How To Address Selection Criteria in a Cover Letter Format

A cover letter is an essential part of any job application. It’s your chance to prove to the employer why you feel that you would be an excellent fit for the role.

The team at Client Centric, one of Australia’s best cover letter writing service in Australia, believe that it’s essential every application includes both a CV and cover letter. Most employers these days expect both documents, and rightly so.

RELATED ARTICLE: Five Of The Most Commonly-Used Selection Criteria In Australia

The employer needs to know why someone wants to work for their organisation and precisely what they have to offer concerning the role requirements. Your professionally written CV outlines your skills and experience. The cover letter takes it a step further.

Have you ever wondered how you can write responses to key selection criteria in the format of a cover letter?

My suggestions are first to write the cover letter as you usually would. Then, include each of the key selection criteria and weave it into the cover letter. Keep it brief, straight to the point and not too lengthy. It’s meant to be a cover letter. And generally speaking, a cover letter is about a page long in length.

RELATED ARTICLE: How Selection Criteria Responses are Weighed. What YOU Need To Know

If let’s say there are ten key selection criteria in the position description. Unless the employer has specifically asked you to address each criterion in your cover letter instead of just including it, I will interpret it as they want you to consider the selection criteria as part of your cover letter.

You don’t have to be the best selection criteria writer to write great responses. All you need to do is to make sure that you can address each criterion and meet their requirements.

Published by Matthew Coppola - Career Coach, Employment Specialist and Professional CV Writer

Holding a graduate degree in Commerce, majoring in Economics at Curtin University, as well as a post graduate certificate in Career Education and Development at RMIT University, Matthew brings with him many years of experience working in the fields of business development, marketing, soft-skills training and employment services industry. He has gained significant exposure in working with employers in sourcing staff as well as assisting jobseekers in promoting and marketing themselves to employers and securing sustainable employment outcomes. He is currently working in Disability Employment Services where he assists clients with mental health disabilities in finding and keeping satisfying and gainful employment and helping them overcome and work around barriers to employment. He has helped many job seekers secure employment by training and coaching them in the art of being interviewed and giving the interviewer a positive and lasting impression. He knows how to sell and market a job seeker to an employer and he imparts this knowledge to his clients in helping them sell and market themselves in an interview. Matthew regularly writes new articles on a variety of employment related topics and posts these to his personal website blog

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