The selection process
Advertising
In accordance with Australian Public Service Commission (APSC) requirements, all positions of 12 months or longer in duration are advertised through APSjobs.gov.au. Details of vacant positions are posted on the ACC's website on the day of appearance in APSjobs. We also incorporate online advertising through MyCareer and various antional and state based press media.
Applications
Your full application comprising the completed general application form, your statement of claims against the selection criteria, and your CV, must be submitted by the specified closing date to the address indicated on the selection documentation. Late applications may not be accepted.
You will receive an email confirming receipt of your application within 3 business days from submission.
Assessment
As an applicant, you will be regarded as being available for interview from the date applications close. If you are going to be unavailable for any length of time, you should notify the Recruitment team at the time of applying. However, you should be aware that the selection process may not be delayed to accommodate your availability.
Applicants should be aware that shortlisting is rigorous and that interviews are not automatically granted. Only the most competitive applicants, for example those who have demonstrated strong claims to the position, will be assessed beyond shortlisting. Shortlisted applicants may be required to participate in psychometric testing, an assessment centre (where appropriate), a practical assessment or demonstration and/or a panel interview.
The selection panel may decide that interviews are not necessary and make the decision to fill the vacancy based on written applications and referee reports only.
If granted an interview, the selection panel will assess an applicants capabilities against the selection criteria. Selection panels usually consist of three people. Although diversity on panels is encouraged, both genders may not be represented. The selection panel prepare a written report. This contains an individual assessment of interviewed candidates. Where there are more than five candidates interviewed, the selection panel will only prepare written individual assessments for those candidates found suitable following interview.
Interviews will incorporate questions that are behaviourally based. Behaviour based interview questions assume that past behaviour will help to predict future behaviour. Therefore, applicants should be prepared at interview to discuss examples of past and present behaviour detailing specific achievements and challenges faced.
You may be presented with questions such as 'Provide an example of when you have been under pressure' instead of 'What would you do if…?' It is important to ensure your responses display your ability to meet the criteria for the advertised position.
When answering behaviourally based questions at interview, you can also apply the CAR model:
C (Circumstance) |
What was the situation? Who was involved? What was your role? |
A (Action) |
What did you do? What happened next? |
R (Result) |
What was the end result? |
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Reference checks
It is not necessary to provide a written supervisor/referee report with your application unless specifically requested in the selection documentation. However, current contact details for your supervisor and referee should be provided.
The selection panel will only seek supervisor/referee comments on the most competitive applicants for the advertised position/s. That is, the candidates that are under consideration for the order of merit. It is important that the supervisor and nominated referee are in a position to comment on and rate your recent work performance. The selection panel can request a written report or seek verbal comments at any stage of the selection process.
Applicants should advise the Recruitment team and the panel of any sensitivities around contacting referees.
Offers
Following reference checks, the panel must prepare the selection report which includes all details of the Recruitment exercise, and outlines reasons for the selection decision. Once this report is approved internally by the ACC, the Recruitment team creates offer(s) for the successful candidate(s). At this time, unsuccessful candidates will also be advised of the outcome of their application.
Offers should be returned to the Recruitment team within two weeks. Successful candidates wishing to query any aspect of their offer are encouraged to contact the Recruitment team immediately at recruitment@crimecommission.gov.au.
Security checks
Employment with the ACC requires access to highly sensitive information. To determine suitability for such access, ACC will need to undertake checking of an applicant's background, identity, personality, financial circumstances and other areas of their life. Applicants may also be subject to psychological assessment (in such cases, this is outlined in the selection documentation).
Because of the security checking required, ACC does take longer than many other employers to complete the recruitment process. The whole process will generally take around four months.
Following satisfactory security checks, a commencement date will be negotiated with the successful candidate.
Inter-APS movements and promotions
Where the successful applicant is a current ongoing APS employee, they will be required to provide the ACC Recruitment team with a contact point in the Human Resources department of their Agency. This is for confirmation of details including current employment, AGS Number and negotiation of a suitable release date for the transfer or promotion.
In the cases of a promotion to an APS1–6 position, the appointment is subject to a 4 week appeals period, during which time other candidates for the same position also eligible for a promotion may lodge an appeal with the APSC. The Recruitment team will advise if an appointment has been appealed.
Selection results
While every attempt will be made to notify applicants of the outcome of their application either via email or post, it is essentially the applicant’s responsibility to regularly check APSjobs for notices pertaining to the exercise they applied for.
Individual assessments are available upon request from the Recruitment team once the process is finalised. Please note, the selection panel will only prepare written individual assessments for interviewed candidates. Where there are more than five candidates interviewed, the selection panel will only prepare written individual assessments for those candidates found suitable following interview. Where interviews are not conducted, written individual assessments will be provided only for the most competitive applicants.
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