The selection criteria for a position is a list of the essential and desirable skills, attributes, experience, and education which an organisation decides is necessary for a position.

Tips for Addressing Selection Criteria

At the top of the document, state your personal information, the job title and position number (if available), and a brief title indicating the purpose of the document. Suitable titles include: Statement of Claims Against the Selection Criteria, Selection Criteria Statement, or Selection Criteria Summary.

Use headings

Enter each selection criterion as a separate heading in the new document, leaving space after heading to address that selection criterion. An organised and neatly formated application is a must.

Address the criterion

  • In addressing each criterion, summarise in a concise manner the way in which your skills, qualifications, experience and personal attributes are relevant for that particular criterion.
  • Don’t make unsupported claims or sales pitches about your skills based on personal pinion alone. For example, “I have well developed presentation and liaison skills”. You should select and include evidence from your employment history or education to support any assertions of competence. For example, “my excellent management ability is demonstrated by...”. The best examples illustrate the complexity and demands of the tasks.
  • Use direct, active verbs, and using verbs which indicate exactly what your contribution was.
  • Address all parts of the selection criteria.
  • Comment on the extent to which your claims match the selection criteria giving concrete examples.
  • Be selective and appropriate in your use of dot points rather than long paragraphs of text. Demonstrate your writing skills in this document.
  • Avoid words and phrases which reduce your credibility (e.g. some, a little, limited).
  • Make sure you understand the key phrases and addressing these in your application (e.g. ‘Experience in’,’Knowledge of’). Often there are subtle differences in meaning that can be crucial to selection.
  • Make sure you understand the difference in levels of qualities being sought and providing evidence and concrete examples to illustrate you meet the required level. For example, “I have 7 years experience in...”.
  • Make sure you understand the differences in key roles or functions described. For example, the roles of managing, leading, supervising, organising, and administering are often confused or articulated poorly. Understanding of the subtle differences must be indicated when you address those criteria.