1. RecruitAbility

1.1. About the Scheme

We participate in the APS RecruitAbility scheme to support people with disability to showcase their skills and experience during recruitment. RecruitAbility is a scheme that provides eligible applicants with the opportunity to progress to a further stage of the selection process when they meet the minimum job requirements.

All externally advertised vacancies, including SES roles, are accessible under the scheme.

The APS merit principle continues to apply to all engagement and promotion decisions.

1.2. Eligibility

You are eligible to participate in RecruitAbility if you:

• identify as a person with disability

• choose to opt into the scheme when submitting your application

• meet the minimum requirements for the job.
 

1.3. Definition of disability

Disability is defined as a limitation, restriction or impairment that has lasted, or is likely to last for at least six months and restricts everyday activities. This includes conditions such as vision or hearing loss, speech difficulties, breathing problems, chronic pain, blackouts, learning difficulties, reduced mobility, mental illness requiring support, long-term effects of injury or brain damage, or any other long-term condition resulting in restriction.

1.4. How to opt in

You can opt in when submitting your application by answering ‘Yes’ to the question confirming you are a person with disability and choosing to participate in RecruitAbility. No additional evidence or documentation is required when opting in.

1.5. Minimum requirements

You meet the minimum requirements of the vacancy if you:

  • satisfy essential job criteria as outlined in the position description
  • meet mandatory qualifications, registrations or clearances
  • can perform the inherent requirements of the job, with reasonable adjustments if required.

1.6. Selection process

If you opt in and meet the minimum requirements, you will progress past the initial shortlisting stage to a further assessment (e.g., interview or work sample). After this, the standard merit-based selection process applies to all candidates.

1.7. Reasonable adjustments

We provide reasonable adjustments throughout recruitment and employment, including access supports, equipment, modified assessments or other assistance. You may request adjustments at any point by contacting recruitment@[agency].gov.au. Adjustments are available regardless of whether you opt into RecruitAbility.

1.8. Additional resources

1.9. Contact us

People and Culture
Careers, Recruitment and Graduate Development
Email: HR@apvma.gov.au

2. Guiding Principles for AI Use

We acknowledge that AI tools can support candidates in preparing for recruitment activities. However, to maintain the integrity of our processes and uphold public trust, candidates are expected to adhere to the following principles:

2.1. Honesty and transparency 

  • Ensure all information provided reflects your own skills, experiences, and achievements.
  • Ensure responses in applications, assessments, and interviews are based on your personal knowledge and capabilities.
  • If you use AI tools to assist in your application, you must disclose this.

    • As part of your application, you will be required to complete the below acknowledgement

      Acknowledgement
  • Be clear about how AI contributed to your application materials or preparation.

2.1.1. Why this is important

When candidates provide inaccurate or exaggerated information about their skills or experience, it undermines the integrity of the recruitment process. This can harm their professional reputation, result in failed background checks, and may lead to disciplinary action due to false or misleading representations.

2.2. Authenticity

  • Demonstrate your personal insights and understanding of the role.
  • During interviews and assessments, be prepared to discuss your experiences and skills without relying on AI.
  • The recruitment process is designed to assess you, not the capabilities of AI tools.

2.2.1. Why this is important

Excessive reliance on AI tools during the application process to exaggerate or fabricate skills and experience can lead to poor performance in later recruitment stages. It may also result in an inability to meet the actual requirements of the role once hired.

2.3. Ethical awareness

  • Misusing AI to gain an unfair advantage undermines the merit-based principles of APS recruitment.
  • Candidates should avoid using AI in ways that misrepresent their abilities or circumvent fair assessment.

2.3.1. Why this is important

Using AI tools to gain an unfair advantage during recruitment undermines the merit-based principles that guide APS hiring. Ethical use of AI is essential, candidates must ensure it does not misrepresent their abilities or bypass fair assessment processes, preserving the integrity and fairness of recruitment.

2.4. Examples of acceptable AI use

To help you navigate AI use responsibly, here are some examples of both acceptable and unacceptable ways AI can be used during the recruitment process:

Acceptable and unacceptable ways AI can be used during the recruitment process
Use caseAcceptable AI useUnacceptable AI use Your responsibility
Resume writing

Using AI to:

  • Help format or structure your resume.
  • Improve grammar, clarity, spelling, and formatting.
  • Highlight real skills and achievements.
  • Optimise keywords based on actual experience.

Using AI to:

  • Fabricate job titles, qualifications, or achievements.
  • Exaggerate skills or proficiency levels.
  • List false education or certifications.
  • Manipulate dates to hide employment gaps.
  • Misrepresent your communication style or bypass fair assessment.
  • Ensure all content reflects your actual experience and achievements.
  • Be truthful: Only include experiences and achievements that are genuinely yours.
  • Avoid exaggeration: Don’t use AI to enhance or fabricate accomplishments.
  • Reflect your real background: Ensure all content accurately represents your skills and history.
  • Maintain credibility: Authenticity builds trust with recruiters and supports fair evaluation.
Interview preparation

Using AI to:

  • Generate practice/common interview questions or simulate mock interviews to build confidence.
  • Structure responses based on your real experiences.
  • Get feedback on tone, clarity, and professionalism.
  • Learn how to align your genuine skills with role requirements.

Using AI to: 

  • Memorise AI-generated answers that misrepresent your experience.
  • Fabricate stories, achievements, or scenarios.
  • Rely on real-time assistance during live interviews.
  • Mimic a communication style you can't naturally replicate.
  • Avoid critical thinking to shortcut behavioral or technical questions.

 

  • Ensure your responses in actual interviews are reflecting your own work.
  • Be honest: Your interview responses should reflect your own experiences and achievements.
  • Don’t rely on AI-generated answers: Avoid memorising or repeating AI-crafted responses without understanding.
  • Speak from experience: Share real examples and insights that genuinely represent your background.
  • Demonstrate authenticity: Recruiters value your personal perspective, not rehearsed or artificial responses.
Researching the role or organisation

Using AI to: 

  • Summarise public information about the department or the role.
  • Gather general company information from public sources.
  • Summarise job descriptions to better understand key responsibilities and requirements.
  • Identify industry trends or relevant news about the organisation.
  • Clarify unfamiliar terms or concepts related to the role or organisation.

Using AI to: 

  • Access confidential or non-public information without permission.
  • Rely on unverified AI-generated content, which may spread misinformation.
  • Draw conclusions from biased data sources, like social media opinion alone.
  • Make assumptions about roles based on generic AI patterns, not actual needs.

 

  • Verify accuracy and ensure your understanding is genuine.
  • Check facts: Use AI to support research but always verify the accuracy of the information.
  • Understand the content: Don’t rely on AI outputs without ensuring you genuinely comprehend what’s being presented.
  • Avoid blind copying: Make sure any AI-assisted content reflects your own understanding and insights.
  • Be informed: Use AI as a learning aid, not a shortcut to bypass critical thinking.
Writing Support

Using AI to: 

  • Improve clarity, grammar, or tone in written responses.
  • Draft or refine cover letters and résumés for clarity, structure, and tone.
  • Tailor application materials to align with the job description.
  • Generate ideas or phrasing suggestions while maintaining personal authenticity.
  • Practice written responses to common application or interview questions.

Using AI to: 

  • Submit unreviewed AI-generated content, leading to generic or inaccurate applications.
  • Fabricate qualifications or experience.
  • Mimic company language without genuine understanding.
  • Provide inauthentic responses crafted entirely by AI.
  • Manipulate formatting or keywords to unfairly influence applicant tracking systems.

 

  • Disclose significant AI assistance and ensure authenticity.
  • Be transparent: Acknowledge when AI has significantly contributed to your application.
  • Stay genuine: Ensure all content reflects your true experiences and intentions.
  • Use your own voice: Let AI assist but keep your personal tone and message.
  • Take responsibility: You are accountable for the accuracy and integrity of your application, regardless of AI use.

2.5. Cautions and boundaries

2.5.1. Misrepresentation

Submitting AI-generated content that doesn’t reflect your actual skills or experience (e.g., copying answers verbatim from AI tools) is considered unethical.

2.5.2. Over-Automation

Over-reliance on AI for personalisation (e.g., generic responses lacking authenticity) can be a red flag for recruiters.

2.5.3. Transparency

You should be prepared to discuss how you used AI in your applications or portfolio. Transparency builds trust and shows tech-savviness.

2.6. Candidate commitment

By participating in the APVMA recruitment process, you are committing to:

  • representing yourself truthfully
  • engaging with the process ethically
  • respecting the integrity of public service recruitment.

The APVMA remains committed to embracing innovation and efficiency in our recruitment processes. We acknowledge the value that Artificial Intelligence can bring when applied responsibly, ethically, and within clearly defined parameters. When used appropriately, AI enhances our ability to deliver timely, data-informed decisions while maintaining the integrity, fairness, and human-centered approach that underpins our recruitment practices. We will continue to support its use in ways that align with our operational standards and strategic goals.

2.7. More information

Useful guidance and resources:

Supporting safe and responsible use of artificial intelligence | Australian Public Service Commission

How to spot an AI applicant | Australian Public Service Commission

Guidance material for using AI-assisted recruitment tools | Merit Protection Commissioner
 

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