The following section contains important information relevant to all candidates and their possible employment with the DIO. It is pivotal that all potential applicants read the information outlined below and undertake a thorough self-assessment with regards to whether or not you believe you can satisfy the eligibility criteria and selection techniques that may be undertaken as part of the DIO recruitment process.
DIO provides an avenue for bright, enthusiastic, dedicated and responsive individuals to excel. These qualities are reflected in DIO’s rigorous recruitment process, which includes:
All processes at DIO are conducted in accordance with the Public Service Act 1999.
Please note that selection may be based solely on applications and referee reports. Interviews may not be conducted. If the selection panel decides to make an assessment without interview they will read all applications, shortlist and then review the short-listed applications further. Oral referee comments may be obtained only for those applicants who have demonstrated, through their applications, superior claims to the position. A selection decision will then be made on the application and the comments provided by referees.
A selection committee of three people, including a chairperson, will assess your claims against the selection criteria. The selection committee will have indepth knowledge of the requirements of the job and must select candidates on the basis of merit to ensure the best possible candidate is selected.
The selection criteria outline details of the skills, knowledge and abilities required to perform the duties of the job. As part of your written application you should attempt to address all selection criteria as you will be assessed on suitability or compatibility with the selection criteria. Interview questions are also based on these selection criteria.
The selection criteria provide the basis for short-listing and further consideration of an application. It is important that you address each selection criterion thoroughly and succinctly and only include information that is relevant to the position.
Under each criterion you should outline your relevant skills and abilities and cite key examples of your work performance, qualifications and other relevant experience. Focus on quality not quantity.
Use the selection criteria as headings. Under each heading explain the relevance of your abilities, experience, qualifications, standard of work performance and personal qualities, which relate to the tasks on the Duty Statement. You should cite examples and key achievements wherever possible.
If any criterion is not addressed, or insufficiently addressed, your application may not receive further consideration.
Specific matters that selection panels consider in short-listing of applications include:
For hints and tips on how to address public service selection criteria, see “Advice on how to address selection criteria”.
The objective of your written application is to convince the selection committee that you are the best person for the job. Your written application will be assessed by the selection committee and rated accordingly.
Written applications should consist of:
Some positions will have mandatory qualification requirements and these will always be advised in the Public Service Gazette or press advertisement. In such circumstances you will need to provide evidence of your qualifications with your application.
Late applications
DIO is not obliged to accept late applications. However, with advance notice, the selection committee chairperson may approve the lodgement of a late application.
If you are not able to lodge a full application by the closing date, you should discuss your circumstances with the Contact Officer to find out if an expression of interest will be accepted, followed shortly afterwards by a complete application.
All interviewees will be asked a series of questions, which have been developed from the selection criteria to assist the selection committee to assess how well you match the selection criteria. The interview will be interactive, which means that the committee may ask additional questions to explore and expand upon issues raised by your responses.
It is suggested that you give some thought to the type of questions that might reasonably be asked, to ensure your answers accurately reflect your capabilities. Your answers should describe actual situations or tasks in which you have been involved in relation to the selection criteria.
Availability for Interview
As an applicant you will be considered to be available for interview from the date applications close unless you advise otherwise. Where possible at least three working days notice will be given before interview.
Special Arrangements at Interview
If you require any special arrangements (e.g. access, hearing, vision, etc), please state your requirements in your application, or discuss them with the Contact Officer.
Referee comments are an integral part of the selection and assessment process. They are sought to provide information relevant to the selection criteria only and verify and expand information obtained from applicants.
Please ensure you provide the details of two referees who can provide comment on your work performance and an assessment of you in terms of the selection criteria. Typically the selection committee will normally seek a reference from your immediate supervisor. If this is not appropriate for any reason, you should ensure that you seek references from people able to provide comments on your current work performance against the selection criteria.
Referees of the highest rating candidates will be contacted during the selection process, to verify the information gathered about the candidate's ability to meet the criteria. This information will be used to supplement the final selection decision.
The panel may seek comments from people other than suggested referees eg clients, subordinates, peers and other managers. You will be advised if this occurs.
If you wish to use a selection panel member as a referee you will need to obtain a written reference prior to interview.
If your referee is unable to comment on all of the selection criteria, the reference can still be of value to the selection committee, however, in these circumstances applicants should ensure that the remaining criteria are covered by other referee/s.
DIO utilises assessment centres to evaluate the performance of candidates for many of its vacancies. A range of assessment techniques are used, including roleplays, group exercises and public speaking tests. These tools are used to supplement the recruitment process and do not replace the formal interview, which is a critical component of the overall assessment process.
Candidates will be notified by the selection panel if they are required to attend an assessment centre.
Psychological assessments are mandatory for all potential and existing Defence Intelligence Agency (DIA) employees/contractors/military personnel as part of the requirement to hold a Top Secret Positive Vetted (TSPV) clearance. The PA involves several stages of assessment, including two consent forms, psychometric testing, a Personal History Booklet and an interview with a registered psychologist.
Before submitting an application you will need to consider your own preparedness for questions that may include the following information: personal relationships, living circumstances, personal values, financial situation, physical and mental health history including substance use and abuse, and civil/military record. It is in your best interest to be honest, accurate, and consistent in disclosing details about yourself. The process is necessarily more intrusive than you will encounter in most other employment applications. If you feel uncomfortable about having to disclose such detail, and about our expectations regarding disclosure, then please think carefully before applying.
Your application and the detail that you subsequently provide will be handled in the strictest confidence. Psychological testing and assessment is conducted by registered psychologists in accordance with relevant legislation board requirements.
A psychological assessment is a mandatory requirement in order to obtain a TSPV security clearance. You must obtain and maintain a TSPV security clearance to work within a Defence intelligence agency.
To protect the integrity of the process no feedback is available on the assessment process. The psychologist will provide you with feedback on your questionnaire responses. It is important for security reasons that you do not discuss details of the questionnaires, your responses, or the interview with others.
The consent forms are available at:
You will be asked at a later stage in the application process to complete these forms.
These positions are security assessed positions and it is a requirement that the successful applicant be eligible for consideration under existing Commonwealth Government Security Guidelines. Before applying you need to consider whether you are willing to meet these requirements.
Employment with DIO requires access to national security classified information and, as such, all DIO employees must obtain and maintain a high-level security clearance. To determine suitability for such access, DIO will need to undertake extensive checking of an applicant's background, identity, personality, financial circumstances and other areas of their life. This clearance process is lengthy and intrusive, and applicants must have at least a 10 year checkable background.
Information provided to DIO during the course of an applicant's employment is treated in the strictest confidence and is used for security vetting purposes only.
Voluntary Redundancy
Persons who have received a Commonwealth funded redundancy benefit (eg APS, Australian Defence force, Government Business Enterprise) and 12 months has not passed since employment ended, are ineligible to be engaged as an APS employee.
Health Check
Specific medical standards for appointment and for promotion to certain positions in the APS must be met. Applicants for appointment will be required to undergo a medical examination to ensure their fitness for duty.
Citizenship
To be eligible to apply for positions in the Australian Public Service (APS) an applicant must be an Australian citizen. However, applicants who have permanent resident status in Australia may apply, and, if successful, will remain on probation pending resolution of their application for citizenship.