Understanding Selection Criteria Terminology
When responding to selection criteria it is essential that you are able to work out what exactly what you are being asked for. Most selection criteria are pretty simple and straight-forward however some may be more complex and require an understanding of related terminology that form part of the criterion. These usually relate to levels of knowledge, skills, and experience or may even relate to competencies/behaviours required within the role.
I’ve outlined a few of the common descriptors here:
These refer to your skills in relation to particular role requirements. They must tried and tested (you will have used them in the past) and you will need to provide evidence of your contributions in this area to date. Examples may include:
Although you may be able to demonstrate that you have the capacity or aptitude to do whatever the selection criterion is asking for, your application will be stronger if you are able to demonstrate that your ability/capacity to perform the role is based on the successes that you have had in the area previously.
In the first example, related to improving work processes and practices, if you are able to provide examples of where you have made improvements to operational practices and procedures in the past, you will have a stronger application than someone who has the capacity to acquire these skills.
This relates specifically to tangible and practical exposure to the task or work area and requires that you have successfully gained experience within a particular area.
This implies that you will need to quantify your abilities in this area. For example proven business development experience within a manufacturing environment. Here, as part of your evidence-based response you would need to substantiate your claims through highlighting an expansion of client base, illustrating an increase in new sales, or summarising a percentage increase in client numbers.
This is usually used in relation to common government selection criteria including Equity and Diversity, Occupational Health and Safety, and APS Code of Conduct and Values and implies an appreciation of the subject matter. In most cases, this too, may have a qualifier such as Basic and High-level understanding which will again give you some insight into the level of understanding required in relation to the subject matter.
Happy Selection Criteria Writing!
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Having held a range of diverse and varied roles as Recruiter, Human Resources and Hiring Manager, and selection panel member, having sat on hundreds of selection panels, it seemed only natural that Nikky transition her passion for assisting job-seekers to establish CareerPro, a leading, professional writing business focused on helping job-seekers to effectively market and "sell" themselves to prospective employers. Through her unique writing services (selection criteria, resumes, curriculum vitae, cover/application letters) she assists clients and job-seekers locally, nationally and internationally to achieve their goals of promotion, interview and job success.
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