application letter addressing selection criteria example

How to Write a Cover Letter Addressing Selection Criteria in 10 Steps

Written by Nicole Wren

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by Nicole Wren | Jan 29, 2024 | Writing Advice

Some job applications will ask you to provide a response to selection criteria , as well as your resume or CV. These criteria are the specific skills and experience that a job requires. In many cases, the application guidelines request that the selection criteria should be responded to within a cover letter. (Sometimes, they request a response in a different format, like this APS Statement of Claims example ). Many people wonder how to write a cover letter addressing selection criteria, though (as selection criteria writers , we get asked daily!).

While your resume or CV should state that you have the relevant experience, a selection criteria response will require more detail and specific examples. As well as providing more information, selection criteria also provide a structured way to assess candidates.

The job ad might include something like this:

Let’s look at 10 things to keep in mind when addressing selection criteria in a cover letter.

1. Start Your Cover Letter in the Standard Cover Letter Format

Begin your cover letter in the standard format, with a header containing your contact information. Then, include the employer’s contact details, including their name (or a generic salutation like “Dear Hiring Manager”). Use a standard font and font size, like Arial 10-12.

2. (Opening Paragraph): Express Your Enthusiasm

Specifically state the role you are applying for. Convey your eagerness to contribute your skills and experience to the organisation. You might also like to mention the company’s values, and how your own align (tip: be specific and authentic here). If there is something else that attracts you to the organisation (such as a recent company achievement), you might like to mention it here, to show you have a good understanding of them.

3. (Body Paragraphs): List and Highlight Each Selection Criteria

List and highlight each of the selection criteria in the body of the cover letter. This will help you keep on task and ensure each selection criterion is adequately responded to (note: you should remove this at the end – see step 9).

4. (Body Paragraphs): Paraphrase Each Criterion and Your Experience

Write an introductory sentence for each criterion, paraphrasing the language and keywords used in the selection criterion.

5. (Body Paragraphs): Brainstorm Ideas for Each Criterion

Make some notes within your document, then choose your ‘best ideas’. Tip: you’ll need to be as specific as possible. Rather than saying you communicated daily with different customers in a previous role, think of a specific time you communicated with a specific customer, and how you had a positive impact.

6. (Body Paragraphs): Use the STAR Format for Each Example

The STAR format is a well-known way to structure selection criteria. It goes like this:

Situation (S): Briefly set the context by describing the situation or problem you encountered. Keep it concise to provide necessary background information. This section should make up approximately 10% of your response.

Task (T): Describe your specific role or task within the situation. Explain what was expected of you and any challenges or goals you needed to address. This section should make up around 10% of your response.

Action (A): This section should make up around 60% of your response. Describe the actions you took in detail. This is where you showcase your skills, competencies, and problem-solving abilities. Use specific examples, highlight your contributions, and explain your thought process.

Result (R): Approximately 20% of your response. Conclude by outlining the positive outcome or result of your actions. Mention any benefits to the organisation. While this is one of the smaller sections, it is one of the most important. Many candidates forget to include a strong result section.

Note, the STAR method is not necessary for yes/no criteria such as certain qualifications. For these criteria, you can simply state that you have the required qualifications.

7. (Conclusion Paragraph): Sign-off Positively

Conclude your cover letter with a short paragraph thanking the reader for their time, and welcoming the opportunity for an interview. You may like to reiterate your interest in the role.

8. Sign Off as in a Standard Cover Letter

End with a professional sign-off such as ‘Kind regards’ or ‘Yours Sincerely’, along with your full name. There is no need to sign the cover letter.

9. Remove the Highlighted Selection Criteria

Since these headings were included only as a guide for you, you should now remove them. Your introductory sentence within each paragraph will be enough to allow the reader to understand that you have addressed each one.

10. Proof-Read and Submit

Proof-read your document for any errors, including grammar and spelling. You may like to have a friend or family member complete this part for you. Another tip is to save the document as a PDF, and read through it that way (the doucmnet will look slightly different and will allow you to assess it with fresh eyes).

Cover Letter Addressing Selection Criteria Example

Frequently Asked Questions

Can you address selection criteria in a cover letter.

There are a few different formats for responding to selection criteria. Sometimes, you may be asked to respond to specific online questions related to the criteria. Sometimes, you may be asked to provide a ‘separate document’ style selection criteria response. Sometimes, you can address selection criteria in a cover letter. It is important that you thoroughly read the application guidelines to determine what is required.

How long should a cover letter addressing selection criteria be?

A cover letter addressing selection criteria should typically be between one to two pages. If the application guidelines specify a length, you should always adhere to that.

How to address selection criteria you don’t meet?

Selection criteria are sometimes deemed either essential or desirable. You should provide a response to both essential and desirable criteria, even if you don’t meet them. You should provide a summary of your most transferrable skills and experience.

Our selection criteria writers specialise in addressing selection criteria, both in cover letter and other formats.

Contact us if you need more assistance with your application.

Read our latest resume tips .

Nicole Wren

Senior Writer

Nicole is the principal resume writer at Resumes to Impress. Nicole loves writing and sharing her knowledge about all things job hunting and career guidance.

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How to address key selection criteria in a cover letter

This article is recommended for individuals near the beginning of their careers, introduction.

Having spent a significant portion of my career in the realm of recruitment, I've come to understand the importance of job seekers ably addressing the key selection criteria of a vacancy in their cover letter.

It can truly make or break your job application. This is particularly true when an employer has noted these criteria as basics.

Allow me to share with you a step-by-step guide for taking on the key selection criteria within your cover letter.

How to address selection criteria

Understand the criteria.

As a start, read over each of the key selection criteria talked about in the job ad. Make sure you have a clear grasp of what the employer is looking for in a candidate.

Create a table or list

Sort the key selection criteria into a table or a list format. This will help you keep track of each criterion and your answer to it. 

Use specific example

For each criterion, give specific examples from your past work experiences, education, or other related aspects of your background that show your skills, abilities, and experiences related to that criterion. Be sure to talk about your achievements, responsibilities, and any measurable results.

Follow the STAR method

When discussing each criterion, try using the STAR method (Situation, Task, Action, Result) to write your responses. Describe the situation or context, the task you had to carry out, the actions you took, and the results you gained. This is a clear and concise way to show your qualifications.

Highlight relevance

Make a strong link between your qualifications and the requirements of the job. Explain how your skills and experiences align with the specific criteria and how they will elevate your success in the role.

Tailor each response

Customise your answers for each criterion to match the language and terms used in the job ad. This shows your attention to detail and that you've carefully thought about the employer's needs.

While giving detailed examples is important, aim to keep your responses concise and focused. Avoid undue elaboration or extra details that could take away from the main points.

Prioritise & order

Cover the key selection criteria in the order of importance as shown in the job ad. If the criteria are not explicitly ranked, try addressing them in the order that best reveals your strengths and relevance to the role.

After drafting your responses, carefully edit your cover letter to ensure it is free of errors, typos, and grammatical mistakes. A well-written cover letter shows your professionalism and attention to detail.

Overall cover letter structure

Integrate your answers into the overall structure of your cover letter. Start with an introduction that briefly talks about the role you're applying for and why you're interested. Then address the key selection criteria, using a paragraph for each criterion. Finally, finish with a summary of your enthusiasm for the role and your availability for further discussion.

If you're looking for more in-depth help with cover letter writing, please click the button below to read my free e-book on the topic.

By following these steps, you'll be able to effectively discuss key selection criteria in your cover letter, making a great case for your suitability for the job.

Remember to customise each cover letter for the specific position you're applying to, as a tailored approach is more likely to capture the employer's attention.

For further assistance, I recommend you check out myfuture's article: How to respond to key selection criteria .

Are you looking for a job?

Now that you understand how to address key selection criteria in a cover letter, you should take a moment to check our  current vacancies page .

At 11 Recruitment, we have a range of white-collar temp and perm jobs available. We're always on the lookout for top talent to place with our clients, so we encourage you to apply for any positions that are of interest.

If none of our current vacancies are right for you, you should register for job alerts . Then we’ll be able to notify you when we receive a position that matches your profile.

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Click here to learn more about 11 Recruitment

What are your thoughts?

I'd love to have a conversation with you about this topic - please leave a comment below if you have any thoughts or opinions 🙂

Christian Madsen

Managing Director of 11 Recruitment

How to prompt ChatGPT to write a cover letter

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Selection Criteria Examples: 13+ Good Selection Criteria Responses

In this post, what are selection criteria, how to address selection criteria, the star model in selection criteria, what are the different types of selection criteria, selection criteria examples and templates, selection criteria faqs.

In this post Show

Selection criteria have the power to decide the fate of your job application. Imagine: you’ve been on the edge of your seat for two weeks, waiting to hear back from your dream employer . And now — unbeknownst to you — the moment of truth has arrived.

With a double click, Gary the hiring manager brings your application up onscreen. He rubs his eyes, takes a gulp of coffee and a deep breath, and starts skimming through your resume and cover letter .

If you’re applying for a position where the job advertisement included selection criteria (for example, a job in the Australian Public Service , or a large company), things can go one of two ways from this point:

“Wow, this applicant’s experience could make them a great fit,” Gary thinks. “And their cover letter tells me they’re passionate about this field.” 

He glances across at the list of key selection criteria for this position. And then he realises there’s no third page. You haven’t addressed the selection criteria at all.

He closes the window, sighs, and drags your application to the bin. Next!

Gary reads your stellar resume and your eloquent cover letter. Then he opens your ‘Key Selection Criteria Responses.docx’ document.

He compares your selection criteria responses against his list. A smile starts to spread across his face, and he sits up a little straighter. You’ve used the right keywords, structured it with the STAR framework, and organised it into skimmable bullet points. Gary adds your application to the shortlist — the selection panel is going to love it.

Okay, so Gary isn’t real, but key selection criteria are very real. Take them seriously, or be ready for Scenario A (i.e. the bin).

But don’t worry — you already have the skills you need to do an excellent job. If you’ve ever told a story to a friend about something that happened at work, you’re halfway there. 

Today, you’ll get the tools you need to get the rest of the way — all the way into your dream job.

Selection criteria are the essential skills , knowledge, experience and qualifications you must demonstrate to be eligible for a job. HR departments use them to evaluate candidates’ competency, and they are necessary for most government jobs, and for new roles at most large organisations. They don’t just benefit hiring managers, either. You can use them to see whether the job is a good fit for you.

It’s crucial to answer the selection criteria when applying for a position. To respond to key selection criteria, create a separate document to your covering letter and resume — both of which you have customised for this position, using the same language as in the job description. You’ll need to describe how well you meet each of the primary selection criteria in order to answer them, provide detailed information when asked, and use relevant examples from your work experience. 

Job advertisements may also list desirable criteria . Unlike the key selection criteria , these aren’t essential. But if you can show that you possess these criteria too, your chances of scoring a job interview will be much higher.

What are some examples of selection criteria ?

• Ability to work in a team and a collaborative environment
• Exceptional time management skills and ability to meet deadlines
• Ability to demonstrate a high level of effective team management
• A qualification in a relevant industry area
• What skills do you have that are relevant to this position?
• Is it possible for your abilities to be transferred to this position?
• How do you go about honing your skills?
• Give some examples of your abilities in action.
• What relevant professional knowledge do you have for this position?
• What skills would you bring to this position?
• How do you keep your knowledge and skills up to date?
• What kind of experience did you get and where did you get it?
• What is your level of experience?
• What skills do you have that might be useful in this position?
• Give a few examples of how you’ve used your skills.
• What qualifications do you have that would make you a good fit for this position?
• What personal qualities do you have that would make you a good fit for this position?

Need resume templates?

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When addressing selection criteria as a job applicant, you must be thorough. To do this, you must explore each criterion mentioned in the advertised position description in separate paragraphs and relevant examples. Back up your answers with related examples of what you have achieved and why these experiences will help you thrive in the role.

Here are five simple steps to effectively answer selection criteria:

• Analyse and dissect the selection criteria
• Write an opening statement
• Brainstorm ideas for each selection criterion
• Go into further detail and support your claims with ‘the how’
• Write out in full sentences, using a checklist

Read on for more detail.

1. Analyse and dissect the selection criteria

Read the selection criteria on the job advertisement thoroughly before jumping right in. As an example, let’s look at interpersonal skills. The associated criterion details could be ‘ w ell developed interpersonal skills’ .

This includes the ability to:

• Express opinions, information and critical points clearly and concisely via effective verbal communication
• Effectively working with others to resolve interpersonal conflicts in a positive way
• Being able to work in both formal and informal settings with others in groups and teams

If you look into this further, you can break down the desired sub-skills:

• Verbal communication
• Problem-solving and decision-making skills
• Team-working

2. Create an opening statement

For each selection criterion, clearly state how you fulfil it in one sentence making sure you incorporate key points. Keep it short – you will go into further details and specific examples and relevant experience in the next step.

“I possess strong interpersonal skills, which I have developed throughout my role as a Project Manager.”

3. Brainstorm ideas for each selection criterion

Here, you can pull together some examples of your work experiences relevant to the role you are pursuing. For example, sticking with the theme of Project Management, an applicant may think of the following scenarios to show how they fulfil the selection criteria before writing their response:

• Project Manager at X – Encountered conflicts when managing teams and resolved these accordingly.
• Project Manager at Y – First managerial role. Perfected verbal communication through many encounters with fellow team members. Learned to deliver my points clearly and concisely.
• Project Coordinator at Z – Working with teams.

4. Go into further detail and support your claims with ‘the how’

Once you’ve got the base points that surround the overarching selection criteria, you can then go to these and choose which examples suit best. A great way to do this is by employing the STAR Method technique.

Example response to the STAR Method:

5. Write out your responses in full sentences, using a checklist

Now, you can write the paragraph in full. When reading through your final draft, check the following steps before you submit your job application.

Have I addressed all elements of the selection criteria?

Once you’ve completed your application, it is good to revisit the wording of that particular selection criterion found in the position description. Make sure your content correlates and that the descriptors used in the advertisement are directly addressed in your writing. Double-check that you have met the requirements of the process itself- there may be a word limit you need to stick to, or the recruiter might ask you to list examples using bullet points instead of keeping them in paragraph format.

Are my claims justified with relevant examples?

This is as simple as making sure you are specific, concise and that your answers remain relevant using real experience. There is no use going on a tangent and writing an essay if it is a bunch of useless content irrelevant to the position.

Have I chosen the right words?

Match your language with that used in the job advertisement. When a recruiter is scanning your document, and there are words that they believe to be relevant to the position, this will more than likely generate some interest – after all, every corporate job posting gets 250 applications on average. Hence, yours needs to stand out in the selection process to make it on the shortlist.

Avoid ambiguous and passive language to make sure your writing is clear and delivers your point effectively.

Has someone else proofread my response?

Sometimes a new set of eyes can pick up on some mistakes that you might have missed. When you’ve been working on a piece for a long time, everything starts to look the same. Have them look through your work and compare it to the job advertisement – they may be able to offer some insight on how to improve your piece further.

The STAR model is one technique used to demonstrate relevant information for a specific capability within selection criteria.

Create context by describing where you applied the skills that helped to gain your knowledge

What was your role in the situation, and what were you required to accomplish?

How did you respond to the situation? What measures did you take?

What did you accomplish? How does this result relate to the job that you are applying for?

Selection criteria are more than just the desired skills an employer is looking for. It also includes experience, abilities, awareness and both hard and soft skills. The most common type of selection criteria includes qualifications. Most jobs, especially at a professional level, have a set requirement of qualifications needed.

Course Finder Questionnaire

Step 1 of 5

What is your motivation to study?

If you want to understand more about what it takes to write a successful selection criteria response, find some of the most popular criteria skills below and our examples of them. Whether you need to show your communication, teamwork, or technology abilities, use these examples to write your perfect response based on your experience.

Selection criteria: Proven ability to work in a team and a collaborative work environment

Here is an example of a typical teamwork selection criteria . The readers are looking for an example of when you’ve worked in a team as proof that you’ll be able to share and work with other employees if they hire you.

Teamwork criteria example

When working in hospitality, I continually proved my ability to work with a team in a very team-oriented environment. While at Johnny’s restaurant, I worked in a large team every shift, and in hospitality, teamwork is crucial to providing smooth and efficient service. Daily tasks were often team-oriented, including service, preparation and post-service jobs, which needed to be coordinated amongst staff to ensure we completed everything. 

This coordination meant communicating with other staff on shift, including chefs, dish staff, bar staff and other floor staff, and regularly attending meetings where I collaborated with other employees and management to improve the way we delivered service to customers. Regardless of how new an employee was or what training level, I treated every other staff member as equals, which helped forge professional associations and strengthened the team overall. As a result of my teamwork skills and collaborative work efforts, management often offered me extra shifts because they knew that I could work effectively with everyone to get the job done.

Selection criteria: Demonstrate a high level of effective team management

Here is a popular way of wording selection criteria for leadership skills. When a potential employer asks this, you may either be looking at a job that requires or may require leadership in the future or a position where you may have to be semi-autonomous.

Team management criteria example

When working at Smith and Son’s as a receptionist, I often had to demonstrate an ability to lead teams. After working there for five years, I became one of the longest-serving receptionists, which meant leading team meetings, organising staff events and coordinating a team of up to five receptionists at a time working on the floor. Growing genuine friendships and connections with new staff members was a priority to complete these tasks, as I knew they would come to me with problems more readily. I also needed to visibly complete my daily tasks ahead of schedule so that other receptionists would respect my participative leadership style. Staff will not respect a leader if they can’t do their job. As a result of my collaborative and friendly leadership, staff were confident in my ability to lead them and often came to me to communicate with upper management on their behalf, as well management relying on me to collaborate with them regarding receptionist staff and their needs.

Selection criteria: The ability to show a high level of quality customer service and management

Here is a typical example of phrasing for customer service selection criteria . This criterion means that the job you’re applying for will have customer-facing tasks, and management is looking to see that you have experience working with customers.

Customer service criteria example

While completing my studies, I worked part-time at Myer as a sales assistant for two years, where customer service was one of the most critical elements of my job. During my time at Myer, I worked across several departments. I demonstrated my customer service skills multiple times, especially with tricky customers or clients upset about something outside my control.

Clear communication and genuine concern with a customer’s needs is crucial to delivering exceptional customer service. When I worked in the womenswear department, a mother of the bride came in whose outfit had arrived (they’d ordered the dress online), but it didn’t fit, and we weren’t able to get a replacement in time for the wedding. 

The customer was understandably distraught, so I worked with her over a few hours, calming her down and coming up with some options for alternatives. This process included calling down items from different departments and ensuring she felt important and valued by getting her to sit down and have a cup of tea while I found all the pieces she wanted to view — or that I thought she might like. 

She ended up finding a dress that she liked more than the original and left a positive review a few days later on our Facebook page about her experience. Being able to help people when something goes wrong is one of the most rewarding elements of customer service and management. I developed this skill while working at Myer, as evidenced by many positive reviews and winning ‘best sales assistant of the month’ five times over my two years.

Selection criteria: Demonstrate the ability to use business technologies and analyse data and information effectively

Here is an example of how using technology selection criteria may be worded in a job application. In this case, the reader is looking to see how you’ve used relevant business technologies in the past and that you’ve been able to read the information given by these programs accurately.

Technology criteria example

When completing my Diploma in Administration, I was required to complete work placements that used business technologies in everyday tasks, including online library databases, microfiche and Microsoft office, and basics in Xero software.

When I completed my month-long work placement at Smith’s Chiropractors, I discovered that they were still using entirely paper-based data collection systems. I organised the transfer to a cloud-based company database system. This process included uploading files to the cloud, then connecting with multiple other programs, including Microsoft Excel, to create spreadsheets for chiropractors at the office to use in their day-to-day work. It also meant analysing large quantities of data online and turning them into practical, easy to use information. 

This use of business technologies helped both the chiropractors and the full-time administration staff become more efficient. They were no longer reliant on a paper-based system. They streamlined several processes throughout the workplace, allowing the clinic to see where processes were going wrong or could be improved.

Selection criteria: Demonstrate the ability to apply analytical and research skills

Here is a common way job applications may ask you to prove you fulfil analytical and research selection criteria. They are looking to see that you can apply what you’ve learned in analytical skills and research to everyday situations.

Analytical and research criteria example

When I was training as a teacher’s aide, I researched the special needs school and students I would be working with, both in work placements and my future work. I researched autism and students on the spectrum, looking at how different students may respond to stimuli within the school environment or having another teacher’s aid to their usual one. Students with special needs often react in unusual ways to new and changing circumstances, so it was important that the research papers I was working on were relevant and gave me valid analytical accounts and theories. 

The research I did, both within teachers aid training and independently, had to be applied in day to day practical ways, rather than just understanding the theory. I completed several projects on the topic, which required extensive literary research and analysing statistical data.

When I did my two-month-long work placement at St John’s primary school, I regularly applied the theories and concepts I had come across in my research in everyday situations. There was one student who particularly struggled with writing due to the texture of the pencils and pens. My investigation into textural sensations for students with autism helped me find ways to alter the pencils with everyday items, such as blue tac, which made it much easier for him to write. By applying the research to practical everyday learning, I helped increase class participation — not just for this student but also for students in other classes. This potential to improve learning outcomes is one of the most rewarding aspects of being a teacher’s aide.

Selection criteria: Proven ability to use interpersonal skills in everyday workplace situations

Here is a common way of phrasing interpersonal skills selection criteria. Interpersonal skills refer to, basically, people skills. Communication skills are a part of it because if you can’t communicate effectively, you’re not going to be much of a people person — but generally, they are separate.

Interpersonal skills criteria example

When working as a bartender at the Northern Hotel, there were many times when my interpersonal skills were called upon to improve difficult situations. In a busy hotel on a Saturday night, especially when customers have had a few too many drinks, relating to customers and talking them down from becoming angry is a crucial skill that I honed over the four years I worked there.

One night, a particularly irate customer was getting angry at one of our newest staff members who had cut him off. I didn’t want to get involved too early because this can often make new staff members feel undervalued, but I stepped in when he started getting personally offensive. The customer was a regular I knew relatively well, so I explained that I would have done the same thing and helped cool him down. I ensured that the new staff member was still involved, checked up on her several times throughout the night, and gave security and management a heads up. 

Two years later, she told me that one of the reasons she had stayed working with us for so long was because she knew, from that first shift, that other staff members would always support her on shift. Management recognised my interpersonal skills formally, and I won the ‘most supportive staff member’ award at our annual awards nights organised by management.

Selection criteria: Job applicant must be competent with a high level of administration skills such as database management, Microsoft Office and basic computing

Employers are looking for individuals skilled in specific programs that ensure efficiency and modernisation. In the 21st century, organisations expect anyone with a level of administrative background or skills to be competent with multiple programs and the general handling of a computer system.

Administration skills and database management criteria example

Whilst completing my Diploma in Administration, I was fortunate enough to take an Internship at Elixir Wealth Advisory, where I was an assistant to the Administration Officer. The opportunity allowed my database and computing skills to improve significantly, whereby I became efficient in using multiple Microsoft and Google applications. Working in administration involved working with clients’ details, answering phone enquiries and ensuring I organised notices and meetings for all staff members. 

One of the memorable days during my internship involved a client urgently requesting an appointment with his advisor. As the Administrative Officer was away sick that day, it was my job to fit the client into the busy schedule of the small business. I used our database system MySQL to rearrange the specific advisors day, then telephoned and used Microsoft Office to email other clients to inform them of their short-notice change to the day. Despite being short notice, the day’s meetings ran smoothly, and we could fit in the urgent session. Without using the databases and applications, the Advisory wouldn’t have known who the client was before they met and would not have been prepared to act quickly.

Selection criteria: Job applicant must have the ability to demonstrate sound written and oral communications skills

In many jobs, you need to show how you can effectively communicate as part of a team and to various people. Strong written and oral communication skills are vital in all departments and come in useful for daily tasks.

Written and oral/verbal communication criteria example

In my first full-time job at Flight Centre, oral and written communication skills were essential to being a successful travel agent. Many clients depended on me to tailor travel itineraries to their preferences during this career.

To ensure clients were satisfied both before and during their travel, communication was crucial to inform them of alterations to their plans. Once clients start their journeys, sometimes unexpected changes occur. One such situation was a significant weather disruption. A family of 4 were unable to travel to New York and spend the desired four days there. Due to their stopover in LA, I needed to organise four days of activities elsewhere. I made multiple phone calls to the clients to brief them on planning and status, understand their requests for the four days, and comfort them during this stressful time. Organising accommodation and activities in a different time zone required me to send many emails confirming availability on short notice. After constant communication with the family and many managers, I successfully reorganised the days spent in LA instead of New York, where the family enjoyed their altered stay. They even brought back a thank you gift for my consistent communication and quick thinking. Without being confident in my communication skills, being a travel agent would have been extremely difficult. It was crucial to organise, control, reach out to multiple people, and ensure clients were always satisfied with my service.

Selection criteria: Have the ability to prioritise tasks accordingly and demonstrate a high level of organisation

Organisational skills are a vital capability for working in any job in any field of work. The reader would be looking for an example of when you demonstrated your organisational skills at a time of need — or in your everyday work — that you can continue to display if they hire you.

Organisation criteria example

In my current position as the Year 6 teacher at Saint Mary’s Primary School, my job is to help the students become more mature before they reach high school and ensure their numeracy and literacy skills are all up to the standard. It is essential to teach them skills that will carry on throughout their schooling careers, such as organisation, socialisation and dedication. 

One of my tasks as a teacher includes converting weekly objectives into achievable tasks that the students will understand, such as homework or in-class activities. For example, a typical Friday will mean the collection of homework. I analyse the homework and monitor which areas the students struggled, passed or excelled in and use this to integrate into the following week’s lessons. I will develop the week’s timetable appropriately, considering any activities the students have to attend, allowing me to determine the relative importance of each task. 

By Monday morning, I am aware of the students’ weekly progress and tasks and have set the week’s goals. It is imperative as a teacher to remain constantly organised and prioritise the student’s needs and difficulties to ensure they can get the best education.

Selection criteria: Demonstrated time management skills with delegated tasks and ability to meet deadlines

Time management means that you need to demonstrate how you can work effectively. Employers expect all staff to make optimal use of their time and allocate it appropriately. Managing time is a crucial aspect of a business, and an employer needs to know how to use your skills to benefit the company.

Time management criteria example

While studying Business as a full-time university student, being part of a competitive dance team and having a part-time job at Kmart, my early 20’s were very busy. In addition to plenty of daily activities, I kept up with housework, grocery shopping and cooking, and proactively managed my full study load.

Whilst I considered myself a busy person, one week seemed particularly busy where I knew I had to manage my time well. That week consisted of two university assignments to complete, a total of 4 shifts at Kmart, and an extra dancing practice as there was a competition that weekend. I had to organise the appropriate time to allocate to each activity, as my Kmart shifts, university lectures and dancing classes were all at set times. To remain organised, I designed a timetable for the week, allocating my set activities first, and filling the blanks with when I could cook, study, sleep and attend to other activities. As one of the two assignments was due on the Friday of that week, I prioritised that task to complete first before I did the other one, which was due the following week. By Saturday, I had managed my time successfully as I met all my set commitments and had finished the first assignment Wednesday, leaving ample time to complete the second assignment during the rest of the week. It was continuously crucial in my 20s to manage my time appropriately in my day-to-day life and prioritise tasks based on their importance.

Selection criteria: Ability to approach difficult tasks and sudden changes appropriately

Employers are looking for an individual who can develop ideas to assist in formulating, creating and evaluating several possible solutions to a problem. Problem-solving skills are vital in high-stress scenarios and demonstrate quick thinking and versatility in the workplace.

Problem-solving criteria example

When working as the Head Waiter at Ballara Receptions, it was common for me to take control of multiple situations and lead the other waitresses by example and as a leader. The position itself entailed allocating specific tasks to the waiters and ensuring a smooth flow of the night. One night, there was an error in the number of guests attending the wedding. Whilst this issue needed to be dealt with quickly, there was not enough staff to meet the number requirements. I had to re-organise my plan for the night and allocate extra tasks to the other waiters to make up for the lack of staff and the additional people. There were many situations to rearrange, such as seating, the number of staff allocated to each job and the extra materials needed to serve the guests. 

Whilst it was lucky a staff member was willing to work that night, without the ability to adapt quickly and evaluate a situation, the night would not have gone smoothly with the multiple changes that occurred.

Selection criteria: Strong analytical skills and attention to detail

Analytical skills are essential in the workplace as they tie in with problem-solving. An employer wants to understand how you gather information, analyse it, and solve problems that ensure a smooth workplace productivity flow.

Analytical skills criteria example

It is essential in any job to constantly evaluate simple and complex problems in the workplace using skills such as paying attention to detail and researching and analysing problems. 

When I was completing my Certificate IV in Bookkeeping, I was required to undertake a group assignment that required us to record an actual business’s financial affairs for a month. We worked with Benjamin’s Patisserie to help ensure his sales and costs were accurate. Whilst spending time at the café and working closely with the staff, I noticed that all staff completed multiple jobs throughout their shift with no allocated task for each. It became noticeable that some team members were more suited to a specific task such as serving, making coffee and working the cash register. I suggested to the owner Benjamin that he allocate tasks to each staff member based on their strengths and weaknesses. Immediately I noticed that sales increased as there was a smoother flow of productivity in the café, tasks were completed efficiently and at a higher standard than before. It is crucial always to analyse ways an organisation can improve or if there is an issue that you can resolve as it helps to increase success in the workplace.

What is the difference between selection criteria and selection process?

Selection criteria play a role in the selection process, and are used as a tool to choose the most suitable applicants for a position.

The selection process is the procedure an organisation uses to hire new people. Usually, the company will form a selection panel of two to three staff who will review all applications, then choose a group of applicants to advance to the interview stage. This process can include an interview, a written assessment, and psychometric testing. In most cases, this takes 4 to 8 weeks.

How do you write a good selection criteria?

To write a good selection criteria response, use the specific language from the job description, use concrete examples that prove you meet the criteria, and provide measurable outcomes where possible.

What is the difference between selection criteria and job qualifications?

Qualifications are a type of selection criteria, and are used in some jobs to ensure that a new hire has the appropriate certification to work in this role, as required by the industry.

How long should a selection criteria response be?

Generally, a selection criteria response should be around 250 words. This will vary depending on the question asked, however. For example, some criteria may only require you to state your qualifications. On the other hand, some may ask you to give a more detailed description of a scenario.

What kind of examples can you use in your selection criteria?

It’s usually best to use examples of times when you had to deal with an unusual or unexpected situation at work, but you can also use more general examples that show how you managed your day-to-day tasks.

What are some reasons for rejecting a response to selection criteria?

Hiring managers may reject an applicant who:

• Fails to proofread their selection criteria responses
• Fails to use concrete examples
• Uses irrelevant examples

Perfected your selection criteria responses?

… then you’re ready to polish your interview technique. Your interviewer is bound to ask some of these 38 interview questions — are you prepared for them?

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Table of Contents

The Ultimate Guide to Key Selection Criteria Writing (with Free Selection Criteria Examples) 2023

Selection Criteria Writing Examples and Templates

Understanding how to address key selection criteria writing , suitability statements, response letters, and targeted questions by highlighting your skills, attributes, knowledge, and qualifications can make the difference between successfully securing a role and having to continue with your job search.

Employers, local councils, Australian public service, and government departments will define criteria that seem essential for satisfying the job requirements. Often it can be found in the position description or capability framework for the role you’re applying for.

You will need to describe and demonstrate how you satisfy the selection criteria writing when submitting your response to the application in a separate document, online application portal, or within your cover letter.

What exactly is selection criteria writing or free selection criteria examples?

When applying for a role that requires you to address selection criteria, you are required to write a statement against each statement. It needs to outline how your current skills, attributes, knowledge, or qualifications satisfy these criteria. Included in the job listing will be the application requirements, which you must adhere to in regards to word limits, page limits, and character counts.

Addressing and submitting selection criteria in the application process helps the selection panel assess all applicants fairly and consistently.

What are the benefits of addressing selection criteria writing for a role ( apart from resume writing services )? 

Referring to the selection criteria gives you a greater understanding of what the job entails and the types of duties and tasks you may perform. It’s also an opportunity to self-assess your own skills, capabilities, and experience against the role requirements to see if it’s you’re capable of being successful in the role or if you need further development, education, or experience before submitting an application.

What are some free examples or templates of selection criteria writing?

Referring to the selection criteria is not as simple as listing a series of skills you’re competent in. You’ll need to include your work experience, abilities, your awareness, and refer to your hard and soft skills. It can also refer to qualifications you have acquired as many professional roles require you to hold a diploma or degree in specific fields.

Selection criteria writing can generally be broken down into four specific categories—each need to be addressed separately with clear examples of how you satisfy it.

Skills and Abilities

You’ll generally always find this category in job ads. The purpose of this criterion is to provide examples or demonstrate when you’ve used a particular skill or ability. Examples can include:

• Customer service skills
• Verbal communication with multiple audiences
• Written communication ability

Rather than learn about specific examples relating to your previous experience, employers are more interested in your entire range. This criterion allows you to summarise your history and provide them with details on what you’ve accomplished, where you excelled, and what you learned. Examples might include:

• Your use of technology in previous roles
• How you ascended to a managerial position
• The various industries you have been a part of

Understanding of Awareness

Employers need to gauge your understanding of a subject or issue. It helps provide them with a sense of your knowledge in the field and how much training or time they would need to commit to bringing you up to speed. Some examples can be:

• Is your understanding developed through educational theory?
• Did you acquire this knowledge from on-the-job experience?
• If you don’t have a specific example, how did you address the selection criteria?

Qualifications

It might seem like this criterion would be the simplest one to address, but employers are interested in more than just the name of the qualification on the certificate. They’ll want to know what subjects you learned and the areas you excelled in. Examples of credentials that may be required include:

• Diploma in Leadership
• Certificate IV in Accounting
• Diploma of Project Management

Template for Selection Criteria & How to Write & Address Key Selection Criteria

The key selection criteria are dependent on the type of job you’re applying for. You will get asked a series of questions based on your experience as a way to find out what makes you the right person for the role. That’s why it’s imperative that you include the correct information in a clear and concise manner.

When responding to the questions, you need to stay focused and keep your answers clear and to the point. Waffling and jumping around in your answers will only cause confusion to the selection panel. It’s also about quality over quantity, so you keep your answers from half a page to a page unless the application requirements specify differently.

It’s also critical to ensure your answers are relevant to the question being asked. Only list the skills and experiences that are applicable to the specific criteria. You should also use examples of past scenarios and how it’s appropriate to the role you’re applying for. If you don’t have previous work experience, then you should use other life examples or what you learned whilst in university.

Addressing selection criteria shouldn’t be a daunting experience. Use these five simple steps to answer key selection criteria effectively:

• Step One:  Understand the question or point and assess whether you meet all the requirements and can provide examples
• Step Two:  Nail the opening statement
• Step Three:  Brainstorm ideas for each selection criterion
• Step Four:  Dive deeper into detail and support your statements with ‘the how’
• Step Five:  Check off your selection criteria writing checklist

Step One:   Understand the question or point and assess whether you meet all the requirements and can provide examples

Before you start your resume or have it professionally written and start writing your cover letter, you need to analyse the key selection criteria and assess whether you can speak to it as well as provide examples to demonstrate how to meet them.

Sometimes it can look a little complicated on paper. So it’s best to start by underlining the keywords.  From there, you can break it down into simpler, meaningful components.  Take the time to think about what the employer is looking for, and then respond to that.

For example, a job description might include the following key selection criteria:

• Provide key points, information, and opinions in a clear and concise manner verbally
• Able to work with others to solve interpersonal conflicts positively
• Ability to work in both informal and formal settings individually and in teams

In this instance, the key selection criteria would be:

• Ability to communicate verbally
• Work with others to solve problems
• Able to work unsupervised and in teams

Step Two:   Nail the opening statement

Your opening statement is your opportunity to grab the attention of the reader or the selection criteria. It can determine if they continue to listen or read the rest of your statement or make up their mind on whether you’re right for the role.

The key is to keep it short. You should be able to clearly explain in one sentence how you address this criterion by incorporating the key points. 

For example, a good example would be:

“I possess strong verbal communication skills, which I developed during my time as a Team Leader.”

Step Three: Brainstorm ideas for each selection criterion

Now that you’re clear on the requirements, it’s time to pull together relevant examples of your work experience to demonstrate how you meet it. 

Start by listing your job title and where you worked. Next, explain how this role fulfils the key selection criteria.

Some examples for a leadership position might include:

• Assistant Team Leader at X – coached and developed staff by providing clear verbal advice.
• Team Leader at Y – first leadership position, provided verbal updates to peers, and solved problems with teammates to meet performance objectives.
• Team Leader at Z – worked unsupervised due to the area manager being based interstate, assisted other team members located locally with issues they faced.

Step Four:   Dive deeper into detail and support your statements with ‘the how’

In this step, you’re going to want to go into the specifics around how you meet the key selection criteria. While you might feel comfortable talking about your previous experiences, you need to be able to structure it in a way that employers can understand the key points you’re trying to make. It’s why the STAR (Situation, Task, Action, Result) method is one of the most successful ways to support your claims.

One example of using the STAR method is:

• Situation – “In my role as an assistant Team Leader at X”
• Task – “I was required to coach and develop staff by providing clear verbal advice”
• Action – “I gave staff clear direction on what areas to focus on and what strengths they possessed”
• Result – “It helped improve customer experiences and the staff’s confidence to perform their role to the best of their ability” 

Step Five: Check off your selection criteria checklist

Once you’ve finished all of your key selection criteria, it’s worth double-checking a few things to ensure that you’ve covered everything. Using this checklist can give you the confidence to hit the submit button when the time comes.

Have You Addressed All Aspects of the Selection Criteria?

As you read over your responses, make sure that you’re using the same wording that’s found in the position description. It will help employers assess you consistently with other applicants. It also helps if it correlates with the verbiage used in the advertisement.

Make sure you have met all of the requirements, including the word count. If the recruiter or employer has requested examples, then put them in bullet point form, so it’s easier to read.

Are Your Examples Relevant?

Double-check that your answers are simple, concise, and specific. You also want to make sure that it’s relevant to the point that you’re trying to make.

Don’t write an essay about your previous experience if it doesn’t relate to the specific criteria or the position. 

Did You Use the Right Words?

The wording you use should reflect the job ad. Most positions can receive hundreds of applications, which means your submission needs to stand out, and it will if you use phrasing that’s relevant to the role.

Steer clear of passive words and ambiguous terms. Be clear with your writing and land the points you’re trying to make.

Did You Get Someone Else to Proofread Your Response?

Never underestimate the power of a fresh set of eyes. While you might read over your work dozens of times, eventually you’ll scan over mistakes. Get a friend or family member to take a look and see if they notice any issues or have advice on how to approach your response.

Provide them with the job ad as well so that they know what to compare it against. Taking the extra time to complete this step will provide you with the assurance that everything you’re submitting is accurate.

The STAR Selection Criteria Method Explained

The STAR method is one of the most popular ways of addressing selection criteria in a written statement. It helps clearly demonstrate why you’re the right person for the role.  

Rather than just listing the skills you possess; you can provide examples of situations you’ve been in and the strategies and skillsets you implemented to achieve an outcome.  This is what the STAR method does. It provides employers with the confidence that you’re capable of the role you’re applying for.

STAR stands for Situation, Task, Action, and Result, and here’s how each step can help you speak to the key selection criteria.

Firstly, you’ll describe a situation you were faced with.

Choose the most appropriate situation from a current or previous workplace, education, or personal experience.  If you can, select a scenario that demonstrates the significance of your knowledge and skill. Choose something interesting, and if you can, meets more than one of the selection criteria or key capabilities that the role description listed.  Be concise in your summary; give just enough information to provide context to the Task, Action, and Result.

Next, you’ll describe the task that you had to complete.

What were your responsibilities and assignments for the situation?  Again, be concise. Only provide the necessary information to provide the potential employer with context for the actions that you took.

Now describe the actions that took place to complete the task.

Here’s where you can start to provide more detailed information.  How did you approach the task, and what skills were required?  This is your chance to demonstrate your experience, logic, reasoning processes, and ability to take necessary action.  

Make every word count, and don’t be afraid to highlight how you meet the criteria in detail.  Remove the guesswork for the potential employer because this is the part of the story that they are most interested in.

Finally, what was the result of your action?

This step is almost as important as the action. It tells the employer whether you were able to bring about a positive outcome.  Include details on what you accomplished, any benefits that you delivered, what you learnt from the situation, and the result.  

There’s no need to exaggerate, but you also don’t want to be modest.  The employer wants to know what you can bring to their company, so let them see the benefit you will be to the team.

If you can’t think of a situation that addresses the selection criteria that did have a good outcome, then acknowledge how you could have approached it differently or what you took away from the experience that you could implement next time.  Everyone makes mistakes. Demonstrate to the employer that you learn from them and are in a better position to handle such a situation if you are ever faced with it again.

Free Selection Criteria Template Example Answers

Sometimes the best way to learn how to address key selection criteria is by reading the right way to do it. It allows you to see the STAR method in action and what recruiters are looking for when they’re scanning through multiple applications. These examples may help inspire you to write an amazing response utilising your own skills and experience.

Demonstrated success in delivering high-level support services to Executive staff in a high demand environment.

The keywords in this example are delivering high-level support and the ability to work in a high demand environment. The employer is looking for specific examples as per the opening statement of demonstrated success.

I have over fifteen years of experience providing executive support and assistance in busy environments within the mental health, aged care, family services, and education, commercial and religious sectors. In all of my roles, I have been acknowledged for providing outstanding support as well as improving processes and procedures to increase office efficiency. 

In my current role, I am the Executive Assistant to the Executive Director of the State Insurance Regulatory Authority. I am responsible for diary and travel management (including resolving clashes and negotiating arrangements), managing meeting logistics, drafting and sending correspondence, answering emails, responding to telephone enquiries, creating documents and presentations, and managing expenses. 

In 2016, I was the Executive Assistant at Thomas Holt, reporting to the CEO. I provided diary and email management prepared Board papers and manages meeting logistics. I have also been the Executive Assistant, reporting to the Director, for the Safeguarding and Ministerial Office for the Archdiocese of Sydney and the Executive Support Officer, reporting to the Chairman for the Catholic Social Services NSW/ACT Branch. In these roles, I demonstrated success by:

• Developing induction programs and delivering them to new Branch CEOs
• Creating the operational plan for the NSW/ACT Branch linking to the broader Strategic Plan of the organisation
• Producing member surveys and reported the findings to the Board and Chairman
• Establishing meeting systems and processes, including evaluating the effectiveness of current structures
• Implemented paper and electronic filing systems
• Five years of experience supporting Boards within the not-for-profit sector

I also have two years of experience in short term contract roles in organisations of varying size and complexity, providing executive support in busy commercial and government organisations. This included delivering services to the Chief Information Officer at Qantas, a Leighton Contractors Project Director, the Chief Information Officer for Baulderstone Hornibrook, and the General Manager of Human Resources in the Department of Education and Training. In these roles, I managed diaries, travel, expenses, filing systems, reports, presentations, meetings, events, and document creation.

I liaised with external stakeholders holding high office, such as the Bishops of the NSW/ACT Catholic Church, the Catholic Education Commission via Board and Committee’s, NSW Health seeking funding approvals, NSW Law Society to collaborate on a website project.

Demonstrated experience in project management.

The employer is interested in specific examples of projects you’ve worked on. It’s ideal to include initiatives you’ve worked on and the results of it. Was it successful? Did it fail? Why did it fail? What could have been done differently? This is all relevant to the employer as it demonstrates experience.

I have experience in managing a range of different projects. For example, most recently, while working for the Mental Health Commission of NSW as a Communications Specialist, I coordinated the 2017 Mental Health International Leadership Exchange. This involved liaisons between journalists, media producers, videographers, and host organisations to facilitate information exchanges and communication of opportunities. I also recently managed the logistics of the Australian first “Check up from the Neck Up” campaign held at the Sydney Royal Easter Show and I was responsible for the planning, running, and evaluation of the event. I also was responsible for the recent Digital Mental Health Speaking engagement, which had over 400 delegates in attendance.

While working for Catholic Social Services, I organised a Parliamentary Forum to discuss funding for best practice programs. This involved developing an event prospectus to send to MPs following the event and sharing client and service success stories as a way of continuing to engage politicians and other agencies. I also managed guests, Ministerial speakers, the venue, catering, registrations, event photography, and reporting on the forum’s outcomes. As a result, the NSW/ACT Branch profile was raised, and funding opportunities increased.

I have also completed projects involving website redevelopment from the design stage through to implementation and evaluation.  To complete the initiative, I worked with web designers, consulted with staff to deliver content, and achieved approval from the Board to go ahead with the project based on funding available.

Highly developed communication skills (written and oral) with an ability to interact with people at all levels.

Here you’ll need to demonstrate how you communicate with peers, stakeholders, executives, and any other team members. Are you able to relate to all levels of management? You’ll want to use examples of interactions you’ve had and how you communicated with them in multiple forms.

As a professional Executive Assistant, my communication and interpersonal skills have been developed to a high level, and I have the ability to deal with an organisation’s key internal and external stakeholders, including heads of agencies, Senior Managers, caseworkers, health professionals, and the general public. I currently manage travel arrangements, email, and other communications while acting as the first point of call for the Executive Director at the State Insurance Regulatory Authority.  As the Executive Assistant in the Safeguarding and Ministerial Integrity Office, I was responsible for referring calls to specialised officers, responding to historical and new complaints, and working with the Director to notify the NSW Ombudsman. This role also required the ability to deal empathetically and sensitively with distressed, upset, and angry people, similar to my experience working in the mental health sector

In addition, as the Executive Support officer for Catholic Social Services, I:

• Created policies and procedures covering expense management and wrote a policy regarding the expenditure of reserves under $100k
• Wrote and reported to the National Office, Chairman, CSS NSW/ACT Board or Branch on advocacy priority areas such as homelessness, disabilities, mental health issues, committee activities, and day to day operations
• Created and maintained a confidential filing and records system, moving towards a paperless office

While working for the Mental Health Association of NSW, I:

• Was a crucial member in the development of the Memorandum of Understanding between NSW Health and the Mental Health Association of NSW requiring working with multiple stakeholders, members of the Association, the NSW Government and drafting documents for review and consultation
• Led the development of policies including those dealing with harassment, complaints, and grievances and presented them to the Board for approval 
• Initiated the development and funding of a website for lawyers working with clients with mental health issues
• Developed networks within culturally diverse and indigenous communities to promote the Seasons for Growth, a grief education program
• Dealt empathically with health professionals, consumers, and carers in order to refer persons to the service that suited their needs

Demonstrated ability to show initiative and use sound judgment and work collaboratively and as part of a team as well as independently.

There are several keywords in this statement, specifically initiative, sound judgement, work collaboratively and independently. The employer wants to see how proactive you are, what your decision-making process looks like, and how well you play with others.

I most recently demonstrated my initiative in managing the Digital Mental Health Event for the Mental Health Commission of NSW, where I increased RSVPs from 30 to over 400 people in a month through identifying potential attendees, creating engaging communications, and creating wide-ranging interest in the event. Working in the Archdiocese Safeguarding and Ministerial Integrity Office required a high level of initiative and the application of judgement on a daily basis when dealing with new and historical complaints, submitting notifications of concern to the NSW Ombudsman, and dealing with complex matters. I have also demonstrated initiative through my work reviewing policies (for example, expense and financial management policies), forming working groups to evaluate and improve procedures and making recommendations to value add, sharing information and expertise that have been approved by Boards, CEOs, and Executive Directors.

I can work with both staff, internal and external Boards, Committee members, and clients and members of the community in the health services sector to achieve strategic and operational goals. I am comfortable working on my own on projects such as completing reports and presentations, but have also demonstrated the ability to work collaboratively and in a team, as evidenced by my work with the various Special Interest Groups for the Catholic Social Services NSW/ACT Branch. Here I collaborated on Terms of Reference development, which involved meeting with the multiple stakeholders and committees, drafting new Terms of Reference, and then having them approved by the Board for use with Special Interest Groups and Committees. As a result of my involvement, I increased participation to 33 members in the Branch and Special Interest Groups, including assisting the transition to a new Executive and coordinating guest speakers and networking opportunities. I also have experience using my initiative to seek agenda items and prepare papers for the Board and the CSS NSW/ACT General Meetings and assist the Chair in developing content for the Quality Assurance Working Group meetings and made suggestions on how to facilitate the Youth Services Network. I have also made proposals for designers to the Board regarding a significant website redevelopment, consulting with staff during the implementation phase working towards an evaluation of the project while working for the Mental Health Association.

Demonstrated experience in managing a high workload, including the ability to prioritise tasks whilst under sustained pressure and maintain accuracy and attention to detail.

In this key criterion, you’ll need to demonstrate how you perform under pressure. How do you prioritise the importance of tasks, and if you’re too busy, does your work suffer? 

I can manage a demanding and sustained workload whilst remaining calm and maintaining quality outputs. I am able to plan and prioritise work, which sometimes includes replanning on a daily basis to accommodate unforeseen events, changing priorities, or additional work. I am an experienced diary, travel, and email manager and have dealt with high volumes of phone calls and in-person visitors. 

I am a fast and adaptable learner, as evidenced by one-year short-term contract Executive Assistance roles, which required the ability to hit the ground running and immediately provide quality support to senior members of an organisation. I also have experience delivering events and projects within short time frames as well as offering business as usual executive services, as evidenced by the successful organisation of the Mental Health International Leadership Exchange and the Thomas Holt 60 th Anniversary Celebration. I can manage high workloads whilst at the same time identifying opportunities to work smarter. For example, while working for the Mental Health Association of NSW, I improved reporting efficiencies by 90%, at no cost to the organisation, which also enhanced the ability to forecast and report on the high demand for services.   

I’m adept at juggling tasks in both simple and complex environments in organisations ranging in size. I aim to keep executive support running smoothly, ensuring stakeholders have the information required to move ahead with their tasks. I utilise programs such as Outlook, to-do lists, and checklists to complete work in a timely fashion. 

I have managed and monitored budgets with 100% accuracy while employed as the Catholic Social Services Executive Support Officer. This required an eye for detail and the ability to spot discrepancies and risks to the budget. In addition, I was responsible for invoicing and expense management and ensuring details were recorded and correctly distributed. I also use my eye for detail to gather and analyse statistics and qualitative information to create recommendations and improve services, which I did while the Executive Assistant in the Archdiocese of Sydney. I was here I benchmarked information provided against local and international organisations and made key recommendations to improve communications.

Demonstrated experience in meeting preparation, organisation, and minute taking experience in real-time using computers.

This criterion requires specific examples of how you prepare your meetings and organise yourself. The employer wants to know your process, how successful it is, and how flexible it could work for their environment.

I have been responsible for organising meeting logistics, preparing and distributing agendas, taking and drafting minutes, and following up on action items. I am experienced in taking detailed minutes, capturing strategic discussions and big picture visions as well as accurately capturing the details of action items. I have used various tools to assist with meeting management, including using a laptop, dictaphone, or note-taking to record meetings and take minutes. For example, while the Executive Assistant with Thomas Holt, I was responsible for the preparation of meeting venues, attendees, agendas, minutes, and papers for Board meetings. I attended Board meetings, took minutes, and collaborated with the Chair for final approval and distribution.  

Whilst employed as the Executive Support Officer for Catholic Social Services, I reinvigorated the Branch structure by creating a meeting schedule, increasing participation by members, and co-chairing meetings.  Providing Secretariat services to the Branch and special interest group committees, I drafted agendas, recorded minutes, prepared meeting papers for the Executive Board and Branch members. I also assisted with the Annual General Meeting coordination. I even worked with the Youth, Quality Assurance, Mental Health, and Marketing Special Interest Working Groups to create and update Terms of Reference and operating guidelines and supported the Chair to work with these groups. 

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Bonus: how to write a 600-word selection criteria response (free selection criteria examples answers template).

When working out how to address a selection criteria response for a job application, you may have learned about using the STAR method .  In many circumstances, this is the best way to structure your response.  Sometimes, however, the application information will ask you to submit a 600-word response that outlines your ability and suitability to the role.  

The 600-word  response is structured differently.  Use it as your chance to ‘pitch’ to the hiring agency why you’re the right person for the job.  You still need to highlight any skills and experience you have that are relevant to the role, but it generally requires you to write one response, rather than address each selection criteria individually.

In this article, we’ll look at simplifying the process and breaking it down into manageable steps to help you write a winning response.

How to Write a 600-Word Selection Criteria Response.

Breaking down the selection criteria response

While you won’t be using the STAR method addressing each of the criteria individually, you’ll still need to understand the selection criteria.  Remember that this is the set of skills, experiences, and personal qualities that the company has decided to use to measure the candidate’s suitability to the role.  If you don’t look at what they’re searching for, you can miss the mark, and the job opportunity.

The first step in breaking down the selection criteria is to highlight the keywords.  Break it down, take a step back and work out what the company is actually looking for, then write them in a list of dot points.

The next step is to determine how you match those points.  What experience, skills, abilities, qualifications, and personal traits do you possess that are just what the recruiter is looking for?  Brainstorm these points, including examples where you can, and write them down.

Structuring your selection criteria response

How to Write a 600-Word Selection Criteria Response , as I mentioned earlier, the structure for a 600-word response is different from using STAR or similar techniques.  These methods are often used to address each criterion as a stand-alone (the application process may ask you to write a response to them individually, listing each one as a sub-heading).  However, the 600-word response will ask you to address them as a whole.

In the example above, the application instructions direct you to provide a single , 600-word response providing relevant experience, qualities, and skills that you will bring to the role .  Using your understanding of the role requirements (from the breakdown of the key criteria), communicate to the recruiter why you are the best person for the job.  This is the chance for you to demonstrate your suitability.

Don’t just re-write information in your Resume or cover letter.  Tell them why they should hire you.  You have 600 words in which to pitch all your relevant skills and abilities.  Tell them about your experience, draw from examples where you can, and quantify your experience where possible; be precise.  As much as you can, use action verbs.  By using strong, action-oriented words, your application will stand out more.  For example, instead of writing “was in charge of (a project)”,  using “headed” or “oversaw” sounds more impressive to the employer.

If you have a few stand-out examples that demonstrate your suitability, then use them.  Either follow the outline provided in the advertisement or explain the Situation, your Task, the Action you took and the Outcome.  Don’t undersell yourself, but do keep it concise, you won’t have the space to give an example for each criterion.

Need a hand in writing your response?  Contact us , we offer a variety of services writing for selection criteria and will be happy to help you.

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10 selection criteria examples for your resumé

When you’re browsing job ads, you’ll notice that many of them ask you to  respond to selection criteria in your cover letter. But what are they exactly? They’re the skills, knowledge and qualifications the employer thinks are essential for succeeding in the role. 

By addressing these criteria in your cover letter, you can improve your chances of advancing to the next stage of the recruitment process . In this article, we explore more about what ‘key selection criteria’ is, look at common criteria on job ads, and provide a selection of criteria response examples you can use as a guide for your cover letters.

What is ‘key selection criteria’?  

Key selection criteria are the qualities, skills, knowledge and experience that a job seeker needs to be able to perform in a role. A list of key selection criteria on a job ad tells you which attributes the employer thinks you need for the position. This list allows hiring managers to efficiently assess the job applications they receive.

As a job seeker, it’s important to pay attention to the key selection criteria of every job you apply for, to figure out whether you’re a good fit for the role. If you match these criteria, you can use the selection criteria list as a guide when preparing your job application, to ensure you address the job role’s essential requirements.

Common types of key selection criteria 

There are different types of key selection criteria, often categorised into three main groups: technical skills, soft skills and personal attributes. By addressing each of the different types of key selection criteria, you can show the hiring manager that you’re suitable for the role.

1. Technical skills 

Technical skills refer to specific knowledge and abilities required to perform particular tasks. These are often acquired through education, training or previous work experience and are directly related to the job’s duties. 

Examples of technical skills include:

• Proficiency in software like Microsoft Office or Adobe Creative Suite
• Familiarity with coding languages such as JavaScript and Python for technical roles
• The ability to operate specialised equipment (tools, machinery, medical equipment, electrical appliances, etc.)

2. Soft skills 

Soft skills are interpersonal skills that determine your ability to work and interact with others. While soft skills are less tangible, they’re just as important as hard skills, and essential for successful teamwork, stakeholder management and problem solving. 

Sought-after soft skills include:

• Communication skills, including both verbal and written
• Leadership and team-building skills  
• Time management and organisational abilities

3. Personal attributes 

Personal attributes are traits or qualities that shape how you approach work and collaboration. These are often reflective of your work ethic, attitude and personal values . 

Examples of valuable personal attributes include:

• Adaptability, or how you adjust to changes or handle unexpected challenges
• Attention to detail, or your ability to do accurate, error-free work
• Resilience shows that you can overcome setbacks

10 key selection criteria examples  

After identifying the job’s key selection criteria, it’s important to tailor your application to suit. Here are some common criteria often listed in job descriptions, along with a few tips for addressing selection criteria, with examples.

Communication skills 

Communication skills refer to your ability to clearly convey information, verbally and in writing, to different audiences. They’re important across a range of roles whether you’re working as part of a team, liaising with clients or customers, or taking on a leadership role .

Here are a couple of examples addressing selection criteria to do with communication.

I have a high level of communication skills, both verbal and written. In my previous role, I was often meeting facilitator and took minutes for my team’s weekly meetings. I also attended departmental meetings, providing updates on project milestones and addressing questions from stakeholders.

During my time as a customer service representative, I demonstrated exceptional verbal communication skills when dealing with guests. In most instances, I was able to diffuse situations by working with the customer to understand their issue and provide a resolution without escalating to my manager.

Strong analytical and problem-solving skills 

Analytical and  problem-solving skills refer to your ability to analyse situations, identify underlying issues, and implement practical solutions. Employees with strong analytical and problem-solving skills can help improve efficiency and productivity in their workplaces. 

My current role as a project manager requires strong analytical and problem-solving abilities. My responsibilities include identifying bottlenecks and testing solutions to streamline our workflow. 

Ability to work well under pressure 

When you work well under pressure, you’re able to maintain performance standards and manage priorities in challenging situations. These skills are important in the workplace for meeting deadlines while maintaining work quality. 

My current role as a graphic designer frequently involves juggling competing projects. To keep my work quality high, I have developed strategies to help me prioritise, and I truly enjoy the excitement and energy of working in a fast-paced environment. 

Demonstrated leadership skills 

Leadership skills refer to your ability to guide, motivate, and inspire a team toward achieving organisational goals. Whether you’re looking to move into a leadership role or wanting to take the lead on a project, leadership skills can help advance your career .

I have proven leadership skills, demonstrated in my last two roles, where I have led teams to exceed their KPIs. I currently manage a five-person team, delegating tasks, overseeing work, and encouraging collaboration, to meet and exceed project milestones. I have the lowest staff turnover rate of any team leader in my company. 

Commitment to continuous professional development 

Many employers value continuous professional development . Showing a commitment to lifelong learning shows that you’re proactive in developing your skills and knowledge, and will work to keep yourself an asset to your employer. 

I am dedicated to continuous professional development, actively seeking opportunities to improve my skills and knowledge in my field. I regularly attend workshops, webinars and industry conferences, and have a list of recent certifications. 

Technical proficiency 

Technical proficiency involves possessing specific technical skills or knowledge relevant to the role. This varies depending on your industry, with each role requiring specific skills and knowledge. 

I regularly update my skills through online courses and on-the-job training. I believe it’s important to stay informed about advancements in my field and also to contribute my own knowledge to help others. I keep up to date by subscribing to industry newsletters and attending local workshops. 

Ability to work as part of a team 

Effective collaboration involves working with others to achieve common goals. It’s important for all workplaces, because it means you’re an easy person to work with. Ability to work as part of a team includes things like supporting colleagues and keeping an open mind about others’ perspectives.

I believe I work best as part of a collaborative team, paired with other professionals who inspire and support each other. I have years of experience working in teams with diverse backgrounds and from different disciplines, and genuinely enjoy the social aspect of collaborating with others.

Effective time management 

Time-management skills are highly valued by employers. They refer to your ability to prioritise tasks and use your time efficiently to meet deadlines. Not only does this help improve the quality of your work, but it can also help reduce stress . 

Through years of being a private tutor, I have developed excellent time-management strategies, allowing me to book up to 20 students per week without sacrificing the quality of my teaching. I have many long-term students that I have helped throughout entire degrees to graduation.

Attention to detail 

Attention to detail means performing tasks with precision and accuracy. By paying attention to the finer details, you can reduce the chance of errors and produce higher quality work. 

I am detail-oriented and take pride in my work, paying close attention to small details and often picking up small errors that other people miss. 

Adaptability and flexibility 

Flexibility is a personal attribute that is highly valued among employers, so it’s often worth demonstrating your capability to adjust to new challenges, work in unpredictable conditions, and adapt to changes in the workplace. Example:

I am a flexible and adaptable worker who welcomes new challenges. I’m always open to learning new skills and processes, as demonstrated by my role as unofficial team trainer in my current position. I’m always the first to volunteer upskilling my co-workers.  

As a job seeker, it’s essential to identify the selection criteria listed in a job ad, and address each point in your job application. Pay close attention to what the hiring manager is asking for and adjust your resumé and cover letter to include these specifics. By matching your application to the selection criteria, you’ve got a better chance of making it through the application stage to an interview.  

What is the best selection criteria? 

The best selection criteria will depend on the role as well as the objectives and values of the hiring company. The best selection criteria to have are the ones that match the requirements and objectives of the job, as listed in the ad. 

What should be included in selection criteria? 

Selection criteria should include specific attributes, qualifications, skills and experience deemed essential or desirable for a job. The selection criteria should address all relevant aspects of the role: qualifications, experience, skills and personal attributes. 

What are the five selection criteria?  

Selection criteria typically fall under five categories, including:

• Qualifications
• Technical skills
• Soft skills
• Personal attributes

How do you answer key selection criteria in a cover letter? 

When answering the key selection criteria in your cover letter, use the STAR approach. The below example of key selection criteria responses for a cover letter demonstrates how you can use this method: 

• Situation: describe the situation where you used the skill/attribute.
• Task: follow that with the task or the role you played.
• Action:  explain the actions you took to address the situation or task.
• Result:  detail the outcome or impact of your actions, emphasising any achievements or successes.

How many kinds of selection criteria are there? 

There are a number of different types of selection criteria that fall into broad categories: qualifications, experience, technical skills, soft skills and personal attributes. Some positions might also have selection criteria that relate to ethical values or employee background.

What are selection criteria used to assess? 

Hiring managers use selection criteria to assess whether a job seeker’s qualifications, skills, experience, knowledge and personal attributes match the requirements of the position. 

For example, if you’re applying for a government position, common government selection criteria examples include:

• A bachelor’s degree or higher
• A clean background check (no criminal history)
• Working with Children Check (for the education sector)
• Australian citizenry
• Experience working in a large, complex organisation
• Strong computer literacy (for office positions)
• Stakeholder management

What are some examples of selection criteria? 

Here are some examples of selection criteria:

• Qualifications:  possesses a relevant degree, certification or qualification in the field.
• Technical skills: proficient in programming languages, including Python, Java and C++.
• Personal attributes:  analytical, adaptable, empathetic, creative, self-motivated.

How do you answer key selection criteria questions?

Answering key selection criteria requires a structured approach to ensure you provide relevant examples that demonstrate your suitability for a role. Start by understanding the selection criteria and identifying examples that match. From here, you can use the STAR approach to tailor your answer. Provide clear evidence of your accomplishments and keep your response concise.  

How can I spot key selection criteria hidden within a job listing? 

Selection criteria are either listed separately in a job ad or written into the job description. Look for recurring phrases or keywords, like ‘required skills’, ‘ideal applicant’, ‘ability to…’, and ‘proficient in’. This language often indicates key selection criteria. 

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How to Address Selection Criteria

Last Updated: October 11, 2022 References

This article was co-authored by wikiHow Staff . Our trained team of editors and researchers validate articles for accuracy and comprehensiveness. wikiHow's Content Management Team carefully monitors the work from our editorial staff to ensure that each article is backed by trusted research and meets our high quality standards. There are 9 references cited in this article, which can be found at the bottom of the page.

If you’re searching for jobs, you’ll notice that many job listings have what are called “selection criteria”: a series of skills and abilities that you should have in order to meet the job’s requirements. When you’re writing a cover letter to apply for a job, you’ll need to address each of these criteria specifically. Doing so will not only show the hiring manager that you’re a good fit for the job, but it will demonstrate that you are well-suited to fulfill the specific job requirements that the selection criteria ask for.

Analyzing Selection Criteria

• For example, an explicit selection criteria may read: “Applicants should be able to write clearly and expressively.”
• A more implicit criteria may say something like, “Writing skills are important in this position, and we’d like our ideal applicant to be able to express themselves clearly and succinctly.”

• For example, if the company wants applicants with “knowledge of” social media, they’re only asking for a demonstration of your knowledge, not hands-on experience.
• But, if they request “experience using” social media, you’ll need to provide anecdotal descriptions of your professional social-media usage, not just your intellectual understanding.

• If, for example, their website makes a big deal out of celebrating employees who are “team players,” you’ll know that the company is looking for employees who work well with others and don’t mind serving on group projects and committees.

Structuring Each Response

• Read the job ad closely. Some jobs may ask that you discuss the selection criteria in your cover letter and do not include a separate criteria-focused document. Or, they may want you to address the selection criteria briefly in your cover letter and in more detail in a separate file.

• Keep in mind that the paragraphs can be brief; they don’t need to exceed 8-10 sentences. It’s better to be concise and to the point than to seem long-winded.

• For example, you could write something like, “Over the course of my 10 years of work experience, I have developed strong written communication skills.”
• Or, say the selection criteria asks for a good “team player.” You could write, “I possess strong interpersonal communication skills and have managed over 40 projects during my career.”

Developing Your Responses

• For example, if the job ad states that they’re looking for someone with experience managing social-media accounts, you could mention how you successfully ran Twitter, Instagram, and Facebook for a large car dealership.
• As a general rule, all of the professional experiences and anecdotes that you describe should come from the last 2–3 years.

• For example, say you used to work at a large marketing firm, and drafted copy for a number of high-profile ads. You could write something like, “In my position at ABC Co., I wrote copy for a dozen ads that were featured in nation-wide periodicals. As a result of my copy writing, sales increased by 10% over a 3-month window.

• C: Context. Mention the context in which your actions took place
• A: Action. Describe the specific action you took (e.g., writing copy, initiating a new committee, or engaging in customer service)
• R: Results. Lay out the results of your actions and how it benefitted customers or your company.

• Say something like, “My years of high-level copy-writing experience and noted professional successes will enable me to train junior copywriters and provide polished, engaging copy in this position.”

• If they say “no,” ask them what changes they’d recommend you make to make yourself seem like a better fit for the criteria.

Expert Q&A

• Always use active verbs when you’re describing yourself in the workplace. Instead of saying, “I was responsible for team management,” write, “I managed and oversaw teams.” [12] X Research source Thanks Helpful 0 Not Helpful 0
• The term “selection criteria” is most commonly used by Australian and New Zealand businesses. If you’re job hunting in another part of the world, job ads may not use that exact phrase. But, it’s still valuable to know how to use your professional experiences to show ways that you’re a good fit for the job. Thanks Helpful 0 Not Helpful 0
• Some job ads will break out “high-priority” selection criteria and “low-priority” criteria. While you should still write a full paragraph for each criteria, spend more time and effort on the high-priority ones. Thanks Helpful 0 Not Helpful 0

You Might Also Like

• ↑ https://www.monash.edu/career-connect/build/job-workshops/selection-criteria#tabs__1713523
• ↑ https://www.katieroberts.com.au/career-advice-blog/how-to-nail-your-selection-criteria-responses/
• ↑ https://www.jobjumpstart.gov.au/article/how-address-selection-criteria
• ↑ https://sydney.edu.au/careers/students/applying-for-jobs/addressing-selection-criteria.html
• ↑ https://careers.vic.gov.au/how-to-reply-to-selection-criteria
• ↑ http://www.bom.gov.au/careers/guide2SC.shtml
• ↑ http://www.jobs.uwa.edu.au/applying/written/addressing
• ↑ https://about.unimelb.edu.au/careers/selection-criteria
• ↑ https://www.seek.com.au/career-advice/how-to-address-key-selection-criteria

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Addressing Selection Criteria

Addressing key selection criteria (or KSC) is an unfortunate but necessary part of a government job application.

What you will find on this page:

• What are key selection criteria?
• Use our free selection criteria examples
• Different types of KSC
• Competency frameworks
• The key to excellent selection criteria
• How to make your statements stand out
• Common questions about writing selection criteria

What Are Selection Criteria?

Selection criteria summarise of the key skills, abilities, knowledge, experience, qualifications and work-related qualities that a position requires. They are closely related to the job description and will reflect the exact requirements listed in the job description.

• They generally come in the form of statements; however, they can also be just a list of competencies. (See the competency frameworks section for more information and examples of their use).
• They are found in most government job ads, and applicants are asked to write statements addressing them or cover letters that show the applicant meets the selection criteria.
• They let each applicant know how they will be assessed. The method of selecting an applicant for a job is highly transparent as you will know what the selection panel are looking for.
• They are used to assess written applications, and they are also used in government job interviews.
• From an applicant's perspective, they are time-consuming and confusing , and addressing them is the most frustrating part of their job application.

A few extra points to note:

1. In a written job application, the selection criteria statements are used to shortlist applicants and decide who will move onto an interview.

2. Your written statements addressing the selection criteria are typically given more weight than your resume, so the best way to secure a government interview is to have solid written statements.

3. Selection criteria appear again during the government interview stage, where the interview questions will be based on the selection criteria.

How to Address Selection Criteria

Addressing selection criteria is essentially like writing an essay. You are showing the selection criteria that you have the necessary skills and abilities, knowledge, experience, qualification and/or work-related qualities needed in the job you are applying for. While you can also include this information in your resume, your statements addressing the criteria should be a separate document written in a more narrative style.

The criteria that you need to address are outlined in the selection documentation or position description. Sometimes they might be called "key accountabilities", "key attributes", "claims for the position", or "capabilities", but these are substantially the same thing with the same purpose; to identify the requirements of the job and the best person for the job.

Panels have the right to remove from the shortlist any applicants who have not sufficiently addressed the criteria. If you don’t address them or only include a brief, non-convincing paragraph, your application may not even get looked at. (Statements should be close to three-quarters of a page in length per selection criteria unless a word limit is stated in the selection documentation).

• Read more - how to address selection criteria - the three essential steps.

Use Our Free Selection Criteria Examples

See how selection criteria statements are written, what they include and how they are formatted.

Download our free selection criteria examples here.

Different Types of Selection Criteria

The 5 categories of selection criteria.

More important than being essential or desirable is the fact that every selection criteria will fall into one of five categories, and which category they fall into will affect how you should address it. It is vital that you know what kind of criteria you are addressing and what information you should be providing. These categories are:

• Skills and abilities

Qualifications

• Work-related qualities

Skills & Abilities

How do the skills that you have, relate to those required in the position? What skills do you have that are transferable to the position? How have you gone about improving your skills in the past? Have you reached a specific proficiency level? Provide a few examples of your skills and abilities in action.

Where did you get your knowledge? How is your understanding relevant to the position? How would you apply your understanding in the position? How do you continuously improve and build upon your knowledge?

Where did you gain your experience? How much experience do you have? What is the quality of your experience? How has this experience benefited your current employer? Provide a few examples of your experience in action.

A paragraph stating your qualification and where and when it was obtained is generally sufficient. If the criterion has not been specific regarding the qualification required, e.g. “a qualification in social sciences,” it is best to add an additional paragraph describing how your qualification is relevant to the position or outline any major areas of study that are beneficial for the position or work area.

Work-Related Qualities

Work-related qualities can include things like initiative, motivation, commitment to a set of workplace values, a code of ethics, or a code of conduct.  Address this criterion as you would the skills and abilities criterion, and if a criterion asks for your commitment, provide examples of how you commit to the principle.

Essential or Desirable

Often criteria are advertised as either 'essential' or 'desirable'. But, from an applicant's perspective, this shouldn't make any difference to how you address them in your job application. You should address all selection criteria as if they are essential. Follow our tips here if you don't meet the selection criteria.

Competency Frameworks

• The Australian Public Service (APS) Integrated Leadership System,
• The NSW Capability Framework
• The QLD Leadership Competencies
• The Victorian Public Service Capability Framework
• The WA Public Sector Capability Profiles

(This is not an exhaustive list, there are many different capability frameworks used across the states and within local government, including departmental specific frameworks).

A Statement May Look Like This

“The demonstrated ability to achieve results in a team environment.” "The demonstrated ability to communicate effectively both orally and in writing." "The ability to support and cultivate productive working relationships", etc.

A Competency May Look Like This

1. Achieve Results •  identifies resources and uses them appropriately •  builds and applies expert knowledge •  responds constructively in an environment subject to change •  takes responsibility for managing workflow, timelines and deliverables in order to achieve results

Or, a competency might just be a list like this: Attention to detail Interpersonal skills Communicate with influence Initiative and flexibility Organisational skills, etc.

How to Address Competencies

We receive lots of questions from applicants wanting to know how they should address these competencies. And the answer is very simple. When you are addressing selection criteria, whether you have to respond to a statement or a competency framework/statement, it is important to remember:

•  The method for writing your statements is exactly the same as addressing "regular" criteria;
•  The way you will be assessed is exactly the same;
•  The only difference is how the statement is worded and how the selection panel have come up with the criteria/competencies that they want you to address.

The Key to Addressing Selection Criteria

The key to excellent selection criteria is focussing on hard skills that you can prove. Saying that you can do something is not enough. You need to demonstrate it. And present it in a way that a panel member (who is reading quickly through 30 other applications) can absorb quickly, take notice of, and remember.

Let us take the interview stage as an example. You may notice in a job interview that a lot of the questions will start like:

"Tell me about a time when..." or "Give me an example of..."

The interviewer wants to know about specific examples of when you have used the skills, experience or knowledge that they are questioning you about.

You can write about the same sort of things in your job application when addressing selection criteria. Write about examples of your skills in action. Tell the panel about specific instances where you have experienced something or grown in your knowledge. This is what the interview panel really want to know about and you can make your statements stand out.

If you do this, you are providing the selection panel with evidence-based selection criteria responses.

Evidence-Based Selection Criteria

You may have heard the term "evidence-based criteria" and wonder what it means.

It means that when a selection panel reviews your written job application or interview performance, they are looking for evidence that you have met their requirements.

They do not care how much you know about a topic (unless it is a knowledge-based selection criterion) or how good you say you are. They want evidence that you can substantiate your claims. 

It is up to you to provide evidence that you meet the KSC and the best way to do this is to give lots of examples from your experience and work history.

Even in the case of knowledge-based selection criteria, you should be putting your knowledge into a work context and explaining how you have come about this knowledge and how you use it. Anyone can copy information from a textbook!

How to Make Your Statements Stand Out

To make your written application stand out against the rest, you should go into the job application process assuming that all applicants are well qualified for the job and make your application the marketing document that describes: why your skills are the most relevant; why your experience is the most beneficial; why your understanding is the most developed; and why you have the best personal qualities for the position.

• Know the facts about what is expected in your selection criteria responses.
• Don't just use the STAR method (everyone uses the star method and your statements won't stand out).
• Talk about outcomes you have achieved , not just duties that you perform.
• Provide plenty of examples that are relevant to the job.
• Don't include general statements without any evidence to back them up.
• Use the job description to give you additional information about what the selection panel are looking for.
• Use the same language that is used in the advertisement and job description.
• Make your job application a marketing document that shows:

   *  your abilities are better than anyone else's;    *  your related working experience that makes you the ideal candidate;    *  your well-developed understanding that will ensure success in the role;    *  and how you have the ideal personal qualities for the job.

• Read more about making your selection criteria stand out.

Need to Know More?

Our book Selection Criteria Coach contains over 150 pages of information, tools and templates to make your selection criteria quick and easy to write.

Common Questions

• How long should my statements be?
• How can I write great selection criteria when the application is due tomorrow?
• How can I make my selection criteria examples stand out?
• Can I get someone else to write my criteria for me?
• Should I still apply for the job if I don't meet all of the criteria?
• What is the STAR method and how do I use it?

Get ahead, stand out.™

• Jan 24, 2021

How To Write A Cover Letter That Addresses The Selection Criteria

#selectioncriteria

#addressingcriteria

#coverletter

Do you need to address a set of key selection criteria within your cover letter, but don't know where to start? In the following post, I will explain how to appropriately incorporate your responses to the key selection within your cover letter .

Make sure that your cover letter has an introduction and a conclusion.

Write up the cover letter as you normally would for any other job. Generally speaking, most cover letters are just a page long. However, because you need to address selection criteria within your cover letter, likely it will go over to two or more pages.

So, with any cover letter, make sure that your letter has all the primary details (address, employer name, your name, date, etc.) plus an introduction and a conclusion.

List out the selection criteria and respond underneath each point.

Nicely structure your letter addressing the selection criteria with headings for each criterion.

After you've done that, you can then write responses for each point listed.

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If you’re struggling to write selection criteria, you’ve come to the right place. Selection criteria answers that have all won interviews for my clients are available on my main Blog page and corresponding sections (Addressing Selection Criteria Category and Monthly Archives since 2009). Access all of them here: 210+ FREE EXAMPLES »

Addressing selection criteria is challenging and time-consuming. Research has continually proven that writing selection criteria for one application can take the average person 20+ hours to prepare. Writing selection criteria is required for government roles across all levels (federal, state, local); tertiary sector (universities, RTOs); not-for-profit organisations; and sometimes, large corporations.

The STAR model/method stands for Situation, Task, Action, Result. STAR is the most popular model for preparing selection criteria examples and is a term used interchangeably with CAR (Circumstance, Action, Result); SAO (Situation, Action, Outcome); CEO (Circumstance, Evolution, Outcome). CAR, SAO and CEO models are succinct variations of STAR.

Strong applications are those that address selection criteria examples using STAR model (or CAR, SAO, CEO) :

• Situation: Start by outlining a situation that demonstrates the criterion’s particular knowledge, skills or abilities.
• Task: Outline the overarching task you were assigned in the context of the situation.
• Action: Outline up to three functions you performed to help deliver on the task’s objective. Think about how you applied your experience, skills, qualifications, knowledge. Be specific in terms of what you did.
• Result: Finally, outline the result(s), outcome(s) or benefit(s) due to your actions. How they impacted (positively) the team, unit/division, organisation, customer/client or other stakeholders.

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How to use STAR in selection criteria & cover letters

• Post author: Joel Smith
• Post published: September 29, 2021
• Post category: Cover Letters / Selection Criteria

How to use STAR

How incorporate STAR into your own writing process.

By Joel Smith

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This piece will give you a general overview of what selection criteria is and it’s application.

Check out our articles on everything you need to know about selection criteria ,  and on writing  cover letters addressing selection criteria if you want more detailed pieces and examples.

These will give you insights, examples, and great detail on how to choose your best examples.

Why use the STAR method?

The STAR method is the best way to structure your responses to criteria, and in general, to write a cover letter. Your application is meant to give the recruiters insights into your behaviour in the workplace. Therefore, the best way to write a good application is to give them examples of your capability. In other words, you need to tell them about particular times you’ve demonstrated the capabilities needed for the job.

And the best way to give them your examples is to use the STAR method.

Before you start: Read the fine print

The job you’re looking at may have clear or vague directions on how to respond. Generally, there will be information available on the word limit per response, or the page limit in total. You can find this information by looking thoroughly through the candidate information pack or equivalent. If it’s not there, you can contact the officer listed on the job ad.

For example,  for f ederal government jobs , it is a common requirement to submit a  one- or two-page summary, or 600 word pitch . This is meant to address not only address any present selection criteria, but your skills, attributes, qualifications, and general capability to do the role. So, they are asking for a selection criteria that is more like a covering letter, with the responses weaved in. You can find out ore about that  here .

Things to look for are:

• Formatting requirements (margins, font, font size)
• Should documents be in the one file, or separate files
• If the responses will be uploaded online separately
• How many referees are required

In the absence of clear directions, use STAR responses and use your judgement.

Planning your responses using STAR

Look at the capabilities. Are they asking about your ability to manage projects? If so, think of a time you’ve successfully managed a project. This will be your example.

And it needs to be specific – you cannot just say “I regularly manage projects.” Think of a real doozy where you had to work really hard, and then use the STAR method to talk them through that experience.

Have a look at all the criteria, and come up with at least one example for each.

Using the STAR method

After you have identified good examples for each criteria, it is time to get writing. The STAR method is the universally agreed-upon method for responding to selection criteria and for writing cover letters. The four elements of a good STAR response are:

S – Situation

Explain the situation you were in. This should take up about  10 per cent  of your response.

“I managed a range of different projects i n my role as Senior Officer with XYZ Incorporated . This included projects in IT, business improvement, and policy implementation.”

T – Task

Explain the specific task you undertook in this situation. This should also take up only  10 per cen t  of your response.

“As a particular example, I managed the implementation of a new customer relationship management system.”

A – Action

Detail the approach you took to the task. This is where you really have the opportunity to get creative and demonstrate your expertise. Below you will see that we have detailed the candidates project. However, we have not focussed solely on their skills in project management. It also shows related skills like time management, written communication, and stakeholder engagement. 

This action part of your response should take up about  60 per cent of your word count.

“ I conducted independent research and analysed organisational requirements to identify appropriate solutions. I developed a business case for senior management which compared options and prices to minimum specifications requirements. This included a recommendation to implement ABC Solution, which was agreed to by the board. I then developed detailed project documentation in consultation with the client relationship management team. In these documents, I established and negotiated deadlines, milestones, budgets, and key dependencies. This allowed me to closely manage the project outcomes. From there, I worked with the vendor to design the customised user interface and modules of the system, and worked with senior managers to test the performance of the system. This ensured that the system met specifications before roll out. Once the system was designed, I developed and delivered a suite of training. I also created technical documentation and standard operating procedures to further support the implementation.”

R – Result

What was the result of your action? What were the outcomes your achieved, and how were things improved by your actions? This should take up about  20 per cent of your response.

“As a result, the system was successfully implemented, met organisational requirements, and staff were appropriately trained in it’s use. Additionally, the project was delivered on time and under  because of my careful planning .”

Pieced together, this response would be satisfactory response to a project management capability.

Word processing software has become more and more user friendly. It’s also a lot more flexible with it’s designs. Therefore, there is little excuse to not have a beautifully presented document. There are a number of templates you can use in Word itself, or you can find inspiration online.

Edit, review, repeat

This step is simple. Review what you’ve written. Reading out loud what you have written will help you detect issues.

It’s also always best to get a second set of eyes on your application. So, ask someone you know to have a look over it.

Carefully follow their directions for submission and recheck all information. Make sure that all names, phone numbers and contact details are correct.

By this point, you should be totally finished with your submission. However, it never hurts to give them a call and ask for more information if you need it. This can be a valuable tool, as the Contact Officer may give you tips and tricks for your submission that get you ahead of the other applicants.

We hope this has given you the boost of confidence you need to get a start on your selection criteria and cover letters. If you need more help, fill out our  form for a personalised quote .

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Cover letter template

Explain to the employer the purpose of your letter, why you’re applying for the job, how you meet the job criteria, and how they can contact you for an interview.

Cover letters for job applications

[your street number and name] [your suburb, state and postcode]

[title and name of addressee] [his/her position title if known]

[organisation’s name] [organisation’s address]

Dear [insert Ms/Mr Xxx or Sir/Madam]

    Application for position of [name of role], Reference Number [if given]

OPENING PARAGRAPH(S): The purpose of this letter, and why them.

Paragraph 1 : start by referring to the position you’re applying for (or “I am applying for the above position” if formatted as above) and where you saw the advertisement or heard about the role.

Paragraph 2 : explain why you’re interested in the role and the organisation. In order to do this, you need to have thoroughly read the selection criteria relating to the role and researched the organisation using their website, news sites, industry contacts, and so forth. If you’re applying through a recruitment agency and don't know the name of the hiring organisation, you can research the industry instead. Try to avoid clichés and make your interest in the organisation appear personal and genuine. A brief summary of your key selling points can be included at this point to highlight your ‘organisational fit’.

eg, GreenBuild’s recent exhibit at the Sustainable Cities festival was of particular interest to me as I have a passion for sustainable development. My skills in residential design developed through my Bachelor of Design in Architecture, along with my thorough knowledge of sustainable building practices acquired over two years as a project officer with the NSW Department of Environment and Heritage, would allow me to make a meaningful contribution to your mission to create Sydney’s greenest housing developments.

MIDDLE PARAGRAPHS: Why you?

Paragraph 3 : this is where you provide evidence as to how your qualifications, skills and experience meet the selection criteria for the position. You can draw evidence from a range of experiences if relevant, including academic studies, extracurricular activities, placements, volunteer roles and paid employment history, including casual work. This section where you address the selection criteria should be the longest section in your letter. It may be necessary to divide it into more than one paragraph.

eg, My strong time management skills have been developed through balancing part time work at Bob’s Café with volunteering commitments at my local community centre while meeting all assignment deadlines to maintain a distinction average in my studies.

FINAL PARAGRAPH: Wrap-up

Paragraph 4 : this is where you express the hoped-for outcome of your letter. End on a positive note and a call to further action. You may want to reiterate how your relevant strengths make you a suitable candidate for the role and mention your availability for interview. Refer to any attachments such as resume, transcript, application form, etc.

Yours sincerely [your name typed]

[Note: Use ‘Yours sincerely’ for letters beginning with ‘Dear plus Addressee’s Name’ and ‘Yours faithfully’ for letters beginning with ‘Dear Sir/Madam’]

Speculative cover letters

Speculative cover letters are used when you are proactively seeking opportunities directly with an employer, rather than responding to advertised vacancies. For speculative letters, follow the format above, with the following adjustments:

Opening paragraph : If you’ve been referred by a friend or colleague known to the recruiter, mention this. As no job has been advertised, state that you’re seeking employment opportunities in a particular occupational area or role.

Final paragraph : You may wish to include your intention to contact the employer on a particular day to follow up. Make sure that you keep your promise by noting the date in your diary and contacting the addressee on the mentioned date, as planned.

Need more cover letter tips?

How to write a cover letter.

A cover letter is your first introduction to a potential employer, so it needs to show that you’re a suitable candidate.

Addressing selection criteria

Selection criteria are the skills, knowledge, and experience required to successfully do the job.

How to write a resume

A clear, tailored and professional resume is essential for any job application. It should aim to convince an employer that your qualifications, work experience and skillset make you a strong match for the job.