Centrelink is one of Australia’s foremost, essential government agencies. With more than 25,000 employees, Centrelink works tirelessly to distribute products and services to approximately 6.5 million customers throughout Australia. The filling of vacancies within Centrelink is very competitive. As such, potential candidates need to prepare top-quality written responses, including a well-written selection criteria statement.

Vacancies within Centrelink are filled upon merit. In other words, positions are won based upon the best candidate for the role. One way of demonstrating that a candidate is the most qualified is that of the selection criteria statement. This is where many applicants fall short. Although, the candidate may possess all the necessary knowledge, skills, qualification and personal attributes, a poorly written selection criteria statement might not demonstrate this.

The Centrelink Job Application

Although general selection criteria writing principles should be adhered to when applying for a job with Centrelink, there are also a number of specific requirements that should also be considered, such as:

• Two referees. You should provide two referee names and contact information. For the Centrelink application, be prepared for these two referees to be contacted by the selection panel. They might be asked about your claims in regards to the selection criteria.
• Resume. As is common in job applications, Centrelink requires that your resume firstly display the latest positions and qualifications you have attained.
• With the Centrelink application, the Application Cover Sheet attached in the application pack is essential. This includes the vacancy details; your personal details; employment in the APS; and, referees.
• Many positions at Centrelink revolve around customer service. As such, depending upon the position, it should be a focus of your selection criteria statement. Candidates should provide relevant and concrete examples of customer service.
• Many of the roles at Centrelink also center on the use of computers. Employees are required to use Centrelink’s elaborate database system and need to conduct research. As such, your written application should be tailored towards this.
• Talk to the Contact Officer if you require further information. The Contact Officer’s name and phone number will be prominently displayed in the application pack.
• The Role Profile in the application pack. This will inform the candidate of the Branch that they will be working in. Rather than referring to the actual physical location, it relates to an arm of Centrelink, such as the Records Management Unit. This will help tailor your application even further.
• Duties. The duties are your responsibilities. They display what you will be required to do. These can also be drawn into your selection criteria statement to further provide focus.
• Additional Information. This is typically included in the department’s job description and can include anything pertinent to the job.

Interview panel members are particularly interested in an applicant’s ability to provide customer service in challenging environments so it is essential that the written application provide compelling evidence of strong customer service and interpersonal skills through well written practical examples.

Important Tip – When developing your customer service examples, ensure that your language uses active clear phrases and make sure that actual phrases from the selection criteria statements appear in the responses developed.

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing. He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com

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

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

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing.
He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com

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.

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing. He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com