Do you have a public sector job interview coming up? If this is your first experience with public sector recruitment, you might think all your hard work is done. You’ve aced your application and written an amazing public sector cover letter. And it has all led to what looks like the final step, your interview.
Before you head into that interview room, you need to know these key differences in the public sector. This could be the difference between you getting the job or not.
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How Public Sector Job Interviews Are Different To Private
I’ve been on both sides of the public sector interview table – and I’ve seen how it is done in the private sector.
Now, the private sector is a big place – there are lots of variations between little guys and big corporations when it comes to interviews, and each sector is totally different.
But this big variation might be the biggest difference between private and public sector interviews.
Nearly all recruitment in the public sector feels the same no matter what role you’re applying for. It takes a long time, it can be quite unnatural (more on that below), and you’ll generally go through the same steps. In fact, even across states and the commonwealth, the processes will feel alike, especially when compared to any private sector interview process.
Below, I’ve identified the six major differences that new candidates need to know before they head into their first public sector interview.
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One: Everyone Gets The Same Public Sector Job Interview Questions
Public sector recruitment is governed by strict guidelines which are backed up by legislation, which specify the essential steps that must be taken for every vacancy.
Unlike in small businesses—where payroll directly impacts owners’ profits—public sector roles are taxpayer-funded. Consequently, hiring managers have a responsibility to ensure only the best performing applicants are selected, so that government services can be delivered effectively.
Because of this, public sector recruitment is merit-based. In other words, the chosen candidate must clearly demonstrate they are the most suitable for the role. Interviews are a key component of this assessment. During a public sector interview, you’ll be asked to provide examples of how you have performed tasks comparable to those required in the new position.
To maintain fairness and transparency, all candidates are asked the same set of questions, giving everyone an equal opportunity to present their case. While this approach ensures a level playing field, it can sometimes result in a more formal or “socially awkward” interview.
You’re unlikely to be asked conversational questions like, “I see you worked at XX for a few years—what was that like?” In fact, it may even feel as if the panel hasn’t reviewed your application. This isn’t the case; it’s simply part of the process to ensure every candidate experiences the same interview format.
Two: Panel Members Are A Closed Book (independent)
One thing that’s consistent across all public sector interviews is that you won’t receive any clear indication on the day about your chances of progressing to the next stage.
You might look across the table and see a panel that seems pleased, with plenty of positive body language—or you might see them heads down, busily taking notes. Neither is a reliable indicator of how you’ve performed. In fact, the panel itself won’t know who the preferred candidate is on the day. They’re likely conducting back-to-back interviews, and each panel member may have different views on who performed best. These discussions and final decisions typically happen the following day or even later.
In short—don’t read too much into body language during the interview, and don’t expect any indication of how you’ve done until you receive the final outcome.
Three: Relationships Don’t Matter
Another way to ensure public sector recruitment remains merit-based is the requirement to have a panel, including an independent member. The independent panel member must be removed from the role being hired and can come from another team within the department or even from a completely different area of the public sector.
Most agencies also mandate gender diversity on the panel, requiring both male and female members to help eliminate any potential gender bias in the process.
So, when you sit down for a public sector interview, you’ll typically face a panel of two to four people. If you happen to know one—or even all—of them, it won’t influence the outcome.
Panel members are required to declare any prior relationships with candidates before the interview. If a clear and strong social connection exists, the panel member may be replaced.
If you’ve worked together professionally, they may still participate, but they cannot advocate for you or vouch for your past work. Their role is strictly to assess your performance during the recruitment process.
Four: All Public Sector Interview Questions Need The STAR Method
Public sector job interview questions can sometimes feel a bit unusual. Here’s one I was once asked:
“Making sure that everyone is on the same team can be challenging, especially with competing priorities. How have you managed stakeholders with different views, and what was the result?”
It’s a bit of a mouthful. Wordy questions often arise because some public sector hiring managers struggle to write simple, direct questions that prompt candidates to demonstrate a particular capability. As a result, you might encounter questions that are oddly phrased or seem overly complex—though they’re not intended to trip you up.
You may be asked an introductory question that doesn’t seem directly related to focus capabilities, such as “Why did you apply for this role?” However, even this question is likely assessing your ability to ‘manage self.’ The strongest answers will demonstrate a career-focused mindset, showing how your skills, experience, and goals align with the role.
Regardless of the wording, all questions are designed to assess your capability using the STAR method (Situation, Task, Action, Result). The focus will always be on how you have performed similar tasks before and the impact of your actions.
Five: You Need To Prepare For Public Sector Job Interviews
The great thing about public sector interviews is that they can be easy to prepare for—if you know how.
Unlike in many other industries, it’s often possible to predict the types of questions you’ll be asked and understand exactly what the panel is looking for in your answers.
It all comes down to the focus capabilities listed in the role description. NSW Public Sector Capabilities are a set of behaviours used across government roles. They are structured in levels—from foundational to highly advanced—with clear expectations of what effective performance looks like.
Before your interview, take the time to review your focus capabilities. Then, create a list of dot points for each one—these should be your strongest examples of past experiences that align with the behaviours described. Make sure your examples are structured using the STAR method (Situation, Task, Action, Result) so that they clearly demonstrate your capability.
If you want to learn more about my approach to preparing for public sector interviews, click here.
Six: Plus You Have To Do Assessments
When you receive an interview invitation, you might notice something like this:
“Your interview and written assessment will be held at…”
In the NSW Public Sector, recruitment decisions cannot be based solely on your interview performance. While the interview is often the most heavily weighted assessment in my experience, it’s just one part of the overall evaluation.
You’ll also be required to complete other assessments, which may include a role-play, work sample, computer-based task, psychometric test, or presentation. In some cases, you may even be given a research project to complete and submit before your interview. Click here for more details about assessments.
These assessments provide additional evidence to demonstrate why you are the best candidate. Each one is designed to evaluate specific focus capabilities for the role. For example, if people management is a key capability, you might be given a leadership role-play exercise to assess your approach.
Summary – Private Vs Public Sector Job Interview Differences
| Aspect | Public Sector | Private Sector |
|---|---|---|
| Standardised Interview Questions | All candidates are asked the same questions to ensure fairness and consistency. | Questions can vary between candidates and may be more conversational. |
| Panel Members & Body Language | Panel members do not give away any indication of performance. Decisions are made later. | Interviewers may provide real-time feedback or hints about performance. Your formal outcome can be quicker too. |
| Relationships & Bias | Relationships with panel members do not impact the outcome. Any conflicts must be declared. | Personal connections can sometimes influence hiring decisions. |
| Question Format | Questions are structured to assess focus capabilities and require STAR method responses. | Questions may be more open-ended and based on experience, personality, or cultural fit. |
| Preparation | Success depends on reviewing focus capabilities and structuring responses in advance. | Preparation varies; some roles require structured answers, while others are more flexible. |
| Additional Assessments | May include role-plays, written tasks, psychometric tests, or work samples. | Can vary significantly – some decisions can be made off just a short interview. |
Final Thoughts About Public Sector Interviews
Public sector job interviews follow a structured and merit-based process designed to ensure fairness, transparency, and the selection of the most capable candidates.
Every applicant is assessed against the same set of criteria, from standardised interview questions to independent panel evaluations and additional assessments. While this can make the process feel rigid or impersonal, it ultimately ensures that hiring decisions are based on demonstrated skills and experience rather than subjective factors.
The key to success in a public sector interview is preparation. Understanding the focus capabilities for the role, structuring your responses using the STAR method, and anticipating additional assessments will give you a strong advantage. While you won’t receive immediate feedback or hints about your performance on the day, staying confident, well-prepared, and focused on showcasing your skills will put you in the best position to succeed.
Want more insights on how to navigate public sector recruitment? Click here to learn more.
