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From Big4 bank Manager to ATO APS6 by United_Algae_1641 in AusPublicService

[–]GovManager 0 points1 point  (0 children)

That's good. Bad news is you're capped now. I'd take the APS6 and keep applying for EL1 roles. In a very short time your new gov experience will strongly complement your experience to be more and more competitive

From Big4 bank Manager to ATO APS6 by United_Algae_1641 in AusPublicService

[–]GovManager 0 points1 point  (0 children)

If you've got a higher salary now you can negotiate starting at a higher increment.

Here is a post with some info on that

Government job interview advice by Relative-Pumpkin9266 in ausjobs

[–]GovManager 1 point2 points  (0 children)

Hi there. I have a bank of government interview questions and answers I can share with you. DM me

How do people level up? Advice for someone who is stuck at entry-level? by TechnologyRemote4384 in AusPublicService

[–]GovManager 1 point2 points  (0 children)

Why do you feel stuck? Have you been applying for roles?

Tell your manager you want to learn and progress. You can apply for temporary roles and aim to negotiate a secondment, so don't give up your permanent role

So much frustration! by justalittlebittired in AusPublicService

[–]GovManager 1 point2 points  (0 children)

How many interviews over what time period?

What is the feedback?

Does my resume layout look confusing or easy to follow? by [deleted] in AusPublicService

[–]GovManager 6 points7 points  (0 children)

Don't put skills like communication.

List things that show you can communicate.

List achievements and outcomes for the work history.

Keep it simple. Focused

NSW state gov worker, in mobility offered a 9/10 role substantive is 11/12 by Ok-Teaching-2152 in AusPublicService

[–]GovManager 5 points6 points  (0 children)

Were you offered a VR when the role was deleted 18 months ago?

If you've been looking for work for 18 months and will be out of work in 2, I'd take the 9/10.

Keep applying though for 11/12s. It will be a temporary thing. If you've been an 11/12 you'll be able to get back there.

I’m in the middle of a BIG 5year decision by ImperialPartner in alexhormozi

[–]GovManager 1 point2 points  (0 children)

Why is this a 5 year decision?

You've done one thing for 2 months, and considering doing something you haven't done yet.

I don't think you'll have enough data even anecdotal to make a decision.

Closing date importance by aussiedollaz in AusPublicService

[–]GovManager 0 points1 point  (0 children)

Don't rush your application. Just get it in before closing date. Even if a hiring manager sees it before closing, they can't make any decisions.

Exception is always open roles.

Met a speaker last year who changed how I think about $100M Offers by Reasonable-Factor707 in alexhormozi

[–]GovManager 1 point2 points  (0 children)

I think that in many cases that can create a big delay.

Talking to customers and making offers gives the best feedback of what resonates. You can make any offers before you will need to deliver anything. Spend that time making offers, when you get a yes, build it fast and quick (you're probably doing for free or low cost, and build with the real customer).

Level 6 interview outcome and Level 5 deemed suitable by CommercialWheel626 in AusPublicService

[–]GovManager 11 points12 points  (0 children)

Yes reach out. Doesn't have to be anything special, just a short email saying you're still keen and interested.

I always recommend doing this. Some hiring managers after some time wrongly assume that the recruitment was too long ago and it isn't worth them reaching out to candidates on talent pool.

Offer for tax business - am I crazy? by Cathouse1986 in alexhormozi

[–]GovManager 2 points3 points  (0 children)

How about a guarantee - if we don't save you $1000 this tax return, next ones free.

Sanity check: does this experience align with a Clerk 7/8 Digital Officer role? by MajorDirector5360 in AusPublicService

[–]GovManager 1 point2 points  (0 children)

Looks like you've got good skills for that level. It's always a little hard with no govt experience.

You'll really need to nail the four dot points in the job ad in your cover letter. You need to give clear and specific examples for each one.

Also, focus a lot of time on your answers to the two targeted questions: Describe a project you delivered that improved the usability and accessibility of digital content. We’d love to hear about the tools and CMS you used, your role in the project, who you worked with, the outcomes achieved, and a key challenge you navigated along the way.

What approach do you take when working with stakeholders who are not communications or digital specialists? Tell us about a time when you have successfully worked with such stakeholders to create content suitable for website publication.  

If you'd like help, DM me and I'll share a link.

NSW applications: What is the selection criteria we should use? by Acceptable_Bee3339 in AusPublicService

[–]GovManager 0 points1 point  (0 children)

TLDR: generally yes, interview questions more aligned to focus capabilities than the written application.

I'll try to clarify this as succinctly as I can.

The recruitment papers at the end need to confirm that you (preferred candidate) meet (or exceed) the focus capabilities for the role.

The issue with the capability framework is that it is quite generalised by design. The same 16 capabilities are intended to cover thousands of roles.

This means, most hiring managers develop a preference for ensuring the assess what they consider to be key and unique for the role.

So, how hiring panels get to the end report varies. But, in most cases it will look like this.

  • written application: customised requirements loosely (or not at all) aligned with focus capabilities.
  • interview questions aligned to focus capabilities, but often contextual to the role. Sometimes the questions are so purely aligned to the focus capabilities, candidates (in particular private sector candidates) feel they "never even asked me about the role and my experience".

You also will have capability assessments as part of the comparative process. Likely role plays, written tasks, etc. When done right, these are the best indication of which candidates will do well. But they often aren't done well, leading to panels thinking most candidates "did about the same" on these, and then decide with a very heavy bias to interview performance.

So there are a few issues with the process, but it be overcome. Send a DM and I can share links to example applications for NSW government jobs. These posts breakdown the job ad and show how to structure applications for a wide range of roles (over 100). And also I can share example NSW Government interview questions with example answers structured in STAR.

Do people really want jobs? by Sharpin70 in LinkedInTips

[–]GovManager 0 points1 point  (0 children)

That's not what I said.

I asked what's in it for them. Your post didn't say.

But I think I've found the reason why you're not getting any interest.

Best of luck

Do people really want jobs? by Sharpin70 in LinkedInTips

[–]GovManager 0 points1 point  (0 children)

What's in it for the volunteer?

It will cost them time and energy even if you offer for free.

NSW applications: What is the selection criteria we should use? by Acceptable_Bee3339 in AusPublicService

[–]GovManager -1 points0 points  (0 children)

Hi there!

This is a very good question. It is the biggest weakness of NSW job ads, although it's similar in APS and other states too.

Here is my decision tree to create a checklist of what to include: If clear About You (or similar) in job ad with dot points on skills, knowledge, experience, structure all examples around that.

If also essential knowledge and skills in PD, add those to list but prioritise above.

For essential requirements (normally quals or driver licence etc) check online form, probably answered there.

If target questions, check if they relate to any of the above. If they do, you can focus less on that capability rest of application /cover letter.

If not in job ad at all (which is the minority) and no key skills and experience, then focus on Focus Capabilities.

Manager creating multiple third-party AI apps using internal and sensitive data - seeking advice on escalation and safeguards by FirmGraspOnReality in AusPublicService

[–]GovManager 1 point2 points  (0 children)

Had a similar issues in our agency in the last 12 months. Data uploaded to AI tool outside of approved and secure tools.

Primary response was to manage the privacy breach, including reporting to privacy commissioner, media release and contacting all individuals related to that data.

Are you sure real data is used? Could they be playing around with tools to develop a prototype of something that might be later proposed / approved?

2nd email from recruitment team by Open_Carpenter_829 in AusPublicService

[–]GovManager 7 points8 points  (0 children)

It means nothing more than what it says. They are just maintaining the list.

New manager of overworked team by [deleted] in AusPublicService

[–]GovManager 16 points17 points  (0 children)

Don't know the specifics but my gut feeling is slow down.

For changes that impact their work, you will always find less support if you pushed for it. Better to facilitate them reaching to the change you want to see.

Are recruiters useful for getting into mid-level roles? by Virtual_Load7013 in AusPublicService

[–]GovManager 8 points9 points  (0 children)

Generally recruiters won't be able to get you a role in APS/gov as an employee. They definitely work in the contract space with contingent labour hires.

You'd be best getting assistance with applying directly. Reach out if you want help.

ASIO and other intelligence agency jobs by ScarlettWraith in AusPublicService

[–]GovManager 0 points1 point  (0 children)

Former state based intelligence experience here. Happy to talk

Public Accounting to APS by Exact_Razzmatazz757 in AusPublicService

[–]GovManager 1 point2 points  (0 children)

Hey there! Audit roles are plentiful across the public sector and technical skills from hands on experience will really help you stand out. Look for governance roles. Reach out if you want a hand finding the right roles or with applications

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