Background
The Department of Treasury and Energy Policy WA were both seeking to establish a pool of talented administrative support officers. To increase efficiency, the agencies ran a joint process for a pool they would both be able to access.
To attract a diverse array of people suitable for a variety of administration support roles, a more innovative and flexible recruitment process was established. It focussed on finding applicants with transferable skills and experience that could be adapted and allocated according to business needs, and included a focus on motivations and values alignment over government experience.
Action
To remove potential barriers to entrance, the application process was designed to be as easy as possible. Applicants were asked to submit a comprehensive CV and a one‑page cover letter explaining their interest in the position and what they would bring to the role. There was no requirement to submit an additional statement addressing selection criteria.
Each panel member assessed applications individually, then met to reach consensus on a shortlist. These applicants undertook 2 online assessments – a criteria-based skills test and a customer service aptitude profile. Applicants were also required to complete an online work sample task.
The additional assessment before interviews provided more detail about applicants’ capabilities and helped the panel decide who should be interviewed. Following interviews, referee checks were used as a final check to confirm suitability for the pool.
Outcome
The focus on values alignment and transferable skills instead of years of government experience increased the diversity of applicants shortlisted, especially those outside the public sector.
The process delivered a pool of applicants with a diverse range of transferable skills and experience. Some applicants demonstrated exceptional executive support skills and experience, some were suitable for administration or business support roles, and others appropriate for human resources or learning and development positions. The pool allowed both agencies to select quality applicants from the pool and match them to specific roles based on their strengths.
The process removed a number of barriers for applicants outside the public sector, and the more comprehensive screening and multiple selection methods ensured no applicants fell through the cracks. The reduced burden on applicants provided applications from candidates with a wider skills set and allowed assessments to be made efficiently.
