by APS Interview Coach | Jul 30, 2025 | APS Interview Coaching, APS Interviews
From Corporate to Public Sector: How to Translate Your Experience for APS Success
You’ve nailed product launches, managed million-dollar budgets, and led high-performing teams. So why does applying for a public sector role feel like learning a whole new language?
Because it is a different language, and success isn’t just about experience. It’s about translation.
One client I worked with, let’s call him George, had 15 years in corporate strategy. He was sharp, experienced, and ready to give back through a senior APS executive role.
But his resume and interview responses were full of private-sector jargon: ROI, customer-centricity, agile methodology, NPS. Great stuff… in the corporate world.
The Translation Breakthrough
We reframed his value in public sector terms:
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Instead of: “I led a team to exceed KPIs by 40%”
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We said: “I led cross-functional teams to deliver strategic outcomes aligned with organisational priorities, enhancing service delivery across multiple stakeholders.”
The results? Shortlisted. Interviewed. Offered.
Why Language Matters in the APS
The Australian Public Service isn’t about selling yourself. It’s about showing how your strengths align with:
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The broader mission (policy alignment over profit)
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Stakeholder collaboration (not just shareholder returns)
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Public impact (framed through equity, transparency, and service)
This means translating outcomes into terms like:
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“Policy implementation” instead of “market expansion”
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“Stakeholder engagement” instead of “client acquisition”
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“Selection criteria alignment” instead of “KPI smashing”
Keeping Your Edge While Adapting
You don’t need to lose your corporate sharpness—just reorient it. For example:
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Private-sector strength: “Reduced operational costs by 25% through process optimisation”
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APS translation: “Optimised resource allocation to achieve efficiency targets while maintaining service standards”
How We Bridge the Gap
At PS Interview Coach, we specialise in helping corporate professionals:
- Reframe resumes for APS applications
- Master public sector interview techniques (very different from corporate!)
- Align stories with APS values during mock interviews
Feeling lost in translation? A career change isn’t just about applying—it’s about aligning your story to a new purpose.
Contact us for a free 15-minute consultation to start your APS transition with confidence!
by APS Interview Coach | Jul 29, 2025 | APS Interview Coaching, APS Interviews
Ever walked out of an APS interview and thought, “I knew the answers… why didn’t I say them?”
It’s like your brain packs a suitcase for the interview but leaves all your best answers at home watching Netflix.
James came to me after bombing three interviews. Brilliant on paper. Articulate in coaching sessions. But when it came time to speak in the room, his words dried up.
He said, “It’s like I become a version of myself I don’t even recognise.”
We worked on grounding exercises, rewrote his prep strategy, and practised mindful breathing techniques before APS interviews. He showed up to the next panel relaxed, focused, and 100% present.
He got the job. And the confidence to finally believe he belonged.
The APS interview room is often less about proving you’re the right person, and more about remembering you already are.
When impostor syndrome walks in first, it speaks louder than your resume ever could.
Mindful coaching helps you slow the internal chatter and tune into your value. We change the narrative from performance to presence. And when you’re present, you’re powerful.
Want to silence that inner critic and walk into your next APS interview like you belong there?
I’d love to help! – info@psinterviewcoach.com.au or https://psinterviewcoach.com.au/contact.php
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by APS Interview Coach | Jun 25, 2025 | APS Interviews
By Chris – PS Interview Coach
After coaching thousands of Australian Public Service candidates over the past two decades, I’ve noticed a persistent confusion that costs many talented professionals their dream APS roles. They prepare extensively for “behavioural questions” using the STAR method, only to stumble when faced with competency-based questions that require a completely different approach.
The truth is, understanding the subtle but crucial differences between behavioural and competency-based interview questions—and knowing how to excel at both—can be the difference between APS interview success and disappointment. Today, I’m breaking down these differences and sharing my proven strategies for nailing both question types.
Understanding Behavioural Interview Questions
What Are Behavioural Interview Questions?
Behavioural interview questions are designed to assess how you’ve handled specific situations in the past. They’re based on the principle that past behaviour is the best predictor of future performance. These questions typically start with phrases like “Tell me about a time when…” or “Describe a situation where…”
Key characteristics of behavioural questions:
- Focus on specific past experiences and actions
- Require detailed storytelling with concrete examples
- Assess your problem-solving process and decision-making
- Evaluate your ability to learn from experiences
- Test your self-awareness and reflection capabilities
Common Behavioural Question Examples in APS Interviews
Here are typical behavioural questions you might encounter in Australian Public Service interviews:
- “Tell me about a time when you had to work with a difficult stakeholder”
- “Describe a situation where you had to adapt to a significant change”
- “Give me an example of when you had to decide with incomplete information”
- “Tell me about a time when you had to influence someone without authority”
- “Describe a situation where you had to handle competing priorities”
Understanding Competency-Based Interview Questions
What Are Competency-Based Interview Questions?
Competency-based questions focus on assessing whether you possess specific skills, knowledge, or abilities required for the role. Rather than asking for a story, these questions test your understanding of concepts, your approach to situations, and your theoretical knowledge.
Key characteristics of competency-based questions:
- Assess specific skills, knowledge, or capabilities
- May include hypothetical scenarios or theoretical situations
- Test your understanding of best practices and methodologies
- Evaluate your knowledge of relevant frameworks or processes
- Focus on your approach and thinking rather than specific past events
Common Competency-Based Question Examples in APS Interviews
Here are typical competency-based questions in Australian Public Service contexts:
- “How would you approach building relationships with key stakeholders in this role?”
- “What strategies would you use to manage a team through organisational change?”
- “How do you ensure compliance with government policies and procedures?”
- “What’s your approach to risk management in government projects?”
- “How would you handle a situation where departmental priorities conflict?”
Key Differences Between Behavioural and Competency Questions
Response Structure Requirements
The most critical difference lies in how you should structure your responses to each question type.
Behavioural questions require:
- Specific examples from your experience
- STAR method implementation (Situation, Task, Action, Result)
- Detailed storytelling with concrete outcomes
- Personal reflection on lessons learned
- Demonstration of growth and development
Competency questions require:
- Framework-based approaches and methodologies
- Theoretical knowledge demonstration
- Best practice understanding
- Strategic thinking and planning
- Examples used to illustrate understanding (not as the main focus)
Assessment Focus Differences
Understanding what interviewers are assessing helps you tailor your responses appropriately.
Behavioural questions assess:
- Your actual performance in real situations
- Problem-solving and decision-making processes
- Interpersonal and communication skills
- Adaptability and resilience
- Self-awareness and learning capability
Competency questions assess:
- Knowledge of relevant concepts and frameworks
- Understanding of best practices in your field
- Strategic thinking and planning abilities
- Professional judgment and decision-making capability
- Alignment with role requirements and expectations
How to Nail Behavioural Interview Questions
Master the Enhanced STAR Method
While most candidates know about STAR, few implement it effectively. Here’s my enhanced approach:
Situation (20% of response time):
- Set the context concisely without unnecessary detail
- Include relevant stakeholders and constraints
- Establish the complexity or challenge level
- Connect to APS values or government context, where relevant
Task (15% of response time):
- Clearly define your specific role and responsibilities
- Explain what needs to be achieved
- Highlight any competing priorities or constraints
- Show understanding of broader organisational goals
Action (50% of response time):
- Focus exclusively on YOUR actions, not team actions
- Detail your thought process and decision-making
- Show how you applied relevant skills or knowledge
- Demonstrate problem-solving and adaptability
- Include communication and stakeholder management
Result (15% of response time):
- Provide specific, quantifiable outcomes
- Connect results to organisational benefits
- Include lessons learned and personal development
- Show impact on stakeholders or the broader organisation
Advanced Behavioural Question Strategies
Example selection criteria:
- Choose examples that showcase progression and growth
- Select situations with clear challenges and obstacles
- Ensure examples demonstrate the specific competency being assessed
- Use recent examples that reflect your current capability level
- Prepare examples that highlight different aspects of your experience
Response enhancement techniques:
- Include emotional intelligence and interpersonal awareness
- Show consideration of different perspectives and stakeholder needs
- Demonstrate ethical reasoning and value-based decision-making
- Connect your actions to broader organisational or public benefits
- Show a learning and continuous improvement mindset
How to Nail Competency-Based Interview Questions
Framework-First Approach
Competency questions require you to demonstrate knowledge of frameworks, methodologies, and best practices before providing examples.
Effective competency response structure:
- Framework introduction: Start with the relevant methodology or approach
- Process explanation: Detail the steps or considerations involved
- Context application: Show how you’d apply this in the specific role
- Example illustration: Provide a brief example of a successful application
- Outcome focus: Connect to organisational benefits and results
Essential Competency Response Strategies
Demonstrate a comprehensive understanding:
- Show knowledge of multiple approaches or methodologies
- Explain when and why you’d use different strategies
- Display awareness of potential challenges and mitigation strategies
- Connect your approach to current best practices in the field
- Show understanding of government-specific considerations
Government context integration:
- Reference relevant policies, frameworks, or legislation
- Show understanding of government accountability requirements
- Demonstrate awareness of political sensitivities
- Include stakeholder complexity and consultation processes
- Connect to broader government priorities and objectives
Common Mistakes That Kill Interview Performance
Behavioural Question Mistakes
Critical errors to avoid:
- Using hypothetical examples instead of real experiences
- Spending too much time on the situation setup
- Describing team actions rather than personal actions
- Providing vague or unquantified results
- Failing to connect examples to the selection criteria
- Using outdated examples that don’t reflect current capability
Competency Question Mistakes
Common competency response errors:
- Jumping straight into an example without explaining your approach
- Providing generic responses that could apply to any organisation
- Failing to demonstrate knowledge of relevant frameworks
- Not connecting your approach to government-specific requirements
- Showing limited understanding of best practices in your field
- Not addressing potential challenges or risk mitigation
Advanced Preparation Strategies for Both Question Types
Example Mapping and Framework Development
Successful candidates prepare systematically for both question types through strategic example mapping and framework development.
For behavioural questions:
- Create an example bank covering all major competency areas
- Ensure examples span different roles, timeframes, and complexity levels
- Practice telling each example in 2-3 minutes using enhanced STAR
- Identify multiple competencies each example could demonstrate
- Prepare follow-up details for likely interviewer questions
For competency questions:
- Research and master relevant frameworks for your field
- Understand government-specific policies and procedures
- Develop clear methodologies for common workplace challenges
- Prepare brief examples that illustrate the framework application
- Practice explaining complex concepts in clear, accessible language
How PS Interview Coach Transforms Your Interview Performance
At PS Interview Coach, we specialise in helping candidates master both behavioural and competency-based questions through our comprehensive coaching approach:
- Question type identification training: Learn to quickly recognise and categorise different question types
- Framework development: Build robust methodologies for addressing competency questions
- Example optimisation: Refine your behavioural examples for maximum impact
- Response timing and structure: Perfect your delivery for both question types
- APS-specific preparation: Integrate government context and requirements throughout your responses
Don’t let confusion between behavioural and competency questions cost you your ideal APS role. Master both approaches and watch your interview confidence and success rate soar.
by APS Interview Coach | Jun 24, 2025 | APS Interviews
Understanding the Competitive Advantage of Getting onto an APS Merit Pool
By Chris – PS Interview Coach
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:
- Multi-candidate selection process assessing the same selection criteria
- Validity period typically ranges from 12-24 months
- Cross-departmental accessibility for participating agencies
- Streamlined appointment process for future vacancies
- 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, 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:
- Priority consideration for roles matching your assessed capabilities
- Reduced competition compared to open recruitment processes
- Access to unadvertised positions filled directly from the pool
- Opportunity to secure roles in different departments without reapplying
- 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:
- Independent assessment and validation of your competencies
- Demonstrated ability to meet rigorous APS selection standards
- Professional recognition that follows you throughout your APS career
- Enhanced negotiating position for salary and conditions
- 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 selection 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:
- Continuous flow of potential opportunities without additional applications
- Reduced pressure to accept suboptimal positions
- Greater selectivity in choosing roles that align with career goals
- An extended timeframe for decision-making compared to traditional recruitment
- Professional security, knowing you’re in a preferred candidate pool
Strategic Career Planning Capability
Merit Pool membership provides the luxury of strategic career planning rather than opportunistic job hunting, allowing for more thoughtful professional decisions.
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:
- Enhanced understanding of department-specific working styles
- Early exposure to key stakeholders and decision-makers
- Insight into upcoming projects and initiatives
- Understanding of internal promotion pathways and opportunities
- Access to informal networks and professional relationships
Professional Network Expansion
The Merit Pool process connects you with other high-calibre APS professionals and senior APS leaders, expanding your professional network significantly.
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:
- Elimination of repeated application preparation costs
- Reduced time investment in research and application writing
- Lower opportunity cost compared to continuous job searching
- Potential for higher starting salaries due to reduced competition
- Earlier access to promotion opportunities and salary progression
Career Risk Mitigation
Merit Pool membership provides a safety net during career transitions, reducing the risk associated with leaving current positions or making strategic career moves.
Maximising Your Merit Pool Advantage – Strategic Approaches
Active Pool Management
Successful Merit Pool members don’t wait passively for opportunities. They actively manage their pool membership through strategic networking, continuous skill development, and proactive communication with potential hiring managers.
Effective pool management strategies:
- Regular networking with departments participating in your Merit Pool
- Continuous professional development to stay current and competitive
- Proactive communication about your availability and interests
- Strategic positioning for high-priority departmental initiatives
- Maintaining visibility through professional associations and forums
Leveraging Pool Status for Career Negotiations
Merit Pool status provides significant leverage in career negotiations, from salary discussions to role scope and professional development opportunities.
Common Merit Pool Misconceptions and Realities
Misconception: Merit Pools Guarantee Employment
While Merit Pool membership doesn’t guarantee immediate employment, it provides preferential access to opportunities and significantly improves your chances of securing suitable positions.
Reality: Strategic Positioning for Long-term Success
Merit Pool membership should be viewed as a strategic career investment rather than a short-term job solution, providing long-term competitive advantages in the APS job market.
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:
Don’t underestimate the strategic value of Merit Pool membership in accelerating your APS career. With proper interview preparation and strategic thinking, Merit Pool success can transform your professional trajectory within the Australian Public Service.
Frequently Asked Questions About APS Merit Pool Advantages
How long do APS Merit Pools typically remain active?
Most APS Merit Pools remain active for 12-24 months, though this can vary depending on the department and role type. Some specialist pools may extend longer if there’s ongoing demand for specific skills, while others may close earlier if positions are filled quickly.
Can I be on multiple Merit Pools simultaneously?
Yes, you can be on multiple Merit Pools simultaneously, provided you meet the selection criteria for each pool and can fulfill the requirements if selected. This strategy actually maximises your opportunities and is recommended for accelerating career progression.
Do I need to reapply when Merit Pools expire?
Yes, when Merit Pools expire, you’ll need to reapply through the new selection process. However, your previous Merit Pool experience and the skills you’ve developed often provide significant advantages in subsequent applications.
What happens if I decline a position offered from a Merit Pool?
Declining a Merit Pool position typically doesn’t remove you from the pool, but policies vary between departments. You should clarify this with the hiring department when you join the pool. Strategic declination of unsuitable positions is often acceptable and expected.
Are Merit Pool positions always at the same classification level?
Merit Pools are typically created for specific classification levels, but some pools may include opportunities for advancement or development roles. The pool description will specify the classification levels and types of positions covered.
How competitive is it to get onto an APS Merit Pool?
Merit Pool selection is highly competitive, often more so than individual position recruitment because departments want to ensure pool quality. However, the investment in interview preparation is worthwhile given the multiple opportunities that Merit Pool membership provides.
Do Merit Pool members get priority over external candidates for advertised positions?
Merit Pool members typically receive priority consideration for relevant positions, though this depends on departmental policies and the specific terms of the Merit Pool. Many positions are filled directly from pools without external advertising.
Can Merit Pool membership help with promotion opportunities?
Yes, Merit Pool membership often provides access to development opportunities and acting positions that can lead to promotions. The networking and visibility gained through Merit Pool participation also supports career advancement.
What’s the difference between a Merit Pool and a standing offer panel?
Merit Pools typically involve competitive selection processes and provide access to ongoing employment opportunities, while standing offer panels are usually for specific services or short-term contracts. Merit Pools offer greater career development potential.
How should I prepare differently for Merit Pool selection versus regular APS recruitment?
Merit Pool preparation should focus on demonstrating versatility and adaptability since you’ll potentially fit multiple roles. Emphasise transferable skills, cultural fit with the APS, and long-term career commitment rather than specific job-focused responses. For comprehensive preparation guidance, check our APS interview tips and resources or consider our interview coaching services.
by APS Interview Coach | Jun 20, 2025 | APS Interviews
7 Common APS Interview Mistakes That Derail Even Qualified Candidates
By Chris – PS Interview Coach
After two decades of helping professionals navigate the Australian Public Service recruitment process, I’ve witnessed countless talented individuals stumble at the interview stage. While technical qualifications might get you through the door, it’s often subtle missteps that prevent candidates from securing their dream APS role.
Here are the seven most common themes that lead to APS interview failures – and how to avoid them.
Theme 1 – Failing to Demonstrate Value Alignment with Public Service Principles
The Problem: Surface-Level Understanding of APS Values
Many candidates treat the APS Values as a checkbox exercise rather than demonstrating genuine understanding.
Common mistakes:
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Reciting values without context
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Providing generic examples
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Failing to connect experiences to public service outcomes
The Solution: Weave values naturally throughout responses using our APS interview coaching framework.
Theme 2 – Inadequate STAR Method Implementation
The Problem: Weak Storytelling Structure
Despite knowing the STAR method, candidates often:
- Spending too long on situation setup
- Gloss over personal actions
- Fail to quantify results
The Solution: Master concise storytelling with our STAR method guide.
Theme 3 – Poor Understanding of Government Context
The Problem: Private Sector Thinking
Common disconnects include:
- Overemphasising profit-driven outcomes
- Ignoring stakeholder complexity
- Not recognising political sensitivity
The Solution: Research departmental priorities using our APS executive insights.
Theme 4 – Inability to Handle Hypothetical Scenarios
The Problem: Reactive Responses
Typical failures:
- Jumping to solutions without analysis
- Ignoring key stakeholders
- Overlooking ethical implications
The Solution: Develop structured analysis with our scenario-based coaching.
Theme 5 – Weak Example Matching
The Problem: Generic Examples
Example mismatches:
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Basic examples for complex criteria
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Outdated examples
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Poorly scaled examples
The Solution: Map criteria-specific examples using our selection criteria service.
Theme 6 – Poor Communication Skills
The Problem: Technical Without Clarity
Common barriers:
- Excessive jargon
- Rambling responses
- Poor active listening
The Solution: Refine skills through our interview coaching packages.
Theme 7 – Insufficient Preparation
The Problem: Generic Approach
Preparation gaps:
- Not researching departmental priorities
- Ignoring machinery of government changes
- Failing to understand role context
The Solution: Comprehensive research with our APS career coaching.
We provide:
Don’t let these mistakes derail your aspirations. Contact us for expert APS interview preparation.