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Current vacancies

Interested in a career with us?

Apply online today for:

  • current vacancies
  • expressions of interest.

Apply online now

Using our online application system

You will need a login to submit your application through our online system.

If you don't have a login, click apply and follow the steps to create an account.

Things to keep in mind:

  • Use a current personal email, as we will use this email address to contact you about your application.
  • A work email address may not receive notifications from the recruitment system.
  • We will not modify the recruitment process to accommodate non-receipt of emails.
  • Check your spam and junk inboxes for any expected communication.

When you have an account, you can:

  • apply for multiple vacancies
  • save and return to your application later
  • see past applications.

Who we are looking for

We are building a rich community of colleagues, who have an array of life experiences and cultural backgrounds.

We encourage applications from all Australians including:

  • people with disability
  • Aboriginal and Torres Strait Islander peoples
  • LGBTIQA+ people
  • people from culturally and linguistically diverse backgrounds
  • mature age people.

Eligibility requirements

To be eligible to work with us you must:

  • be an Australian citizen
  • successfully undergo a police record check
  • be able to obtain and maintain a security clearance at the required level
  • satisfy a probationary period.

Some positions require formal legal qualifications. This may include a law degree from an Australian tertiary institution, or a comparable overseas qualification that our Secretary deems appropriate.

We understand not everyone’s personal history is simple – if this applies to you we can offer additional support throughout the security clearance process. For example, if assistance is required due to incomplete records or gender changes.


We take your privacy very seriously.

We are bound by the Privacy Act 1988, including the Australian Privacy Principles.

Please speak with our HR Assist team if you want to:

  • access your personal information
  • correct your personal information
  • ask us about how we treat your personal information.

If you have a concern about how we've managed your personal information, please contact our Privacy Officer.

Our selection process

At our core, we uphold the APS Merit Principle. That is why our selection processes are designed to attract and select the most suitable people for our roles.

All our candidates deserve the equal opportunity to belong, participate and build a thriving career. This begins with an equitable application process.

If you require any adjustments to the recruitment process, contact us via HR Assist:

Our selection process may include the following parts:

  • written application
  • shortlisting
  • interview
  • other selection tools
  • reference checks
  • offers, merit pools and feedback

Written applications

In most cases you will be required to complete and submit your resume and referee details along with a statement of claims.


You will need to attach a current resume when you apply for a position.

We prefer resumes to be structured as follows:

  • Clearly provide your name and provide your best contact details.
  • Do not include personal information such as marital status, age, height, photos, etc.
  • List your employment experience for the last 5 years starting with your most recent employment, and include any relevant volunteer positions.
  • Include your qualifications and education.
  • Keep each section format uniform, using bullet points where appropriate.
  • Aim for a maximum of 2 or 3 pages long.
  • Make sure your resume is up to date with your latest employment.
  • Save your document in Word or PDF format.

Statement of claims

Every job opportunity at our department will require specific knowledge, skills, abilities and other attributes which are key to the role. The statement of claims is your first opportunity to advise the selection panel how your experience translates to the advertised role and why you would be the best person for the job.

Tips for preparing your statement of claims:

  • A great statement of claims is clear and concise.
  • Showcase your knowledge, skills, abilities and other experience and qualifications which will help you be successful within the role.
  • Ensure you outline your personal qualities and how they will relate and add value to the role and the department.
  • Use real examples from your work. You can also include examples from study or community experiences if they are relevant.
  • Make sure your examples address our performance expectations.

When writing an example, summarise and clearly explain:

  • the situation or problem
  • your personal role in the situation
  • the methods you used
  • any challenges you overcame
  • the outcome.

You may find it helpful to frame your written examples using the STAR method:

Situation: Introduce the situation to set the scene and provide context; Task: Describe the task. What needed to be done and why? Action: Explain the action you took. Result: Describe the result in terms of benefits realised. The STAR Method is a tool for answering tough behavioural interview questions.

Other tips:

  • Use active language, such as 'I led a team that…' not 'The team that [did this] was led by me'.
  • Back up your claims, such as 'I demonstrated strong negotiation skills when I …' not 'I have strong negotiation skills'.
  • Ensure your application is free from spelling and punctuation errors.
  • Save your document in a PDF format.
  • Copy and paste your statement of claims into our recruitment system.

For more advice on preparing your statement of claims, see the APSC publication Cracking the Code.


We will measure your application against the requirements of the job and our performance expectations.

Once we have assessed the entire candidate pool, we will create a shortlist of candidates. If your application is shortlisted, we may ask you to undertake further assessment, such as work sample testing, interviews, and reference checks.


If your application is found successful, you may be invited to attend an interview either in person or via video.

Interviews give us the opportunity to further assess your suitability to the role. Your responses will help us in evaluating whether you possess the critical knowledge, skills and abilities to be successful in the role and the softer skills to be a great fit within the organisational culture.

Where possible, the selection committee will give shortlisted candidates 2 working days’ notice of interview details. Please advise the selection committee if you need any adjustments.

Interviews are scheduled at the availability of the selection committee – you are expected to be available during the interview period either in person or via video. However, the selection committee may be able to make alternate interview times available on request.

Interview process

The interview will be a structured panel interview with a mixture of situational and behavioural questions.

The questions will be asking for specific examples of past behaviour or a potential response to job situations similar to those in the advertised position.

Tips for interview

  • Check the location of the interview and public transport or parking options nearby. Make sure you give yourself plenty of time to get there.
  • Structure your responses so that you work through all aspects of the STAR method (or similar). The selection committee may prompt you for more information or ask you to elaborate upon aspects of your response.
  • If you have not heard all of the question, or do not understand what is required, don’t hesitate to ask the committee to repeat the question. You should also take a few seconds to think about your response if necessary – don’t feel rushed. At the end of the interview, you can briefly add any points you omitted during the formal questions.

The selection committee can only assess candidates on the information presented during the selection process.

Other selection tools

In addition to an interview, we may require you to submit a work sample test. This will be a written or oral assessment which will simulate a task or requirement of the job. This assessment tool will provide you with the chance to demonstrate your ability to perform aspects of the role.

Potential work sample tests you could be asked to participate in include:

  • A presentation
  • A simulation scenario
  • Case studies
  • Written assessment

Reference checks

A reference check will be used to verify previously supplied information and to understand your past behaviour as it relates to the performance expectations of the role.

If you progress to the interview stage of the selection process, please have a conversation with your nominated referees before your interview date. We won't notify you before we conduct referee checks and we usually conduct these during the interview stage

Quick tips

  • Choose suitable referees. We consider the nature and length of the relationship when evaluating referee responses.
  • Confirm your referees’ contact information before you submit your application.

Offers, merit pools and feedback

When the process is over, we will let you know the outcome via email.

If you are found suitable, you will be placed in a merit pool. Initially the merit pool will be used to fill the advertised vacancies.

The remaining merit pool will be used to fill vacancies within the department for an 18-month period from the date of advertisement.

We will provide feedback to candidates upon request.

RecruitAbility Scheme


Diverse skills, perspectives and abilities are appreciated, valued and relied on in our workplace. We are committed to supporting the employment and career development of people with disability.

Our participation in the APS RecruitAbility scheme means we will progress a candidate with disability to a further stage in the recruitment process, where they have opted into the scheme and meet the minimum requirements.

Find out more: APSC Recruitability scheme guide applicants.

Contact us

We will use email for all advice and communication with candidates.

Please reach out to our Recruitment Team if you have any questions or require any assistance throughout the recruitment process.

  • Call: HR Assist (02) 6141 6111 (or +61 2 6141 6111 outside Australia)
  • Email:

For assistance making or receiving calls, contact the NRS Helpdesk:

National Relay Service logo

The NRS Helpdesk operates from 8 am to 6 pm, Australian Eastern Standard Time.

To find out more about relay calls and the other communication options for people who are deaf or have a hearing or speech impairment visit Accesshub.