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The Department of Communities and Justice (DCJ) is committed to providing you with a simple, fair and equitable recruitment journey, from submitting your application to receiving an offer of employment.
We aim to keep you informed and supported from the beginning to the end of the recruitment process by:
For more details on your recruitment journey with DCJ, refer to our Candidate Toolkit
Externally advertised roles are displayed on I Work for NSW. Once you’ve found a role you are interested in, that matches your skills and experience, click apply now and follow the prompts.
The advert will outline what you need to submit – whether that is a cover letter and resume or responses to targeted questions. Once you have submitted your application and the ad has closed, you will be informed whether you will progress to the next stage of assessments.
DCJ undertakes a range of capability-based assessments including interviews, group activities, computer-based exercises, assessment centres and written or presentation-based assessments. Each assessment process differs to ensure that we are assessing the capabilities required for the role being recruited to.
It’s important to understand how the NSW Capability Framework fits into our selection processes, and that the focus capabilities outline the key accountabilities of a role.
When preparing for assessment activities, consider these focus capabilities, and in particular the behavioural indicators linked to each focus capability, which can also be found in the role description.
Pre-employment checks are a critical part of our recruitment process and can include reference checks, working with children checks, criminal history checks, medical assessments, as well as various other checks to ensure your suitability for the role.
Following clearance of your pre-employment checks, you will be issued with a formal letter of offer, outlining the terms of your employment including your commencement date and salary. After you accept the offer, the hiring manager will contact you to discuss details for your first day. Finally, as part of the onboarding process, DCJ will prepare your IT system, payroll and building access.
If you have successfully passed our assessment process and made it into a DCJ talent pool, your application and assessments are valid for a period of 18 months. You will receive written notification that you have met the capabilities of the role, however, not offered a role at this time. When you are successfully placed in a talent pool, you may be contacted for other roles which become available within that 18-month period across the NSW Public Service.
13 Feb 2024