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Create ResumeA selection criteria resume in Australia is not just a normal resume with a few extra keywords thrown in. It is a resume written to prove, quickly and clearly, that you meet the essential and desirable criteria in the job ad. This matters most for government, council, education, healthcare, university, not for profit, and highly structured corporate roles where applications are screened against specific requirements.
The mistake I see constantly is candidates treating selection criteria like a separate administrative nuisance. In reality, it is often the screening framework. If your resume does not clearly show the required skills, experience, qualifications, systems, licences, stakeholder exposure, or behavioural capabilities, the recruiter may not go hunting for them. They may simply mark you as not clearly meeting the criteria and move on.
A selection criteria resume is a resume that is deliberately aligned to the selection criteria listed in an Australian job advertisement or position description.
Selection criteria are the skills, experience, qualifications, behaviours, and capabilities an employer uses to assess whether a candidate is suitable for a role. In Australia, they are especially common in public sector recruitment, local government, universities, healthcare, schools, community services, and larger organisations with formal hiring processes.
Selection criteria usually fall into two groups:
Essential criteria: The requirements you must meet to be seriously considered
Desirable criteria: The requirements that strengthen your application but may not be compulsory
Your resume does not need to repeat the criteria word for word, but it does need to make the evidence obvious. That is the bit candidates often miss.
A recruiter does not read your resume like a novel. They scan for evidence against the role requirements. If the job ad says “demonstrated experience managing competing priorities in a fast paced administrative environment”, the recruiter is looking for proof of workload management, deadlines, office coordination, stakeholder requests, systems use, and decision making under pressure.
If your resume says “hardworking team player with excellent organisational skills”, that is not evidence. That is a claim. Hiring teams do not shortlist claims. They shortlist proof.
You need to think about selection criteria whenever the job ad or position description lists specific requirements that will be used to assess applicants.
This is especially important when applying for:
Australian Government roles
State government roles
Local council roles
Public hospitals and healthcare services
Schools, TAFEs, and universities
Community services and not for profit organisations
Large corporate roles with formal capability frameworks
Roles requiring licences, clearances, qualifications, or compliance knowledge
Jobs where the ad asks for “demonstrated experience” in specific areas
In some Australian applications, you may be asked to submit a separate selection criteria statement. In other cases, the employer may simply ask for a resume and cover letter, while still listing selection criteria in the job ad.
This is where candidates get caught. They assume that if there is no separate selection criteria document, they do not need to address the criteria.
That is usually wrong.
If the employer has given you selection criteria, they are telling you how they will assess you. They may not call it a scoring matrix in the job ad, but behind the scenes, someone is often comparing your resume against those requirements.
A selection criteria resume and a separate selection criteria statement are not the same thing.
A selection criteria resume integrates the required evidence into your resume. It shows your relevant experience, achievements, skills, systems, qualifications, and responsibilities in a way that matches the role criteria.
A selection criteria statement is a separate written response where you answer each criterion directly, usually with examples. This is common in government and education applications.
Here is the practical difference:
A resume shows your career evidence
A selection criteria statement explains your evidence against each criterion
A cover letter connects your motivation, suitability, and strongest match to the role
The mistake is using the same content in all three documents without adapting the purpose. I see this often. The resume becomes vague, the cover letter becomes a repeat of the resume, and the selection criteria response becomes a bloated essay.
Good applications do not repeat. They reinforce.
Your resume should make the recruiter think, “Yes, this person appears to meet the criteria.” Your selection criteria statement, if required, should make them think, “They can prove it with specific examples.”
Let me be honest about how this usually works.
Recruiters and hiring managers are rarely sitting there lovingly reading every line of every resume with a cup of tea and a generous spirit. They are often reviewing a large batch of applications, trying to identify who clearly meets the requirements and who does not.
The first screening question is not “Is this person wonderful?” It is usually closer to:
Does this person meet the essential criteria?
Can I see the required experience quickly?
Do they have the qualification, licence, clearance, or technical skill required?
Have they worked in a similar environment?
Have they handled the level of responsibility this role needs?
Is the evidence recent enough?
Is the resume clear enough to confidently shortlist?
That last point matters more than candidates realise.
A confusing resume creates risk. If the recruiter cannot tell whether you meet the criteria, they may not give you the benefit of the doubt, especially in competitive processes. Hiring is not always about finding the “best” person in some grand philosophical sense. It is often about finding the strongest clearly evidenced match.
That is why a selection criteria resume must reduce doubt.
Your job is not to make the recruiter interpret your career history like a puzzle. Your job is to make the match obvious without sounding forced, robotic, or keyword stuffed.
Not every requirement in a job ad has equal weight. Some criteria are true deal breakers. Others are nice to have. Some are written clearly. Others are buried inside vague language.
When reviewing an Australian job ad, look for these signals.
These are the criteria that matter most. They often include wording such as:
Essential
Must have
Required
Demonstrated experience
Proven ability
Current licence
Relevant qualification
Eligibility
Working with Children Check
National Police Check
Australian working rights
If you do not meet an essential requirement, you need to be realistic. Sometimes employers have flexibility. Sometimes they absolutely do not. For example, a required registration, clearance, or licence may be non negotiable.
If the same skill appears in the role summary, responsibilities, and selection criteria, it is important.
For example, if stakeholder engagement appears three times in different wording, the employer is probably not casually mentioning it. They are telling you the role involves dealing with people, competing priorities, influence, communication, and expectation management.
Your resume should reflect that.
Australian job ads often reveal the work environment indirectly.
For example:
“Fast paced environment” often means competing priorities, interruptions, and urgency
“Complex stakeholder environment” often means conflicting expectations and politics
“High volume” often means workload pressure and process discipline
“Resilience” often means emotionally demanding work or difficult stakeholders
“Collaborative team” can mean cross functional work, not just being friendly
“Strong attention to detail” may mean compliance, reporting, documentation, or risk control
Candidates often read these phrases as generic job ad fluff. Recruiters read them as clues.
Your resume should respond to the reality behind the language, not just the surface wording.
Government and larger organisations often use capability frameworks. These may include communication, problem solving, relationship management, planning, leadership, customer service, integrity, and accountability.
The key is to translate those capabilities into practical evidence.
For example, do not just write “strong communication skills”. Show what kind of communication:
Briefed senior stakeholders
Managed enquiries from vulnerable clients
Prepared reports for executive review
Coordinated information between clinical, administrative, and external teams
Negotiated deadlines with internal departments
Specific communication evidence is stronger than generic communication claims.
A strong selection criteria resume is not about stuffing the exact wording from the job ad into every section. It is about building a clear evidence trail.
The recruiter should be able to move from the job criteria to your resume and see the match quickly.
Before editing your resume, copy the selection criteria into a separate document and mark each requirement as one of the following:
Must prove clearly: Essential criteria, qualifications, licences, sector experience, technical skills
Should strengthen: Desirable criteria, preferred systems, industry exposure, specialist knowledge
Can support indirectly: Soft skills, values, behavioural expectations, team fit
This stops you from writing a generic resume and hoping it works.
Hope is not a strategy. It is just panic wearing perfume.
Your professional summary should not be a vague personal branding paragraph. It should quickly position you against the role.
Weak Example
“Motivated and hardworking professional with excellent communication skills and a passion for delivering results. Able to work independently and as part of a team.”
This says almost nothing. It could belong to a receptionist, project officer, nurse, policy analyst, or warehouse supervisor.
Good Example
“Administrative professional with experience supporting high volume public sector teams across records management, stakeholder enquiries, document preparation, scheduling, and compliance focused processes. Confident using internal systems, managing competing deadlines, and providing clear communication to staff, clients, and external stakeholders.”
This works because it gives the recruiter useful evidence immediately. It points to sector, volume, systems, stakeholders, deadlines, and compliance.
A key skills section can be useful when selection criteria are specific. But it needs to be credible.
Do not use a giant keyword dump. A recruiter can see when a candidate has copied the job ad into the resume and called it a skills section. It looks desperate, and worse, it does not prove anything.
A better approach is to group skills in practical language.
Example
Key Skills
Selection criteria alignment: stakeholder communication, records management, compliance support, customer service, scheduling, reporting, and document control
Systems and administration: Microsoft Office, CRM platforms, internal databases, electronic records, data entry, and inbox management
Workplace strengths: managing competing priorities, handling confidential information, supporting team workflows, and resolving routine operational issues
This gives the applicant ATS relevance while still sounding human.
Your employment history is where the real proof sits.
For each recent role, ask:
Which selection criteria does this role help prove?
What responsibilities directly match the job ad?
What achievements show capability, not just tasks?
What systems, stakeholders, volume, risk, compliance, or outcomes should be visible?
What would a recruiter need to see to shortlist me confidently?
Then shape your bullet points around evidence.
Weak Example
Responsible for administration duties
Answered phones and emails
Worked with team members
Used computer systems
This is too thin. It does not show level, complexity, judgement, or relevance.
Good Example
Coordinated daily administrative support for a busy community services team, including client enquiries, appointment scheduling, records updates, document preparation, and internal follow up
Managed a shared inbox and responded to high volume stakeholder requests, prioritising urgent matters and escalating sensitive issues to senior staff
Maintained accurate electronic records in line with confidentiality, compliance, and internal reporting requirements
Prepared correspondence, meeting notes, and routine reports to support timely decision making across the team
This gives the recruiter something to assess. It shows environment, tasks, judgement, compliance, communication, and relevance.
Achievements are not only for salespeople or executives. In selection criteria resumes, achievements help prove how you work.
The issue is that many candidates either avoid achievements completely or write vague ones.
Weak Example
Better, but still incomplete.
Good Example
Even without a percentage, this is stronger because it explains the action and the practical result.
In selection criteria applications, small operational improvements can be valuable. Employers often want people who can reduce friction, keep work moving, spot issues early, and support reliable service delivery.
That is real workplace value. Not every achievement needs to sound like a TED Talk.
You can address selection criteria across several resume sections. The right structure depends on your career level, the role type, and how formal the application is.
Use this to show your strongest overall match.
Mention your relevant role type, sector exposure, core capabilities, and highest value criteria.
For example:
“Project support professional with experience coordinating timelines, documentation, stakeholder communication, reporting, and governance support across complex operational environments.”
Use this to cover important criteria that need to be easy to scan.
This section is helpful for ATS screening and human screening, but only when the skills are specific and believable.
Avoid vague phrases like:
Excellent communication
Strong work ethic
Team player
Attention to detail
Instead, use evidence based skill phrases:
Stakeholder enquiry management
Executive diary coordination
Case note documentation
Policy and procedure interpretation
Grant application administration
Incident reporting support
Records and information management
High volume customer service
This is the most important section for proving selection criteria.
Use bullet points that connect responsibilities and achievements to the employer’s requirements. Keep them specific. Show scope, context, systems, stakeholders, and outcomes.
Do not bury mandatory qualifications.
If the role requires a Working with Children Check, driver licence, AHPRA registration, White Card, First Aid certificate, security clearance, or degree, make it easy to find.
Recruiters should not have to search through your resume for deal breaker requirements.
Australian employers often care about systems because systems affect onboarding speed.
Include relevant tools such as:
Microsoft Office
Excel
SharePoint
Salesforce
SAP
Xero
MYOB
TRIM
Objective
ServiceNow
Only include systems you can genuinely use. Getting caught exaggerating system experience in an interview is awkward for everyone. Especially you.
The best resume bullet points for selection criteria do three things:
Show the task or responsibility
Show the context or complexity
Show the result, purpose, or value
A simple structure is:
Action plus context plus evidence plus outcome
You do not need to use this formula mechanically, but it helps you avoid vague bullet points.
Criterion: Demonstrated stakeholder communication skills
Weak Example
Good Example
Criterion: Ability to manage competing priorities
Weak Example
Good Example
Criterion: Strong attention to detail
Weak Example
Good Example
Criterion: Experience using systems and maintaining records
Weak Example
Good Example
Criterion: Ability to work with minimal supervision
Weak Example
Good Example
Notice the difference. The weak examples make claims. The good examples show work.
That is the whole game.
Yes, but carefully.
Using relevant keywords from the selection criteria can help your resume perform better in applicant tracking systems and make it easier for recruiters to see alignment. But copying the criteria word for word without evidence is not enough.
For example, if the job ad says:
“Demonstrated ability to manage competing priorities and meet deadlines in a fast paced environment.”
You can naturally include:
“Managed competing priorities across scheduling, stakeholder enquiries, records updates, and document preparation while meeting daily deadlines in a high volume environment.”
That works because it keeps the language aligned while adding evidence.
What does not work is writing:
“Demonstrated ability to manage competing priorities and meet deadlines in a fast paced environment.”
That is just the criterion repeated back to the employer. It proves nothing.
Recruiters notice this. Hiring managers notice it too. It reads like the candidate understood the copying part but skipped the thinking part.
Most selection criteria resume mistakes are not dramatic. They are small clarity problems that make the application harder to assess.
A generic resume is one of the biggest problems in Australian selection criteria applications.
Candidates often use one resume for everything because they assume their experience is obvious. It is not. Your relevance has to be shaped for the role.
A recruiter may understand your background, but they are assessing your match to this specific job. If the criteria are about stakeholder engagement, compliance, and reporting, your resume needs to make those things visible.
Your cover letter can support your application, but it should not carry all the evidence.
Some recruiters read the resume first. Some skim the cover letter. Some hiring panels focus heavily on the selection criteria response. You do not control the order in which your documents are reviewed.
That means your resume needs to stand on its own.
A skills list is useful only if the employment history backs it up.
If your key skills section says “policy interpretation”, but your work history gives no example of reading, applying, explaining, or working with policy, the claim feels weak.
Your resume should create consistency between summary, skills, and experience.
If a requirement is mandatory, do not bury it.
This includes:
Qualifications
Professional registrations
Licences
Clearances
Visa or working rights where relevant
Specialist technical skills
Required sector experience
If the employer has to search too hard, you increase the chance of being screened out.
Many candidates describe what their job technically involved but not how they performed it or what level of responsibility they had.
For selection criteria, the difference matters.
“Provided customer service” is basic.
“Handled high volume customer enquiries, resolved routine issues, escalated complex complaints, and documented outcomes in the CRM” is useful.
Desirable criteria can separate you from other qualified candidates.
If you meet desirable criteria, show them. Do not assume the employer will infer them.
For example, if the desirable criteria mention experience in a government environment, and you have worked with government stakeholders, public sector processes, grants, tenders, compliance reporting, or council systems, make that visible.
Some candidates panic when they see selection criteria and turn their resume into a dense wall of text.
Do not do this.
A strong selection criteria resume is specific, not bloated. Recruiters need clarity. Hiring managers need evidence. Nobody needs a four page fog machine.
These are not full resume templates. They are practical examples of how to turn vague resume content into selection criteria aligned evidence.
Selection criteria
Demonstrated administrative experience
Strong communication skills
Ability to manage competing priorities
Experience maintaining accurate records
Weak Example
Completed admin tasks
Answered calls
Updated records
Helped the team
Good Example
Provided administrative support across scheduling, inbox management, document preparation, records updates, and internal coordination for a busy operational team
Responded to phone and email enquiries from clients, staff, and external providers, ensuring requests were documented and escalated when required
Managed competing daily priorities by triaging urgent requests, maintaining task lists, and following up outstanding information before deadlines
Updated electronic records accurately and handled confidential information in line with internal procedures and privacy expectations
Selection criteria
Project coordination experience
Stakeholder engagement
Reporting and documentation
Problem solving skills
Weak Example
Assisted with projects
Worked with stakeholders
Helped prepare reports
Good Example
Supported project delivery by coordinating timelines, meeting actions, documentation, stakeholder updates, and progress tracking across multiple workstreams
Liaised with internal teams, external partners, and senior staff to gather information, resolve routine issues, and maintain clear communication throughout project stages
Prepared project documentation including meeting notes, status updates, briefing material, and reporting inputs to support governance and decision making
Identified delays, missing information, and process gaps early, escalating risks and recommending practical next steps to keep work on track
Selection criteria
Customer service experience
Conflict resolution
Data entry and systems use
Ability to follow policies and procedures
Weak Example
Served customers
Handled complaints
Used systems
Good Example
Delivered front line customer service across phone, email, and face to face enquiries, providing accurate information and resolving routine issues within service guidelines
Managed difficult customer interactions calmly by listening, clarifying concerns, explaining available options, and escalating complex matters to senior staff when required
Entered and updated customer information in CRM systems with strong accuracy, ensuring notes, outcomes, and follow up actions were recorded clearly
Applied organisational policies and procedures when responding to enquiries, protecting customer privacy and maintaining consistent service standards
Selection criteria
Team leadership experience
Performance management
Operational planning
Stakeholder management
Weak Example
Managed a team
Responsible for performance
Worked with stakeholders
Good Example
Led a team of administrative staff, allocating daily workloads, monitoring service standards, providing coaching, and supporting consistent delivery during peak periods
Managed performance conversations by setting clear expectations, reviewing work quality, addressing issues early, and supporting staff development through regular feedback
Coordinated operational planning across rosters, reporting deadlines, process improvements, and stakeholder requirements to maintain reliable service delivery
Built effective working relationships with internal departments and external partners, resolving operational issues and keeping senior leaders informed of risks and progress
For most Australian roles, a selection criteria resume should usually be two to four pages, depending on your level and the complexity of the role.
A one page resume is often too short for selection criteria based applications, especially if the employer needs evidence against multiple requirements.
A five or six page resume may be too long unless you are applying for an academic, senior government, executive, technical, clinical, or highly specialised role where detailed evidence is expected.
The right length depends on usefulness, not ego.
A two page resume full of clear evidence is stronger than a four page resume full of recycled duties. A longer resume is only justified if it adds relevant proof.
As a recruiter, I would rather read a focused three page resume that clearly addresses the criteria than a short, polished resume that gives me no confidence about the candidate’s fit.
Sometimes, yes.
If the application asks for a cover letter, submit one. If it asks for a separate selection criteria response, submit one. Do not assume the resume replaces required documents.
In Australian recruitment, not following application instructions can hurt you, especially in structured hiring processes. It may signal that you missed details, ignored instructions, or did not understand the process.
That sounds harsh, but it is real.
If the ad requests:
Resume only: Address the criteria clearly in the resume
Resume and cover letter: Use the resume for evidence and the cover letter for strongest fit, motivation, and role alignment
Resume and selection criteria statement: Use the resume for career evidence and the statement for direct criterion by criterion examples
Online application questions: Answer them properly, even if the same evidence appears in your resume
Do not write “please refer to my resume” in selection criteria fields unless the system specifically allows it. That usually looks lazy. The employer asked a question because they want an answer.
Good tailoring is not pretending to be someone else. It is choosing the most relevant evidence from your real background.
This matters because candidates often swing between two bad options:
They submit a generic resume that does not match the role
They over tailor the resume until it sounds copied, stiff, and unnatural
The middle ground is where strong applications live.
To tailor properly, ask:
What are the top five criteria this employer will care about most?
Which parts of my experience prove those criteria?
What language does this employer use that I can reflect naturally?
What evidence would reduce doubt for the recruiter?
What examples would make a hiring manager trust I can do the role?
Then edit your resume so the strongest matching evidence appears early and clearly.
For example, if you are applying for a council administration role, your retail customer service experience may still be relevant, but you need to translate it into the language of the role:
Customer enquiries
Complaint handling
Accurate data entry
Following procedures
Managing high volume requests
Communicating with diverse community members
Escalating complex issues
That is not fake. That is positioning.
Candidates often undersell themselves because they describe their experience using the language of their old job rather than the language of the job they want.
Before you submit your resume, check it like a recruiter would.
Can I identify the essential criteria within the first half of the resume?
Have I shown evidence for each major selection criterion?
Are mandatory qualifications, licences, registrations, or checks easy to find?
Does my professional summary match this role, not just my general career?
Does my key skills section use specific, relevant language?
Do my bullet points show context, responsibility, and outcomes?
Have I included systems, tools, reporting, stakeholders, compliance, or sector knowledge where relevant?
Have I removed vague claims that are not supported by evidence?
Is the resume readable, well structured, and easy to scan?
Does the resume reduce doubt about my suitability?
That last question is the one I would not skip.
A strong selection criteria resume does not just say, “I want this job.” It says, “Here is the evidence that I can do this job.”
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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