Key selection criteria are the skills, attributes, knowledge, and qualifications that the employer has defined as being essential for satisfying the requirements of the job and can be found in every Position Description.
A key aim of a job application is to demonstrate that you meet the inherent requirements of the role. While a resume may offer an overview of your skills and experience, statements that directly address the selection criteria provide more detail about how you have demonstrated the competencies required to do the job. The employer can then compare candidates against the same set of criteria.
Every Selection Criteria is different, and so is how employers will view and read your answers to each criterion. Some may wish to focus on your skills or education; others will be more concerned about your experience.
More and more employers today are asking for selection criteria to be responded to as they try and cut down on the number of job applicants applying for work.
You’ve come across a position that you’re quite interested in, and they ask you to address a set of key selection criteria. That’s all good and well. But there’s just one problem. You don’t have enough relevant working examples to demonstrate your competence in meeting some or all of the criteria.
So, faced with this dilemma, what can you do?
My suggestion is to use an imaginative situation, a “what-if” scenario to show what you would do should that situation arise.
Or, you could highlight your skills and knowledge, and instead of using an example, talk about your familiarity with the criterion.
This particular selection criterion is asking about your experience engaging with community organisations, as well as other stakeholders relevant to the community sector and who you collaborated, or worked closely with, on meeting the needs of your clients.
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Do you need to address a set of key selection criteria for a specific role? Contact the team at Client Centric, the specialists in writing selection criteria.
For many, addressing key selection criteria is already a challenge enough in itself. Writing out lengthy responses to secure an interview and be considered for the role does take time and energy.
Which further makes it difficult when you are dealing with a job description that is not informative, clear or straightforward. So the question you ask then is what I should do with an uninformative job description?
My suggestion is that you first work with what you have. Draw out as much as you can from the job description, however light on information it may be. Secondly, you may choose to contact the person listed in charge of the role and ask them more about what is involved, taking notes in doing so. Thirdly, you may choose to resort to looking at other job descriptions for similar roles.
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So, as part of your application you need to address a set of key selection criteria. How long should your responses be?
Firstly, my suggestion is to find out if the employer/recruiter has asked for a certain number of words per response or how many pages your application should be. Will help you determine the length and size of your answers.
However, as a rule of thumb, my suggestion is to stay around 300-350 words per criteria. Or best to stay less than half a page long, with multiple paragraphs rather than a couple of long paragraphs that may be a little difficult to read.
Generally speaking, one to two examples is great to include in a selection criteria response. Two the better, but it’s always best to give at least one example. If you can fit in three examples then great, but it may make the response quite lengthy.
The best thing to do it is to be mindful of the person who may be reading your application.
For many, the task of writing out a response to a key selection criterion can be very daunting. Many feel that by writing many words and a lengthy response that they will have a higher chance of being shortlisted for the position.
But is that true? Maybe.
Either way, actually taking the initiative to adequately and fully address each key selection criterion may make an impression upon the employer. Essentially it says to them that you not only want the job, but you know you can perform it and are willing to sacrifice time (without any guarantee of securing an interview or hearing back) to write out an application to them.
Generally speaking, a response to key selection criteria should be maximum half-a-page long. This is being mindful of the reader’s time. And if there are six or more criteria that you have to address, that is a lot of reading on the employers/recruiters part.
Many jobs these days will ask for a set of key selection to address. Some candidates are put off from answering the criteria as part of the application, and others are happy to accept the challenge and show their strong interest in the role available.
Actually taking the time to address the required key selection criteria can certainly help with the application as it may show to the employer the potential candidate’s keenness and enthusiasm to be considered for the role.
Client Centric Executive Employment Solutions is an Australian based business that assists with CV/Resume writing, addressing key selection criteria and covering letters to help you with giving your best foot forward to an employer. Please feel free to visit their website: www.clientcentric.com.au
Generally speaking, every response to key selection criteria should include at least one example of how you demonstrate that you fulfil the requirements of the position and essentially the criteria statement itself.
The first and most important point that I would like to stress is that your response should really be written with the reader in mind, just like anything else put in writing. The reader will want to know about your experience and know exactly how you address the statement. Remember, the reader may be the Human Resources Manager, Recruitment Consultant or Manager/Supervisor who will be the direct report for the position.
A response to key selection criteria should be detailed and personalised by incorporating not only a relevant example but also other specific details from your experience in a clear and concise manner. It should be personalised by being less vague and general, to be more relevant and specific to you as a potential employer and what you have done in the past that meets with what they require.
Client Centric Executive Employment Solutions is an Australian based business that assists with CV/Resume writing, addressing key selection criteria and covering letters to help you with give your best foot forward to an employer. Please feel free to visit their website: www.clientcentric.com.au