Assessing your application
We will assess your application on your ability to demonstrate that you have (or have the real potential to develop) the required attributes to perform at the ACMA.
These requirements are outlined in the candidate pack and include:
If we shortlist your application, we may ask you to undertake further assessment to test your ability to perform the role.
We use a variety of techniques to assess and validate key knowledge areas, critical skills, motivation and your fit for the role.
These may include:
- psychometric testing (personality, motivation and cognitive abilities)
- phone, face-to-face and/or video interviews (formal and informal)
- role plays
- group assessment exercises at assessment centres
- written tasks.
We will also contact your referees at any stage of the assessment process. This is to validate the claims in your application and interview.
For this reason, it is important that you advise them you have applied for a role, and that you feel confident they will be able to support your application.
Selecting the right person
We make all selection decisions based on merit. This means:
- the assessment process is fair and consistent
- assessment is based on job-specific requirements
- based on the assessment, the best person for the job gets the job.
If you’re selected as the successful candidate
We will contact you to discuss things like classification, salary, security clearances and start date. We’ll also ask you to complete any relevant paperwork.
If you’re not selected as the successful candidate
It doesn’t mean that you cannot do the job. It just means that someone else demonstrated that they could do it better. You can ask for feedback to help you improve your chances in the future.
In some cases, you may be told that you have been placed in a merit pool. This is positive as it means you may be considered for similar roles in the ACMA or the Australian Public Service as they become available over the next 12 months.