Red Tape Busters provide a unique service in which we represent our clients interests and lobby hard for them to get the results they require. Most companies, industry associations, individuals, community and sporting groups get confused and frustrated dealing with the public sector and typically get tangled in ‘red tape’, or simply give up because they fail to have anyone listen to their concerns. We can help you address your problems with government and council approvals and negotiations.

1. 31/05/13 1
Applying for a Job in the
Qld Public Sector
Presenter:
Shane Bowering
Director (Red Tape Busters)

2. 31/05/13 2
Course Outline
 The Qld Public Sector recruitment and
selection process
 Writing a Job Application
 Preparing a Resume and Covering Letter
 Study exercise – preparing an
application for a position
 Feedback regarding your application
 The Interview Process
 Course Review

3. 31/05/13 3
Session 1 - Overview
 Introduce Presenters/Company etc
 Participants Introduction
 Legislative requirements of the
recruitment process
 How do positions become vacant & how
can they be filled
 Selection Panel Processes
 Documents used in the process
 Tasks to be completed prior to deciding
to apply for a Position

4. 31/05/13 4
Session 1
Introduction
 Overview of Presenter
 Overview of our Company and our
services
 Our experiences in the public
sector and in preparing job
applications, conducting interviews
etc.

5. 31/05/13 5
Equal Opportunity in
Employment Act
 Purpose of the Act is to provide
equal employment opportunities
(EEO) in the public sector
 Agencies required to develop an
EEO management plan
 Act refers to target groups, these
being women, ATSI people,
people with an ethnic background,
people with a disability

6. 31/05/13 6
 Nothing in the Act requires any
actions that are incompatible with
recruitment, selection, promotion
and transfer being dealt with on a
basis of merit
 This Act is about broadening the
opportunities of the target group to
be in a better position to attain
employment on merit

7. 31/05/13 7
Anti-Discrimination Act
1991
 An Act to promote equality of
opportunity for everyone by
protecting them from unfair
discrimination in certain areas of
activity and from sexual
harassment and certain
associated objectionable conduct

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 There is specific mention of a need
to ensure workers are not
discriminated against in the areas
of promotion, transfer, training,
dismissal etc.
 However an employer may impose
genuine occupational requirements
for a position eg. An Actor, Political
Adviser

9. 31/05/13 9
Public Sector
Management Standard for
Recruitment and
Selection
 Primary objective is to detail the
framework for the Qld Public
Sector recruitment and selection
processes
 The Standard highlights the Qld
Government’s commitment to
appointment based on merit

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The Standard outlines
the principles and
guidelines relating to:
 the recruitment and selection
process;
 selection committee;
 selection strategy;
 shortlisting;
 information gathering;
 information verification;
 selection recommendation
 selection decision; and
 post selection process action

11. 31/05/13 11
How do Positions become
vacant and how are they
filled?
How do they become Vacant
Natural Attrition
Restructures
Position upgrade

12. 31/05/13 12
How are they filled
 Normal recruitment processes
 Compassionate Transfers
 Redeployment
 Equal Transfer
 Temporary Appointments
 Secondments/Relief

13. 31/05/13 13
Processes used by
Selection Panels
 Ensure the Position Description
(PD) is current
 Make changes to the PD
 Advertise the Position
 Determine weightings for the
various Selection Criteria

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 Assess the applications and short-list
applicants
 Determine appropriate interview
questions and the most appropriate
responses
 Determine the selection techniques to
be used (at least 2 required)
 Advise applicants who are short-listed
of the Interview and the process to be
used

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 Conduct Interview as per
required standard and advice
given previously to applicants
 Assess Interview results
 Conduct referee checks
 Reconvene to discuss
recommendation

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 Submit recommendation and upon
approval advise both successful
and non-successful applicants
 Supply applicants with Feedback on
their performance
 Appeals Process

17. 31/05/13 17
Working Documents Used in
the Selection Process

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 Position Description
 Question sheet which includes
predetermined responses
 Applicant Shortlisting Grid
 Selection Summary Grid
 Interview Guide

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 Reference Recording Sheets
 EEO Statistical Data Sheet
 Vacant Position Nomination
Form

20. 31/05/13 20
Tasks to be completed
prior to deciding to
apply for a position
 Obtain a copy of the PD
 Research the reason for the
vacancy and the likely future
requirements of the position with
the Manager of the position
 Assess yourself honestly
regarding your ability to meet the
selection criteria and perform the
duties of the position

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 Research the organisational
structure within which the
vacancy exists
 Establish and consider whether
the position offers future
promotional opportunities
 Ensure you have time available
to prepare a worthwhile
application

22. 31/05/13 22
Session 2
 Things to be done prior to writing
your application
 Basic rules in writing an
application
 Generic Selection Criteria
 Addressing Selection Criteria
 The Covering Letter
 Resumes
 Presentation and Fonts

23. 31/05/13 23
Things to be done prior to
writing an application

24. 31/05/13 24
 Ensure you have taken
everything into consideration as
per the last session
 Obtain and research from
documents relating to the
position, eg. Corporate plan,
Strategic Plans, Operational
Plans & Business Plans etc.
 Discuss the specifics of the
position with the previous holder
of the position and other people
in the same field

25. 31/05/13 25
 Determine if there are any
peculiarities resulting from the
geographic location of the position
 Talk to the Manager of the position
to determine where they see the
position going and what priorities
they have for the next 12 months
 Talk to Clients of the position to
gain an insight into their
perceptions of the service
provided

26. 31/05/13 26
Basic rules in writing an
application
 An application contains the
following elements: a covering
letter; a departmental application
form; a statement addressing the
selection criteria individually; and
a resume, as a minimum
 Ensure that you submit at least the
departmental application form
prior to the closing date of the
application

27. 31/05/13 27
 Utilise as much of the Departments
“in-house” information as possible
in your application
 Keep the content succinct and to a
readable volume, ie. Don’t make
the panel read a novel, but don’t
sell yourself short
 Ensure your presentation is to the
highest level possible
(appearances count)

28. 31/05/13 28
Addressing Selection
Criteria
 Elementise the criteria to ensure you
cover all of the components in your
response
 Present your response in a
structured manner which includes
the processes used to meet the
requirements of the criteria and
examples where you have
demonstrated your ability to perform
the required skills

29. 31/05/13 29
 Try to limit your response for each
criteria to no longer than 2 A4
pages
 You may wish to demonstrate
some strategic thinking by
explaining how you would use
these skills in the new role

30. 31/05/13 30
The ESTEP Theory
 Experience
 Skills
 Theory
 Example
 Proof

31. 31/05/13 31
The Covering Letter –
Should include the
following:
 Details of the position for which
you are applying
 Reference to your experience
 Commitment to the organisations
goals
 A desire to be interviewed

32. 31/05/13 32
The Resume
 Your Resume should always start with
your most current career details and
document back to your first position
 The Resume should contain the
following information:
Each position you have held (back 5 to
10 years)
the period you held the position;
key duties you performed;
achievements you accomplished whilst in
the position;
and any other notable information

33. 31/05/13 33
 Where possible only give 3 –5
examples of each, ie. The most
notable 3-5 achievements etc.
 Ensure that if you have had
regular or large periods of relief
that these are included in your
resume as a “position held”
 You may also wish to document
academic achievements in your
Resume in detail, at a minimum
all qualifications should be
documented

34. 31/05/13 34
 Training course and other
qualifications should be recorded
 Your personal details are required
so that contact can be made with
you at any time
 Your referees details are required
including their names, positions
and contact details (These should
include current and past
Supervisors/Managers)

35. 31/05/13 35
Presentation and Fonts

36. 31/05/13 36
 Always utilise a header and a
footer to re-inforce your details
in the panels mind
 Ensure that you use the same
structure of fonts sizes and
features throughout the
document
 Use indents and bullets to
emphasise individual messages

37. 31/05/13 37
 Utilise fonts that improve peoples
recognition of your message
 Colour where practical will make
your application appear more
readable and professional
 Your application should always be
bound with a cover sheet and
backing board and transparent
plastic cover unless otherwise
specified by the Department.
 You should always prepare at
least 3 copies of an application (1
for each panel member)

38. 31/05/13 38
 Don’t be afraid to do things
differently as this will make you
stand out, however always
remember it must be professional

39. 31/05/13 39
End of Session 2 –
Hooroo!!!

40. 31/05/13 40
Session 3
 Different Interview Styles in the
Public Sector
 Interview Preparation

41. 31/05/13 41
Different Interview
Styles in the Public
Sector
 Casual
 Round Table
 Behind the desk
 Standard Structure
 Hyperthetical/Theoretical

42. 31/05/13 42
Interview Preparation
 Ensure you obtain the weightings of each
criteria from the panel when you are advised
of your interview time. Those criteria
weighted more heavily require extra
attention.
 Try and find out as much as you can about
the interviews/interviewees/process etc from
the panel chair/friends etc
 Commence preparing for the interview

43. 31/05/13 43
 Re-read your application thoroughly
 Prepare notes on particular aspects of
each criteria that you want to address
in the interview (including examples)
 Try and ensure that you bring new
examples to the interview (as opposed
to the application).

44. 31/05/13 44
 Select some documents/work that you
have previously produced to take to
your interview as proof that you meet
the criteria.
 Ensure you have examples for all
criteria
 Prepare a diagram of some
description to use in the interview
 Prepare a Business Plan or Action
Plan for the position

45. 31/05/13 45
 Prepare a folder for each selection
criteria and have everything associated
with that criteria in that folder.
 Visit the office where your interview
will be conducted to familiarise
yourself with its location
 Have a friend do dummy interviews
with you so your comfortable with
your content (can be difficult and is
questionable)
 Have a summary prepared for the end
of the interview.

46. 31/05/13 46
The Interview
 Dress appropriately and professionally
for the interview, for the position you are
applying for and for the environment in
which you will be working.
 Arrive early for the interview – allowing
time for the nerves to settle.
 If questions provided prior to interview –
take your time read them thoroughly –
take notes on what you want to say.

47. 31/05/13 47
 Greet the panel chair
 Thank them for the opportunity.
 Greet other panel members.
 Set yourself up at the interview
table.

48. 31/05/13 48
 Fill glass of water
 Take your time.
 Speak slowly
 Maintain eye contact

49. 31/05/13 49
 Refer to your notes.
 Monitor body language of panel.
 Be positive and project your voice
clearly.
 LISTEN!!!!!!

50. 31/05/13 50
 Make sure you cover off everything you
want to say with each criteria.
 Draw a diagram/use whiteboard if
possible and confident enough.
 Deliver your summary.
 Add anything else you had forgotten

51. 31/05/13 51
 Have an intelligent question
prepared.
 Thank the panel individually

52. 31/05/13 52
Be Confident and Project your
Confidence

53. 31/05/13 53
Session 4
 Reflection on areas of concern
 Summation of key points
 Course feedback

54. 31/05/13 54
Summation of key
points
 Preparation in each phase of the process
is the key to success
 If you want the job you will have to put in
considerable effort to get it
 Confidence is essential, both in your own
ability, that you have prepared
adequately – application and interview
and when dealing with the Panel or Panel
Chairperson

55. 31/05/13 55
 Be careful about the jobs you
select to apply for, as you don’t
want to do all this if your not right
for the position or its not right for
you
 Select your Referees carefully,
they need to be totally on your side
 Start doing projects in your work
environment now that you can use
as examples at interview
 Keep your application up to date

56. 31/05/13 56
 Project confidence at the interview.
 Use the glass of water.
 Again preparation is the key.

57. 31/05/13 57
Red Tape Busters
 Job Application Writing
 Interview Coaching
 Quality Assurance
 Consulting to Public Transport
Operators
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 Training
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