Guidance - applying for a job

Any application for a job with the Office of the Official Secretary to the Governor-General needs to include your resume and a one page pitch.

What should I include in my resume?

The quality of your resume creates the vital first impression we have of you. As a minimum, you should ensure that you include the following elements:

  • Personal Details – include your name, contact email address and phone numbers.
  • Education – provide details of any education and qualifications that relate to the job you are applying for.
  • Work Experience – include relevant work experience and outline the main responsibilities and achievements that relate to the job you are applying for. Organise your employment history in chronological order, starting with the most recent, and indicate actual dates of employment. Make sure to explain any gaps in time.
  • Other Experience – if relevant, briefly mention any extra-curricular activities, interests or volunteer/community work that you participated in and highlight what you gained from that experience.
  • Referees – include the name and contact details of two professional referees who can validate and support your application, where possible.
  • Layout – the standard resume length is between two to six pages. Use an easy to read font and a simple, consistent format. Use bullet points to break up text. Place key information on the front page where it can be noticed. Highlight important facts, and ensure that you can back them up with examples if asked at interview.

What should I include in my one page pitch?

Your one page pitch is a chance to tell us why you are the right person for the job. We want to know why you want to work at OOSGG, why you are interested in the role and how your skills, knowledge, experience and qualifications align to the role.

How will my application be assessed?

Your application will be assessed on your ability to demonstrate that you possess, or have the real potential to develop, the required skills, knowledge, experience and qualifications to perform the role. These requirements are based on the information provided to you as part of the job advertisement. 

If your application is shortlisted, you may be asked to undertake an interview to discuss your ability to perform the role.

Assessment

We use a variety of techniques to assess and validate key knowledge areas, critical skills, motivation and fit for the role. This may include:

  • psychometric testing personality  – motivation and cognitive abilities
  • phone, face to face and telepresence interviews – formal and informal
  • scenarios
  • group assessment centres
  • written tasks; and
  • presentations.

Selection

We make all selection decisions based on merit, which means that:

  • the assessment process is fair and unbiased
  • assessment is based on job specific requirements outlined in the position description
  • based on the assessment, the preferred candidate is selected

If you are selected as the successful candidate – congratulations! You will be contacted to discuss classification, salary, security clearances and start date, as well as asked to complete any relevant new starter paperwork.

If you are not selected as the successful candidate, you may like to seek feedback.  In some cases, where you are not the preferred candidates you may be placed on a merit list where you will be considered for similar roles within the Office over the next 12 months.