Thank you for your interest in joining AGS. We’re committed to providing a transparent and supportive recruitment experience. The information below will help you prepare a strong application.
Before you apply
We encourage you to read the job advertisement and position description carefully. These documents outline the key responsibilities of the role, along with the qualifications, skills and experience (criteria) we’re seeking in a successful applicant.
All applications must be submitted through our online recruitment portal.
Preparing your curriculum vitae (CV)
Your CV should include:
- Your employment history in chronological order, starting with your most recent role
- Your job titles and the capacity in which you were employed
- The name of each employer
- A brief description of your key responsibilities and achievements
Please highlight experience that is most relevant to the position you are applying for.
Showcasing your skills and experience
If as part of the application process you are requested to include a cover letter, please make your cover letter as clear and succinct as possible. You may choose to use the skills, experience, and responsibilities listed in the position description as section headings. Under each heading, describe how your background, qualifications, and achievements demonstrate your ability to meet the role’s requirements.
Referees
Please provide the names and contact numbers of your nominated referees. Whenever possible, one referee should be your current supervisor or manager. Written referee reports are not needed unless we request them. We will not contact nominated referees without your agreement.
Application acknowledgment
Once your application is submitted, you will receive a confirmation acknowledging that we have received it.
Our selection process
If you are shortlisted, we will invite you to attend an interview.
Prior to your interview, we will explain the process in detail and let you know if any assessments will be included.
If you have specific needs or accessibility requirements, please indicate this in your application so we can ensure your interview experience is comfortable and inclusive.
We aim to complete our merit-based recruitment processes within 5–6 weeks from the date our advertisement closes.
| Advertised | Shortlist | Interviews | Referees | Report | Delegate | Offers |
|---|---|---|---|---|---|---|
| Close | 1 week | 1–2 weeks | 1 week | 1 week | 1 week |
Outcome notification
All applicants will be advised of the outcome once the selection process has concluded.
Use of artificial intelligence (AI) in recruitment
We may use AI tools to support administrative tasks during recruitment processes. We do not use AI to make employment decisions.
AGS representatives make decisions about shortlisting candidates, conducting interviews and making employment offers.
They make these decisions in accordance with the APS Employment Principles and the Guide on Merit in the APS.
You may choose to use AI tools when writing an application and preparing for an interview. If you do, we encourage you to review the following guidance and the Australian Public Service Commission (APSC) Principles for Candidate Use of AI in Recruitment.
What we expect of you
We expect all candidates to participate in recruitment processes honestly and with integrity.
AI can be a useful tool to help you:
- organise your thoughts
- draft application content
- practise interview responses
- learn more about the role of AGS and the APS.
However, your application must be your own work and reflect your own communication style.
When you apply for a role, the information you provide must:
- accurately reflect your skills, experiences, qualifications and achievements
- be truthful and authentic
- demonstrate your own understanding of the role and its requirements.
We may ask you about your use of AI during the recruitment process. If asked, you must answer truthfully.
You should not use AI during interviews, skills assessments or other assessment activities. We expect your responses to reflect your own knowledge, experience and capabilities.
Providing misleading information, using AI inappropriately or presenting material that does not genuinely reflect your own experience may affect the outcome of the recruitment process. In some circumstances, your application may be withdrawn.
For AGS employees or other APS employees, we may also consider inappropriate use of AI under relevant employment frameworks including them APS Code of Conduct.
What you can expect from us
We use AI only to support some administrative recruitment activities. This helps us prepare clear, consistent and accessible information for candidates.
For example, we may use AI to:
- draft job advertisements
- prepare candidate information packs
- support other administrative recruitment tasks.
We do not use AI to:
- assess applications
- screen candidates
- shortlist candidates
- assess suitability for a role
- make selection decisions.
All recruitment decisions are made by AGS representatives in accordance with the APSC's Principles for Agency Use of AI in Recruitment.
More on using AI
For more information about the appropriate use of AI in recruitment, see: