Career Articles for the Public Service Sector / Selection Criteria

Resumes for the Public Service Sector

The public sector application in Australia usually requires submission of a résumé, cover letter, and/or application cover sheet and detailed responses to a number of selection criteria.  Whilst addressing selection criteria is the most important element of the selection process, (without them you will not be selected) from both an agency's point of view and your point of view, a résumé, will assist in the selection process, to ensure that the most suitable person is selected and that your application does not get overlooked by the selection panel.

 

Primary document in the process is the Selection or Assessment Criteria

If selection criteria is a requirement, then the document addressing selection criteria (both essential and desirable) is the most important document in the process.  That is, you will more than likely be invited for the interview, if your responses to the selection criteria meet the agency's requirements, even if your résumé would under normal circumstances be considered a liability.  But a professional résumé, without adequate responses to the selection criteria, will result in you not been selected by panel members. 

 

Address the selection criteria within the Résumé

While a résumé designed for the private sector would probably suffice, if you are only going for specific roles within the public service sector, then your résumé should contain the following:

• The résumé must address the requirements of the role, which are easily ascertainable from the application pack, outlining duties and responsibilities, as well as required skills and knowledge (both essential and desirable) contained in the selection criteria.
• Utilise keywords frequently used within the public sector within the document (not for databases, as each application will be read and assessed by two or three panel members, or a government recruitment agency, but to ensure that skills and experience match the Agency's requirements.  For example key words for a policy maker would include whole-of-government approaches, public framework, APS Values, public administration and accountability.
• Ensure you include any statutory frameworks you have worked within.  For example – “Implemented policy, legislation and regulations relating to the Taxpayer’s Charter, the Compliance Model, Income Tax Acts, GST Acts, Excise Act (Energy Grants Act/Fuel Tax Credit Acts), successfully translating legislation to inform decisions and support organisational objectives” 
• Utilise selection criteria techniques such as CAR (Circumstances, Actions, Results), or STAR (Situation, Task, Actions, Results) within the résumé.  As with private sector documents, utilising CAR, it is a good way to obtain and utilise relevant material about accomplishments and achievements.
• If you are already from the public sector, outline any relevant training received in Equal Employment Opportunity (EEO), Anti-Discrimination, Occupational Health & Safety (OH & S), Workplace Diversity, APS Values, Codes of Conduct and Ethical Standards.  Also outline any involvement on previous job selection panels, or membership of committees including those relating to EEO and OH & S.  If space allows, also list public service number and security clearance, (if applicable to the role).
• The process requires details of referees to be included, (name, job title, organisation, and full contact details).  These must be provided in a résumé submitted for a public sector application, as without referees, your application could be excluded at the discretion of the panel.

 

In Conclusion

While not the most important document in the process, a strategic and well written résumé will enhance your application, in particular if this document is used to re-enforce how you meet each of the selection criteria (both essential and desirable).  However, while a résumé is a valid tool in conveying and supporting experience, knowledge and accomplishments, the key focus should remain on ensuring the selection criteria are fully addressed, which is the major key to your success. 

 

The top 8 mistakes job applicants make when addressing selection criteria

 

I have literally viewed thousands of applications over the years and in this article I quickly outline the top 8 mistakes that the overwhelming majority of job seekers make, which usually results in them not getting through to interview.    

By ensuring you don’t make these common mistakes, you will enhance your overall application, as it will ensure that you structure your selection criteria in a way that meets the needs of the role and the needs of selection panel members. 

Failure to talk about their achievements

I know this achievements mantra, is probably starting to sound boring to my regular readers, but if you are new to Boost your Career, then take note:  The difference between OK selection criteria responses and good selection criteria responses is your ability to talk about your achievements and contributions.  If you don’t want to be selected for interview, make sure you don’t include any of your achievements within your selection criteria.

Not writing to the level required

One of the key mistakes many job seekers make is the failure to write to the appropriate level - for example incorporating micro examples when addressing selection criteria, that do not provide tangible proof of their ability to deliver.  Whilst a micro example relating to how you resolved a minor office dispute, might be applicable at entry level, such a micro evidence based response, just “won’t cut it” if applying for a position at a higher classification level. 

Not proof reading the application before submission

Yep – this one is really boring, but if you have an application that is littered with spelling and punctuation mistakes, you can bet your bottom dollar that some bureaucrat will write you off as a dud.  So set your spell check on MS Word to English Australian, and time permitting leave your application for 24 hours, so you can read it with fresh eyes. HINT:  If you do nothing else today, then set your MS Word spell check to English Australian, rather than English US, so you don’t end up with a document littered with spelling mistakes, such as organization, instead of organisation, or color, instead of colour.

Not submitting all the relevant documents

 It is really vital that you follow the agency’s instructions exactly.  So if an application sheet is required, submit one, if a cover letter is required, then include one, or if three hard copies of your resume and selection criteria are requested, then submit three hard copies. (Three hard copies are requested, so they don’t need to photocopy the application for circulation to the 3 panel members that will be reviewing your application). By not following the agency’s instructions exactly, you risk having your application sent to the rejection pile.

Applying for roles that they are not qualified for

Don’t spend countless hours applying for jobs that you are not qualified for.  Even if you think you could do the job blind folded, if you don’t meet the majority of the agency’s requirements and/or selection criteria then expect a rejection letter. 

Failure to interpret the fit between the role and the selection criteria

When addressing selection criteria it is VITAL to provide tangible proof and evidence that meets the requirements of the role.  For example, if you have to address a question relating to communication skills for a customer service role, make sure you incorporate examples relevant to how you communicate in a customer service environment, e.g. resolvingconflicts, providing advice, attentive listening skills.  It is no good harping on about your essay writing skills, or report writing skills, as by doing so, you are not providing the panel with compelling evidence of how you would be able to perform in the role. 

Not keeping each selection criteria to a consistent length

Many candidates provide quite comprehensive answers for the first few selection criteria, followed by short and sometime pitiful answers for the remainder of the application.  If a weighting is not provided, then you need to assume that each selection criteria has equal weighting, when they are marked and scored.  What this means, is that you will need to ensure that the length of each selection criteria is about the same, so there is a perception of strength for each and every selection criteria.  If you don’t, you risk not scoring sufficient points overall to gain an interview.

Failure to provide evidence

 If you want to get a pile of rejection letters, than make sure you don’t provide tangible evidence.  It is really important to avoid making statements that simply say you can do the role, instead you must provide tangible evidence. The easiest way is to do this, is to use some sort of selection criteria model, such as STAR, or CAR. 

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By Carolyn Smith - Copyright 2007