What the APSC’s New Guidance on AI Means for APS Job Applicants

The Australian Public Service Commission has released guidance on the use of artificial intelligence by candidates participating in APS recruitment processes. Given the rapid growth of tools such as ChatGPT and the increasing number of candidates using AI as part of their preparation, the publication of this guidance provides welcome clarity for applicants and hiring agencies alike.

Since publishing The APS Recruitment Game, one of the questions I have been asked most frequently is whether candidates should use AI when preparing applications and interviews. Many applicants recognise the potential benefits of these tools, although they are often uncertain about where appropriate assistance ends and where problems begin.

The recently released guidance provides a useful framework for navigating that question.

AI Is Becoming Part of How People Prepare

Many candidates are already using AI during recruitment processes. Some use it to better understand role requirements. Others use it to brainstorm examples from their experience, refine written responses, improve grammar or practise interview questions.

These activities reflect the broader reality that AI is becoming a common workplace tool. Many APS employees already use technology to help organise information, improve written communication and support decision making. It is therefore unsurprising that candidates are exploring similar approaches when applying for jobs.

The APSC guidance acknowledges this reality and provides candidates with greater confidence about the acceptable use of these technologies.

Candidate Responsibility Remains Central

One of the most important themes throughout the guidance is the ongoing responsibility of the candidate.

Recruitment processes are designed to assess the applicant’s skills, knowledge, experience, judgement and potential. The information provided during the process must accurately represent the candidate and their achievements.

Candidates remain accountable for everything they submit, regardless of whether AI was involved in drafting, editing or refining the content.

This principle is particularly important because AI tools can sometimes generate information that appears plausible while containing inaccuracies, exaggerations or assumptions that are not supported by evidence. Candidates who rely heavily on AI without carefully reviewing and validating the content expose themselves to significant risks during recruitment processes. Up to and including potential formal sanctions for APS employees.

Panels often explore examples in greater detail during interviews and any inconsistency between an application and a candidate’s actual experience can quickly become apparent.

Where AI Can Add Value

The guidance highlights a number of areas where AI can support candidates effectively.

Candidates may use AI to help understand role requirements, identify themes within advertisements, organise information, improve the structure of written responses and prepare for interviews.

These uses can be particularly valuable because they help candidates communicate their existing experience more effectively.

A candidate with strong experience who struggles to organise their examples may benefit from assistance that helps them present their evidence in a clearer and more structured way. A candidate preparing for an interview may use AI to generate practice questions that encourage reflection and preparation.

In each of these situations, the candidate remains the source of the content, examples and evidence.

What AI Cannot Replace

Recruitment processes ultimately depend on evidence. Panels are interested in what a candidate has done, what they have learned, how they have applied their skills and what results they have achieved.

Technology cannot create genuine experience. It cannot provide examples from projects that never occurred. It cannot demonstrate judgement developed through years of work. It cannot replace a candidate’s understanding of their own achievements and development.

Candidates who focus on building strong examples, understanding the requirements of the role and communicating their experience clearly will continue to have an advantage regardless of how recruitment technology evolves.

Practical Advice for APS Candidates

If you choose to use AI during your preparation, consider the following principles:

• Use AI to help analyse role requirements and identify key themes.
• Use AI to improve structure, clarity and readability.
• Use AI to generate practice interview questions.
• Carefully review and validate everything produced.
• Ensure examples reflect your own experience and achievements.
• Maintain responsibility for the final content submitted.

Approached in this way, AI becomes another tool that supports preparation and communication.

The Principles That Matter Most

Technology will continue to evolve, and recruitment practices will evolve alongside it. The principles that underpin effective applications remain remarkably consistent.

Successful candidates understand the requirements of the role, select relevant examples, provide credible evidence and communicate their suitability clearly. AI can support each of those activities when used thoughtfully and responsibly.

The recent APSC guidance provides valuable confirmation that candidates can incorporate AI into their preparation while remaining focused on authenticity, merit and evidence. Those principles continue to sit at the heart of effective recruitment and are likely to remain important regardless of how technology develops in the years ahead.

If you are preparing for APS recruitment processes and would like practical guidance on applications, interviews and selection decisions, The APS Recruitment Game provides detailed strategies, examples and advice to help you navigate the process with confidence, including practical guidance on using AI effectively as part of your preparation.