Archive for Selection Criteria

Selection criteria for 2010

Posted by: admin | Comments (0)

Friday, November 27th, 2009

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

Categories : Department of Veterans Affairs

Comments (0)

Sample Selection Criteria

Posted by: admin | Comments (0)

Tuesday, November 10th, 2009

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

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

Categories : Selection criteria tips, Uncategorized

Comments (0)

Find the right Job

Posted by: admin | Comments (0)

Thursday, September 10th, 2009

When Searching for a Job, everyone usually starts in the same place, the big guys like Careerone, Seek the list goes on and you should post your resume with these sites as many people have been employed by this means but vary rarely do people search for jobs in the Niche sites.

Many Jobs are posted on smaller websites that cater for niche’s, specific categories, professional associations etc.

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

Categories : Uncategorized

Comments (0)

Resume Templates: selection criteria

Posted by: admin | Comments (2)

Wednesday, September 9th, 2009

Choosing the right Resume template for your selection criteria is essential when applying for jobs in the government sector or any job for that matter. The right selection could be the difference between getting that first interview and being thrown in the bin with the rejections.

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.

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

Name
Address 1 Address 2 Address 3		Home Phone Mobile Phone Email address
SUMMARY
Include two or three sentences of a summary about who you are, your employment history, your key skills and what you can offer.
Areas of Expertise
E.g. Business management E.g. Financial administration E.g. Budget analysis Dot point Dot point Dot point
	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

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

Categories : Resume

Comments (2)

Deciphering ‘selection criteria’

Posted by: admin | Comments (0)

Tuesday, September 8th, 2009

Article From: CareerOne.com.au

Applying for a job involving selection criteria is something of an art.

CareerOne Editor Kate Southam advises that there are specialist books on the subject that you can buy or ask your local library to get in for you.

The Selection Criteria Toolkit by Dawn Richards and published by Woodslane is a good example. A CareerOne contributor, Dawn’s latest book is Get that Government Job.

Amanda McCarthy of AJM Solutions is another CareerOne contributor. A few years back Amanda kindly wrote a detailed article on selection criteria that you will find below. It is very long but still relevant so take a look.

Background

In the private sector the resume is commonly used to cull and shortlist candidates for jobs. In the public sector, the most important thing is how well a candidate addresses the selection criteria.

If your written responses don’t address the requirements you may not get an interview even if you have the most dazzling resume.

It’s generally a requirement for public sector panels to use at least one “screening” and one “selection” tool to assess candidates against the selection criteria. The most common selection tools used in the public sector include the written application and the interview.

Selection criteria are standards that measure a candidate’s “abilities”, “skills” and “knowledge”. They are generally contained within the job description or may appear in the online advertisement. Both the selection criteria and job duties outline the minimum requirements necessary to do the job.

There are two types of selection criteria “essential” and “desirable”

Read the full article @ CareerOne

Categories : Uncategorized

Comments (0)