When you are employed by the government whether it be federal, state or local; the authorities seek to stamp out the practice of cronyism. This is achieved by promoting by merit with potential candidates assessed against specific selection criteria.

To support such a process, an independent selection committee is convened that generally consists of a chairperson, normally the head of that department with the two other members possibly selected from outside of the business unit or division. A representative from human resources may also be involved as an observer with no input to the candidate but offers HR advice to panel members.

A competitive field is established with a written application addressing specific selection criteria; this is usually a combination of behavioral and technical skills and attributes. It is indeed a skill to write an outstanding application; this is the primary means to judge an applicant. I wrongly believed this was the step to get you to the interview stage – not so.

I also learnt, even if you address the selection criteria, you may not be deemed as suitable for interview as they apply a non-transparent rating system. It is then up to the selection panel to provide feedback on unsuccessful applications, but you have to request feedback, it is not freely given. What I have learned is to always demand written feedback, the selection panel will try to get out of this – you need to insist. Now the onus is placed on the panel to explain why your application failed and they need to tell you why.

This is where the selection panel unravels; firstly they will try to tell you over the phone as they are generally a) lazy, b) incorrect in their assessment and c) hiding a preference for their pre-selected candidate. Written feedback is exactly that, an evidence trail justifying their decision process where verbal feedback and the selection process is frequently denied; despite all their attempts, a written response is required.

I began my first selection processes positively within the state government, my first three applications were successful and I was full of confidence – then I hit the ceiling. If you are lucky enough to be shortlisted and you get to the interview stage, you have more than questions to contend with. More than likely the department has already pre-selected their successor, this is usually given in support for workplace initiatives by the manager or their cronies.

If you are lucky enough to face a selection panel that is truly independent, then you just might be in with a chance of actually getting the job. If not, then you can try your luck at the supposedly independent public sector commission – but just remember, they are a government body too. Getting promoted within the government is a tricky business; you need to network, frequently, attend pointless meetings, play the political games and most importantly support the winning candidate. Competence, hard work and experience are no longer required.