Divisions
- 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
- Resilience and Recovery Tasmania
- 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
- 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.
There must be an interview
A merit based selection decision can be made without conducting an interview.
An interview is often not a good predictor of how an applicant will perform in the job. Right Job Right Person clearly states that interviews are just one of the many selection options which may be used.
There are a number of people who may be disadvantaged if an interview is the only selection option used for making your recruitment decision – for example: people from non-English speaking backgrounds, some people with disabilities and shy or modest people.
Right Job Right Person – Stage 1: DEFINE
This stage of the RJRP process suggests a range of selection processes you can use – either singularly or combined to ensure you make the right selection.
REMEMBER - Poor performance at interview does not mean poor performance in a job!