Selection criteria - how to decipher selection criteria

Understanding what evidence you need to provide against selection criteria is CRUCIAL, so it is essential to understand exactly what level of skill, ability or knowledge is required by the agency. 

One of the largest complaints I receive from clients is feedback on how complex, convoluting and incomprehensible selection criteria are.  While this is true on some occasions, most of the time it is just a case of understanding exactly what the agency requires before addressing the selection criteria.   

Below is a list of common requirements when addressing selection criteria.

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‘Demonstrated’

You will need to provide tangible evidence and examples that demonstrate your skills, knowledge or ability.    

Under no circumstances just state that you have the required skill or knowledge.  You must provide concrete examples, which put your experience into context for panel members and focuses on your achievements and accomplishments. 

‘High level’

You will need to provide tangible evidence and examples to demonstrate that you have a high level of the particular knowledge or skill required. 

‘General knowledge’

You have a general, broad or basic knowledge of the area.  Provide specific examples in which you utilised this general knowledge, or provide a very brief outline of your knowledge and understanding and in what context you obtained this knowledge. 

‘Ability / Potential / Capacity’

Although you might not already possess the actual skills or knowledge, you need to demonstrate your ability to be able to them. 

• Briefly outline your understanding of the skills or knowledge required and then provide concrete examples or evidence in which you have rapidly acquired new knowledge and skills in your existing or previous workplace.
• Provide examples or evidence of transferable skills
• If you already have relevant demonstrable experience or knowledge, then provide tangible evidence and examples that demonstrate your suitability under this criterion.   

‘Mandatory’

You must have this mandatory qualification, experience, admission, licence, professional membership etc. before applying for the position in question.  Usually all that is required is a brief sentence stating that you meet the mandatory requirement.

For example:

 ‘Proven record’

You will need to substantiate any claim with evidence of your record relating to experience, or skill. 

‘Demonstrated and or ability’

You will frequently run across questions, which require either demonstrated knowledge or skill, or alternatively if you don’t have the demonstrated knowledge and skill that you have the ability to rapidly acquire them. 

Examples include:

SC 1
Sound knowledge of, or the ability to rapidly acquire a sound knowledge of, legislation and Queensland Police Service policies and procedures applicable to the control, handling and security of exhibits and unclaimed property, and of associated police prosecution and court processes

SC1.  Sound knowledge or ability to rapidly acquire sound knowledge of: -

1. Public Service Act 1996 and Relevant Determination;
2. Public Service Award
3. Award for Employees in the Intellectual Handicap Services
4. Financial Administration and Audit Act 1977
5. Public Finance Standards; and
6. State Purchasing Policy 

If you find yourself in the second category, that is you have the ability to readily acquire the knowledge or skill in question, then before you decide to proceed with the application, keep in mind that the process is based on merit and your application will be assessed against other candidates, including internal candidates.  If those candidates already have demonstrable knowledge or skills, they will have an advantage over you, which could in turn be detrimental to your application.

Relevant Articles and Resources:

• What you need to know before you apply for a government job
• More selection criteria examples
• How to hire a professional selection criteria writer
• How to address selection criteria for Equal Employment Opportunity (EEO)
• How to address selection criteria
• How to address selection criteria for Occupational Health & Safety (OH & S) / Workplace Health & Safety (WH & S)
• How to address an expression of interest (EOI)
• The top 8 mistakes job candidates make when addressing selection criteria
• What you need to know about the interview process for government jobs
• Resumes for government jobs
• How to GET IN and GET PROMOTED in the Public Service Sector, Selection Criteria Secrets Exposed! – Carolyn Smith
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