Selection Criteria Writing

Are Key Selection Criteria Simply Another Hoop to Jump Through?

Many job advertisements today, especially public sector positions, require key selection criteria writing as part of the application process. The number of individual criteria points will vary from job to job, but there are usually between four and six. You need to check very carefully the word count, page limit and sometimes even character count, as to exceed these will result in automatic rejection.

Key selection criteria responses require a good deal of thought and effort. If you’re not expert in preparing KSC responses, asking for professional help, or immersing yourself in essential strategies is essential. It’s worth noting that key selection criteria are also a golden opportunity. They are a superb platform to show the employer that you are the best person for the job.

So What are Key Selection Criteria?

They are designed to get you to think through the skills, values, experience and personal qualities required for the role.  Crucially, they demonstrate the ways in which you’ve gained those capabilities in your past roles. This information is then used to help filter those who’ve applied for the job and make a decision on who they should consider for an interview.

Essentially you need to state how your skills match the requirements of the job and organisation. These qualities include excellent research and analytical skills, well developed written and oral communication skills, an ability to work under pressure and meet deadlines, and a capacity to work across a wide hierarchy of personnel.

It’s vital you provide relevant situations to back up your statements. For example, avoid using vague examples. You need to be highly specific to show you have the knowledge, skills and experience needed.

The STAR Format

Many employers will require you to use the STAR format to complete your key selection criteria. So what is STAR? It means Situation, Task, Action, Result – it’s a simple way to unlock the key to a successful application.

The SITUATION is your workplace, your department, or the work you do, and will then focus on a particular aspect of your role. The TASK is what you were faced with that has similarity with the role you are applying for. The ACTION is the sequence of duties you undertook to meet the requirements of the task.  The RESULT is the measurable result of the actions – for example, money saved, sales increased, or productivity raised.

Using the STAR system will focus you on each criterion with tailored, applicable and provable examples that answer each question. These snapshots give your key selection criteria its beating heart. They showcase you as an individual. They also give the employer a clear idea of your understanding of the role and ability to carry it out.

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