by APS Interview Coach | Mar 16, 2026 | APS Interview Coaching, Public Service News, Uncategorized
APS Hiring Freeze 2026: What Job Seekers Need to Know
Many candidates searching for Australian Public Service jobs in 2026 are hearing the phrase “APS hiring freeze”. While there is not a single formal government-wide freeze currently in place across all agencies, recruitment activity has clearly slowed.
Across multiple departments, agency leaders have been asked to identify budget savings and prioritise essential spending. In response, some agencies have reduced contractor numbers, delayed recruitment rounds, or paused hiring for non-essential roles. These changes have created the perception of a hiring freeze in parts of the public service.
Reports in late 2025 confirmed that federal agencies were instructed to identify savings of up to 5 per cent within their budgets, prompting reductions in project spending and slower recruitment activity across departments.
At the same time, several state governments have also begun tightening public sector spending. For example, the Victorian Government announced plans to reduce more than 1000 public sector jobs as part of a broader effort to control workforce costs and reduce debt.
These changes do not necessarily mean that government recruitment has stopped. However, they do mean that:
- Fewer roles are being advertised externally
- Internal candidates are increasingly competing for positions
- Agencies are relying more heavily on merit pools and internal mobility
- Competition for advertised roles has increased significantly
Why Competition for APS Jobs Is Increasing
Even when recruitment slows, the demand for public sector jobs remains extremely strong. Government roles are attractive because they offer job stability, structured career progression, and competitive salaries.
When fewer vacancies are advertised, application volumes increase dramatically. It is now common for APS and State Government roles to receive hundreds of applications.
This is one of the main reasons why many agencies use Applicant Tracking Systems such as PageUp to screen applications before they reach a human panel.
If your application is not clearly aligned with capability frameworks such as the APS Integrated Leadership System and Work Level Standards, it may never progress to the interview stage.
You can learn more about preparing for these structured interviews here:
APS STAR Interview Method Guide
What This Means for Applicants in 2026
For candidates pursuing APS or State Government roles, the tightening job market means preparation is more important than ever.
Applicants who rely on generic resumes or basic interview preparation are often filtered out early in the recruitment process.
Candidates who invest time in understanding government capability frameworks, structuring strong STAR responses, and aligning their experience to the expectations of the role have a much stronger chance of progressing through the recruitment process.
If you would like support preparing for an APS interview, you can explore available services here:
Government Interview Coaching Services
by APS Interview Coach | Feb 1, 2026 | Uncategorized
The Complete Guide to AFP Assessment Centres: What to Expect and How to Succeed
Last Updated: February 2026
Landing a role with the Australian Federal Police (AFP) is a significant career achievement, but the journey to get there is rigorous and demanding. The AFP Recruit Assessment Validation Centre (RAVC) is where your preparation meets reality, and many candidates find this stage the most challenging part of the entire recruitment process.
At PS Interview Coach, we’ve helped dozens of candidates successfully navigate AFP assessment centres, and we’re sharing our insider knowledge to help you prepare effectively.
Understanding the AFP Recruitment Journey
Before we dive into the assessment centre specifics, it’s important to understand where it fits in the overall recruitment timeline.
The AFP recruitment process typically takes 6-12 months and consists of seven key gateways:
- Online Application – Your first impression matters
- Online Cognitive Testing – Literacy, numeracy, abstract reasoning, and emotional intelligence
- Entry Physical Competency Assessment (EPCA) – Physical fitness benchmarks
- Employment Suitability Questionnaire (ESQ) – Character and integrity assessment
- Recruit Assessment Validation Centre (RAVC) – The focus of this guide
- Medical & Psychological Assessment – Comprehensive health evaluation
- Security Vetting (NV1) – Extensive background checks covering 10 years
The RAVC typically occurs after you’ve passed the initial screening stages, so reaching this point already demonstrates you’re a strong candidate. However, this is where preparation truly separates successful applicants from those who fall short.
What Happens at the AFP RAVC?
The Recruit Assessment Validation Centre is usually conducted over one to two days at an AFP facility. You’ll be assessed alongside other candidates through multiple exercises designed to evaluate your suitability for policing work.
Key Components of the RAVC
1. Panel Interview (Behavioural Interview)
Expect to face a panel of 3-4 AFP assessors who will ask behavioural questions focused on your past experiences. This typically lasts 45-60 minutes and uses the STAR method framework.
2. Role-Playing Scenarios
You’ll be given realistic policing situations where you must interact with actors playing members of the public. Common scenarios include resolving disputes, managing distressed individuals, handling complaints, or addressing ethical dilemmas. You’ll typically have 5-10 minutes to review the scenario and prepare before a 10-15 minute role-play.
3. Group Exercises
Working with other candidates, you’ll complete team-based tasks while assessors observe your collaboration, communication, and leadership qualities.
4. Written Task
You may be required to write incident reports, recommendations, or professional correspondence demonstrating clear, concise writing skills.
5. Observation Test
Some assessment centres include exercises where you watch videos or examine images and must identify and recall key information.
6. Physical Revalidation
A recheck of physical competency to ensure you’ve maintained fitness standards.
What Assessors Are Really Looking For
Understanding what AFP assessors evaluate is crucial to your preparation. Every exercise at the RAVC assesses your alignment with the AFP Core Values:
The Six AFP Core Values
1. Integrity
- Honesty in all situations
- Moral courage to do what’s right
- Ethical decision-making
- Transparency and accountability
2. Commitment
- Dedication to public service
- Perseverance through challenges
- Going above and beyond
- Continuous professional development
3. Excellence
- High-quality work standards
- Continuous improvement mindset
- Innovation and initiative
- Attention to detail
4. Accountability
- Taking ownership of actions and outcomes
- Learning from mistakes
- Meeting commitments
- Professional responsibility
5. Fairness
- Equitable treatment of all people
- Impartial decision-making
- Respect for diversity
- Cultural sensitivity
6. Trust
- Building confidence with colleagues and community
- Reliability and consistency
- Maintaining confidentiality
- Professional conduct
Every answer you give, every action you take in the assessment centre, should demonstrate these values.
The STAR Method: Your Interview Framework
The behavioural interview questions at the RAVC require structured responses. The STAR method is non-negotiable:
S – Situation (15-20% of your answer)
Set the context briefly. Where were you? What was happening? Keep this concise.
“While working as a retail manager at [Store], we experienced an increase in theft incidents affecting staff morale and store profitability.”
T – Task (10-15% of your answer)
What was your specific responsibility or challenge?
“As the duty manager, I was responsible for addressing both the security issues and the team’s concerns about safety.”
A – Action (50-60% of your answer)
This is the most important part. Detail the specific steps YOU took. Use “I” not “we.”
“I conducted individual conversations with each team member to understand their concerns and gather suggestions. I then researched security solutions within our budget, consulted with our regional security adviser, and presented three options to senior management. I implemented a multi-layered approach including repositioning CCTV cameras, introducing a buddy system for closing procedures, and arranging security awareness training for all staff. I also established a weekly check-in to monitor effectiveness and address ongoing concerns.”
R – Result (15-20% of your answer)
What was the outcome? Use measurable results when possible.
“Over the following three months, theft incidents decreased by 65%, and our staff survey showed a 40% improvement in feelings of safety at work. Two team members who had been considering leaving decided to stay, and the measures I implemented were adopted across three other stores in our region.”
Tips for STAR Success
- Prepare 5-7 diverse stories that cover different competencies
- Each story should be 2-3 minutes when spoken aloud
- Practise out loud, not just in your head
- Don’t memorise word-for-word (you’ll sound robotic)
- Have backup examples in case they ask follow-up questions
- Choose examples that show growth and learning
Common RAVC Interview Questions
While we can’t predict exact questions, here are themes frequently explored:
Integrity & Ethics
- “Tell me about a time you witnessed unethical behaviour. What did you do?”
- “Describe a situation where you had to choose between following rules and helping someone.”
- “Give an example of when you admitted a mistake that had significant consequences.”
Conflict Resolution
- “Tell me about a difficult conversation you had to have with someone.”
- “Describe a time you successfully de-escalated a tense situation.”
- “Give an example of resolving a disagreement between team members.”
Teamwork & Collaboration
- “Tell me about working with a difficult team member.”
- “Describe your role in a successful team project.”
- “Give an example of when you had to compromise for the team’s benefit.”
Resilience & Stress Management
- “Tell me about a time you faced significant pressure. How did you cope?”
- “Describe a situation where you failed and what you learnt.”
- “Give an example of adapting to unexpected change.”
Problem-Solving & Initiative
- “Tell me about a complex problem you solved.”
- “Describe a time you identified an improvement and implemented it.”
- “Give an example of when you had to make a decision with limited information.”
Cultural Awareness & Diversity
- “Tell me about working with people from different backgrounds.”
- “Describe how you adapted your communication for different audiences.”
- “Give an example of challenging bias or discrimination.”
Mastering Role-Play Scenarios
Role-plays catch many candidates off-guard, but they’re highly predictable once you understand the framework.
The Role-Play Structure
Preparation Phase (5-10 minutes)
- Read the scenario carefully (twice)
- Identify the core issue and secondary concerns
- Note relevant policies or values
- Plan your approach
- Take brief notes (you can bring them in)
Execution Phase (10-15 minutes)
Follow this proven structure:
1. Introduction & Rapport Building (1-2 minutes)
- Introduce yourself professionally
- Explain your role
- Create a comfortable environment
- Show respect and empathy
2. Information Gathering (3-4 minutes)
- Ask open-ended questions (“Can you tell me more about…”)
- Practise active listening
- Acknowledge emotions
- Avoid assumptions
3. Summarise & Confirm Understanding (1-2 minutes)
- Reflect back what you’ve heard
- Check for accuracy
- Demonstrate you’ve listened
4. Problem-Solving & Solutions (3-4 minutes)
- Explain options aligned with policies
- Involve them in the solution
- Be realistic about what you can do
- Address concerns clearly
5. Action Steps & Closure (2-3 minutes)
- Clarify next steps
- Set expectations on timelines
- Provide contact information
- Thank them for their time
- Confirm understanding
Common Role-Play Scenarios
Scenario Type 1: Conflict Resolution
Two parties in dispute (neighbours, colleagues, family members). You must mediate fairly while maintaining order.
Key Skills: Impartiality, active listening, de-escalation, finding common ground.
Scenario Type 2: Vulnerable Person
Someone distressed, confused, or in crisis needs assistance.
Key Skills: Empathy, patience, resource awareness, duty of care.
Scenario Type 3: Complaint Handling
Member of public unhappy with AFP services or conduct.
Key Skills: Professionalism, accountability, problem-solving, maintaining organisational reputation.
Scenario Type 4: Ethical Dilemma
Situation requiring you to balance competing priorities or values.
Key Skills: Integrity, sound judgement, policy knowledge, moral courage.
Role-Play Pitfalls to Avoid
❌ Don’t: Jump to solutions without understanding the full situation
✅ Do: Ask questions and listen actively before problem-solving
❌ Don’t: Become defensive or argumentative
✅ Do: Remain calm and professional even if the actor is aggressive
❌ Don’t: Make promises you can’t keep
✅ Do: Be honest about your limitations and what you’ll follow up on
❌ Don’t: Ignore policies or procedures
✅ Do: Explain how policies protect everyone involved
❌ Don’t: Use jargon or talk down to people
✅ Do: Communicate clearly in plain language
❌ Don’t: Rush to end the conversation
✅ Do: Ensure the person feels heard and understood
Group Exercises: Standing Out While Fitting In
Group exercises assess how you work with others, but you still need to demonstrate individual value.
What Assessors Observe
- Collaboration: Do you build on others’ ideas?
- Communication: Are you clear and concise?
- Leadership: Do you guide without dominating?
- Respect: Do you value diverse perspectives?
- Problem-solving: Do you contribute meaningfully?
Group Exercise Strategies
Balanced Participation
Contribute regularly but don’t monopolise. Aim for 15-20% of airtime if there are 5-6 participants.
Active Listening
Show you’re listening by referencing others’ contributions: “Building on what Sarah mentioned about…”
Facilitation
Help keep the group on track: “We have 10 minutes left, should we finalise our recommendation?”
Inclusivity
Draw out quieter members: “Tom, you have experience in this area—what’s your perspective?”
Quality Over Quantity
One well-thought-out contribution is worth more than five superficial comments.
Physical Preparation: Don’t Let Fitness Trip You Up
The Entry Physical Competency Assessment (EPCA) consists of:
1. Push-ups: Minimum 15 continuous (proper form)
2. Sit-ups: Progressive stages with increasing difficulty
3. Agility Course: 5.5 metre shuttle run in 60 seconds
4. Endurance: Multi-stage fitness test
The AFP provides a Pre-Course Fitness Programme—use it. Start training at least 8-12 weeks before your RAVC date.
Fitness Tips
- Train for endurance, not just strength
- Practise the specific exercises in test format
- Allow rest days for recovery
- Focus on proper form over speed
- Consider working with a personal trainer familiar with police fitness standards
Mental Preparation: The Often-Overlooked Element
The RAVC is mentally demanding. You’ll face high-pressure situations, judgement from multiple assessors, and competition from other candidates.
Mental Readiness Strategies
Visualisation
Spend 10 minutes daily visualising yourself performing well in each component. See yourself answering confidently, staying calm in role-plays, and collaborating effectively.
Stress Inoculation
Practise under pressure. Have someone fire rapid questions at you, set tight time limits, or introduce unexpected elements to your practice sessions.
Self-Talk
Replace negative thoughts (“I’m going to mess this up”) with constructive ones (“I’ve prepared thoroughly, and I’m ready for this challenge”).
Mindfulness
Learn breathing techniques to manage anxiety. A simple 4-7-8 breath (inhale for 4, hold for 7, exhale for 8) can calm nerves quickly.
Rest & Recovery
In the week before your RAVC, prioritise sleep, nutrition, and stress management over last-minute cramming.
The Security Vetting Process: What You Need to Know
If you progress past the RAVC, you’ll face Negative Vetting Level 1 (NV1), which examines the past 10 years of your life:
- Criminal history (all offences, even minor)
- Traffic violations (complete history required)
- Financial records (debt, bankruptcy, financial stress)
- Employment history (gaps explained)
- Relationships and associates (character references)
- Overseas travel (countries visited, reasons)
- Online presence (social media, public statements)
Security Vetting Tips
Complete Honesty
Any dishonesty is automatic disqualification. It’s better to disclose something embarrassing than to be caught lying.
Document Everything
Start compiling your 10-year history now: addresses, employers, overseas travel dates, significant relationships.
Clean Up Digital Footprint
Review social media for inappropriate content. Remove or privatise anything that doesn’t reflect professional standards.
Financial Responsibility
Address outstanding debts or financial issues proactively. They’re looking for vulnerabilities and reliability, not perfection.
Your Preparation Timeline
3-4 Months Before RAVC
- ✅ Start physical training programme
- ✅ Research AFP values and competencies thoroughly
- ✅ Identify 7-10 potential STAR stories from your experience
- ✅ Begin compiling 10-year history for security vetting
2-3 Months Before
- ✅ Draft and refine STAR responses
- ✅ Practise responses out loud (record yourself)
- ✅ Research role-play frameworks
- ✅ Conduct mock interviews with friends/family
- ✅ Consider professional coaching
1 Month Before
- ✅ Intensify physical training
- ✅ Practise role-plays with different scenarios
- ✅ Conduct full mock RAVC day
- ✅ Refine weakest areas
- ✅ Prepare professional attire
- ✅ Plan logistics (travel, accommodation if needed)
1 Week Before
- ✅ Review key STAR stories and frameworks
- ✅ Light practice only (avoid burnout)
- ✅ Focus on rest and mental preparation
- ✅ Confirm RAVC details and requirements
- ✅ Prepare questions to ask assessors
Day Before
- ✅ Light physical activity only
- ✅ Prepare everything you need (ID, confirmation, clothes)
- ✅ Early night with adequate sleep
- ✅ Avoid alcohol and heavy meals
- ✅ Visualisation and positive self-talk
Common Mistakes That Cost Candidates
1. Generic Responses
Don’t give textbook answers. Assessors want YOUR authentic experiences, not what you think they want to hear.
2. Insufficient Preparation
“I’ll just wing it” doesn’t work at
