If you have been appointed as part of the selection team and are required to prepare the selection criteria documentation - then use this checklist below, to ensure that you don’t prepare an application that is way too complex, and / or does not specifically meet the requirements of the position you are filling.

Checklist

Does the application provide a detailed job description that is accurate and up-to-date?

By providing a detailed description of the job, potential applicants will understand what the exact requirements of the position are and this will encourage suitably qualified candidates to apply (and conversely put off candidates that don’t meet the exact requirements of the position.)

If using an old application form, is the existing material up to date and applicable to the specific job you are filling?

Don’t use an old application form that is out of date, poorly constructed and no longer relevant to the specific job.

Are all the selection criteria being used, actually relevant to the position?

Think carefully about the exact requirements of the position.  Some generic selection criteria, such as communication skills, might not be that relevant to the actual requirements of the position.  Don’t include generic criteria, just because they have always been included.  Only include selection criteria that meet the exact requirements of the specific job you are filling.

If you have more than 5 selection criteria and more than 4 parts to each selection criteria, are these really necessary?

Long and complex applications are totally unnecessary for both the applicant and panel members (it creates more work for both and complicates the process).  Even the SELC (senior executive level capability statement), contains no more than 6 selection criteria, where the job requirements are complex and of a highly skilled nature.

Complicated selection criteria and too many criterion, usually suggests that panel members are not certain about who they are looking for, have simply used an old application pack, or have not assessed or understood what each criterion means.    

Do you understand what each criterion means, so they are relevant and you avoid duplication?

Do you really understand the differences between each criterion?  Many applications literally duplicate questions, because panel members are not certain what various qualifiers mean.  Take this example:

Selection Criteria 1 
Possess good communication, organisational, interpersonal and planning skills

Selection Criteria 9
Competent organisational and planning skills

Both questions contained qualifiers relating to organisational and planning skills, so there was serious duplication within this application pack. 

Have you been specific as to word, or page count required by candidates?

If a word, or page count, is not specified then you will end up with applicants that either write war and peace, or do not provide sufficient information within their application.  If you are specific about word, or page requirements, then you are more likely to be able to assess applicants in a fair and equal way.

Do you need to get applicants to address long and complex selection criteria?

There are legal requirements relating to selecting candidates, but sometimes it is not necessary to get applicants to write against selection criteria in order to successfully assess applicants on the basis of merit.

Assess whether this is really a job that requires applicants to address selection criteria.  Remember, there are other options, such as getting applicants to address the requirements in a 2 page cover letter, or for applicants to simply submit a comprehensive resume.

Does the application make it clear, exactly what is required of ALL job applicants?

Spell out even the basics, as not everyone applying understands the selection process, and for many external applicants, they are put at a distinct disadvantage, as they are not familiar with the requirement of addressing selection criteria in a separate document. So spell it out, including methods used to address selection criteria (CAR, STAR), word or page counts and the requirement to address ALL selection criteria in a separate document.

Relevant Articles and Resources:

• What you need to know before you apply for a government job
• More selection criteria examples
• Selection criteria - seven steps to writing winning selection criteria
• 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
• Also pick up our FREE report on selection criteria writing, when you subscribe to our FREE newsletter