Australian High Commission
United Kingdom
Australia House, London

Recruitment Guidlines

The Recruitment and Selection Process


All positions advertised at the Australian High Commission have a corresponding Duty Statement setting out the responsibilities and tasks of the job and a Selection Criteria describing the key competencies, skills, and/or qualifications required to perform in the position.

A Selection Panel, composed of three Australian High Commission staff members across different departments, is responsible for selection decisions. The Duty Statement and Selection Criteria are used as a benchmark for assessing applications.


The timeline of the recruitment and selection process

We are committed to providing a smooth recruitment and selection process for all stakeholders. Guidance for the timing of the process is outlined below:

  • Positions are usually advertised for a period of two weeks

  • Where possible, we aim to shortlist candidates within two weeks of the closing date of applications

  • Interviews are held face to face or via phone/video conference

  • Where possible, we aim to have selection decisions confirmed within six weeks of the closing date of applications.

All applicants will be notified of the outcome of their application at the conclusion of  the selection process.


We appreciate that feedback helps to acknowledge expectations of both sides and aids candidates in the development of future applications.

Feedback may be provided to shortlisted candidates after interviews have been conducted and a decision has been made. This will confirm the selection process and a breakdown of how well your application met each of the selection criteria, compared to other candidates.

Unfortunately, due to the number of applications received for each position, it is not always possible to give feedback on applications that were not shortlisted.

The Written Application

The written application demonstrates your experience, qualities and skills and how they transfer to the Duty Statement and Selection Criteria for the position.  Generally, a written application will include:

1. A written response to the Selection Criteria for the role; and
2. Your CV/resume.

Ensure that your CV is concise (no longer than 3 pages in length) and details your work history, qualifications and achievements.

Tips for addressing Selection Criteria

  • Keep it to no more than 250 words for each of the six selection criteria.

  • Include relevant examples of workplace achievements to demonstrate your claims.

  • Avoid assertions about skills or experience.

  • Use recent examples as far as possible.


A “STAR” is a good place to start:

Situation - Set the context by describing the situation in which you demonstrated the skills or qualities and gained the experience.
Task – Describe the task
Actions - What did you do and how did you do it?
Results - What did you achieve? What was the end result and how does it relate to the job that you have applied for?

If you find it difficult to identify strong examples for each duty/criterion, you can still show you understand what’s required and how it should be done in the context of the advertised position.

The application is also used by the selection panel to assess an applicant’s writing and organisational skills as well as their eagerness for the job. Make sure your application is succinct, focussed and well organised. Show that you are well prepared and thorough by ensuring it is sufficiently detailed and coherent as well as free of spelling or grammatical errors.



The Interview

Solid preparation is the key to a successful interview.

On the basis of the Duty Statement and/or Selection Criteria, you may be asked a range of questions to demonstrate your skills and abilities. These could include behavioural-based questions and hypothetical or scenario questions. The following interview tips might be helpful:

Know your own story and your key selling points;

  • examples of achievements relevant to the Duty Statement and Selection Criteria; and

  • what you might have done differently in certain situations with the benefit of hindsight

Know the role and its broader context:

  • be familiar with the Duty Statement;

  • understand the work level standards required;

  • understand the broader context: the mission’s and Department’s priorities and how the job you are applying for fits into this picture; and

  • be aware of current affairs

Other tips:

  • Practice aloud to get comfortable with the wording of examples you might use, but don’t learn responses by rote – you don’t know what the questions are yet!

  • You may be given a copy of the questions a few minutes before interview. Be ready to jot down some notes

  • Dress appropriately for the interview. You should feel comfortable and confident with your appearance

  • Questions tend to be broad, open, behaviour-based questions to allow you to convince the interviewer of your suitability for the job/promotion.

  • Present your responses clearly and confidently

  • Follow the STAR principle – Situation, Task, Actions, Results.

  • Manage your time. If you have a 20 minute interview, you can’t afford to spend 15 minutes on your first answer

  • You may be asked if there is anything you want to add – be ready


Referee Reports

You will be required to supply contact details of at least two referees. Your referee/s should be familiar with your work and able comment on your abilities and performance. 

You may like to assist referees by providing them with a copy of your application, the duty statement for the job/selection criteria and any other relevant materials. It is your responsibility to advise your referee/s that they will be contacted.

Only referees of shortlisted candidates will be contacted, after the interview.