If you are shortlisted for an APS role, you may be invited to an interview or another assessment activity. This is an opportunity to provide more evidence of your skills, experience and potential, and to show how your Defence background is relevant to the role.
Assessment processes vary between agencies and roles. You may be asked to attend a panel interview, complete a work sample, deliver a presentation, answer written questions, take part in a role play or assessment centre, complete online testing, or provide referee details.
Before the interview
Prepare by reading the job ad, information pack and your application again. Visit the agency website to understand what the agency does, who it serves and how the role contributes to its work. Think about the main capabilities the panel is likely to test and prepare examples that show how you have used those capabilities in Defence or other roles.
It can help to prepare 4 to 6 strong examples before the interview. Choose examples that show leadership, judgement, problem solving, communication, teamwork, adaptability, stakeholder engagement, technical skills or delivery under pressure. Practise explaining each example in plain language using the STAR method.
During the interview
APS interviews are usually structured and may involve a selection panel asking each candidate the same or similar questions. The panel is looking for evidence that you can do the job at the required level. Listen carefully to each question and take a moment to think before answering.
If you do not understand a question, you can ask the panel to repeat or rephrase it. You can also take notes, refer to your application briefly, and ask at the end when you can expect to hear about next steps.
-
Answer the question asked, not the question you hoped would be asked.
-
Use plain language and explain Defence terms where needed.
-
Focus on what you personally did and the outcome you achieved.
-
Use examples that match the role level and responsibilities.
-
Be honest about what you know and what you are still learning.
Common assessment activities
| Assessment type | What it may involve |
| Panel interview | Behavioural, situational or technical questions about your skills, experience and approach to the role. |
| Work sample or written task | A practical task that shows how you analyse information, write, prioritise, solve problems or apply technical skills. |
| Presentation | A short presentation on a topic provided before or during the process, often used to assess communication, judgement and structure. |
| Online or psychometric testing | Tests that may assess reasoning, judgement, work style or role-specific capabilities. |
| Referee checks | The panel may contact referees to confirm your experience, behaviours, work performance and suitability for the role. |
Prepare your referees
Let your referees know you have applied and that they may be contacted. Send them the job ad, your application and the examples you used so they can provide relevant comments. Choose referees who can speak to your recent work, behaviours, judgement and performance in a context that relates to the role.
After the assessment
After assessment, the agency will decide which candidate is most suitable based on merit. If you are not offered the role, you may still be placed in a merit pool or merit list if the panel considers you suitable. A merit pool or list may be used to fill the same or similar vacancies for a set period.
If you are unsuccessful, ask whether feedback is available. Feedback can help you improve future applications and interviews, choose stronger examples and better understand how your experience fits APS roles.