Where you advertise decides who applies
If only insiders saw the ad, only insiders applied.
Gazette notification is the floor, not the ceiling. “Reasonable opportunity” means the people you want to hear about the role actually hear about it, including regional candidates, Indigenous candidates, candidates with disability, and private-sector applicants who do not monitor APSJobs.
Panels often assume compliance ends at posting to the Gazette. It does not. If the talent pool you are trying to reach is not reached, the opportunity was not reasonable, regardless of where you ticked the box.
Before advertising, ask: where does the community we are trying to attract actually look for work? LinkedIn, SEEK, industry networks, Indigenous employment platforms, disability networks, regional job boards. The reach test is practical, not procedural.