The panic behind addressing Selection Criteria

I had two friends who are currently job seeking contact me this week in a panic because the positions they were highly interested in required addressing selection criteria. Initially I was confused as to why this was such a stress for my very competent and both highly qualified and experienced friends. Then after some thought I realised that unless you have applied for government positions in the past; experience with selection criteria is probably not something most job seekers are familiar with.

The interesting thing is that most job applications do in some form require the addressing of selection criteria even if it is not in a formal context. Our cover letter and job application writing are usually addressing the key criteria stated in the job description of the position vacant as it appears in the job advertisement.

Job selection criteria informs the applicant what knowledge, skills and experience the employer is looking for. As an applicant it is extremely important that you address these requirements within your application.

Selection criteria in whatever form it is required helps the selection panel or employer to decide which of the applicants will be short listed for an interview and what questions they need to ask as part of the interview process.

A professional job application writer will definitively state that it is highly important that our resume and cover letter we provide with our application be individualised and tailored to the specific job we are aiming for. It is no different when addressing selection criteria for a position.

The addressing of the selection criteria must be specific to the requirements of the employer. If an advertised position requests the addressing of selection criteria failure to provide this information will immediately disqualify the applicant. So where and how do we start?

To address selection criteria, make a separate document and type all the selection criteria exactly as they are written. These are now the headings and ensure your document is organised and easily readable for the employer. Make the font of these selection criteria bold.  

Look carefully at each criterion. Quite often they have several components. It may be useful to sub divide these to answer it in detail. For example, Sound communication, interpersonal and negotiating skills, including well-developed written and oral skills, and the ability to develop and deliver education services.

You can further break this down into

· Communication skills - including written and oral skills

· Interpersonal skills

· Negotiation skills

· Ability to develop and deliver education services

Using a note pad answer each criterion stating examples that are recent and specific from your work experience or life experience. State how your skills match the requirements of the job and the organisation and how you have developed and applied your skills.

These notes can then form the basis for answering each criterion. Once you are ready to write them try to organise your answers in an easy to read format such as using dot points or short sentences. Start each criterion with an action verb and stay on track. You can provide additional information at an interview if need be but having excessively lengthy answers will often mean the employer will be overwhelmed and you won’t make a good impression. About half a page per selection criteria is the suggested length but check that the employer has not specified a word or page count prior to submitting your documentation.

For people who are not professional business writers it may be advisable to seek the services of an expert, particularly if the position you are applying for is a long awaited step forward in your career or your dream role.

Red Tape Busters have experienced job application writers ready to assist you. Red Tape Busters specialise in helping you take the next step towards your dream job.