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Getting
a government job is a very different process to getting a normal job.
The application looks different, the interview looks
different,
the process is different, and the outcome is often very drawn out.
- You can't get a job in the
government because your brother-in-law
recommended you, networking plays no part in getting government job.
- Most of the vacancies aren't
advertised in the paper or career websites like most normal jobs.
- You can't send your resume
in "just in
case" an opportunity comes up, it will not be held on file or
considered for future vacancies.
- Your application will take
you at least three times as long as a normal application, if not longer.
- The interview will be
infront of a panel, who again will question you against the selection
criteria.
- The best person doesn't
always get the job, often the best application writer will get the job.
There
are a number of reasons for these different recruitment
processes, but the biggest is that the salaries for government
employees comes from our taxes, and the government has an obligation to
show the public that they are spending their money wisely,
and employing the right people. The process is set
and
documented, and appeals against decisions can be made in certain
situations.
This is where selection criteria come in.
Selection criteria
(criteria is plural, criterion is singular, sometimes also referred to
as "key selection criteria" or "KSC") represent the personal qualities,
skills, abilities, knowledge, experience and qualifications a person
needs to perform a role effectively. They set out the standards by
which each candidate will be assessed during the recruitment process
with the aim of providing a fair and transperant selection
process. Selection criteria are therefore used for assessing
written applications, and they also provide a framework for the
interview. In the end, the applicant who is able to
demonstrate
that they meet the selection criteria to the highest standard, is the
one who gets the job.
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