Just like other parts of the world, Australian public service positions have unique application processes that commonly require applicants to develop responses to specified selection criterion. These government application processes are often very daunting to people who are unfamiliar with them. But relax, for most people with a little structure and direction, suddenly this overwhelming process can become just a matter of following some simple steps.

Selection criteria have been used for many years now by the Australian government. With increasing litigation and toughening employment laws, government and employers were looking for a selection tool that would allow them to demonstrate transparency in their employment processes, and selection criteria became the “best practice” selection tool.

WHAT ARE SELECTION CRITERIA?

Selection criteria are based on the principle that “past behaviour is the biggest predictor of future behaviour”. Applicants are asked to evidence their skills and experience for potential positions and are scored accordingly.

In selection criteria, each position is broken down into dimensions across the skills, abilities, knowledge and qualities that the HR department has identified the person will need to perform the role effectively. The selection team will score or rate applicants against these criteria in order to identify the applicants with the closlest experience, skills and knowledge matched to the specifications of the role and then interview a pre-selected number of the best matched applicants.

Some selection criteria separate these criteria into essential (or mandatory) and desirable criteria. If there are mandatory or essential criteria you must meet all of these to be seriously considered for the role. Although departments vary in their length specifications for criteria, a general rule of thumb for applications that don’t specify a word length is between 3/4 and 1 page for lower level positions and 1 to 2 pages for higher positions, but make sure to read carefully the application guidelines as some departments will have character or word limits that must be abided by!

HOW TO TACKLE THE CRITERIA STEP BY STEP

Preparation: Know the Position. Take the time to read the position description and application pack thoroughly first. Review their website so that you have an understanding of the organisation’s purpose, values and the issues affecting their operations. Breakdown the Question - make sure you understand each criteria. Review the level of skill they are asking for and if there are sub-points, underline or highlight each key part so that you don’t miss anything.

Step 1: Respond To the Selection Criteria. Start your application as if each criteria was a question and respond accordingly with 2-3 lines that show categorically that you have the skills/knowledge they are looking for and where you gained this. Use positive language and remember to ensure in your statements that you indicate that you have met or exceeded the level of skill or knowledge that is required.

Step 2: Use a STAR To Prove Your Past Successes. The biggest downfall of most applicants in selection criteria is that they fail to prove their past successes. Using a properly structured STAR example will ensure you are evidencing your skills. A STAR example is a format used when giving examples that is broken down into the following areas:

Situation/Task: Describe a recent or relevant situation or setting in which you were required to use the skill/knowledge etc. Within this situation show what you were tasked to do, outlining clearly the challenges of the situation.

Approach or Action: Now show the readers of your application how you went about doing this. Outline the actions you took to ensure the business outcomes were positive. This allows you to demonstrate your knowledge and understanding of the processes that are relevant and how you use your skills and knowledge to be effective.

Result : Describe the outcomes or your success. What did your efforts mean to the company? Cost savings? Productivity improvements? Management of busy deadlines? Better client relationships? If you can’t prove (quantify) your results with numbers use feedback from managers, performance appraisals or referees to confirm your successes.

STEP 3: Summarise and relate your past success to the new role. Finish each application by showing the potential benefit your past successes offer the future role.

LAYOUT CONSIDERATIONS.

• Write each selection criteria on a separate page with the selection criterion written in full at the top of each page as a heading
• Use a header and footer showing the position, vacancy reference number, your name and page number
• Always proof read your application. Grammar and spelling are the most obvious reasons for disregarding a candidate!

GOOD LUCK!