Our recruitment process
- Vacancies are advertised on our careers website, BOM Careers.
- Candidates must submit their applications by the advertised closing date.
- The selection panel assesses applications. It determines which candidates progress to further assessment.
- Shortlisted candidates are invited to interview. They may be asked to complete other assessments, such as competency tests, online or in person.
- Referee checks are completed for selected candidates.
- The hiring manager contacts the preferred candidate. They confirm continued interest, proposed start date and salary expectations.
- Pre-employment checks are then completed by an external provider. This includes police checks, qualification verification and working rights checks.
- A formal written offer is made after satisfactory pre-employment checks.
Checking your eligibility
The position description outlines any eligibility criteria specific to the job.
Bureau employees are engaged under the Public Service Act 1999. This law allows our Chief Executive Officer or a delegate to engage a person as an Australian Public Service (APS) employee and to put conditions on their engagement.
Examples of these conditions include Australian citizenship, probation, formal qualifications, security and character clearances, and health clearances.
Further information on citizenship in the APS can be found on the Australian Public Service Commission website.
Use of artificial intelligence (AI)
Refer to the Principles for candidate use of AI in recruitment on the Australian Public Service Commission website.
You need to align with the principles when using AI to:
- prepare your resume
- address selection criteria
- prepare for interviews and selection activities.
All content submitted must:
- reflect your own skills, experience, and capabilities
- not be misleading.
How the bureau uses AI in recruitment
We may use AI to help draft job advertisements and candidate information kits.
We do not use AI to:
- review or screen applications or resumes
- make decisions about candidates.
A human selection panel makes all decisions about which candidates are shortlisted or progress through the recruitment process.
Using AI to apply for a role
When using AI in your application and throughout the recruitment process:
Be transparent, authentic and truthful
Ensure your application is an accurate representation of your experience, qualifications, and capabilities.
Use AI to support, not substitute your own skills and knowledge
Your input must remain central. You must be able to explain and substantiate your claims.
Act ethically and fairly
Do not use AI in a way that is misleading. Your use of AI must not undermine merit-based selection.
Protect privacy and personal data
Protect your personal information. Don't enter sensitive or confidential information into AI tools.
Preparing your application
Research the position and our organisation.
Check what type of application is required. You may need to provide a:
- resume only
- resume and one-page pitch
- resume and response to selection criteria.
Writing your resume
Your resume is a snapshot of your qualifications, experience, achievements and skills.
Make it clear and concise, with information relevant to the role you're applying for. Include your:
- employment history and volunteer work, starting with your most recent role – job title, employer and term of employment
- key responsibilities and achievements in each role
- education, qualifications and training or relevant courses
- specialist skills and knowledge
- memberships of professional organisations
- referee details including name, contact details and relationship.
Developing a one-page pitch
Your pitch should outline why you are the right person for the position, including:
- why you want to work with us
- why you are interested in the position
- what you can contribute
- how your experience and qualifications will ensure your success.
You don't need to provide separate examples for each skill listed in the position description.
Check the word count, spelling and grammar before you submit your pitch and application on our careers website, BOM Careers.
Addressing selection criteria
Selection criteria provide a set of standards that we use to assess applications. They describe the personal qualities, skills, abilities, knowledge and any qualifications you may need to perform the role.
In your response:
- provide evidence to show that you are capable and meet the criteria
- be specific
- include an indicator of success or a result.
We recommend the STAR approach to structure your response:
- Situation – provide a brief outline of the situation or setting
- Task – outline what you did
- Action – outline how you did it
- Result – describe the outcomes.
Submitting your application
Submit your application online through BOM Careers.
How we manage your personal information
The personal information you provide to us is protected by the Privacy Act 1988 (Cth). We may only collect, use, store and disclose personal information in accordance with the Privacy Act.
We are authorised by the Public Service Act 1999 to collect personal information as part of recruitment, onboarding and employment.
By submitting a job application or accepting a role you consent to the Bureau collecting, using, and disclosing your personal information as outlined in this privacy collection notice.