A cover letter should be planned, focused and directly related to the position  you are applying for.

To give you a bit of an understanding of the purppose of a cover letter, firstly you must understand how it is used and why. So you need to know that a cover letter is used to analyse or market yourself for the role you are applying for and may be the only reason the hiring manager even opens your resume.

Recruitment and PR will have many applications to go through and your Cover letter is the first thing they will see. If written effectively then they will read your resume. So you can see why knowing how to write a cover letter can make or break your application.

How to write a cover letter

Your cover letter should demonstrate that you have read and fully understand the position, further more that you are not only interested but determined to get the position. This is your opportunity to really grab the hiring managers attention and draw them into your resume.

Your cover letter should be succinct or straight to the point but not blunt, say what you are trying to say and then go back and see what you can remove by replacing long sentences with action words some smart verbs.

A cover letter should not be more than three to four well thought out paragraphs, if written correctly the hiring manager will identify that you know how to write a cover letter and this will place you in a better light.

Try to be positive, if you find that you have written something that’s a bit doom and gloom try to change the angle to a more positive tone. For example

(how not to write a cover letter)“I finished my masters degree in XYZ then fell pregnant and haven’t had the chance to work in the field and I really need this job”.

This example is a bit over the top but you get the point, you can change the tone by simply changing perspective see below.

(How to write a cover letter)“I mastered in XYZ then me and my partner decided we would like children, as my daughter XYZ has now started school I am excited to be able to offer my valuable knowledge to your company and look forward to establishing myself in the industry” etc.

here’s your next tip for how to write a cover letter, your covering letter should NOT be a repeat of your resume! make some statements that will draw the hiring manager into your resume and then reinforce those statements within the resume. And please do not use a standard cover letter for all of your applications, if you haven’t picked that up already then you will never know how to write a cover letter effectively.

Here’s an example for you of how to write a cover letter:

Dear Ms XYZ,

I am writing in response to your advertisement seeking a Administrative Officer for AQIS.

As you will see from my accompanying Resume, my experience and skills are a good match for the position as indicated by your office.

Of particular relevance is my 6 years experience working in a closely related role and several awards I have been rewarded with.

I’m aware of the high value AQIS places on service and believe I share the same philosophy on customer care.

I look forward to having an opportunity to meet with you to discuss how I could contribute to your team.

Yours sincerely,

Joe Citizen

Hope this article has given you a better understanding of how to write a cover letter, if you feel that you still need more info there is a information product that is available for less than $50 that just might make the difference. I think they are still offering a few Cover letter templates as well.

So if your still not sure how to write a cover letter I recommend: you check it out here at Amazing Cover letters.

You are not the only ones, trust me! Every day more and more Australians are moving into the state government public sector to gain a more secure career. In light of the recent economic downturn, (I have saying that) we find ourselves struggling to understand what real job security is.

Is it staying with a large company for years? or starting your own business? well personally I think taking the time to at least try to start your own business will see you fail several times but at least you will learn valuable life lessons.

The reality is if your a classic 9-5er like a lot of us, then you will soon come to the conclusion that working for your state government can and will most likely be the safest option.  [disclaimer - I'm not a professional career advisor and recommend you seek proper advice before making any decisions regarding your employment] sorry have to make that clear.

So if you do decide to apply for a state government position, you will find yourself in a position were have to answer to key selection criteria. Now for most of us we’ve never even heard of a selection criteria’ however it is a skill you are going to have to learn in order to get anywhere in the state government selection process that we call “selection criteria”.

We have put together this site in the hope that it may ease your pain a little by providing some great reference to information that may and quite possibly will help you when applying to your state government selection criteria.

Please If you do one thing……. you need to be honest with yourself and ask one thing.

“Am I right for the position?“

Trust me when I tell you that the selection criteria at state government level is a tested and proven system which is put in place to make sure the right person for the job, get the job.

There’s no point putting in the time to answer the state government selection criteria only top find out your not suited for the position. Do your research, and if you find that you are confident in the position then go for it!

If you need help when answering your state government selection criteria then come here read the whole site and if you want to fast track your learning I recommend you try the selection criteria writer which has been developed for people in your shoes. If you cant find a link around here somewhere I’ll be very surprised, actually I’ll put a link in there for you.

Good luck to you!

Wishing you ultimate success

Dustin

You will be assessed against the following selection criteria throughout the application process.  You do not need to address these criterion specifically. The on-ine application includes questions directly relating to the criteria and allows you to demonstrate your skills and experience in your written response.

1. Qualifications

You must have completed (or be completing by 31 December 2009) at least a three year undergraduate degree from an Australian tertiary institution. If you have a degree from an overseas tertiary institution it must be recognised as being equivalent to a three year Australian degree by the National Office of Overseas Skills Recognition (NOOSR) by 31 December 2009.

Assessment method: Application & sighting of official academic transcripts at interview

2. Knowing the environment

Everyone in DVA works in an often complex environment. It is important for graduates to have a general understanding of the role of DVA, and an appreciation of the needs of its broad range of clients and stakeholders.

Assessment method: Application / interview

3. Building our skills

We have a talented, experienced and skilled workforce and continuing to develop our organisations talent is an important part of the way we operate. Graduates will need to identify and pursue opportunities to learn and apply their skills and capabilities in the working environment.

Assessment method: Application / interview

4. Connecting with clients and collaborating with colleagues

The ability to communicate effectively with a wide variety of people of all ages, levels, backgrounds etc and contribute in a small team environment is key to the graduate role.

Assessment method: Written skills – application and written testing at interview / Oral & interpersonal communication skills – application and interview

5. Searching for solutions

You will be working in a variety of roles which focus on the development and delivery of solutions and services to internal and external clients. Well developed research and analysis skills are required along with the ability to show initiative and flexibility in a changing environment.

Assessment method: Application / interview

Article source: www.dva.gov.au

What are Selection Criteria and why are they used?

Key Selection Criteria are used to seek out the best possible applicant based on skills, abilities, knowledge and experience to fulfill the roles requirements. In order to be considered for a position you must be able to demonstrate through your application that you meet the key selection criteria. If you do not meet the key selection criteria, most likely you will not make it through to the interview process.

Your selection criteria statement will assist the selection panel to assess your application against your fellow applicants and the requirements of the position. Many applicants are overlooked because they don’t clearly address the key selection criteria, they assume that the panel will be able to read between the lines in the cover letter or Resume.

For a better understanding of the Key selection criteria i recommend you view the Selection Criteria Writer Package.

A larger number of clients make contact with me once they have had a look at the position description provided when considering applying for a government position.

I have noticed also, since the media onslaught of “mass sackings” and “lack of job security” that there has been a marked move from the private to public sector.  It seems candidates believe that in today’s employment market here in Australia (and across the globe for that matter) a move to the government sector is a safe bet.

But this proposed job security comes at a price.  That price is preparing selection criteria.  These can send a large percentage of the population into a panic.  This panic seems to stem from two sources:

• The complex language, jargon and sheer length of the position description;
• Lack of experience and expertise in addressing selection criteria.

After reading various online forums in this regard, it seems there a number of people out there who consider that having a professional writer prepare your selection criteria is not possible.  Even more startling to me is the lack of information out there in regards to the government selection process.  I’m unsure as to where their expertise is based, but I can only surmise that these comments are based on most people’s reaction; in the absence of information, a vacuum is formed, and into that vacuum go people’s own invention.

Just to clarify the matter here are some points in regard to selection criteria.  These are the most frequently asked questions put to me by clients, and potential clients, and the associated answers.  Please note that my answers and advice are based on 11 years of experience in writing selection criteria, as well as government tenders and contract.  In fact, in the last month alone I have written two tenders for two business clients, both of whom were awarded contacts.  One client was offered four contracts with a value of an extra $150,000!  This information is provided not to “blow my own trumpet” rather to establish the fact that I do know what I am talking about based on results.  I have lost count of the number of clients that I have secured job interviews for government based interviews based on my writing efforts.  Those that excelled in the job interview process ultimately secured the role.

Here are the questions and my answers:

1.     Do I really have to provide situational examples for each criterion?  How old should these examples be?

Answer: Yes, Yes, and Yes.  If you do your research on the web, including a good one created by the Australian Public Service Commission, you will see that these are a necessity rather than a luxury.  You need to talk about a situation or challenge, and the result of your actions.  More particularly, if the criterion is asking you to meet a criterion about your prioritisation and organisational abilities, you might for example, talk about a time when you were experiencing heavy demands on your time at work, the context of the actual situation, what you did specifically to resolve the situation, and then the result.  In this way you make it easy for the selection criteria to assess your application.  Assuming that the selection criteria panel will glean this information from your resume is a one way ticket to the waste paper basket, and often means your application will not be considered as highly as others that do address the criterion with evidence based answers.  I usually recommend describing situations from no longer than say three years ago, to keep them relevant.  One client asked me to write an application for him, and his examples were twenty years old!  Needless to say, I recommended he wait until a more suitable position present itself.

2.     Do the situations that I use as evidence within my criterion need to be from a position I held which is closely related to the position advertised?

Not necessarily.  For example one of my clients was the manager of a child care centre, and was applying for a position with the National Archives.  However, she still met the criterion, including having worked with voluminous amounts of confidential records.  Basically, as long as you can address the criterion all is well.  Keep in mind however that other applicants may have a background more relevant to the advertised position, and if they submit a well written selection criteria application this may mean they are considered more highly.

3.      How long should my answers be?

A contentious issue.  I usually recommend half a page to a page in length.  However, often the government department will stipulate the length with a word limit listed within the position description document itself.  However, if in doubt it is always safer to establish contact with the relevant contact person listed within the position description itself.

Apply these tips and recommendations to your application and you should be well on the way to preparing a well written selection criteria document.

All the best in your job search journey!

Andrea Drew formed Impressive Resumes in 1998 and the business has grown steadily over the last 10 years. It is an enjoyment of the English language, and a lifetime passion for writing, which she brings to the company, in the preparation and writing of resumes. In her spare time (between midnight and 7am) she has started writing her latest book/how to guide – “So, you think you can write?” stay tuned for further details With a background in Human Resources and Recruitment, Andrea has worked in helping people with jobs since 1992. Her roles included: culling CV’s, arranging interviews, assessing resumes; writing marketing material; writing tenders; editing, proofreading and rewriting large documents. Andrea delivers resume workshops at Victorian Eastern Regional libraries and is a member of Career Directors International and the Association of Online Resume and Career Professionals. For more information go to http://www.impressiveresumes.com.au

The purpose of your CV is to get you to interview. Nothing more, nothing less. Many job seekers start their job search by writing their CV first – before they even know what role they want to target. It always amazes me how easy it is to stand out from the rest of the job seekers by spending time on a well-thought out and written CV. Here are 11 ways for you to get your CV to stand out from the crowd and maximize your chances of getting invited to interview.

1. Find out who the hiring manager is

The best way to not get your CV read is to send it to the wrong person. Before you send your CV ring up the agent or company and find out who the hiring manager is, and let them know your CV is on the way to them.

2. Write a covering letter matching your skills & achievements to requirements of the role

The purpose of a covering letter is to get your CV read… The best way to do this is set up a table and in the first column list one-by-one the key skills, experiences required by the role – then in the next column show how you meet these criteria.

You are looking for… degree essential & professional marketing qualifications

How I meet these criteria… Graduated from xxx university with a 2:1, and achieved my CIM in 2007

3. Ring up hiring manager or agent and find out more about role

A job advert will only tell you so much about a role. Ring up the hiring manager – or agent, and find out more about the role. E.g. what are the key skills and experiences wanted by the hiring company? Only when you have a role description for the role, can you truly match your capabilities to the demands of the role

4. Be succinct and to the point

Recruiters do not have time to read a long CV. Anything over 2 pages is too long, and will provide too much unnecessary information that will not get read.

5. Tailor CV to role applying for

Find out what the company’s top 5 ‘hiring’ criteria for the role are. Make sure your CV demonstrates succinctly that you have the skills and capability to meet these hiring criteria

6. Highlight your quantified and relevant achievements

Companies want to hire successful people. So make sure you showcase your achievements on your CV.

7. Consider using a functional CV

If you have changed companies frequently, or considering a career change, large gaps when you have been unemployed or been with your current employers for a long period of time – use a functional CV. A functional CV is where you showcase your key skills rather than employment history.

8. Think about keywords

Many recruiters electronically filter CVs by keyword. Use a ‘profile section’ and ‘core skills’ on the front page to increase your keyword count on the 1st page of your CV. If you are posting your CV on an internet board, your keyword count will be vital to your CV being ‘found’ by a recruiter.

9. Consider sending a CV through the post

Many recruiters use an electronic recruitment process for a reason – and so you need to comply with their process. However, many job adverts don’t stipulate how you should apply. As many hiring managers are used to receiving CVs via e-mail, a good quality paper copy sent through the post may get more attention than an e-mailed CV.

10. Re-post your CV weekly

Many recruiters only look at CVs which have been posted on an internet board in the last 14-21 days. Each week re-post your CV on the internet boards… simple!

11. What messages does your CV say about you?

Ask someone you trust to take a look at your CV, and tell you what key messages hits them when they look at your CV. If your CV just comes across as a mass of text, then you need a re-write!

Article Source: http://EzineArticles.com/?expert=Heather_Townsend

Tips for Finding and Using Sample Selection Criteria

Selection criteria, for most candidates, are those dreaded list of qualifications, experience and personal qualities that are presented in a government job application description. They are essentially measures used to gauge a candidate’s suitability for a position and to choose the best applicant from a pool. On a positive note, however, the written application process can work in your favour and doesn’t have to be the object of anxiety and discomfort. With a little bit of knowledge and the right tools (such as selection criteria samples), you will have the written responses aced and be well on your way to landing that perfect job.

Good quality written examples can demonstrate how you should write a statement, however some may be of poor quality. You can take the guess work out by sourcing good quality written samples and learn by viewing appropriate formatting and styles that are well structured and easy to read. You won’t need to start from scratch when you use good quality samples to guide you.

Writing Effective Responses and Using Selection Criteria Samples

There are, however, many considerations when using selection criteria samples, such as:

• Before you begin the application, make sure you have suitable qualifications, experience and personal qualities for the position. If you don’t, it doesn’t matter how well you write your statement and how much help you have from written samples, you will not proceed any further

• Research the actual position and the organization you will be working for. This can often help you to tailor your criteria even further. Selection criteria samples can show you how to master this skill

• Before you actually start writing, pull apart all the selection criteria and roughly jot down as much as you can about it, such as where you performed the actual criterion and what it involved. Good quality samples can demonstrate this technique

• Once you start to write, present the selection criteria in a coherent structure, preferably the way that it is presented in the job application pack

• Be aware that sourcing written samples of someone else’s work requires editing to accurately reflect your own skills and strengths

Tips For Using Sample Selection Criteria

Tip 1 – Make sure the sample contains good use of language including positive and active keywords

Tip 2 – Compare the sample to the position you are applying for and replace keywords from the position description into the sample

Tip 3 – Be careful to edit the sample to accurately reflect your skills, strengths and experience

Tip 4 – Ensure that you add a bold bullet point summary at the end of the sample to make sure that panel members gain a clear picture of your key strengths and skills

Tip 5 – It is absolutely critical that actual practical examples be added to the sample that relate as closely as possible to each selection criteria statement. Make sure your choice of examples is relevant and provides clear evidence of your skills, experience and the positive outcomes you personally achieved

Article Source: http://EzineArticles.com/?expert=Glenn_Ayrton

How to Write Effective Written Responses

Key selection criteria (commonly referred to as KSC) are essentially road signs to guide both job applicant and the selection panel. They are core characteristics and qualities considered essential for carrying out the position competently.

These requirements also allow the selection panel to objectively choose the right candidate for the job. That is, the candidate that fulfils the position requirements the best is selected.

Types of Key Selection Criteria

There are a number of different types of KSCs that a candidate will come across in a job application summary. Those key selection criteria that relate to experience refer to the actual performance of a task.

You will need to provide specific details and relevant evidence demonstrating the level of experience you possess. It is important to also provide panel members with clear details regarding strengths, skills in a way that is familiar to them.

To achieve this level of impact it is essential that the keywords and phrases from the position description feature in written responses.

Knowledge and understanding are also common position requirements. In support of this claim, a candidate should provide concrete examples of when these skills were demonstrated. Skills and abilities should also be supported via the use of examples.

It is not enough to write that you possess these talents; you also need to show when and how they have been demonstrated. Once again, you can’t simply state you are honest or fair, you need to prop up your claims with compelling practical examples.

A Common Misconception: The Importance of Desirable Key Selection Criteria

Key selection criteria also come in two different types – essential and desirable. There is a common misconception that desirable key selection criteria are not all that important to the overall success of the application.

As such, candidates don’t often spend as much time writing and thinking about these requirements. This, actually could be the reason why a candidate misses out on their dream job.

Well written desirable key selection criteria are vital to the success of the statement and being awarded the job.

Although a candidate could still be considered if they lack desirable key selection criteria, it is misleading to believe that the strength of your essential key selection criteria will get you past that winning post.

That is, if the interview panel is having difficulties choosing between two candidates, it could very well be the desirable key selection criteria that makes all the difference.

Tips When Preparing Written Responses

Tip 1 Don’t have different fonts and layouts for each criterion. It will only make it look unprofessional

Tip 2 Key selection criteria statement should incorporate a heading that includes: the job name; position reference number and your name featured in the footer

Tip 3 Preferred font styles are Arial, Times New Roman, Tahoma and Verdana. The most common font size is 11 points. Written responses should feature minimum font size of 9.5 points

Tip 4 Carefully select the top 3 or four keyword phrases in the key selection criteria statement and ensure you use these phrases at least once in your written response

Is There An Easier Way?

There in no questioning that writing compelling written responses is tricky. There is a lot to remember; the actual writing process is time consuming; and, it can take frequent writing attempts to develop the required skills to write that job-winning statement.

Many government job seekers have discovered a much more effective and efficient way using software that guides job applicants with easy to use templates that make the job much easier.

Undeniably, addressing selection criteria effectively is a skill. Much like any other ability, in order to write a job-winning written application, it takes time, patience, hard work and practice to develop.

With this in mind, however, it has to be said that there are ways candidates can shortcut the process of writing and learning the skill of writing job winning and compelling written applications. Applicants can arrive at the results quickly and successfully.

At the outset, addressing selection criteria should be approached from a holistic perspective. Rather than just seeing the writing of government job applications as a frustrating and time-consuming process, recognise that selection criteria are in place for very good reasons.

If you consider the selection panel when creating written responses, you will be able to tailor your writing and have a significant advantage to being shortlisted.

Points to Remember When Addressing Selection Criteria

Selection criteria:

• are used to measure candidates for job suitability and guide the selection
• provide a standardized tool for objectively selecting the right candidate. It is important to realize when addressing criteria that you are competing against other candidates with the same sets of abilities
• benefit both candidate and the selection panel. Your written application is the perfect opportunity to effectively market your skills and abilities
• provide evidence to the selection panel that a candidate can perform the position. You must provide real examples that are compelling
• can be weighted by percentage for importance. The candidate should be aware that weighting demonstrates the relative importance of what is required to successfully perform a role and what will be focused upon when selecting an appropriate candidate

Once you have entered that mind set where you see the process as a marketing tool and guide, there are a number of basics that must be considered when developing written responses. Ignoring some of these basics will potentially discourage panel members from shortlisting you for an interview.

Addressing Selection Criteria: Common Oversights

Some oversights to avoid when developing your written responses during the job application process are:

• Spelling, grammar and punctuation mistakes. If the candidate doesn’t get it right when addressing selection criteria, why would they get it right on the job?
• Convoluted written responses. Does this drawn-out waffle reflect the candidate’s job performance?
• A lack of convincing real examples. If the candidate can’t provide examples of claims, does this mean the claims aren’t true?
• Not responding to the actual criterion which surprisingly is very common. Is this an avoidance strategy because the candidate does not possess the criterion?

Listed below are five tips to successfully addressing selection criteria:

Tip 1 Carefully select the top three keyword phrases in each selection criteria statement and use these keywords in your responses

Tip 2 Call the interview panel Chairperson before you begin writing your responses and find out more information regarding the position. Ask a question like: ‘What is the focus of this position over the next twelve months?”

Tip 3 Effectively showcase your personal strengths and professional skills by matching these carefully to each job description statement

Tip 4 Avoid broad non specific language such as ‘I believe’ and ‘I think’. Ensure that your language is specific, clear and confident

Tip 5 Provide panel members measurable facts regarding your skills and experience. When describing timeframes and outcomes, make sure you provide this information in a measurable way so that panel members can gain a clearer picture of the depth of your experience

Addressing Selection Criteria – Is there a better way?

Instead of spending late nights and possibly entire weekends writing job application responses, many applicants have used a fully integrated software system that enables government job applicants to easily create high quality written responses in much less time.

Article Source: http://EzineArticles.com/?expert=Glenn_Ayrton

The Importance of Getting Selection Criteria Examples Right

Landing that dream government job can sometimes feel like it is out of reach. Continual job applications and persistent knock-backs can be disheartening.

Instead of finding the real source of the problem, we often look to ourselves and wonder what is wrong with our abilities. Forget this.

Have you ever considered that you are looking in the wrong place? Perhaps you have all the prerequisites for the role, but the problem likely lies in the writing of your selection criteria examples.

Are your examples letting you down?

Although there can be a number of valid reasons why that ideal job is eluding you, the fact is that often the writing of selection criteria examples may possibly be ruining your chances.

The most common reasons for this are:

1. Poorly worded examples
2. Insufficient written evidence
3. Wording that is unfamiliar with the panel members

As long as you have the skills, qualifications, experience and personal qualities, there is no reason why you aren’t, at least, being shortlisted.

The common reason applicants are not making it to the interview stage is because they’re not writing compelling examples and evidence that directly relates to the position description.

Providing those all-important selection criteria examples are one area that often lets candidates down. Well written examples must achieve the following:

1. Written using language that is familiar to the panel members
2. Provide rich examples that address principles, strategies and benefits
3. Clear description of the step by step strategy that is crystal clear

Well written examples demonstrate to panel members that you are competent and possess the skills and abilities required for the position. In short, the response you want to achieve with all readers of your examples is that ‘this person can do the job’.

Employers want to know candidates have either performed the necessary skills in a prior role; that they’ve the knowledge to do so; or, that they can easily pick up the new skill. This is shown by selection criteria examples.

The Importance of Writing Good Selection Criteria Examples

• Selection criteria examples form a significant part of the STAR (Situation, Task, Actions, Results) method of writing a selection criteria statement. Your selection criteria example should include in which role or situation you performed the skill; what you actually did; how you performed it; and, what the outcome of you performing this skill was.

• The examples you write must support your claims that you meet a certain selection criterion. As such, you need to provide actual examples that you can elaborate upon in the interview.

• Examples can be sourced from almost any aspect of your life – even if not from a similar role as the one you are applying for. Draw selection criteria examples from anywhere you’ve shown these abilities or personal attributes. The key is to use language that panel members are familiar with and talk their language.

• Written examples must clearly describe the positive outcomes and benefits achieved. What was the result of you performing this action?

Here’s a list of top tips to help you write high quality selection criteria examples:

Tip 1 Use their words in your examples

Tip 2 Make sure your language is specific and active

Tip 3 Clearly articulate the benefits achieved at the end of each example

Tip 4 Choose examples that are as closely aligned as possible to the role you are applying for

Tip 5 Research carefully both the department’s webpage and the position description in order to carefully select the most relevant keyword phrases to use in your written examples

Many government job applicants have been relieved to discover that there is a much better solution to spending entire weekends writing selection criteria applications by using software templates that can reduce and simplify the task significantly.

Article Source: http://EzineArticles.com/?expert=Glenn_Ayrton