Overview of the selection process

TGA recruitment and selection practices are designed to select people who best demonstrate that they have the capabilities needed to do the job. We use a behaviourally-based staff selection process as past behaviour and work performance are strong indicators of future on-the-job performance.

Selection stages

There are two stages to selection:

Stage 1 - The application

• you are asked to respond to certain questions in relation to each capability; and other stated requirements including any mandatory qualifications and /or desirable knowledge and experience.
• If you are short listed for interview you will proceed to stage 2

In your Response to the Capability Questions be sure to demonstrate that you have the required capabilities for the particular job. A minimum standard is required for applicants to proceed to interview and work sample testing and your application must establish your claims against the capabilities.

Important: If you do not provide answers to the Capability Questions, your application may not be considered.

Stage 2

1. Interview
   • The interview is behaviourally based so applicants can talk about their experiences and background relevant to the advertised vacancy.
   • In your preparation for the interview, make yourself familiar with the job description and how the position contributes to the overall role of the TGA.
   • Interviews are usually around 30 minutes and involve at least two interviewers.
2. Work sample test (WST)
   • Work sample testing can take up to an hour depending on the classification level and can require written responses or a practical exercise that is a typical but hypothetical work scenario.
   • Can precede or follow the interview

Please advise the TGA in your application if you have any particular needs. These needs can then be catered for when making assessment arrangements to ensure that you will not be disadvantaged should you be selected for interview and testing. If you are successful in being shortlisted for interview and work sample testing, you will be contacted to arrange a suitable time for you to attend both testing and interview. If you are not successful in reaching this stage, you will be notified in writing.

Assessment

Each stage of the selection process contributes to the final outcome. Assessment will be against the Capability Map in each part of the process, and the weightings for determining the successful applicant are:

• Application 20%
• Interview 40%
• Work Sample Test 40%

Successful applicants will be advised by the Chairperson of the Selection Advisory Committee (SAC) as soon as the Delegate has approved the recommendation. If the Chairperson is not available the Delegate or another member from the SAC will verbally advise the successful applicant. All applicants will be notified in writing and all applicants can call the Chairperson of the SAC for feedback.

Referee reports

Verbal referee checks are only completed for applicants in serious contention for the job and are used to validate claims - ie. to confirm the claims in the application and the assessments from the interview and WST.

While it is expected that you will nominate your current supervisor as one of your referees, we appreciate that you may not want to provide your current supervisor as a referee as this may jeopardise your continuing employment.

Please note that we will generally not contact your referees unless you are strongly competitive at interview however, if you have any concerns about us contacting your referees, please detail this in your application and mention it to the Chairperson of the SAC if you are selected for interview.

Any referee comments will be documented and forwarded to you for comment prior to finalising the selection report.

If you are the recommended applicant

If you are the recommended applicant, you will be contacted by the Office of Human Resources and advised of the next steps in the process.

You will also be asked to declare any personal, financial or other interests that may cause, or be perceived to cause, a conflict of interest between those duties and your official duties as an employee of the organisation.

You will be required to have a police records check and if the position is ongoing, a medical check before confirmation of employment.

Privacy & confidentiality

All information relating to selection processes is stored in a secure environment and only accessible to people directly involved in the selection process. Some information in a de-identified form may be used for internal research and ongoing evaluation of our selection processes.

Further information can be obtained from

• The Contact Officer for the position who can help you with any information relating to the actual position.
• TGA HR who can help you with enquiries about the process and/or underpinning policies.

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