• Community Partnerships and Priorities
• Digital Strategy and Services
• Office of Local Government
• Office of Parliamentary Counsel
• Office of Review and Evaluation
• Office of the Secretary
• Office of Security and Emergency Management
• Corporate and Government Services
• Policy Division
• Service Tasmania Unit
• State Service Management Office
  • About the Tasmanian State Service
  • Contact Us
  • Aboriginal employment
  • Culture of learning
  • Diversity and inclusion
  • Digital capability
  • Employee surveys
  • Employment arrangements
  • Employment policy
  • Managing performance
  • Work health, safety and wellbeing
  • Workforce planning and reporting
  • Awards and Agreements
  • Managing and leading change
  • Senior Executives
  • Managing Positions in the State Service (MPSS 2016)
  • Legislation
  • Coronavirus (COVID-19) Information for Staff

Contact Details

By phone
Find the number of a specific division or office to contact them directly or call Service Tasmania on 1300 135 513.

Our staff
Use the Tasmanian Government Directory to find staff contact details

Social media
Follow our social media accounts to keep up to date with specific programs and initiatives.

Stage 2 intro

ATTRACTING A HIGH QUALITY FIELD - You won’t find the right person until you know where to look.

Methodology

1	Know your labour market	Maintaining knowledge of the labour market is an ongoing commitment.
2	Determine what's attractive about the Agency and the work area	What makes your Agency and your work area an employer of choice? Are you tapping into the broader interest in TSS employment?
3	Determine the selling points of the role	Don’t’ dress the role – describing the roles as it is will sell it to the right person!
4	Write and place the ad	Remember you are looking for a quality not a quantity field.
5	Prepare an application kit	Tailor the application kit to the role and explain the selection process – provide potential applicants with the information they need to decide whether the role is or isn’t for them.
6	Convert interest into quality applicants	Every contact should build on the reputation of the Agency. When taking enquiries help potential applicants to gauge their fit with the role.

Urban Myths

The challenge for you as a Manager is to identify the fact from the fiction.  Ask Human Resources about minimum requirements and good recruitment practice.

Common Urban Myths include:

• You can only advertise in the Gazette and mainstream press.
• You can’t invite people to apply.

Read more recruitment myths on the Recruitment myths busted page.