Our Recruitment Process

Bureau Recruitment and Selection Process

The Bureau of Meteorology is an Australian Public Service (APS) organisation. Our recruitment process and selections are based on merit, as defined in the Public Service Act and Regulations.

Merit

Merit means our employment decisions are based on a competitive assessment of candidates’ ability to do the job. Our selection decisions are objective, fair, and avoid discrimination and favouritism. Merit allows us to select the best person for the role, and requires us to assess and compare the knowledge, skills and abilities of candidates.

When we advertise a vacancy, we include specific selection criteria related to the position. These criteria detail the knowledge, skills and qualities required to be successful in the job. As part of our application process, we ask candidates to provide a current curriculum vitae/resumé and a written statement detailing how they meet the selection criteria for the position.

Our Selection Process

We use a number of different assessment tools, such as written applications, interviews, work competency assessments and referee reports, to determine the most suitable candidate for a position. We may choose to use one or a combination of these tools during a selection process.

When applications close, the selection panel will review all applications based on the evidence presented against the selection criteria. The panel may choose to conduct interviews to further assess a candidate’s suitability for a position. Interviews may be conducted face-to-face, over the telephone or via video conference. In some instances, a second interview may be required. In other instances, there may not be any interviews.

Apart from interviews, the selection panel may include work competency assessments. A work competency assessment involves performing some work activities similar to those required for the job. If a work competency assessment is required, you will be briefed in advance on what to expect, with the assessment usually held in conjunction with a face-to-face interview. Assessments can involve written tests, presentations and computer-based tasks.

Referee comments are usually sought and your referees will be contacted directly. For certain roles, we may also check the validity of education qualifications by requesting original documents.

Some positions require security clearances. In these instances, you will be asked to complete documentation to allow us to conduct a criminal history check. The criminal history check is usually requested at the end of the selection process and forms part of the conditions of an employment offer.

Pre-employment medical assessments are usually conducted for graduate and trainee positions, Antarctic assignments and some remote-locality positions. The Recruitment Unit will advise you in advance if a pre-employment medical assessment is required and will assist in arranging the assessment. Medical test expenses are covered by the Bureau.

Selection Outcome & Employment Offers

Once the selection outcome has been finalised, you will be notified by the selection panel convenor or our Recruitment Unit. Our aim is to notify candidates of the outcome as soon as possible.

If you are successful, you will receive an offer letter detailing any employment conditions that need to be met. These conditions may include proof of education qualifications, proof of citizenship, health clearance related to a pre-employment medical, character clearance (criminal history check), and undertaking a probation period.

At the completion of the selection process, candidates may request post-selection feedback. This is generally arranged through our Recruitment Unit. Unsuccessful candidates will be notified, usually by email.