Summary
General
Government organisations typically have unique application hurdles that need to be successfully navigated if you wish to be employed by them. Moving from a period of employment with Government to the private sector can also pose challenges. Whether you are wanting in or out, we can help you.
To find out more, contact info@cfscm.com
Help To Get In Or Get Out
Getting In
If you are looking to move from the private to the public sector, then it is
vital that your application meets the organisation's strict assessment requirements.
As part of the selection process you will need to address the specified Selection Criteria.
Answering selection criteria can be quite a daunting task, not to mention time consuming and frustrating.
If you are currently within the public sector, then you already understand the process and how incredibly difficult it is to produce a quality application. No matter how suitably qualified you are, if your responses do not answer the questions with a focus on your achievements and suitability against each criterion, then your application will not succeed.
If you apply for a role in the Australian Public Service, you may be required to submit an application that addresses specific selection criteria. Selection criteria describe the personal qualities, skills, abilities, knowledge and qualifications a person needs to perform the role. Applicants are short-listed based on their ability to demonstrate the capabilities required against each selection criteria.
Selection criteria are often divided into:
- Essential criteria (‘critical/must have’ criteria).
- Desirable criteria (‘nice to have’ criteria).
When submitting your application you must meet all of the ‘essential’ criteria in order to be considered for the role. Whilst it is not necessary for you to have the qualifications, skills and knowledge outlined in ‘desirable’ criteria, your chances of progressing through the selection process will be greater if you meet all the selection criteria.
If you need professional help, contact info@cfscm.com
Getting Out
Transitioning from employment in specific areas of the Government will often require a unique set of strategies.
Leaving the Australian Defence Force (ADF), will require:
- Identification of transferable skills
- Development of job search strategies
- Effective self-marketing techniques and
- Resume development and interview skills preparation
CFS Career Management has a long history of working with ADF personnel and have specific programs to facilitate the transition to civilian employment on separation. They offer Career Transition Management Coaching which is invaluable for departing members who require intensive support and career direction on leaving the service.
For more information, click on the link and submit an on-line enquiry.
http://www.cfscm.com.au/services/adf.htm
Addressing Selection Criteria
The key to addressing selection criteria is to:
- demonstrate capability by providing evidence of how you meet each selection criteria;
- provide specific details; and
- where possible, include an indicator of success or a result.
An easy way to do this is to use the STAR model – that is:
Situation – provide a brief outline of the situation or setting
Task – outline what you did
Approach or action – outline how you did it
Result – describe the outcomes.
Key Steps to writing Selection Criteria
Step 1 – Understanding the selection criteria
It is important that you clearly understand what is meant by each selection criterion before putting pen to paper.
Step 2 – Opening statement
When addressing each selection criterion, you should begin with an opening sentence that clearly states your claim to this criterion. For example:
I possess outstanding analytical and problem solving skills developed through my studies and applied to my work at all levels.
This opening statement needs to be supported by detailed examples of where you demonstrated these skills in the workplace.
Step 3 – Identify examples
For each selection criterion, identify examples from the last two or three years of employment. Where you do not have relevant work examples, identify situations from different aspects of your life (e.g. university, community or voluntary work) that may demonstrate and support relevant strengths. For instance, acting as treasurer at university may be an appropriate example for the selection criterion described above.
At this stage, it is useful to generate as many examples as possible.
Step 4 – Provide the evidence
Now you should expand upon the points that you have noted in step three. Go back to each specific criterion and choose your relevant examples by matching them against the wording of the criterion.
Step 5 - Matching
Once you have finalised your examples, you need to demonstrate how they meet the different aspects of the criterion. It is important that you are specific and describe exactly what you did, including the outcome. This is to demonstrate that you have met the requirements of each criterion.
Step 6 – Review
Read through your application, and check the following points:
- It is important that you avoid ambiguous or unclear expressions such as ‘involved in’ or ‘assisted’. These expressions make it difficult for the reader to understand exactly what you did.
- Avoid using passive language when describing your experience. For example, ‘I received consistently excellent feedback in relation to this initiative from my manager’, is better than simply stating, ‘Feedback in relation to this initiative was consistently excellent’.
- Ensure all claims about your capabilities are supported.
- Presentation: You should ensure that:
- there are no spelling errors anywhere in the document;
- the document is formatted neatly;
- the sentences are grammatically correct;
- the layout and length of the document meet the requirements stipulated by the organisation.
For assistance, advice, guidance, proof-reading and editing of your Selection Criteria.
If you need professional help contact info@cfscm.com
|