Why selection criteria matter

How employers decide who makes the shortlist

Selection criteria drive most recruitment decisions. Some are clearly stated in the job ad or position description; others are unstated and must be teased out through research and judgement. If your CV or resume, cover letter, or any required written response does not address these criteria directly, your application is likely to be screened out early, either by robotic filtering or at first human review.

The employer's needs

So, what exactly are selection criteria?

Selection criteria are the skills, experience, capabilities, and personal qualities employers use to evaluate candidates. They are not always spelled out. Some appear clearly in the job ad or position description; others must be inferred from the role itself, the organisation, and its priorities. If your application does not address these criteria, whether stated or implied, it is unlikely to move forward.

A resume is not a list of jobs. It must align your skills, experience, and judgement with what the role is genuinely asking for. Getting this right is often the difference between rejection and a shortlist.

What can selection criteria include?

General roles

For most non-executive roles, selection criteria typically cover areas such as:

Relevant experience or training - Qualifications, certifications, practical training, or hands-on experience that relate directly to the role.
Exposure to supervision or projects - Experience coordinating tasks, supporting others, or contributing to projects, even without a formal management title.
Role or industry understanding - Practical knowledge of the sector, systems, tools, standards, or regulatory environment.
Personal attributes - Qualities such as reliability, judgement, adaptability, and clear communication that shape day-to-day performance.

How executive roles differ

At executive level, selection criteria are broader, less explicit, and far more demanding. They commonly extend to:

Leadership accountability - Demonstrated ownership of decisions, outcomes, and organisational performance.
Depth and scale of experience - Senior qualifications supported by substantial experience operating at scale.
Strategic judgement - Evidence of long-term thinking, risk assessment, and sound decision-making in complex environments.
International or cross-cultural exposure - Global experience where relevant to the organisation or market.
Organisational impact - Measurable results showing influence at enterprise, divisional, or board level.

Why selection criteria matter more than ever

Employers are now inundated with quick, tap-to-apply resumes. To manage volume, many rely on screening systems designed to identify clear evidence that candidates meet the selection criteria. If your resume, cover letter, or any required statement does not address those criteria directly, your application is likely to be filtered out before it reaches human review. In practice, selection criteria are the gatekeeper to shortlisting.

How to deal with unstated selection criteria

Many criteria are implied, not written down

In many roles, employers expect candidates to read between the lines. Selection criteria are often embedded in the language of the job ad and must be teased out through research and judgement.

Retail and customer-facing roles - References to communication or flexibility usually point to teamwork, reliability, customer handling, and staying calm under pressure.
Administration and office support - Repeated mentions of organisation, systems, or attention to detail often signal expectations around accuracy, time management, and supporting others effectively.
Hospitality roles - Language about pace or service typically indicates prioritisation, teamwork, problem solving, and customer care.
Trades and manual roles - Beyond licences and tickets, employers assess safety awareness, dependability, physical capacity, and how well you work on site with others.

If these implied criteria are not clearly reflected in your CV, cover letter, or written responses, your application can appear incomplete even when you meet the technical requirements.

Public and third sector roles

Mandatory selection criteria statements

Across Australia, many public and third sector employers require applicants to address selection criteria in a separate, stand-alone document. These statements are not optional. They form a formal part of the assessment process and are used to determine eligibility and ranking.

Where a selection criteria statement is requested but missing, or addressed superficially, the application is usually rejected regardless of how strong the CV may be.

Roles that commonly require formal selection criteria statements include:

Government positions - Federal, state, and local government roles across policy, administration, regulation, and project delivery.
Public service roles - Positions in health, education, justice, and social services.
Education sector roles - Universities, TAFEs, and other providers, particularly academic and professional staff positions.
Healthcare roles - Public hospitals, community health services, and related agencies.
Not-for-profit and community organisations - Roles operating under government funding, governance, or reporting frameworks.

Effective selection criteria statements rely on clear, structured examples that demonstrate how you meet each requirement. Repeating your CV or listing duties is rarely enough.

Before working on your CV or resume, consider what the employer is really seeking in an ideal candidate. Identify which of your skills, behaviours, and judgement matter most to them. A strong resume is not a full career history; it is a curated account of your experience, shaped to hold attention and show why you make sense for the role.

Simply order a service (pricing button below) and within 24 hours I will contact you by email or phone. We will work together to hone your CV or Resume until you are 100% satisfied. You can then opt for extra services if you need them.

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How do I engage you to write my resume?

A brief phone chat allows you to meet the person crafting your resume – me! More...

This initial conversation helps you choose the package that best suits your needs.

During the call, I'll explain my process and what kind of support and communication you can expect from me. The main goal is to ensure you feel confident in my ability to maximise your interview prospects.

Ready to get started? Please select a package and complete your payment via debit card, credit card, or bank transfer. We'll then set up a call to discuss your specific requirements. Together, we'll perfect your resume, responses to selection criteria, and any other documents included in your package until you are completely satisfied.

How do I select a Resume package?

Start with a close look at the job advertisement and job description. More...

The job ad normally sets out what the employer wants from you. There are three elements: the resume and responses to selection criteria, the cover letter, and the LinkedIn Profile. A resume or CV, on its own, is very unlikely to get you a job.

The cover letter (covering letter) is used to pick out and emphasise the relevant bits of your skills, knowledge or experience. You may be asked to 'address' (comment on) the 'selection criteria' (what they need from an applicant) in the cover letter or separately.

Resume or CV - this document provides a concise summary of your qualifications, knowledge, skills, experience, and achievements, all ideally tailored to the job’s specific selection criteria.
Cover Letter - Often in digital form (an e-note) for today's online application processes, this distils your resume's key attributes into a succinct pitch.
Addressing the Selection Criteria - You are often required to respond to both essential and desirable skills, knowledge, experience, and achievements, ensuring your application aligns with what the employer is looking for.
- In government, education, health and non-profit applications, you will almost certainly have to also write a stand-alone document.

Your application should demonstrate alignment with the employer's selection criteria, even if that's not explicitly requested. Example: While solid or diverse professional network might be a key hiring criterion, that might not be in the job ad.

The roles of the cover letter and LinkedIn

The cover letter, or its electronic counterpart, and LinkedIn profile derive from your resume, supporting your application for the specific role. LinkedIn is crucial for roles where a network or online skills are key (like sales or marketing) but is not essential for entry level and general job applications.

What are your credentials?

I've helped thousands of Perth job seekers land interviews over many years. More...

I've had direct experience working for top mining and resources companies in Western Australia, in marketing, HR, and recruitment roles. Over the years, I've assisted countless individuals in applying for positions in Australia, the UK, and the USA. With a degree in Information Science, I bring unique insights into the digital recruitment filters and systems that applicants encounter. I'm a dual UK-Australian citizen, with family in both WA and Leicestershire.

Sectors and organisations

My expertise extends to consulting for various organisations including Horizon Power, Curtin University, the WA Police Department, Perth Zoo, Barminco, Allied Pumps, Alcoa of Australia, Western Mining, Sons of Gwalia, Gulf Petroleum, Small Business Development Corporation, WA State Govt., Information Enterprises Australia, and numerous others. I have consulted to organisations in these sectors, among others:

Mining & Resources (Oil and Gas) Resumes or CVs
Pharmaceutical, Health & Nursing Resumes or CVs
Primary, Secondary and Tertiary Education (Principal and Teacher) Resumes or CVs and responses to selection criteria
General Corporate Managerial and C-Suite Resumes or CVs, including International postings
Political, COS and Party Pre-Selection Resumes or CVs
Government (Local, State and Federal) Resumes or CVs and responses to selection criteria
Franchisee Application Resumes or CVs (for example McDonalds)
Capability Statement CVs for professionals and contractors (especially Mining)
Marketing and Sales Managerial / Director / State Manager Resumes or CVs
IT and Digital Managerial / Director / State Manager Resumes or CVs
ADF and ex-ADF Resumes or CVs

Certification and Memberships

I am a founder-member of the UK-based CVRA, which professionally certifies and educates CV and Resume Writers worldwide.

Corporate engagements

I've conducted resume writing seminars and outplacement workshops for employees of the Western Australian state and local governments, as well as universities.

What is the CV writing process?

Your resume is carefully designed to pass the ATS & appeal to the employer. More...

My role is to support and guide you, offering honest advice to improve your resume. It has to be written in your voice, since you have to defend what's written at interview. If you don't have a particular job in mind, I'll tailor your resume based on broad industry criteria to appeal to a wider range of employers. But remember, a resume customised for a specific role always gives the best results.

How we together create your resume

Here's how it goes:

First Chat
We get started with a chat about your career history and aspirations. This helps me understand your needs, ensuring your resume perfectly represents you.
Making Your resume
With the notes from our chat, I craft a resume that highlights your standout qualities and matches what employers want, boosting your chances of catching their attention.
Highlighting What You're Great At
The goal extends beyond just resume writing. We aim to ensure your unique strengths and individuality are displayed, making your application memorable.
Checking the Details
We carefully review your resume for presentation, readability, and accuracy, ensuring it's something you’re excited to submit.
Making Sure Your resume Gets Seen
Most employers use automated systems (ATS) to pre-screen resumes. I'll ensure it's ATS-friendly, helping it skip past the 'keeper' and reach human eyes.

Need to update an ancient resume?

I get many enquires from people who have not had a resume for many years. Things have changed... More...

If you haven’t updated your resume in yonks, you’ll find that much has changed in creating an effective one. One of the most significant shifts is the emphasis on tailoring your resume to each job application. Gone are the days of a generic resume for all jobs with a bit of tailoring in a cover letter.

Today, it’s crucial to customise your resume to highlight the skills and experiences most relevant to the specific position you’re applying for. This involves carefully reading job descriptions and incorporating relevant keywords to ensure your resume gets past automated screening systems, known as Applicant Tracking Systems (ATS), which many companies now use to filter applications.

The digital landscape has significantly influenced how resumes are created and shared. The ability to share your resume electronically and ensure it is mobile-friendly is crucial, as more recruiters and hiring managers review applications on their devices. Electronic submission has become the norm, making it essential to ensure your resume is easily accessible and readable across various digital platforms. Format is key also, since if your resume is derived from a legacy software version, the ATS will likely not understand it.

The key reasons why people 'never hear back' is the format, content, and content structure of their resume and application documents. In many cases, their resume never gets past the digital 'keeper, the ATS.

What exactly are 'selection criteria'?

Think of this as the checklist for getting noticed. It's all about making sure your application highlights the skills and achievements your future employer is looking for. More...

For many employers, like supermarkets, mining, and government jobs, directly addressing these criteria is a standard part of the application process. It's not just about listing your experiences; it's about matching them to what the job description asks for. This means clearly showing how your background and qualities make you the best match for the role.

Whether the criteria are spelled out or you need to dig a bit to find them, making sure your application speaks directly to these points can really set you apart.

Selection criteria are the skills, experience, and qualities a company wants in its workers. This is especially key for those looking to fit into a company's way of working and goals. They might include things like:

The right training or work background.
Experience supervising a team or handling projects.
Knowledge specific to the job or industry.
Important qualities like being dependable and flexible.

These criteria, sometimes called Job Specs or Position Requirements, help you understand what a company is looking for. They cover both the hard skills needed for the job and the kind of person they want.

Addressing these criteria in your application is crucial to showing you're the right fit and moving forward in your career. Sometimes they are clearly stated, but often, you'll need to read between the lines to figure them out.

How To Stuff Up Your Job Application

Applied for lots of jobs and never heard back? If you've wondered why, here are some reasons: More...

Ignoring the ATS

The main problem? Applicant Tracking Systems (ATS). More than 70% of resumes are screened and rejected by a robot at this initial stage because they don't match the job description.

Generic Resumes

Sending the same resume for every job application is a sure way to fail. Customise your resume - or at least the cover letter - for each application, showing how your skills and experiences make you an ideal candidate for that role.

Not Matching The Job Specifications

If your resume doesn't include the skills and experience listed in the job ad, it will likely be bypassed. Make sure your resume shows how you match the job requirements stated in the ad.

Pretty Designed Resumes

Beware of those "designed resumes" sold on the internet, which are style over substance. They might look appealing with their colours and columns, but often, ATS can't process them. Opt for a simple, clean layout that ensure readability by the ATS.

To increase your chances of getting an interview, focus on creating a resume that's not only clear and concise but also tailored for the job at hand and compatible with ATS requirements.