Everything You Need To Know To Make NSW Public Sector Recruitment Easy

From Application to Offer: Your Simple Path to a NSW Public Sector Career

The NSW Government is Australia’s largest employer. It includes teachers, police, firefighters, nurses, doctors, and thousands of other roles across multiple departments and agencies.

The recruitment process for public sector roles is entirely different from applying for jobs in other sectors. For first-time applicants, the process often raises so many questions that even strong candidates can feel confused or discouraged from applying.

Having served on many hiring panels for public sector roles and assisted countless people with their applications, I understand the challenges.

That’s why I’ve written this detailed guide to address the most common questions and help you navigate the public sector recruitment process.

High Level Overview of NSW Public Sector Recruitment Process

In this guide, I’ll walk you through what to expect when applying for a government role in NSW.

If you’re currently in the middle of this process, make sure to read this guide. It will help you understand what’s normal, what isn’t, and how to be proactive throughout the process.

NSW Public Sector Recruitment Step One: Finding your new job

When you’re looking for a NSW Public Sector job, you can’t just walk into your nearest train station or hospital and ask to work there.

You need to know where to find the roles that are vacant and prepare an application for each one you’re interested in.

NSW Public Sector vacancies are advertised in a few different places—some are on LinkedIn, and others are on job listing sites such as Seek or Indeed. Different government agencies even have their own sites listing the positions they’re hiring for.

But you don’t need to search through all of these places. If you’re looking for a job with the NSW Public Sector, there’s only one spot where every single vacancy is listed: iworkfornsw.gov.au. It’s the whole-of-government job board where you can see every vacancy in one place.

Even if an agency has its own job board, the role will still be published on iworkfornsw, so you’ll see it appear on both sites.

There are literally thousands of roles listed, so make sure you know how to find the one you’re looking for. I’ve written this guide to help you easily navigate the iworkfornsw website.

Other Ways To Work With the Public Sector

You may also see jobs related to the public sector advertised on various platforms by recruitment companies like Hays.

These roles are typically temporary contracts, where you are employed through a third-party recruitment agency to work directly in a government position.

If you’re looking to gain public sector experience and are open to starting in a temporary role, this could be a good option for you.

However, be aware that these roles may offer different pay compared to a direct public service position. The recruitment agency receives a fee for your engagement and takes a percentage before paying you.

It’s important to understand that you are not a public sector employee—you are a contractor providing services to the public sector. This means you won’t be eligible for benefits such as secondments or transfers within the public service, and you will still need to apply if you want to become a direct employee (either temporary or ongoing).

That said, contracting can be valuable in helping you understand public sector work and build relevant experience for future job applications—especially if you have the chance to contract with the agency you hope to join.

APS or NSW Public Sector

Another option for public sector work is through the Australian Public Service or APS. The APS covers all roles working in agencies at the federal level of government. Many roles are available across NSW in the APS. You can see all current roles here.

Team 3Thirty focuses on the NSW public sector for a few key reasons. The NSW Government is the largest employer in Australia, which means there are more roles available to apply for. The NSW Public Sector also tends to offer higher salaries for equivalent positions compared to the Australian Public Service. For example, the top of the APS 6 salary band ranges from $93,023 to $104,558, whereas similar roles in the NSW public sector can fall within the Grade 9/10 range, reaching up to $138,000, or the Grade 11/12 range, which can exceed $160,000 per year.

That said, some opportunities exist at the Commonwealth level that are not available in state government, and vice versa. Both career paths offer strong opportunities for progression and rewarding work. This article, like others on this site, focuses on the NSW Public Sector recruitment process. However, there are many similarities between APS and NSW recruitment, so the insights here may still be useful for those considering Commonwealth roles.

NSW Public Sector Recruitment Step Two: Understanding Application Requirements

Once you’ve found a role you want to apply for, it’s time to start preparing your application.

Most roles will require you to write a cover letter and attach a resume detailing your work history. But you can’t just write one simple cover letter and send it out for multiple roles—there are quite a few common mistakes people make when preparing their cover letter.

To avoid wasting your time by putting together an application that might get declined straight away, it’s important to carefully review all the recruitment information. Each week, I do this for a range of different roles, preparing application checklists and example cover letters for the Team 3Thirty application guides. You can view them all here, or subscribe to get them sent straight to your inbox.

If you want to do it yourself, you need to know what to look for in a job ad and role description. Below, I’ll go through the key things to watch out for—the essential elements you need to land an interview.

Selection Criteria

About 10 years ago, every single job in the NSW Public Sector required you to address “selection criteria”—five to ten statements about the skills and knowledge needed for the role. I remember writing applications that were seven pages long, one for each selection criterion!

Now, thank God, you rarely see a request to address selection criteria. A big exception is NSW Health and NSW Education: if you want to work in a school or hospital, there’s a good chance you’ll still need to draft selection criteria responses.

If your job ad includes selection criteria, it usually says something like:

To apply for this position, please attach to your application your response (maximum two pages) to how you meet the selection criteria.

Then you’ll see a list of items to address. Here are a couple of examples:

• Excellent writing skills including the ability to prepare correspondence, briefing notes, submissions, speeches, newsletters and media releases.
• Good word processing, keyboard, and computer skills in an office environment.

For these applications, you’d need concise, direct STAR method examples that relate to one or more of the criteria. If there’s a two-page limit, use that space to address all the criteria—don’t waste room on introductions; that’s what your separate cover letter is for. Get straight to the point, using STAR examples and bolding the exact phrases from the selection criteria.

Here is an example for the above:

Essential Role Requirements

If there aren’t any selection criteria, check both the job ad and the role description link to see if there are essential requirements for the role.

Nearly every role (without formal selection criteria) will include a section called “essential role requirements.” Sometimes there may be none, or they might be very simple items like confirming your ability to work in Australia or pass a criminal history check. Others can be more detailed and require just as much information as selection criteria would. Make a list of these and tick each one off once you’ve addressed it in your cover letter.

There are many different types of essential requirements. You can read this post for more detail on how to respond to them. Any application guide published on Team 3Thirty also includes these requirements, plus examples of how to address them in your cover letter.

If you’re asking someone to review your cover letter (or to write it for you), be sure they know what the essential requirements are—and ask them to confirm you’ve met each one. If you’d like me to review your cover letter, check out this link here.

Target Questions

Target Questions aren’t used often in NSW Public Sector recruitment, but you may still come across a few roles that require them.

If your job ad has Target Questions, read the question carefully, then check the focus capabilities for the role (usually listed at the end of the role description). This will help you identify which public sector capability the question is assessing, so you can tailor your answer accordingly.

Check out this post for more information on responding to Target Questions, if your job ad requires them. If it doesn’t, great—one less box to tick!

Focus Capabilities

Once you’ve drafted your cover letter and made sure all the essential requirements, selection criteria, and any Target Questions are addressed, you probably have a strong application. But how do you make it great?

To really stand out and make it easy for the hiring manager to see you’re the right fit, you need to read all the focus capabilities. These are a set of behavioural indicators applied right across the NSW Public Sector, and as you apply for higher-level roles, you address the corresponding higher-level capabilities in the recruitment process.

You can read more about the NSW Public Sector capabilities here.

NSW Public Sector Recruitment Step Three: Writing Your Cover Letter and Applying

Writing Your Cover Letter

If you’ve thoroughly reviewed the job ad as outlined in Step Two, you should now have a clear understanding of the role’s requirements. You should also have an easy-to-follow checklist to assess the strength of your application once it’s complete.

If you have any questions about the role, reach out to the hiring manager or listed contact person. This is a great strategy to ensure your name is familiar when they later review applications. A small interaction now could make a big difference later.

Quick Tips On Cover Letters

• If the job ad doesn’t specify a page limit, aim for a maximum of two pages.
• If you can effectively communicate your suitability in a single page—especially for entry-level roles—then do so.
• If the job ad doesn’t ask for a cover letter, write one anyway! It’s your best opportunity to highlight why you’re the right fit for the role.

There are plenty of example NSW Public Sector cover letters on Team 3Thirty—take the time to read them and understand their structure.

Key Things to Check Before Submitting

✔ Have you addressed all requirements from the job ad? (See Step Two!)
✔ If you mention the hiring manager’s name, have you spelled it correctly?
✔ It’s okay to use “Dear Hiring Manager” or “To Whom It May Concern” if you’re unsure.
✔ Focus on actual examples of tasks you’ve performed before—use the STAR Method (Situation, Task, Action, Result).
✔ Align your writing with NSW Public Sector capability framework behavioural indicators wherever possible.

The Most Important Rule: Tailor Every Cover Letter

An absolute must is writing a unique cover letter for every role you apply for. A generic cover letter will be ignored.

• Never copy and paste from a previous cover letter—it won’t align with what the next hiring manager is looking for.
• Each role has specific criteria, so your letter needs to be customised accordingly.

Writing a public sector cover letter can be challenging, especially if it’s your first time. This article provides key tips on common mistakes to avoid.

If you’re struggling, consider signing up for Premium Membership—it’s designed to help people with their NSW Public Sector cover letters. For a small investment in yourself, you’ll receive expert review and redrafting to ensure your cover letter is polished and competitive.

STAR Method – Situation, Task, Action, Result

A common and highly effective approach to addressing NSW Public Sector assessments, including cover letters, interview questions, and other application components, is to use the STAR method. This method helps you clearly and concisely demonstrate your skills, experience, and achievements in a way that directly relates to the selection criteria or questions being asked.

The STAR method involves structuring your responses around four key components:

• Situation: Begin by setting the context for your example. Describe the specific situation or challenge you faced, providing enough detail to help the reader or interviewer understand the background and relevance of the experience.
• Task: Clearly outline the task or responsibility you were assigned within the situation. This could involve solving a problem, achieving a goal, or completing a particular project.
• Action: Explain the specific actions you took to address the task or situation. Focus on your personal contributions and highlight the skills, knowledge, and strategies you applied. Be sure to use active language to describe your role.
• Result: Conclude by detailing the outcome of your actions. Emphasise the results you achieved, such as measurable improvements, successful completion of a project, or positive feedback received. Where possible, quantify the results to provide a clearer picture of your impact.

By using the STAR method, you can ensure your responses are logical, focused, and demonstrate your value as a candidate. This approach also allows you to showcase how your past experiences align with the requirements of the role, making it easier for hiring managers to see your suitability.

If you are applying for more senior roles and have more extensive experience, consider adding another ‘R’ to the end of STAR, for ‘Reflection.’ After you tell your story and describe the practical result, take the opportunity to explain any impact the experience had on you and how it has influenced the way you work.

For example, you might say, “After that incident, I realised we really needed to improve how we handle customer data. We’re now working on a project to enhance this capability within the team, and whenever I take on a similar role, I conduct a quick assessment of existing processes to ensure we have something effective in place.”

Adding this extra content can make your interview answer or cover letter even more appealing and impressive.

Public Sector Resume/CV

As a hiring manager, I always look for a resume that is clean, clear, and relevant. It doesn’t need to include excessive detail—just a concise summary of your professional experience.

Focus on the most relevant roles rather than listing every position you’ve ever held. Dedicate more space to your most applicable experience and briefly mention anything less relevant. You can omit older roles that no longer contribute to your career story.

For example, if you’re applying for a senior manager role and your last three positions involved team supervision, provide detailed insights into that experience. If your first job was data entry in a non-profit 10 years ago, it’s not worth mentioning.

Avoid listing the NSW Public Sector Capabilities as your “strengths.” Instead, use brief STAR-method examples that demonstrate those capabilities in action. Aim for five or so key achievements per role.

Don’t just list responsibilities—highlight what you’ve accomplished.

For example, if your last role was Project Officer, your resume might include:

By focusing on impact and results, your resume will stand out to hiring managers.

Get your cover letter reviewed

Before hitting submit, every candidate should get their cover letter reviewed. Shockingly, very few people do this—and it shows. Many applications contain simple errors or fail to address key criteria clearly outlined in the job ad. Overlooking these details can cost you the opportunity. For example, if the job ad requires responses to two targeted questions and you miss them, your application will likely be immediately rejected.

A fresh set of eyes can make a big difference. Even asking a friend or family member to review your letter can help identify spelling mistakes and unclear points. However, for the best results, consider getting your cover letter reviewed by someone with expertise in NSW Public Sector applications.

With our Premium Membership, you can have your cover letter reviewed and professionally re-drafted by an expert. I’ll ensure your application aligns with exactly what the hiring manager is looking for, improving your chances of success.

NSW Public Sector Recruitment Step Four: After the closing date

After submitting your application, you’ll receive an update from the hiring manager regarding the outcome. Once applications close, the hiring manager and panel members will review all submissions and decide which candidates to progress.

This process can take several weeks, depending on the number of applications.

What are your chances of being shortlisted?

That depends on how competitive the recruitment process is. Key factors include:

• Number of applications – A high volume of applicants increases competition.
• Quality of applications – If multiple candidates have directly relevant experience, the selection process becomes more competitive.
• Number of available positions – More vacancies (such as in bulk recruitment rounds) increase your chances of progressing. While you still need to meet all the criteria, you may not need to be the top applicant to secure an interview.

For example, in a recent recruitment process, I received 100 applications for two positions. Based on the quality of applications, only 10 candidates were shortlisted for interviews and assessments. Many applications were too generic, making it difficult to justify offering an interview.

Ensure your application is tailored to the role, clearly demonstrating your capabilities and experience to improve your chances of progressing.

Public Sector Capability Interview

NSW recruitment guidelines require that candidates be comparatively assessed through various capability-based assessments, with at least one being an interview.

In capability-based interviews, all questions are designed to assess how you can demonstrate the key capabilities required for the role. These questions prompt you to share your experiences and provide specific details about your actions and outcomes.

To respond effectively, you should be familiar with the STAR technique and structure your answers accordingly.

Here are some example interview questions you might encounter in a public sector interview:

• Describe a time when you had to adapt quickly to a changing situation at work. How did you handle it?
• Describe a situation where you had to actively listen to understand someone else’s perspective. What steps did you take to check your understanding?
• Give an example of how you have worked as part of a team to complete a task or project. How did you contribute?
• Give an example of when you suggested an improvement to a work process. What steps did you take, and what was the impact?

All of these questions provide you with a clear opportunity to share your work experience with a specific and tangible example.

A poor answer to a public sector interview question is “I regularly work in teams and perform quite well. I need to work well with others or the work wouldn’t get done. I always attend meetings and am friendly“.

You need to get specific in your answers. Here are two great example answers in talking points to demonstrate:

The best way to prepare yourself for a public sector interview is to review the role description and read all of the focus capabilities. For each one, write down what would be your best STAR method story to share with the team. Review and improve these stories, and you’ll have a bank of excellent public sector interview answers read to draw from. This saves you from needing to think on the spot when you get the question.

Public Sector Assessments

Many government roles include capability assessments as part of the recruitment process. Separate from the interview, these assessments simulate job-related tasks to evaluate your skills and suitability.

Types of Assessments Used In NSW Public Sector

• Psychological Assessments
  • Cognitive Ability Tests: Measure problem-solving skills and learning ability.
  • Personality Questionnaires: Assess behavioural tendencies and work style preferences.
• Work Sample Exercises
  • Perform tasks typical of the role e.g. write a report, give a presentation, review a document.
• Group Exercises
  • Collaborate with candidates on discussions or case studies.
• Role Plays
  • Respond to job-relevant scenarios, such as handling customer complaints or coaching a team member.
• Case Study Exercises
  • Analyse and present findings on a work-related scenario, either in writing or verbally. In these, you may be given a few days to to research and compile your presentation.
• Case Interviews
  • Prepare a response to a scenario in advance and present your strategy.
• In-Tray Exercises
  • Manage simulated administrative tasks, prioritise emails, and respond to correspondence.
• Written Exercises
  • Draft letters, memos, or briefings based on provided materials.
• Technical Skills Assessments
  • Evaluate job-specific technical competencies. E.g. Do specific tasks in excel.
• Situational Judgement Tests
  • Assess decision-making in realistic workplace scenarios, presented in written, video, or audio format.

Each assessment is designed to reflect real job challenges and help determine your suitability for the role.

To give you an idea of how these are used, here is an example combination of assessments that might be requested of you.

1. Research this government program and write a 2 page summary of the program. You have 5 days to complete this, and it must be submitted at 9am the day before your interview.
2. Present your summary of the program to the panel, who will role play being your manager and providing you with feedback. This role play will occur at the start of your interview time.
3. After the role play is completed, you will participate in a capability based interview.

Assessment Centres

Assessment centres are commonly used when multiple positions are being recruited at once. These sessions can be more time-intensive, as they often involve a greater number of assessments or more complex, job-specific tasks.

While you will likely complete assessments similar to those outlined above, you may be given more time to complete them in greater depth. Depending on the role and the organisation, you may be required to attend for a few hours or a full day.

Online Testing

Online testing is increasingly used in NSW Government recruitment, though many tests, such as the Revelian Cognitive Ability Test, are generic and often unrelated to the job itself.

You may be asked to complete these tests either before or after your interview, depending on the process. However, as a hiring manager, I place far more weight on your application, interview performance, and practical assessments. These online tests have little influence on the final hiring decision.

There’s no need to stress or spend money on practice tests sold online. These assessments are designed to present more questions than you can realistically answer, so just do your best and focus on the more meaningful parts of the recruitment process.

NSW Public Sector Recruitment Step Five: Waiting

After interviews and assessments are completed, the hiring panel will meet to review each candidate’s performance and decide who will receive a job offer. This process follows two key steps:

1. Confirm which candidates have demonstrated they meet the role’s requirements and focus capabilities throughout the selection process.
2. From that list, determine who will be offered the available vacancy.

This two-step process ensures clarity in hiring decisions.

For example:

• If there are three vacancies and three candidates who meet the requirements, all three should receive a job offer.
• If there is one role and two suitable candidates, the panel must determine the preferred candidate. That person will receive the offer first. If they decline, the role may be offered to the second candidate.
• If no candidates meet the requirements, the role cannot be filled and will likely need to be re-advertised.

When to Follow Up After an Interview

The public sector recruitment process can take weeks to finalise after interviews and assessments. The timeline depends on:

• The number of candidates being considered.
• The paperwork required for assessments.
• The availability and workload of panel members.
• The time taken for the hiring manager to finalise the recruitment report.
• The need for executive approval, which can also cause delays.

With this in mind:
✔ You can follow up about a week after your interview to check if the panel needs anything further from you.
✔ If you haven’t heard back, it’s okay to follow up again after a couple of weeks.

Don’t be discouraged if you receive brief responses with little detail—this is normal. Hiring managers cannot discuss the decision while it is still being finalised, including waiting for executive approval.

Referee Checks

After interviews and assessments, hiring managers will conduct referee checks as part of the final selection process.

While not a guarantee, if your referees are being contacted, it’s usually a positive sign that you are still being considered for the role.

Your referees should ideally include your current supervisor. If your current supervisor is unavailable or unsuitable, inform the hiring manager and explain the situation—you can offer alternative referees if needed.

Ensure your referees are aware that you’ve provided their details. This helps them be prepared for calls or emails from unknown contacts and ensures they are comfortable providing a reference for you.

Service Checks and Career History/Qualifications

At the same time referee checks are conducted, HR will typically begin service checks, which may include:

• Reviewing misconduct history (if applicable).
• Checking existing leave balances.
• Verifying the service history you disclosed on your résumé.

HR will also confirm qualification requirements where necessary. If the role requires a specific certification (e.g., a Certificate IV), you will likely need to provide proof of qualification at this stage.

NSW Public Sector Recruitment Step Six: Your Public Sector Offer

Once all interviews, assessments, and reference checks are completed, the hiring manager will finalise the recruitment outcome and obtain approval.

You will then be informed of the result, with three possible outcomes:

1. You’re offered the job! Congratulations—you’ve secured your new public sector role!
   • Most likely, the hiring manager will call to let you know you’re the preferred candidate and will discuss key details such as pay, working conditions, and a potential start date.
   • At this stage, they may or may not have the formal written letter of offer, which typically follows within a few days.
2. Verbal Offer vs. Written Offer
   • Once you receive a verbal offer, the job is effectively yours. However, do not take any major steps (e.g., resigning from your current job or relocating) until you have signed the official written offer or contract.
   • While rare, unexpected issues can arise between the verbal and written offer, so ensure everything is finalised before making any commitments.

Negotiating Pay

Your written letter of offer will outline:
✔ Salary – usually starting at the lowest point in the pay range for your role
✔ Office location
✔ Working hours per week
✔ Employment type – ongoing, temporary, or contract

Negotiating pay in the public sector is very different from private sector negotiations. To learn how to approach this effectively, check out this guide on negotiating public sector pay.

Talent Pool or Merit List Placements

You may be informed that you have been placed in a talent pool for the position (or a merit list if you’ve applied for an APS role). This is a common outcome, as talent pools are widely used across the NSW public sector.

If you applied for a position with multiple openings—such as a large team—or if the recruitment was specifically labeled as a “talent pool recruitment,” then this may be the best possible outcome. In bulk recruitment or talent pool processes, the hiring manager may not have immediate vacancies to fill. However, because essential services require ongoing staffing, this approach allows vacancies to be filled more quickly as they arise. In these cases, vacancies are expected due to natural turnover, making it a well-used talent pool with strong hiring potential.

The situation is different if you applied for a single position with a single vacancy. In this case, being placed in a talent pool typically means you met all the role requirements but were not selected as the preferred candidate. The selected candidate will be offered the role, and if they accept, you won’t receive an offer unless another vacancy emerges.

These single-role talent pools tend to be used less frequently. While your placement makes you eligible for similar roles at the same grade (e.g., Project Officer, Grade 7/8) across various departments, hiring managers are not required to use the existing pool. For instance, if you applied for a Project Officer role in an IT team working on a health system, a hiring manager for a different Project Officer role focused on staff wellbeing may prefer to conduct their own recruitment rather than select from the established talent pool.

That said, there are ways to make the most of your placement in a talent pool—I’ve put together a list of strategies you can use here.

Helpful Public Sector Recruitment Resources

Hopefully, this guide helps you land your next public sector role faster and with more confidence.

The more you prepare, the better your chances of success. But preparation doesn’t have to be overwhelming or time-consuming—it should be strategic and add real value to your applications.

If you’re actively looking for an NSW public sector role and want immediate support, check out the Team 3Thirty Premium Membership for:

• Cover letter reviews
• Custom application guides
• Access to a library of example cover letters

Looking for more help? Here are additional resources to support your application:

🔹 Cover Letter Tips
🔹 How to Search IworkforNSW
🔹 IworkforNSW Application Help [External]
🔹 Public Sector Capability Tool [External]

NSW Public Sector Recruitment FAQs

When should I ask about working from home?

If working from home is essential for you, it’s best to ask before you apply to avoid spending time on a role that won’t suit your needs.

If remote work is a preference rather than a necessity, it’s best to raise the question when you receive your letter of offer. At this stage, you have been selected as the preferred candidate, making it the right time to discuss working conditions. However, be mindful that asking about flexible work or higher pay before an offer is made could risk your chances.

How long does NSW Government recruitment take?

The process varies significantly but is generally longer than private sector recruitment.

For a single position, once applications close, the hiring manager and panel must:

• Review all applications, which may number in the hundreds or even thousands.
• Decide which candidates to progress and schedule interviews and assessments.
• Coordinate with candidates for availability.

After the interviews and assessments, the recruitment team must:

• Meet to finalise the hiring decision.
• Complete reference and service checks.
• Write a recruitment report detailing outcomes and justifications for all candidates.
• Obtain approval for the recruitment report.
• Draft and issue a letter of offer to the successful candidate.

These steps mean the process can take anywhere from a few weeks to several months, depending on the role and department.

Can I negotiate a higher salary?

Yes! Government roles typically have a salary range, and you can start at different points within that range based on various factors. Learn more about how to negotiate public sector salaries here.

There’s no requirement for a cover letter—can I just send my CV?

Technically, yes. But if you want to maximise your chances, it’s worth writing a cover letter, even if it’s just a single page. A well-crafted cover letter can make the difference between progressing to an interview or being overlooked.

Can I use the same cover letter for different roles?

Absolutely not. Your cover letter must be tailored to each specific role. It should clearly demonstrate:

• Why you want the role.
• Your interest in the team or department.
• How you meet the job requirements with concise, relevant workplace examples.

A generic cover letter is unlikely to stand out or make a compelling case for your suitability.

I’m in a talent pool—can I apply for other roles?

Yes, and you absolutely should. While being in a talent pool means you are eligible for future vacancies, you could be waiting for a long time—sometimes up to 18 months. Keep applying for roles that interest you, and check out these tips to maximise your talent pool placement here.