Application Process & Interviews at Department of Infrastructure, Transport, Regional Development, Communications and the Arts

I enjoyed my process, long, stress and tedious, but it really prepared me for bringing my best self forward.

I think it is a fairly standard hiring process with the early stages feeling a bit impersonal when run by the hiring group but due the number of applicants for these programs. Once the interview process with the department began I got a good feel for the culture of the department and felt very supported in that process. It was part of what me want to join this department in particular.

I think the hiring process was done very well. There was an adequate level of background checking. The process wasn't too stressful but was still thorough. The turnaround from acceptance to the start date was very short though which would be my only complaint.

The assessment process included a written task, group assessment and interview.

I applied to the department through two avenues - the australian government graduate program generalist stream, and directly to the department. The processes were all virtual which was only a challenge when it came to the group assessment - this was a challenge as working in a team you are unfamiliar with while virtual is not easy. The interview was straightforward and usual. I had to prepare a presentation work sample which was fairly straightforward.

Long interview and assessment process, but it was very clear and easy

Very thorough, assessments were relevant to the department

Reason for lower score is due to: - outsourcing to private company as point of contact (the private company was unwilling and did not accommodate requirements regarding alternative dates to complete application stages despite flagging unavailability in the initial application) - delays in receiving outcome/unexpected flagging of possible additional stage after completion of final stage (negatively affected mental health)

There were multiple interviews; the first one is an online assessment test; followed by a video interview; the last process is a face to face group interview.

Resume, psychometric testing, video interview (one sided), more psychometric testing, assessment centre, offer assessment centre was run by hays and was very good! The first activity acknowledged the reality of office work (you have internet/ it's not a one sided thing) and the second one I stuffed up but I think I did ok enough to get in - it was a conversation 'yarning circle' with some pre-prepared questions where you had 10 minutes to prep your answer but I read the instructions wrong and got thrown in the deep end.

I had a very good experience through the graduate program hiring process in the former department of communications and the arts.

Interview process and assessment centre was enjoyable. The assessment centre had representatives from the department at grad and senior levels.

It was good, a mixture of activities and panel interview

Written and cognitive tests followed by an assessment centre where we did a group activity and a group interview.

Interviews were designed to minimise power imbalance between interviewers and interviewees. Interviewers genuinely wanted to see each candidate put in their absolute best performance. Most interview questions were given in advance, with time allowed to peruse. The sole 'hidden' question should not have come as a surprise to anyone who prepared for the interview. Practical assessments, which included a briefing/handover task, were closely related to the type of work we would be doing in subject areas relevant to the department.

Interview in person was great, yarning circle was a wonderful way to engage with people. Application and checks were very repetitive, cumbersome and paper-heavy

Assessment centre - panel interview, written task, group task

Graduate program hiring included a written application, online interview, and assessment centre.

- recorded video interview (stressful and mechanical) - assessment centre was very interesting - involved group assignment and a 3-on-3 interview process that was much less stressful and more engaging than a standard interview. Great way to have a deep & interesting conversation with infrastructure representatives.

The interview process and assessment centres were professional but also warm and an enjoyable experience.

I can't recall

It's been a year and I don't remember exactly but I prepared for standard ones like how you have handled a difficult situation, when something has not gone to plan, what makes you want to join the department, when is a time you improved a process etc.

Besides the exercises we were given during the assessment centres, I was asked extensively about my background. I was asked specifically about my past drug use which I answered truthfully and practically.

I can't remember.

Can't remember.

Adherence to department values

Things like 'tell us about a time when you showed integrity' and 'tell us about a time when something didn't go according to plan and what you did to learn from the mistakes'.

Questions was situational, centered around the values of the company.

What problems do you think the department faces? Why do you want to work for the department?

The interview format was non-conventional, consisting of a 'yarn circle' where myself and two other grads had to foster a discussion with some ses from the department on a topic we were given in advance.

Normal interview questions - name a time etc. Etc.

What I thought was important for the role complex situations

"what does best practice mean to you?" Or something to that affect.

Testing my memory here. One of the 'seen' questions was a response to a quote from a senior google executive about workplaces and the people within them. Another 'seen' question was about interacting with a disgruntled stakeholder. Follow up questions included 'what if you were responsible for the impact on the stakeholder?' And 'how would you differ if someone else had already tried that approach?'

I was asked questions about how I take on new information and resolve issues in the workplace. These questions were more about my personal attributes and values, rather than just professional achievements.

Scenarios about working with a team, manager or problem. Using teamwork to solve a theoretical issue. Not much about current experience.

Problems were presented to us that we were asked to solve and rationalise through

I was asked about my experience leadership, responses to hypothetical situations, why I wanted to work here, etc.

This department is big and full of lots of opportunities, would you mind working in an area that is not your speciality?

To bring your most authentic self forward, be you and be proud of your experiences and background. The public service is meant for the public and all should be encouraged to apply.

Read up on the values, prepare some answer to standard type questions above but because it is such a broad department they do not expect you to be able to answer technical question for all areas or even know everything the department does because it does a lot. Pick some key areas you think you would like to work and answer why you would be a good fit/what interests you about working in this area and what you would like to learn more about.

Research the capacities and the history of the department. Answer questions truthfully and be yourself.

Just prepare to be yourself as this is what the interview panel is looking for.

Practising star responses to interview questions

- follow the star method

Just to ensure they will be available on all dates of the application process

Don't come to the interview with your own agenda/pet topics. They make you seem like you lack the breadth to achieve highly in what is mostly a very generalist organisation. Rather, get across topic issues in each of the department's various areas so that you can speak intelligently about a number of areas.

Research aps wls

Be flexible and show your value for the team.

Really look into departmental documents (values/aps standard), these seem to be followed quite closely in public service recruitment circles. Do some research on what the dept does and shape your application through that.

Be sure to have the attitude to become a public servant with an innate curiosity to learn multiple things.

Researching what the department does - as it covers a wide range of topics it is very beneficial to be able to specifically identify what interests a candidate (i.E. Beyond just 'i like infrastructure')

Read up on recent policy in the department problem-solving exercises work in groups

Research some specific areas of the department that you are interested in and familiarise yourself with the department's current goals and principles. Get to know the star method and pre-prepare some examples so that you are ready with strong answers.

Be genuine, listen well, and prepare good examples. Be prepared to work anywhere, and take on any challenge.