Corrections careers > Applying for a role

Recruitment Process

The selection of job applicants in Corrective Services NSW is merit based.

Merit selection is about finding the person who is the best fit for the position and the organisation through a transparent and merit based process.

From the job applications received, a selection panel will select the person whose skills, knowledge, personal qualities and experience best match the job requirements. The information provided in the applications; at interviews, and through other assessment processes and employment checks, enables the selection panel to compare all applicants.

For further information regarding the recruitment process:

Selection Committee

A selection committee is formed to assess the applications submitted.  The committee is formed under strict public sector requirements.  The committee will usually consist of two (2) people, one being a job expert and the second member from another area.

Short Listing

The selection committee will undertake a preliminary assessment of applicants. This may be based on written applications, entrance testing or other methods. This is to identify the most competitive applicants for further assessment.  Applicants who best meet the requirements for the position will be called for an interview.

The Interview

You may be required to undertake other assessment activities as part of the selection process. If so, you will be advised at the time of being invited to attend an interview.

If called for an interview, you will be contacted by Human Resources staff and notified of the time and date of the interview. You will be given a least three (3) days notice and should be advised of any other materials or special requirements for the interview. The selection committee may use a number of methods to assess your ability to do the job, including work samples or tests. If you have not been told what to expect, ask if there will be a test or exercise, as well as the interview.

Interview questions are based on the selection criteria so you should prepare carefully. Review the criteria and think of likely questions and responses. When answering interview questions, remember:

  • it is OK to take your time - think before you answer
  • if the question is unclear, ask for it to be clarified
  • you will usually need to restate details that are in your application
  • give examples from your experience with each answer
  • give complete answers - don't assume that you can omit details
  • interviewers may be more comfortable if you maintain eye contact.

At the end of the interview, ask any questions you have about the job. Restate your major strengths, adding anything that has been left out or any additional information.

Employment Checks

Various  employment checks  are undertaken to ensure that legislative obligations and departmental requirements are met and that the information a successful applicant provides is accurate.

If you are recommended for a job, any job offer will be subject to satisfying these checks including a criminal record check. You may be asked to provide documents such as a birth certificate, evidence of citizenship/resident s​tatus.

The O​utcome

If you are selected for the job you will be telephoned with a job offer. The job offer will be confirmed in writing which you will be required to formally accept. Arrangements will then be made for a starting date.

If you are not selected, you will receive notification via your email address. It may be useful to call and ask for post-interview counselling with the Convenor. This may help you to understand the decision and improve your performance in future interviews.

For information regarding the recruitment processes for Casual Correctional Officers and Trade Officers please refer to the​ Custodial Recruitment Pro​cess.

See also