response to selection criteria problem solving

• Bookkeeping
• Animal Care
• Animal Science
• Dog Training
• Horse Breeding and Equine Studies
• Pet Grooming
• Veterinary Nursing
• Graphic Design
• Interior Design
• Photography
• User Experience Design
• Building and Construction
• Real Estate
• Business Administration
• Business Development
• Business Operations
• Change Management
• Customer Engagement
• Entrepreneurship
• Human Resources
• Leadership and Management
• Organisational Development
• Project Management
• Quality Management
• Small Business
• Supply Chain Operations
• Alcohol and Other Drugs
• Community Services
• Individual Support
• Education Support
• Engineering
• Manufacturing
• Agriculture
• Conservation and Land Management
• Health Science
• Horticulture
• Social Science
• Sustainability
• Eyebrow Specialist
• Eyelash Extension
• Hairdressing
• Nail Technology
• Allied Health
• Counselling
• Dental Assisting
• Health Administration
• Health Services Assistance
• Life Coaching
• Medical Administration
• Mental Health
• Natural Therapies
• Naturopathy
• Practice Management
• Sports and Fitness
• Culinary Arts
• Event Management
• Hospitality
• Wedding Planning
• Cloud Computing
• Cyber Security
• Data Science and Analytics
• Programming
• Systems Administration
• Web Development
• Compliance and Risk
• Criminal Justice and Psychology
• Work Health and Safety
• Digital Marketing
• Digital Media
• Social Media Marketing
• New South Wales
• Northern Territory
• South Australia
• Western Australia
• Graduate Diploma
• Advanced Diploma
• Associate Degree
• Graduate Certificate
• Certificate
• Certificate II
• Certificate III
• Certificate IV
• Courses by Provider
• Government Funded Courses
• Student Hub
• The Workforce Training Hub

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?

Get your job application started with templates to create a polished, professional resume, tailored for Australia.

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?

• Popular Subjects
• Qualification Type
• Courses by Location
• Business Admin
• Courses In ACT
• Courses In NSW
• Courses In NT
• Courses In QLD
• Courses In SA
• Courses In Tasmania
• Courses In VIC
• Courses In WA

Newsletter sign up

Newsletter sign up.

We’ll email you updates on job trends, career advice, study tips, news and more.

You are currently visiting our Australian website Training.com.au

Would you like to visit our New Zealand website instead?

• Career blog
• Resumes & CV's
• Job Applications

minute read

Key Selection Criteria: what it is and the best way to respond

Applying for a job that requires a response to Key Selection Criteria? Follow this guide on what it is, how to respond and the top mistakes to avoid.

Key Selection Criteria are used as a recruitment tool throughout the public, not-for-profit (NFP) and academic sectors but are becoming increasingly common in the private sector too.

If this is the first time you have encountered it you may be tempted to bypass the request, especially if you feel that you are a really strong candidate and have a comprehensive resume and cover letter ready to send.

But before you opt for the easy route and hit submit, you need to know that if you do this you are very unlikely to be considered for the position because your application will be seen as incomplete – even if you are the perfect fit for the role.

Undeniably this is going to take some work on your part but if you follow this guide it will be easier than you think, plus it will give you invaluable preparation for your interview

What is Key Selection Criteria?

Key selection criteria are the skills, attributes, knowledge and qualifications that the employer has defined as being essential for satisfying the requirements of the job you are applying for.

You will need to clearly show how your personal values, knowledge, skills and experience meet this criteria through examples from other jobs, experience gained outside or work, or from your formal studies.

The words used in selection criteria statements will give you a clue as to how to structure your response. When you see ‘demonstrated’, ‘proven’ or similar, it is an explicit instruction to use an example to demonstrate your suitably.

How are selection criteria assessed?

Selection criteria are each assessed separately and will have points assigned to it. You will score higher points by successfully demonstrating the skills/experience that they are looking for in that criterion. Your overall response – covering all questions within the selection criteria – then gets an overall mark. Those that score well across the board move on to the next stage of the recruitment process which is typically a first interview.

How long should a response to Key Skills Criteria be?

The simple answer is as long as they ask for.

Somewhere in the application instructions there will be a ‘How to Apply’ guide or similarly worded document. You might find it at the foot of the job advert, in the job description or on the company’s careers page. Once you find it, read it carefully and comply with their exact instructions. They most probably will also have set a word count or page limit for your responses too so make sure you strictly adhere to that as well.

If there are no limits set, approximately 250 words is generally an appropriate length for each criterion. However, this will depend upon factors such as the complexity and seniority of the role in question.

Regarding the layout, where possible dot points should be used rather than long paragraphs of text. This will make it easier for the selection team to read your application and will also positively demonstrate your written communication skills.

There should be no errors anywhere in the document, it should use a clean and clear format and the sentences should be grammatically correct and concise.

What if I don’t meet all of the Key Skills Criteria?

This is dependent on how specialised the role is.

For example, if you have only 3 years’ experience and they have set a minimum of 5 but there are very few people with your particular skills and experience, then it may well be still worth applying.

However, if you can be sure that there will be many candidates with the same skills applying for this role then I suggest you adopt the 80% rule.  If you cannot satisfy at least 80% of the requirements then it probably is not worth the considerable time and effort of applying.

To help you decide whether you reach that 80% threshold, take a look at the Job Description and ask yourself these questions:

• Do I meet all or most of the Knowledge, Experience, Skills and Qualifications of the job?
• Could I do the job with some training - formal or on-the-job?
• Do I have skills gained in other fields of work that may be transferable?

If the answer is yes, then you are ready to start your response and that starts with a with little bit of research.

How to prepare a response to Key Skills Criteria

From our experience, people who do some basic research about the job before answering the Key Selection Criteria and submitting their applications achieve the best results.

So before compiling your response, research the company and learn about projects, key personnel and events. This will help you to focus your application better.

Now you are ready to prepare your response.

Read and re-read the advertisement, KSC and Position Description.

It is really important that you clearly understand what is meant by each selection criterion before putting pen to paper.

If you don't fully understand the job requirements you may have difficulty demonstrating that you are the best person for the job.

If you are unsure about any aspects of the job, call the Recruitment Officer (the name and telephone number will be in the job details) during normal business hours.

Print or Save

Print or save the Job Details, Position Description, and KSC so you can easily refer to it as you go through this process.

Highlight key words in the first KSC and think about what they are really asking for.

Now brainstorm a list examples of how you meet the KSC.

Describe relevant skills, experience, incidents, training, personal qualities, expertise and things you couldn’t have done without all these.

Ideally these should be from the last 3-4 years.

Use the STAR method to review your list and summarise, in 50-120 words, how you demonstrated this KSC.

Star stands for Situation , Task, Action and Result .

The situation will highlight a duty, problem or challenge.

The task will be what was needed to be achieved or resolved.

The action will be what you actually did and how you did it.

The outcome will be the positive result you were responsible for. 

Repeat Steps 3 to 5 for the remaining KSC.

Examples of KSC responses

Here are a few examples to help you see how they work out in a real paragraph plus the sort of length you should be aiming for.

Problem Solving

Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.

"Problem solving has been a critical part of my roles over the past five years. While working as the Project Manager at XYZ Company, I dealt with a variety of urgent and non urgent issues. While many could be resolved easily, 2-3 per week were more complex and required a detailed process to resolve. I had to investigate what had happened from the staff and customer’s points of view, clarify the facts and work out what had gone wrong and why. I then had to propose suitable solutions and negotiate a mutually satisfactory outcome. I was often commended by my manager for my sensitive handling and speedy resolution of these problems. Less than 1% of complaints had to be escalated."

Computer Skills

Uses a wide range of software features for word processing,

"As an Administration Assistant to the Manager at XYZ Company, about half my time was spent preparing letters and reports using Word. I used detailed information in Excel spreadsheets to prepare graphs and tables to demonstrate the results of our budget analysis and to analyse Departmental performance. I often prepared major PowerPoint presentations for my Manager and maintained a database of her contacts. I also managed many daily emails and searched for information on the Internet to answer questions."

Communication Skills

Sound communication including interpersonal and negotiating skills, along with well-developed written and oral skills.

"In my 5 years as a Foreman for XYZ Company, strong communication, negotiation and interpersonal skills have been essential. I have dealt with a wide range of people, including workers, colleagues, the public and Contractors. I was involved in a community project where I had to build new pedestrian road crossings. As part of this project, I successfully negotiated with the three local schools in the area who agreed to use additional staff to ensure kids could cross the roads safely. This agreement required me to update my written JSA clearly outlining the safety measures to be used."

Operator Skills

Demonstrated ability to safely operate and maintain road construction plant.

"In my 7 years as a Plant Operator I have operated backhoes, loaders and bobcats. I have recognised certificates of competencies for each of these plants. I have never had an accident whilst operating plant. Whilst I was working at XYZ Company I was used as an official tester to assess applicants’ knowledge of plant maintenance and their competency to operate loaders and bobcats.”

10 mistakes to avoid with Key Selection Criteria responses

There are many areas that can trip you up but here are the 10 most common to avoid.

01 Choose recent 

If possible, select examples that have taken place in the last twelve months to provide fresh experience. 

02 Choose relevant

For example, if it is HR then it needs to be an HR related example. If you don’t have one, then pick ones that prove transferable skills.

03 Match seniority

The more senior you are, the more responsibility and accountability you have. Take care to choose an example at the appropriate level.

04 Don't make things up

Do not twist the question to suit an example – really think about the question and find an example that answers it naturally.

05 Always support

Remember to support your claim. Your examples must be detailed and be very clear about the process of the task and the action.

06 Stay on track

Responses to criteria can easily go off track ad include irrelevant information. Start your first sentence using the language of the criterion. If it’s about solving problems, then start by saying something like ‘I have demonstrated my problem solving skills in my roles as xxx, yyy and zzz.’

07 Recognise levels

If there are several jobs at different levels on offer that you wish to apply for, make sure you understand the differences between them. Read the job descriptions carefully for the word changes as you may need to make some adjustments to cater for these subtle differences.

08 No abstract nouns

Responses to criteria need to be written in strong, direct language that puts you centre stage as the main actor. For example, ‘During the meeting I negotiated an agreement with all stakeholders to appoint a new project leader.’

09 Use past tense

Always use past tense because it works better to convey that you have demonstrated a skill.

10 Positive outcomes

This is the most important element of key selection criteria. For example, you could have saved money, improved efficiency, or provided fantastic customer service. Many people are afraid of blowing their own trumpet and can dilute this section by being too humble. Do not be – this is your chance to really shine and put yourself above your competition.

Don't let this hard work put you off. A great application sets you up for a great interview. Plus, keep a record of your responses because they can provide the foundation for other applications should you need them.

So many people never apply when they see the words Key Selection Criteria so if you put the effort in, you stand a higher chance of making it through to the interview stage.

Have any questions? Leave a comment below and I will be happy to help.

Mark Daniel

About the Author

A global resume writer and career coach, Mark is known for his honest, direct, and hard-hitting advice, helping people manage job applications and succeed at interviews. Now based on the Sunshine Coast in Australia, he is the co-founder of Real Life Career Advice and a prolific publisher, contributing to several industry magazines and his daily career advice blog to his 45,000 LinkedIn followers.

What are your thoughts?

Leave a comment or ask a question., enjoyed this article.

Find more great content here:

LinkedIn Easy Apply: don’t do it – unless you do this

How to apply for unadvertised jobs: the cover letter that opens doors.

Session expired

Please log in again. The login page will open in a new tab. After logging in you can close it and return to this page.

How to write key selection criteria

• Careers.Vic
• Vic public sector
• My Applications

• Search Jobs
• Why work for Victoria
• Career pathways
• Preparing your application
• How to reply to selection criteria
• Job application checklist
• What happens after you apply
• Checks we need to make
• Interview tips
• Getting help
• Public sector values and integrity
• Grades, salaries and enterprise agreements
• Organisation contacts

Well written key selection criteria may help you get an interview.

Many roles in the public sector ask you to write responses to key selection criteria. But some don’t.

Check the job advertisement and position description to see if you need to respond to key selection criteria.

If you do, a selection panel will read your responses to work out if they want to interview you.

Use your responses to help prepare for your interview, as they’re good answers to refer to.

Step 1: brainstorm key words and ideas

Copy and paste the criteria from the position description into a new document.

For each criterion:

• highlight the keys words you think the employer is looking for
• list examples of your skills, experience, incidents, training, personal qualities and expertise

Step 2: write a statement using the SAO approach

Write a statement under each criterion of 60 to 120 words using the SAO approach:

• Situation, where and when you did something
• Action, what you did and how you did it
• Outcome, what was the result of your actions 

Step 3: proofread your statements

Each of your responses to the criteria should be:

• free of errors
• concise, precise and relevant
• factual and positive
• about your capabilities and experience

Key selection criteria examples

KSC1: Problem solving - Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.

Problem solving has been a critical part of my roles over the past five years. While working as Customer Complaints Officer at Acme Department Stores, I dealt with a variety of problems. While many could be resolved easily, two to three per week were more complex and required a detailed process to resolve. I had to investigate what had happened from the staff and customer's points of view, clarify the facts, and work out what had gone wrong and why. I then had to propose suitable solutions and negotiate a mutually satisfactory outcome. I was often commended by my manager for my sensitive handling and speedy resolution of these problems. Less than one per cent of complaints had to be escalated.

KSC2: Advanced computer skills - Uses a wide range of software features for word processing, spreadsheets, etc. Helps others solve problems with software.

As Personal Assistant to the Marketing Manager at SYZ Enterprises, about half my time was spent preparing letters and reports for clients using Word. I also used detailed information in Excel spreadsheets to prepare graphs and tables, to demonstrate the results of our market research and to analyse client company performance. I often prepared major PowerPoint presentations for my manager and maintained a database of her contacts. I also managed many daily emails and searched for information on the Internet to answer questions.

KSC3: Sound communication, interpersonal and negotiating skills, including well-developed written and oral skills, and the ability to develop and deliver interpretation and education services.

In my five years as a teacher, strong communication, negotiation and interpersonal skills have been essential. I have dealt with a wide range of people, including parents, colleagues and students. I was involved in a community project where I co-wrote a booklet on helping children learn and have fun. As part of this project, I led successful negotiations with the local council and three schools in the area who agreed to run a series of weekend family science programs for kids in the area.

Nurse Selection Criteria + Example Responses

• Careers & Specialisations
• Wages, Salaries & Pay Rates
• Types of Nursing Courses
• ATAR for Nursing
• Scholarships
• Resume Tips & Template
• Nursing Cover Letter
• Interview Questions & Answers
• Selection Criteria Examples
• Tertiary Admissions Centres
• Nursing Agencies
• Nursing Jobs

When it comes to nursing positions, education and experience are important, but they are not the only factors employers take into consideration. Employers also look for certain key selection criteria that demonstrate a candidate’s ability to perform the role effectively. As with any interview, it’s often recommended that you follow the STAR method when provding a response. The STAR method is a structured manner of responding to behavioral-based interview questions by providing the specific Situation, Task, Action, and Result of the particular scenario. This article will go beyond education and experience, and provide insight into the key selection criteria for nursing positions, along with example STAR responses.

1. Communication & Interpersonal Skills

Effective communication and interpersonal skills are critical in the nursing profession. You need to be able to communicate with patients, their families, and other healthcare professionals in a clear and concise manner. Additionally, being able to form strong relationships with others is important in building trust and providing the best care for your patients. Employers will be looking for evidence of your communication and interpersonal skills during the interview.

Example response:

• Situation: During my time working as a nurse in a hospital, I was faced with a patient who was non-verbal and unable to communicate their needs.
• Task: I needed to assess their condition and administer medication.
• Action: I used non-verbal communication techniques, such as gestures and facial expressions, to understand their needs and communicate with them effectively. I also formed a rapport with the patient, by talking to them in a calm and reassuring tone.
• Result: The patient was able to receive the necessary treatment and was much more comfortable with the process. The patient and their family also expressed their gratitude for my compassionate and empathetic approach.

2. Compassion & Empathy

Compassion and empathy are key traits for nurses as they must be able to understand and connect with their patients. This requires an ability to listen, understand, and respond to the emotional and physical needs of patients. Nurses must be able to show compassion and empathy towards their patients and provide comfort and support.

Employers are looking for nurses who can demonstrate their compassion and empathy skills and show that they are able to connect with and understand their patients. They want to see that you have a genuine concern for the well-being of your patients and are able to provide comfort and support. They also want to know that you are able to maintain a professional demeanor and provide care in a respectful and empathetic manner.

By demonstrating your compassion and empathy skills, you show that you are a caring and empathetic nurse who is able to understand and connect with your patients. You also show that you are able to provide comfort and support to your patients, which is essential for providing high-quality patient care. Your compassion and empathy skills demonstrate your commitment to providing patient-centered care and helping your patients feel supported and understood.

• Situation: I was working in a hospice where a patient was in their final stages of life.
• Task: The patient was in a lot of pain and their family was upset and worried.
• Action: I listened to the patient’s concerns and provided comfort and reassurance to both the patient and their family. I also kept in close communication with the patient’s physician to ensure that their pain was managed appropriately.
• Result: The patient was able to pass away peacefully, and the family felt comforted knowing that their loved one was not alone. They also expressed their appreciation for my compassionate and empathetic approach.

3. Teamwork

Nursing is a team-oriented profession, and it is important to be able to work well with others. This involves being able to collaborate with other healthcare professionals, such as physicians and nursing assistants, to provide the best care for your patients. Nurses must be able to work towards a common goal and support their colleagues, while also being able to take initiative and lead when necessary.

Employers are looking for nurses who can demonstrate their teamwork skills and show that they are able to collaborate effectively with others. They want to see that you have a positive attitude, are supportive of your colleagues, and can work well under pressure. They also want to know that you have the ability to take initiative and lead when necessary, as this is essential for providing high-quality patient care.

By demonstrating your teamwork skills, you show that you are a collaborative and supportive nurse who is able to work well with others. You also show that you have the ability to take initiative and lead when necessary, which is essential for providing high-quality patient care. You demonstrate your commitment to teamwork and collaboration, which is essential for ensuring the best outcomes for your patients and the success of the healthcare team.

• Situation: I was working on a busy medical-surgical unit where the staff was stretched thin.
• Task: I needed to ensure that all of my patients received the care they needed in a timely manner.
• Action: I worked closely with my fellow nurses and nursing assistants to prioritize patient care, delegate tasks, and provide support when needed. I also kept open communication with the physician to ensure that everyone was on the same page.
• Result: We were able to provide the best care for our patients and maintain a positive and productive work environment. The unit received positive feedback from patients and their families for our teamwork and collaboration.

4. Quality Improvement

Quality improvement is an essential aspect of the nursing profession as it helps to ensure that patients receive the best care possible. It involves identifying areas for improvement and implementing changes to improve the quality of care. This could include improving patient outcomes, reducing errors, increasing patient satisfaction, or improving efficiency.

Quality improvement requires a systematic approach, collaboration, and an ongoing commitment to continuous improvement. Nurses play a vital role in this process as they are often on the front lines, working with patients and providing care. By being involved in quality improvement initiatives, nurses can make a positive impact on patient outcomes and contribute to the overall success of the healthcare organisation.

Employers will be looking for evidence of your ability to identify areas for improvement, implement changes, and monitor the results during the interview. They want to see that you have a commitment to providing the best care for your patients and are proactive in seeking ways to improve the quality of care.

• Situation: I was working in a hospital where the discharge process was taking longer than it should.
• Task: I needed to find a solution to improve the discharge process for patients.
• Action: I analyzed the current process, identified areas for improvement, and made suggestions for changes. I also collaborated with the rest of the nursing staff and physicians to implement the changes and monitor the results.
• Result: The discharge process was streamlined, and patients were able to be discharged faster, which improved their experience and satisfaction. The hospital also received positive feedback from patients and their families for the improved discharge process.

5. Continuous Professional Development (CPD)

Continuous professional development is important for nurses, as it helps them to stay up-to-date with the latest developments in the field and maintain their competency. Employers are looking for nurses who are committed to their ongoing professional development and have a strong desire to learn and grow in their careers. By demonstrating a commitment to CPD, nurses show that they are dedicated to providing the best care for their patients and are interested in staying current in their field.

• Situation: I was working as a nurse and wanted to further my knowledge in a specific area of nursing.
• Task: I needed to find ways to continue my professional development.
• Action: I researched and attended conferences, workshops, and courses related to my area of interest. I also sought out mentorship opportunities with experienced nurses.
• Result: I was able to expand my knowledge and skills in my area of interest, which helped me provide better care for my patients. I also received recognition from my peers and supervisors for my commitment to continuous professional development.

6. Problem-Solving

Problem-solving is a crucial skill for nurses as they often face complex and challenging situations in their daily work. It requires critical thinking, effective communication, and the ability to identify and analyse problems and find solutions. Nurses must be able to make informed decisions, prioritise tasks, and work effectively under pressure.

Employers are looking for nurses who can demonstrate their problem-solving skills and show that they can handle challenging situations in a calm and effective manner. They want to see that you can think creatively and come up with innovative solutions to problems. They also want to know that you have the ability to make decisions that benefit your patients, your team, and the organisation.

By demonstrating your problem-solving skills, you show that you are a competent nurse who can handle complex and challenging situations and make informed decisions. You also show that you have the ability to think critically and creatively, which is essential for providing high-quality patient care.

• Situation: I was working as a nurse in a busy emergency room where a patient was in critical condition.
• Task: I needed to find a solution to provide the best care for the patient in a limited amount of time.
• Action: I assessed the patient’s condition, gathered relevant information, and considered multiple options for treatment. I then collaborated with the physician to determine the best course of action.
• Result: The patient received the necessary treatment, and their condition stabilized. The patient and their family also expressed their gratitude for my quick thinking and effective problem-solving skills.

7. Legal Understanding

Legal understanding is an important aspect of nursing as nurses must be aware of and adhere to the laws and regulations that govern their practice. This includes understanding the laws and regulations related to patient privacy, informed consent, and medical ethics. Nurses must also be aware of the legal implications of their actions and understand how to handle difficult and complex legal situations.

Employers are looking for nurses who have a good understanding of the laws and regulations that govern their practice and who can demonstrate their ability to apply this knowledge in their daily work. They want to see that you have a commitment to upholding the ethical and legal standards of the nursing profession and are able to make informed decisions that are in line with these standards.

By demonstrating your legal understanding, you show that you are a responsible and ethical nurse who is committed to providing high-quality care to your patients. You also show that you are aware of the laws and regulations that govern your practice and have the ability to handle difficult and complex legal situations in a professional and responsible manner.

• Situation: I was working as a nurse and was faced with a situation where a patient’s privacy was in question.
• Task: I needed to ensure that the patient’s privacy was protected.
• Action: I consulted the relevant laws and regulations, and determined the appropriate course of action. I also kept the patient informed of the situation and their rights.
• Result: The patient’s privacy was protected, and the hospital was able to comply with the relevant laws and regulations. The patient also expressed their appreciation for my understanding of their rights and protection of their privacy.

In conclusion, education and experience are important factors when it comes to nursing positions, but they are not the only factors that employers take into consideration. Employers also look for evidence of key selection criteria such as communication and interpersonal skills, compassion and empathy, teamwork, quality improvement, continuous professional development, problem-solving, and legal knowledge.

It is essential for nursing candidates to understand these criteria and be able to provide examples of how they demonstrate them during the interview. By following the STAR method and being able to articulate your experiences and accomplishments, you can show the interviewer that you possess the skills and qualities necessary for a successful nursing career.

So, when preparing for a nursing interview , take the time to reflect on your experiences and think about how you can demonstrate these key selection criteria. Show the interviewer that you are a well-rounded and competent nurse who is committed to providing the best care for your patients. Good luck!

More information

• Nursing Schools
• Find Courses
• Diploma of Nursing
• Bachelor of Nursing
• Master of Nursing
• CPD Courses
• Nursing Courses Sydney
• Nursing Courses Melbourne
• Nursing Courses in QLD
• Nursing Courses Brisbane
• Nursing Courses Perth
• Nursing Courses Online
• Nursing Courses in Tasmania
• Nursing Courses in Darwin NT
• Nursing Courses in Adelaide SA
• Nursing Courses in Canberra ACT

Writing Your Key Selection Criteria Responses

Posted october 13, 2011, by sue stevens.

Many people applying for government jobs for the first time may not be aware of the importance of selection criteria responses, or how to approach them. These are a critical part of most government applications and essential to creating an outstanding application. 

Even if you have a brilliant resume that shows you have excellent skills and qualifications to do the job and you’ve written an absolutely sensational cover letter tailored to the position , if you don’t address the selection criteria in a separate document that explains how well you fit each criterion, chances are you will be overlooked. Fulfilling the selection criteria to the satisfaction of the selection committee is the only way you can make it across the line to the next stage of the recruitment process – the interview.

Where to start?

The first thing you need to do is find out what the selection criteria are. You will find them either in the advertisement or on the government department’s website along with a downloadable job application kit.

Then you need to create a new document and list all the criteria, word for word, as they appear in the job application kit.

Name the document and make sure you include your own name at the top of the page. You can use a heading such as:

• Statement addressing selection criteria
• Selection criteria summary
• Responses to selection criteria
• Statement of claims, selection criteria

FYI When it comes to naming documents, all your application documentation should have your name prominently displayed and it’s best to name the electronic documents with your name, not just ‘selection_criteria.doc’. This will make it easy for the receiver to identify your document from all the others that have also been submitted.

Give examples

When answering the selection criteria think about how you meet each selection criterion and list examples of relevant skills, experience, incidents, training and personal qualities. You need to make the link between what you can do, and have done in the past, and how it relates to the job. If you don’t have any actual work experience, use other relevant experience such as something you have done at university, for a voluntary organisation or a club to illustrate your capacity to undertake the work required.

In every answer to the criteria, you need to demonstrate that you have developed and practised these skills in your past experience/s. It’s not enough to just state that you can do ‘it’.

Use keywords

Part of the trick of responding to selection criteria is identifying and understanding the keywords in each criterion and incorporating these into your response. These subtle differences and the way you word your response could be what sets you apart from the other applicants.

Know the difference between phrases such as ‘ability to’ (means having the skills), ‘knowledge of’ (familiarity gained from actual experience) and ‘understanding of’ (fully comprehend the matter). Incorporate your understanding of these terms into your response and you’re on the right track to submitting an outstanding statement.

Choose the right words

When writing a selection criterion response, find one excellent example from your past and demonstrate what and how you achieved a good outcome. Make sure that you use strong action words such as ‘demonstrated’, ‘reviewed’, ‘developed’, ‘initiated’ or ‘negotiated’ rather than less powerful words such as ‘involved in’ or ‘assisted’.

Always give examples and avoid unsubstantiated claims. You can use bullet points if there is a list of points you are making.

Address all the parts

More often than not, selection criteria will consist of several parts and are sometimes qualified as either essential (must-have skills and experience) or desirable (good to have and improve your chances of being highly regarded).

It is tempting to write a broad response focusing on just one part of the criterion and hope this will get you through. But if you want to hit the selection criteria nail on the head and guarantee yourself an interview, then this isn’t good enough.

For example, ‘Ability to contribute ideas and demonstrate initiative and flexibility’ actually has three components – ability to contribute ideas, demonstrate initiative and demonstrate flexibility. In order to respond to this correctly it is vital that you address all three of these skills, making sure to include the keywords in your response.

STAR approach

As mentioned above, the key to responding to selection criteria well is to address all parts of the criterion, to include the keywords and give specific examples. Many well-written statements follow what is known as the STAR method of response: Situation, Task, Action, Result.

The following example response is broken up into the STAR components, with each section labelled. This is for your benefit – don’t label the sections in your final statement!

Ability to apply academic knowledge and concepts to practical situations

Another acceptable way of answering selection criteria is SAO: Situation, Action, Outcome. Whether you choose STAR or SAO, it is important that you show how you can meet each criterion.

The final touches

Some government departments and agencies do not want any more than three paragraphs per criterion (or about 250 words); others do not have any limit. As a general rule, try to be as concise as possible and at the maximum, write no more than one A4 page per criterion.

Once you have completed your statement of claims in relation to selection criteria, check over your responses and make sure there are no typographical errors and that the sentences read well.

Finally, make sure that the formatting of your selection criteria document matches the accompanying resume (or CV), cover letter and any other documentation you are submitting. By having a consistent formatting style with fonts and font sizes, your application will present as a cohesive whole. This alone shows that you have taken considerable care and attention to detail.

Get the selection criteria right and you’re on your way to an interview – and one step closer to the job!

If you’re looking for inspiration, take a look at our sample key selection criteria responses . 

Sue stevens.

Thanks for your enquiry

Good luck with your studies.

Australia’s Best Selection Criteria Examples (2024)

• Post author: Joel Smith
• Post published: July 10, 2024
• Post category: Australian Public Service / Cover Letters / Selection Criteria
• Post comments: 1 Comment

Selection Criteria Examples

Selection criteria example responses for a range of industries and capabilities to get you started.

By Joel Smith

Navigate to:

What's in this article.

Our selection criteria examples will help you get started with your responses. When applying for a job, it’s important that you nail your responses to the selection criteria. Sometimes, this is all the panel looks at. And the selection criteria can be can be difficult to interpret.

This article will give you access to strong selection criteria examples for a range of capabilities on which selection criteria are primarily based. Check out the table of contents above to navigate to the content that you want.

The range of capabilities  are drawn from the overarching six capabilities that essentially underpin all people’s work related behaviours.

Each selection criteria example has an image of the response, and the accompanying text version for you.

We write these for our clients. If you need help, get in touch for a custom quote.

Before you get started

We’ve written extensively about responding to selection criteria, and the best way is still to use the   STAR method . The selection criteria examples below will all follow the same format:

• Restate the capability.
• Explain the  situation  in one or two sentences.
• Explain your  task  and responsibilities related to this situation.
• Explain the  action  you took to resolve the issue – this is the majority of your response.
• Explain the  result  of your action.

Hence, STAR.

Remember to familiarise yourself with the available capability frameworks if you’re applying for a Government job. You can find them here:  Federal ,  NSW ,  VIC ,  QLD ,  SAES ,  WA ,  NT ,  TAS (Senior Executive) ,  ACT .  

The capabilities

Every single person in any industry at any level can be plotted within the below capabilities.

• Technical problems
• Non-technical problems
• Research and analysis
• Non-verbal/interpersonal
• Partnership building
• Relationship management
• Niche expertise
• Subject matter expertise
• In projects
• Time management
• Priority management

Leadership examples:

Leadership: selection criteria example questions.

Leadership pertains to many things, but in this example, we are focussing just on leadership of people.  

Selection criteria like the below usually need a response about your ability to lead a team through challenges, develop their capability and autonomy, improve organisational culture, and essentially, coach, mentor, and manage people to deliver better results for an organisation.

• Demonstrated ability to lead and manage a high-performing team.
• Demonstrated ability to mentor, coach and monitor a team’s output.
• Demonstrated ability to manage and delegate staff and requests.

Leadership: selection criteria example response

During my role as Manager with XYZ, I demonstrated the ability to work effectively in a team environment and provide supervision to staff  (restate the criteria).  When I began my role, I undertook a leadership position with a team of 12 which was suffering from ennui due to change fatigue. (situation).  To facilitate team cohesion,  (task)  I consulted with each team member individually to understand their frustrations, working styles, strengths, and areas for development. From these consultations, I assigned tasks and challenges which suited each team members strengths and interests. I implemented weekly meetings to brief the team on the week’s goals, my expectations, and single out particularly hard-working individuals for congratulation. I implemented team building activities and exercises including paintball and skydiving and providing leave for those interested to attend annual professional development seminars. I continued to maintain frequent check-in meetings with each individual team members to mitigate and address any issues or concerns which might arise. I frequently accommodated special circumstances including renegotiating duties for those with family commitments or mental or physical health issues and offering flexibility of work hours  (actions) . As a result, the work environment improved, and team productivity rose 45% from the previous year  (result) .

Project Management: selection criteria example questions

Selection criteria, frequently listed in position descriptions like the below dot points, usually need a response about your ability to manage projects.

Here’s some  project management  selection criteria you are likely to encounter:

• Highly developed level of knowledge and significant experience in project management and understanding of contemporary project management practices.
• Demonstrated ability to set priorities, pay attention to detail, and deliver quality and accurate results on time in a project / program context.
• Experience in the design, planning and execution of projects which utilise a range of selected tools and methodologies and are underpinned by an understanding of the related discipline.
• Demonstrated ability to manage the daily administrative and secretariat functions associated with supporting projects, with particular experience in project support, procurement and contract management.
• Project management and delivery experience in a transformational and fast-paced environment.

Project management: selection criteria question example

I have demonstrated my ability to apply contemporary project management strategies to effectively deliver key outcomes on time and within budget ( restate the criteria ). I demonstrated this most recently in my role as an IT Project Manager with the Organisation XYZ ( situation ). In this role, I managed the rollout of a new client management system ( task ). To manage the implementation, I first developed a sound procurement plan. This included broad consultation with a range of key internal stakeholders, including sales, marketing, and finance teams. This allowed me to establish minimum capabilities required for the new system. I then approached the market and assessed seven responses against the established system requirements. This allowed me to identify one provider who represented the best value for money. I developed a business case based on this, and the senior executive team approved engaging my recommended provider. I then developed a detail project plan, establishing milestones, key deliverables, transition activities, user acceptance testing, and training programs. I developed this in consultation with the chosen providers as well as the business units to ensure continuity of service. In managing the roll out, I applied contemporary project management principles, rallying the wide range of stakeholders towards critical deadlines through ongoing communication and consultation, while also applying my technical IT capability to resolve issues as they arose. This also allowed me to identify several improvements to sales and marketing workflows ( actions ). As a result, the project was delivered on time and to budget. The improvements I implemented also created significant efficiencies, automating lead and post-service follow ups, which has led directly to increased sales and improvements in user ratings across our website and social media accounts ( result ).

Change management: selection criteria example questions

Selection criteria, like these, need a response about your ability to manage change. Examples are:

• Act with courage to bring change activities to realisation.
• Demonstrated ability to lead and manage change and organisational transformation.
• Demonstrated ability to influence stakeholder participation in change initiatives.

Change management: selection criteria example responses

During my tenure as a Change Management Specialist at DEF Ltd, I was responsible for leading transformational initiatives within the organisation (restate the criteria). Upon my arrival, the company was facing a major transition as it planned to implement a new enterprise software system, which created uncertainty and resistance among employees (situation). As my role was to guide this change (task), I initiated a comprehensive change management plan that started with an organisation-wide assessment of readiness and concerns. I met with various stakeholders, including senior leadership and frontline employees, to understand their perspectives and gather insights. I then developed tailored communication strategies, training programs, and support mechanisms, ensuring that they were aligned with the unique needs and culture of our organisation. I launched a series of workshops, created user-friendly guides, provided one-on-one coaching, and established a feedback loop that allowed continuous improvement and responsiveness to emerging challenges (actions). By orchestrating these efforts, I was able to facilitate a smooth transition to the new system, resulting in 75% adoption within the first three months and a 20% increase in operational efficiency (result).

Collaboration examples:

Relationship building: selection criteria example questions.

Selection criteria, like the below, usually need a response about your ability to manage relationships:

• Exercise a significant degree of independence and while collaborating with colleagues across the Department and the public sector.
• Manage challenging relationships with internal and external stakeholders.
• Influence and Negotiate: Gain consensus and commitment from others, and resolve issues and conflicts.
• Works with suppliers and staff to create relationships which achieve mutual goals and objectives.
• Ability to build and maintain effective relationships with multidisciplinary team members, patients, and other stakeholders, including participation in relevant networks.

Relationship Building: example response

I build and sustain effective and long-term relationships, and leverage these to achieve key organisational outcomes ( restate the criteria ). I demonstrated this in my current role as a Human Resources Manager with Organisation XYZ, where I managed senior relationships with key internal stakeholders ( situation ). As an example, I negotiated the organisations enterprise bargaining agreement while maintaining a positive organisational culture ( task ). To achieve this, I established a clear strategic direction with senior management in advance of bargaining, and began building critical relationships with key negotiators including the union and smaller representative groups within the organisation. Throughout negotiations, I relied on my detailed working knowledge of the complex workplace bargaining legislation to maintain my reputation as a knowledgeable expert. This included operationalising the good faith bargaining principles, by maintaining reasonable meeting schedules, disclosing information in a timely manner, responding genuinely to proposals, and recognising other bargaining representatives. I also identified key areas of negotiation for management and brought data-driven insights which demonstrated areas for improvement in the current enterprise agreement. For example, I used HR and research data to demonstrate to management that requiring doctor certificates for single sick days did not improve under-attendance but did create a culture of over-attendance. This convinced management of the benefits of changing this policy in the agreement, and allowed me to present the bargaining representatives with genuine improvements ( actions ). As a result of my careful relationship management, I successfully negotiated the bargaining agreement while sustaining positive relationships between all partners ( result ).

Teamwork and collaboration: selection criteria example questions

Selection criteria like the below usually need a response about your ability to work within a team and collaborate with others to achieve outcomes.

• Demonstrated ability to work with a multidisciplinary team including the ability to work collaboratively with all industry stakeholders.
• Demonstrated ability to work either independently or as a member of a team and exercise initiative, judgement, discretion and sensitivity in a workplace subject to work pressures and changes.
• Demonstrated ability to work in a team environment whilst working autonomously to deliver results within specified timeframes set to meet client expectations.

Teamwork and collaboration: selection criteria example response

During my time as Project Coordinator at ABC Corp, I was tasked with fostering collaboration among diverse teams (restate the criteria). Within our department, there were four distinct teams that had historically operated independently, leading to inefficiencies and misunderstandings (situation). To build synergy and collaboration (task) , I initiated a series of cross-team meetings, workshops, and social events to encourage communication and understanding among all team members. I personally facilitated collaboration sessions, where I encouraged open dialogue about each team’s objectives, strengths, and challenges. I worked closely with team leaders to align project goals and ensured that everyone had clear and shared expectations. I implemented regular check-ins, created shared online workspaces, and even coordinated a team-building retreat to foster trust and camaraderie (actions) . Through these focused efforts, the teams were able to work together seamlessly, share resources effectively, and achieve a 30% reduction in project completion time, leading to a more innovative and productive work environment (result).

Partnership building: selection criteria example question

Partnership selection criteria questions could look like:

• The ability to forge lucrative and mutually beneficial partnerships.
• Proven ability to establish and maintain partnerships at all levels of the organisation.
• Proven ability to achieve buy-in from important partners.

Partnership building: selection criteria example response

In my role as Business Development Manager at STU Tech, the task of establishing and nurturing strategic partnerships was central to my responsibilities (restate the criteria) . When I took over the position, I identified that the company had limited collaboration with industry partners, which was hindering our growth and innovation potential (situation). Recognising the necessity to forge strong partnerships (task), I set out to identify potential allies aligned with our business goals and values. I initiated meetings with key decision-makers, understanding their needs, and aligning our mutual interests. I worked closely with our legal and product teams to draft partnership agreements that were fair and mutually beneficial. I also implemented regular check-ins, joint marketing initiatives, and collaboration on product development with our partners. I made a point to attend industry events, maintaining a network that could lead to future partnerships, and always keeping an open line of communication (actions) . As a direct result of these partnership-building efforts, our company expanded its market reach, improved its product offerings through collaborative innovation, and increased annual revenue by 15% (result).

Communication examples:

Communication: selection criteria example questions.

Communication are separated into non-verbal, verbal, and written. 

Selection criteria like the below usually need a specific response addressing each of these three ways of communicating :

• Presenting and Communicating Information – Speaking clearly and fluently, expressing opinions, making presentations, responding to an audience, showing credibility.
• High-level report writing and written communication skills. 
• The ability to communicate effectively and work collaboratively within a team.
• Superior communication and customer service skills.
• Capable of explaining technical concepts to non-technical stakeholders with the ability to tailor the communication style to the audience.

Written communication: selection criteria example responses

In my role as Communications Specialist at GHI Inc., I was charged with enhancing the effectiveness of our organisation’s written communications (restate the criteria) . At the time, the company was struggling with unclear messaging and inconsistencies across various channels, leading to confusion among both clients and internal stakeholders (situation) . Recognising the need for clarity and cohesion in written communication (task), I conducted a comprehensive review of all existing written materials, including emails, reports, marketing collateral, and web content. Based on my findings, I developed a unified style guide that reflected the company’s brand voice and tailored guidelines for different audiences. I led workshops to train staff in effective writing techniques, provided individual coaching, and implemented a peer-review system to ensure quality and coherence. I also created templates and examples for common communication scenarios and made myself available for consultation on critical documents (actions). These efforts led to a significant improvement in the clarity and professionalism of our written communications, resulting in increased client satisfaction scores and a 25% reduction in internal queries and misunderstandings related to communication (result).

Verbal communication: selection criteria example

As a Customer Service Manager at JKL Enterprises, I recognised the vital importance of clear and empathetic verbal communication (restate the criteria). When I assumed my position, customer satisfaction rates were declining, and analysis indicated that the root issue was misunderstandings and dissatisfaction with the way information was verbally conveyed (situation). I set out to enhance our team’s verbal communication skills (task) by conducting a thorough evaluation of current practices, listening to recorded calls, and identifying specific areas for improvement. I designed a series of training sessions focusing on clarity, tone, active listening, and effective questioning techniques. I personally facilitated role-playing exercises, provided constructive feedback, and encouraged team members to practice these new skills. I also instituted regular team meetings for sharing best practices and created an open-door policy for individual guidance (actions). By fostering a culture of excellence in verbal communication, customer satisfaction rates increased by 40%, and employee confidence in handling complex customer inquiries grew significantly (result).

Non-verbal communication: selection criteria example

During my tenure as a Human Resources Specialist at MNO Company, I identified the need to focus on non-verbal communication within the organisation (restate the criteria). I noticed that misunderstandings and tensions were occurring, not due to what was being said, but how it was being conveyed through body language, facial expressions, and tone (situation) . Seeing the opportunity to improve these non-verbal cues (task) , I conducted a series of workshops aimed at raising awareness of the importance of non-verbal communication. I started by evaluating current employee interactions, then designed customized training materials focusing on body language, eye contact, posture, gestures, and tone of voice. I engaged the staff in interactive exercises, provided video examples, offered personal coaching, and encouraged reflection on how non-verbal cues could affect their daily interactions (actions) . As a result of this concentrated effort, employee surveys showed a 35% improvement in interpersonal relationships, and the company saw a notable enhancement in teamwork and collaboration across departments (result).

Expertise examples:

Strategic thinking: selection criteria example questions.

Expertise can be judged in a number of ways, but our ability to think strategically marries our knowledge  with our capabilities to achieve outcomes for an organisation. 

For that reason, strategic thinking will sit under expertise.

Selection criteria like the below usually need a response about your ability to think strategically at the junior level:

• Be aware of how your work contributes to team, branch, and organisational priorities.
• Demonstrated ability to review and analyse data to make sound evidence-based decisions and problem solve in line with current legislation with minimal supervision.
• Demonstrate the ability to “think outside the box” to service clients’ needs whilst adapting to change.

Selection criteria like the below usually need a response about your ability to think strategically at the senior level:

• Create and share a vision by leading and translating the strategic direction.
• As a leader, you will set strategic corporate direction and apply astute judgement, a strong focus on results, and the ability to solve complex issues to build organisational capability.
• Demonstrated experience implementing critical business solutions in an operational environment, managing organisational change & the realisation of organisational benefits.

Strategic thinking: selection criteria example response

While serving as the Strategic Planner at PQR Corporation, my role required me to apply strategic thinking to steer the company through a rapidly changing market landscape (restate the criteria). During a critical time, competitors were outpacing us with innovative products, and we were losing market share (situation). To counter this trend and position the company for growth (task), I embarked on a comprehensive analysis of the market, competition, internal capabilities, and emerging trends. I consulted with cross-functional teams, industry experts, and key stakeholders to gather insights and conducted SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis. Collaboratively, I designed a forward-looking strategic plan that identified new growth opportunities, including potential partnerships, product diversifications, and market expansions. I created detailed roadmaps, established key performance indicators (KPIs), and fostered a culture of ongoing strategic review to ensure alignment and agility (actions). Through these strategic thinking initiatives, the company successfully launched three new product lines, entered two new markets, and increased revenue by 20% over the following two years (result).

Organisational examples:

Time management: selection criteria example question.

Time management questions might look a bit like:

• Ability to manage a range concurrent priorities in time-pressured environments.
• Proven ability to achieve concurrent timeframes and manage own priorities.

Time management: selection criteria example response

As a Project Manager at VWX Services, mastering time management was key to my ability to deliver complex projects on schedule and within budget (restate the criteria). When I took charge of a critical project that had multiple interdependent phases and a strict deadline, I observed that previous delays had caused a tight and potentially unmanageable timeline (situation) . I knew that precise time management would be essential to success (task), so I meticulously analysed each phase of the project, identifying potential bottlenecks and opportunities for parallel execution. I created a detailed project timeline, assigning realistic deadlines and clearly communicating them to the team. I implemented daily stand-up meetings to monitor progress, used project management tools to track tasks, and prioritised activities according to their criticality. I also provided one-on-one coaching to team members who needed support in managing their time efficiently and built contingency into the plan to account for unexpected delays (actions) . My rigorous focus on time management led to the successful completion of the project two weeks ahead of schedule, pleasing our client and contributing to a 10% profit increase for our department (result).

Process improvement: selection criteria example question

Process improvements salvage wasted resources, streamline processes, and improve the overall business. Selection criteria questions for process improvements look like:

• Demonstrated ability to lead improvement projects.
• Demonstrated ability to identify resource saving measures.
• Demonstrated continuous improvement knowledge and experience. 

Process improvement: selection criteria example response

As a Process Improvement Analyst at YZA Manufacturing, my main objective was to identify and implement efficiencies within our production line (restate the criteria). Upon review, I discovered that certain outdated practices were causing bottlenecks and increased costs within the manufacturing process (situation). Committed to enhancing our operations (task) , I employed methodologies such as Six Sigma and Lean Manufacturing to analyse current workflows and identify areas for improvement. I gathered data, interviewed staff, observed production firsthand, and used process mapping techniques to visualise existing practices. Collaboratively working with the production team, I developed and tested new procedures, eliminating unnecessary steps, automating manual tasks where possible, and reorganising the production layout to minimise travel time between stations. I also provided training and ongoing support to ensure that employees were comfortable with the new processes (actions). Through these process improvement efforts, the production line’s efficiency increased by 25%, resulting in a reduction of waste by 15% and an overall cost savings of 20% for the company (result) .

Problem Solving examples:

Problem solving: selection criteria question example.

Problem solving selection criteria questions might look a little like this: 

• Demonstrated ability to produce solutions to a range of problems.
• Ability to solve complex IT problems.
• Ability to research to source information for decision-makers.

Problem solving: selection criteria response example

As a Lead Engineer at BCD Technologies, my role required constant problem-solving to overcome technical challenges (restate the criteria) . During the development of a key product, we encountered an unexpected issue with our software that threatened to delay the launch and increase costs significantly (situation) . Recognising the urgency and complexity of the problem (task) , I assembled a multidisciplinary team and led a systematic investigation into the root cause of the issue. I encouraged collaborative brainstorming, fostered an environment where all ideas were welcomed, and utilised analytical tools like failure mode effect analysis (FMEA) to evaluate potential solutions. Through rigorous testing and iterative refinement, we were able to pinpoint the problem and develop a creative solution that not only resolved the immediate issue but enhanced the overall performance of the product. I made sure to document the process and learnings for future reference, and maintained open communication with stakeholders throughout the process to manage expectations (actions) . Thanks to our focused problem-solving efforts, we were able to launch the product on time, achieving a 15% higher performance benchmark than initially targeted, and receiving high praise from both clients and internal stakeholders (result) .

Research and analysis: selection criteria question example

Research and analysis is ultimately about finding a solution to a problem. Selection criteria examples for this look like:

• Ability to conduct research and make factual, independent decisions which comply with legislation.
• Proven experience managing research and development opportunities.
• Proven experience making commercially sound decisions from research and analysis of financial information

Research and analysis: selection criteria response example

In my role as a Research Analyst at EFG Pharmaceuticals, I was responsible for conducting critical research to inform the development of new medical treatments (restate the criteria). During the preliminary phase of a significant project aimed at finding a cure for a specific disease, we were faced with an overwhelming amount of data from various sources and needed a coherent analysis to drive our next steps (situation). Tasked with synthesising this information (task) , I designed a comprehensive research strategy, incorporating both qualitative and quantitative methodologies. I gathered and critically analysed data from clinical trials, academic journals, competitor studies, and patient interviews, utilising statistical tools and specialized software. I collaborated with cross-functional teams, ensuring that the research was aligned with our project goals, and provided ongoing updates to the stakeholders. My work included identifying trends, drawing insights, formulating hypotheses, and presenting findings in easily digestible formats tailored to different audiences (actions). Through this rigorous research analysis, we were able to identify promising paths for development, leading to a successful phase-one clinical trial and attracting significant investment for further research (result).

You Might Also Like

Senior executive service (ses) pitch writing, two-page cover letter addressing the statement of duties, what is active and passive language and why it matters., this post has one comment.

Pingback: EL2 Selection Criteria - The Resume Writers

Leave a Reply Cancel reply

This site uses Akismet to reduce spam. Learn how your comment data is processed .

The Resume Writers acknowledges the traditional custodians of the lands on which our business operates. We pay our respects to ancestors and Elders, past and present.

• Book a Discovery Call
• Resume Writing
• Government Selection Criteria
• Get In Contact
• How It Works
• Terms, Conditions and Privacy Policy
• 1300 272 477
• 5/18 Elizabeth Street Hobart TAS 7000
• 903/50 Clarence St, Sydney NSW 2000
• Level 8, 805/220 Collins St, Melbourne VIC 3000
• 9/204 Alice St, Brisbane QLD 4000
• 202/37 Barrack St, Perth WA 6000
• 3/55 Gawler Place, Adelaide SA 5000
• [email protected]
• Monday - Friday 9AM - 5PM

© All rights reserved

Discover more from The Resume Writers

Subscribe now to keep reading and get access to the full archive.

Type your email…

Continue reading

How to write & talk to selection criteria: The response structure

Looking for a new opportunity?

A selection criteria response structure.

Job applicants can become stuck on how to respond to selection criteria. There are several ways to construct a response. Here is one that can form part of your toolkit.

This is a three-part structure. I’ll illustrate it with the criterion: Well developed analytical and research skills. The context of the job is a strategic HR unit.

Part 1: General statement about the criterion.

This is a short paragraph that makes a broad statement about meeting the criterion. Make sure you use the language of the criterion so that the reader knows you are talking about the right skill set.

My well developed analytical and research skills have been demonstrated during five years working as an academic research assistant and in implementing a government grants program. In both roles I researched and analyzed information about complex social issues including homelessness, obesity and literacy problems.

Part 2: Specific example/s to support the criterion.

The examples are specific instances of applying research and analytical skills. They can be structured using the SAR model:

Situation: Briefly outline the context of the example and what your role was.

Action: Give details of what you did, how and why.

Result: Briefly outline what the result was. This could be a tangible item, such as a report. If this result is measurable, then include this information. Measures can be quantitative (e.g. numbers, cost) and qualitative (e.g. standards).

While Project Officer for the Community Grants Program, I researched and analyzed options for a consultative process with community groups. My role was to prepare an executive briefing paper which identified options and recommended a course of action.

I reviewed eight consultative processes used by various government agencies, three recommended by private consultants, and completed a literature review covering the last ten years. Using a set of criteria I established based on this material, I summarized the processes, selected four that best met the Community Grants Program needs, evaluated them based on the criteria and recommended one. My recommendation was accepted by the executive, with commendations on the quality of the briefing paper. I am now developing a strategy for introducing this option into the program.

Part 3: Link to job in hand.

If there is a gap between the examples provided and the work to be done in the new job, you may wish to close with a short statement that signals the transferability of your skills to the new job.

I anticipate that these research and analysis skills will readily transfer to researching and analyzing strategic HR issues such as staff engagement, talent management and workplace planning.

Want more articles like this sent to your inbox every month?

Just let us know what kind of support you’re looking for so we can sign you up to receive the right newsletter for you.

Career support

HR and DEI updates

About the Author

Ability to Work Independently

Selection criteria that specifically ask for the demonstrated ability to work independently are looking for evidence that you are able to work without direct supervision all of the time.

They need someone who can plan and organise their own work day and tasks, who can initiate change to work practices or policies or their own personal working style. Someone who can understand the operational environment and adapt accordingly, and someone who can act proactively and with integrity.

'Work Independently' Selection Criteria May Be Worded Like This:

Demonstrated ability to work independently. Demonstrated ability to work without supervision. Ability to work independently and as a member of a team. Demonstrated self motivation and the ability to work independently. Or any variation of the above.

What to Write About

When addressing your selection criteria, some of the things you could look at and mention are:

Explain how you work regularly and consistently without supervision.

Write about how you have achieved results in the past with limited supervision.

Demonstrate that you can make independent decisions and solve problems on your own.

Show that you can plan, organise and prioritise work by yourself.

Give practical examples that show you can meet deadlines when unsupervised.

Demonstrate an awareness of any limitations that you have, but back them up with strategies for overcoming these limitations

Show that you can identify factors that contribute to stress, and that you have strategies and support systems to alleviate stress.

Show that you can control your actions and workflow during stressful or busy periods (e.g., you are able to maintain perspective, manage anger and frustration and ‘get on with the job’).

Show a real solid confidence in your abilities.

And by all means, definitely do not mention that you refer to your supervisor often or asking for help a lot!

Answer These Questions

When do you normally work as an individual? Example: In my current role, (Title), I have a high degree of responsibility and autonomy in deciding the relative priority of most of my tasks, and I am held solely responsible for my output quantity and quality.

How do you organise and prioritise your work to ensure you complete it without prompting? Example: I use various tools to organise my work including the Outlook diary, Outlook reminders and the Outlook to-do list. I spend time each morning planning the day ahead of me and prioritising tasks in order of importance and due date; however, I remain aware of the need to reprioritise these tasks as the day progresses and things change. I also assess my work progress at the end of each day and update Outlook to reflect the next day’s priorities.

How do you make sure that you can cope without a supervisor? Example: While I work autonomously, I have also built up a side network of contacts that I am able to draw on for assistance or technical expertise when the occasion arises, and I leverage these networks as required.

When have you made a decision without guidance from others? Example: All my decisions are made following appropriate research, sound verification and documentation, but I am also able to make judgements about when I should consult with others prior to making a decision. (Insert specific example).

What are some of the things you have achieved when working alone?

What are some of the things that you do to ensure that your time is being used effectively?

Use Our Free Examples

Download our free selection criteria examples below.

More Articles You Might Find Useful:

Free ebook how to get a government job

Achieves results selection criteria example

Stand out selection criteria

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. 

Top search terms

Explore related topics, subscribe to career advice.

Addressing selection criteria

How to write convincing statements that hit key points

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

A key aim of a job application is to demonstrate that you meet the inherent requirements of the role. While a resume may offer an overview of your skills and experience, statements that directly address the selection criteria provide more detail about how you have demonstrated the competencies required to do the job. The employer can then compare candidates against the same set of criteria.

Where do I address selection criteria?

Keep the selection criteria in mind when describing your skills on your resume, but most employers will also expect you to address the selection criteria more directly elsewhere in your application.

Here are the most common formats for addressing selection criteria:

A statement of claims against selection criteria is a document where you will use each criterion as a heading and write a description of how you meet each one. Organisations that use this method of addressing selection criteria include government departments, non-government organisations (NGOs), universities and research institutes. They will request this document in the job advertisement or information package. Use the title the organisation has given this document and include the job title and reference number, if applicable, as well as your name as a header on each page. Deal with the criteria in the same order as in the advertisement or duty statement.

An online application may require you to address each criterion in a text box within an online form. This process is very similar to writing the statement of claims against selection criteria mentioned above. Alternatively, the selection criteria may be phrased as questions that you will need to answer in detail, for example:

• “Can you describe a time you have successfully worked as part of a team?” (Selection criterion: teamwork skills)
• “What have you gained from your studies in chemistry?” (Selection criterion: knowledge and skills specific to chemistry)
• Why are you applying to work in our consulting department?” (Selection criterion: knowledge of and interest in consulting)

Online applications are commonly used by large organisations and in recruitment for graduate or internship programs.  

A cover letter in which you will address the selection criteria more briefly and in the format of a formal single page letter. Be aware that some organisations require that you write both a cover letter AND a statement against the selection criteria.

Examples of selection criteria

Selection criteria often fall into two main categories: essential and desirable. It is important to address both essential and desirable criteria to maximise your chance of being selected for an interview. Within these two categories, there are different types of criteria that refer to different requirements.

Qualifications

Usually a degree, diploma or other certified training course. Example: ‘A minimum four-year degree in Social Work, Psychology or related discipline.’

These can be technical, discipline-specific or transferable skills .

Technical example: 'Intermediate programming skills, preferably using Python and/or SQL.'

Discipline specific example: 'Sound research skills including the ability to conduct literature reviews and analyse data.'

Transferable example: 'Excellent time management skills including an ability to prioritise tasks and meet deadlines.'

This refers to duties or activities that you have performed before. Remember that experience can be gained through a variety of avenues including volunteering and extracurricular activities.

General example: 'Customer service experience.'

Specific example: 'Experience in arts administration, preferably within a gallery or museum.'

An understanding of a subject area through exposure, study or experience. Example: 'An understanding of marketing principles relevant to the FMCG industry.'

How to address selection criteria

To address selection criteria in a one-page cover letter, see our cover letter tips and template . 

Your responses to the selection criteria in a statement of claims or online application form will be more detailed and contain enough evidence to convince the employer that you meet the job criteria. A simple one- or two-line answer will rarely be sufficient.

The key to writing a strong response lies in identifying examples of instances where you have clearly demonstrated the required competency. Use the STAR formula to construct your answer. About 80% of your answer should focus on the 'Action', describing what you did and how you did it.

Example selection criteria using STAR

Criterion: Demonstrated problem solving skills and initiative.

Situation – where, when, and context of your example.

As the event coordinator for the University’s Science in Media Society, I volunteered to organise a fundraising event for a cancer research facility while in the final year of my Communications and Media Studies degree.

Task – the task or problem to be solved.

Our budget was cut during the preliminary planning and I needed to devise a strategy on how to run the event with only half the funds I was anticipating.

Action – how you solved the problem, fulfilled the task or handled the situation. What did you do and how did you do it, that demonstrates the criterion you are addressing?

In the first instance, I calculated which expenses were critical and could be covered by our current budget. Next, I decided to make up the shortfall by approaching local businesses for sponsorship. I created an online flyer to outline the benefits of getting involved, such as positive publicity and the opportunity to raise their profile with high achieving students, and cold called 36 targeted businesses. To ensure a good attendance at the event I utilised my social media skills to activate a network of potential supporters, and advertise an attractive range of lucky door prizes.

Result – the outcome/s achieved as result of your action/s. Quantify the result where possible.

As a result of my actions I convinced 11 businesses to contribute funds which covered all outstanding expenses. The event attracted over a hundred attendees and raised $5000 for the research facility. I was also subsequently invited by the University’s student association to contribute to a development workshop for new student leaders, in recognition of the skills I had displayed in managing this event.

Tips for addressing selection criteria

• When selecting examples, choose examples that are relevant to the criterion, the employer and the job. Where possible, select more recent examples, and use examples that give you the best opportunity to demonstrate your level of skill.
• For most industries, you can choose examples from a range of different activities such as internships, casual work, volunteering, university projects and extracurricular activities.
• If you are writing a statement of claims against selection criteria as a Word document, list criteria as headings in bold print, and address each criterion in a couple of paragraphs.
• For criteria with more than one part, eg, ‘Effective written and verbal communication skills’, ensure you address each part.
• Quantify your experience or outcomes if you can, eg, ‘three years’ experience in creating monthly budgets using Microsoft Excel’.
• Use action-oriented words, eg, ‘assessed’, ‘implemented’, ‘organised’, and ‘developed’, that reflect the language used in the job description.  
• Where you have extensive relevant experience to draw on, you can start your statement addressing a criterion with a brief summary of that experience and follow with one or two detailed examples.

Register for career skills workshops

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.

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.

Useful links

• Cracking the Code: How to apply for jobs in the Australian Public Service
• BOM Guide on Addressing Selection Criteria

Selection Criteria

Any example demonstrates many skills.

An approach to selection criteria is to use the STAR model – Situation, Task, Action, Result. One of the limitations of this approach is that one example is used to demonstrate one area of skill. In explaining the situation, other skills may be overlooked. In reality, any example demonstrates multiple skills.

Take an example of problem solving. A problem is a situation that is unsatisfactory and causes difficulties for people. It can be a puzzle, needing logical thought to solve.

Let’s supposing you are writing about solving an IT problem. Or perhaps it is an error in some financial records that needs solving. Or maybe it’s a problem about how to meet a deadline when there seems to be too many things to do and not enough people.

In order to solve any of these problems a range of skills could potentially be used:

• Analytical thinking to work out what the problem actually is.
• Research skills to find out how to solve the problem.
• Information sharing skills to explain to someone else what the problem is.
• Interpersonal skills to understand the problem.
• Customer service skills to help someone else know how fixing the problem is progressing.
• Writing skills to explain to a technician what the problem is.
• Decision-making skills to determine what option to choose to fix the problem.
• Negotiation skills to win someone’s cooperation who is central to fixing the problem.
• Facilitation skills to brainstorm with a team what could be causing the problem.
• Coaching skills to help build someone else’s skills who is involved in this problem.
• Teamwork skills to divide up the work and help each other out to meet the deadline and get the work done.
• Self-management skills in deciding priorities and meeting deadlines.

Two ideas flow from this analysis.

When keeping records of examples to use as evidence, capture the full range of skills used in the example. While you may think it relates to a particular skill, this may narrow your perspective. There may be a core skill, and there are bound to be others used to support that skill.

When writing about any example, use skill-based language when talking about what action you took. For example, “To solving this problem I researched …. and analysed ….. Following my negotiations with …. I established three options, only one of which would satisfy the customer. To implement this solution I selected a three-person team and provided coaching so that ….”

• Career presentations
• Career development practitioners
• Job applications
• Job interviews
• Managers/selection panels
• Career Management
• Capabilities
• Daring Dames
• Sensemaking

Your Keys to Selection Criteria

• Soft skills
• What is a credential?
• Why do a credential?
• How do credentials work?
• Selecting your level
• How will I be assessed?
• Benefits for professionals
• Benefits for organisations
• Benefits for postgraduates

How to address key selection criteria when applying for a job

Posted on September 17, 2019

Australia’s unemployment rate is at its lowest point since 2008, before the global economic recession, leading to a very competitive job market. Underemployment remains a very large concern for recent graduates and other individuals looking to start or further their career.

According to the Australian Broadcasting Corporation, more than 1 million people in Australia are underemployed. That can mean they either work part-time or hold positions they are overqualified to maintain.

Landing the right job to match your education, skills and experience requires an often rigorous application process. In a lot of cases, there may be multiple screenings and phone interviews before you even meet hiring managers face to face. So how can you increase your chances of moving past those initial screening stages and convince the right people to consider hiring you? It’s all in the key selection criteria.

Employers highly prioritise key selection criteria while vetting candidates, and if you don’t match up with what they’re looking for, your resume will be passed over. Here’s how to address key selection criteria when applying for a job.

What are key selection criteria and why are they important?

When you come across a job posting on a company’s website, chances are you’ll see a list of key selection criteria required to fill the position. These are the must-have skills, qualifications, experience or education needed to do the job. Hiring managers make them a big priority while vetting candidates, often prizing applicant responses over the content in their resumes. While a resume may contain a lot of information that’s irrelevant to the specific position, selection criteria responses directly show how a candidate’s experience and skill sets would transfer over to that role.

If you don’t address key selection criteria in your application, it’s very unlikely that you’ll move beyond the initial screening processes. Assume that other applicants have similar qualifications listed on their resumes, making it difficult for HR folks to clearly discern what separates the very best candidates from everyone else . It’s easy to simply toss out applications that omit responses altogether.

At the same time, perfunctory answers won’t do your candidacy any favours. You need to provide the most direct, relevant and compelling responses to key selection criteria to impress hiring managers and land an interview.

Review and break down key selection criteria

The first thing to do when presented with key selection criteria is to really break down each item so you fully understand what is being asked. Pay particular attention to the language being used in every selection criterion. Some may be centered around your experience, while others will focus on your skills and abilities . Depending on how the selection criterion is written, an ideal response may tie together multiple skills and capabilities, so you’ll want to be sure you touch on each one.

For instance, you might encounter selection criteria that reads, “Teamwork skills – experience collaborating with diverse teams and business units – able to work with others to tackle problems and provide actionable solutions.” It would be very easy for an applicant to see “teamwork skills” and only respond with that in mind. There are a lot of attributes touched upon here, though: experience working with other departments, verbal communication, collaboration, problem-solving, etc. A good response will address all of those points.

If your response is limited to “I have a long track record of working on projects in a team setting,” you would ignore all the other attributes the selection criterion is asking about.

Frame your response around the position

The whole point of key selection criteria is to see if your experience and skills are a good fit for a particular job. With that in mind, your responses should be tailored to each role you apply for. Items that focus on hard skills – experience with different programming languages, for instance – are relatively easy to connect to a position. Things become more complicated when you’re responding to key selection criteria revolving around soft skills.

Soft skills are applicable to any job or role , so it’s easy to give generic responses that reference your teamwork or communication abilities without really tying them to the day-to-day logistics of a particular position.

When responding to any key selection criteria, consider how your experience or abilities would apply in the specific context of the job in question. Even if your past experience was in a different industry, frame your answer to clearly show how those skills would translate to the position you’re applying for. The more tailored your response is, the easier it is for hiring managers to imagine you in that role.

Provide compelling evidence to support your response

Simply telling potential employers that you have good teamwork skills or that you have experience with cross-departmental collaboration won’t cut it. You have to show them, in detail, how you match up with key selection criteria. That means providing evidence to support every response and claim you make.

There are a few different approaches that HR experts recommend when crafting an evidence-driven response. The most prominent of these is arguably the “STAR” approach.

The STAR approach follows this framework:

• Situation : Provide the context of your example, including the industry, department and role.
• Task : Describe the assignment, problem or issue you needed to address.
• Action : Detail the steps you took to tackle the task at hand.
• Result : Explain how your actions produced tangible results.

You may also come across the “CAR” model (Context, Action, Result), which is very similar to STAR, although perhaps slightly less detailed.

The important thing to keep in mind is to show hiring managers your accomplishments with persuasive language and evidence. Short statements and responses may not provide all the context needed to fully understand how a particular event unfolded and the role you played in it.

Another good way to provide evidence of your skills, experience and abilities is with professional credentials like those offered by Deakin . All professional credentials are rigorously vetted and authenticated to verify that you have the right soft skills for a particular job.

If you want to show employers that you have the skills and experience they’re looking for, Professional Practice credentials from Deakin can help. Contact Deakin to  earn your credentials today .

• Cover Letter
• Selection Criteria
• Interview Coaching
• LinkedIn Profile
• Testimonials

Addressing Selection Criteria

Free selection criteria examples 210+ | government & tertiary sector roles.

Thanks to all of you who return month-on-month; and a warm welcome to new visitors, I guarantee you will find this an invaluable resource. Over 210+ interview-winning selection criteria examples are showcased from various jobs/roles and levels (entry to senior executive). One-click access with all examples hyperlinked. 2024: STAR Model: Analysis & Problem Solving ... 1 Aug 2024 Child Protection Supervisor ... 1 Jun 2024 [...]

FREE Selection Criteria | STAR Model: Analysis & Problem Solving

Proven high-level capacity to analyse and resolve complex problems. I utilised advanced analytical and problem-solving skills when coordinating the review of data elements within the Australian XYZ Standard. Reviewing two critical data elements involved evaluating stakeholder proposals, researching the feasibility and practicality of proposals via multiple data sources, and formulating internal and external inquiries. I then gathered, collated and analysed the information to develop and [...]

FREE Selection Criteria Examples | Child Protection Supervisor

My client applied for the role of Child Protection Supervisor in State (Vic) Government and progressed to the interview stage. A statement addressing 11 criteria in short paragraphs was prepared across three (3) pages. Two of the criteria are combined and showcased. Application of child development theories and legislation. In my current role as Team Leader (TL), Complex Case Management at XYZ, I applied early [...]

FREE Selection Criteria | STAR Model: WHS/OHS Legislative Knowledge

Current knowledge of legislative obligations around workplace/occupational health and safety and how these impact employment and service delivery. I have robust knowledge of and apply state (WA) legislation around health and safety in line with the Work Health and Safety Act 2020. This Act promotes a preventative approach to adverse incidents in the workplace environment that aims to facilitate individuals’ involvement in policy and implementation [...]

FREE Selection Criteria Examples | Executive Officer, Local Government

My client applied for the role of Executive Officer in Local Government and progressed to the interview stage. The written component required addressing six (6) essential and five (5) desirable criteria in three (3) pages. One of the criteria is showcased. Advanced interpersonal, negotiating and conflict resolution skills, including the ability to effectively communicate with a wide range of people. I initiated, devised and recommended [...]

FREE Selection Criteria | STAR Model: Strategic Team & Operational Leadership

Leading teams and operations in line with strategic direction in a strict procedural and regulatory environment. The XYZ Air Force operated an aircraft fleet named ZZZ Trainers maintained by BAE Systems. The section I supervised was tasked with converting and performing structural modifications to several aircraft in line with BAE procedures and the government's primary aim to bring production capabilities onshore. I took over the [...]

FREE Selection Criteria Examples | APS Biosecurity Officer

My client applied for the role of Biosecurity Officer in the APS (Commonwealth/Federal) Government and progressed to the interview stage. The written component required addressing four (4) selection criteria with a limit of 300 words for each. An excerpt from one of the criteria is showcased. Describe your understanding of working in a regulatory role and some of the challenges this may present. Two of [...]

FREE Selection Criteria | STAR Model: Health Legislation Knowledge

Sound knowledge of legislation relevant to Hospital and Health Services (HHS) in Queensland. Since the implementation of the Hospital and Health Boards Act 2011 (the Act), there has been a significant shift in the relationships between the Department of Health and HHS and their perspective roles and responsibilities. The Act introduced an integrated health system in which HHS were established as statutory bodies with direct [...]

FREE Selection Criteria Examples | Human Resource (HR) Advisor, WA Government

My client applied for the role of HR Advisor in state (WA) government and progressed to the interview stage. The written component required addressing four (4) selection criteria in two (2) pages. One of the criteria is showcased. Demonstrated application of contemporary human resources principles and practice. A situation occurred involving a front-line employee with poor grooming and hygiene who met with clients daily in [...]

FREE Selection Criteria | STAR Model: Tender & Contract Management

Experience in processing tender bids and managing contracts. Across all my roles, I have managed the tender bidding process involving meticulous preparation of proposals encompassing financial and technical data, both quantitative and qualitative. At XYZ I prepared a large tender from scratch. This involved formulating the budget ($10M) for a key component, forecasting expected costs over a 24-month duration from over 50+ suppliers worldwide, factoring [...]

FREE Selection Criteria Examples | Customer Services Officer, Local Government

My client applied for the role of Customer Services Officer in the local government sector, a council in NSW. From a total of 60 applicants, six (6) were shortlisted for interviewing including my client. The written component required addressing seven (7) criteria in a two-page cover letter format. One of the criteria is showcased. Demonstrated experience in providing quality face-to-face customer service to meet customer [...]

FREE Selection Criteria | STAR Model: Quality Auditing Processes

Understanding of quality auditing processes. I apply a thorough understanding of quality auditing processes in line with Hazard Analysis Critical Control Points (HACCP) 3 and 6, and Food Safety Program Verification and Records Standards (STD). As a qualified auditor, I conduct internal bi-annual audits of the hospital’s catering departments; I also attend bi-annual external audits. Internal audits take one day to conduct and a further [...]

FREE Selection Criteria Examples | Learning Support Assistant

My client applied for the role of Learning Support Assistant in the ACT Education sector and progressed to the interview stage. The application involved addressing selection criteria across two pages. One of the criteria is showcased. Knowledge of the educational, social and emotional needs of students with disability, complex needs and/or a trauma background. I have in-depth knowledge of the educational, social and emotional needs [...]

FREE Selection Criteria | STAR Model: Project Management

Substantial experience in project management with demonstrated knowledge and understanding of project management methodologies, principals and policies. During my tenure within the Department of AAA, I managed complex and challenging projects. I applied both PMBOK and PRINCE2 methodologies across the project lifecycle specifically customised for the department, including training systems and processes, policies and procedures. As the Project Manager on a recent project involving the [...]

FREE Selection Criteria Examples | Administrative Officer, WA Health

My client applied for the role of Administrative Officer in a state government department (WA Health), progressed to the interview stage, was offered and accepted the role. The application involved addressing selection criteria across three pages. An excerpt of one of the criteria is showcased. Working knowledge of health patient information systems. I am highly competent in using a variety of health patient information systems. [...]

FREE Selection Criteria | STAR Model: Accounting & Finance Legislation

Demonstrated ability to understand, interpret and apply standards, legislation, policy and guidelines in providing services to customers/stakeholders. I prepare financial statements in compliance with the Australian Accounting Standards Board (AASB) and Australian Equivalents to International Financial Reporting Standards (AEIFRS). I regularly refer to the AASB 101; 116; 116 and 139. My auditing experience at NSW DEF solidified my knowledge of legislation (Public Finance Act 1983), [...]

FREE Selection Criteria Examples | Project Officer, State Government

Technology and Systems: In a previous Project Support Officer role, I provided hands-on (technical) support during the implementation and rollout of new technology. I held discussions with the department’s information technology (IT) team regarding the creation of a database exchange website to collect annual funding schedules. Specifically, to transition and simplify the department’s existing manual process to one that was streamlined, fully automated and provided [...]

New Selection Criteria Framework | Leadership Competencies for Queensland

For State (QLD) Government applications, the Leadership Competencies for Queensland (LCQ) is the new framework that has replaced the previous Capability Leadership Framework (CLF). The LCQ contains 3 competencies (Vision, Results, Accountability) across 5 streams or levels (Individual Contributor, Team Leader, Program Leader, Executive, Chief Executive). The LCQ is an adapted and more streamlined framework that incorporates CLF competencies. The 3 main competencies are broken [...]

FREE Selection Criteria | STAR Model: Higher Education & VET Sectors

An understanding of the Higher Education and Vocational Education sectors in Australia. The Higher Education sector in Australia is made up of universities and other higher education institutions are often referred to as higher education providers. The national regulator for the higher education sector is the Tertiary Education Standards Agency (TEQSA). Its responsibilities include the registration and evaluation of the performance of higher education providers [...]

FREE Selection Criteria Examples | APS Business Support Officer

My client applied for the role of Business Support Officer in APS Government and progressed to the interview stage. The application involved addressing four selection criteria. An excerpt of one of the criteria is showcased. Demonstrated ability to apply sound judgement, problem-solve, share information and influence management. I initiated and conducted an investigation – in the capacity of Service Coordinator at CAA – and found [...]

FREE Selection Criteria | STAR Model: Team Management & Leadership

Describe how you used your management and leadership style to effectively motivate and manage staff. In my current role as Senior Manager within the NSW Department of XYZ, I reprioritised and allocated extra time in managing and motivating my team – three at individual level and five in a group setting – at end-of-month (EOM) to complete tasks against strict deadlines. Over the past three [...]

Addressing Selection Criteria = Statement of Claims | Pitch | EOI – Keep Using STAR Model

Government departments across all levels – local (councils), state/territory, federal – are slowly and steadily moving away from asking applicants to prepare standard responses to individual selection criteria. Federal government departments/agencies are leading the way in this regard. They are stipulating word or page length limits; for example, 600-word Statement of Claims, one-page pitch, two-page Expression of Interest (EOI). They request a written response to [...]

FREE Selection Criteria Examples | Senior Public Trust Officer, QLD Government

My client applied for the role of Senior Public Trust Officer in State (QLD) Government and progressed to the interview stage. The application involved addressing five selection criteria on one page. One of the criteria is showcased. Supports productive working relationships I determined a new and inexperienced colleague was in need of additional training to enable them to perform at the required competency levels; three [...]

FREE Selection Criteria | STAR Model: Applying Finance Knowledge

I applied strong knowledge of XXX’s Corporate Card Policy and Procedure Library when completing various accuracy-driven tasks. I referenced this policy continually when reviewing and approving corporate card applications. When I determined applications were completed incorrectly by a cardholder or a staff member’s finance office on their behalf, I referred to a specific section in the policy; namely, Section 6: Obtaining a Corporate Card. This [...]

FREE Selection Criteria Examples | Project Officer, QLD Government

My client applied for the role of Project Officer in State (QLD) Government and progressed to the interview stage. The application involved addressing selection criteria across two pages in cover letter format. One of the criteria is showcased. Technology and Systems. In one of my previous roles, I provided hands on (technical) support during the implementation and rollout of a new technology. I held discussions [...]

FREE Selection Criteria | STAR Model: Communication & Conflict Resolution

Across the board regardless of the level of the role (entry up to senior executive service in Government), tertiary and other sectors requiring the addressing of selection criteria, the most difficult criterion to write against is the COMMUNICATION criterion. Communication can encompass explaining, interpreting, persuading, influencing, negotiating, mediating, resolving, the list goes on. The mistake that most people make when they write for this criterion [...]

FREE Selection Criteria Examples | Communications Operator, QPS

My client applied for the role of Communications Operator, in State (QLD) Government – Queensland Police Service (QPS) – and progressed to the interview stage. The application involved addressing five selection criteria in two pages. One of the criteria is showcased. Supports strategic direction. I have an understanding and knowledge of the QPS Strategic Plan 2017-2021 which outlines its Vision and four core Strategic Objectives [...]

FREE Selection Criteria | STAR Model Examples: Change & Risk Management

Two selection criteria examples – both formatted using the STAR Model – are broken down so you have a better understanding of each component of S-T-A-R. The second example throws in the Barrier component (S-T-A-B-R). Several APS Government departments stipulate demonstration of the barrier in the example; in particular, the Department of Defence, and the Australian Border Force (ABF). [Brackets in italics] are included at [...]

FREE Selection Criteria Examples | Chief Advisor, Psychological Health

My client applied for the role of Chief Advisor, Psychological Health in State (QLD) Government and progressed to the interview stage. The application involved addressing five selection criteria in two pages in cover letter format. One of the criteria is showcased. Demonstrates expert knowledge. The QLD Work Health and Safety Act 2011 (The Act) is the main legislation that guides me and my current organisation [...]

FREE Selection Criteria Examples | Building Inspector, QLD Government

My client applied for the role of Building Inspector in State (QLD) Government and progressed to the interview stage. The application involved addressing four (4) selection criteria across two pages in cover letter format. One of the criteria is showcased. High level interpersonal, consultative, negotiation and mediation skills. On a key project I managed, the majority of stakeholders had conflicting objectives, goals and deadlines. To [...]

FREE Selection Criteria Answers | Librarian, Tertiary Sector

My client applied for the role of Librarian in the tertiary sector, progressed to the interview stage and just missed out on the role. They came in second; the role was offered to an internal applicant, as is so common in the tertiary sector and across all levels of government (federal, state, local). The application involved addressing seven (7) selection criteria. Two of them are [...]

FREE Selection Criteria Samples | Senior Investigator, WA Government

My client applied for the role of Senior Investigator in State (WA) Government and progressed to the interview stage. The application involved addressing five (5) selection criteria in three pages maximum. Following are excerpts from two of the criteria. Legislative compliance. On a large-scale investigation involving stealing from a high profile multi-national organisation across a wide spread geographical area, I was tasked with investigating the [...]

FREE Selection Criteria Responses | Proof Reader, APS Government

My client applied for the role of Proof Reader in APS Government and progressed to the job interview stage. The application involved addressing five (5) selection criteria with a stipulated 300-word length limit for each. The following are excerpts from two of the criteria. Strong attention to detail and high-level English language skills, particularly written. In my most recent role at the Department of XYZ, [...]

FREE Selection Criteria Examples | Program & Schedule Support Officer

My client applied for the role of Program & Schedule Support Officer in APS Government; in Services Australia, previously named the Department of Human Services (DHS) at that time. A total of 1,400 candidates applied; my client was shortlisted and progressed to the job interview stage. The application involved addressing four selection criteria. A full example from one criterion follows. Provide an example of a [...]

FREE Selection Criteria Answers | Social Worker, Mental Health Clinician

My client applied for the role of Social Worker, Senior Mental Health Clinician in State (QLD) Government and progressed to the job interview stage. The application involved addressing four selection criteria (professional commitment, teamwork skills, communication, and service to clients) across two pages in cover letter format. A full example from the communication criterion follows. Communication A pivotal review of the TTT Service was conducted [...]

FREE Selection Criteria Samples | Ranger – State (QLD) Government

My client applied for the role of Ranger in State (QLD) Government and progressed to the job interview stage. The application involved addressing six selection criteria across two pages; five Capability Leadership Framework (CLF) criteria plus an additional technical/knowledge criterion. Excerpts from two of the criteria follow. Displays Personal Drive and Integrity. Across all my roles and when volunteering on conservation projects, I strictly followed [...]

FREE Selection Criteria Responses | Senior Manager Financial Services

My client applied for the role of Senior Manager Financial Services within State (NSW) Government, progressed to the job interview stage and was offered the role. A two-page statement in letter format addressing two targeted questions was prepared. A full example from one of the questions follows. Describe your role in a significant process improvement project to streamline financial processes and improve internal controls. When [...]

FREE Selection Criteria Examples | Admin Officer, Private Education

My client applied for the role of Administration Officer in the private education (secondary) sector and progressed to the job interview stage. The application involved addressing six selection criteria across two pages in cover letter format. A full example from one of the criteria follows. Business administration. In my most recent Administrative role, I undertook a variety of tasks that were highly voluminous, varied in [...]

FREE Selection Criteria Answers | Student Services Representative

My client applied for the role of Student Services Representative in the tertiary sector, progressed to the interview stage, was offered and accepted the role. As is the case with many tertiary applications, there are typically both essential and desirable selection criteria components to address. One selection criterion from the essential component follows. Ability to work within a clear set of protocols and guidelines, including [...]

FREE Selection Criteria Samples | Telehealth Support Officer

My client applied for the role of Telehealth Support Officer in State (WA) Government and progressed to the job interview stage. The application involved addressing eight essential and three desirable selection criteria. Two demonstrable examples using STAR model follow from one essential and one desirable criteria. Sound conceptual, analytical and problem solving skills. Working as a Field Service Engineer, I dealt with a variety of [...]

FREE Selection Criteria Responses | Expense Management Support Officer

My client applied for the role of Expense Management Support Officer in the tertiary sector, progressed to the job interview stage, was offered and accepted the role. The application involved addressing six selection criteria. Following is a demonstrable example using STAR model from one selection criterion. Ability to establish and maintain productive working relationships with key stakeholders and clients ensuring service delivery meets key requirements. [...]

FREE Selection Criteria Examples | Group Manager Local Government

My client applied for the role of Group Manager in a Council (Local Government) and progressed to the job interview stage. She gained glowing feedback from the entire selection panel and came in second with the job offered to the candidate who had been acting in the role – as is very common – but with much deliberation as my client impressed the panel across [...]

FREE Selection Criteria Answers | Senior Investigator QLD Government

My client applied for the role of Senior Investigator in State (QLD) Government. He was one of five applicants (from a total of 40) shortlisted for an interview. A two-page statement was prepared to address six selection criteria. Following is a full excerpt of one criterion. An understanding of courtroom etiquette and proceedings. I have attended court on numerous occasions across four States and Territories [...]

FREE Selection Criteria Samples | Administrative & Business Support Officer

My client applied for the role of Administrative & Business Support Officer in State (QLD) Government. She progressed to the job interview stage, was offered the role and accepted. A two-page statement addressing six criteria was prepared. Following is a full excerpt of one criterion. High level customer service skills, interpersonal and communication skills. For a 14 year period I worked in an administrative capacity [...]

FREE Selection Criteria Responses | Intelligence Analyst QLD Government

My client applied for the role of Intelligence Analyst in State (QLD) Government. He was shortlisted with 50 others for an interview from a total of 600 applicants; 15 job vacancies were on offer. A total of 5 selection criteria based on the QLD Capability Leadership Framework (CLF) required addressing in two pages. Following is a full excerpt of one criterion. Supports productive working relationships: [...]

FREE Selection Criteria Examples | Senior Project Officer

My client applied for the role of Senior Project Officer in State (VIC) Government and was shortlisted for an interview. Even better, he was offered and accepted the role. A total of 6 selection criteria required addressing in three pages. Following is a full excerpt of one criterion. Project Management My high-level experience in project management practices, processes and principles are demonstrated through my involvement [...]

FREE Selection Criteria Answers | Probation Officer TAS Government

My client applied for the role of Probation Officer in State (TAS) Government and won a job interview. Six specifically-written selection criteria required addressing. A full example of one of the criteria follows. Well-developed interviewing, negotiation and conflict resolution skills including the ability to motivate, challenge behaviours and deal professionally with high risk offenders, critical situations and work related stress. On one occasion during my [...]

FREE Selection Criteria Samples | Manager Compliance

My client applied for the role of Manager Game Compliance in State (VIC) Government and won a job interview. She came in second to a candidate with 15 years’ experience. This was a very large application involving the addressing of 10 selection criteria across four pages in total. Following are excerpts from two of the criteria. Previous investigative or compliance / enforcement experience is required. [...]

FREE Selection Criteria Responses | English Teacher (VIC Government)

My client gained a job interview for an English teaching role in the Victorian education sector. This was a huge application that involved addressing 8 selection criteria, each ranged between 400 and 500 words. On completion, the word count for the entire application totalled approximately 4,000 words – that’s bigger than most university/tertiary assignments at both undergraduate and postgraduate levels! Following are excerpts from two [...]

FREE Selection Criteria Answers | Client Services Officer

My client gained a job interview after having applied for the role of Client Services Officer in a State (QLD) Government department. Seven selection criteria required to be addressed in a two-page statement. Following are full examples of two of the selection criteria. Demonstrated knowledge of best practice procurement procedures. Commonwealth Government procurement rules and standards changed in 2014. I undertook mandatory training in the [...]

How To Address Key Selection Criteria

How to address key selection criteria.

“Ability to prioritise tasks and meet deadlines.” Many selection criteria are based on key capabilities.  For example:

Resilience – Perseveres to achieve goals, even in the face of obstacles. Copes with setbacks. Stays calm under pressure. Accepts constructive criticism without becoming defensive.

Problem Solving – Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.

Respond to all Key Selection Criteria in the same way:

1. Read and fully understand the job advertisement, Key Selection Criteria and Position Description.

2. Print or save the Job Details or Position Description so you can refer back to it when necessary.

3. Highlight key words in each of the criteria and think about what the employer is looking for.

4. List examples of how you meet the each criterion. Describe relevant skills, experience, training, personal qualities, expertise and what you couldn’t have done without all these.

5. Review your list and summarise, in 60-120 words, how you demonstrated what was required for each criterion.

SITUATION – Where and when did you do it?

ACTION – What did you do and how did you do it?

RESULT – What was the outcome of your actions?

This may seem to be a time consuming way to make an application however, by following the instructions and addressing all that is required you will ensure you are considered fairly along with all other candidates.

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Get in touch

• +61(2) 8076 4808
• [email protected]