by APS Interview Coach | Mar 16, 2026 | APS Interview Coaching, APS Interviews, APS PageUp Ai ATS
How to Beat the ATS Algorithms and Get Shortlisted
To beat the automated algorithms and avoid the high filter-out rate that many applicants experience, you must move away from generic applications.
Because some government roles now receive hundreds of applications, Applicant Tracking Systems (ATS) are often used as the first stage of screening. These systems scan resumes, pitch statements and selection criteria responses before a human panel reviews them.
Candidates who submit generic applications often never reach the interview stage.
To bypass this digital screening layer and get shortlisted, you need to structure your application strategically.
Below are the methods experienced government recruiters expect to see.
Calibrate Your Application to Government Capability Frameworks
Your resume and selection criteria responses must align directly with the capability frameworks used by government agencies.
For federal roles, this includes:
- APS Integrated Leadership System (ILS)
- APS Work Level Standards
The Integrated Leadership System provides capability development guidance for individuals and agencies, including behavioural descriptions expected at each APS classification level. [1]
Work Level Standards then define the responsibilities, complexity and expectations associated with each APS classification. [2]
If your examples do not clearly demonstrate the behavioural indicators associated with the relevant level, panel members will not score them highly.
You can review practical examples of framework-aligned responses here:
https://psinterviewcoach.com.au/star-method-interview-aps/
Build Responses Around Government Scoring Matrices
Government interviews are not subjective conversations.
They are structured scoring exercises.
Panels use detailed grading matrices to evaluate candidates against specific behavioural indicators. Each answer is scored according to how well it demonstrates the capability being assessed.
Former government executives who have chaired recruitment panels understand exactly how these matrices work.
When preparing for an interview, your responses should be structured so that each example clearly demonstrates:
- the capability being assessed
- The complexity expected at your classification level
- measurable outcomes
- leadership behaviours where relevant
This dramatically improves your scoring potential.
Optimise Your Resume for ATS Systems
A government resume must be structured differently from a private sector resume.
Applicant Tracking Systems evaluate formatting, keyword alignment and capability language before applications reach human reviewers.
To ensure your resume passes ATS filtering, it should include:
- capability aligned keywords
- clearly structured responsibilities and outcomes
- terminology aligned to the classification level of the role
Candidates preparing applications can review professional resume guidance here:
https://psinterviewcoach.com.au/aps-resume-services/
Craft Selection Criteria That Demonstrate Capability
Selection criteria responses are one of the most important elements of a government job application.
These responses must demonstrate capability using the STAR method, but they must also align with the behavioural expectations of the framework used by the hiring agency.
A strong response typically includes:
- a clear situation or challenge
- Your specific role and responsibility
- the actions you personally took
- measurable outcomes that demonstrate impact
You can learn more about developing strong responses here:
https://psinterviewcoach.com.au/selection-criteria/
Use Professional Coaching or Independent Application Audits
Many candidates underestimate how competitive government recruitment processes have become.
Professional preparation can significantly improve application quality and interview performance.
Specialised services such as PS Interview Coach offer structured preparation tools that help candidates refine their applications.
AI Content Performance Audits
Programs such as Performance Core and Excellence include deep analysis of competency responses to ensure they align with capability frameworks and interview scoring structures.
Rapid Strategy Sessions
Short intensive consultations can review your STAR examples and recalibrate your responses to align with the APS Integrated Leadership System and relevant Work Level Standards.
Self-Guided Strategy Systems
Candidates who prefer independent preparation can access structured resources, including preparation guides, example responses and strategy frameworks.
Explore the available services here:
https://psinterviewcoach.com.au/interview-services/
The Experience Behind PS Interview Coach
PS Interview Coach is built around the practical experience of former government recruitment decision makers.
The coaching team includes former Australian Public Service executives who have chaired and participated in government interview panels.
This background provides valuable insight into:
- How panel scoring systems operate
- How capability frameworks are applied during recruitment
- How selection criteria responses are evaluated
The Integrated Leadership System used in APS recruitment provides behavioural descriptions and capability expectations across all levels of the public service. [1]
Because of this insider knowledge, coaching focuses on helping candidates structure responses in a way that aligns with the frameworks and scoring matrices used by government panels.
Candidates interested in learning more about the team can read about their approach here:
https://psinterviewcoach.com.au/why-hire-us/
Final Thought
The biggest mistake candidates make is assuming government recruitment works like private sector hiring.
It does not.
Government hiring is structured, scored and highly framework-driven.
If you move away from generic applications and instead align your responses precisely with capability frameworks and scoring matrices, you dramatically increase your chances of being shortlisted.
In a market where some roles receive hundreds of applications, that strategic alignment can be the difference between repeated rejection and securing your next promotion.
Friendly Reminder
While the strategies discussed in this article reflect current best practice for government job applications, it is important to understand that following any advice in this blog does not guarantee a successful outcome.
Australian Public Service and State Government recruitment processes involve multiple factors that are outside any applicant’s control. These can include the strength of competing candidates, internal applicants, agency priorities, panel preferences, and the scoring process used during recruitment.
Many government hiring processes are structured around capability frameworks such as the APS Integrated Leadership System and Work Level Standards, which define behavioural expectations and work complexity at each classification level. Even when candidates prepare strong applications aligned to these frameworks, final outcomes will always depend on the overall merit assessment conducted by the hiring panel.
At PS Interview Coach, our guidance is based on extensive experience with public sector recruitment processes and reflects the best practices used by many successful candidates. Our goal is to help applicants present their experience clearly, align their responses with government capability frameworks, and improve their confidence in interviews.
However, no preparation method can guarantee success through either automated screening systems or human assessment panels. Every recruitment process is unique, and final decisions always remain with the hiring agency.
Think of the strategies in this guide as tools to improve your competitiveness and preparation, not as a guarantee of an offer.
If you would like personalised feedback on your resume, selection criteria, or interview preparation, you can explore our services here:
APS & Government Interview Coaching
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, 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
https://www.facebook.com/APSInterviewCoaching
#APSInterviewCoach #PSInterviewCoach #InterviewCoaching
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.