An APS interview is a merit-based interview for an Australian Public Service job, usually held by a selection panel of two or more people who ask behavioural questions ("Tell us about a time when…") and hypothetical questions ("What would you do if…") drawn from the job description. To prepare, map two examples to each capability in the information pack, pitch them at the level you applied for (APS 1–6, Executive Level 1–2 or SES), and read the agency's corporate plan and latest annual report.
This guide explains the APS recruitment process, what happens in the interview, the capabilities panels look for, and what comes after, based on Australian Public Service Commission (APSC) guidance as of October 2026. For Australian interviews in general, start with our job interview tips for Australia.
How does APS recruitment work?
Most APS agencies run their own recruitment, but the steps follow the same merit-based pattern. Based on the APSC's "Cracking the code" guidance:
- The job ad. Vacancies are advertised in the Public Service Gazette on APSjobs and on agency websites. Ads show the classification level, salary range, whether the job is ongoing or non-ongoing, a link to the job description and information pack, and a contact officer.
- Your application. Usually a CV plus a short "pitch" or responses to selection criteria or questions, and referee details. Our selection criteria interview guide covers how to write and say these answers.
- Shortlisting. The panel compares applications. Shortlisting may also involve a phone or video interview, or online methods such as video interviews, multiple-choice questions or psychometric tests.
- Interview and other assessment. A face-to-face interview, and sometimes a work sample test (such as a writing exercise), a presentation or psychometric testing. Agencies filling many roles may use an assessment centre with group exercises.
- Referee checks and recommendation. The panel may contact referees, then recommends the most suitable applicant to the decision-maker.
- Merit list. Other suitable applicants may be placed on a merit list (also called a merit pool), valid for 18 months from the date the job was advertised in the Gazette. Other agencies can use it to fill similar jobs unless you opt out.
For online tests and assessment centres: take the assessment yourself and follow the employer's rules — use CoPilot Interview to practise beforehand.
What happens in an APS interview?
Expect a structured conversation with the panel, which often includes the job's supervisor. A scribe may take notes and help write the selection report but does not make the decision. Questions are based on the job description and are usually a mix of:
- Behavioural questions — "Tell us about a time when…" or "Describe a situation where…". The APSC explains these rest on the principle that past behaviour is a good indicator of future behaviour.
- Hypothetical scenario questions — a fictional work problem you are asked to solve.
- Motivation questions — why this agency and this role. Read the agency's corporate plan and annual report first.
The APSC's interview guidance says it is okay to take time to think, to ask the panel to rephrase a question, and to take a copy of your application or other notes for quick reference. It also suggests thinking about your top three skills or qualities and why you applied, because you may be asked about them.
Which capabilities does the APS assess?
Each job description sets out what the role needs, and many agencies describe capabilities using the APSC's Integrated Leadership System (ILS). The ILS guide for APS 1–6 employees groups capabilities for APS levels into five clusters. Executive and senior executive levels use five parallel clusters (for example, "shapes strategic thinking" instead of "supports strategic direction"). The ILS is cumulative: behaviours at one level become the floor for the levels above. Agencies may adapt it, so always check the information pack.
| ILS cluster (APS 1–6) | What panels look for | Practice question (ours) |
|---|---|---|
| Supports strategic direction | You understand how your work links to the agency's goals and can explain the reasons for decisions | "Tell us about a time you changed how you worked to support a new priority." |
| Achieves results | You deliver quality work on time, use resources well and adapt when things change | "Describe a time you delivered a result while priorities kept shifting." |
| Supports productive working relationships | You build relationships, share information and help colleagues | "Give an example of how you built a working relationship with a difficult stakeholder." |
| Displays personal drive and integrity | You act ethically, take responsibility and keep learning | "Tell us about a time you had to raise a concern about how something was being done." |
| Communicates with influence | You communicate clearly, listen and negotiate | "Describe a time you persuaded someone to change their view using evidence." |
How do the APS Values come up in an interview?
The APS Values are set out in the Public Service Act 1999: impartial, committed to service, accountable, respectful and ethical, plus stewardship, the newest value. According to APSC Circular 2024/03, the Commissioner's Directions on stewardship took effect on 11 December 2024. Panels may ask a values or integrity question, such as "Tell us about a time you had to stay impartial when others had a strong view", so prepare one example about integrity and one about serving the public.
How does the classification level change your answers?
The same question needs a different depth of answer at different levels. The APSC describes the classifications like this; the right-hand column is our own guidance.
| Classification | Typical work (APSC) | What your examples should show (ours) |
|---|---|---|
| APS 1–2 | General administrative and service positions | Reliability, following procedures, good service, learning quickly |
| APS 3–4 | Administrative, technical, project, public contact and service positions | Managing your own workload, solving routine problems, dealing with the public |
| APS 5–6 | Senior administrative, technical, project, policy and service positions, which may supervise | Analysis, written advice, stakeholder management, guiding others |
| EL 1–2 | Middle management or professional positions | Leading teams, briefing executives, managing risk and budgets |
| SES Band 1–3 | Senior leadership and management positions | Organisation-wide strategy, reform and leadership |
Each agency sets its own pay rates, generally in its enterprise agreement, so check the salary range in the ad. For pay conversations, see our salary expectations answer for Australia.
Example APS interview answer
Example we wrote for illustration. Level: APS 6. Capability: achieves results. Question: "Tell us about a time you delivered a result with competing priorities."
"In a program area at a federal department, I was drafting a ministerial brief due on Friday when the branch was also asked to provide data for a Senate Estimates hearing the following Tuesday (situation). I owned both pieces (task). I asked my director which deadline carried more risk, agreed to deliver the Estimates data first in a short format, and arranged for a colleague to pull the raw figures while I wrote the brief. I sent a draft brief a day early so the director had time to clear it (actions). Both went out on time, the Estimates data needed no corrections, and we turned my data summary into a template the team now uses for every hearing (result)."
Why it suits APS 6: it shows judgement about priorities, working with a manager and a colleague, and a lasting improvement. For more practice, see our behavioural interview questions for Australia.
Citizenship, security clearances and after the interview
- Citizenship. The APSC says it is generally expected that APS employees will be Australian citizens, though agencies may employ non-citizens with the relevant work permits. Check the ad or call the contact officer.
- Security clearance. Some jobs need one, which involves background checks and can delay your start date. The APSC says not having a clearance should not stop you applying.
- Timing and feedback. You can ask the contact officer about timeframes. If you are unsuccessful you can ask for feedback on your application, interview and other assessments, though the APSC notes you may not always be notified.
Applying to a NSW agency instead? Read our NSW Government capability framework interview guide.
How to practise for an APS interview
The APSC itself suggests doing a mock interview, using the job description to think up possible questions. CoPilot Interview's Mock Interview does this for you: paste the job description and your CV, choose 3, 5 or 8 questions with a behavioural mix, and it reads each question aloud, listens to your answer and scores it out of 10 with what worked, what to fix and a model answer. Try it in the browser with our AI mock interview or use the STAR story builder to draft examples. The free plan includes 15 minutes a day with no account.
Rehearse with your APS job description
Mock Interview turns the job description and your CV into questions and scores each spoken answer out of 10. Free for 15 minutes a day.
Try a free AI mock interviewFAQ
What questions are asked in an APS interview?
Mostly behavioural questions such as "Tell us about a time when…" and hypothetical scenario questions, based on the job description and capabilities in the information pack. Expect a motivation question about the agency too.
How many people are on an APS interview panel?
The APSC describes a selection panel as two or more people, usually APS employees and often including the job's supervisor. A scribe may also take notes but does not make the decision.
Can I take notes into an APS interview?
Yes. The APSC says it is okay to take a copy of your application or other notes for quick reference, to take time to think, and to ask the panel to rephrase a question.
What is an APS merit list?
It is a list or pool of applicants found suitable in a recruitment process. According to the APSC it is valid for 18 months from when the job was advertised in the Public Service Gazette, and other agencies can use it for similar jobs.
Do I need to be an Australian citizen to work in the APS?
The APSC says citizenship is generally expected, but agencies may employ non-citizens who have the relevant work permits. Check the job ad and contact officer for each role.
What is the ILS in the APS?
The Integrated Leadership System is the APSC's capability framework. For APS 1–6 it has five clusters: supports strategic direction, achieves results, supports productive working relationships, displays personal drive and integrity, and communicates with influence.