Tag: APS

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The Role of a Scribe in Public Sector Recruitment

When most people think about public sector recruitment, they picture interviews, resumes, and reference reports. But behind the scenes, there’s a role that ensures fairness and accuracy throughout the process. Often overlooked, scribing is a critical function that demands skill, good judgment, and professionalism.

To give you an insider’s perspective, we spoke with Anne Burnett, one of our scribes at CBR Recruitment since 2023. Here’s what she shared.

 

What Does a Scribe Do?

A scribe documents the discussion during interviews, ensuring decisions are recorded clearly and fairly. This involves summarising key points, interpreting feedback, and linking responses to selection criteria or to frameworks such as the Integrated Leadership System (ILS).

Anne explains that “it’s definitely not just transcribing. You have to listen, understand and put the information together.”

 

Skills of a Good Scribe

Anne highlights three essential skills:

  1. Strong Writing Skills

“Writing skills are the most important thing.” The ability to interpret information and provide meaningful feedback is vital, as is the ability to write concisely.

  1. People Skills

“You need to make people feel comfortable and relate to them.” Building positive relationships with panel members can completely change the dynamic.

  1. Active Listening

“Not just hearing, but really understanding what’s being said… and what’s implied.”

Confidence matters too. Anne notes that scribes sometimes need to gently guide panels back on track without overstepping.

 

Why Choose Scribing

Flexibility is one of the biggest advantages. Anne explains, “I love being able to work when I want. I don’t have to stick to nine-to-five. And the work is interesting… I’ve learned so much about different roles in the APS.”

She can also own her work. “My product in the end is my product, and I want it to be good.”

 

Scribing is far more than note-taking. It’s about ensuring transparency, fairness, and clarity in recruitment decisions. For those with strong writing skills, a keen ear, and the ability to work well with people, scribing offers flexibility and a unique window into the public sector.

If you’re a job seeker looking for a diverse role where you can combine your writing people skills, scribing might be the perfect fit. Contact us to connect and begin your journey to becoming a scribe with CBR Recruitment.

 

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Candidate

Supporting your APS Career Journey

supporting your APS Career Journey

At CBR Recruitment, we encourage professionals navigating careers within the Australian Public Service (APS) to rethink how they define success. Rather than viewing career progression as a rigid climb up a ladder, consider it a dynamic journey shaped by growth, adaptability, and purpose.

In the APS, where structured classifications and promotion pathways are common, it’s easy to fall into the mindset that upward movement is the only measure of success. But real career satisfaction often comes from lateral moves, skill development, and meaningful contributions; not just titles.

Why the Ladder Model Can Be Limiting

The traditional “career ladder” suggests a linear path, but even in government few careers follow such a predictable trajectory. Many APS professionals spend years building expertise in roles that don’t necessarily come with a new classification, yet those experiences are foundational for future leadership or specialist opportunities. Success in the APS can mean many things: contributing to impactful policy, supporting community outcomes, or maintaining a healthy work-life balance. Ask someone who’s spent decades in public service what they value most, and you’ll likely hear stories of collaboration, resilience, and purpose not just promotions.

Reframing Your Career as a Journey

Thinking of your career as a journey allows for flexibility, exploration, and personal growth. Whether you’re moving between agencies, exploring new functions, or deepening your expertise in a current role, each step contributes to your professional story.

    A journey mindset means:

  • You’re open to new opportunities, even if they don’t come with a higher classification.
  • You measure success by impact, satisfaction, and alignment with your values.
  • You embrace learning and development as ongoing, not just a means to promotion.
  • You understand that career fulfilment often comes from unexpected directions.

This doesn’t mean abandoning ambition it means broadening your perspective. It’s about being intentional, curious, and resilient. And sometimes, it’s about seeking guidance to help you navigate the next step.

Whether you’re exploring a move within the APS, considering a shift in careers, or simply want to clarify your next step, CBR Recruitment is here to help. Our team understands the unique structure and culture of public service careers and offers tailored support to help you. Contact us today on 02 6103 7000. or by emailing hello@CBRrecruitment.com.au to discuss how we can support your next career move.

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Shifting Your Focus When Facing Redundancy

Shifting Your Focus When Facing Redundancy

Many Australian Public Service (APS) employees are currently considering what a potential change in government might mean for their roles. Historically, changes in government can result in shifts in policy, departmental restructures, and in some cases, job losses. If you’re an APS employee facing redundancy, it’s essential to understand your options, especially if you’re subject to an exclusion period that prevents you from reapplying for APS positions immediately.

Understanding the APS Exclusion Period

When an APS employee takes a voluntary redundancy, they are typically subject to an exclusion period, which prevents them from rejoining the public service for a set period – often between 12 to 18 months (depending on length of service). This can create uncertainty for those who want to continue working but find themselves temporarily locked out of APS roles. However, this does not mean your career needs to be on hold. Several viable pathways are to consider contracting or permanent roles in other sectors, so you can continue using your skills, maintain financial stability, and stay engaged in the workforce.

Why Contracting is a Smart Move

If you’re facing a voluntary redundancy, contracting offers several advantages:

  1. Stay in the Market – Contracting keeps you engaged in meaningful work, helping you maintain and expand your professional network.
  2. Financial Stability – Many contracts, especially in government, offer competitive hourly or daily rates that can be financially rewarding.
  3. Skill Development – Working across different projects and subject matter enhances your expertise, making you more valuable when you’re eligible to return to APS roles.
  4. Flexibility – Contract roles often provide more control over work-life balance, allowing you to choose assignments that fit your lifestyle and career goals.
  5. Pathway Back to APS – While you may be excluded from ongoing and non-ongoing APS roles during the exclusion period, being engaged on a labour hire arrangement is a good solution during your exclusion period.

Permanent Roles in Other Sectors

In a time of change it can also be a great opportunity to explore roles outside of Federal government. In the ACT we are in a unique position where there are opportunities in the private sector, within tertiary education, and also in ACT government. Skills in particular areas such as project management, policy development, procurement, HR, and finance are highly transferable to these sectors.

Speak to an HR Specialist

While facing redundancy can be worrying, it can also be an opportunity to explore new career paths and build a more flexible and rewarding career, to develop new skills and to maintain financial security while navigating the APS exclusion period. If you’re facing redundancy and need guidance on transitioning into contract work, CBR Recruitment is here to help. Get in touch with us today on 02 6103 7000 or by emailing hello@CBRrecruitment.com.au to explore your options and take the next step in your career.

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Candidate

Understanding the Integrated Leadership System (ILS) – without the jargon!

Understanding the Integrated Leadership System (ILS) - without the jargon!

The Integrated Leadership System (ILS) is the framework used in the Australian Public Service (APS) to assess a candidate’s ability across five different areas. In short, the higher the level of the position, the greater the expectation in each of these areas. It’s important to know that the ILS is not only used for APS recruitment but also for promotions and performance discussions, so in each of those scenarios, you need to be able to demonstrate your competence against each aspect of the ILS at the appropriate classification.

Let’s break down what each aspect of the ILS actually means in simple terms:

1 – Supports Strategic Direction / Shapes Strategic Thinking
This capability is all about your ability to demonstrate how you align your work with the broader organisational goals, along with your ability to make informed decisions, anticipate future challenges, and guide others towards a shared vision and government priorities. For lower-level classifications, it’s important to think ahead, anticipate future challenges and opportunities, incorporate long-term strategic planning into decision-making, and solve problems creatively by applying innovative thinking to complex policy and operational issues. In higher level leadership focussed classifications, this can be expanded to understanding the broader context, where you might be required to interpret the government’s priorities and departmental objectives, contribute to national outcomes and public value, and drive innovation where you champion new approaches, encourage continuous improvement, foster a culture of learning and adaptability, and provide frank and fearless advice.

2 – Achieves Results
When we look at the need to achieve results, it’s really about delivering high-quality outcomes by being proactive, accountable, and focused on achieving the department’s and / or the government’s broader priorities. Regardless of your classification, as a public servant you need to be able to show that you deliver on commitments, maintain focus and drive, manage time and resources and take ownership where you accept responsibility for decisions and actions, following through to ensure the job is completed successfully. In leadership roles, this responsibility also covers the outcomes of your team or section, and it’s all about achieving tangible outcomes for the Australian public.

3 – Supports / Cultivates Productive Working Relationships
In any role, it’s important to be able to work collaboratively with others and foster a collaborative, inclusive, and respectful workplace that supports teamwork, stakeholder engagement, and shared success. You need to be able to demonstrate that you can build strong relationships, where you engage effectively with colleagues, stakeholders, and the community to achieve organisational goals, work collaboratively where you contribute to or lead team efforts, support colleagues, and value diverse perspectives. In leadership roles, there is generally some additional complexity that can involve managing conflict constructively, where you navigate disagreements and underperformance professionally, foster solutions that maintain positive working relationships, and demonstrate reliability, integrity, and a commitment to supporting others in a shared mission.

4 – Displays / Exemplifies Personal Drive and Integrity
This is a key requirement for public servants due to being accountable to the Australian public. It’s important to be highly ethical, and act with integrity, where is it expected that you uphold the APS values at all times, follow ethical guidelines, and make fair, transparent decisions. This also covers taking responsibility for your work and the work of your team, learning from your mistakes and remaining accountable at all times. Often in leadership roles, your self-reflection ability will be of vital importance, as this is a key expectation of contemporary leaders within the APS.

5 – Communicates with Influence
All APS employees are expected to be able to communicate effectively and ensure that both written and verbal communications are clear, persuasive, and tailored to influence decision-making and achieve policy or operational outcomes. Think about delivering clear and concise messaging, ensuring it is engaging and persuading to present ideas and policy recommendations effectively to gain support from stakeholders, actively listening where you seek input, considering different perspectives, and adapt to the audience where you tailor your communication style and approach depending on senior leaders, colleagues, or the public. In leadership roles, the complexity obviously increases, where you may need to provide concise briefings to a Minister, use your judgement to deliver specific messaging with limited time and resources, and effectively represent your department or the government to complex external stakeholders.

To meet with a CBR Recruitment Consultant to discuss the intricacies of the ILS, please give us a call on 02 6103 7000 or email hello@cbrrecruitment.com.au

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The Do’s and Don’ts of Australian Public Service Interviews

The Do’s and Don’ts of Australian Public Service Interviews

Interviews are a pivotal step in landing a new role, and the key is to demonstrate that you’re the right fit for the job, the team, and the organisation. Here are essential do’s and don’ts to help you make the best impression.

The Do’s:

  1. Do Your Research – Before the interview, research your audience. Learn about the organisation’s culture, the reason behind the vacancy, and what they expect from the role. This will help you tailor your responses and show you’ve done your homework.
  2. Prepare Targeted Responses – Tailor your answer specifically to the job, department, and selection criteria. Highlight the aspects of your background that directly relate to the role and make sure the panel understand why you provided your example.
  3. Answer Behavioural Questions with “I” – In behavioural or situational questions, interviewers want to know what you’ve personally achieved. Avoid saying “we” when describing actions—focus on what you did.
  4. Give Detailed Answers, But Be Concise – Avoid one-word answers; they won’t give the panel enough information to assess your abilities. On the flip side, don’t ramble. Introduce your response, elaborate, and then wrap it up, preferably using a structure such as the “STAR” (situation, task, action, result) method.
  5. Ask Thoughtful Questions – At the end of the interview, you’ll likely be asked if you have any questions. Avoid asking questions about things you should already know, like the duties of the role or general information about the company. Instead, ask about the team, the goals of the team or section, or opportunities for professional development.

The Don’ts:

  1. Don’t Be Too Vague – Failing to provide specific details when discussing your experience or abilities can leave interviewers unsure about your competence. Always back up your statements with concrete examples.
  2. Don’t Oversell Yourself – Embellishing the truth or overselling your abilities can backfire. Be honest about your experience and what you can bring to the table.
  3. Don’t Criticize Past Employers – Never speak negatively about former employers, managers, or colleagues. It can make you seem difficult to work with and raise red flags for the panel.
  4. Don’t Focus on Personal Benefits – It’s best not to ask about benefits such as salary, leave entitlements, or other perks unless the panel raises these topics first. Asking about these too early can make you seem more interested in the benefits than the job itself.

Interviews are a balance of preparation, self-awareness, and communication. By understanding what interviewers are looking for, preparing thoroughly, and avoiding common pitfalls, you can approach your next interview with confidence and increase your chances of success. Navigating your next career move can be a daunting prospect, particularly if you have worked in the same position or organization for a significant period of time. If you’re looking for interview training or a better understanding of the interview process, please contact us at hello@cbrrecruitment.com.au.

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5 Benefits of Working as a Contractor: Why More Professionals are Embracing Contract Roles

5 Benefits of Working as a Contractor

In today’s evolving job market, working as a contractor has become a highly appealing option for professionals across industries. Whether you’re seeking more control over your schedule or looking to expand your skill set, contract work offers numerous benefits. From higher pay to flexibility, many are finding that short-term projects can provide the career advantages they’ve been searching for. Contracting might be the perfect fit for you for a range of reasons:

1. Higher Pay

One of the most attractive aspects of working as a contractor is the potential for higher pay. Contractors are often compensated at a higher hourly or daily rate compared to permanent employees. This is because contractors typically don’t receive the same benefits permanent staff do, such as annual leave, personal leave and public holiday pay. In addition, many contractors can negotiate their rates based on their expertise and the complexity of the work. If you bring unique value to the table, contracting can be a financially rewarding option that enables you to maximize your earning potential.

2. Diverse Experience

Contracting allows professionals to work on a wide range of projects, often in different departments or with varied responsibilities. This diversity of experience can be a major career booster, as you’re constantly exposed to new challenges, technologies, and workflows. Not only does this keep your work life interesting, but it also helps you build a robust portfolio and enhances your adaptability. Over time, contracting can make you a versatile expert, which can also position you for consulting roles or even leadership positions, as you develop a broad understanding of different sectors.

3. Flexibility

For many, the flexibility of contract work is one of its greatest attractions. As a contractor, you have more control over your schedule, and you can often choose when and where you work, allowing you to achieve a better work-life balance. This flexibility is ideal for those who want to travel, pursue personal projects, or simply enjoy a non-traditional career path. If you enjoy the freedom of taking time off between assignments or working remotely, contract work is perfectly suited to this lifestyle.

4. Networking Opportunities

Each new contract introduces you to different teams, and departments. As a contractor, you’re constantly building a professional network, and these relationships can be incredibly valuable, leading to future projects, partnerships, or full-time job offers. Contractors who consistently deliver quality results can quickly develop a reputation as go-to experts, further enhancing their career prospects.

5. Quicker Recruitment Processes

In many cases, the hiring process for contract roles is a lot faster and less structured than for permanent positions. This means contractors can often start a new role within days or weeks, as opposed to going through lengthy interview processes typically associated with permanent or ongoing roles.

If you are interested in learning more about a contract roles available through CBR Recruitment, please contact us on 02 6103 7000 or email hello@CBRrecruitment.com.au.

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Transitioning Across the Different Levels of Government

Transitioning Across the Different Levels of Government

As a specialist government recruiter, one of the questions we are frequently asked is “how does my role and level translate to a role within the Federal public service?”

Transitioning from state or local government to Federal government can be a worthwhile career move, offering new challenges and opportunities. To make this transition smoothly, it’s important to understand the distinct roles and responsibilities at each level of government and how your skills and experiences can align with Federal government roles.

Federal Government

The Federal government handles issues of national significance. Key areas include:

  • Defence and Foreign Affairs: Managing national security and international relationships.
  • Trade, Commerce, and Currency: Regulating economic transactions and financial systems.
  • Immigration and Social Services: Overseeing the entry of people into Australia and providing welfare services.
  • Postal Services, Telecommunications, and Broadcasting: Managing, developing and regulating communication.
  • Transport: Regulating safety, investing in infrastructure and operations.
  • Health, Education, Environmental Issues, and Industrial Relations: Often funded federally but administered by states.

Understanding these areas may help to pinpoint where your skills might fit within the Federal structure.

State / Local Government

State governments manage a wide range of services not covered by the Federal government. These include:

  • Schools and Hospitals: Administering public education and healthcare systems.
  • Conservation and Environment: Protecting natural resources and managing environmental policies.
  • Infrastructure: Maintaining roads, railways, and public transport systems.
  • Public Works and Agriculture: Overseeing public projects and agricultural policies.
  • Emergency Services and Police: Providing public safety and emergency response services.

If your experience lies in any of these areas, identifying roles within the Federal public service with overlapping responsibilities can be helpful when you’re looking for a change. Common expectations across all levels of government is the desire to serve the public, to act with integrity and to uphold public service values.

How to Transition into Federal Government

Transitioning to a Federal government role requires a strategic approach:

  1. Tailor Your Resume: Highlight relevant work experience, skills, and achievements that align with the job description. Emphasize how your past roles align with the requirements of the position.
  2. Use Keywords: Pay attention to the keywords and phrases in the job posting. Incorporate these into your resume and application to demonstrate your understanding of the role and its demands. Provide concrete examples of your accomplishments and their impact.
  3. Showcase Qualifications: Clearly articulate your qualifications, focusing on their relevance to the advertised role. Sometimes having highly relevant tertiary qualifications can compensate for not having prior direct Federal government experience.
  4. Translate Your Role to the Australian Public Service (APS): Understanding how your current role translates to the APS can help you target appropriate positions. The table below outlines equivalent levels between across state and Federal government. By understanding these equivalents, you can better position yourself for appropriate level roles.
APS Level ACT Gov NSW Gov QLD Gov SA Gov WA Gov
APS1 ASO1 General Scale L1 ASO1 Level 1
APS2 ASO2 Level 1 L2 ASO2 Level 2
APS3 ASO3 Level 2 L3 ASO3 Level 3
APS4 ASO4 Level 3 L4 ASO4 Level 4
APS5 ASO5 Level 4 L5 ASO5 Level 5
APS6 ASO6 Level 5 L6 ASO6 Level 6
EL1 SOG C Level 6 L7 ASO7 / MAS1 Level 6
EL2 SOG B Level 7 L8 ASO8 / MAS2 / MAS3 Level 7/8
SES Band 1 Executive Level 1 / SOG A Class 1 SES1 SAES1 Class 1
SES Band 2 Executive Level 2 Class 2 SES2 SAES1/2 Class 2
SES Band 3 Executive Level 3 Class 3/4 SES3/4 SAES2 Class 3/4

For more information or to speak to a CBR Recruitment Consultant please call us on 02 6103 7000 or email hello@CBRrecruitment.com.au.

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Scribing for the Australian Public Service: A Gateway to Public Sector Insight

What is Scribing?

Scribing in the context of the Australian Public Service (APS) involves assisting with the recruitment process by taking detailed notes during interviews, summarizing candidates’ responses, and the preparation of selection reports. Scribing is an essential part of ensuring a fair, transparent, and efficient recruitment process, maintaining high standards in public service recruitment processes.

The Role of a Scribe

A scribe’s main responsibilities include accurately recording candidates’ responses during interviews, creating concise and clear summaries of candidate performances, undertaking high quality reference reports to support the recommendations of the Selection Panel, and to compile and organise information to develop high quality selection reports which provide defensible outcomes and useful feedback for applicants.

Why Consider Scribing?

Scribing offers unique advantages for those interested in understanding or advancing within the public service sector.

 1. Insight into Public Service Operations

As a scribe, you get a behind-the-scenes look at the recruitment process, gaining insights into what skills and attributes are valued in the APS. This experience is invaluable for anyone considering a career in public service, and also for those experienced public servants looking to step away from a substantive role.

2. Skill Development

Scribing hones several key skills, including your attention to detail, time management, communication skills, and also develops your persuasive writing ability.

3. Flexible Work Opportunities

Scribing often offers flexible working conditions, making it a suitable role for part-time workers, those looking to transition into a public service career, and those who are semi-retired.

4. Diverse and Interesting Work

Scribing gives you a unique insight into the different roles, subject areas, and departments, and can be a great way to get an in-depth understanding of different professions and subject matter.

To find out more, or to express your interest in scribing work with CBR Recruitment please get in touch by telephoning 02 6103 7000 or emailing hello@CBRrecruitment.com.au

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How to Effectively Manage Temporary Staff

Effectively Manage Temporary Staff

Using the services of temporary staff can be hugely beneficial to a wide range of organizations, and can be useful for either filling a “resource gap” created by a permanent staff member being on unplanned or long-term leave; or as a way of bringing specialist skills or experience into your organization for a finite period of time. It can also be a really good way of trialling a candidate in a particular role before offering them a permanent employment opportunity. Effectively onboarding and managing temporary staff is crucial to ensure they seamlessly integrate with your team and contribute to your organizational objectives. There are several key practical differences in how you would manage a temporary staff member:

Revise your onboarding process

If you already have a clear onboarding process, consider condensing it to accurately convey the essential information about your company culture, goals, and tasks. This approach will help your temporary staff member to understand the procedures they need to follow, office protocols and so on. The most important aspect is to undertake a WHS induction with the temporary staff member to ensure they are working within a safe working environment. While the recruitment agency is technically the employer of the temporary staff member and has the ultimate responsibility for any injuries that occur in the workplace, the host employer also has an obligation to provide a safe workplace and support the management of this risk.

Provide clear guidelines

Getting temporary employees up and running quickly is always most effective if the guidelines and expectations are clear, and this comes down to open communication. Providing them with a detailed understanding of their role and tasks ensures they can deliver outcomes and have a positive impact within a short period of time. Working with a skilled Recruitment Consultant is also very beneficial as they will identify a high calibre candidate who meets the job brief; often they will also be able to communicate the expectations and deliverables before the temporary staff member commences and throughout the duration of the contract.

Be transparent

It’s important to be transparent about the temporary nature of their employment and the potential for permanent opportunities. Clearly outline their role trajectory to manage expectations effectively. Whether they have aspirations for permanent positions or prefer to work on a contract basis, clarity around their role progression, or the extension or early cessation of their contract is essential. This is usually done either directly by, or with the support of, your Recruitment Consultant.

 

CBR Recruitment has a pool of high-calibre temporary staff who are interviewed, reference checked and vetted, who can commence in temporary positions at short notice. We look after all of their employment obligations and work in partnership with you to ensure the engagement is successful and you have the utmost flexibility. If you’re thinking about taking on temporary staff, please do not hesitate to contact us on 02 6103 7000 or email hello@cbrrecruitment.com.au.

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Shortlisting for Success – 3 Insider Tips!

Shortlisting for Success

Choosing candidates to interview can be a challenge, particularly when you have a popular role on offer and an abundance of applicants. There are a range of tips and tricks that can help you better understand your candidates and how they would suit your organisation. From decoding CVs to discerning hidden talents, there are some key strategies that can help you shortlist a position successfully.

 

Understand their values and interests

One of the most important things to understand when you’re shortlisting candidates for your team is how to look for cultural fit. If you read a CV holistically you can usually gain a good understanding of a candidate’s hobbies and interests, how career driven they are, whether they have taken time away from work to travel overseas and so on. It’s also important to remember that a job application and CV will only tell you so much, so we can’t under-emphasize the value in making that initial phone call to candidate to talk about their background, skills, experience and career goals, and also gaining an understanding if they have a genuine interest in the specific role they have applied for.

Know the red flags

There are a range of things to look out for when assessing your candidates and looking over their CVs and applications. It’s important to be discerning when reading resumes, taking note of any missing information or gaps. Significant gaps in employment are a reason for concern, and raises the question of how the candidate could afford to live over that period. Understanding why they left their last job or why they want to leave their current job is also important as this can show you how well they work in a team, or how they don’t. Job hopping without legitimate reasons can suggest a lack of commitment, or a lack of specific career goals.

Understand their work experience and job roles

Usually when reviewing job applications and CVs we are on the lookout for career progression over time. This doesn’t necessarily mean changing jobs or organisations, however it is a good sign if a candidate is taking on additional responsibilities, putting their hand up for promotions, or acting in leadership opportunities when managers are away. This shows that the candidate has natural leadership ability, and is most likely a high performer, rather than someone who plods along in their role.

 

In summary, shortlisting takes a good eye, sound judgement, and plenty of practice. By incorporating the strategies we have outlined here, you can not only identify the best-suited candidates for your vacancy; you can build a highly skilled team that aligns with your values and can drive your organization forward.