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.

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