Application Process & Interviews at NSW Government

Very intense but interesting types of assessments.

Graduate intake. Long staged process - initial application, series of aptitude tests, in person session, interview.

Lengthy and thorough

scenario based questions personality test psychometric test one on one interview group interview video interview task to complete

I did not come into the NSW public service the 'normal' way, rather joining via the government graduate program. The program runs its own recruitment process, separate to the usual government processes.

Many stages and lots of ways to test the candidate

Many steps to get into the Graduate program. Answered targeted and situational questions and a cognitive ability assessment. Then did pre-assessment center activities which was a written task and a personality test. Then a virtual assessment centre which was an interview and group activity. Don't stress over them too much, just try and do your best, and if you don't get through try again next year

The graduate program selection process was very strenuous. There were many rounds of testing to get into the candidate pool, and getting into the candidate pool did not even guarantee a position in the program.

4-5 rounds including resume application, aptitude and personality tests, group interviews, 1 on 1 interviews and then finally individual interviews with hiring managers.

The hiring process for the Graduate Program was very long. It was done by the PSC, not DRNSW. Application, online testing, interviews.

There was a long interview process with many stages.

The interview process was pretty tiring. It was multiple rounds that required the usual resume and cover letter, but also answering a series of scenario multiple choices; a personality test; a psychometric test; a locked browser trial assessment; a group assessment (held online) and an individual interview; and a short recorded video interview. This happened over the course of 3-4 months, often with long periods of little communication about whether you had progressed and conflicting information offered at times. The process could be improved by providing a clearer timeline, cut off for job offers, etc.

The recruitment process has four components - Initial questions (getting details), including 2 questions that examined fit to company (and had a tight word limit) - Cognitive assessment - Individual practical assessment (examining how well you individually create some deliverables) - Interview and group practical assessment (examining how well you can work in a group to create some deliverables)

The interview process included capability tests, group activities, personality tests, a face-to-face interview, and a video interview. Overall it was not a good experience, and some of the questions asked in the personality tests were uncomfortable and seemed unnecessary when determining one's ability to complete the role.

The process was not too bad, I cannot remember what it consisted of entirely but I remember a group interview and a video interview.

I felt supported with my accommodations compared to other hiring processes that I needed to keep justify what and I needed for supports as well as why. I felt that I was able to be myself and that was seen rather short segmented video interviews.

Firstly, I applied online by submitting a resume and cover letter. Next, I completed two online personality assessments. I then completed a structured one-on-one interview and group interview. These interviews took about half a day to complete.

Lengthy and tedious. Many quizzes and exams.

Pretty new-age; no resume or interview in the traditional sense. There was an online questionnaire/form in place of a resume. Then there is an online simulated work day which was fun, then a day of virtual assessment, one group activity in small groups addressing a hypothetical problem and an interview.

Quite a few steps, but the skills and values they wanted me to demonstrate were always made clear, which helped a lot.

Questions focus on the capabilities expected of a grad.

The hiring process took seven months from beginning to end, comprised of four stages. The first stage was an online application and questionnaire. The second stage was a psychological / cognitive test. The third was an online group interview; the fourth was a two-on-one interview. After a gap of a couple of months, I received notice of my acceptance into the program.

More focused on values and attitudes, values and how you operate in a team environment, and your reasons for your desire to work there. Minimal focus on work experience, more on the individual.

Questions based on the capabilities

The questions were largely based upon the capabilities framework and the core values.

In our individual interview, we were asked behavioural questions (eg. tell us about a time you shows accountability/integrity/managed a conflict of interest).

Questions were focused on the values of the NSW government, and how your experiences lined up with the principles as outlined in the Ethical frameworki. There were also capability questions, similar to other interviews in the NSW government, where the questions examine your capabilities as outlined in the graduate role.

Questions primarily focussed on values and reasoning for applying for the role. They also asked us to describe examples of where we had demonstrated a certain skill or managed certain situations. The group interview gave us a mock problem to discuss solutions to after a short period of individual brainstorming.

Cannot remember

Team work, managing challenges, managing stakeholders, my use of technology and learning, introducing myself.

They asked about the Public Service values, about difficult previous experiences in work/ education and how you dealt with it, and why you'd be a good fit for the position. Things like that.

How do I align with the values of the company and explain a time when I had showed those values.

The interview was not skill or experience based at all, it was entirely values based. They asked me to give detailed descriptions of times I had displayed the NSW Gov Public Servant values.

Why I was interested in working in the public service, both in terms of values and the kind of work. Also the standard interview questions about how I'd learned from failure and similar.

I was asked questions related to the values of the NSW Government (e.g. tell us about a time that you used technology to solve a problem). I was asked to answer them using the STAR method (situation, task, action, results).

About previous experience, university experience, team work, personality

The questions asked in the individual interview were mostly to do with an example of how I have displayed a value or capability of the company in previous employment or education.

behavioral and capability questions

Prepare as many examples about yourself as possible.

prepare scenario based answers familiarise with the nsw government core values be a team player

Jump through the hoops placed in front of you and persist. They will get back to you, even if it takes months at a time.

Make yourself familiar with the Capability Framework of the NSW Sector. Most of the questions are around it.

Familiarize yourself with the role description

Know the NSW Government values

Be positive, answer questions with the advised structure, and be ready to talk about yourself, and what experiences and values you bring to the table.

Know the values. Know the capabilities and be ready with answers for any question based on them.

Read up on the core values and capabilities that are expected from you, particularly any stream specific ones as well.

Definitely look at the values of the NSW government and prepare examples that tie back to the values. I googled a list of 'behavioural interview questions" which I then used to help me prepare and practice answers.

Understand the capability framework, and reflect on how your experiences line up with the expected capabilities of the role you are applying for. And do the same for the values and principles of the NSW government (outlined in the ethical framework)

Make sure you look into the capabilities listed in the role description and reflect on how you meet them. The Public Sector Ways of Working is also a good resource when considering your answers to potential interview questions.

Be honest

Read the role description with the behavioural indicators. Especially the focus capabilities. Ensure you feel comfortable talking about all sixteen of the capabilities, as you might get an interview question about one that is in the role description. Another point is refining how you introduce yourself and sell your brand. Who are you, what do you do, what interests and motivates you and why apply for this specific graduate role. Make it genuine do not read or repeat a script.

Ensure that all of the skills mentioned in the job capabilities are mentioned in the cover letter. Pre-prepare 3-4 STAR responses outlining the Situation, Task, Analysis and Response in relation to generic questions (e.g. time management, working collaboratively, communication, etc).

Memorise the public service values and have an example for each based on your previous experiences of how you have demonstrated that ability. Then just think about some other generic interview questions. Do a practice interview with friends or family if you can.

Learn the values and make sure you know to collaborate in a group.

Spend time looking at the NSW Gov's public servant values and ways you have embodied them that you can give as a description.

Make sure you're familiar with the NSW Government's values.

Understand what the public sector values are and what they want to get out of working for public rather than private.