Why selection criteria really matter

What employers are actually using to decide who gets shortlisted

Selection criteria underpin most hiring decisions. Some are clearly stated in the job ad
or position description; others are implied and need to be worked out through
research and informed judgement. If your CV or resume, cover letter, or any required
statement does not speak directly to those criteria, your application is likely to be
screened out early, either by an ATS robot or at first human review. Being able to identify
what the employer is really assessing, then respond with relevant examples,
is often the difference between rejection and a shortlist.

selection criteria writer melbourne
RIP Generic resumes

So, what are selection criteria?

Selection criteria are the underlying skills, experience, capabilities, and personal qualities an employer uses to assess candidates. They are not always set out clearly. Some may appear in the job ad or position description; others need to be inferred from the role, the organisation, and its priorities. If your application does not speak directly to these criteria, stated or implied, it is unlikely to progress.

A resume is more than a job list. It is about matching your skills, experience, and judgement to what the role is actually asking for.

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Why might selection criteria include?

General roles

This often covers:

  • Relevant background - Qualifications, training, certifications, or hands-on work experience that relate directly to the role.
  • Supervision or project exposure - Experience overseeing people, coordinating tasks, or contributing to projects, even where management is not the job title.
  • Role or industry knowledge - Practical understanding of the sector, systems, tools, standards, or regulations involved.
  • Personal qualities - Attributes such as reliability, adaptability, judgement, and clear communication that affect how you work day to day.

What about executive roles?

At executive level, selection criteria are broader, less explicit, and far more demanding. They often cover:

  • Leadership accountability - Demonstrated leadership capability with clear accountability for outcomes, decisions, and organisational performance.
  • Depth of experience - Senior-level qualifications combined with substantial professional experience at scale.
  • Strategic judgement - Evidence of sound judgement, long-term thinking, and deep sector insight.
  • Global perspective - International or cross-cultural experience where relevant to the organisation or market.
  • Organisational impact - Measurable achievements that show tangible impact at enterprise, division, or board level.

Why addressing selection criteria matters more than ever

Employers are now inundated with tap to apply CVs and resumes, which means most rely on Applicant Tracking Systems (ATS) to manage volume. These systems are designed to screen for clear evidence that a candidate meets 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 address unstated selection criteria

Criteria you have to deduce, employers often do not spell them out

In many roles, selection criteria are implied rather than listed clearly. You are expected to read between the lines of the job ad and respond to what the employer is really prioritising.

  • Retail and customer service - Job ads may mention “good communication” or “flexible hours”. The underlying criteria are usually teamwork, reliability, handling customers well, and staying calm under pressure.
  • Administration and office support - Repeated phrases such as “organised”, “IT skills”, or “attention to detail” point to criteria around accuracy, time management, systems use, and supporting others effectively.
  • Hospitality - References to “working under pressure” or “great service” usually mean strong time management, problem solving, teamwork, and the ability to handle demanding customers.
  • Skilled trades and manual work - While licences and tickets are listed, employers also expect safety awareness, reliability, physical capacity, and the ability to work well on site with others.

If these implied criteria are not reflected clearly in your CV, cover letter, or application responses, your application may look incomplete even if you meet the technical requirements.

Public and Third Sector

Mandatory Selection Criteria Statements

In Australia, many public and third sector roles require applicants to respond to selection criteria in a separate, stand alone document. These statements are not optional or supplementary. They form a formal part of the assessment process and are used to evaluate whether you have the skills, experience, and judgement required for the role.

If a selection criteria statement is requested and not provided, or is addressed superficially, the application is usually ruled out regardless of the strength of the CV.

Roles that commonly require mandatory selection criteria statements include:

  • Government roles – Federal, state, and local government positions, including policy, administration, regulatory, and project roles.
  • Public service roles – Positions across health, education, justice, and social services.
  • Education sector – Universities, TAFEs, and other education providers, particularly academic and professional staff roles.
  • Healthcare sector – Many public hospital, community health, and health service roles.
  • Not for profit and community organisations – Roles funded by government or operating under formal governance and reporting requirements.

Selection criteria statements require clear, structured examples that show how you meet each requirement. Simply restating your CV or describing duties is rarely sufficient.

Before you start working on your CV or resume, ask yourself what the employer is really looking for in an ideal candidate. Then consider which of your skills, qualities, and behaviours matter most to them. An effective resume is not your full career history; it is a curated version of your journey, shaped to pique the employer’s interest and show why you make sense for the role.

If you need help with your CV or resume, you view the packages by clicking the buttons below. I'll contact you within 24 hours to work on your CV until you're satisfied with the outcome. Additional services are also available if needed.

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CV or Resume, which should I use?

First job or haven't needed a resume for a long time? Start here. More...

Resume - In the Melbourne job market, a resume is usually a concise two to three page document that summarises your skills, education, strengths, and experience. It should focus on what is most relevant to the role, and make it easy for an employer to see why you should be shortlisted.

CV - A CV (curriculum vitae) is most common in academia and research, and in some highly technical fields. It covers similar ground to a resume, but typically includes additional credentials such as publications, presentations, grants, professional affiliations, and referees. The term is Latin for "the course of one’s life".

Not sure? - In parts of Australia, "CV" and "resume" are often used interchangeably, which can be confusing. Always follow the employer’s application instructions, and if the role is important, seek advice so you submit the right document. Choosing the wrong format can cost you an interview.

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Do I need a cover letter?

Resumes or CVs almost always need to be accompanied by one, but what type? More...

Purpose of a cover letter - A cover letter tailors your resume or CV to a specific Melbourne role. For many employers, it is the first screening step. If it does not meet expectations, your resume may not be reviewed. It provides a short narrative that links your experience to the employer’s selection criteria.

What to include - Use your cover letter to explain how your skills, experience, and qualifications fit the role, and to demonstrate genuine interest in the organisation. Both the resume or CV and the cover letter exist to market you, so employer needs should always come first.

When a cover letter matters - Each application requires a tailored cover letter. Reusing generic letters is one of the most common reasons candidates fail to reach interview stage.

Online applications - In online systems, the cover letter may appear as a short written statement or eNote. It serves the same purpose, and carries the same weight, as a traditional cover letter.

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LinkedIn and CVs or resumes

Should you consider creating a LinkedIn profile, and why? More...

Do I need LinkedIn? - LinkedIn is most relevant for executives, professionals building a career trajectory, and those in sales, marketing, or leadership roles. It is not essential for every general job application, but it becomes increasingly important as seniority increases.

Why LinkedIn matters - LinkedIn is now a key self marketing tool for career focused candidates. A well written profile can attract headhunters, Melbourne based recruiters, and direct approaches from employers. It also supports networking and visibility in ways a resume alone cannot.

Consistency counts - Employers commonly review LinkedIn to sense check a candidate’s background. Your LinkedIn profile should align closely with your CV or resume, as inconsistencies can raise doubts.

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What are your qualifications?

The industries I specialise in, and why I am qualified to help you. More...
Professional background - I have worked directly with major organisations in biotech, mining, resources, marketing, HR, and recruitment. Over many years, I have supported applicants pursuing roles across Australia, the UK, and the United States. With a degree in Information Science, I bring a practical understanding of how digital recruitment systems and screening tools operate, and how candidates are assessed within them. I hold dual UK and Australian citizenship with extensive experience across both markets.

Sector experience - My consulting work spans a wide range of organisations, including energy providers, universities, police services, the ADF, state government bodies, health services, information services firms, and large private enterprises. I regularly work with candidates across sectors such as:
  • Mining, resources, oil and gas roles
  • Pharmaceutical, biotech, health, and nursing positions
  • Primary, secondary, and tertiary education, including leadership roles
  • Corporate management and C suite appointments, including international roles
  • Political, chief of staff, and party pre selection applications
  • Government roles at local, state, and federal level
  • Franchise applications and commercial operator submissions
  • Capability statements for professionals and contractors
  • Marketing and sales leadership roles
  • IT, AI and digital leadership positions
  • ADF and former ADF applications
My credentials - I am a founder-member of the UK-based CVRA, which professionally certifies and educates CV and Resume Writers worldwide.

Certified Resume Writer Corporate consultancy - I have delivered resume writing seminars and outplacement workshops for Australian state and local government employees, as well as universities in Australia and the UK.
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What is the Resume creation process?

A resume carefully designed to pass ATS filters & appeal to the employer. More...

My role is to guide and support you with clear, honest advice as your resume takes shape. It must sound like you, because you will need to stand behind it at interview. If you are not targeting a specific role, I will shape your resume around broader industry expectations to appeal to multiple employers. Where a particular role is in scope, a tailored resume will always deliver stronger results.

How we create your resume together

Here is how the process works:

  • Initial conversation

    We begin with a detailed discussion about your background, experience, and career goals. This gives me the context needed to represent you accurately and effectively.

  • Drafting your resume

    Using our discussion as a foundation, I develop a resume that reflects your strengths and aligns with what employers are looking for.

  • Bringing your strengths forward

    The focus is not just on listing roles. We draw out what differentiates you, so your experience feels relevant and compelling rather than generic.

  • Review and refinement

    We review the document together for clarity, structure, accuracy, and tone, refining it until you are confident submitting it.

  • Ensuring it gets through screening

    As most employers use ATS software, I ensure your resume is formatted and written to pass automated screening and reach human decision makers.
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Do I need a General or Executive Package?

Executive applications typically involve more complex selection criteria. More...

General roles - These applications are for positions where you are not accountable for overall staff or budget management. You may supervise others without full managerial responsibility. Common examples include hospitality, healthcare, trade, and operational roles.

Executive roles - Executive applications require a different level of strategy. These roles involve direct responsibility for people, budgets, and outcomes, from senior management through to C suite appointments. Selection criteria are often detailed and demanding, and an executive resume must demonstrate leadership capability, strategic judgement, and measurable impact.

When choosing between a general or executive package, consider the level of accountability involved and the complexity of the selection criteria for the role you are targeting.
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How do I choose the right package?

It pays to start with a close look at the job ad and job description. More...

Start with the job advertisement - The job ad sets out exactly what the employer is seeking, and should guide which documents you need and how comprehensive they must be.

What the packages include - Resume packages are built around four core components: the resume or CV, a cover letter, LinkedIn, and selection criteria. A resume on its own is rarely enough to secure an interview in competitive Melbourne roles.

  • Resume or CV - A focused summary of your qualifications, skills, experience, and achievements, written to align closely with the role’s selection criteria.
  • Cover letter - Often submitted online as a short written statement, this translates your experience into a clear, role specific pitch.
  • LinkedIn - Developed from your resume, LinkedIn supports your application by reinforcing credibility and visibility. It is essential for senior, commercial, and network driven roles, but less critical for entry level or general positions.
  • Selection criteria - Many roles require written responses addressing essential and desirable requirements, covering skills, knowledge, experience, and outcomes.
    • In government, education, health, and not for profit roles, a separate selection criteria document is commonly required.
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