Overview of the selection process

29 June 2015

TGA recruitment and selection practices are designed to select people who best demonstrate that they have the capabilities, skills and qualifications 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.

The TGA uses the APS-wide Integrated Leadership System (ILS) to describe the capability of our people. In framing an application for jobs in the department, please refer to the ILS capabilities for the job classification advertised to ensure you understand the expectations. The ILS capabilities are used in assessing applicants for their suitability for roles. Detail of the expected capability by level under the ILS can be found on the APSC website.

Selection stages

There are two stages to selection:

Stage 1 - The application

  • You may be asked to respond to certain questions in relation to each capability
  • If you are short listed for interview you will proceed to stage 2.

In your response you will need to demonstrate that you have the required capabilities for the particular job. Your application must establish claims against the capabilities which will be rated to assess your suitability for progression to stage 2.

Important: If you do not provide answers to the Capability Questions, your application will 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 can be between 30 minutes and 1.5 hours, depending on the role and classification.
  2. Work sample test (WST)
    • You may be required to sit a work sample test. Work sample testing can take up to 1 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 by email to book a suitable time for you to attend the interview and testing. If you are not successful in reaching this stage, you will be notified by email.

Assessment

Each stage of the selection process contributes to the final outcome. Assessment will be against the capabilities described in the ILS in each part of the process.

Recommended applicants will be advised by a member of the Selection Advisory Committee as soon as the Delegate has approved the recommendation. All applicants will be notified by email on the outcome of their application.

Referee reports

Verbal referee checks are only completed for applicants in serious contention for the job and are used to validate claims.

It is expected that you will nominate your current supervisor as one of your referees.

Please note that we will generally not contact your referees unless you are strongly competitive at interview and if there is a strong requirement for merit lists. However, if you have any concerns about us contacting your referees please note this in your application.

If you are the recommended applicant

If you are the recommended applicant, you will be contacted by 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 complete a police records check and a medical declaration as part of your pre-employment checks. This may not be necessary if you are already an ongoing APS employee.

Privacy & confidentiality

The information provided by you in a recruitment process is collected to assist the TGA to determine your suitability for selection to an advertised vacancy.

Your personal information is protected by law under the Privacy Act 1988 (Cth). More information on general privacy is available.

Further information

Contact the nominated contact officer if you have any questions about the position. The details of the contact officer will appear in the advertisement.

TGA Recruitment can help you with enquiries about the process relating to the specific position you have applied for and any further APS recruitment and selection policies.