If you are shortlisted, you will usually take part in an interview with a panel of 2 or 3 people. The panel may include hiring representatives and an independent panel member. Having multiple perspectives also helps ensure every candidate is assessed fairly against the requirements of the role.
Interview questions are based on the role’s capabilities, and you will be asked to share examples from your own experience. All candidates are asked the same questions to ensure a consistent and fair process.
We assess candidates on merit by comparing skills, experience and capabilities against the requirements of the role, aligned to the Public Service Commission’s Capability Framework. For many roles, this includes understanding how you approach collaboration, problem solving, service improvement and technology-enabled change. You are encouraged to use structured approaches like the Situation, Task, Action and Result (STAR) method to help you provide clear and focused responses.
💡 Your interview is a two-way conversation. It is also an opportunity to learn more about the role and decide whether it is right for you.
Respond to questions using the STAR method
What is STAR method?
- S → Situation: What was happening?
- T → Task: What was your goal?
- A → Action: What did you do?
- R → Result: What was the outcome?
Find out more about the STAR method
Example:
“In my previous role (Situation), I was responsible for improving reporting accuracy (Task).
I introduced a new tracking process and worked closely with stakeholders (Action), which reduced errors by 30% (Result).”
💡 Keep your answers focused and specific - real examples with clear outcomes make a stronger impression.
Assessments types
Depending on the role, you may also be asked to complete additional assessments that help us understand how you solve problems, work with stakeholders, use technology and contribute in a complex health environment.
Video Interviews
Video interviews may be a live online interview or a recorded interview where you respond to set questions at a time that suits you.
We’ll provide clear guidance on what to expect, including timing, format and any technical requirements.
💡 Choose a quiet space, test your technology in advance and take time to structure your answers clearly.
Psychometric Assessments
Online psychometric assessments may help us understand how you work, solve problems and apply your strengths.
Common assessments include:
- occupational personality questionnaires – explore your preferred ways of working and how you approach different situations
- cognitive ability tests – assess problem-solving skills, including verbal, numerical and logical thinking
If these tests are required, you’ll receive an email from our assessment provider with step-by-step instructions.
💡 It is highly recommended you complete your assessment within 48 hours to help keep your application progressing.
You can contact your Talent Acquisition representative if you need support or have questions about the assessment.
Work Tasks
Work tasks are designed to give you a realistic preview of the role and how you might approach day-to-day responsibilities.
Examples include:
- written exercises
- case studies or work samples
- role plays
- group activities
- presentations
Tasks may be completed before, during or after your interview.
Your Talent Acquisition contact will provide clear instructions, including timing, format and any materials you will need.
💡 Allow enough time to prepare and pace yourself during the task. This is an opportunity to demonstrate how you think and work.
Technical Assessments
For some technical, digital or specialist roles, assessments may include practical activities that help us understand how you approach real-world challenges. This could include:
- coding exercises
- system or data analysis
- scenario-based problem solving
- cyber or architecture tasks
- or other activities relevant to the role.
Tips to help you succeed
We want you to feel confident and prepared at every stage of the process. There are tools and simple techniques you can use to strengthen your application, showcase your experience and demonstrate how you can contribute to meaningful outcomes for patients, clinicians and health services across NSW.
Use the Capability Application Tool
The NSW Public Sector Capability Application Tool can help you structure strong responses to targeted questions and interviews.
It guides you to:
- align your examples to the role’s capabilities
- clearly demonstrate your skills and experience
- structure your responses using practical frameworks like STAR.
💡 You can use this tool alongside the role description to tailor your responses and highlight what matters most, including how your experience supports collaboration, service improvement, secure digital delivery and better outcomes for health consumers and teams.
Tips for interviews and assessments
- Prepare examples you can adapt to different interview questions.
- Focus on your contribution by using "I" statements to explain what you did and the impact you achieved.
- Keep your answers concise and relevant by focusing on the most important details.
- Use data and results where possible to demonstrate your impact and achievements.
- Pause before responding if you need time to think about your answer.
- Ask questions to learn more about the role, team and organisation.
- Be authentic by sharing your experience, approach and the value you can bring to the role.
