We are looking for the best person to do the job - highly motivated, driven Fijians who are experienced and qualified for the role advertised. Read through the job description carefully and consider how your qualifications and experience meets the requirements of the job.

Demonstrate your knowledge, experience, skills and abilities (KESAs) that are required for the job. Specifically (but briefly) address each KESA in your CV and cover letter. Include examples which demonstrate your capability and any successful outcomes.

Review your CV and include similar duties that align to the job you are applying for.

Avoid making broad statements without any evidence. Focus on specific activities that led to achievements.

Convince the panel with your examples, that you are the best person for the job.

If you are invited for an interview, review the role description in advance and remind yourself of the type of skills, knowledge, experience and abilities you will be assessed on.

Reflect on how you solved problems and some of your achievements. Think about experiences you’ve had that best demonstrate your ability to meet the criteria.

Use appropriate language (avoid jargon), dress professionally and practice responses

The Fijian Civil Service has changed the way we recruit and reward people. The recruitment process is now open and transparent designed to attract people from diverse experiences and professional abilities. The Civil Service then selects the most suitable person to deliver services to the Fijian people, based on the knowledge, experience, skills and abilities required for the position.

As a civil servant, this means promotion is open and fair, eliminating any nepotism or discrimination in the workplace.

Not all steps are required for all positions; panels will select the most appropriate methods of assessment for each position.

Role Description
Role description is developed and aligned with Key Performance Indicators (KPIs) and Individual Work Plans (IWPs).

Recruitment Strategy/ Plan
Recruitment strategy / plan are developed including an attraction and sourcing strategy with indicative timeframes.

Advertising
Advertisements with bold statements and succinct wording ensures we attract the active and passive job seekers.

Long listing
This process involves assessment against the basic criteria required in the application. In most instances in the Fijian Government, long listing consists of ensuring that the applicants are younger than 55 years old, and Fijian citizens.

Short-listing
The selection process will involve assessment of your CV and claims against the selection criteria. It is important that you address each selection criterion thoroughly and succinctly in your application and only include information that is relevant to the position. Applications should be acknowledged on receipt.

Job Test
Applicants may be required to undergo a job competency test. This will be set by the selection panel. A competency test assesses your ability to do the job in a setting as close to the real job as possible –for example preparing presentations, writing an analysis, or driving tests.

Behavioral Interview
If you are short-listed you may be required to attend an interview. Questions should be behavior based. Behavioral interview questions focus on how you handled various work situations in the past. Your response will reveal your skills, abilities and experience.

Referees
Please include details of two referees on the application form or included in your CV. Referees may be contacted at any time after the applications close

Advice and feedback
All applicants should receive acknowledgement and advice including feedback if their application is unsuccessful.

Approval
The Selection Panel produces a selection report containing recommendations based on the relative capacity of the applicants to achieve outcomes related to the duties and expectations of the position. This will need approval by the respective Permanent Secretary with the endorsement of the Hon. Minister.

Procedural Review Process
A procedural review process is available for substantive vacancies. The only considerations are whether the Ministry’s process was followed and whether that process is consistent with this guideline- it is a paper based appeals process. It does not consider or reconsider merit of the applicants. The procedural review process is to be lodged with the Public Service Commission.