Vacant PSSE roles are advertised across multiple online platforms including I work for NSW as well as seek, toozly, and career one. When applying for a PSSE role, applicants should familiarise themselves with the recruitment process, the NSW Public Sector Capability Framework, and the role description which is usually attached to the advertising.
The recruitment process for all PSSE roles is in line with The Government Sector Employment Act 2013 (GSE Act) which provides the legislative framework for government employment in NSW. The GSE Act establishes two main employment groups, the government sector, and within that, the public service. The Teaching Service is part of the government sector.
The GSE Act governs the recruitment of PSSEs.
Any employment decision relating to a role in the Public Service is to be based on an assessment of the capabilities, experience and knowledge of the person concerned against the pre-established standards for the role to determine the person best suited to the requirements of the role and the needs of the relevant Public Service agency.
When you apply for an externally advertised PSSE role, you will be required to undergo a comparative assessment process. Comparative assessment for a role is the process of assessing an individual’s claim against:
The process includes the following:
Applicants will be required to submit an application via I work for NSWExternal link which consists of a cover letter (two pages maximum) and resume (five pages maximum) total of 7 pages maximum. Always ensure to answer all the pre-screening and any targeted questions when submitting your application to provide you with the best opportunity to progress to the shortlist.
Applicants who are shortlisted will progress to the next stage of the comparative assessment and complete capability-based assessments. Capability based assessments provide an opportunity to assess an applicant’s capabilities as they relate to the role. These typically include general cognitive ability test, personality questionnaire and structured behavioural interviews (conducted by a panel of at least two people, one of which is an independent assessor).
Other capability-based assessments to assess the focus capabilities may include work samples such as group activities, a written activity, role play or simulation, analysis, or a presentation.
Psychometric assessments are a method of assessing candidates to inform selection and development decisions. They offer an objective measure of a candidate’s abilities and personality. Psychometric assessments are one of the best predicators of future individual job performance and behaviour when used in combination with a behavioural interview.
Candidates will typically be required to undergo two types of psychometric assessments administered by external third party providers:
Candidates who are invited to complete a psychometric assessment are encouraged to complete online practice psychometric tests. Revelian is one of the third-party providers for psychometric tests and they have free practice tests on their website which may assist candidates to become familiar with the type of assessments, prior to completing a formal assessment. The assessments are always timed.
The assessment should be completed in an environment free from distractions and at a time that you will not be disturbed. It is recommended that you use a mouse while completing the assessments, as it is easier to navigate.
Shortlisted candidates will be invited to attend a behavioural based interview.
Past performance has the strongest correlation to future success, and behavioural interviews are a form of assessment that focuses on an applicant’s previous experience and achievements.
Behavioural interview questions typically ask the applicant to reflect and describe a time when they had to display a specific behaviour or demonstrate a specific capability. Well-structured responses to behavioural interview questions generally follow the STAR method, providing a response to the Situation, Task, Action and Result of the action.
Can you tell me about a time when you worked effectively under pressure?
Interviews generally run between 30 and 60 minutes.. Depending on the role, you may receive the interview questions immediately prior to the interview to allow you to time to reflect and prepare. Plan ahead so you are ready for your interview. Allow sufficient time to arrive at your interview location and take the time to review the role description, your application and the focus capabilities being assessed.
The panel will convene after the interview process and decide which candidate(s) will progress to referee checks.
Two referee checks are required. Applicant referees should be professional referees from the last 3 years, who have known the applicant for a minimum period of 6 months in a professional context, and at least one referee should be a current or recent (within the last 2 years) line manager of the applicant. Only nominated referees will be contacted.
Once the panel has finalised a decision on which candidate(s) will be recommended for employment, the final shortlisted candidate will be notified that they are recommended for offer subject to Secretary approval.
Your results will only be used for the purpose of assessing your suitability for the role you have applied for. Your results will be made available to the interview panel for recruitment purposes.
Will I be notified of the outcome of my application?
Yes, all candidates should receive notification usually via email to advise of the outcome of an application.
