities, and culture than standard recruitment processes, giving you valuable intelligence for career planning.
Cultural integration advantages:
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Enhanced understanding of department-specific working styles
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Early exposure to key stakeholders and decision-makers
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Insight into upcoming projects and initiatives
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Understanding of internal promotion pathways and opportunities
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Access to informal networks and professional relationships
Strategic Advantage 5 – Financial and Career Security Benefits
Reduced Recruitment Costs and Time Investment
Merit Pool membership eliminates the need for repeated application processes, reducing both the time and financial investment typically required for job searching.
Economic advantages include:
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Elimination of repeated application preparation costs
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Reduced time investment in research and application writing
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Lower opportunity cost compared to continuous job searching
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Potential for higher starting salaries due to reduced competition
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Earlier access to promotion opportunities and salary progression
How PS Interview Coach Helps You Secure Merit Pool Success
At PS Interview Coach, we specialise in helping professionals understand and leverage Merit Pool opportunities strategically. Our comprehensive approach includes:
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Merit Pool opportunity identification and analysis
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Strategic application preparation targeting pool selection criteria
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Interview coaching specifically for Merit Pool assessment processes
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Post-selection strategy development for maximising pool advantages
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Long-term career planning incorporating Merit Pool opportunities
Don’t underestimate the strategic value of Merit Pool membership in accelerating your APS career. With proper preparation and strategic thinking, Merit Pool success can transform your professional trajectory within the Australian Public Service.
Key Internal Links Added:
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Services Pages: Linked terms like “APS recruitment,” “interview coaching,” and “career planning” to relevant service pages.
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Resource Pages: Directed “selection criteria” and “APS interview questions” to dedicated resource pages.
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Authority Pages: Linked “graduate programs” and “EL1/EL2” to targeted content for those audiences.
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Homepage: Added a contextual link to the homepage for brand reinforcement.
These links improve SEO by:
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Passing “link juice” to high-priority pages.
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Strengthening topical relevance for APS-related keywords.
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Enhancing user engagement with contextual internal navigation.
Let me know if you’d like adjustments to the anchor text or link placement!
Contact us for a FREE 15min chat!