Guidance and information on recruitment

Your guide to Cracking the Code How to apply for jobs in the Australian Public Service

The Guide on Merit has been prepared for HR practitioners to support agencies uphold each element of merit-based selection, while also building innovative, responsive and flexible recruitment processes that can withstand scrutiny

Recruitment is about attracting and selecting the right person for the job. Recruitment processes do not need to be complex. They need to support sound, evidence-based decision making.

The Public Service Gazette (the Gazette) contains notices required to be published under sections 20 and 34 of the Australian Public Service Commissioner's Directions 2016 (the Directions). Notices include vacancies and certain employment decisions, such as promotions.

A list of suitable candidates may be established whenever an agency conducts a competitive selection process.

Non-SES engagements for a specified term (Public Service Regulation 3.5(3))

The circumstances under which a person can be engaged for a specified term:

Agencies should develop policies on conditions of engagement consistent with the legislative framework and to meet individual agency business needs.

Probation is a critical part of the recruitment process. During probation, an agency assesses whether a person is suited to the APS, the agency and the job.

A list of documents that can confirm Australian citizenship is available from the Department of Foreign Affairs and Trade.

There are arrangements applying in the Australian Public Service (APS) which limit the subsequent employment of people who have received a redundancy benefit.

In February 2008, the Australian Government introduced a policy implementing transparent and merit-based assessment in the selection of most Australian Public Service (APS) agency heads and other statutory offices working in, or in conjunction with, agencies which operate under the Public Service Act 1999.

Where a decision maker has the authority to engage, promote or move an employee under the Public Service Act 1999 (PS Act), then the decision maker has the authority to revoke or vary the decision before it comes into effect.

A guidance document has been developed to support agencies to adapt to changes to the Fair Work Act 2009, limiting the use of fixed term contracts from 6 December 2023.

Looking for information on best practice in recruitment? Our resources help answer key questions and offer guidance to ensure successful recruitment rounds

From 26 August 2024, the FW Act will include a new definition of ‘casual employee’ and a new pathway for casual employees to convert to permanent employment.