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Selection Criteria Examples: 13+ Good Selection Criteria Responses

In this post, what are selection criteria, how to address selection criteria, the star model in selection criteria, what are the different types of selection criteria, selection criteria examples and templates, selection criteria faqs.

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Selection criteria have the power to decide the fate of your job application. Imagine: you’ve been on the edge of your seat for two weeks, waiting to hear back from your dream employer . And now — unbeknownst to you — the moment of truth has arrived.

With a double click, Gary the hiring manager brings your application up onscreen. He rubs his eyes, takes a gulp of coffee and a deep breath, and starts skimming through your resume and cover letter .

If you’re applying for a position where the job advertisement included selection criteria (for example, a job in the Australian Public Service , or a large company), things can go one of two ways from this point:

“Wow, this applicant’s experience could make them a great fit,” Gary thinks. “And their cover letter tells me they’re passionate about this field.” 

He glances across at the list of key selection criteria for this position. And then he realises there’s no third page. You haven’t addressed the selection criteria at all.

He closes the window, sighs, and drags your application to the bin. Next!

Gary reads your stellar resume and your eloquent cover letter. Then he opens your ‘Key Selection Criteria Responses.docx’ document.

He compares your selection criteria responses against his list. A smile starts to spread across his face, and he sits up a little straighter. You’ve used the right keywords, structured it with the STAR framework, and organised it into skimmable bullet points. Gary adds your application to the shortlist — the selection panel is going to love it.

Okay, so Gary isn’t real, but key selection criteria are very real. Take them seriously, or be ready for Scenario A (i.e. the bin).

But don’t worry — you already have the skills you need to do an excellent job. If you’ve ever told a story to a friend about something that happened at work, you’re halfway there. 

Today, you’ll get the tools you need to get the rest of the way — all the way into your dream job.

Selection criteria are the essential skills , knowledge, experience and qualifications you must demonstrate to be eligible for a job. HR departments use them to evaluate candidates’ competency, and they are necessary for most government jobs, and for new roles at most large organisations. They don’t just benefit hiring managers, either. You can use them to see whether the job is a good fit for you.

It’s crucial to answer the selection criteria when applying for a position. To respond to key selection criteria, create a separate document to your covering letter and resume — both of which you have customised for this position, using the same language as in the job description. You’ll need to describe how well you meet each of the primary selection criteria in order to answer them, provide detailed information when asked, and use relevant examples from your work experience. 

Job advertisements may also list desirable criteria . Unlike the key selection criteria , these aren’t essential. But if you can show that you possess these criteria too, your chances of scoring a job interview will be much higher.

What are some examples of selection criteria ?

• Ability to work in a team and a collaborative environment
• Exceptional time management skills and ability to meet deadlines
• Ability to demonstrate a high level of effective team management
• A qualification in a relevant industry area
• What skills do you have that are relevant to this position?
• Is it possible for your abilities to be transferred to this position?
• How do you go about honing your skills?
• Give some examples of your abilities in action.
• What relevant professional knowledge do you have for this position?
• What skills would you bring to this position?
• How do you keep your knowledge and skills up to date?
• What kind of experience did you get and where did you get it?
• What is your level of experience?
• What skills do you have that might be useful in this position?
• Give a few examples of how you’ve used your skills.
• What qualifications do you have that would make you a good fit for this position?
• What personal qualities do you have that would make you a good fit for this position?

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When addressing selection criteria as a job applicant, you must be thorough. To do this, you must explore each criterion mentioned in the advertised position description in separate paragraphs and relevant examples. Back up your answers with related examples of what you have achieved and why these experiences will help you thrive in the role.

Here are five simple steps to effectively answer selection criteria:

• Analyse and dissect the selection criteria
• Write an opening statement
• Brainstorm ideas for each selection criterion
• Go into further detail and support your claims with ‘the how’
• Write out in full sentences, using a checklist

Read on for more detail.

1. Analyse and dissect the selection criteria

Read the selection criteria on the job advertisement thoroughly before jumping right in. As an example, let’s look at interpersonal skills. The associated criterion details could be ‘ w ell developed interpersonal skills’ .

This includes the ability to:

• Express opinions, information and critical points clearly and concisely via effective verbal communication
• Effectively working with others to resolve interpersonal conflicts in a positive way
• Being able to work in both formal and informal settings with others in groups and teams

If you look into this further, you can break down the desired sub-skills:

• Verbal communication
• Problem-solving and decision-making skills
• Team-working

2. Create an opening statement

For each selection criterion, clearly state how you fulfil it in one sentence making sure you incorporate key points. Keep it short – you will go into further details and specific examples and relevant experience in the next step.

“I possess strong interpersonal skills, which I have developed throughout my role as a Project Manager.”

3. Brainstorm ideas for each selection criterion

Here, you can pull together some examples of your work experiences relevant to the role you are pursuing. For example, sticking with the theme of Project Management, an applicant may think of the following scenarios to show how they fulfil the selection criteria before writing their response:

• Project Manager at X – Encountered conflicts when managing teams and resolved these accordingly.
• Project Manager at Y – First managerial role. Perfected verbal communication through many encounters with fellow team members. Learned to deliver my points clearly and concisely.
• Project Coordinator at Z – Working with teams.

4. Go into further detail and support your claims with ‘the how’

Once you’ve got the base points that surround the overarching selection criteria, you can then go to these and choose which examples suit best. A great way to do this is by employing the STAR Method technique.

Example response to the STAR Method:

5. Write out your responses in full sentences, using a checklist

Now, you can write the paragraph in full. When reading through your final draft, check the following steps before you submit your job application.

Have I addressed all elements of the selection criteria?

Once you’ve completed your application, it is good to revisit the wording of that particular selection criterion found in the position description. Make sure your content correlates and that the descriptors used in the advertisement are directly addressed in your writing. Double-check that you have met the requirements of the process itself- there may be a word limit you need to stick to, or the recruiter might ask you to list examples using bullet points instead of keeping them in paragraph format.

Are my claims justified with relevant examples?

This is as simple as making sure you are specific, concise and that your answers remain relevant using real experience. There is no use going on a tangent and writing an essay if it is a bunch of useless content irrelevant to the position.

Have I chosen the right words?

Match your language with that used in the job advertisement. When a recruiter is scanning your document, and there are words that they believe to be relevant to the position, this will more than likely generate some interest – after all, every corporate job posting gets 250 applications on average. Hence, yours needs to stand out in the selection process to make it on the shortlist.

Avoid ambiguous and passive language to make sure your writing is clear and delivers your point effectively.

Has someone else proofread my response?

Sometimes a new set of eyes can pick up on some mistakes that you might have missed. When you’ve been working on a piece for a long time, everything starts to look the same. Have them look through your work and compare it to the job advertisement – they may be able to offer some insight on how to improve your piece further.

The STAR model is one technique used to demonstrate relevant information for a specific capability within selection criteria.

Create context by describing where you applied the skills that helped to gain your knowledge

What was your role in the situation, and what were you required to accomplish?

How did you respond to the situation? What measures did you take?

What did you accomplish? How does this result relate to the job that you are applying for?

Selection criteria are more than just the desired skills an employer is looking for. It also includes experience, abilities, awareness and both hard and soft skills. The most common type of selection criteria includes qualifications. Most jobs, especially at a professional level, have a set requirement of qualifications needed.

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If you want to understand more about what it takes to write a successful selection criteria response, find some of the most popular criteria skills below and our examples of them. Whether you need to show your communication, teamwork, or technology abilities, use these examples to write your perfect response based on your experience.

Selection criteria: Proven ability to work in a team and a collaborative work environment

Here is an example of a typical teamwork selection criteria . The readers are looking for an example of when you’ve worked in a team as proof that you’ll be able to share and work with other employees if they hire you.

Teamwork criteria example

When working in hospitality, I continually proved my ability to work with a team in a very team-oriented environment. While at Johnny’s restaurant, I worked in a large team every shift, and in hospitality, teamwork is crucial to providing smooth and efficient service. Daily tasks were often team-oriented, including service, preparation and post-service jobs, which needed to be coordinated amongst staff to ensure we completed everything. 

This coordination meant communicating with other staff on shift, including chefs, dish staff, bar staff and other floor staff, and regularly attending meetings where I collaborated with other employees and management to improve the way we delivered service to customers. Regardless of how new an employee was or what training level, I treated every other staff member as equals, which helped forge professional associations and strengthened the team overall. As a result of my teamwork skills and collaborative work efforts, management often offered me extra shifts because they knew that I could work effectively with everyone to get the job done.

Selection criteria: Demonstrate a high level of effective team management

Here is a popular way of wording selection criteria for leadership skills. When a potential employer asks this, you may either be looking at a job that requires or may require leadership in the future or a position where you may have to be semi-autonomous.

Team management criteria example

When working at Smith and Son’s as a receptionist, I often had to demonstrate an ability to lead teams. After working there for five years, I became one of the longest-serving receptionists, which meant leading team meetings, organising staff events and coordinating a team of up to five receptionists at a time working on the floor. Growing genuine friendships and connections with new staff members was a priority to complete these tasks, as I knew they would come to me with problems more readily. I also needed to visibly complete my daily tasks ahead of schedule so that other receptionists would respect my participative leadership style. Staff will not respect a leader if they can’t do their job. As a result of my collaborative and friendly leadership, staff were confident in my ability to lead them and often came to me to communicate with upper management on their behalf, as well management relying on me to collaborate with them regarding receptionist staff and their needs.

Selection criteria: The ability to show a high level of quality customer service and management

Here is a typical example of phrasing for customer service selection criteria . This criterion means that the job you’re applying for will have customer-facing tasks, and management is looking to see that you have experience working with customers.

Customer service criteria example

While completing my studies, I worked part-time at Myer as a sales assistant for two years, where customer service was one of the most critical elements of my job. During my time at Myer, I worked across several departments. I demonstrated my customer service skills multiple times, especially with tricky customers or clients upset about something outside my control.

Clear communication and genuine concern with a customer’s needs is crucial to delivering exceptional customer service. When I worked in the womenswear department, a mother of the bride came in whose outfit had arrived (they’d ordered the dress online), but it didn’t fit, and we weren’t able to get a replacement in time for the wedding. 

The customer was understandably distraught, so I worked with her over a few hours, calming her down and coming up with some options for alternatives. This process included calling down items from different departments and ensuring she felt important and valued by getting her to sit down and have a cup of tea while I found all the pieces she wanted to view — or that I thought she might like. 

She ended up finding a dress that she liked more than the original and left a positive review a few days later on our Facebook page about her experience. Being able to help people when something goes wrong is one of the most rewarding elements of customer service and management. I developed this skill while working at Myer, as evidenced by many positive reviews and winning ‘best sales assistant of the month’ five times over my two years.

Selection criteria: Demonstrate the ability to use business technologies and analyse data and information effectively

Here is an example of how using technology selection criteria may be worded in a job application. In this case, the reader is looking to see how you’ve used relevant business technologies in the past and that you’ve been able to read the information given by these programs accurately.

Technology criteria example

When completing my Diploma in Administration, I was required to complete work placements that used business technologies in everyday tasks, including online library databases, microfiche and Microsoft office, and basics in Xero software.

When I completed my month-long work placement at Smith’s Chiropractors, I discovered that they were still using entirely paper-based data collection systems. I organised the transfer to a cloud-based company database system. This process included uploading files to the cloud, then connecting with multiple other programs, including Microsoft Excel, to create spreadsheets for chiropractors at the office to use in their day-to-day work. It also meant analysing large quantities of data online and turning them into practical, easy to use information. 

This use of business technologies helped both the chiropractors and the full-time administration staff become more efficient. They were no longer reliant on a paper-based system. They streamlined several processes throughout the workplace, allowing the clinic to see where processes were going wrong or could be improved.

Selection criteria: Demonstrate the ability to apply analytical and research skills

Here is a common way job applications may ask you to prove you fulfil analytical and research selection criteria. They are looking to see that you can apply what you’ve learned in analytical skills and research to everyday situations.

Analytical and research criteria example

When I was training as a teacher’s aide, I researched the special needs school and students I would be working with, both in work placements and my future work. I researched autism and students on the spectrum, looking at how different students may respond to stimuli within the school environment or having another teacher’s aid to their usual one. Students with special needs often react in unusual ways to new and changing circumstances, so it was important that the research papers I was working on were relevant and gave me valid analytical accounts and theories. 

The research I did, both within teachers aid training and independently, had to be applied in day to day practical ways, rather than just understanding the theory. I completed several projects on the topic, which required extensive literary research and analysing statistical data.

When I did my two-month-long work placement at St John’s primary school, I regularly applied the theories and concepts I had come across in my research in everyday situations. There was one student who particularly struggled with writing due to the texture of the pencils and pens. My investigation into textural sensations for students with autism helped me find ways to alter the pencils with everyday items, such as blue tac, which made it much easier for him to write. By applying the research to practical everyday learning, I helped increase class participation — not just for this student but also for students in other classes. This potential to improve learning outcomes is one of the most rewarding aspects of being a teacher’s aide.

Selection criteria: Proven ability to use interpersonal skills in everyday workplace situations

Here is a common way of phrasing interpersonal skills selection criteria. Interpersonal skills refer to, basically, people skills. Communication skills are a part of it because if you can’t communicate effectively, you’re not going to be much of a people person — but generally, they are separate.

Interpersonal skills criteria example

When working as a bartender at the Northern Hotel, there were many times when my interpersonal skills were called upon to improve difficult situations. In a busy hotel on a Saturday night, especially when customers have had a few too many drinks, relating to customers and talking them down from becoming angry is a crucial skill that I honed over the four years I worked there.

One night, a particularly irate customer was getting angry at one of our newest staff members who had cut him off. I didn’t want to get involved too early because this can often make new staff members feel undervalued, but I stepped in when he started getting personally offensive. The customer was a regular I knew relatively well, so I explained that I would have done the same thing and helped cool him down. I ensured that the new staff member was still involved, checked up on her several times throughout the night, and gave security and management a heads up. 

Two years later, she told me that one of the reasons she had stayed working with us for so long was because she knew, from that first shift, that other staff members would always support her on shift. Management recognised my interpersonal skills formally, and I won the ‘most supportive staff member’ award at our annual awards nights organised by management.

Selection criteria: Job applicant must be competent with a high level of administration skills such as database management, Microsoft Office and basic computing

Employers are looking for individuals skilled in specific programs that ensure efficiency and modernisation. In the 21st century, organisations expect anyone with a level of administrative background or skills to be competent with multiple programs and the general handling of a computer system.

Administration skills and database management criteria example

Whilst completing my Diploma in Administration, I was fortunate enough to take an Internship at Elixir Wealth Advisory, where I was an assistant to the Administration Officer. The opportunity allowed my database and computing skills to improve significantly, whereby I became efficient in using multiple Microsoft and Google applications. Working in administration involved working with clients’ details, answering phone enquiries and ensuring I organised notices and meetings for all staff members. 

One of the memorable days during my internship involved a client urgently requesting an appointment with his advisor. As the Administrative Officer was away sick that day, it was my job to fit the client into the busy schedule of the small business. I used our database system MySQL to rearrange the specific advisors day, then telephoned and used Microsoft Office to email other clients to inform them of their short-notice change to the day. Despite being short notice, the day’s meetings ran smoothly, and we could fit in the urgent session. Without using the databases and applications, the Advisory wouldn’t have known who the client was before they met and would not have been prepared to act quickly.

Selection criteria: Job applicant must have the ability to demonstrate sound written and oral communications skills

In many jobs, you need to show how you can effectively communicate as part of a team and to various people. Strong written and oral communication skills are vital in all departments and come in useful for daily tasks.

Written and oral/verbal communication criteria example

In my first full-time job at Flight Centre, oral and written communication skills were essential to being a successful travel agent. Many clients depended on me to tailor travel itineraries to their preferences during this career.

To ensure clients were satisfied both before and during their travel, communication was crucial to inform them of alterations to their plans. Once clients start their journeys, sometimes unexpected changes occur. One such situation was a significant weather disruption. A family of 4 were unable to travel to New York and spend the desired four days there. Due to their stopover in LA, I needed to organise four days of activities elsewhere. I made multiple phone calls to the clients to brief them on planning and status, understand their requests for the four days, and comfort them during this stressful time. Organising accommodation and activities in a different time zone required me to send many emails confirming availability on short notice. After constant communication with the family and many managers, I successfully reorganised the days spent in LA instead of New York, where the family enjoyed their altered stay. They even brought back a thank you gift for my consistent communication and quick thinking. Without being confident in my communication skills, being a travel agent would have been extremely difficult. It was crucial to organise, control, reach out to multiple people, and ensure clients were always satisfied with my service.

Selection criteria: Have the ability to prioritise tasks accordingly and demonstrate a high level of organisation

Organisational skills are a vital capability for working in any job in any field of work. The reader would be looking for an example of when you demonstrated your organisational skills at a time of need — or in your everyday work — that you can continue to display if they hire you.

Organisation criteria example

In my current position as the Year 6 teacher at Saint Mary’s Primary School, my job is to help the students become more mature before they reach high school and ensure their numeracy and literacy skills are all up to the standard. It is essential to teach them skills that will carry on throughout their schooling careers, such as organisation, socialisation and dedication. 

One of my tasks as a teacher includes converting weekly objectives into achievable tasks that the students will understand, such as homework or in-class activities. For example, a typical Friday will mean the collection of homework. I analyse the homework and monitor which areas the students struggled, passed or excelled in and use this to integrate into the following week’s lessons. I will develop the week’s timetable appropriately, considering any activities the students have to attend, allowing me to determine the relative importance of each task. 

By Monday morning, I am aware of the students’ weekly progress and tasks and have set the week’s goals. It is imperative as a teacher to remain constantly organised and prioritise the student’s needs and difficulties to ensure they can get the best education.

Selection criteria: Demonstrated time management skills with delegated tasks and ability to meet deadlines

Time management means that you need to demonstrate how you can work effectively. Employers expect all staff to make optimal use of their time and allocate it appropriately. Managing time is a crucial aspect of a business, and an employer needs to know how to use your skills to benefit the company.

Time management criteria example

While studying Business as a full-time university student, being part of a competitive dance team and having a part-time job at Kmart, my early 20’s were very busy. In addition to plenty of daily activities, I kept up with housework, grocery shopping and cooking, and proactively managed my full study load.

Whilst I considered myself a busy person, one week seemed particularly busy where I knew I had to manage my time well. That week consisted of two university assignments to complete, a total of 4 shifts at Kmart, and an extra dancing practice as there was a competition that weekend. I had to organise the appropriate time to allocate to each activity, as my Kmart shifts, university lectures and dancing classes were all at set times. To remain organised, I designed a timetable for the week, allocating my set activities first, and filling the blanks with when I could cook, study, sleep and attend to other activities. As one of the two assignments was due on the Friday of that week, I prioritised that task to complete first before I did the other one, which was due the following week. By Saturday, I had managed my time successfully as I met all my set commitments and had finished the first assignment Wednesday, leaving ample time to complete the second assignment during the rest of the week. It was continuously crucial in my 20s to manage my time appropriately in my day-to-day life and prioritise tasks based on their importance.

Selection criteria: Ability to approach difficult tasks and sudden changes appropriately

Employers are looking for an individual who can develop ideas to assist in formulating, creating and evaluating several possible solutions to a problem. Problem-solving skills are vital in high-stress scenarios and demonstrate quick thinking and versatility in the workplace.

Problem-solving criteria example

When working as the Head Waiter at Ballara Receptions, it was common for me to take control of multiple situations and lead the other waitresses by example and as a leader. The position itself entailed allocating specific tasks to the waiters and ensuring a smooth flow of the night. One night, there was an error in the number of guests attending the wedding. Whilst this issue needed to be dealt with quickly, there was not enough staff to meet the number requirements. I had to re-organise my plan for the night and allocate extra tasks to the other waiters to make up for the lack of staff and the additional people. There were many situations to rearrange, such as seating, the number of staff allocated to each job and the extra materials needed to serve the guests. 

Whilst it was lucky a staff member was willing to work that night, without the ability to adapt quickly and evaluate a situation, the night would not have gone smoothly with the multiple changes that occurred.

Selection criteria: Strong analytical skills and attention to detail

Analytical skills are essential in the workplace as they tie in with problem-solving. An employer wants to understand how you gather information, analyse it, and solve problems that ensure a smooth workplace productivity flow.

Analytical skills criteria example

It is essential in any job to constantly evaluate simple and complex problems in the workplace using skills such as paying attention to detail and researching and analysing problems. 

When I was completing my Certificate IV in Bookkeeping, I was required to undertake a group assignment that required us to record an actual business’s financial affairs for a month. We worked with Benjamin’s Patisserie to help ensure his sales and costs were accurate. Whilst spending time at the café and working closely with the staff, I noticed that all staff completed multiple jobs throughout their shift with no allocated task for each. It became noticeable that some team members were more suited to a specific task such as serving, making coffee and working the cash register. I suggested to the owner Benjamin that he allocate tasks to each staff member based on their strengths and weaknesses. Immediately I noticed that sales increased as there was a smoother flow of productivity in the café, tasks were completed efficiently and at a higher standard than before. It is crucial always to analyse ways an organisation can improve or if there is an issue that you can resolve as it helps to increase success in the workplace.

What is the difference between selection criteria and selection process?

Selection criteria play a role in the selection process, and are used as a tool to choose the most suitable applicants for a position.

The selection process is the procedure an organisation uses to hire new people. Usually, the company will form a selection panel of two to three staff who will review all applications, then choose a group of applicants to advance to the interview stage. This process can include an interview, a written assessment, and psychometric testing. In most cases, this takes 4 to 8 weeks.

How do you write a good selection criteria?

To write a good selection criteria response, use the specific language from the job description, use concrete examples that prove you meet the criteria, and provide measurable outcomes where possible.

What is the difference between selection criteria and job qualifications?

Qualifications are a type of selection criteria, and are used in some jobs to ensure that a new hire has the appropriate certification to work in this role, as required by the industry.

How long should a selection criteria response be?

Generally, a selection criteria response should be around 250 words. This will vary depending on the question asked, however. For example, some criteria may only require you to state your qualifications. On the other hand, some may ask you to give a more detailed description of a scenario.

What kind of examples can you use in your selection criteria?

It’s usually best to use examples of times when you had to deal with an unusual or unexpected situation at work, but you can also use more general examples that show how you managed your day-to-day tasks.

What are some reasons for rejecting a response to selection criteria?

Hiring managers may reject an applicant who:

• Fails to proofread their selection criteria responses
• Fails to use concrete examples
• Uses irrelevant examples

Perfected your selection criteria responses?

… then you’re ready to polish your interview technique. Your interviewer is bound to ask some of these 38 interview questions — are you prepared for them?

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How To Address Problem Solving Selection Criteria With Examples

To address problem-solving selection criteria, highlight your ability to analyse situations, identify root causes, and implement effective solutions. Provide specific examples where you assessed challenges, collaborated with stakeholders, and applied creative or data-driven strategies to resolve issues. Emphasise your decision-making process, adaptability, and the positive outcomes or improvements resulting from your actions in past roles.

Problem-Solving Selection Criteria Examples:

Demonstrated analytical and problem-solving skills and the ability to exercise initiative:.

In my role as Operations Manager overseeing three optometry practices, I encountered two pressing challenges: the previous manager's overbuying of frames and sunglasses and staff members' underperformance in meeting Key Performance Indicators (KPIs) due to inadequate encouragement, communication, and training.

To address these challenges effectively, I undertook a multifaceted approach. Firstly, I conducted a thorough assessment of the inventory to identify excess stock and slow-moving items, recognising the need to optimise inventory management processes. Concurrently, I recognised the importance of enhancing staff performance and fostering a positive work environment to drive productivity and motivation among the team.

For the overbuying issue, I implemented a streamlined ordering process based on demand and trends, establishing clear guidelines to prevent unnecessary purchases. This strategic approach not only optimised inventory but also led to significant cost savings for the practices. Additionally, to address staff performance challenges, I initiated a revamped training program aimed at enhancing skills and fostering a positive workplace culture. I established regular communication channels to provide feedback and encouragement, while also implementing recognition and celebration initiatives to motivate staff to exceed their KPIs.

The outcome of these initiatives was twofold: a well-balanced inventory with reduced unnecessary expenses and a motivated, skilled staff consistently meeting and exceeding their KPIs. The positive changes in workplace culture not only boosted staff morale but also contributed to an overall increase in efficiency and success across the business. By addressing these challenges comprehensively and implementing strategic solutions, I demonstrated my ability to drive positive change and enhance operational effectiveness within the optometry practices.

Problem Solving Selection Criteria

In a particular instance where a client was facing issues with water and rising damp under their house during rainy periods, I was tasked with providing technical advice and implementing a solution. The problem stemmed from the presence of clay soil and a sloping yard, with one side of the yard having a higher fence and sloping down to a lower side. The challenge was to mitigate water intrusion and rising damp in an effective manner.

To address the issue, I recommended a comprehensive solution involving trenching and the installation of ag-pipe and aggregate/rock. We started a trench at the high side of the yard and continued it to the front and rear of the property, incorporating the ag-pipe and the combination of 10mm and 20-50mm aggregate/rock. This trenching and aggregate/rock combination served multiple purposes. It allowed for the efficient collection and drainage of rainwater away from the property, preventing water from accumulating under the house. Additionally, it provided a barrier against rising damp, as the moisture was channelled away from the foundation.

The outcome of this technical advice and implementation was highly successful. The client's issue with water and rising damp under the house was completely resolved. Even during heavy rain situations, the area under the house remained dry, eliminating any concerns of rising damp or water intrusion. The water was effectively channelled away from the house, ensuring that the client's property remained protected from potential damage. This experience highlights my ability to provide practical and effective technical solutions to clients' problems, resulting in tangible and long-lasting positive outcomes.

Problem Solving Skills:

Finally, I possess high-level investigative, analytical, and problem-solving skills, which I have developed throughout my career, particularly in environments that demand high technical expertise. Here's how I typically approach and resolve complex problems:

Thorough Investigation: When faced with a technical issue or challenge, I begin by conducting a comprehensive investigation. This involves gathering all relevant information, and documentation related to the problem. I leave no stone unturned to ensure that I clearly understand the issue's scope and underlying factors.

Analysis: With the gathered information, I leverage my analytical skills to dissect the data and identify patterns, trends, and potential root causes.

Problem Identification: Once I have a solid grasp of the situation, I work to pinpoint the core problem or challenge. This involves separating the symptoms from the underlying issues, which is crucial for effective problem-solving. I make sure to define the problem in clear and concise terms.

Solution Generation: I brainstorm potential solutions based on a well-defined problem. I draw upon my technical knowledge, experience, and creativity to develop various possible solutions. This phase often involves collaboration with colleagues or experts to benefit from diverse perspectives.

Risk Assessment: As I assess potential solutions, I also consider the associated risks and drawbacks. It's important to evaluate each solution's potential consequences to make informed decisions. This risk assessment allows me to prioritise solutions and select the most appropriate one.

Implementation Planning: I create a detailed implementation plan once a solution is chosen. This plan includes a step-by-step outline of executing the solution, allocating resources, and establishing timelines. I ensure that all stakeholders are on board and informed about the plan.

Continuous Monitoring: After implementing the solution, I maintain a vigilant eye on its progress. I monitor key performance indicators and gather feedback to assess the solution's effectiveness. If adjustments are needed, I am prepared to make them promptly.

My approach to problem-solving in highly technical environments is characterised by a combination of methodical investigation, data-driven analysis, and a commitment to continuous improvement. These skills enable me to manage cases effectively and find innovative solutions to complex technical challenges.

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Addressing selection criteria

How to write convincing statements that hit key points

Selection criteria are the skills, knowledge, and experience required to successfully do the job.

A key aim of a job application is to demonstrate that you meet the inherent requirements of the role. While a resume may offer an overview of your skills and experience, statements that directly address the selection criteria provide more detail about how you have demonstrated the competencies required to do the job. The employer can then compare candidates against the same set of criteria.

Where do I address selection criteria?

Keep the selection criteria in mind when describing your skills on your resume, but most employers will also expect you to address the selection criteria more directly elsewhere in your application.

Here are the most common formats for addressing selection criteria:

A statement of claims against selection criteria is a document where you will use each criterion as a heading and write a description of how you meet each one. Organisations that use this method of addressing selection criteria include government departments, non-government organisations (NGOs), universities and research institutes. They will request this document in the job advertisement or information package. Use the title the organisation has given this document and include the job title and reference number, if applicable, as well as your name as a header on each page. Deal with the criteria in the same order as in the advertisement or duty statement.

An online application may require you to address each criterion in a text box within an online form. This process is very similar to writing the statement of claims against selection criteria mentioned above. Alternatively, the selection criteria may be phrased as questions that you will need to answer in detail, for example:

• “Can you describe a time you have successfully worked as part of a team?” (Selection criterion: teamwork skills)
• “What have you gained from your studies in chemistry?” (Selection criterion: knowledge and skills specific to chemistry)
• Why are you applying to work in our consulting department?” (Selection criterion: knowledge of and interest in consulting)

Online applications are commonly used by large organisations and in recruitment for graduate or internship programs.  

A cover letter in which you will address the selection criteria more briefly and in the format of a formal single page letter. Be aware that some organisations require that you write both a cover letter AND a statement against the selection criteria.

Examples of selection criteria

Selection criteria often fall into two main categories: essential and desirable. It is important to address both essential and desirable criteria to maximise your chance of being selected for an interview. Within these two categories, there are different types of criteria that refer to different requirements.

Qualifications

Usually a degree, diploma or other certified training course. Example: ‘A minimum four-year degree in Social Work, Psychology or related discipline.’

These can be technical, discipline-specific or transferable skills .

Technical example: 'Intermediate programming skills, preferably using Python and/or SQL.'

Discipline specific example: 'Sound research skills including the ability to conduct literature reviews and analyse data.'

Transferable example: 'Excellent time management skills including an ability to prioritise tasks and meet deadlines.'

This refers to duties or activities that you have performed before. Remember that experience can be gained through a variety of avenues including volunteering and extracurricular activities.

General example: 'Customer service experience.'

Specific example: 'Experience in arts administration, preferably within a gallery or museum.'

An understanding of a subject area through exposure, study or experience. Example: 'An understanding of marketing principles relevant to the FMCG industry.'

How to address selection criteria

To address selection criteria in a one-page cover letter, see our cover letter tips and template . 

Your responses to the selection criteria in a statement of claims or online application form will be more detailed and contain enough evidence to convince the employer that you meet the job criteria. A simple one- or two-line answer will rarely be sufficient.

The key to writing a strong response lies in identifying examples of instances where you have clearly demonstrated the required competency. Use the STAR formula to construct your answer. About 80% of your answer should focus on the 'Action', describing what you did and how you did it.

Example selection criteria using STAR

Criterion: Demonstrated problem solving skills and initiative.

Situation – where, when, and context of your example.

As the event coordinator for the University’s Science in Media Society, I volunteered to organise a fundraising event for a cancer research facility while in the final year of my Communications and Media Studies degree.

Task – the task or problem to be solved.

Our budget was cut during the preliminary planning and I needed to devise a strategy on how to run the event with only half the funds I was anticipating.

Action – how you solved the problem, fulfilled the task or handled the situation. What did you do and how did you do it, that demonstrates the criterion you are addressing?

In the first instance, I calculated which expenses were critical and could be covered by our current budget. Next, I decided to make up the shortfall by approaching local businesses for sponsorship. I created an online flyer to outline the benefits of getting involved, such as positive publicity and the opportunity to raise their profile with high achieving students, and cold called 36 targeted businesses. To ensure a good attendance at the event I utilised my social media skills to activate a network of potential supporters, and advertise an attractive range of lucky door prizes.

Result – the outcome/s achieved as result of your action/s. Quantify the result where possible.

As a result of my actions I convinced 11 businesses to contribute funds which covered all outstanding expenses. The event attracted over a hundred attendees and raised $5000 for the research facility. I was also subsequently invited by the University’s student association to contribute to a development workshop for new student leaders, in recognition of the skills I had displayed in managing this event.

Tips for addressing selection criteria

• When selecting examples, choose examples that are relevant to the criterion, the employer and the job. Where possible, select more recent examples, and use examples that give you the best opportunity to demonstrate your level of skill.
• For most industries, you can choose examples from a range of different activities such as internships, casual work, volunteering, university projects and extracurricular activities.
• If you are writing a statement of claims against selection criteria as a Word document, list criteria as headings in bold print, and address each criterion in a couple of paragraphs.
• For criteria with more than one part, eg, ‘Effective written and verbal communication skills’, ensure you address each part.
• Quantify your experience or outcomes if you can, eg, ‘three years’ experience in creating monthly budgets using Microsoft Excel’.
• Use action-oriented words, eg, ‘assessed’, ‘implemented’, ‘organised’, and ‘developed’, that reflect the language used in the job description.  
• Where you have extensive relevant experience to draw on, you can start your statement addressing a criterion with a brief summary of that experience and follow with one or two detailed examples.

Register for career skills workshops

How to write a resume.

A clear, tailored and professional resume is essential for any job application. It should aim to convince an employer that your qualifications, work experience and skillset make you a strong match for the job.

How to write a cover letter

A cover letter is your first introduction to a potential employer, so it needs to show that you’re a suitable candidate.

Useful links

• Cracking the Code: How to apply for jobs in the Australian Public Service
• BOM Guide on Addressing Selection Criteria

• Career Blog

Key Selection Criteria: what it is and the best way to respond

Applying for a job that requires a response to Key Selection Criteria? Follow this guide on what it is, how to respond and the top mistakes to avoid.

Key Selection Criteria are used as a recruitment tool throughout the public, not-for-profit (NFP) and academic sectors but are becoming increasingly common in the private sector too.

If this is the first time you have encountered it you may be tempted to bypass the request, especially if you feel that you are a really strong candidate and have a comprehensive resume and cover letter ready to send.

But before you opt for the easy route and hit submit, you need to know that if you do this you are very unlikely to be considered for the position because your application will be seen as incomplete – even if you are the perfect fit for the role.

Undeniably this is going to take some work on your part but if you follow this guide it will be easier than you think, plus it will give you invaluable preparation for your interview

What is Key Selection Criteria?

Key selection criteria are the skills, attributes, knowledge and qualifications that the employer has defined as being essential for satisfying the requirements of the job you are applying for.

You will need to clearly show how your personal values, knowledge, skills and experience meet this criteria through examples from other jobs, experience gained outside or work, or from your formal studies.

The words used in selection criteria statements will give you a clue as to how to structure your response. When you see ‘demonstrated’, ‘proven’ or similar, it is an explicit instruction to use an example to demonstrate your suitably.

How are selection criteria assessed?

Selection criteria are each assessed separately and will have points assigned to it. You will score higher points by successfully demonstrating the skills/experience that they are looking for in that criterion. Your overall response – covering all questions within the selection criteria – then gets an overall mark. Those that score well across the board move on to the next stage of the recruitment process which is typically a first interview.

How long should a response to Key Skills Criteria be?

The simple answer is as long as they ask for.

Somewhere in the application instructions there will be a ‘How to Apply’ guide or similarly worded document. You might find it at the foot of the job advert, in the job description or on the company’s careers page. Once you find it, read it carefully and comply with their exact instructions. They most probably will also have set a word count or page limit for your responses too so make sure you strictly adhere to that as well.

If there are no limits set, approximately 250 words is generally an appropriate length for each criterion. However, this will depend upon factors such as the complexity and seniority of the role in question.

Regarding the layout, where possible dot points should be used rather than long paragraphs of text. This will make it easier for the selection team to read your application and will also positively demonstrate your written communication skills.

There should be no errors anywhere in the document, it should use a clean and clear format and the sentences should be grammatically correct and concise.

What if I don’t meet all of the Key Skills Criteria?

This is dependent on how specialised the role is.

For example, if you have only 3 years’ experience and they have set a minimum of 5 but there are very few people with your particular skills and experience, then it may well be still worth applying.

However, if you can be sure that there will be many candidates with the same skills applying for this role then I suggest you adopt the 80% rule.  If you cannot satisfy at least 80% of the requirements then it probably is not worth the considerable time and effort of applying.

To help you decide whether you reach that 80% threshold, take a look at the Job Description and ask yourself these questions:

• Do I meet all or most of the Knowledge, Experience, Skills and Qualifications of the job?
• Could I do the job with some training - formal or on-the-job?
• Do I have skills gained in other fields of work that may be transferable?

If the answer is yes, then you are ready to start your response and that starts with a with little bit of research.

How to prepare a response to Key Skills Criteria

From our experience, people who do some basic research about the job before answering the Key Selection Criteria and submitting their applications achieve the best results.

So before compiling your response, research the company and learn about projects, key personnel and events. This will help you to focus your application better.

Now you are ready to prepare your response.

Read and re-read the advertisement, KSC and Position Description.

It is really important that you clearly understand what is meant by each selection criterion before putting pen to paper.

If you don't fully understand the job requirements you may have difficulty demonstrating that you are the best person for the job.

If you are unsure about any aspects of the job, call the Recruitment Officer (the name and telephone number will be in the job details) during normal business hours.

Print or Save

Print or save the Job Details, Position Description, and KSC so you can easily refer to it as you go through this process.

Highlight key words in the first KSC and think about what they are really asking for.

Now brainstorm a list examples of how you meet the KSC.

Describe relevant skills, experience, incidents, training, personal qualities, expertise and things you couldn’t have done without all these.

Ideally these should be from the last 3-4 years.

Use the STAR method to review your list and summarise, in 50-120 words, how you demonstrated this KSC.

Star stands for Situation , Task, Action and Result .

The situation will highlight a duty, problem or challenge.

The task will be what was needed to be achieved or resolved.

The action will be what you actually did and how you did it.

The outcome will be the positive result you were responsible for. 

Repeat Steps 3 to 5 for the remaining KSC.

Examples of KSC responses

Here are a few examples to help you see how they work out in a real paragraph plus the sort of length you should be aiming for.

Problem Solving

Seeks all relevant facts. Liaises with stakeholders. Analyses issues from different perspectives and draws sound inferences from available data. Identifies and proposes workable solutions.

"Problem solving has been a critical part of my roles over the past five years. While working as the Project Manager at XYZ Company, I dealt with a variety of urgent and non urgent issues. While many could be resolved easily, 2-3 per week were more complex and required a detailed process to resolve. I had to investigate what had happened from the staff and customer’s points of view, clarify the facts and work out what had gone wrong and why. I then had to propose suitable solutions and negotiate a mutually satisfactory outcome. I was often commended by my manager for my sensitive handling and speedy resolution of these problems. Less than 1% of complaints had to be escalated."

Computer Skills

Uses a wide range of software features for word processing,

"As an Administration Assistant to the Manager at XYZ Company, about half my time was spent preparing letters and reports using Word. I used detailed information in Excel spreadsheets to prepare graphs and tables to demonstrate the results of our budget analysis and to analyse Departmental performance. I often prepared major PowerPoint presentations for my Manager and maintained a database of her contacts. I also managed many daily emails and searched for information on the Internet to answer questions."

Communication Skills

Sound communication including interpersonal and negotiating skills, along with well-developed written and oral skills.

"In my 5 years as a Foreman for XYZ Company, strong communication, negotiation and interpersonal skills have been essential. I have dealt with a wide range of people, including workers, colleagues, the public and Contractors. I was involved in a community project where I had to build new pedestrian road crossings. As part of this project, I successfully negotiated with the three local schools in the area who agreed to use additional staff to ensure kids could cross the roads safely. This agreement required me to update my written JSA clearly outlining the safety measures to be used."

Operator Skills

Demonstrated ability to safely operate and maintain road construction plant.

"In my 7 years as a Plant Operator I have operated backhoes, loaders and bobcats. I have recognised certificates of competencies for each of these plants. I have never had an accident whilst operating plant. Whilst I was working at XYZ Company I was used as an official tester to assess applicants’ knowledge of plant maintenance and their competency to operate loaders and bobcats.”

10 mistakes to avoid with Key Selection Criteria responses

There are many areas that can trip you up but here are the 10 most common to avoid.

01 Choose recent 

If possible, select examples that have taken place in the last twelve months to provide fresh experience. 

02 Choose relevant

For example, if it is HR then it needs to be an HR related example. If you don’t have one, then pick ones that prove transferable skills.

03 Match seniority

The more senior you are, the more responsibility and accountability you have. Take care to choose an example at the appropriate level.

04 Don't make things up

Do not twist the question to suit an example – really think about the question and find an example that answers it naturally.

05 Always support

Remember to support your claim. Your examples must be detailed and be very clear about the process of the task and the action.

06 Stay on track

Responses to criteria can easily go off track ad include irrelevant information. Start your first sentence using the language of the criterion. If it’s about solving problems, then start by saying something like ‘I have demonstrated my problem solving skills in my roles as xxx, yyy and zzz.’

07 Recognise levels

If there are several jobs at different levels on offer that you wish to apply for, make sure you understand the differences between them. Read the job descriptions carefully for the word changes as you may need to make some adjustments to cater for these subtle differences.

08 No abstract nouns

Responses to criteria need to be written in strong, direct language that puts you centre stage as the main actor. For example, ‘During the meeting I negotiated an agreement with all stakeholders to appoint a new project leader.’

09 Use past tense

Always use past tense because it works better to convey that you have demonstrated a skill.

10 Positive outcomes

This is the most important element of key selection criteria. For example, you could have saved money, improved efficiency, or provided fantastic customer service. Many people are afraid of blowing their own trumpet and can dilute this section by being too humble. Do not be – this is your chance to really shine and put yourself above your competition.

Don't let this hard work put you off. A great application sets you up for a great interview. Plus, keep a record of your responses because they can provide the foundation for other applications should you need them.

So many people never apply when they see the words Key Selection Criteria so if you put the effort in, you stand a higher chance of making it through to the interview stage.

Have any questions? Leave a comment below and I will be happy to help.

About the Author

Mark Daniel

A global resume writer and career coach, Mark is known for his honest, direct, and hard-hitting advice, helping people manage job applications and succeed at interviews. Now based on the Sunshine Coast in Australia, he is the co-founder of Real Life Career Advice and a prolific publisher, contributing to several industry magazines and his daily career advice blog to his 45,000 LinkedIn followers.

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Selection Criteria

A selection criteria response structure.

Job applicants can become stuck on how to respond to selection criteria. There are several ways to construct a response. Here is one that can form part of your toolkit.

This is a three-part structure. I’ll illustrate it with the criterion: Well developed analytical and research skills. The context of the job is a strategic HR unit.

Part 1: General statement about the criterion.

This is a short paragraph that makes a broad statement about meeting the criterion. Make sure you use the language of the criterion so that the reader knows you are talking about the right skill set.

My well developed analytical and research skills have been demonstrated during five years working as an academic research assistant and in implementing a government grants program. In both roles I researched and analysed information about complex social issues including homelessness, obesity and literacy problems.

Part 2: Specific example/s to support the criterion.

The examples are specific instances of applying research and analytical skills. They can be structured using the SAR model:

• Situation: Briefly outline the context of the example and what your role was.
• Action: Give details of what you did, how and why.
• Result: Briefly outline what the result was. This could be a tangible item, such as a report. If this result is measurable, then include this information. Measures can be quantitative (e.g. numbers, cost) and qualitative (e.g. standards).

While Project Officer for the Community Grants Program, I researched and analysed options for a consultative process with community groups. My role was to prepare an executive briefing paper which identified options and recommended a course of action.

I reviewed eight consultative processes used by various government agencies, three recommended by private consultants, and completed a literature review covering the last ten years. Using a set of criteria I established based on this material, I summarised the processes, selected four that best met the Community Grants Program needs, evaluated them based on the criteria and recommended one. My recommendation was accepted by the executive, with commendations on the quality of the briefing paper. I am now developing a strategy for introducing this option into the program.

Part 3: Link to job in hand.

If there is a gap between the examples provided and the work to be done in the new job, you may wish to close with a short statement that signals the transferability of your skills to the new job.

I anticipate that these research and analysis skills will readily transfer to researching and analysing strategic HR issues such as staff engagement, talent management and workplace planning.

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Your Keys to Selection Criteria

26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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12 Expert-Approved Responses to ‘What Makes You Unique?’ in Job Interviews

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Australia’s Best Selection Criteria Examples (2024)

• Post author: Joel Smith
• Post published: July 10, 2024
• Post category: Australian Public Service / Cover Letters / Selection Criteria
• Post comments: 1 Comment

Selection Criteria Examples

Selection criteria example responses for a range of industries and capabilities to get you started.

By Joel Smith

Navigate to:

What's in this article.

Our selection criteria examples will help you get started with your responses. When applying for a job, it’s important that you nail your responses to the selection criteria. Sometimes, this is all the panel looks at. And the selection criteria can be can be difficult to interpret.

This article will give you access to strong selection criteria examples for a range of capabilities on which selection criteria are primarily based. Check out the table of contents above to navigate to the content that you want.

The range of capabilities  are drawn from the overarching six capabilities that essentially underpin all people’s work related behaviours.

Each selection criteria example has an image of the response, and the accompanying text version for you.

We write these for our clients. If you need help, get in touch for a custom quote.

Before you get started

We’ve written extensively about responding to selection criteria, and the best way is still to use the   STAR method . The selection criteria examples below will all follow the same format:

• Restate the capability.
• Explain the  situation  in one or two sentences.
• Explain your  task  and responsibilities related to this situation.
• Explain the  action  you took to resolve the issue – this is the majority of your response.
• Explain the  result  of your action.

Hence, STAR.

Remember to familiarise yourself with the available capability frameworks if you’re applying for a Government job. You can find them here:  Federal ,  NSW ,  VIC ,  QLD ,  SAES ,  WA ,  NT ,  TAS (Senior Executive) ,  ACT .  

The capabilities

Every single person in any industry at any level can be plotted within the below capabilities.

• Technical problems
• Non-technical problems
• Research and analysis
• Non-verbal/interpersonal
• Partnership building
• Relationship management
• Niche expertise
• Subject matter expertise
• In projects
• Time management
• Priority management

Leadership examples:

Leadership: selection criteria example questions.

Leadership pertains to many things, but in this example, we are focussing just on leadership of people.  

Selection criteria like the below usually need a response about your ability to lead a team through challenges, develop their capability and autonomy, improve organisational culture, and essentially, coach, mentor, and manage people to deliver better results for an organisation.

• Demonstrated ability to lead and manage a high-performing team.
• Demonstrated ability to mentor, coach and monitor a team’s output.
• Demonstrated ability to manage and delegate staff and requests.

Leadership: selection criteria example response

During my role as Manager with XYZ, I demonstrated the ability to work effectively in a team environment and provide supervision to staff  (restate the criteria).  When I began my role, I undertook a leadership position with a team of 12 which was suffering from ennui due to change fatigue. (situation).  To facilitate team cohesion,  (task)  I consulted with each team member individually to understand their frustrations, working styles, strengths, and areas for development. From these consultations, I assigned tasks and challenges which suited each team members strengths and interests. I implemented weekly meetings to brief the team on the week’s goals, my expectations, and single out particularly hard-working individuals for congratulation. I implemented team building activities and exercises including paintball and skydiving and providing leave for those interested to attend annual professional development seminars. I continued to maintain frequent check-in meetings with each individual team members to mitigate and address any issues or concerns which might arise. I frequently accommodated special circumstances including renegotiating duties for those with family commitments or mental or physical health issues and offering flexibility of work hours  (actions) . As a result, the work environment improved, and team productivity rose 45% from the previous year  (result) .

Project Management: selection criteria example questions

Selection criteria, frequently listed in position descriptions like the below dot points, usually need a response about your ability to manage projects.

Here’s some  project management  selection criteria you are likely to encounter:

• Highly developed level of knowledge and significant experience in project management and understanding of contemporary project management practices.
• Demonstrated ability to set priorities, pay attention to detail, and deliver quality and accurate results on time in a project / program context.
• Experience in the design, planning and execution of projects which utilise a range of selected tools and methodologies and are underpinned by an understanding of the related discipline.
• Demonstrated ability to manage the daily administrative and secretariat functions associated with supporting projects, with particular experience in project support, procurement and contract management.
• Project management and delivery experience in a transformational and fast-paced environment.

Project management: selection criteria question example

I have demonstrated my ability to apply contemporary project management strategies to effectively deliver key outcomes on time and within budget ( restate the criteria ). I demonstrated this most recently in my role as an IT Project Manager with the Organisation XYZ ( situation ). In this role, I managed the rollout of a new client management system ( task ). To manage the implementation, I first developed a sound procurement plan. This included broad consultation with a range of key internal stakeholders, including sales, marketing, and finance teams. This allowed me to establish minimum capabilities required for the new system. I then approached the market and assessed seven responses against the established system requirements. This allowed me to identify one provider who represented the best value for money. I developed a business case based on this, and the senior executive team approved engaging my recommended provider. I then developed a detail project plan, establishing milestones, key deliverables, transition activities, user acceptance testing, and training programs. I developed this in consultation with the chosen providers as well as the business units to ensure continuity of service. In managing the roll out, I applied contemporary project management principles, rallying the wide range of stakeholders towards critical deadlines through ongoing communication and consultation, while also applying my technical IT capability to resolve issues as they arose. This also allowed me to identify several improvements to sales and marketing workflows ( actions ). As a result, the project was delivered on time and to budget. The improvements I implemented also created significant efficiencies, automating lead and post-service follow ups, which has led directly to increased sales and improvements in user ratings across our website and social media accounts ( result ).

Change management: selection criteria example questions

Selection criteria, like these, need a response about your ability to manage change. Examples are:

• Act with courage to bring change activities to realisation.
• Demonstrated ability to lead and manage change and organisational transformation.
• Demonstrated ability to influence stakeholder participation in change initiatives.

Change management: selection criteria example responses

During my tenure as a Change Management Specialist at DEF Ltd, I was responsible for leading transformational initiatives within the organisation (restate the criteria). Upon my arrival, the company was facing a major transition as it planned to implement a new enterprise software system, which created uncertainty and resistance among employees (situation). As my role was to guide this change (task), I initiated a comprehensive change management plan that started with an organisation-wide assessment of readiness and concerns. I met with various stakeholders, including senior leadership and frontline employees, to understand their perspectives and gather insights. I then developed tailored communication strategies, training programs, and support mechanisms, ensuring that they were aligned with the unique needs and culture of our organisation. I launched a series of workshops, created user-friendly guides, provided one-on-one coaching, and established a feedback loop that allowed continuous improvement and responsiveness to emerging challenges (actions). By orchestrating these efforts, I was able to facilitate a smooth transition to the new system, resulting in 75% adoption within the first three months and a 20% increase in operational efficiency (result).

Collaboration examples:

Relationship building: selection criteria example questions.

Selection criteria, like the below, usually need a response about your ability to manage relationships:

• Exercise a significant degree of independence and while collaborating with colleagues across the Department and the public sector.
• Manage challenging relationships with internal and external stakeholders.
• Influence and Negotiate: Gain consensus and commitment from others, and resolve issues and conflicts.
• Works with suppliers and staff to create relationships which achieve mutual goals and objectives.
• Ability to build and maintain effective relationships with multidisciplinary team members, patients, and other stakeholders, including participation in relevant networks.

Relationship Building: example response

I build and sustain effective and long-term relationships, and leverage these to achieve key organisational outcomes ( restate the criteria ). I demonstrated this in my current role as a Human Resources Manager with Organisation XYZ, where I managed senior relationships with key internal stakeholders ( situation ). As an example, I negotiated the organisations enterprise bargaining agreement while maintaining a positive organisational culture ( task ). To achieve this, I established a clear strategic direction with senior management in advance of bargaining, and began building critical relationships with key negotiators including the union and smaller representative groups within the organisation. Throughout negotiations, I relied on my detailed working knowledge of the complex workplace bargaining legislation to maintain my reputation as a knowledgeable expert. This included operationalising the good faith bargaining principles, by maintaining reasonable meeting schedules, disclosing information in a timely manner, responding genuinely to proposals, and recognising other bargaining representatives. I also identified key areas of negotiation for management and brought data-driven insights which demonstrated areas for improvement in the current enterprise agreement. For example, I used HR and research data to demonstrate to management that requiring doctor certificates for single sick days did not improve under-attendance but did create a culture of over-attendance. This convinced management of the benefits of changing this policy in the agreement, and allowed me to present the bargaining representatives with genuine improvements ( actions ). As a result of my careful relationship management, I successfully negotiated the bargaining agreement while sustaining positive relationships between all partners ( result ).

Teamwork and collaboration: selection criteria example questions

Selection criteria like the below usually need a response about your ability to work within a team and collaborate with others to achieve outcomes.

• Demonstrated ability to work with a multidisciplinary team including the ability to work collaboratively with all industry stakeholders.
• Demonstrated ability to work either independently or as a member of a team and exercise initiative, judgement, discretion and sensitivity in a workplace subject to work pressures and changes.
• Demonstrated ability to work in a team environment whilst working autonomously to deliver results within specified timeframes set to meet client expectations.

Teamwork and collaboration: selection criteria example response

During my time as Project Coordinator at ABC Corp, I was tasked with fostering collaboration among diverse teams (restate the criteria). Within our department, there were four distinct teams that had historically operated independently, leading to inefficiencies and misunderstandings (situation). To build synergy and collaboration (task) , I initiated a series of cross-team meetings, workshops, and social events to encourage communication and understanding among all team members. I personally facilitated collaboration sessions, where I encouraged open dialogue about each team’s objectives, strengths, and challenges. I worked closely with team leaders to align project goals and ensured that everyone had clear and shared expectations. I implemented regular check-ins, created shared online workspaces, and even coordinated a team-building retreat to foster trust and camaraderie (actions) . Through these focused efforts, the teams were able to work together seamlessly, share resources effectively, and achieve a 30% reduction in project completion time, leading to a more innovative and productive work environment (result).

Partnership building: selection criteria example question

Partnership selection criteria questions could look like:

• The ability to forge lucrative and mutually beneficial partnerships.
• Proven ability to establish and maintain partnerships at all levels of the organisation.
• Proven ability to achieve buy-in from important partners.

Partnership building: selection criteria example response

In my role as Business Development Manager at STU Tech, the task of establishing and nurturing strategic partnerships was central to my responsibilities (restate the criteria) . When I took over the position, I identified that the company had limited collaboration with industry partners, which was hindering our growth and innovation potential (situation). Recognising the necessity to forge strong partnerships (task), I set out to identify potential allies aligned with our business goals and values. I initiated meetings with key decision-makers, understanding their needs, and aligning our mutual interests. I worked closely with our legal and product teams to draft partnership agreements that were fair and mutually beneficial. I also implemented regular check-ins, joint marketing initiatives, and collaboration on product development with our partners. I made a point to attend industry events, maintaining a network that could lead to future partnerships, and always keeping an open line of communication (actions) . As a direct result of these partnership-building efforts, our company expanded its market reach, improved its product offerings through collaborative innovation, and increased annual revenue by 15% (result).

Communication examples:

Communication: selection criteria example questions.

Communication are separated into non-verbal, verbal, and written. 

Selection criteria like the below usually need a specific response addressing each of these three ways of communicating :

• Presenting and Communicating Information – Speaking clearly and fluently, expressing opinions, making presentations, responding to an audience, showing credibility.
• High-level report writing and written communication skills. 
• The ability to communicate effectively and work collaboratively within a team.
• Superior communication and customer service skills.
• Capable of explaining technical concepts to non-technical stakeholders with the ability to tailor the communication style to the audience.

Written communication: selection criteria example responses

In my role as Communications Specialist at GHI Inc., I was charged with enhancing the effectiveness of our organisation’s written communications (restate the criteria) . At the time, the company was struggling with unclear messaging and inconsistencies across various channels, leading to confusion among both clients and internal stakeholders (situation) . Recognising the need for clarity and cohesion in written communication (task), I conducted a comprehensive review of all existing written materials, including emails, reports, marketing collateral, and web content. Based on my findings, I developed a unified style guide that reflected the company’s brand voice and tailored guidelines for different audiences. I led workshops to train staff in effective writing techniques, provided individual coaching, and implemented a peer-review system to ensure quality and coherence. I also created templates and examples for common communication scenarios and made myself available for consultation on critical documents (actions). These efforts led to a significant improvement in the clarity and professionalism of our written communications, resulting in increased client satisfaction scores and a 25% reduction in internal queries and misunderstandings related to communication (result).

Verbal communication: selection criteria example

As a Customer Service Manager at JKL Enterprises, I recognised the vital importance of clear and empathetic verbal communication (restate the criteria). When I assumed my position, customer satisfaction rates were declining, and analysis indicated that the root issue was misunderstandings and dissatisfaction with the way information was verbally conveyed (situation). I set out to enhance our team’s verbal communication skills (task) by conducting a thorough evaluation of current practices, listening to recorded calls, and identifying specific areas for improvement. I designed a series of training sessions focusing on clarity, tone, active listening, and effective questioning techniques. I personally facilitated role-playing exercises, provided constructive feedback, and encouraged team members to practice these new skills. I also instituted regular team meetings for sharing best practices and created an open-door policy for individual guidance (actions). By fostering a culture of excellence in verbal communication, customer satisfaction rates increased by 40%, and employee confidence in handling complex customer inquiries grew significantly (result).

Non-verbal communication: selection criteria example

During my tenure as a Human Resources Specialist at MNO Company, I identified the need to focus on non-verbal communication within the organisation (restate the criteria). I noticed that misunderstandings and tensions were occurring, not due to what was being said, but how it was being conveyed through body language, facial expressions, and tone (situation) . Seeing the opportunity to improve these non-verbal cues (task) , I conducted a series of workshops aimed at raising awareness of the importance of non-verbal communication. I started by evaluating current employee interactions, then designed customized training materials focusing on body language, eye contact, posture, gestures, and tone of voice. I engaged the staff in interactive exercises, provided video examples, offered personal coaching, and encouraged reflection on how non-verbal cues could affect their daily interactions (actions) . As a result of this concentrated effort, employee surveys showed a 35% improvement in interpersonal relationships, and the company saw a notable enhancement in teamwork and collaboration across departments (result).

Expertise examples:

Strategic thinking: selection criteria example questions.

Expertise can be judged in a number of ways, but our ability to think strategically marries our knowledge  with our capabilities to achieve outcomes for an organisation. 

For that reason, strategic thinking will sit under expertise.

Selection criteria like the below usually need a response about your ability to think strategically at the junior level:

• Be aware of how your work contributes to team, branch, and organisational priorities.
• Demonstrated ability to review and analyse data to make sound evidence-based decisions and problem solve in line with current legislation with minimal supervision.
• Demonstrate the ability to “think outside the box” to service clients’ needs whilst adapting to change.

Selection criteria like the below usually need a response about your ability to think strategically at the senior level:

• Create and share a vision by leading and translating the strategic direction.
• As a leader, you will set strategic corporate direction and apply astute judgement, a strong focus on results, and the ability to solve complex issues to build organisational capability.
• Demonstrated experience implementing critical business solutions in an operational environment, managing organisational change & the realisation of organisational benefits.

Strategic thinking: selection criteria example response

While serving as the Strategic Planner at PQR Corporation, my role required me to apply strategic thinking to steer the company through a rapidly changing market landscape (restate the criteria). During a critical time, competitors were outpacing us with innovative products, and we were losing market share (situation). To counter this trend and position the company for growth (task), I embarked on a comprehensive analysis of the market, competition, internal capabilities, and emerging trends. I consulted with cross-functional teams, industry experts, and key stakeholders to gather insights and conducted SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis. Collaboratively, I designed a forward-looking strategic plan that identified new growth opportunities, including potential partnerships, product diversifications, and market expansions. I created detailed roadmaps, established key performance indicators (KPIs), and fostered a culture of ongoing strategic review to ensure alignment and agility (actions). Through these strategic thinking initiatives, the company successfully launched three new product lines, entered two new markets, and increased revenue by 20% over the following two years (result).

Organisational examples:

Time management: selection criteria example question.

Time management questions might look a bit like:

• Ability to manage a range concurrent priorities in time-pressured environments.
• Proven ability to achieve concurrent timeframes and manage own priorities.

Time management: selection criteria example response

As a Project Manager at VWX Services, mastering time management was key to my ability to deliver complex projects on schedule and within budget (restate the criteria). When I took charge of a critical project that had multiple interdependent phases and a strict deadline, I observed that previous delays had caused a tight and potentially unmanageable timeline (situation) . I knew that precise time management would be essential to success (task), so I meticulously analysed each phase of the project, identifying potential bottlenecks and opportunities for parallel execution. I created a detailed project timeline, assigning realistic deadlines and clearly communicating them to the team. I implemented daily stand-up meetings to monitor progress, used project management tools to track tasks, and prioritised activities according to their criticality. I also provided one-on-one coaching to team members who needed support in managing their time efficiently and built contingency into the plan to account for unexpected delays (actions) . My rigorous focus on time management led to the successful completion of the project two weeks ahead of schedule, pleasing our client and contributing to a 10% profit increase for our department (result).

Process improvement: selection criteria example question

Process improvements salvage wasted resources, streamline processes, and improve the overall business. Selection criteria questions for process improvements look like:

• Demonstrated ability to lead improvement projects.
• Demonstrated ability to identify resource saving measures.
• Demonstrated continuous improvement knowledge and experience. 

Process improvement: selection criteria example response

As a Process Improvement Analyst at YZA Manufacturing, my main objective was to identify and implement efficiencies within our production line (restate the criteria). Upon review, I discovered that certain outdated practices were causing bottlenecks and increased costs within the manufacturing process (situation). Committed to enhancing our operations (task) , I employed methodologies such as Six Sigma and Lean Manufacturing to analyse current workflows and identify areas for improvement. I gathered data, interviewed staff, observed production firsthand, and used process mapping techniques to visualise existing practices. Collaboratively working with the production team, I developed and tested new procedures, eliminating unnecessary steps, automating manual tasks where possible, and reorganising the production layout to minimise travel time between stations. I also provided training and ongoing support to ensure that employees were comfortable with the new processes (actions). Through these process improvement efforts, the production line’s efficiency increased by 25%, resulting in a reduction of waste by 15% and an overall cost savings of 20% for the company (result) .

Problem Solving examples:

Problem solving: selection criteria question example.

Problem solving selection criteria questions might look a little like this: 

• Demonstrated ability to produce solutions to a range of problems.
• Ability to solve complex IT problems.
• Ability to research to source information for decision-makers.

Problem solving: selection criteria response example

As a Lead Engineer at BCD Technologies, my role required constant problem-solving to overcome technical challenges (restate the criteria) . During the development of a key product, we encountered an unexpected issue with our software that threatened to delay the launch and increase costs significantly (situation) . Recognising the urgency and complexity of the problem (task) , I assembled a multidisciplinary team and led a systematic investigation into the root cause of the issue. I encouraged collaborative brainstorming, fostered an environment where all ideas were welcomed, and utilised analytical tools like failure mode effect analysis (FMEA) to evaluate potential solutions. Through rigorous testing and iterative refinement, we were able to pinpoint the problem and develop a creative solution that not only resolved the immediate issue but enhanced the overall performance of the product. I made sure to document the process and learnings for future reference, and maintained open communication with stakeholders throughout the process to manage expectations (actions) . Thanks to our focused problem-solving efforts, we were able to launch the product on time, achieving a 15% higher performance benchmark than initially targeted, and receiving high praise from both clients and internal stakeholders (result) .

Research and analysis: selection criteria question example

Research and analysis is ultimately about finding a solution to a problem. Selection criteria examples for this look like:

• Ability to conduct research and make factual, independent decisions which comply with legislation.
• Proven experience managing research and development opportunities.
• Proven experience making commercially sound decisions from research and analysis of financial information

Research and analysis: selection criteria response example

In my role as a Research Analyst at EFG Pharmaceuticals, I was responsible for conducting critical research to inform the development of new medical treatments (restate the criteria). During the preliminary phase of a significant project aimed at finding a cure for a specific disease, we were faced with an overwhelming amount of data from various sources and needed a coherent analysis to drive our next steps (situation). Tasked with synthesising this information (task) , I designed a comprehensive research strategy, incorporating both qualitative and quantitative methodologies. I gathered and critically analysed data from clinical trials, academic journals, competitor studies, and patient interviews, utilising statistical tools and specialized software. I collaborated with cross-functional teams, ensuring that the research was aligned with our project goals, and provided ongoing updates to the stakeholders. My work included identifying trends, drawing insights, formulating hypotheses, and presenting findings in easily digestible formats tailored to different audiences (actions). Through this rigorous research analysis, we were able to identify promising paths for development, leading to a successful phase-one clinical trial and attracting significant investment for further research (result).

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Selection Criteria Example: Prioritising Skills

Almost every position advertised these days will have a selection criteria that wants you to demonstrate skills in prioritising your work. Even if the selection criteria is all about organisation, prioritising is an important sub-set of this skill. This article will help you to address these criteria more effectively.

• What "kind" of criteria is this?
• Things to write about.
• Still stuck? Try answering these questions.
• Prioritising skills selection criteria example.
• More selection criteria examples.

What "Kind" of Criteria is This?

The first step in addressing one of these selection criteria is determining what kind of selection criteria it is. There are five kinds of selection criteria, and in this case, we are dealing with a skills and abilities selection criteria.

Skills and abilities selection criteria can include skills which are quantitative (or measurable) such as engineering skills, computer skills, mathematical abilities etc. It can also include more conceptual skills (which are harder to measure) such as interpersonal and negotiation skills, strategic planning abilities etc.

If a criterion asks about your ability to do something, you should describing your skills and giving an example of your level of ability.

For example:

• How can you prove your skill/ability?
• How have you improved your skill/ability?
• How much experience do you have in this area?
• What skills do you have that are transferable to the position and would support your ability?
• Provide a few examples of your skills/abilities in action.

Prioritising Skills; Things to Write About

Show that you:

• Can convert objectives into achievable tasks
• Follow work schedules
• Set work goals
• Can prioritise tasks
• Determine the relative importance of tasks
• Have resources and tools available to complete work tasks (e.g. uses a to do list, calendar etc)
• Develop systems to organise work and time
• Plan tasks appropriately and realistically
• Track the progress of tasks
• Work effectively under tight deadlines
• Monitor progress and re-prioritises as necessary
• Meet deadlines
• Meet job responsibilities

Still Stuck? Try Answering These Questions:

• What sort of deadlines are you required to meet as both an individual and a member of a team?
• How do you go about managing your workload and priorities to achieve these required deadlines?
• What tools do you use to plan, prioritise and organise your workload?
• When there is an unexpected, extra important or special task to complete, how do you prioritise this with the rest of your work?
• How do you decide which tasks are the most important?
• Write about a time when you have had to adjust your work schedule due to a change in priorities. Why did you have to do this, and and how did you go about it?

Selection Criteria Example

My current position as Project Reporter is extremely autonomous. I am responsible for identifying projects within the organisation that have specific reporting needs, and completing project reports on an independent basis. I am faced with tight time frames to complete these exercises, write the reports and submit to relevant delegates, and I work without supervision. This position requires high level prioritising skills, and I regularly use my strong negotiation skills to negotiate with different work areas regarding competing priorities. I currently spend half of my working hours in an office, and the other half consulting at various sites around Queensland. This requires forward planning abilities, excellent time management skills, and a solid work ethic. Because I often work on up to four projects at one time, I use a variety of tools to prioritise and organise my work, and schedule my time. I use a smartphone as a mobile diary and task list, and I have authored an Access database and Excel spreadsheet to assist with tracking projects, which I also carry with me at all times on my smartphone. The Access database contains details of each individual reporting project and the Excel spreadsheet is used as a timesheet so that I can track my daily hours against each project. Although these are simple tools, the accuracy of the information contained is crucial for tracking productivity information and reporting against personal and team key performance indicators. It also helps me to prioritise tasks against approaching deadlines and can highlight bottlenecks in timelines. I have found that by identifying bottlenecks I am able to prioritise the most important tasks to ensure that my timelines and plans are not compromised. I have found that embracing IT tools and automating a lot of general organisation has reduced the time needed for general administration, allowing me to concentrate on the work at hand. I have the ability to prioritise tasks and continually re-assess work flows and priorities in a busy and demanding environment. The key factors I use when assessing priorities are deadlines and operational implications. I have also demonstrated my strong prioritising skills in my previous role as Project Manager where I organised my work between:

• Managing four contracts with a value of approximately $12 million dollars
• Supervising and coordinating the work of a team of five Project Assistants
• Participating on tender evaluation boards as an independent member
• Acting as subject matter expert on selection advisory committees for recruitment actions within my own team and other projects
• Taking on the role of Occupational Health and Safety representative for my building
• Acting as Project Manager when the permanent manager is on leave or working internationally

All of these tasks required different time inputs with varying and often conflicting deadlines. In addition, I reported to different people for most of these tasks and have found over the past four years in this role that I have gained exceptional skills in balancing different managers and stakeholders who invariably all want my attention at the same time. I think my excellent organisational skills and negotiation skills have made it possible to juggle these priorities and keep all parties satisfied that their task has my full attention.

More Selection Criteria Examples

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FREE Selection Criteria Answers and Responses – Team Supervisor

Late last year I completed a job application for a client applying for a role within the Australian Public Service (APS) as a Team Supervisor using the Leadership Framework in addressing the selection criteria. This client was successful in gaining a job interview. Six criteria required addressing up to half a page in length for each. The selection criteria included: Supports Strategic Direction; Achieves Results; Supports Productive Working Relationships; Exemplifies Personal Drive and Integrity; Communicates with influence; and Conceptual and Analytical Skills. Following are excerpts from two of the criteria.

Supports Strategic Direction.

Whilst employed with ABC Pty Ltd, I was invited to be part of a team to undertake an extensive strategic project that would lead to a reduction in errors, improvement in processing, and a reduction in turn around times between receipt of discharge request and settlement date. I conducted research on statistical data, data quality, task analysis, and workload management. Working collaboratively with the project team, we decided that a Discharge Officer’s day should be divided into three processing phases. This would enhance the processing of discharges and provide a smoother, timelier, error-free and more cost-effective processing method. This system enabled the staff to plan their workload more effectively and allowed them to complete all their allocated work accurately and within desired timeframes. Furthermore, the value in changing the system was the fact that as well as more in-depth knowledge of departmental processes, it would further provide the opportunity to help improve our error rate, turn around times, KPIs, service level agreements, and customer satisfaction.

Conceptual and Analytical Skills.

I undertake routine problem solving and troubleshooting activities on a daily basis and always aim to find and implement a resolution that is beneficial to both the organisation and stakeholders involved. In all the positions I have held within the banking industry it has been my responsibility to understand the culture and its impact on organisational policies and processes. This is essential when providing innovative solutions to complex problems. In one instance I dealt with a customer who held concerns with their home loan and line of credit. I asked the customer a number of probing questions in regards to their home loan and line of credit and simultaneously checked the bank’s systems for account status. Once I had established that these accounts were out of order, I then consulted the relevant policy and followed the process with the customer and our collection team. The final outcome for the customer was a positive one – they kept their house and maintained a strong credit rating, in addition to not having a negative record on our system. Throughout the entire process, I followed bank policy and procedure assisting in the prompt resolution of the problem.

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Annie Cerone

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