Our recruitment process

All current job opportunities are posted on our careers website.

You will receive an automated email confirming your application. After the advertisement closes, we will begin reviewing all applications.

The application review timeframe will vary; however, you should generally expect to hear from us on the status of your application within two weeks after the closing date. For a more accurate timeframe, or if you have any concerns, you can contact the person listed in the advertisement.

All applications are assessed on merit. This means we consider how well the knowledge, skills, and experience included in each application aligns with the role's genuine requirements.

The most suitable candidates are shortlisted and contacted for interviews.

Shortlisting decisions are based on an objective and structured review of applications.

Shortlisted candidates are interviewed. Typically, a panel of three people will ask questions based on the key selection criteria listed in the position description.

You will be asked to provide your referee details if selected as the preferred applicant.

Following reference checks, the preferred candidate is offered the role, pending the successful completion of the required pre-employment checks.

All employment decisions are made to appoint the candidate who best meets all the requirements, using a fair and transparent process.

We may need to complete some checks before finalising your employment offer. Check the position description or job advertisement to find more information about the checks needed for the role. Before proceeding with these, we will inform you about which checks apply and request your consent before completing them. These may include (but are not limited to):

• Eligibility to work in Australia
• Previous Victorian Public Sector redundancy
• Police check
• Working with Children Check
• Declaration and Consent Form

Victorian Public Sector roles have classification codes (e.g., VPS3, VPS4), which indicate responsibilities and salary ranges. Higher classifications usually involve more complex duties and added responsibilities.

The Victorian Public Sector Commission’s (VPSC) website has more information on the classification codes.

Work locations vary, as the department operates across all 6 Victorian regions. Position descriptions will specify if flexible, hybrid, or remote work options are available. Applicants can contact the listed person to discuss potential arrangements if not mentioned.

This refers to the duration of employment. Roles may be ongoing-flexible, fixed-term-flexible, or casual.

Applications close on the date and time stated in the job posting. After the deadline, the job advertisement, documents, and application link will no longer be accessible.

Generally, applications should include a cover letter (no longer than 2 pages long) and a resume, summarising skills and relevant experience. Always check the job advertisement for any additional instructions specific to the role.

A role summary, outlining how the role contributes to the team, division, and Department.

The day-to-day responsibilities of the role.

The qualifications, skills, and experience needed for the role and top capabilities applicants need to demonstrate.

Specialist/Technical Expertise & Qualifications:

• This includes required qualifications, technical skills, or licences.
• Unless stated otherwise, these are mandatory for the role. If you don’t show how you meet them, your application won’t progress.
• Desirable criteria can help in the role but are not essential. If you don’t meet them, you should still apply.

Capabilities:

• The Key Selection Criteria (KSC) will outline the top capabilities needed for the role.
• These come from the VPS Capability Framework and include a mix of knowledge, skills, behaviours, and experiences.

Find more information about the VPS Capability Framework on the VPSC’s