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q When it comes to job applications many job seekers are put off by positions that require
addressing selection criteria.
q It tends to be mainly government roles, large organisations and educational institutions
that require selection criteria, but more and more companies are introducing it as a
method of assisting to streamline the HR process.

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q In reality you should look at selection criteria as yet another strategy to draw attention
to yourself and your suitability for the desired position.
q As selection criteria also tend to be allowed to be lengthier, in fact, it vastly increases
your ability to strengthen your case.

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qThe key aim of any job application writer is to demonstrate that you the applicant not
only meet all the requirements of the hirer but to ensure you stand out from the crowd
and intrigue your potential employer enough to offer you an interview.
qThe interview then becomes your opportunity to sell yourself into that position.

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qSelection criteria are usually a list of the skills, knowledge, and experience required to
successfully do the position.
qEmployers use selection criteria to compare all candidates for the position against the
criterion and then short list the most suitable for an interview.

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qIf the job applicant provides a strong job application writing that offers an overview of
their qualifications, skills and experience and then uses their cover letter to personalise
and introduce themselves; provide their reasons for applying for the position; and
demonstrates their strong interest in the position and organisation - the addressing of
key selection criteria enables the applicant to provide more detail about how they have
demonstrated and acquired the required skills to effectively fill the job role.

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qIn most cases addressing the required selection criteria requires compiling a separate
document to your resume and cover letter.
qYou should also keep in mind that your individually tailored resume needs to also reflect
the requirements within the selection criteria for that job role.

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qThe most common format for addressing selection criteria is to write each criterion as a
heading in bold font then address how you meet each one.
qFormat the document by including the job title, reference number (if applicable) and
your name in the header and name your document file that you will submit whatever the
employer uses in their job advertisement.

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qAnswer the selection criteria in the order they appear in the position statement or job
advertisement.
qEnsure that if a criterion has more than one part you address all parts - for example
exceptional time management skills and ability to meet deadlines requires two different
sets of skills and competencies.

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qEnsure that you address both the essential and the desirable criteria in your response.
Do not fall into the trap of only addressing the essential criteria and thinking the
desirable is not as important.
qRemember this document is your chance to gain an interview - you must impress the
potential employer with your suitability for ALL their requirements.

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qThe most effective and efficient way to address each selection criteria is to use the STAR
method. Situation, Task, Action and Result. Your aim is to clearly identify and detail
situations where you have demonstrated the required competency.
qWherever possible choose examples that are relevant to the position statement and the
employer or industry.

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qTry to provide examples that have occurred recently. Use action words such as
accomplished, initiated, implemented, organised, and developed especially those that
are used in the job description and selection criteria.

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qSituation – is the where and when and sets the context for your example.
qTask – is the task or problem that needed to be solved.
qAction – details how you solved the problem, fulfilled the task, or handled the
situation. What did you do and how did you do it, that demonstrates the criterion you
are addressing? This section should be approximately 3/4 of your response.
qResult – what was the outcome you achieved as result of your action. Where possible
quantify your result.

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qWhere you have extensive relevant experience, knowledge, or skills you should begin
your selection criteria statement with a summary of your experience and then follow
with one or two detailed STAR examples.
qGive yourself plenty of time to formulate and address the selection criteria and to polish
and hone your response prior to submitting your application and thus hopefully gain an
interview and then your desired position.

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