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SEEK’s resident resume authority Tom Hannemann has more than
20 years experience in human resources and management consulting. He's
been writing outstanding resumes that help people win jobs since 1993.
Hands up those of you who enjoy preparing responses to selection criteria
for jobs in government. Hands up those who have applied to government
jobs only to be told you didn’t meet the criteria, even though you
knew you could the job.
The public sector represents a very significant component of the labour
market. Once upon a time, the public sector was relatively closed. People
typically joined when they completed secondary or tertiary studies or
entered later in life at the entry level and worked their way up. You
couldn't join the public service at the more senior levels from outside,
except in unusual cases. Those in the public sector quickly worked out
that in order to get ahead they needed to acquire the skill of responding
directly to a detailed set of selection criteria. They learned to do this
by modelling their answers on successful candidates, or attending industry
courses that gave great inside tips.
These days many positions are open to candidates from the private sector.
But making sense of selection criteria can be can be a nightmare, right?
Not necessarily. Read on.
Why Selection Criteria?
Selection criteria evens the playing field by providing a common set
of factors against which to assess candidates. It makes the process fair
for everyone. Selection criteria for most positions are quite broad or
generic. This makes it possible to compare people with different backgrounds
and experience. Resumes are usually not sufficiently detailed to enable
the selection panel to evaluate experience and achievements fully.
Selection criteria also provide an objective basis on which to base selection
decisions. Because of the nature of the public sector, the selection process
must withstand independent scrutiny. It is an issue of public accountability.
The intention of selection criteria is to provide the public with some
level of assurance that each job is filled by a person who has the requisite
skills, experience and attributes.
What are Selection Criteria?
Selection criteria are a list of criterion (note the grammar –
criteria is plural, criterion is singular) that represents the experience,
skills, personal attributes, qualifications, knowledge and expertise needed
to do the job effectively. They set out the standards by which each candidate
will be assessed.
If a criterion is essential it means that it is not possible to do the
job properly unless you meet that criterion. (Therefore, don't apply if
you don't meet the essential criteria.) If there is no candidate who meets
all of the selection criteria to a sufficient extent, no one is selected
and the job will be re-advertised.
Preparing
1. Copy and paste the criteria into a new Word document. Make them bold.
2. Create a space between each criterion to insert your response.
3. Examine your resume and extract all of the experience, skills, achievements,
qualifications and abilities from each job that relate to each criterion.
Copy and paste your experience, achievements, qualifications and so forth
into the space under each criterion.
You now have the core data needed to begin composing your response to
the criteria. But first…
Dos and Don’ts
An effective response to selection criteria provides the reader with
evidence that you meet the requirements of the position. Presenting beliefs,
philosophy or knowledge is not evidence of your abilities or experience.
Don’t write a thesis on leadership. Use examples of your experience
and achievements as a leader. Telling the reader what you know about leadership
doesn’t cut it. It does not demonstrate experience, ability or achievement.
Telling the reader that you have five years experience as a manager and
you must therefore be a good one is not a sufficient response to a criterion
about management abilities. Providing a vague, loose and generalised comment
is not enough. The selection panel wants to know what you have actually
done.
Context is also important. You need to consider the environment in which
the position operates in order to make your own responses relevant. For
example, a leadership role in a TAFE will be different from one in another
type of government department.
Criteria dealing with your commitment to an ethos are very common. A
position might require, say, “Knowledge of and demonstrated commitment
to Equal Employment Opportunity, Occupational Health and Safety, Quality
Assurance, and the Environmental Protection Act…”
But how do you demonstrate commitment in writing? I agree, impossible.
Many people simply resort to asserting that they are committed. Of course
they are! Who wouldn't be, right? To successfully respond to a criterion
relating to EEO, OH&S and other ethical issues you need to demonstrate
that you have operated under these principles. Give concrete examples
of situations where you instigated, implemented or upheld these principles.
Simply being a member of a statistical minority does not necessarily prove
that you have any greater abilities or insight.
Composing your Response
An effective response should:
- Explain the nature and extent of your experience
- Outline your responsibilities
- Show your accomplishments
- Provide concrete examples
Examples are an easy way to demonstrate that you meet the requirements
of a position. If a job requires a person to have the ability to negotiate,
provide the reader with two or more examples of successful negotiations
in which you have played a significant role. Describe the context, your
goal, your strategy, the reason or rationale for the strategy and the
outcome of the negotiation. Draw particular attention to noteworthy achievements.
Requiring candidates to respond to selection criteria may seem like cruel
and unusual punishment. But at least everyone is in the same boat. Following
these straightforward guidelines may give you the edge you need to get
the interview and secure the position.
by Tom
Hannemann
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