Addressing Selections Criteria Bernard Lewis Pathways to Work Counselor EPU, NAVITAS English Parramatta, NSW

Application process Advertisement Résumé Cover letter Selection Criteria Interview

Selection Criteria What is Selection Criteria? A list of the essential and desirable skills, attributes, experience, and qualification which an organisation decides is necessary for a position. Why Selection Criteria? To help select the most capable, effective, suited, skilled, experienced, qualified, person for the job.

Expression of Interest An alternative to writing a fully-fledged selection-criteria response Generally used for non-ongoing positions With a maximum length specified Based on a short job description Results-focused not just a statement

Types of Selection Criteria Desirable Criteria: Gives you an advantage over the other applicants Specific skills or qualities that may help you perform better in the role Eg: Driving license and reliable transport Multiculturalism or Indigenous background Types of Selection Criteria Essential Criteria: Really necessary for the job Very important to fulfil the duties of the position advertised Eg: Effective communication and interpersonal skills Ability to offer reliable customer service

Addressing selection Criteria Read the Job application carefully Underline the Selection criteria Highlight the prompts - understand the key words and phrases Use a new page for each Criterion Apply the STAR method Prove your ability to meet each criterion Review and proof read

STAR – model S = Situation – brief outline of the setting; position you held T = Task – description of what you did, not just information A = Approach or Action you took – how you did it R = Result – outline any outcomes

Situation S = Give a brief outline of the Situation (setting) Set the context of the situation - specific circumstance where you developed the particular experience or used the required skills or qualities. Eg: I possess effective communication skills which I have developed throughout my working career. In particular, as Human Resource Officer at XZY Agency.

Task T = Mention the tasks that were done which are relevant to the criterion. Briefly give details of one or two specific things you’ve done that are relevant to both - the criterion for the job and the skills/ abilities that you possess. Eg: I had to liaise with the Human Resources and the Operations managers on a daily basis.

Actions A = Write the actions or duties that you did which are relevant to the Task and Situation. Don’t stop with just a list. Describe the actions, using action words and the active voice, giving specific details to clarify ability Eg: As receptionist, I had to deal with customers on a daily basis. This included answering telephone queries and clarifying things via . But, most of the interaction was face-to-face at the front office.

Result R = Mention result or outcome of the actions Briefly sum up your ability related to the criterion, by highlighting any commendation or appreciation that you received. Eg: My involvement and my remarkable performance in the project was acknowledge in the July 2010 issue of the office newsletter. I was also awarded ‘employee of the month’ for the achievement.

An example I possess excelent oral and written comunication skills which I have utilised throughout my entire employment career. At XZY Corporation I was required to liaise regularly with many people at many levels ranging from senior managers to staff, on a range of recruitment and procedural matters. I have written a large number of documents including memos and articles in an office newsletter

Communication 360 o – manager, peers, clients or customers and external agents SLRW – Speaking, Listening, Reading & Writing Media – face-to-face, telephone, , postal Letters, discussions, formal meetings, 1-on-1 interaction, memos & reports, records, articles for journals/ newsletter, giving/ receiving instructions/ information Can include various kinds interaction – verbal, non- verbal, listening, negotiation, questioning, feedback, etc.