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Weaknesses in a Job Interview: How to Respond

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One of the most challenging questions you’re likely to face in an interview is: “What are your weaknesses?” This question often stumps candidates because the answers can come across as insincere or overly rehearsed. However, it’s crucial to be prepared and thoughtful when addressing what your weaknesses are in a job interview.

 

In this article, we’ll explore effective strategies for answering this question, helping you come across as confident and well-prepared, increasing your chances of success in your interview.

What Are Your Weaknesses?

When employers ask, “What are your weaknesses?” they’re looking for several key insights. First, they want to assess if you’re self-aware and honest about your limitations. They’re also interested in seeing whether you take proactive steps to improve in areas where you might fall short.

 

It’s essential to acknowledge that everyone has weaknesses—no one is perfect, and hiring managers understand this. What they’re really looking for are genuine answers that demonstrate your self-awareness and potential for growth, which makes you a more attractive candidate.

 

Before crafting your response, take time to reflect on areas where you could improve. While it may be tempting to offer a “reverse weakness” (a weakness that can be spun as a strength), such as saying you’re a perfectionist or a workaholic, these answers often come across as insincere. Hiring managers are used to hearing them and might view these traits negatively.

 

For example, saying you’re a workaholic could suggest you’re not a team player, and claiming to be a perfectionist might imply you’re inefficient. These types of responses could harm your chances of progressing further in the hiring process.

 

Instead, focus on weaknesses that won’t jeopardise your candidacy but still show you’re human. Think about areas where you’ve genuinely worked to improve and are making progress. For instance, you could mention that your time management wasn’t always strong, but you’ve implemented strategies like setting alarms or planning your schedule better to overcome this.

 

Alternatively, you might admit that your accuracy in certain tasks wasn’t perfect, but you’ve recently adopted new tools to improve, and your performance is steadily getting better.

 

It’s critical to choose a weakness that doesn’t significantly impact the role you’re applying for. Additionally, focus on only one key weakness to avoid overwhelming the interviewer with too many negatives. Thoughtful, balanced responses will help you come across as reflective and solution-oriented.

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How to Address Weaknesses in a Job Interview Using STAR

When discussing your weaknesses in an interview, it’s crucial not only to acknowledge the issue but also to show that you’re actively working to improve. Simply stating that you’re “taking steps” to address your weaknesses won’t significantly enhance your application. Instead, you need to demonstrate real actions and progress.

Use the STAR Method

A highly effective approach is the STAR method, which is often used in government job applications. This structured format allows you to clearly explain how you’ve addressed a weakness by breaking your answer into four parts: Situation, Task, Actions, and Results. This approach ensures clarity and provides concrete evidence of how you’ve improved.

 

For instance, if you want to address time management as a weakness, here’s how you could frame it using the STAR method:

        • Situation: “In the past, I struggled with time management, often finding myself running late for meetings and missing deadlines. I realised this was affecting my performance, so I committed to finding solutions to improve.”

        • Task: “One key challenge involved preparing for an important client meeting where I needed to create and present a proposal at their office.”

        • Actions: “To address this, I started working on the presentation well in advance. I completed the draft two days before the deadline and sought feedback from my team and supervisors. I also created a detailed schedule, prioritising the most critical tasks and blocking out time for preparation. In addition, I planned my route to the client’s office, accounting for potential delays in public transport by leaving extra time for the journey.”

        • Result: “As a result of my improved planning and time management, I arrived 30 minutes early for the meeting, and the presentation went smoothly. The client was impressed, leading to a 30% increase in their order. This also contributed to cost savings and improved profitability for the account.”

By using the STAR method, you not only explain your weakness but also demonstrate your ability to overcome it. This approach shows interviewers that you’re not just aware of your weaknesses but are actively working on them in a productive and structured manner.

The Problem with the STAR Method

While the STAR method is a useful tool for structuring responses, it has its limitations. One of the main issues is that it often focuses on a single instance, which may give the impression that the weakness has been resolved completely. However, weaknesses usually require ongoing effort to manage and improve, and it’s essential to show that you’re consistently addressing them.

Another pitfall of the STAR method is the potential to downplay the weakness itself. Using this approach might make it seem like the issue has been fully overcome when, in reality, it’s likely something you’ll need to continuously work on. To counter this, consider adding a statement like, “This approach has been effective in managing my shortcomings, and I make a conscious effort to apply it in similar situations regularly.”

This not only demonstrates self-awareness but also highlights your commitment to ongoing improvement, showing that you’re proactive in maintaining progress.

Responding to questions about your weaknesses in a job interview doesn’t have to be intimidating. By shifting your mindset and focusing on how you address and improve upon your limitations, you can turn this question into an opportunity to highlight your strengths. Be honest, self-aware, and proactive in your response, showing that you’re constantly evolving and growing.

 

The goal isn’t to be perfect but to demonstrate your ability to reflect, adapt, and develop. Armed with these strategies, you can approach this question with confidence and use it to leave a lasting positive impression.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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What is the APS Gazette?

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The APS Gazette is a crucial resource for anyone seeking employment within the Australian Public Service. As the official platform for job listings, outcomes, and updates, it serves as the go-to website for those looking to stay informed about opportunities in the public sector. In this article, we will explore APS Gazette jobs, APS Gazette outcomes, and other essential features to help you effectively use this resource in your job search.

What is the APS Employment Gazette?

The APS Gazette is the official publication for Australian Public Service (APS) job listings and announcements. Its primary purpose is to notify the public about job vacancies, actions, and decisions within the public service, as required by sections 25 and 40 of the Australian Public Service Commissioner’s Directions 2022.

 

In addition to APS vacancies, the Gazette also features job postings from the Australian Parliamentary Service and other Commonwealth agencies, providing a comprehensive overview of public sector opportunities. The website is organised into two main sections: Notification of Vacancies and Notification of Decisions.

Notification of Vacancies

The first key feature of the APS Gazette is the Notification of Vacancies section. This section, governed by Section 25 of the Australian Public Service Commissioner’s Directions 2022, lists available job openings within the Australian Public Service. While Section 27 allows for some exceptions where a vacancy may not be listed, this is relatively uncommon. According to Section 10A(2) of the Public Service Act, there is a principle that all eligible members of the community should have the same opportunity to apply for APS vacancies, ensuring transparency and equal access.

 

For vacancies listed in the Gazette, the closing date must be at least seven calendar days from the date of notification, unless a specific circumstance requires a shorter period. Even in such cases, there must be a reasonable opportunity for members of the community to apply for the position.

 

If you are looking for a new role within the APS, it is advisable to check the website weekly to stay updated on all relevant job opportunities. The Gazette is published as a downloadable document every Thursday, including all new job vacancies and any ongoing listings.

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Using the APS Gazette

Every Thursday, the Gazette is updated with a downloadable document listing all available roles. By regularly checking the website, you can stay up-to-date with new job openings and find potential roles that match your skills and interests.

 

Each job listing in the Gazette provides comprehensive information about the role. This typically includes the job title, type of employment, location, salary range, classification, and a link to the agency’s website where the position is advertised. Additionally, each listing provides specific details about the job’s requirements, daily responsibilities, and the desired characteristics of potential candidates. The job listings also include the name of the hiring manager and their contact information, making it easier for you to reach out if you have any questions or need further clarification about the role.

 

When reviewing the Gazette, it’s important to carefully read through each job listing to ensure your application meets all the specified requirements. Pay close attention to the closing date for applications, as it will also be included in the listing.

Notification of Decisions

The next section of the website will cover the notification of employment decisions. This is a requirement under Section 40 of the Directions, which mandates that certain employment decisions be publicly notified. The information that should be included in these notifications encompasses the following scenarios:

        • Promotion of any ongoing employee in the current agency.
        • Promotion of an ongoing employee following a PRC (promotion review committee) decision.
        • The engagement of an ongoing Parliamentary Service employee as an ongoing APS employee, if they have been provided a higher classification than their current classification as a Parliamentary Service employee.
        • The engagement or promotion of an individual in accordance with the Independent Selection Advisory Committee decision.
        • The employment termination of an ongoing employee is based on a breach of the APS code of conduct.

According to Section 40, all employment decisions must be notified in the PS Gazette within three months of the decision. There are exemptions to this rule, but these must be agreed upon with the Commissioner. Additionally, if an employee is required to meet specific clearances, such as security or character clearances, the three-month notification period begins only once the eligibility criteria are met, not from when the job offer is extended.

 

Furthermore, the employee’s name must generally be included in the PS Gazette notification. However, there are exceptions to this requirement. For instance, the agency head may decide to withhold an employee’s name due to specific work or personal circumstances, or in cases where an employee’s termination is related to a breach of the APS Code of Conduct.

Using the Notification of Decisions

The notification of employment decisions can be a valuable resource for those seeking work within the APS. By reviewing these notifications, you can gain insights into various employment decisions, helping you understand when you are no longer being considered for a role. Additionally, this information can reveal which positions are primarily filled through internal promotions, allowing you to identify potential career paths or areas where there may be fewer opportunities for external candidates.

 

Moreover, these notifications can serve as a starting point for networking and professional development. By identifying the hiring managers associated with certain roles, you have the opportunity to reach out and request feedback on your application. While hiring managers are not obligated to provide feedback, many may be willing to offer constructive advice that could enhance your chances in future applications. Leveraging this feedback can help you improve your application strategy and better align your skills and experiences with the needs of the APS.

Regularly checking the APS Gazette is a crucial step for anyone pursuing a career in the APS. By staying informed about available positions and recent hiring decisions, you can better understand the current job market and identify opportunities that align with your skills and career goals.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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Competing Priorities: Why Their Management is Critical and How to Demonstrate That

competing-priorities

When it comes to working on projects, it is important to demonstrate that you know how to manage competing priorities in your workload. This is not just a soft skill, it is also a good way to ensure that you’re managing stress levels within the work. Australian government jobs can often have many competing priorities, therefore, having this soft skill can be a great way to demonstrate that you are the ideal candidate for the role.

 

In this article, we talk about managing competing priorities and how you can demonstrate this in an application for any government position.

What Does “Competing Priorities” Mean?

If work were simply a list of tasks to be completed in a first-in, first-out manner, our lives would be much simpler. However, this is rarely the case. Most roles involve juggling multiple demands and managing various priorities. Employees need to balance these tasks efficiently to meet the expectations of both management and clients.

 

Competing priorities can take many forms. For example, you might receive various tasks from different people—perhaps a senior leader wants a report completed, while your team leader needs you to cover the phones or run a meeting while they meet with a client. Additionally, you might need to review and respond to documents from suppliers or customers. All of this is often complicated by limited resources, with time being one of the most critical constraints. Deciding which task to prioritise often hinges on how much time is available.

Why is Management of Competing Priorities Important?

Effectively managing competing priorities is crucial for success for several reasons. First, resources are always limited. Even if you have sufficient funds or physical assets, you might have constraints on time or access to key individuals within your team. This requires careful consideration of how to best utilise these resources to achieve your goals.

 

Additionally, balancing priorities often means trying to satisfy as many stakeholders as possible. While it’s not always feasible to please everyone, understanding how to prioritise tasks can help you navigate these challenges. There may be times when you have to disappoint someone because you can’t meet their timeline, but there may be valid reasons for this decision.

Learning to set priorities and adhere to a schedule that maximises your chances of success is essential. Managing competing priorities also relies heavily on soft skills, such as effective communication, organisation, resource management, time management, leadership, persuasion, and data analysis. These skills help you identify what is most important and develop a plan to work efficiently.

 

By effectively managing your priorities, you can minimise stress and ensure that tasks are completed in the most appropriate order.

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How Do You Manage Competing Priorities

Learning how to manage competing priorities begins with establishing a clear process for identifying and sorting these priorities. By doing so, you can make informed decisions about what needs to be done next. Here is a quick guide to help you get started.

List Tasks

The first step is to list all the tasks that need to be completed. For each task, note the required resources and estimate how long it will take to finish. It’s also important to consider any dependencies between tasks. For example, if you need to present a survey report to the board of trustees, the data analysis and report preparation must be completed beforehand. By mapping out these tasks and their requirements, you can better understand the order in which they should be tackled.

Identify Deadlines

Next, review the deadlines for each task, noting them down and organising your list based on which tasks need to be completed first. Remember to consider any dependencies between tasks; for example, if you need to write a report but are still waiting for data without a specific deadline, you’ll need to create a timeline that includes the estimated time required to write the report once the data is available. This will help ensure that all tasks are completed in the appropriate order.

Consider the Impact of Resource Usage

Every organisation faces resource limitations, with time often being the most constrained. However, there may also be limitations related to money, materials, and other resources. If a task requires using all the available resources and replacements will take three days to arrive, it’s crucial to factor this into your planning. You may need to adjust the timeline of other tasks that depend on those resources to account for the delay.

Consider Delegation Options

One advantage of working in a team is the ability to delegate tasks to others in the department. This can enhance overall efficiency and effectiveness, especially if team members have specific skills better suited to certain tasks. Delegating not only helps distribute the workload but also allows you to leverage your colleagues’ strengths, leading to faster and more effective task completion. Additionally, delegation is a great way to build stronger relationships and a network with your peers.

Consider Negotiation

Some tasks may come with flexible deadlines that haven’t been explicitly communicated. If you’re struggling to fit everything into your schedule, consider discussing your workload with your management team. Provide them with a list of your tasks and their respective priorities. Ask if any deadlines can be extended by a couple of days to ensure you can dedicate the proper attention to each task. This approach allows you to manage your time more effectively while still meeting the needs of the organisation.

How to Demonstrate That You Can Manage Competing Priorities

Effectively managing competing priorities is a crucial skill to showcase on your resume and in job applications, but it can be challenging to illustrate. The experience section of your resume is an excellent place to highlight this ability.

 

In this section, you can describe how you managed multiple projects simultaneously and prioritised your workload according to the organisation’s goals and stakeholders’ needs. Provide examples of how you successfully completed a significant portion of your assigned tasks and how you handled tasks that were still pending.

 

For example, you might write: “Managed three concurrent marketing campaigns while prioritising tasks based on deadlines and impact. Successfully delivered two campaigns ahead of schedule and effectively communicated with stakeholders to adjust timelines for the third project, ensuring all objectives were met without compromising quality.”

 

Another example could be: “Coordinated the development of five software updates while balancing the priorities of different departments. Identified critical tasks and delegated responsibilities to team members, leading to a 20% increase in efficiency and on-time delivery of all updates. Effectively negotiated deadline extensions for lower-priority updates, allowing the team to focus on high-impact tasks.”

 

This approach allows you to demonstrate several soft skills within a single experience, such as time management, organisation, and adaptability.

Competing priorities can be challenging, but they are manageable. Demonstrating your ability to handle these priorities effectively can be a key factor in securing your dream role in the Australian government.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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How to Effectively Portray Soft Skills in Government Applications

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While soft skills may not always be the primary focus in applications, especially for entry-level positions, their impact cannot be underestimated. Soft skills can significantly distinguish between candidates and effectively communicating their benefits to an organisation can enhance your chances of a successful application.

 

In this article, we delve into the meaning of soft skills, explore the differences between hard and soft skills, and provide practical tips on how to highlight soft skills in your resume and during interviews.

What Are Soft Skills?

Soft skills are interpersonal skills that describe how a person interacts and engages with other people in the organisation. Soft skills are required for all jobs, whether you’re a senior leader in a department or perhaps a data entry clerk on your first job after graduating from university.

 

Soft skills might sound like they’re not as important as qualifications or technical skills, but they can be a critical part of your career success. Those who are often high achievers have enhanced their soft skills from an early age.

Types of Soft Skills

There is no exhaustive list of best soft skills for resumes and CVs. Soft skills are developed over time, often on the job and these attributes may differ from one job to another. Thus, the best practice is to include attributes that are relevant to your professional person. Below is a list of soft skills for job applications that are relevant across a number of roles:

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Hard vs Soft Skills

There are numerous differences between hard skills and soft skills. Hard skills are specific abilities or knowledge you acquire through education, training, or hands-on experience. These are often quantifiable and necessary for the technical demands of a job. Examples include software programming, financial accounting, technical writing, and proficiency in using specialised software tools.

 

On the other hand, soft skills relate to your personality traits and how you interact with others. They encompass your ability to navigate workplace dynamics, adapt to new situations, and communicate effectively. While these skills can be honed, they are less often taught in traditional educational settings and more nuanced to assess in professional environments.

Why Are Soft Skills Important?

Soft skills are often cited as the significant difference between candidates. Part of this is because when it comes to hard skills, many candidates will have similar hard skills. For example, those who are applying for a programming job might have the same programming degree, the same skills in programming languages, and perhaps even the same post-graduate qualifications.

 

Telling the difference between these two candidates would be almost impossible if it weren’t for soft skills. And soft skills also play a critical role in the success of a candidate. A candidate who has better time management and communication skills will be more productive than someone who is constantly late or cannot communicate with members of their team.

Individuals lacking persuasive or leadership abilities often find their career progression and earning potential limited within organisational structures. These soft skills are crucial for ascending to higher levels of responsibility and influence.

 

Moreover, hiring managers are not only looking for candidates who can fulfill the immediate requirements of a position. They increasingly prioritise the growth potential of applicants, recognizing that those with the capacity to develop can provide more value in the long run. Many HR and recruitment experts advocate for hiring individuals with potential to be trained and developed over those who might currently meet every criterion but show less promise for advancement.

 

Hiring managers also focus on the future leadership potential of candidates. In their search, they look for soft skills that are indicative of future success in higher roles, such as adaptability, strategic thinking, and the ability to inspire others. This forward-looking approach ensures that new hires not only fit the current needs but are also valuable assets for future organisational growth.

How to Improve Your Soft Skills

Although there are no formal qualifications for soft skills, numerous resources are available to help you develop these essential capabilities. You can find a wealth of tutorials and courses online on MOOC platforms and even on YouTube. Additionally, professional development courses specifically designed to enhance both specific and general soft skills are widely accessible.

 

It’s also important to recognize and value the soft skills you naturally possess. Many individuals overlook their innate abilities because they do not traditionally view personality traits as measurable skills. By identifying and promoting these natural strengths in your applications, you can avoid selling yourself short and significantly enhance your competitiveness. These inherent soft skills, often underestimated, can be pivotal in achieving professional success.

How to Demonstrate Soft Skills on Your Resume

For those who are applying for roles in the Australian government, soft skills are going to be a major focus. So here are some tips on how you can list your soft skills on an application.

Don’t List Soft Skills in a Skills Section

While many people might think that it is counterintuitive, listing soft skills in the skills section is not very valuable. Soft skills are not tangible, like hard skills, they’re a subjective skill that requires additional proof. Therefore, save soft skills for other sections of the resume, where you can demonstrate what you have.

Use the Work Experience Section

The best location for any soft skill listing is to demonstrate their application within the work experience section of your resume. Use the bullet points of your duties and achievements to demonstrate what you’ve done using your soft skills, without listing what soft skills you have.

Use Action Verbs and Statistics

You must be demonstrating their use, not that you have them. Anyone can claim to have great leadership skills, but that doesn’t mean anyone has good leadership skills. The best way to demonstrate anything is to give examples of what you did (actions) and the impact it had. Using statistics quantifies the skills and demonstrates your value to the organisation.

 

For example, if you want to demonstrate your problem-solving skills, you can state – “Resolved a long-standing bottleneck in the supply chain, enhancing process flow and reducing costs by 15% within the first quarter.” Here, the use of ‘resolved’ as an action verb clearly depicts your problem-solving ability and the tangible benefits it brought. 

Highlight Transferable Skills

Soft skills aren’t industry-specific. They can be transferred from one industry or job role to another. In today’s modern working environment, you can focus on new soft skill trends such as virtual teamwork, online project management, and digital literacy.

Choose the Right Soft Skills

Not all soft skills are applicable. Conduct careful research into the department that you’re applying for to find what soft skills they want. Then tailor your resume for that job role/department so that it reflects the correct soft skills.

Soft skills might not be the first set of skills that you think about when you create your application or discuss your value with the hiring manager. But for any government job, they can be the decision point between a successful and an unsuccessful application.

 

Learning how to identify and improve your soft skills can be a great asset. It is equally crucial to adeptly demonstrate these skills in your resume and during the application process.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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APS Work Level Standards: What Are They?

aps-work-level-standard

The Australian Public Service (APS) Work Level Standards are designed to provide a clear and consistent framework for classifying roles across the public sector. These standards accommodate the diverse range of positions within government, outlining the competencies and capabilities expected at each classification level. By defining these expectations, the APS ensures that employees and applicants alike can understand what is required to perform effectively in their respective roles.

For those new to government work, however, navigating the APS Work Level Standards can be challenging. When applying for positions, it is crucial to accurately gauge the level at which you are expected to perform. Overestimating your competency level might suggest you are overqualified, which can sometimes work against you. On the other hand, underestimating your abilities could result in appearing underprepared for the role, even if you possess the necessary skills. Understanding these standards is key to aligning your qualifications with the expectations of the role and presenting yourself as a strong candidate.

Are Work Level Standards Everything That is Expected?

It’s important to understand that the work level standards are not a comprehensive list of all duties or responsibilities that a new hire will be expected to undertake upon a successful application. Instead, these standards serve as a tool to standardise key aspects of the recruitment process, ensuring fairness and consistency across public service departments.

However, the interpretation of work level standards can vary depending on the specific scope of the job. For instance, roles in more hazardous environments may require a stronger emphasis on risk management, even within the same classification level. While the work level standards provide valuable guidance, it’s crucial to consider the unique demands of the job you are applying for.

If you’re applying through an agency, they may offer additional insights and guidance on what specific competencies and skills are required for the role.

APS Job Levels and Work Level Standards

The Australian Public Service (APS) Work Level Standards encompass a range of classifications, from APS Level 1 through to APS Level 6. Beyond these, there are Executive Level 1 (EL1) and Executive Level 2 (EL2) for more senior roles, making a total of eight distinct levels commonly seen in APS job advertisements.

 

As you progress through these levels, the expectations and responsibilities increase significantly. For example, in the area of risk management, an APS Level 1 or 2 employee might be expected to identify risks associated with day-to-day tasks. In contrast, an APS Level 6 employee would be required to perform quality assurance on those risks and develop appropriate treatments within their area of responsibility.

It’s important to recognize that higher APS levels come with greater responsibility and a broader scope of influence within the public service.

 

In addition to specific job responsibilities, the APS sets clear expectations for employee behaviour, aligned with the APS Values, Employment Principles, and the APS Code of Conduct. These standards ensure that employees uphold the integrity and professionalism of the public service.

 

Furthermore, APS employees are expected to actively apply principles and practices related to the government’s commitment to workplace diversity, ensure a safe working environment, and foster collaboration within their teams.

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Key Elements of APS Work Level Standards: Characteristics and Functions

The APS Work Level Standards are built around two core elements: Characteristics and Functions, each of which is further divided into specific subsections that define the expectations for different job levels.

 

Characteristics refer to broad statements that outline the general requirements and operational context for each job level. There are five key characteristics within this element:

        • Leadership and Accountability
        • Diversity Management
        • Stakeholder Management
        • Job Context and Environment
        • Independence and Decision Making

Functions, on the other hand, are more transactional and describe the typical duties expected at each level. A single role may encompass duties from multiple functions, allowing you to address specific requirements with targeted examples in your application.

 

The APS Work Level Standards identify five key functions:

Service Delivery: Involves delivering outcomes that support government department goals, program objectives, or specific government initiatives, with attention to both internal and external stakeholders.

 

Program and Project Management: Demonstrates the ability to manage risk, financial, human, physical, and capital resources within the department, ensuring that projects and programs are delivered as promised.

 

Policy: One of the most significant functions, this relates to the development of strategic policy within the department. It requires providing and interpreting policy advice through research and analysis, understanding role requirements, and consulting relevant policy documents and legislation.

 

Regulatory: Focuses on the design and implementation of compliance and enforcement programs. This function requires gathering information, conducting risk assessments, and ensuring alignment with government policies and frameworks.

 

Professional/Technical: Involves applying specialised knowledge to complete tasks within the framework of work goals. This function is often easier to demonstrate, particularly when professional qualifications align with the role’s requirements. However, you may need to obtain certain qualifications or certifications to meet the necessary standards.

Why is Understanding the APS Work Level Standards Important?

Understanding the APS Work Level Standards is crucial for tailoring your application to the role you’re applying for. By familiarising yourself with these standards, you can effectively revise your resume or application to highlight the specific skills and competencies that hiring managers are seeking.

 

For example, if the job posting specifies an APS WLS Level 3, particularly in the advisory section, they are looking for a candidate who can provide advice and guidance based on established policies and procedures set by senior leaders. You can enhance your resume by including a concrete example that demonstrates your ability to meet this requirement.

 

By consistently aligning your resume with the Work Level Standards, you increase your appeal to the recruitment team and significantly improve your chances of securing an interview.

The APS Work Level Standards provide a consistent framework for all job roles, allowing hiring teams to clearly define the skills and characteristics they seek in candidates. By understanding these standards and the specific requirements at each level, you can strategically tailor your resume to highlight the most relevant qualifications, increasing your chances of capturing the attention of the recruitment team.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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What is a Transferable Skill?

transferable-skill

When exploring new career opportunities, whether it’s within a different organisation, department, or even an entirely new role, you’ll need to demonstrate your ability to succeed in these positions. This can be challenging, especially when you lack direct experience in the specific role or within the new company. However, it’s far from impossible. By leveraging transferable skills, you can confidently step into a wide range of roles, showcasing your adaptability and readiness to take on new challenges.

 

In this article, we will be discussing what transferable skills are and how you can apply them to your application for a government role.

What Are Transferable Skills?

Transferable skills are versatile abilities that you can carry with you across various job roles and industries. These skills, often referred to as soft skills, are not tied to a specific profession but are valuable in almost any workplace. You may have developed these skills throughout your career, or you might naturally possess them.

Improving your transferable skills is not only possible but also highly encouraged. Many educational institutions, including colleges and universities, offer programs and activities that help build these skills. You can also enhance them through volunteer work or in your current role by taking on new challenges and responsibilities.

In addition, online platforms provide a wealth of resources for developing transferable skills. Whether through YouTube tutorials, online courses, or training materials found via search engines, there are countless opportunities to learn and grow. Investing time in these resources not only strengthens your skill set but also demonstrates your commitment to personal and professional development—an attribute that is highly valued by employers.

Examples of Transferable Skills

Numerous traits are often counted as transferable skills. Here are some common transferable skills that you can consider adding on your resume in your next application.

Dependability: This transferable skill is about earning the trust of others to complete tasks or fulfil roles consistently. Dependability can be challenging to demonstrate, but using specific language to illustrate your reliability in past experiences can effectively convey this skill.

Leadership and Team Management: Leadership is a critical transferable skill, especially when applying for roles with growth potential. Demonstrating your ability to lead and manage teams shows that you have the potential to take on future leadership positions within the organisation.

Problem-Solving: The ability to think creatively and develop solutions to challenges is one of the most valued transferable soft skills in any environment. Highlighting your problem-solving skills can make you a highly desirable candidate and may even result in more competitive compensation.

Data Analysis: In today’s data-driven world, the ability to analyse information and draw meaningful conclusions is a crucial transferable skill. Successful candidates must demonstrate their capacity to interpret data accurately and use it to inform decision-making.

Communication: Effective communication is vital across all levels of an organisation. This transferable soft skill is not just for leaders—everyone needs to be able to clearly convey information and ideas to ensure team alignment and achieve better outcomes.

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Time Management: Managing time efficiently is a key transferable skill that impacts overall productivity. Candidates who can prioritise tasks, meet deadlines, and complete work without sacrificing quality are far more attractive to employers.

Empathy: A valuable but often overlooked transferable soft skill, empathy is essential for creating a supportive and collaborative team environment. Being able to understand and respond to the emotions of others is crucial, no matter your role or level of seniority.

Adaptability: The ability to adjust to changing environments is critical for success. Adaptability is a highly sought-after transferable skill, as it shows that you can thrive in dynamic workplaces.

Technological Literacy: In an increasingly digital world, technological literacy is a must-have transferable skill. Demonstrating proficiency with a variety of software and tools indicates that you are capable of learning and adapting to new systems quickly.

Organisation: Organisational skills are essential for maximising the use of resources and ensuring efficiency. This transferable skill is particularly important in environments with limited resources and high demands, as it allows you to optimise processes and contribute to the team’s success.

Why Are Transferable Skills Important?

Transferable skills are essential for both candidates and organisations for several key reasons:

Enhanced Efficiency and Productivity

Transferable skills play a crucial role in boosting an organisation’s efficiency and productivity. These skills enable team members to use resources more effectively and collaborate more seamlessly, resulting in tasks being completed more efficiently. The ability to adapt and apply these skills across different scenarios can lead to significant improvements in overall team performance.

Stronger Working Relationships

Conflict among team members can be one of the most significant costs for any organisation. Even minor disagreements can disrupt alignment towards common goals, leading to inefficiencies, wasted resources, and ultimately, higher costs. Moreover, unresolved conflicts can create a toxic work environment, increasing staff turnover and the associated costs of recruitment and training. Transferable skills, particularly in communication and conflict resolution, are vital in fostering a harmonious and productive workplace.

Enhanced Skill Set

Candidates with strong transferable skills are more attractive to employers, as these skills indicate an ability to perform a wide range of tasks effectively. Individuals with well-developed transferable skills are often able to tackle complex tasks more quickly and efficiently. This adaptability not only makes them ideal candidates for promotion but also helps the organisation save time and money in the long run by having a workforce that can evolve and grow with the company’s needs.

How to Demonstrate Transferable Skills on Your Resume

There are various strategies for showcasing your transferable skills in your application, but it’s important to do so thoughtfully. Being too explicit about possessing these skills may indicate confidence, but it doesn’t necessarily provide the evidence needed to convince a hiring manager. Here are some tips on how to effectively demonstrate your transferable skills to a government hiring manager:

Don’t List Transferable Skills in the Skills Section

While it may seem intuitive to include your transferable skills in the skills section of your application, this is not the best approach. The skills section is typically reserved for listing your specific, tangible qualifications relevant to the role you’re applying for. Transferable skills, on the other hand, are often more abstract and harder to quantify.

 

Instead of simply stating that you possess these skills, it’s far more effective to demonstrate them through your experience and achievements. Showcasing how you’ve applied these skills in real-world situations provides concrete evidence of your capabilities, making a stronger impression on hiring managers.

Use the Work Experience Section

To effectively showcase your transferable skills, choose two or three key skills you want to highlight and incorporate them into your work experience section. Focus on crafting concise bullet points under each role that clearly demonstrate how you’ve applied these skills. For example:

        • Leadership: “Led a cross-functional team to implement a new project management system, resulting in a 30% reduction in project completion times and a 20% increase in team productivity.”

        • Communication: “Developed and delivered a training program for new employees, which enhanced onboarding efficiency by 35% and improved overall team collaboration.”

        • Problem-Solving: “Streamlined a complex data reporting process, reducing errors by 50% and saving the department over 100 hours per quarter.”

By embedding your transferable skills in specific, measurable achievements, you provide tangible proof of your abilities, making your application more compelling to hiring managers.

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Use Action Verbs And Statistics

Transferable skills are not easily certified or quantified, making it essential to demonstrate them through your actions and achievements. Simply stating that you possess a certain skill isn’t enough; you need to provide evidence that illustrates your capability. The most effective way to do this is by using strong action verbs and relevant statistics when discussing your transferable skills.

Action verbs convey your proactive role in achieving outcomes, while statistics offer concrete evidence of your impact. For example, instead of saying, “I have strong leadership skills,” you could say, “Led a team of 15 to successfully deliver a project ahead of schedule, resulting in a 20% increase in departmental efficiency.”

By coupling action verbs with measurable results, you not only show what you’ve done but also the tangible impact you’ve made, providing compelling proof of your transferable skills.

Which Transferable Skills Should I Add on My Resume?

While many candidates may possess common transferable skills, standing out in today’s job market often requires highlighting those that are more modern and in-demand. The pandemic has shifted the landscape, making skills like online communication, virtual teamwork, and the ability to work independently (remote work) increasingly valuable. Including these trending skills in your resume can set you apart from other candidates and demonstrate your adaptability to the evolving workplace.

Not every transferable skill you possess will be relevant to the job you’re applying for. It’s crucial to research the specific role and department culture to understand which skills are most valued by the hiring manager. Tailor your resume by emphasising the transferable skills that align with the needs of the position and the organisation. A well-researched and customised application not only shows your suitability for the role but also your commitment to the specific job opportunity.

Transferable skills are critical for many job roles in today’s modern working environment. Applying these to your APS application can put you ahead of the competition and increase your chances of securing the position you want. 

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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How to Demonstrate Communicates with Influence in Government Job Applications

how-to-demonstrate-communicates

A pivotal requirement for securing a government job in Australia is the ability to “communicate with influence.” This criterion is vital at all levels, from entry-level positions to senior roles, and plays a significant role in candidate assessments. Despite its importance, many applicants find themselves puzzled over what this trait truly entails and how best to showcase it in their applications and interviews.

In this article, we’ll be exploring the concept of communicating with influence and how you can demonstrate that within your application and at an interview.

What is Interpersonal Communication?​

When government job applications emphasise the need to “communicate with influence,” they are specifically assessing a candidate’s ability to effectively engage in interpersonal communication. Many applicants often question what this entails.

 

Interpersonal communication is a collective term for the verbal and non-verbal communication of information, ideas, and emotions between two or more people. Interpersonal communication involves both verbal and non-verbal exchanges—spanning conversations, body language, written communication, facial expressions, gestures, and the use of visual aids.

In the past, much of this has focused on how people communicate face-to-face. However, today’s working environment has evolved to become much more complex, encompassing a variety of communication methods. Effective interpersonal and communication skills now must transcend traditional settings to include newer forms like emails, chat apps, SMS, phone calls, and video conferences. Each mode of communication requires a unique set of skills to effectively convey messages and emotions, making versatility a key component of successful interpersonal interactions. 

The Types of Interpersonal Communication Skills

When thinking about interpersonal and communication skills, it is important to break down the types of interpersonal communication. You can then identify skills that you have, which can enhance your application.

 

There are four types of interpersonal communication. These are:

Verbal Communication

This encompasses all spoken interactions, extending beyond mere words to include tone and inflection. Subtle verbal responses like “Yup” and “Uh-huh” might seem trivial, but they carry significant meaning and are subject to interpretation. Effective verbal communication also involves the strategic use of language and emphasis to enhance understanding and engagement.

Listening

Effective communication is not solely about expressing oneself; it equally involves absorbing and understanding information from others. Demonstrating attentive listening is crucial, as it shows respect and value to the speaker. This skill extends beyond hearing spoken words to interpreting written messages in emails or texts, ensuring that all forms of communication are comprehensively understood.

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Written Communication

In today’s digital age, written communication via emails, SMS, and instant messaging plays a pivotal role. Mastery over language elements such as grammar, punctuation, tone, and even the appropriate use of emojis is essential. These components must be carefully managed to preserve the intended meaning of a message. A simple punctuation error can significantly change the meaning of a sentence. For instance, consider the difference between “We rely on our colleagues’ expertise” and “We rely on our colleagues expertise.” The first sentence, with the possessive apostrophe, correctly implies reliance on the expertise possessed by colleagues. The second sentence, missing the apostrophe, could mistakenly be read as an imperative, telling colleagues to be expert.

Non-Verbal Communication

Often underestimated, non-verbal cues such as facial expressions, body posture, and gestures constitute 70 to 93% of all communication, according to experts. Effective non-verbal communication can enhance or undermine spoken words, making awareness and control over one’s body language an essential aspect of interpersonal interactions.

Are Personal Skills and Interpersonal Skills the Same?

When it comes to personal skills and interpersonal skills, there is often confusion between the two. Personal skills can be broken down into five elements:

        • Emotional intelligence: Understanding, managing, and displaying emotions effectively.
        • Self-reflection: Assessing personal strengths, weaknesses, and personal values in context.
        • Goal Setting: Ensuring there are clear objectives set and a plan to work towards achieving them.
        • Time Management: Organising/prioritising tasks to ensure that maximum productivity is reached.
        • Stress Management: Developing a process to reduce the impact of stress and pressure.

In contrast, interpersonal skills include these five elements:

        • Communication: The ability to deliver ideas accurately to others as well as listen to the needs of others.
        • Empathy: Understanding and acknowledging the perspective and feelings of others.
        • Conflict Resolution: Being able to resolve disagreements and conflicts without issue.
        • Teamwork: Being able to work as part of a team to complete common goals.
        • Networking: Being able to communicate and build relationships to create opportunities.

How to Demonstrate Communication Skills in Applications and Interviews

Mastering the presentation of your communication skills in applications and interviews is essential for career success. Although it may seem daunting, showcasing these skills is straightforward and can significantly enhance your resume and interview responses.

On Your Resume

        • Highlight Teamwork and Leadership: Detail instances where your positive demeanour and cooperative spirit have enhanced team dynamics and productivity. For example, you might describe how your approach helped your organisation achieve its objectives.
        • Show Responsiveness to Feedback: Illustrate occasions when you actively sought and utilised feedback from senior leadership to improve your performance. This demonstrates your commitment to personal and professional growth.
        • Engage in Constructive Feedback: Mention your involvement in providing constructive feedback to peers and mentoring interns, showing your investment in collective success.

During the Interview

        • Exemplify Problem-Solving: Discuss times when you’ve maintained an open mind during brainstorming sessions, contributing to effective problem-solving with team members.
        • Demonstrate Negotiation Skills: Provide examples of how you’ve employed empathy and negotiation skills to communicate effectively with clients or stakeholders, ensuring specific objectives were met.
        • Cross-Departmental Collaboration: Explain how you have effectively worked with individuals outside your immediate team or department, showcasing your ability to navigate complex interpersonal dynamics.

Utilising the STAR Method

Remember to employ the STAR (Situation, Task, Action, Result) method when providing examples. This strategy helps structure your responses clearly and concisely, preventing rambling and highlighting your communication prowess. 

Demonstrating robust communication skills is vital for all government job applications, though it can often be challenging. The techniques outlined above are essential for showcasing the effective non-verbal and verbal communication skills that government hiring managers are keen to observe.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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How To Use The STAR Interview Method for Interview Success

STAR-framework

What is the STAR Interview Framework?

Behavioural interviews are a type of job interview that focuses on assessing past behaviour to predict future performance. The STAR (Situation, Task, Action, Result) method for interview is an effective way to prepare for such interviews, allowing individuals to structure their responses and provide concrete examples. With the STAR framework, candidates can showcase their skills and achievements, increasing their chances of success in the interview process. Imagine entering an interview armed with a proven strategy that allows you to deliver concise, compelling responses while showcasing your skills and experiences in a clear and organised manner. That’s precisely what the STAR framework offers. Let’s break it down and understand how it can unlock your interview potential.

The Components of STAR: Situation, Task, Action, Result

Situation: Setting the Stage for Success

 

In any interview, it is crucial to provide context and background to the situation you are about to describe. By clearly defining the scenario, you enable the interviewer to understand the challenges you faced and the decisions you made.

Task: Defining Objectives and Overcoming Challenges

 

Now, let’s dive deeper into the specific task or objective that needed to be accomplished in that situation. Share the challenges you encountered and the goals you set for yourself. This step demonstrates your ability to analyse situations and define actionable targets.

Action: Stepping Up and Making an Impact

 

Here comes the exciting part—detailing the actions you took! Describe the steps you implemented to address the situation at hand. Emphasise the skills you applied, the decisions you made, and how you navigated any obstacles along the way. This showcases your problem-solving abilities and decision-making skills.

Result: Celebrating Achievements and Lessons Learned

Every journey has its destination, and your actions should have produced results. Share the outcomes of your efforts, quantifying achievements wherever possible. Highlight the positive impact you made, lessons learned from the experience, and any personal growth that occurred.

the-star-framework

STAR Technique for Interviews: Examples

Role: Management

Interviewer: “Tell me about a time when you faced a challenging situation at work and how you handled it.”

Candidate:

Situation: “In my previous role as a project manager, we had a tight deadline to deliver a critical project for a client.”
 

Task: “My task was to coordinate the efforts of a cross-functional team, manage resources effectively, and ensure timely completion.”
 

Action: “To address the challenge, I immediately scheduled a team meeting to discuss the project requirements and break down the tasks. I assigned clear responsibilities, set realistic deadlines, and established regular progress check-ins.”
 

Result: “As a result of our collaborative efforts and effective project management, we successfully delivered the project ahead of schedule, exceeding the client’s expectations and receiving positive feedback. Our team’s coordination and proactive approach helped us overcome the challenges and achieve outstanding results.”

In this example, the candidate addresses the interview question by using the STAR method. They provide a specific situation, clearly define their task, explain the actions they took, and conclude with the positive results achieved. This structured response allows the interviewer to assess the candidate’s skills, problem-solving abilities, and their capacity to handle challenging situations effectively.

Role: IT

Interviewer: “Tell me about a time when you had to troubleshoot a complex technical issue and how you resolved it.”

Candidate:

Situation: “In my previous role as an IT support specialist, we encountered a critical system outage during a major software upgrade.”
 

Task: “My task was to identify the root cause of the issue, minimise downtime, and restore system functionality as quickly as possible.”
 

Action: “I immediately initiated a thorough analysis of the system logs, collaborated with the development team to understand the upgrade process, and conducted extensive testing to isolate the problem. After identifying a compatibility issue, I devised a workaround solution and implemented it promptly.”
 

Result: “As a result of my troubleshooting efforts and swift action, the system was successfully restored within two hours, minimising business disruption and ensuring smooth operations. Furthermore, I provided detailed documentation on the issue and the implemented solution, enabling the team to prevent similar issues in the future.”

In this example, the candidate effectively uses the STAR framework to outline the situation, task, action, and result of a complex technical issue they faced. This response allows the interviewer to assess the candidate’s technical problem-solving skills, ability to work under pressure, collaboration with teams, and dedication to minimising downtime.

Why Use the STAR Interview Technique?

The STAR interview questions allow you to captivate interviewers, showcase your abilities, and leave a lasting impression through structured storytelling. 

Presenting Organised and Impactful Responses

Employing the STAR framework allows you to deliver answers in a structured and concise manner. By avoiding rambling and tangents, you ensure that your responses remain focused and coherent, captivating interviewers from beginning to end.

Showcasing Your Skills and Experiences

Behavioural interviews aim to assess your abilities in various situations. The STAR framework enables you to effectively demonstrate your problem-solving skills, decision-making prowess, and capacity to handle challenges professionally. It’s your chance to showcase your unique strengths and stand out from the competition.

Quantifying Achievements: Making a Lasting Impression

Numbers speak volumes. By providing measurable outcomes and tangible results of your actions, you enhance your credibility and make a lasting impression on interviewers. Quantifying your achievements adds a layer of authenticity and demonstrates your impact in a tangible way.

Mastering the STAR Interview Questions and Answers

To harness the full potential of the STAR framework, preparation and practice are paramount. Here’s how you can take your interview performance to new heights:

Craft Tailored Responses: Highlighting Relevance

Customise your STAR responses to align with the specific position you are interviewing for. Emphasise skills and experiences that directly correspond to the job requirements, showcasing your suitability and value as a candidate.

Be Specific and Concise: Balancing Depth and Brevity

Ensure your responses are specific and avoid vague statements. Share detailed examples and provide tangible evidence of your capabilities. Strike a balance between providing thoroughness and brevity to maintain engagement.

Emphasise Your Role: Stand Out from the Crowd

In your STAR responses, highlight your personal contributions and the unique value you brought to the situation. Showcase your leadership, teamwork, or problem-solving skills. Demonstrate your ability to take initiative, drive results, and leave a lasting impact.

Conclusion

The STAR method is a powerful tool for interview preparation and success. By organising your responses using the Situation, Task, Action, and Result structure, you can effectively highlight your skills and experiences. The STAR interview format allows you to provide specific examples, demonstrate your problem-solving abilities, and showcase your potential to prospective employers. So, whether you’re preparing for your next job interview or seeking to enhance your interviewing skills, incorporating the STAR framework can significantly improve your chances of making a lasting impression and securing that coveted job offer.

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How To Create Your Personal Value Proposition

personal-value

Value Propositions – a powerful method to help you secure a new job and the answer to one of the most dreaded challenges for interview attendees – “how do I talk about myself?” or “how do I sell my skills in an interview”.  

 

This method is precisely how to answer questions like:

 

What are your strengths?

 

Tell me about yourself.

 

These simple questions often leave us in knots and yet there is a simple method that can be used for every question like this, with no need to brag, “sell yourself”, or sound arrogant. It’s very simple, and just requires practice and personalisation.

Read on for a professional career coach’s simple framework for constructing great personal value propositions for yourself…

 

Personal value propositions (PVP) are the best way to answer questions like “why are you a good candidate for this role?”, “why do you want this role?” and “what are your strengths?”. You will use them in every single interview you’ll ever attend and these sentences are the foundation of your personal brand. Strong value propositions are what win job offers, plain and simple. In a panel interview context, a well formed value proposition will allow the panel members to ‘tick the box’ and mark you as suitable for a role, because these statements are evidence-based. Plus they are easy to construct – just use this simple 3-step framework and practice.

What are Personal Value Propositions?

A personal value proposition (PVP) is a promise of value to the organisation you are interviewing with. It’s the reason you get hired. If you’re serious about interview preparation coaching, make sure your value propositions are prepared and rehearsed well before the big day.

Can I Write My Own Personal Value Propositions?

Yes, you can prepare your own using the tools and tips below. I encourage you to put aside 30-60 minutes and create at least four: one related to your target job title and three related to the required skills of the job.

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How to Write Your Personal Value Propositions (PVP)

1) Choose your subjects and skills

In addition to having a core value proposition related to your target job title, your other value propositions should reflect the skills needed to do the job. These skills are usually outlined in job descriptions, ads and recruiter discussions. For example, an executive leader could have separate value propositions for:

        • Project planning
        • Leading reviews
        • Process improvement
        • Creating high performing teams

If your target role is a Program Officer, you would have a PVP about being a Program Officer, and then three possible skills you would need PVPs for could be:

        • Program evaluations
        • Reporting
        • Stakeholder management

2) Write PVP using a simple 3-step framework

A PVP is made up of only 1-2 sentences. Short, sharp and to the point. The simplest way to construct one is using the WHAT, WHEN, WHO framework (generally in that order). However, even if you don’t use that framework, any statement that contains at least the WHAT and WHO components can be considered a value proposition.

A) WHAT (skill)?

What skill have you got that they want? (e.g. policy development, strategic advisory, stakeholder engagement, public communications, program implementation).

B) WHEN (have you used the skill)?

Tell us the scale of your experience. Give names, numbers and data (e.g. # of years of experience, size of teams led, budget range, qualifications).

C) WHO (benefited)?

What were the benefits and positive things that come out of using your skill? Use names, numbers and data (e.g. client names, employers, awards, ROI, promotions, budgets, SLAs).

Important Tip When Writing a Personal Value Proposition

The phrase ‘as shown by’ makes it easy. You can use ‘…as shown by…’ to link WHAT and WHEN is a simple way to create a value proposition. E.g. “one of my strengths is project management, as shown by successfully delivering over five ICT projects for Services Australia.”

Examples of Personal Value Propositions

“I will bring to the table proven policy development skills, demonstrated by six years of experience working on large, complex policy review projects for the Department of Home Affairs, including data analysis, research, and external stakeholder consultations.”

 

“Advising senior leaders is one of my strengths, evidenced by three years at DFAT providing strategic advice and policy briefings to senior government officials from Indonesia, enhancing diplomatic relations and international cooperation.”

 

“A key strength is turning around under-performing teams. I set clear KPIs and adhere to them, and over the last three years, I have revitalised and led high-performing policy analysis teams of up to 15 staff at the ATO.”

 

“My executive stakeholder management background includes 8 years of presenting, advising, and negotiating at a C-suite and Deputy Commissioner level as a Program Manager for the Department of Education and the Department of Health and Aged Care.“

Use Your PVP

Don’t like ‘bragging’ or ‘talking it up’? You don’t have to. Using the above formula is just stating the facts and letting the listener make up their own mind. It’s not salesy, but it is absolutely critical. If you don’t know how to deliver powerful value propositions, then you will probably miss job opportunities. They are easy to prepare and just take some practice to execute. Once you have your value propositions nailed, you can also use them to promote your personal brand in everyday work situations, such as introducing yourself in various situations such as with senior leaders, during networking opportunities, at conferences, and in conversations with external partners. These factual statements help to state your credentials in an impressive manner that is guaranteed to connect with audiences.

 

Working with a coach is a great move to help you develop and practise your value propositions, and this is a central focus in our interview coaching programs. Diving into the preparation and delivery of these essential statements will really help you nail that next big interview and you’re building life-skills valuable throughout your entire career.

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How to Demonstrate Strategic Thinking For Government Career

Strategy is a key component to success. You can’t just randomly move from task to task aimlessly with no clear guide or goal. And so strategic thinking is fast becoming a highly desired skill, and this is just as true for Australian government jobs as other roles. 

 

In this article, we’ll identify what strategic thinking is, provide examples of strategic thinking, and how to demonstrate strategic thinking skills to government hiring managers.

What is Strategic Thinking?

Strategic thinking is the ability to analyse and plan for the future, focusing on long-term goals and outcomes. Strategic thinking in government jobs involves understanding the broader context, anticipating challenges, and identifying opportunities to improve public services. Strategic thinkers use critical analysis to make informed decisions that align with organisational objectives and public needs. 

What are Strategic Thinking Skills?

Strategic thinking skills cover a wide range of skills that enable someone to use critical thinking to solve complex problems. These skills help organisations to accomplish business objectives, resolve challenges and seek opportunities from obstacles.

 

Some of the skills included in strategic thinking are:

Analytical Skills

To help an organisation reach pre-defined objectives, individuals must be able to analyse several data sets. Depending on the job role, you might be required to look at financial statements, KPIs, marketing conditions, emerging business trends, or others.

Communication Skills

To help provide enough information for others to take action on specific strategies requires strong communication skills. Communication should be strong between external and internal stakeholders. You should also be able to ensure that you can align people towards a set of shared goals.

Problem-solving Skills

Every organisation faces challenges and problems, and using problem-solving skills is critical to overcome these and move back towards a set of goals. Challenges come in numerous forms from financial to workflow issues, so being able to understand and seek opportunities to resolve them can be critical.

Planning and Management Skills

Implementation of solutions is critical, and to achieve this, good planning and management skills are required.

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Why Are Strategic Thinking Skills So Valuable in Government Roles?

Strategic thinking skills are one of the most sought-after skills that government hiring managers are looking for. Those who can think logically and critically can have a massive impact on the performance of a department, helping to reduce costs and improve customer satisfaction.

 

And with a complex and ever-changing transforming working environment, being able to analyse and adapt to the changing market conditions is seen as a key attribute.

 

In addition, having strategic thinking skills can contribute to your career progression, helping you to earn more from your career.

Examples of Strategic Thinking Skills in the Workplace

To be able to put examples of strategic thinking on your resume, you will need to identify examples of strategic thinking at work.

Example One

When a team leader failed to have a clear strategy for achieving organisational goals, they changed their approach to incorporate their team into decision-making. Curating a positive and supportive work environment for team members, they were able to encourage high levels of performance and productivity.

Example Two

A sales manager had no clear sales strategy to build on profits. Instead, they created a system where they fostered personalised customer relationships to improve sales. Using this strategy allowed them to build a rapport with customers, build trust, and generate more revenue.

Example Three

Failure of strategic thinking examples are plentiful too. Many examples are where senior leaders have not appreciated the changes in the industry, such as Blockbusters not embracing digital streaming, Kodak not realising the changes of digital photographs, and Motorola’s failure to solidify their market position in the mobile industry.

 

By not utilising strategic thinking, two of these companies have filed for bankruptcy and one lost its market lead position.

How to Demonstrate Your Strategic Thinking Skills

While understanding strategic thinking skills is the first step, to ensure you get a chance to secure your dream government role, you need to know how to demonstrate your strategic thinking skills.

 

There are two locations where you should mention strategic thinking, the personal statement and the experience section.

Personal Statement

In the personal statement, you need to provide specific consequences for your strategic thinking. For example, if your actions have led to an improvement in sales, customer retention, cost cutting, or improvements in workflows, you should mention them. You should also look at mentioning how you’ve done it.

 

For example, you could talk about leveraging data-driven assignments or collaboration with colleagues and third-party stakeholders.

Experience

Under job experience, you only have one sentence to prove strategic thinking. You should use data to identify what you’ve done and the impact of your actions. For example, you could state these:

        • Developed and implemented a strategic staff retention programme that improved staff retention by 36%.
        • Created a new sales pathway and trained a sales team that improved revenues by 47%.

You should not use lines which are similar to this.

        • Used strategic thinking to complete tasks in the office.
        • Made improvements through strategic thinking.

Tell a Story

Stories are emotive ways to prove your value. So when possible, tell people a story about the strategic thinking example. Start by labelling the challenges, then the solution you developed, the efforts of the team, and finally the conclusion, with statistics.

Demonstrate an Understanding of the Wider Requirements

It can be very tempting to focus on your specific department or section of the business. While your actions might have had a major focus in these areas, it doesn’t mean that you haven’t impacted the wider business, or that there were needs that covered the larger business. 

 

Therefore, when you’re demonstrating your skills, you need to put these into the context of the whole organisation, not just the department where you’re working.

How These Factors Impact Shapes Strategic Thinking Selection Criteria Answers

The Shapes strategic thinking selection criteria is what the Australian government uses to determine whether candidates have the necessary skills to perform the role being applied for. 

 

Hiring managers will be looking at applications and determining whether or not there is evidence to demonstrate the required strategic thinking levels required.

 

The Queensland State government looks at five areas such as supporting strategic direction, achieving results, supporting productive working environments, displaying personal drive and integrity, and communicating with influence.

If you’re able to consider these five elements and utilise them within any answers or examples, you can put your application above the competition and therefore, secure an interview or the role.

 

You can also use these titles to practise interview questions. For instance, you might be asked to demonstrate how you’ve been able to overcome a challenging team scenario, which you can use in several aspects such as supporting a productive working environment, communicating with influence, and achieving results.

 

It is important to also consider how you answer this by using the tips above.

 

Strategic thinking is a critical skill that Australian government positions require, whether it is an entry position or a senior position. Above are tips on how you can demonstrate strategic thinking for any job application while retaining your integrity and maximising your potential salary.

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Ben Wood

Public Service Careers Coach, PS Careers Practice Manager

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