How to Ace Your APS Interview

You've made it past the written application. Now you're facing a panel interview — and in the APS, that's a very specific beast. It's not a casual chat. It's a structured assessment where every answer is scored against a capability framework.

This guide covers exactly how APS interviews work, what panels are scoring, how to structure your answers with STAR-R, and the mistakes that cost people the role.

How APS Interviews Are Structured

APS panel interviews are fundamentally different from private sector interviews. They're structured, consistent, and scored.

The Panel

• 2-3 panellists — typically the hiring manager, a delegate, and often an HR representative or independent member
• A scribe may be present to take notes — they are not involved in decision-making
• The same panel assesses all candidates

The Questions

• 4-6 pre-set behavioural questions, each mapped to a specific capability from the Integrated Leadership System (ILS) or Work Level Standards
• Every candidate is asked the same questions in the same order
• Questions fall into two categories:
  • Behavioural: "Tell us about a time when…" / "Describe a situation where…"
  • Hypothetical: Fictitious work-related scenarios requiring you to describe how you'd respond

The Format

• Duration: 30-60 minutes (EL roles tend toward the longer end)
• Each answer: Roughly 5-7 minutes
• Note-taking allowed: You're often given time to jot down notes before answering
• Most interviews are virtual via Microsoft Teams or GovTEAMS

After the Interview

The panel independently scores each candidate, meets to calibrate scores, contacts referees for the top-ranked candidates, then makes a recommendation to the decision-maker.

What Panels Are Scoring

Every question targets a specific capability. The panel scores your answer against what that capability looks like at the level you're applying for.

The Scoring Scale

Panels typically use a numerical scale:

What Gets Scored

• Evidence of capabilities demonstrated through your STAR examples
• Individual contribution — what YOU did, not the team
• Quality and specificity of your examples
• Measurable results — quantified outcomes
• Level-appropriate complexity — does your example match the classification?

Key insight: If your answer doesn't clearly demonstrate the capability the question targets, it doesn't get scored. Panels don't read between the lines.

The STAR-R Method: Your Answer Framework

Standard STAR

The APSC endorses the STAR method for all APS interview answers:

• Situation — Set the context (2-3 sentences, keep it brief)
• Task — Your specific responsibility (1 sentence)
• Action — What YOU did and how you did it (this is where most of your score comes from)
• Result — The measurable outcome

The Extra R: Reflection

STAR-R adds a Reflection component that elevates your answer:

After stating your Result, add: "Looking back, what I learned from this experience was…" or "If I faced this again, I would…" or "This experience taught me that…"

Why this works: Reflection demonstrates self-awareness, adaptability, and commitment to continuous improvement — all highly valued APS capabilities.

How to Structure Each Section

Situation (10-15% of your answer):

• Keep it brief — 2-3 sentences maximum
• Name the organisation and your role
• Provide just enough context for the example to make sense
• Don't spend 2 minutes setting the scene

Task (5-10% of your answer):

• Your specific responsibility in one sentence
• Use "I was responsible for…" or "My task was to…"
• Distinguish your role from the team's role

Action (50-60% of your answer):

• This is where the score is — spend most of your time here
• Use "I" not "we" — panels score YOUR contribution
• Describe your thought process, not just the steps
• Include tools, frameworks, or methodologies you used
• Show problem-solving and initiative

Result (15-20% of your answer):

• Quantify wherever possible: time saved, money saved, percentage improvement
• Mention positive feedback or recognition
• Connect the outcome to the capability being assessed

Reflection (5-10% of your answer):

• What you learned from the experience
• What you'd do differently next time
• How it shaped your approach going forward

Example: STAR-R Answer

Question: "Tell us about a time you managed a complex stakeholder relationship."

Situation: While working as a Policy Officer at the Department of Health, I was responsible for coordinating a consultation on revised aged care quality standards. The stakeholder group included provider peak bodies, consumer advocacy groups, and state government representatives — many with conflicting priorities.

Task: I needed to ensure all perspectives were captured while keeping the consultation on track against a six-week deadline set by the Minister's office.

Action: I developed a structured consultation plan with separate sessions for provider and consumer groups to allow candid discussion, followed by a joint session to find common ground. When two provider groups threatened to withdraw, I held individual meetings to understand their concerns and found a compromise position. I documented all feedback in a shared tracker visible to all stakeholders, which built trust through transparency.

Result: The consultation was completed on time with participation from all 12 stakeholder groups. The final standards received bipartisan support, and the consultation approach I developed was adopted as the department's standard methodology for future consultations.

Reflection: What I learned was that giving stakeholders visibility into the process — not just the outcome — builds trust far more effectively than trying to manage disagreements behind closed scenes. I've applied this transparency principle to every consultation since.

Common Questions by APS Level

Prepare 2-3 STAR-R examples for each capability area. Here's what panels typically ask at each level:

APS 3-4 (Entry Level)

• Tell us about a time you had to manage competing priorities
• Describe a situation where you provided excellent customer service
• Give an example of working effectively as part of a team
• Tell us about a time you had to follow a process or procedure
• Describe how you handled a difficult or sensitive situation
• How do you ensure accuracy and attention to detail in your work?

APS 5 (Mid-Level)

• Tell us about a time you had to manage a difficult stakeholder
• Describe a situation where you influenced a decision without authority
• Give an example of managing competing priorities with limited resources
• Tell us about a time you adapted to change in the workplace
• Describe how you've mentored or supported a colleague

APS 6 (Senior)

• Describe a time you led a project or initiative to achieve a key outcome
• Tell us about a time you managed a complex stakeholder relationship
• Give an example of how you improved a process or system
• Describe a time you made a difficult decision under pressure
• Tell us about how you've contributed to team culture and capability

EL1 (Leadership)

• Tell us about a time you demonstrated strategic thinking
• Describe how you've driven organisational change
• Give an example of managing performance issues in your team
• Tell us about a time you influenced senior stakeholders on policy
• Describe a time you navigated competing priorities at a strategic level

EL2 (Director)

• Describe a time you influenced organisational direction or policy
• Tell us about how you've built organisational capability
• Give an example of managing risk at an enterprise level
• Describe your approach to leading through ambiguity
• How have you contributed to whole-of-government outcomes?

Virtual Interview Tips

Most APS interviews are now conducted via Microsoft Teams or the government-specific GovTEAMS platform. Here's how to nail them:

Before the Interview

• Test your tech — check camera, microphone, lighting, and internet connection the day before
• Have a backup plan — phone hotspot, different device, or a different room
• Download GovTEAMS if required — it's a separate app from regular Teams
• Prepare notes — write a page for each anticipated question with key points below it

During the Interview

• Look at the camera (not the screen) when speaking to simulate eye contact
• Dress professionally — at least from the waist up
• Use a clean, neutral background — blurred background or a tidy room
• Minimise interruptions — notify household members, silence phones, close unnecessary tabs
• Body language still matters — sit up straight, nod to show engagement, smile
• Refer to your notes — it's expected and shows preparation. One Reddit user noted: "They also like if you have notes as it shows you care."

One-Way Video Interviews

Some agencies use asynchronous video assessments (pre-recorded questions, timed responses):

• Don't stare at yourself on screen — place a photo of an interview panel to present to
• Allow natural body movement, use hands when explaining
• Ensure good camera angle, lighting, and audio
• Remember: the assessor has watched 30+ uncomfortable people before you — it's normal to feel awkward

Questions to Ask at the End

Most interviews end with "Do you have any questions for us?" Always have 2-3 ready:

Good questions:

• "Can you tell me about the team I'd be working with?"
• "What does a typical week look like in this role?"
• "What are the key priorities for the team in the next 6-12 months?"
• "How would you describe the team culture?"
• "What opportunities are there for professional development?"
• "What are the biggest challenges facing the team right now?"
• "Is there anything about my background you'd like me to elaborate on?"

Avoid asking:

• About salary (it's in the ad and enterprise agreement)
• About leave entitlements
• "Did I get the job?"
• Anything you could easily find on the agency website

10 Common Mistakes That Cost People the Role

1. Too Much Time on Situation

Spending 2-3 minutes setting the scene and only 1 minute on Actions. The Actions are where the score is — allocate your time accordingly.

2. Using "We" Instead of "I"

Panels need to assess YOUR contribution. Saying "the team did X" doesn't score. Use "I identified," "I recommended," "I delivered."

3. No Measurable Results

Saying "it went well" instead of "it reduced processing time by 30%." Quantify wherever possible.

4. Not Aligning to the Capability

Answering generally rather than demonstrating the specific capability the question targets. Read the question carefully and address exactly what's being asked.

5. Winging It

As one Reddit user who got 2 out of 3 jobs they applied for said: "Do not go in and try to wing it, as the more prepared I was the more confident I felt."

6. Not Taking Notes

Especially on Teams, notes are invaluable when your mind goes blank. Write a page for each anticipated question with key points.

7. Generic Answers

Using the same example for every question rather than tailoring to what's being assessed. Prepare 8-12 different examples across your career.

8. Not Asking for Clarification

The APSC explicitly says it's okay to ask the panel to rephrase if you don't understand. Asking for clarification is better than answering the wrong question.

9. Wrong Level of Complexity

Your examples must demonstrate complexity appropriate to the classification. An APS 4 example won't score at APS 6 level — the panel is looking for independent judgement and leadership, not just task completion.

10. Not Bringing Your Application

The APSC advises bringing your application or notes for quick reference. If the panel references something from your written application, you need to be able to speak to it.

How to Prepare: A 7-Day Plan

Day 1-2: Research the agency — read their website, annual report, and corporate plan. Understand their priorities and challenges.

Day 3-4: Prepare your examples. Write out 8-12 STAR-R examples from your career, covering different capabilities. Practice saying them out loud.

Day 5: Rehearse with someone. Have a friend or colleague ask you the common questions and give feedback on your structure and delivery.

Day 6: Test your tech. Check camera, microphone, lighting, internet. Download GovTEAMS if needed. Set up your interview space.

Day 7: Review your notes, get a good night's sleep, and arrive (or log in) 10 minutes early.

How Govy Can Help

Govy's interactive interview simulator lets you:

• Practice STAR-R answers with real APS questions
• Get feedback on your structure and delivery
• Build confidence before the real thing
• Prepare at your own pace — no scheduling required

Quick Reference: Interview Checklist

Before your interview:

• You've researched the agency and understand their priorities
• You have 8-12 STAR-R examples prepared
• You've practised your answers out loud
• You've tested your camera, microphone, and internet
• You have notes prepared for each anticipated question
• You have 2-3 questions to ask the panel
• You've brought a copy of your application
• You're dressed professionally
• You've minimised potential interruptions
• You're logged in 10 minutes early

Sources: APSC Cracking the Code, PS Interview Coach, Reddit r/AusPublicService, APS Enterprise Agreements.