Your First Government Contract: A Step-by-Step Guide for Candidates
Introduction
Venturing into government contracting for the first time can feel like stepping into a world of acronyms, panels and unfamiliar processes. While the opportunities are immense, offering rewarding work and professional growth, the path to securing your first government contract role can be opaque.
At Resolve Recruit, we’ve guided hundreds of candidates through this process. To help demystify the process, this guide unpacks what you can expect, from the initial application through to onboarding and post-placement care, so you can step into your first government contract with clarity and confidence.
Why This Matters
Many candidates are unaware of the government procurement process and the layers of approval involved.
Selection criteria, contract engagement methods and onboarding requirements are often not well understood.
Agencies vary in how they support you. Choosing the right recruitment partner can make all the difference.
The Recruitment Journey: Step-by-Step
1. Expression of Interest
There are several ways to enter the pipeline for a government contract:
Apply Online – via LinkedIn, SEEK or a recruitment firm’s website.
Direct Outreach – a recruiter may contact you directly if your profile matches a live opportunity or talent search.
Bring-Your-Own (BYO) Contract – already sourced your own role? Many approved suppliers, including us, can formalise the engagement through our panel arrangements.
Government departments often rely on panel suppliers to manage contracts, meaning most roles – even those you find yourself – need to be submitted via an approved seller. BYO pathways offer a streamlined solution if you’ve already made the connection.
💡 Resolve Recruit Tip 💡
Already have a contract lined up? Our BYO Contract option helps you stay compliant and get paid – quickly and smoothly.
2. Initial Conversation with the Recruitment Agency
Once you’ve expressed interest, you’ll usually have an initial screening call with a recruitment consultant. While informal in tone, this conversation serves a few important purposes – for both you and the recruiter.
During this call, you’ll have the opportunity to:
Share your experience, skills and career goals
Clarify what you're looking for in a role, team and work environment
Learn more about the client organisation and the opportunity
Discuss practicalities like your availability, preferred work arrangements and expected daily rate or salary
You’ll also be asked to confirm whether you’ve already been approached about the role by any other agencies –his is to prevent duplication, which can disqualify your application.
This conversation helps your recruiter advocate for you, but it's also your chance to assess whether the agency is the right fit for you. Look for signs of transparency, alignment with your goals and genuine interest in your success.
3. Role Briefing & Submission Requirements
Once you’ve had your initial discussion and expressed interest in proceeding, your recruitment consultant will provide you with a formal Role Brief Pack – this typically includes:
A Position Description detailing the scope, responsibilities, required skills and contract particulars
The Selection Criteria (if required), which outlines the specific capabilities the client is assessing
Submission requirements, including formatting rules, word/page limits, templates and due dates
Government recruitment is process-driven, and these submission deadlines are often immovable due to procurement panel rules – so timely preparation is essential.
What’s often included in the submission pack:
Job Title and Client Department
Contract Length and Extension Options
Daily Rate Range
Clearance Requirements
Statement of Work or Key Deliverables
Selection Criteria or Capability Framework
Resume and Selection Criteria Templates (if applicable)
Your recruitment consultant will walk you through the pack and highlight any specific requirements that differ from standard applications. For instance, some panels require your resume to be in .doc format with specific fonts, while others prohibit branding or formatting embellishments.
Why this matters? Inconsistent formatting, exceeding word counts or missing attachments can result in automatic disqualification – even if you’re a perfect match for the role.
4. Second Interview & Recruitment Agency Alignment
If you're still interested after reviewing the role details, your recruitment consultant will arrange a second, more in-depth conversation. This isn’t just a box-ticking exercise – it’s a two-way dialogue designed to confirm:
Your alignment with the role’s responsibilities and objectives
Your career motivations and ideal working environment
Any contextual factors such as competing opportunities, timing and availability
Depending on the nature of the role, this may also involve deeper behavioural or situational-style questions aligned to the client's evaluation framework.
This is also the point at which you may be asked to confirm your preferred recruitment agency, especially if multiple firms are representing the same opportunity. While this might seem like a simple decision, it’s worth giving it some real consideration. After all, this agency may not only guide you through this placement, but could become your long-term career partner.
What to consider when choosing your recruiter:
Track record: Have they placed candidates into this department before? Do they know the client’s preferences?
Transparency: Do they provide you with full visibility over how your application will be presented?
Communication: Are they proactive, responsive and easy to reach?
Personal alignment: Do they genuinely understand your career goals and values – and care about finding you the right role, not just any role?
Support during the process: Will they help with your selection criteria response, provide interview preparation and check in post-placement?
Added value: Do they offer benefits like Employee Assistance Program (EAP) access, community-building events, networking opportunities or co-working spaces?
Presentation quality: Ask how they present your application to the client – some agencies simply pass on your documents, while others invest in professional formatting, alignment commentary and tailored submission packs.
Just as you’re assessing the recruiter, they’re assessing you too. A great recruitment partnership is built on reciprocity. Your openness, professionalism and responsiveness play a key role in their confidence to advocate for you with their client.
5. Shortlisting Process
Once you’ve confirmed your interest and aligned with your preferred recruitment agency, the internal shortlisting process begins.
Most Commonwealth Government requests (called RFQs or “Requests for Quote”) only allow each agency to submit a maximum of two to three candidates. This means that even if you're a strong fit, your agency may need to prioritise submissions based on alignment, availability or client preference.
If you're shortlisted, your recruiter will confirm next steps and guide you through the preparation of your formal submission.
If you're not selected this time around, don’t be discouraged. It’s often a matter of timing or fit, not capability. Your recruiter will continue to advocate for you on future opportunities where you're a better match.
Ask your recruiter what factors they consider when shortlisting candidates – it’s a great way to understand how to position yourself better next time.
6. Selection Criteria & Resume Refinement
If you’ve made it to this stage – congratulations! Now it's time to prepare your formal application documents. This step requires careful attention, as government submissions often follow strict formatting and content rules.
You’ll be asked to:
Prepare responses to the selection criteria, demonstrating how your experience aligns with the key requirements.
Tailor your resume to highlight relevant achievements and responsibilities specific to the role.
Your recruiter will typically provide guidance on how to structure these documents – often using frameworks such as STAR (Situation, Task, Action, Result) to ensure your responses are clear, concise and evidence-based.
We strongly recommend submitting your draft application several days before the deadline. This gives your recruiter time to review, offer feedback and support any necessary edits before final submission.
💡 Resolve Recruit Tip 💡
Want to understand what government hiring managers are really looking for? Check out the Australian Public Service Commission’s guide: “Applying for an APS job: cracking the code” – it’s full of practical advice for writing standout applications.
7. Application Submission
Once your documents are finalised, your recruiter will compile and submit your application in line with the technical requirements of the relevant government procurement panel. Each panel (e.g. Digital Marketplace or People Panel) has its own submission rules, from character limits to document formatting, and your agency plays a critical role in ensuring compliance.
At Resolve Recruit, we take this process seriously. Our team has spent years refining government submissions to strike the right balance of clarity, compliance and persuasive positioning. We incubate this experience into every submission we prepare, giving you the best possible chance of standing out.
Importantly, we don’t submit anything without you. You’ll receive a copy of the final application pack – including your resume, selection criteria responses and our proposal – before it’s submitted. You’re encouraged to review it and provide any final feedback to ensure you’re comfortable with how you’re being represented.
A polished proposal isn’t just about grammar or formatting. It’s about positioning. Partner with a recruiter who knows how to align your experience to the agency’s needs and pitch your strengths with impact.
8. Client Evaluation & Shortlisting
Once your application has been submitted, it enters a formal evaluation process governed by procurement protocols.
At this stage, the government agency’s procurement team typically conducts an initial screening to ensure your application meets all technical and compliance requirements – such as formatting, eligibility and alignment with the request’s specific instructions.
From there, your documents are passed to the relevant business area (i.e. the team actually hiring) for detailed evaluation. This involves a structured assessment of your resume and selection criteria responses against the evaluation criteria outlined in the request.
Only after this formal evaluation process is complete will shortlisted candidates be contacted for interview. Due to internal workflows and governance processes, this stage can take anywhere from 2 to 6 weeks – though timelines vary across departments.
Throughout this period, your recruiter will keep you informed of any movement or insights. While updates may be infrequent during this time, a good recruiter will stay close to the process and advocate for you wherever appropriate.
9. Interview (If Shortlisted)
If you’re shortlisted, congratulations! You’re one step closer.
Most Commonwealth government interviews involve a single panel interview, typically lasting between 30–45 minutes. The panel usually comprises 2–4 members, often including a direct supervisor, a peer and an HR or governance representative.
Expect a blend of technical questions (assessing your subject matter expertise) and behavioural questions (assessing how you approach problem-solving, collaboration, stakeholder engagement and conflict). The behavioural component will often be weighted more heavily, especially at APS and EL levels.
Preparing for your interview:
Review the role description and selection criteria. The interview questions will almost always align with the evaluation criteria.
Structure your responses using the STAR method – that is, outline the Situation, Task, Action and Result. This structured approach helps interviewers assess the depth and relevance of your experience. (Refer to the Hot Tip provided in Step 6.)
Revisit your application. Be familiar with the examples you submitted. The panel may refer to them or ask you to elaborate.
Do your research. Understand the agency’s mission, values and strategic priorities. Be ready to demonstrate alignment.
Interview format:
Most interviews are now conducted virtually – usually via Microsoft Teams, which is the preferred platform for the Australian Government.
You’ll receive a calendar invite with joining instructions and sometimes a pre-interview pack or brief.
Presentation matters:
Dress professionally, even if the interview is virtual.
Ensure a neutral, tidy background and good lighting. Avoid noisy environments and unstable internet connections.
Resolve Recruit provides branded virtual backgrounds you can use for a more polished and consistent visual presentation.
Test your technology (camera, microphone, internet) at least 15 minutes prior.
Nervous? That’s normal. Practice aloud with a friend or recruiter. At Resolve Recruit, we offer interview coaching sessions and can help you prepare responses aligned to the STAR method and selection criteria.
10. Referee Checks
If you’re successful at interview, the next step is often referee checks – a critical stage in confirming your suitability before an offer is made.
In Commonwealth government recruitment, it’s standard practice to request two professional referees. These should ideally be recent managers or supervisors who can speak to your performance, strengths and areas for development in a professional setting.
Your referees may be contacted:
Immediately after the interview, if you are the leading candidate;
Prior to a formal offer being made, with the offer being subject to satisfactory referee checks; or
Occasionally after the offer, if the agency proceeds on the basis of urgency (though this is less common and not recommended practice).
Recruiters will typically:
Confirm the availability of your referees
Brief them on the role and the key attributes being assessed
Ask structured questions aligned with the selection criteria or APS Capability Framework
Provide the responses to the client in written form as part of the candidate pack
Choosing your referees:
Make sure they’re familiar with the work experience most relevant to the role
Give them advance notice, ideally before you interview, so they’re prepared
Ensure their contact details are accurate and up to date
A great referee can be the deciding factor between two closely matched candidates. Take the time to brief them properly, remind them of the key projects you worked on, and share the job description so they can tailor their feedback.
11. Offer Management
If you’ve made it this far – congratulations!
Your recruiter will contact you directly to advise that you’ve been selected as the preferred candidate.
At this point, you'll typically receive:
A verbal offer outlining the proposed rate, start date and contract duration
A formal written confirmation shortly after, once the agency receives the client-issued Work Order
Your recruiter will walk you through:
The terms of engagement, including your contract type (e.g. PAYG employee or contractor via your own Pty Ltd)
Any remaining pre-commencement checks, such as onboarding forms or security clearance transfers
The timelines for contract finalisation and start date confirmation
With Resolve Recruit, we don’t just forward an offer email – we explain it. We make sure you understand the fine print, support you through negotiations if needed, and ensure you're fully set up for success from day one.
Post-Offer: Contracts & Onboarding
12. Choosing Your Engagement Method
Once you’ve accepted an offer, the client will issue a Work Order to the recruitment agency, typically within 1–2 weeks. This Work Order formalises the agreement between the Commonwealth entity and the agency, outlining the contract terms, deliverables and rates. From there, your agency will issue your contract, which mirrors the Work Order and defines how you’ll be engaged.
Only once your signed contract is in hand should you hand in your resignation. While this may feel like a formality, occasional administrative delays can occur – so waiting ensures you're protected and avoids any unnecessary stress.
You’ll then choose your preferred engagement method, which will shape how you’re paid, taxed and insured. The two most common options are:
Direct employee of the agency – simple, streamlined and ideal if you prefer not to manage business admin.
Contractor via your own Pty Ltd company – offering flexibility, control and potential tax planning benefits (if structured correctly).
Your recruiter will walk you through both options and help you make an informed decision. At Resolve Recruit, you’re supported by a team that understands both recruitment and the financial implications of engagement choices.
💡 Resolve Recruit Tip 💡
Not sure which engagement method is right for you?
Check out our guidance on the differences between a Direct Employee and Your Company. Resolve Recruit is proudly part of Resolve, a Chartered Accounting firm and Registered Tax Agent – meaning we’re equipped to help you navigate either path with confidence.
13. Onboarding Requirements
Once your contract is signed, onboarding begins. This typically involves two parallel processes: one with the Client and one with the Recruitment Agency.
Client Onboarding
You’ll be asked to complete documentation and checks required by the Commonwealth agency, which may include:
Identity verification (often via a secure digital platform)
Conflict of Interest Declaration
National Criminal History Check
Security Clearance Transfer or Activation (if required)
Recruitment Agency Onboarding
At the same time, you’ll need to complete onboarding with the agency so they can process your payments and formalise your engagement.
This varies slightly depending on your engagement type:
If engaged as a direct employee:
Bank account details
Superannuation fund details
Tax File Number (TFN) Declaration
If engaged through your own company:
Company bank account details
Valid Professional Indemnity, Public Liability and Workers’ Compensation insurance certificates
We make this process as straightforward as possible, with step-by-step guidance, digital onboarding tools and responsive support to ensure you're fully set up before your first day. We can help set up your company structure or ensure compliance as an employee. We also work closely with vetted insurance and security clearance advisers who can support you with onboarding requirements, so you're not left navigating it alone.
14. Your First Day
Your first day on a government contract marks the formal commencement of your engagement. By this stage, most of the administrative groundwork will have been completed – and your focus shifts to settling in and getting started.
Ahead of Day One, you’ll receive a detailed commencement pack, typically containing:
Your confirmed start time and location (or remote login instructions)
Primary client contact details
Security or access procedures
Any final instructions from the agency or client regarding setup, equipment or expectations
If you’re receiving a laptop or other hardware from the client, your recruitment consultant will let you know when it will arrive and whether activation steps are required beforehand. You may also be asked to sign a receipt or acknowledgment for any issued equipment.
If you’re working on-site, the pack may include guidance on arrival procedures and photo ID requirements. If starting remotely, it will generally include login credentials, multi-factor authentication instructions and access to collaboration platforms (most government departments use Microsoft Teams).
On the day, most contractors will:
Meet with their hiring manager or client lead
Be onboarded into relevant systems and processes
Receive orientation or induction material, either formally or informally
Confirm timesheet procedures and escalation pathways
Your recruitment consultant will usually check in within the first 24–48 hours to ensure your onboarding went smoothly and to address any initial questions.
15. Ongoing Contractor Care
Starting a government contract doesn’t mean the process ends. In fact, good contractor care starts once you’re on assignment. You should expect a recruitment partner to stay in touch throughout your engagement, provide a clear point of contact for any issues, and create opportunities for ongoing feedback and support.
At Resolve Recruit, we go further. We believe contractor support should be proactive, not reactive – and that consistent, thoughtful engagement leads to better experiences for both candidates and clients.
Here’s what you can expect from us during your contract:
Regular check-ins to ensure your engagement is going smoothly
A dedicated consultant who knows your placement and can assist quickly
Opportunities to connect through networking events, community meetups and social gatherings
Feedback pathways to help us advocate on your behalf and support continuous improvement
Unfortunately, this level of support isn’t always guaranteed across the industry – but at Resolve Recruit, it’s non-negotiable.
We see ourselves as more than just a recruiter – we're your ongoing career partner. As part of Resolve Group, a Chartered Accounting and Advisory firm, we offer a truly integrated experience that goes well beyond day one.
Here’s what you can expect when you work with us:
Dedicated Consultant Support
Regular touchpoints and check-ins tailored to your engagement
A consistent point of contact who understands your placement
Responsive troubleshooting when issues arise – no radio silence
Professional Growth & Community
Invitations to contractor networking events and social gatherings
Ongoing feedback mechanisms to ensure you’re supported and improving
Access to our comprehensive coaching services, delivered by qualified HR and coaching professionals, including:
– Career Pathway Coaching
– Executive Coaching
– Holistic Coaching
Business & Lifestyle Benefits
Exclusive corporate benefits program including discounts and perks
Complimentary payroll and tax compliance services – ideal if operating under your own company
Support with business structuring, insurance and contractor compliance, through our in-house Chartered Accountants and Registered Tax Agents
Coworking access at premium shared office locations – connect, collaborate and enjoy professional spaces at no cost to you
A good recruiter helps you land the role. A great one helps you thrive in it. Choose an agency that sees the full picture – not just the placement.
At Resolve Recruit, we aim to be that great partner, at every step of your journey.
Conclusion
Government contracting offers a uniquely rewarding career path – filled with purpose-driven work, high-impact projects and the opportunity to contribute meaningfully to the public good. But like any professional journey, it helps to have a clear roadmap.
Whether you're a first-time contractor or simply new to the federal space, this guide is designed to remove the guesswork and help you step forward with confidence.
From decoding selection criteria to understanding your engagement options, we’ve covered every key milestone in the government recruitment process, and shared how Resolve Recruit supports you at each stage.
We don’t just place you in a role. We partner with you through every step of the journey. From first contact to contract finalisation (and beyond), you’ll benefit from our hands-on support, transparent communication and the broader expertise of a multidisciplinary firm.
If you’re ready to explore government contracting, or just have questions, we’d love to hear from you.
Have questions? Reach out to our team at:
hello@resolve-recruit.com.au
02 6147 6717
Let’s navigate the journey together.
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