A disability-targeted job advertisement can raise several questions at once. Is the vacancy reserved for people with disability? What evidence is needed? Will the application still be assessed against the role requirements?
My approach as a former NSW Government hiring manager is to untangle those questions before working on the application. You need to know which recruitment pathway applies, then give the panel a clear account of your experience.
Here is how I would read a disability-targeted advertisement, with particular attention to APS affirmative measures and NSW recruitment.
What is an APS disability affirmative-measure vacancy?
A vacancy advertised under the APS disability affirmative measure is restricted to people with disability, or a specified type of disability. It can apply to work across different occupations and levels.
The APSC agency guide explains the arrangement. The current legal provision is section 33 of the Australian Public Service Commissioner’s Directions 2022.
The measure changes the eligible applicant pool. The APSC’s Guide on Merit confirms that the relevant role requirements and other merit requirements continue to apply.
I would therefore prepare the capability examples with the same care as any other application. Give the assessor something concrete to evaluate: a problem you handled, the judgement you used and an outcome you can explain.
How is that different from RecruitAbility?
RecruitAbility does not, by itself, make a vacancy disability-only. For a vacancy using the scheme, you must opt in, declare disability and meet the minimum requirements to progress to a further assessment stage. That stage is not necessarily an interview, and it is not a job offer.
The APSC RecruitAbility guidance explains the conditions. Our existing RecruitAbility explainer walks through what that means for an application.
Do not assume ticking a general diversity question opts you into RecruitAbility. Follow the vacancy’s application process and look for the specific opt-in choice.
What does disability targeted mean in NSW?
You need to read the employer’s wording. For example, NSW Health’s recruitment policy, Appendix 5, includes both disability-restricted recruitment and arrangements in which applicants with disability are considered first.
If the advertisement only says “targeted”, I would ask: “Is this vacancy open only to people with disability, or can other applicants apply under a priority-consideration process?”
Get that settled before spending time on a lengthy statement. Equally, don’t rule yourself out of an open vacancy just because it contains a disability inclusion statement.
Our targeted-versus-identified positions guide explains how the labels change between recruitment systems.
What evidence of disability might be required?
For an APS disability affirmative-measure process, follow the agency’s evidence instructions. The APSC applicant guide lists examples such as a medical practitioner’s letter, a disability employment provider’s letter or a relevant education disability-services letter. If those are unavailable, ask the agency what alternatives it can accept.
The guide says information about the type of disability is not required unless the vacancy is restricted to a particular type. Check what the agency needs and how it wants the evidence supplied.
RecruitAbility has different requirements: the RecruitAbility applicant guide says evidence of disability is not required for that scheme.
I would keep eligibility documentation separate from the career examples in the application, using the employer’s designated process. If the form is unclear, ask the recruitment team rather than attaching extra personal information just in case.
Ask for the assessment arrangements you need
Reasonable adjustments are a separate consideration. You can ask about adjustments without opting into RecruitAbility. Check the contact and process in the candidate information pack.
Before making a request, find out what the assessment involves. A timed written exercise, video interview and in-person panel may create different barriers. Explain the barrier you expect and the adjustment you are requesting, then confirm the arrangements before the assessment.
For example, an applicant might ask whether written questions can be provided alongside spoken questions. That is an illustrative request, not a promise that every assessment will use the same arrangement.
Our guide to disability disclosure in government applications can help you think through the purpose of the information you share. The employer can explain what it needs to arrange the assessment.
The application evidence I would concentrate on
I would start with the role’s responsibilities and choose two or three examples that give me something useful to say about them.
- For a customer-service role, a situation involving a complex enquiry, accurate advice or a difficult handover.
- For a project role, an example of planning, managing a dependency or following an issue through to resolution.
- For a leadership role, a decision about priorities, resources or team performance, with your accountability made clear.
Those are prompts for recalling your own experience. Choose examples that actually fit the advertised criteria, and explain what you personally did. You do not need to turn an ordinary work example into a story about disability unless that is relevant and something you choose to discuss.
Before you submit
Check the eligibility statement, evidence instructions, requested documents and word limits. Confirm any opt-in choice you intend to make. Keep adjustment correspondence somewhere you can find it before the assessment.
If you want help making the written application clearer, Team 3Thirty can help prepare the required application documents. Ask the employer to resolve eligibility or evidence questions first.
Research checked 19 October 2026, Australian Eastern Daylight Time. General application guidance; the current employer instructions determine the recruitment process.