Application Process & Interviews at ACT Government

The hiring process is quite relaxed and informal, there is an assessment centre that can take place either individually or as a group. People pop in and say hello and are open to answering any questions you may have.

The recruitment process, although long was fairly standard for a graduate program. With psychometric testing, a group interview and an individual interview.

The combination of a 1-1 interview and a group interview allowed participants to show their varying skills.

The interview process consisted of: - An initial online application and resume - Psychometric assessment - Shortlisting - Virtual assessment centre (MS Teams interview) - Contacting referees

Comprehensive. Multiple assessments and interviews.

I went through the grad recruitment; the process was great. The assessments were pleasant and not to arduous. The interview process was friendly, and I felt that I had good opportunity to get a sense of the organisation and culture during the interview.

Standard interview process and assessments but good that it allowed participants to demonstrate their skills and abilities.

From what I remember we had: - Application - - Psychometric Testing - relatively standard one. I think the ACT one had the editing one that I personally didn't like and the emotional intelligence one which I think might not be useful for people who are on the spectrum, but I applied to every other PS in Australia so I may be getting them a few. - Assessment Centre - Interview

Long. Feb to October. Long. All of the individual assessments were fine. I can appreciate they want to be thorough in hiring grads, at least.

We did a very broad application question and provided a CV. I really struggled with the application question because it was so broad. We then had a pre interview screening task which was little mini games. Then we had a group interview and one-on-one interview. The group interview was hard as it was 10 people and over teams so made it difficult to contribute.

Recruitment appeared to be a fair process and easily navigated. Probably the issue is things are promised during recruitment that are not delivered upon. E.g. meaningful placements, being valued inclusion and diversity.

Smooth and professional.

The interview and assessment process as a graduate was very drawn out- we initially applied for the role in April, and did not find out if we got the role until late October. The interview process included: psychometric testing, an interview and a group task where we had an hour to work together to create a policy solution.

Interview was individual with a panel and a group task / interview. Fair and open-ended questions, assessments included testing innovation / creativity / collaboration.

Interview processes involved multiple stages which included group interviews, writing, logical and numerical assessments.

The interview process was relatively smooth. It was a 10-minute online interview where I was asked a few generic questions plus some time to ask my own questions. The aptitude tests were interesting, where I got to play a game.

I really can't comment. Seems fair and thorough. I haven't been involved but it's always happening.

Very lengthy process.

The grad program recruitment period took many months which made it difficult to plan for the future. Many months of recruitment makes it hard to find work in the meantime as you don't know if you will get the job or not.

Interview had two parts: 1. Group Assessment: We were given the Chief Minister's Statement of Ambition for Canberra, and was told to come up with a solution/idea to one of the missions. 2. Panel Interview. Digital interview in front of 3 to 4 ACT Gov Employees. Was given the Q's 5 minutes before the start of the interview.

The questions are pretty general, the hiring managers just genuinely want to understand your experience and who you are - there are no confusing or handball questions it is a pretty straight forward hiring process.

Standard interview questions, where the STAR method absolutely came in handy. There was also a specific question that we could prep for around what we thought inclusion looked like in a workplace.

I don't remember now.

It's hard to remember but most questions were scenario based (e.g. recall a time when you were in disagreement with a team member). A question about the meaning of diversity was also asked.

The standard ones

I was asked about experiences in previous employment. E.g.,' tell us about a time when you had to overcome a challenge at work?'

I do not remember. We were given them thirty minutes ahead of time - I tried to find them in my email history but I could not identify exactly what they were. I remember at the time, I was asked four questions which didn't really touch on my professional experience (working in an incubator/paralegal), so I just information dumped that towards the end. I remember thinking I got this job for sure because the interviewer ended it with like "you are an extraordinary young man and we would be honoured if you got hired here"

Don't have my notes available. Standard fare from recollection - experience, skills, values, etc. I was prepared with tailored answers for 4 of the 5 questions and was able to adapt well enough for the 5th.

I don't remember however I know the questions were broad as they were hiring over multiple streams of government so the questions needed to be applicable to all areas.

Work, experience, and aspiration related.

Something along the lines of how would I contribute to the chief ministers plan for the ACT?

I can't remember.

Some of the technical based question and the experience on the particular areas.

I was asked questions that align with the ACT Government's core values.

the chance for learning and training.

1. Problem Solving 2. Teamwork I can't remember the rest

Mostly things centred around work ethic, how important diversity is and how my skills will help the team. We were also made to do several examinations and exercises.

Our question was mainly focused on how we would contribute to ACT government. These were in terms of our transferable skills which we could use from past experience to the current position. During the group discussion, we were put in a group and were asked to pitch ideas in areas that needs improvement in ACT region. We were given time to carry out discussions and prepare a presentation. For the panel members, they asked about our interpersonal and professional skills.

STAR method for sure, familiarising yourself with the ACTPS values and some big policy items wouldn't hurt either.

Understand clearly what the grad program will entail. Be clear about the lack of choice involved in rotation placements.

The best way to prepare is to practice answering scenario-based questions with the STAR method. You should also understand the ACT Government's core values and know that they take diversity and inclusion very seriously.

As you would for any interview

Frankly, I think it's best to apply for many roles and organisations. This gives you opportunities to practice the general interview process and skills and become more comfortable and confident. It also takes some pressure of as you don't just have one 'make or break' chance. (While an organisation may not be able to advise that a candidate prepare by applying elsewhere for practice, perhaps they could advise that a candidate should apply for multiple roles within the organisation, or emphasise that a candidate should apply multiple times for the organisation if unsuccessful - this would result in the same benefits described above).

use the STAR method - recognise and show your worth and value - ask about the types of work you could do - if your employment has changed (e.g. position, place of work, industry) between when you applied and the interviews, it can be good to highlight this and provide current examples of experience and skill - use the time given to prepare your answers (as long as the questions are still given ahead of the response and time is still given to prepare) and have a range of experiences, skills and achievements ready

I had done enough interviews that I had 10,000 words of interview answers memorised depending on specific nouns and verbs that were asked (i.e. "collaboration", "respect", "integrity been challenged", etc.). I would recommend that everyone do the same. I also used the Queensland Policy Futures feedback they gave me on why I was merit pooled was because I wasn't using people's names enough during the group activity, and as a result 1/3rd of what I said during the assessment centre was saying people's names.

Look specifically at the ACTPS values. Integrate them into both your application and work.

Reading the ACT strategic policy was useful to understand the types of questions that may be asked and to be able to link experience/study to ACT work.

Look up the publicly available information on ACTPS websites.

Be confident and pat attention on the ACTPS core value.

Read up on the ACT Government, it's values and key initiatives/policies it is working on.

Read the 2025 strategic plan with the three priorities re; wellbeing, sustainability and knowledge-economy. Read the CMTEDD capability framework. Use the STAR method to explain your examples.

Look at the statements and objectives outlined by ministers in each directorate, and that of the chief minister as well. Address your statement of claims towards that.

Use STAR, research ACT Gov policies, play to your strengths

Expect and plan to wait awhile before hearing back about the gig.

Be yourself on the interview day, it's ok not to get all the answers right and be confident.

Just be yourself and confident.

I think it would be important for a person to be themselves and not an idea of what a workplace might want you to be. I think if a candidate is thoughtful, empathetic and analytical they should have no trouble. Understanding the values of the ACT Government is recommended

Be familiar with the value code before interview.