The Australian Security Intelligence Organisation (ASIO) is the national (domestic) security service in Australia and is comparable to the UK's MI5. It is often compared with the USA's FBI, but unlike the FBI it is not a law enforcement agency and cannot arrest or prosecute people. It should not be confused with the Australian Secret Intelligence Service (ASIS) which is Australia's overseas human intelligence collection agency, closer to the UK's MI6.
ASIO says it has over 1,800 staff. Its headquarters is in Canberra, but officers work in locations across Australia.
Careers at ASIO
ASIO recruits for graduate, trainee and other roles across areas including intelligence, surveillance, analysis and assessments, technology, trades, linguists and corporate functions. ASIO says its officers come from many backgrounds, including teaching, nursing, music, sport, computer programming and firefighting.
Types of ASIO jobs
ASIO runs graduate programmes in finance, law, human resources, strategic policy, project management and technology. It also offers 2-year traineeships in Information Management, Information Technology and Project Management, which are based in Canberra and lead to a recognised qualification. Alongside these are individual vacancies ranging from surveillance officer to developer.
How to get a job at ASIO
Everyone who joins ASIO must obtain a TOP SECRET-Privileged Access security clearance. ASIO says the selection process can take some months, and takes longer than most recruitment because of the clearance. The application process covers many stages, and applicants must be Australian citizens and must be in Australia for every stage of the process.
ASIO assesses all applicants on six core capabilities: strategic thinking, achieves results, productive working relationships, personal drive and integrity, communicates with influence, and demonstrated skills and experience.
ASIO Application Process
The assessment process varies between roles. ASIO says your process may include some or all of the following stages:
- Written application
- Written test
- Psychological testing
- Online assessment
- Participation in an interview or assessment centre, and
- Security assessment.
ASIO says it cannot give details of what its assessment activities involve, only that they are typically strengths-based or behavioural. Everyone who joins goes through an interview and security vetting.
ASIO Online Application
Recruitment for all vacant ASIO positions begins in the same way by using an online recruitment system for online applications.
The online application asks for a written pitch showing how your experience meets the role, a CV of no more than 2 pages, an academic transcript if relevant, details of 2 referees (including a current or previous manager), and information such as overseas travel and finances.
ASIO Interviews
Applications are assessed against the role and ASIO's core capabilities. Everyone who joins ASIO has an interview, and you may be given the questions in advance. ASIO recommends using the STAR model and says you can bring notes. Security vetting includes a security interview and an interview with a psychologist.
ASIO Psychological Tests
ASIO lists psychological testing as a possible part of its assessment but does not publish which tests it uses or what they measure. The sections below describe common aptitude and personality test types that are useful general preparation.
Personality Test Practice
Personality tests are not assessing specific role-related knowledge but how the candidate's mind works and how they might behave in a situation, be that work, or otherwise, particularly one that may be outside of the candidate's comfort zone or in a situation they might be uneasy or unsure or under extreme pressure. The tests are designed to understand how a person thinks or reacts instinctively. They can take the form of questions, games, or both.
Spatial Reasoning Practice
Spatial reasoning tests a candidate's ability to consider and manipulate shapes and objects in two and three dimensions. Questions often ask you to rotate, fold or fit shapes together in your head.
Logical Reasoning Practice
Logical reasoning tests assess a candidate's ability to problem solve, to use the information and to apply that logic to draw accurate conclusions. It can be multiple choice, or free-form, and uses rules and information to allow the candidate to draw conclusions which can then be applied to find answers.
Abstract Reasoning Practice
Abstract reasoning tests ask you to find the rules linking a series of shapes or symbols, without relying on words or numbers.
Mechanical Reasoning Practice
Used more often for technical roles, mechanical reasoning tests consider a candidate's ability to understand mechanical scenarios involving concepts such as friction, forces, acceleration, gravity, pressure and so on, usually in a pictorial form. Questions often show gears, levers or pulleys and ask what happens when one part moves.
Role-Specific Skills Practice
This kind of test will depend on the specific role applied for but may test specific role-based skills required, for example, coding, or specific numerical skills not tested elsewhere.
Numerical Reasoning Practice
Numerical reasoning tests a candidate's numerical aptitude and assesses ability in interpreting, analysing and then reaching conclusions using the information provided, usually in sets of data. This might take the form of tables, graphs or other pictorial data and then solve a written sum or problem. Candidates may be required to demonstrate basic maths skills such as fractions or ratios.
Situational Judgement Practice
SJTs or situational judgement tests are essentially work-based scenarios and will likely vary depending on role and requirements. Scenarios are presented, either in written or visual form and then often a list of multiple choice answers from which candidates are invited to select which is the most or least likely action. This shows recruiters how candidates apply judgement and ethics to decisions.
Diagrammatic Reasoning Practice
Diagrammatic reasoning tests are very specific skills tests used only in some job roles and require logical and abstract reasoning to demonstrate suitability for complex and technical roles. Questions usually show symbols passing through a flowchart of operators, and you work out what each operator does.
ASIO Security Vetting
Every ASIO officer must pass security vetting for a TOP SECRET-Privileged Access clearance. ASIO says this covers all aspects of your life, including external loyalties and associations, personal relationships, finances, alcohol and drug use, criminal history and mental health, and that you will be asked to consent to drug testing.
Tips To Get Hired At ASIO
Practise psychological tests
Although there is no specific knowledge to be learnt, candidates should be familiar with the types of tests that are likely to be taken and make sure that they have revised basic numeracy skills. Practise reading unfamiliar text, drawing conclusions, logic puzzles, sequences and interpreting data, and work on doing these quickly and accurately.
Don't tell anyone
ASIO asks applicants not to discuss their application with others and says doing so may adversely affect their potential employment. Its officers must exercise discretion throughout and after their career.
Do Your Research
Make sure that you thoroughly research the role, the selection criteria and all available open-source material about the organisation. Ensure that you have relevant examples to hand to demonstrate your suitability and that you have the facts or data or outcome to back up your examples. Thorough research and preparation is key.
