When a job application requires writing key selection criteria, there are certain things you need to bear in mind. Some will be explicitly laid out in the position description like word or page limits, or directions to use STAR formatting. The STAR model is recommended by the Australian Public Service Commission within their guide to applying for an APS job: Cracking the Code.
The most common framework that exists when writing key selection criteria, STAR is an acronym and a useful skill to apply in almost all KCS documents.
By using the STAR model, it is easy to see a link between your tasks, actions and results. It can be a helpful way to get your thoughts flowing and document your claims against the selection criteria in a way that makes sense.
STAR stands for Situation, Task, Action, Result and applicants are told that they should write their selection criteria as follows:
Once you have this concept firmly understood, you can then look at the Position Description and criteria questions with fresh eyes and apply the formula to address the statements. But in order to properly address the KSC, you also much have a firm understanding of the terminology used in PD’s.
Usually, all the pointers are there, but you need to be able to quickly interpret language. For example, you must be able to quickly discern the differences between ‘demonstrated’ ‘awareness’ and ‘understanding of’, ‘ability to’ and ‘proven record’.
Background in
Often used in reference to areas of specialisation within a range of different industry types (for example accounting, human resources, or administration)
Experience in
For this descriptor, you must have actually done the work as opposed to having observed it. For example, ‘experience in analysing data’ means you must demonstrably show that you have analysed data in another role or position.
Proven record of / Demonstrated
Here, you must be able to substantiate any claims to the experience or skill, and with positive outcomes that have been documented. For example, ‘a proven record of planning, implementing and managing projects’ or ‘ demonstrated management experience in a multi-disciplinary environment’ means that that you have to document what you have specifically done and achieved in these areas.
Knowledge of, understanding of, awareness of
These expressions are often used in reference to policies, practices or the specific responsibilities of a work area. Subtle differences distinguish these terms. ‘Awareness’ involves the least amount of familiarity with a subject. For example, you are aware that a concept or policy exists but are not necessarily familiar with the details or understand the significance of the subject. ‘Knowledge of’ refers to familiarity gained from actual experience or from learning/study. For example, ‘knowledge of recent legislative changes affecting the higher education sector’. ‘Understanding’ is more than knowledge. In this instance, you may have knowledge of a policy in so far as you have read it, but understanding requires that you know why the policy was developed, who it is relevant to, why it is important and what the implications are for related policies.
Ability to, aptitude for, the capacity to
These words suggest degrees of ability. ‘Aptitude’ suggests suitability or fitness for a task or a talent or flair for a particular skill or quality. ‘Capacity’ generally means that you will be qualified to perform a particular task however you are not expected to have actual experience. For example, ‘capacity to seek and attract research funding’. You would need to demonstrate that you have the necessary skills or qualities and that these could be transferred to the position. ‘Ability’ means having the skills, knowledge or competency to do the task required.
To sum up, key selection criteria summarises the essential requirements of a position and are a compulsory requirement for employment into the public sector. Additionally, they are also becoming increasingly common in the private sector. The employer determines the standards for each selection criterion. To secure an interview, you must accurately address each selection criterion. There is a significant amount of effort you need to put into key selection criteria. But if you can stay focused on the requirements, you are very likely to make the interview.
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Seeking a promotion from a part-time level one position to a full-time level two position with her current employer this return client sought assistance with a four-page statement addressing five key selection criteria. The client clearly understood the requirements for specific examples to demonstrate her skills and experience and was able to provide detailed information using a step-by-step approach, which for a writer, is a wonderful head start to creating targeted, interesting responses to key selection criteria.
The client is a most proficient and efficient Enrolled Nurse with outstanding people skills and caring attitude. She can feel very confident that her application for this position will be well regarded.
The client had been working in the advertised position as an Acting Maintenance Officer for approximately 18 months, and they just wanted to secure the permanent position.
The client was most grateful for the assistance, was happy to receive an updated resume and looks forward to coming back to Select Resumes for his next application.
Clear communication and lots of brainstorming enabled us to work together to find strong examples, and I am confident this client will present a powerful application for this role.
To put together this application, I engaged the client in a discussion about her transferable skills and experience and extracted a specific example that demonstrated each of the requirements.
“Thank you for your email [draft document]. I think it looks great with only very minor information that might need to be updated.”
This application called for a succinct, three-page resume and a detailed cover letter addressing four key selection criteria for a position as Endorsed Enrolled Nurse at Sydney Private Hospital. After getting to know the client and reviewing her lengthy existing resume I crafted documents that highlighted the client’s individual strengths and special brand of compassion that are features of her nursing practice.
This application for the position of Principal at a regional primary school called for a three-page resume and a two-page statement addressing the five key selection criteria. As a result of our thorough consultation and careful attention to detail, the client now has a bright and fresh resume tailored to this new application. The examples he provided clearly demonstrated his leadership strengths and ability to meet the key selection criteria.
