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Create ResumeA strong selection criteria response in Australia should prove you meet each requirement with specific evidence, not just say you have the skill. The best template is simple: name the skill, give a relevant workplace example, explain what you did, show the result, and connect it back to the role. Most candidates go wrong because they write like they are describing themselves. Employers are not looking for personality claims. They are looking for proof. When I review selection criteria, I am not asking, “Does this person sound nice?” I am asking, “Can I see evidence that they have done this before, at the level this role needs?”
Selection criteria are not a formality, especially in Australian government, council, university, health, education, and community sector roles. They are often the first serious test of whether you understand the job.
A selection criterion might say something like:
Demonstrated ability to communicate effectively with a range of stakeholders.
That sounds simple. It is not asking, “Are you a good communicator?” Almost everyone says yes to that. It is asking:
Can you adapt your communication style to different people?
Can you handle difficult conversations without creating chaos?
Can you explain information clearly?
Can you influence, clarify, follow up, and document properly?
Can you work with internal and external stakeholders without needing constant supervision?
This is where many candidates lose marks. They answer the surface question instead of the real question.
When employers use selection criteria, they are usually trying to make assessment more structured. In theory, this makes hiring fairer because candidates are assessed against the same requirements. In practice, it also means vague answers get exposed quickly.
Use this structure for each criterion:
Criterion
Copy the selection criterion exactly or summarise it clearly.
Direct response
Open with one clear sentence confirming your relevant capability.
Situation
Briefly explain the context of your example.
Task
Explain what you were responsible for or what needed to be achieved.
Action
Describe the specific steps you took. This should be the strongest part of your response.
Result
Show the outcome, impact, improvement, resolution, or feedback.
Link back to the role
Close by connecting your example to the position you are applying for.
Here is the full template:
Selection Criteria Response Template
Criterion:
Insert the selection criterion here.
Response:
I have demonstrated this capability through my experience in [role, industry, organisation, or work context], where I was responsible for [relevant responsibility linked to the criterion].
A recruiter or panel member will usually scan your responses looking for three things:
Relevance, whether your example actually matches the criterion
Level, whether your example is senior, complex, or independent enough for the role
Evidence, whether you have shown what you did and what changed because of it
This is why a template helps. Not because it gives you magic wording, but because it stops you from drifting into vague career waffle. And yes, there is a lot of career waffle in selection criteria responses. Painfully much.
In my role as [job title] at [organisation], I was required to [describe the situation or challenge]. The key issue was [explain the problem, risk, deadline, stakeholder need, or objective].
My responsibility was to [explain your task or accountability]. To address this, I [specific action], [specific action], and [specific action]. I also [include communication, judgement, planning, analysis, or stakeholder management if relevant].
As a result, [explain the outcome]. This led to [measurable result, improved process, resolved issue, stronger stakeholder outcome, compliance improvement, time saving, quality improvement, or positive feedback].
This experience is directly relevant to this role because [connect your example back to the employer’s needs, role requirements, or work environment].
That is the structure. Now here is the blunt recruiter reality: the Action section is where most decisions are made. Candidates love writing long background stories. Panels do not need your life story. They need to know what you actually did.
Let’s use a common Australian selection criterion.
Criterion:
Demonstrated ability to communicate effectively with internal and external stakeholders.
Good Example
I have demonstrated strong stakeholder communication skills through my experience in customer service and administrative support roles, where I regularly worked with clients, internal teams, suppliers, and senior staff to resolve issues and keep work moving.
In my role as Administration Officer at Brighton Community Services, I supported a busy front office that handled enquiries from clients, support workers, families, and external service providers. A recurring issue was that client appointment changes were not always communicated clearly between the intake team and service delivery staff, which created confusion and occasional delays.
My responsibility was to improve communication around appointment updates without slowing down the team. I reviewed the existing process, identified where information was being missed, and introduced a clearer handover note in the shared system. I also confirmed urgent changes by phone rather than relying only on email, especially when support workers were already travelling between client visits. When clients or families were frustrated, I listened first, confirmed the issue, explained what I could do, and followed up once the matter was resolved.
As a result, the team had fewer missed updates, staff were clearer on appointment changes, and clients received more consistent communication. My manager also asked me to show two new team members how to use the updated process because it made the workflow easier to follow.
This experience is directly relevant to this role because it shows my ability to communicate clearly, adapt my approach to different stakeholders, and support accurate information flow in a busy service environment.
Notice what makes this work. It does not say, “I am an excellent communicator with great interpersonal skills.” It proves communication through a real situation.
That is the difference between a claim and evidence.
Most weak responses fail for one of these reasons:
They repeat the criterion without proving it
They describe general duties instead of a specific example
They focus too much on the team and not enough on the candidate’s own actions
They include impressive words but no practical evidence
They use an example that is too junior, too old, or too unrelated
They forget to show the result
They sound copied from a generic template
The most common problem I see is candidates writing something like:
Weak Example
I have excellent communication skills and can communicate with people at all levels. I am confident speaking with clients, colleagues, and managers. I always try to be professional, respectful, and clear in my communication.
There is nothing offensive about that response. It is just not useful. A hiring panel cannot score it strongly because there is no evidence. It is a personality description, not a work example.
A stronger version would show the communication skill in action:
Good Example
In my role as Client Support Officer, I managed enquiries from clients who were often confused about service eligibility and documentation requirements. I adapted my communication depending on the person’s needs, using plain English for clients, concise updates for case managers, and accurate written notes in the client management system. In one case, I helped resolve a delayed referral by clarifying missing information with the client, confirming requirements with the internal team, and updating all parties before the end of the day. This reduced further delays and helped the client access the correct service faster.
The second version gives the panel something to assess. It shows judgement, audience awareness, follow through, and practical communication.
Choosing the right example matters more than fancy wording. A beautifully written irrelevant example is still irrelevant.
Before writing, ask yourself:
What skill is this criterion really testing?
What level of responsibility does the role require?
What example shows me using this skill without needing too much explanation?
Does the example show action, judgement, and outcome?
Would this example make sense to someone outside my current workplace?
A mistake I see often is candidates choosing examples that are personally meaningful but not strategically useful. You might be proud of a difficult situation you handled five years ago, but if the role needs recent stakeholder management, compliance knowledge, or leadership, the older example may not carry enough weight.
For Australian selection criteria, the best examples usually come from:
Recent roles
Similar work environments
Situations with clear responsibility
Problems you helped solve
Work involving stakeholders, deadlines, compliance, risk, service delivery, reporting, or process improvement
Examples where your actions clearly affected the outcome
You do not always need the most dramatic example. Sometimes a clean, relevant, well explained example beats a complicated story that takes half a page to understand.
Recruiters and panel members are not sitting there hoping for theatrical career storytelling. They want to see whether your experience transfers to their workplace.
For most Australian job applications, each selection criteria response should usually be around 150 to 300 words, unless the application instructions say otherwise.
For senior, government, academic, clinical, or specialist roles, responses may be longer because the criteria often require more complex evidence. Still, longer does not automatically mean better.
A good response should be long enough to show:
The context
Your responsibility
Your specific actions
The outcome
Relevance to the role
It should not be so long that the reader has to dig through paragraphs to find the point.
This is where candidates often misunderstand what “detailed response” means. Detailed does not mean dumping every fact into the answer. It means giving enough relevant evidence for the panel to assess the criterion confidently.
If your response is short but specific, it can work. If your response is long but vague, it will not.
Here is a practical guide:
Entry level or administrative roles: around 120 to 200 words per criterion
Professional roles: around 180 to 300 words per criterion
Senior, specialist, government, or leadership roles: around 250 to 500 words per criterion if allowed
Short statement applications: combine evidence into concise paragraphs and avoid repeating the same example
Always follow the employer’s instructions first. If they request a one page statement addressing the criteria, do not send five pages because an online article told you to be thorough. That is not thorough. That is ignoring instructions, which is rarely the opening move of a successful application.
Government selection criteria often require more discipline because panels may assess responses against a scoring matrix. This does not mean your writing should sound robotic. It means your evidence needs to be easy to score.
Use this structure:
Opening capability statement
Start with a direct sentence that confirms your relevant experience.
Relevant example
Give one strong example that matches the criterion.
Actions and judgement
Explain what you did, why you did it, and how you managed risks, people, information, or priorities.
Outcome
Show the result clearly.
Role connection
Make it easy for the panel to see why this example matters.
For government roles, I would avoid overly casual wording, exaggerated claims, and vague enthusiasm. You can still sound human, but the panel needs clarity.
For example, instead of saying:
Weak Example
I am passionate about delivering great service and always go above and beyond for customers.
Say:
Good Example
In my role as Customer Service Officer, I managed enquiries from members of the public regarding application requirements and processing timeframes. I used plain English to explain next steps, checked relevant policy before giving advice, and documented each interaction accurately so the team had a clear record. This helped reduce repeat enquiries and ensured customers received consistent information.
The stronger version is not flashier. It is more useful. It gives the panel evidence of service delivery, accuracy, policy awareness, documentation, and communication.
That is what gets scored.
Use these sentence starters to make your response clearer. Do not copy them blindly. Adapt them so they sound like you and match your example.
Opening lines
I have demonstrated this capability through my experience in [role or setting], where I was responsible for [relevant task].
My experience in [industry or function] has required me to [skill linked to criterion] in situations involving [stakeholders, deadlines, systems, clients, risk, or complexity].
I have applied this skill in practical settings where accuracy, communication, and sound judgement were important to the outcome.
Situation lines
In my role as [job title], I was required to manage [situation].
A key challenge in this role was [problem or responsibility].
This occurred in a busy environment where [constraint, risk, volume, deadline, or stakeholder need] had to be managed carefully.
Action lines
To address this, I [specific action].
I reviewed [information, process, data, policy, or requirement] to understand the issue before taking action.
I coordinated with [stakeholder group] to confirm expectations and avoid delays.
I prioritised [task or issue] by considering [risk, urgency, customer impact, compliance, or business need].
I documented [information] to ensure accuracy, transparency, and continuity.
Result lines
As a result, [outcome].
This improved [process, service, accuracy, turnaround time, stakeholder confidence, compliance, or team workflow].
The issue was resolved within [timeframe], and [positive outcome].
My manager later used this approach as a reference for [training, process improvement, team practice, or future cases].
Role connection lines
This experience is relevant to this position because it shows my ability to [skill] in a [similar environment].
I would bring the same approach to this role by [practical contribution].
This example reflects the type of judgement, communication, and follow through required for the position.
The trick is not to make every sentence sound polished. The trick is to make every sentence earn its place.
This is where candidates panic. They see a criterion and think, “I have not done that exact thing, so I cannot apply.”
Not necessarily.
You need to be honest, but you can use transferable examples if the underlying skill is relevant.
For example, if the criterion asks for experience managing competing priorities and you have not worked in the exact same industry, you can still use an example from administration, retail management, healthcare support, hospitality supervision, project coordination, customer service, or study if it shows genuine priority management.
The key is to translate the example properly.
Do not say:
Weak Example
Although I have not worked in this exact role, I am a fast learner and believe I could do it.
That may be true, but it gives the panel very little to assess.
Say:
Good Example
While my experience has been in a different service environment, I have regularly managed competing priorities involving customer enquiries, internal deadlines, and urgent operational issues. In my role as Team Leader, I monitored incoming requests, assessed urgency, allocated tasks across the team, and followed up on unresolved matters before close of business. This helped maintain service standards during high volume periods and reduced missed follow ups.
That response does not pretend the experience is identical. It shows the transferable skill clearly.
Hiring managers are usually comfortable with transferable experience when the candidate makes the connection obvious. What they dislike is having to do the thinking for you.
The biggest mistakes are not always spelling errors or formatting problems. Those matter, but the deeper issue is usually poor evidence.
Here are the mistakes I would fix first.
Saying you are organised, professional, reliable, adaptable, or a strong communicator is not enough. Those are claims. Selection criteria need proof.
A better approach is to show the skill through a real situation where something had to be handled properly.
A duty explains what your job involved. An achievement or example shows how you performed.
Weak Example
I answered phone calls, responded to emails, and helped customers.
Good Example
I managed up to 40 customer enquiries per day, prioritising urgent issues, checking account details for accuracy, and escalating complex matters to the correct team. This helped reduce repeat calls and improved the consistency of information provided to customers.
The second example gives scale, action, and outcome.
A response that tries to cover five examples often becomes vague. One strong example is usually better than a scattered list of responsibilities.
Many candidates stop after explaining what they did. The result matters because it shows whether your actions made a difference.
The result does not always need to be a huge metric. It can be:
A resolved issue
Improved accuracy
Reduced delays
Better stakeholder communication
Positive feedback
A smoother process
A compliant outcome
A clearer record
A safer decision
A better customer or client experience
This is more subtle. If your examples are too basic for a senior role, the panel may question whether you can operate at the required level. If your examples sound far above the role, they may wonder whether the position will hold your interest.
You do not need to shrink yourself. You do need to position your evidence in a way that matches the job.
Different criteria need different types of evidence. Use the same core structure, but adjust what you emphasise.
For communication, show audience awareness, clarity, listening, documentation, and follow up.
Template
I have demonstrated strong communication skills in [role or setting], where I regularly communicated with [stakeholder groups] about [topics, issues, services, or decisions]. In one situation, [describe context]. I needed to [communication task] while ensuring [accuracy, sensitivity, timeliness, or clarity]. I [specific communication actions], including [listening, explaining, documenting, negotiating, presenting, or following up]. As a result, [outcome]. This is relevant to the role because [link to position].
For teamwork, do not just say you work well with others. Show contribution, reliability, conflict handling, shared outcomes, or support.
Template
I have worked effectively as part of a team in [workplace or context], where collaboration was important to [goal or service outcome]. During [situation], the team needed to [task or challenge]. I contributed by [specific actions], supported colleagues by [specific support], and communicated updates to ensure [shared outcome]. As a result, [team result]. This example shows my ability to contribute constructively to a team environment similar to this role.
For problem solving, show how you identified the issue, assessed options, acted, and improved the situation.
Template
I have demonstrated problem solving skills by identifying issues, assessing practical options, and taking action to improve outcomes. In my role as [job title], I noticed [problem]. This created [risk, delay, confusion, cost, customer impact, or compliance issue]. I reviewed [information or process], consulted [stakeholders if relevant], and implemented [solution]. As a result, [outcome]. This experience is relevant because the role requires sound judgement and practical problem solving in [environment].
For leadership, show influence, accountability, decision making, coaching, delegation, or improvement. Leadership does not always mean managing direct reports.
Template
I have demonstrated leadership through my ability to guide others, take responsibility for outcomes, and support effective work practices. In my role as [job title], I was responsible for [leadership task]. When [situation], I [actions involving direction, support, decision making, coaching, or coordination]. I also ensured [communication, accountability, quality, compliance, or follow up]. As a result, [outcome]. This example shows the leadership approach I would bring to this role, particularly in relation to [role requirement].
For organisation, show how you prioritised, managed deadlines, handled volume, and stayed accurate.
Template
I have demonstrated strong organisational skills in roles requiring me to manage multiple tasks, deadlines, and stakeholder expectations. In my role as [job title], I was responsible for [tasks] while also managing [competing demand]. To stay organised, I [specific system, prioritisation method, tracking process, communication approach]. When priorities changed, I [action]. As a result, [outcome]. This is relevant to the position because it shows I can manage workload effectively while maintaining accuracy and service quality.
A template should support your thinking. It should not flatten your voice.
The best responses sound structured but natural. They have enough detail to be credible and enough clarity to be readable. They do not sound like someone swallowed a government capability framework and tried to speak through it.
To make your response sound more human:
Use plain English
Keep sentences clear
Name real actions
Avoid inflated language
Do not overuse words like highly, exceptional, passionate, dynamic, or proven
Be specific about what you did
Explain why your actions mattered
Keep the employer’s needs in mind
For example, instead of:
Weak Example
I utilised superior interpersonal capabilities to facilitate optimal stakeholder engagement outcomes.
Please do not write like that unless you are trying to punish the reader.
Use:
Good Example
I spoke with each stakeholder separately to understand their concerns, clarified the deadline, and confirmed the agreed next steps in writing so everyone had the same information.
That is stronger because it shows behaviour. Hiring decisions are based on behaviour, not decorative language.
Before submitting, read each response and ask:
Have I answered the exact criterion?
Have I used a specific example?
Is my role in the example clear?
Have I explained what I personally did?
Have I included the result?
Is the example relevant to the level of the role?
Have I removed vague claims?
Have I used plain Australian English?
Have I followed the application instructions?
Could a panel member score this response without guessing?
That last question matters. If the panel has to guess, you are making their job harder. In competitive recruitment, making the reader work too hard is a quiet way to lose.
A good selection criteria response does not need to be dramatic. It needs to be clear, relevant, and evidence based. The goal is to help the employer see that you understand the requirement and have already demonstrated the capability in a real work context.
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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