Frequently Asked Questions (FAQs)

The STAR method (Situation, Task, Action, Result) is a structured way to answer behavioural interview questions by providing a concrete example of your past experience. It's crucial for APS interviews as it allows you to clearly demonstrate your skills and capabilities with specific evidence, which is highly valued by selection panels. PS Interview Coach helps you master the STAR method to craft compelling responses.

Addressing selection criteria effectively involves understanding each criterion thoroughly and providing specific examples (often using the STAR method) that demonstrate your capability against it. Your response should be tailored to the role and the APS level (e.g., APS6, EL1, EL2), highlighting relevant achievements and quantifying your impact where possible. Our coaches provide expert guidance on writing strong selection criteria responses.

Common mistakes include submitting generic applications not tailored to the specific role, focusing on duties rather than achievements, not using the STAR method effectively, exceeding word limits, poor grammar/spelling, and not demonstrating a clear understanding of APS values or the specific agency's work. We help you avoid these pitfalls.

Resume length can vary, but for EL1/EL2 roles, 3-4 pages is often acceptable if the content is relevant and impactful. Pitches or statements of claim are typically 1-2 pages (or a specific word count like 500-1000 words) as stipulated in the job advertisement. Always adhere to any specified limits. Brevity and relevance are key.

PS Interview Coach prepares you through tailored mock interviews simulating real APS panel scenarios, providing detailed feedback on your responses, body language, and overall presentation. We help you refine your STAR examples, anticipate likely questions for your target role and level, and build your confidence to perform at your best.

APS interviews heavily feature behavioural questions (e.g., "Tell me about a time when...") designed to assess your past performance as an indicator of future success. You may also encounter situational questions ("How would you handle a situation where..."), technical questions related to the role, and questions about your motivation and understanding of the APS Values and the agency's work.

Professional business attire is generally expected for APS interviews, whether they are in-person or via video conference. This typically means a suit, or a smart jacket with tailored trousers/skirt and a collared shirt/blouse. When in doubt, it's better to be slightly overdressed than underdressed. Neatness and good grooming are important.

Transitioning from the private sector involves translating your experience and achievements into an APS context. This means de-jargoning private sector terminology, framing your accomplishments in terms of public value and alignment with APS competencies (like stakeholder engagement, policy impact, efficiency gains), and demonstrating an understanding of APS values. Our coaches specialize in helping external candidates make this transition successfully.

Executive Level (EL1 and EL2) roles require a greater emphasis on strategic thinking, leadership, policy influence, and complex program management. EL1s focus on operational leadership and translating strategy into action, while EL2s are expected to shape strategic direction and often have a broader whole-of-government perspective. Applications must clearly demonstrate these higher-level capabilities with impactful examples.

The main difference is the **capability framework**. The Federal APS uses the 'Integrated Leadership System (ILS),' but states have their own. For example, the NSW Public Service Capability Framework or the Queensland Government's 'Success Profiles.' Interviews are designed to test your skills against *these specific frameworks*. Our coaching tailors your STAR examples to match the relevant state or local framework.

VPS interviews heavily assess your alignment with Victorian Public Sector Values (e.g., Responsiveness, Integrity, Impartiality). They also use a specific capability framework. You'll need to provide examples that demonstrate these values in action, which is a key focus of our VPS-specific coaching.

The QLD Government structures its recruitment around its "Success Profiles." An interview for a QLD government role will be designed to assess the capabilities in that profile (e.g., "Vision," "Results," "Accountability"). We help you deconstruct the role's profile and align your experience directly to it.

Local council interviews (e.g., City of Sydney, City of Melbourne) are intensely community-focused. They want to see your understanding of local issues, customer service skills (for residents), and alignment with the council's specific values and community strategic plan. Your examples should reflect a more direct, hands-on service delivery or community impact.

Yes. Our team provides expert online coaching, Australia-wide, for all levels of government. We have successfully coached clients into roles in the NSW Public Service, Queensland Government, Victorian Public Sector (VPS), as well as for roles in WA, SA, TAS, NT, and the ACT Public Service.

Asking thoughtful questions demonstrates your engagement and genuine interest. Good questions could relate to the team's current priorities, upcoming challenges or projects, opportunities for professional development within the role, or the team culture. Avoid asking questions that could have easily been found through research (e.g., about salary if not already discussed) or put the panel on the spot.

Generally, a brief thank-you email to the contact officer or panel chair (if contact details are provided) within 24 hours is a professional courtesy, though not always expected or influential on the outcome. The most important follow-up is to seek feedback if you are unsuccessful, as this can provide valuable insights for future applications.