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

Many Jobs are posted on smaller websites that cater for niche’s, specific categories, professional associations etc.
[ad#Google Adsense]
Try typing your title or area of expertise into Google and moving beyond the payed ads and first page results, be specific for example “local government jobs” will return a page called LGJobs this site specifically caters for council jobs available within the local government sector.

You’ll find that there will be much less competition within these sites as most people will follow the masses and go straight to the big guys.

If you need help with your Resume check out Selection Criteria Writer

Good Luck job hunting !

Wishing you Ultimate success

Dustin
[ad#Google Adsense]

So you should know the different types and why you should choose them. For an easy to use software solution check out the Selection Criteria Writer which generates Cover letters as well as your resume.

There are three different types of Resume

• Functional
• Chronological
• Combination or Hybrid

Function Resume – A functional resume groups your work experiences by skills and abilities rather than specific positions. This is the type of Resume you would go for if you have been a job hopper or been out of work like back to work mums.

The reason for this is because you are highlighting your skills and abilities rather than your employment record, this makes it harder for your prospective employer to find gaps in your employment. Further down the page is an example of a Functional Resume and a template you can download, if you use the template please let us know what you think by leaving a comment.

Chronological Resume – This is the preferred Style of resume as it presents your employment history in reverse chronological order, with your most recent job being first. This makes it easier for the panel or potential employer to see a natural progression in your career.  This is the best format for you to use if you feel that there are a good natural progression, don’t use this format if you are over qualified or have employment gaps. There is also an example and download for the Chronological Resume template further down the page.
[ad#Google Adsense]
Combination or Hybrid Resume – As the name suggests this style if a combination of both Chronological and functional styles. This format highlights your strengths by presenting your skills, abilities and experiences at the beginning and towards the end you finish with your chronological list.

Functional

FIRSTNAME LASTNAME

Street address | suburb state postcode | phone number | mobile number | email address

OBJECTIVE/

Write a paragraph or two that summarises your career objective.

SUMMARY OF QUALIFICATIONS

• Outline a summary of your key qualifications
• That relate specifically to the position you are applying for
• This is where you focus on the key skills
• That will be of benefit to the position
• And organisation that is offering the position

PROFESSIONAL ACCOMPLISHMENTS

Field or area of accomplishment e.g sales and marketing

• Duty / responsibility / achievement
• Duty / responsibility / achievement
• Duty / responsibility / achievement

Field or area of accomplishment e.g leadership and management

• Duty / responsibility / achievement
• Duty / responsibility / achievement
• Duty / responsibility / achievement

Field or area of accomplishment e.g financial budgeting

• Duty / responsibility / achievement
• Duty / responsibility / achievement
• Duty / responsibility / achievement

Chronological

COMPANY NAME Dates of Employment

Position Title

Brief 1-2 sentence description of your role including why you were recruited / what your main priority or goal was / what your main achievement was.

Responsible for ….(introduce responsibilities):

• Responsibility / achievement
• Responsibility / achievement
• Responsibility / achievement

[ad#Google Adsense]