It’s not just what you’ve done. It’s how you explain it.
Many government and public sector roles require applicants to address selection criteria as part of the application process.
Selection criteria are designed to help employers assess whether you have the skills, experience, knowledge, and personal qualities needed for the role. For many job seekers, writing selection criteria can feel overwhelming at first. The good news is that it becomes much easier once you understand the structure and approach employers are looking for. If you are struggling with how to write selection criteria for a government job application, the steps below will help you approach the process more effectively.
What Employers Want to See
One of the most common mistakes people make is simply telling the employer:
- “I have good communication skills”
- “I am experienced”
- “I work well in teams”
This is not enough.
Employers want evidence. They want you to explain:
- what you did
- how you did it
- what the outcome was
Strong selection criteria responses include real examples that clearly demonstrate your skills and experience.
Step 1: Read the Selection Criteria Carefully
Start by reading through all the criteria slowly and carefully.
Pay attention to:
- repeated themes
- key skills
- required experience
- behavioural qualities
- technical requirements
This helps you understand what the employer values most.
Step 2: Highlight the Key Words
Use a highlighter or make notes of important words within each criterion.
For example:
- demonstrated communication skills
- stakeholder engagement
- problem solving
- ability to prioritise workloads
- attention to detail
These keywords are often the core skills the employer wants you to address.
Step 3: Break the Criteria Into Sections
Create a separate section for each criterion.
This makes the process feel far more manageable and helps you stay organised while writing.
Step 4: Brainstorm Relevant Examples
Under each criterion, write down examples from:
- previous jobs
- volunteer work
- study
- sporting groups
- committees
- leadership positions
- projects
Think about situations where you successfully demonstrated the skill being requested.
For example:
Written Communication
- writing reports
- preparing presentations
- editing documents
- responding to client enquiries
Verbal Communication
- leading meetings
- training staff
- presenting information
- managing difficult conversations
Step 5: Choose Your Strongest Examples
Select your best examples for each criterion.
Focus on examples that show:
- positive outcomes
- initiative
- problem solving
- leadership
- teamwork
- measurable results where possible
You do not need to include every example you can think of. Quality is more important than quantity.
Step 6: Use the STAR Method
One of the best ways to structure selection criteria responses is by using the STAR method.
Situation
What was the situation or background?
Task
What needed to be done?
Action
What did YOU personally do?
Result
What was the outcome?
Using STAR helps you provide clear, structured, and relevant examples that are easy for the employer to follow.
Example STAR Response
Instead of writing:
“I have strong organisational skills.”
A stronger response would explain:
- the situation
- the responsibilities involved
- the actions you took
- the outcome achieved
For example:
In my previous administration role, I managed competing deadlines across multiple projects during a busy period of organisational change. I developed a prioritisation system, updated tracking processes, and communicated regularly with stakeholders to ensure deadlines were met. As a result, all projects were completed on time and client satisfaction remained high.
This gives the employer clear evidence of your skills in action.
Step 7: Tailor Each Application
Avoid copying the same generic response into every application.
Government employers want to see that you have tailored your application specifically to their role and organisation.
Carefully align your examples to:
- the wording of the criteria
- the responsibilities of the role
- the organisation’s values
- the required capabilities
Step 8: Proofread Carefully
Before submitting your application:
- check spelling and grammar
- remove repetition
- make sure each criterion is addressed fully
- keep your examples clear and relevant
Strong applications are clear, concise, and easy to read.
Resources to find out more
If you’re applying for an Australian Public Service (APS) role, the APSC Cracking the Code guide is one of the best free resources available. It explains what selection panels are looking for, how to understand the selection process, and provides practical advice on preparing strong applications. While it’s an excellent starting point, every application still needs to be tailored to the specific role.
Use the guide to understand the process, then focus on providing clear, relevant examples that demonstrate how your skills and experience meet the requirements of the position. If you’re applying for positions in local government, this is a great website for council application tips.
Final Tips for Writing Selection Criteria
- Be specific rather than general
- Focus on your personal contribution
- Use clear examples
- Keep your writing structured
- Avoid overly long responses unless requested
- Prioritise relevance over unnecessary detail
Remember, the goal is not to tell the employer everything you have ever done. The goal is to show them you can successfully perform the role they are recruiting for.
Need Help Writing Selection Criteria?
If you feel stuck, overwhelmed, or simply do not have the time to prepare a strong application, professional support can make the process much easier.
At My Job Mentor, I can help with:
- government job applications
- selection criteria writing
- STAR examples
- resumes and cover letters
- interview preparation
- application strategy and feedback
Whether you need coaching, detailed feedback, or a professionally written government application, I can help you position yourself more strongly and improve your chances of securing an interview.
