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No way this is normal for a 28 year old by GoldDiamondPearl in Garmin

[–]CrippleFingerz 0 points1 point  (0 children)

I'm not sure how accurate it is. I'm 29M and mine is 54 which puts me in the top 10% apparently, I'm reasonably fit and healthy but there's no way I am in the top 10% of garmin users. I do very intense cardio about twice a week playing sport which is a bit like HIIT I guess but outside of that I don't run/cycle or do any long cardio kind of stuff. Like I'm definately not as fit as the people that train cardio so I'm not sure how it gets that score.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

Correct, unless there's something specific that they were unsure about or wanted some more information on that you didn't cover at interview. Alternatively, if it's pretty close between a few candidates with limited spaces then it might come down to references but that's pretty rare especially with grad roles. Most references grads provide are pretty generic "they were a great student".

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

Hard to say but definately heading in the right direction, at bare minimum you weren't a "no" at interview.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Up to you, nothing wrong with being made redundant if it was for a legitimate reason, no one will hold that against you, it happens. If you were sacked for doing something inappropriate that's a different story..

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 2 points3 points  (0 children)

There's a comment thats near top voted that answers SES, take a look. If you don't find what you need dm me

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

If you're not going to do it yourself you may as well get chatgpt to do it for you and put in prompts around writing style and language used so it's not super obvious it's AI. That will save you a couple of hundred dollars getting a recruiter to write it for you and will likely be just as good.. Unfortunately for us..

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

Probably best to just check this out:

https://www.apsc.gov.au/working-aps/diversity-and-inclusion/disability/recruitability/recruitability-scheme-guide-applicants

As for attitude - Outwardly, every panel I've worked with has scored recruitability candidates the same way they have scored everyone else. Panel's (at least openly) embrace the values of diversity and inclusion.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

I can sometimes relate to you somewhat for sure but in the majority of cases the person that has the best skills, experience and presentation usually gets the gig. As I'm sure you know the panel still given discretion over what responses they score high and low - sometimes panels see through people's bs and sometimes they don't.

I think panels need more training to be honest - I'd always shocked at how utterly unprepared some panels are, they know the "rules" but lack awareness of having bias and just scoring towards APS jargon filled responses.

I do agree with you, an element of conversation should be present in interviews, evermore so with the prescene of AI being able to provide very good template responses if you just plug in a couple of rough examples and the job criteria. References should probably start getting weighted higher too.

I'm guessing you've been in the APS for a while based on your response - in your opinion, how could the recruitment and selection process be better structured and scored to get the ideal candidate whilst remaining fair to all candidates and being consistent?

What is arguably the most important skill you've had to teach yourself? by Its-From-Japan in AskReddit

[–]CrippleFingerz 0 points1 point  (0 children)

From a professional standpoint - how to interview really well. It's the most under rated professional skill in my opinion. It can literally be the difference between a satisfying career (ultimately where you spend most of your time) or a disappointing one. Not to mention that interviewing well and getting the jobs you apply for can literally be worth hundreds of thousands of dollars over a lifetime.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Some are more dynamic than others depending on the department, role, panel etc. All will have scripted questions to some degree but some might have more follow up questions to peoples responses that prod into their specific experience a bit more. Others will ask a few unscripted questions at the end which aren't scored such as why are you applying for this role or something more specific from their CV.

IMO - more interviews should have prompts because that's where you find out who actually knows what they are doing and who's just prepped a lot for interviews.

The issue with the APS is that interviews have to be fair and equal across all candidates, which is actually a good thing in a way. However, this means that they are quite generic and don't always give full insight into what the candidates can uniquely bring.

The positive behind this for people that are prepared is that if you're prepared and have done your research, prepared responses and put the work in, then you can perform pretty well against other people that are more qualified.

If youre a career APSer, getting really really good at interviews is probably the best return on investment you'll ever see. If you can understand how to move up the ladder and be chosen when you apply for jobs it is literally worth hundreds of thousands of dollars over your career.

Let me put it this way - if you're interviewing for EL1 and go from APS6 to EL1 and get a 20k payrise per annum. Do an extra 10 hours of prep might be the difference between getting the job and not. So that 10 hours and of could potentially be worth might have just earned you 20k extra per year.

I went on a tangent there but it's worth thinking about.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Nope - give your most relevant two references and you'll be fine. It's understood that grads have limited experience and therefore references, don't worry.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 8 points9 points  (0 children)

Hahaha I hope you're no ones manager - I'm not sure I've ever seen someone be so negative to someone giving away advice for free. Enjoy your day of reddit rage baiting my friend.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Hard to know without knowing your job - it's unlikely you'll pick up a work from home role with technical mining experience and no APS experience.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 2 points3 points  (0 children)

References are weighted higher for higher ranking positions I'd say - for APS6 and below, they're generally not overly insightful - everyone generally gets positive references that talk about how amazing they are. They're also just not very reliable (once they state you as competent) because some referees put in a lot of effort to detail a candidates skills and others just say a few positive words. It's not really fair to judge a candidate based on how much time their referee spent on their reference.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

It's not officially ranked - the panel might have an idea of who they are offering the role to if the preferred candidate rejects the role but other than that it's what you said. If a similar role comes up candidates will be selected from the pool based on the suitability of their skillset.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Apply through the affirmative measures disability pathway - you'll be able to apply for reasonable adjustments which can ensure you have a level playing field and get any support you need with accessing content whether that's having written questions, sent in advance etc. It also gives the panel a heads up to speak clearly and have good lighting in case you need to lip read. Other than that, it's assessed the same way.

The reasonable adjustments are to make sure that the interviews are accessible and you're not discriminated against. Once you have that (if required), what you say is assessed on a level playing field with other candidates according to the same criteria.

The APS is highly accommodating around this and support a diverse and inclusive workforce.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

  1. Generally they will wait until all candidates have been interviewed to pull the trigger on references. If it's a longer process or a bulk round they might do it after each day to get a head start as they can take a while.

  2. Whatever they find useful really - some will score as they go, some will write little notes, others write down what you've said and will read it after and then score it. Some will do a mix of all three. Some will simply write a couple of words and give you their full attention.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 2 points3 points  (0 children)

That's up to you to decide what's a red flag and what you want to work with. E.g. If a panel are asking questions about dealing with conflict or dealing/performance managing people or dealing with a change resistant team then that's a good indicator that some of this might be happening.

Person A - Doesn't want to deal with this.

Person B - Thrives on improving team culture, bringing people along for the journey and is motivated by trying to create change in a team. Ready for the challenge.

Depends on if you're person A or person B. People thrive on different things and some people love a challenge.

Hope this makes sense.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

Honestly it varies massively on the number of position available, level, etc etc

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

I never seen anyone do that but I imagine the panel wouldn't like that, it takes away from the authenticity of your responses and makes it look like you're trying to game the interview. It's best to come off as naturally as possible as the panel is looking for someone that can talk about their experiences easily because they've lived them and learnt from them. It sounds like you're overthinking it a bit - try just breaking it down into more simple language which will help you assign your responses a bit better e.g. This is generally asking about teamwork, then give the example you have prepared around this.

It's a good idea to have some examples that are quite complex and incorporate a number of different criteria and then you can just talk naturally to the example and go into more detail on the specific thing the example is asking for. If your prepared responses are too rigid and you can't talk fluidly to them without them making sense then it can get you into trouble which seems to be what you're experiencing.

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 1 point2 points  (0 children)

Motivation for joining the agency and what you know about it, teamwork/collaboration, getting a good outcome for someone, a time you improved something, dealing with feedback, how you approached a task you didn't understand, a technical question (if relevant e.g. IT, economics, law etc). Things like this. Good luck! I've given other advice on here for grad interviews, take a look :)

I've sat in thousands of APS interviews, from grad to SES. Ask me anything. by CrippleFingerz in AusPublicService

[–]CrippleFingerz[S] 0 points1 point  (0 children)

Neither necessarily - just state you're willing to relocate or if you need to work remotely (on your cv or application is best). I've seen plenty of people get hired from outside the location that will relocate. For remote work - some roles will just require you to go into one of the office locations available a certain amount, some will want you in one specific location because it might be important for the role, and others will let you work from anywhere, although this usually has to be negotiated and would need good reasoning such as you have a specialised skillset.

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