To improve your chances in structured hiring processes, analyze each selection criterion into its elements, respond with concise STAR examples that map to every element, proofread and format for both human assessors and ATS, and refine your examples over time.

Why selection criteria matter

Many public-sector and formal hiring processes still use selection criteria to focus on the specific knowledge, skills and attitudes a role requires. Assessors use criteria to compare applicants objectively. In some recruitment processes, failing to address a single required element can lead to automatic disqualification.

Break each criterion into elements

Read every criterion slowly and identify its separate elements. A line like "Demonstrated ability to use the Microsoft Office suite in an accounting environment" contains at least three elements: (1) use of Microsoft Office (now commonly Microsoft 365 apps), (2) in an accounting context, and (3) a demonstrable level of ability. If you omit any element, you may not meet the criterion.

Answer with focused evidence (use STAR)

Structure responses around a short Situation-Task-Action-Result (STAR) example. Start with one clear example that directly maps to the criterion, then:
  • State the situation and your role.
  • Describe the task or problem.
  • Explain the actions you took, naming specific tools or processes (for example, Excel functions, calendar systems, or case-management software).
  • Give measurable results where possible: time saved, error reduction, money saved, customer satisfaction scores.
Keep it role-relevant. If you're applying for a reception role in an accounting firm, emphasize email management, client bookings, document preparation and basic Excel work - not advanced macros you never used on the job.

Be concise and complete

Write enough detail to meet every element, then stop. One strong STAR example per criterion is usually better than a long list of unrelated anecdotes. Assessors read many applications; clear, concise answers are easier to score.

Proof, format and submit for modern processes

Proofread for grammar and clarity. Ask a trusted reader to check for gaps. Use plain fonts and simple formatting so automated systems (Applicant Tracking Systems or ATS) can read keywords. Include role-relevant keywords from the job description, but avoid keyword stuffing.

If you lack direct experience for a specific element, be honest and show transferable skills or recent training. If a closing date approaches and you need time, submit on time - many processes will not accept late updates.

Learn and refine

Treat each application as a learning opportunity. Read successful examples, practice writing STAR responses, and update a personal bank of concise examples you can tailor to future roles.

Note on original resources

This article updates content from an earlier piece (2006). The original referenced resources at http://www.winagovtjob.com and http://www.dwave.com.au - please verify their current availability if you want the original materials.
  1. Verify current availability and relevance of http://www.winagovtjob.com
  2. Verify current availability of http://www.dwave.com.au

FAQs about Selection Criteria

How long should each selection-criteria response be?
One clear STAR example that fully addresses every element is usually sufficient. Aim for one short paragraph per criterion (about 75-150 words), focused on relevant actions and measurable results.
What if I lack direct experience for a criterion?
Be honest. Describe transferable skills, related tasks you performed, or recent training. Explain how those experiences map to the required element and show willingness to learn.
Should I use the STAR method for every response?
Yes. STAR keeps answers structured and evidence-based, which helps assessors quickly see how your experience meets the criterion.
Do I need to worry about Applicant Tracking Systems (ATS)?
Yes. Use plain formatting, include role-relevant keywords from the job ad, and avoid images or complex tables that can confuse ATS parsing.
How many examples should I include per criterion?
One strong, relevant example per criterion is usually best. Only add a second if the criterion contains distinct parts that one example cannot cover.

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