Are you applying for a government job that requires you to address selection criteria?

Government and Public Sector agencies across all levels in Australia utilise key selection criteria to assess and evaluate candidates for job opportunities.

In today’s highly competitive job market, it has become increasingly challenging for employers to find suitable candidates. As a result, more and more employers require potential candidates to respond to a set of key selection well-written and correctly structured selection criteria letters, which can significantly improve your chances of getting an interview and standing out from other applicants.

The selection criterion can be included in a letter of application or requested as a separate document. The economy’s functioning is influenced by various sectors, including manufacturing, construction, transportation, and service sectors.

Our team of specialists has experience spanning diverse sectors, including mining, healthcare, education, and government, which has equipped them with a versatile skill set to cater to clients’ diverse needs.

To address the criteria, you must:

Demonstrate your capability by providing evidence of how you meet the selection criteria. Alongside this, you will need to provide specific details of when, where, and how you applied the skill in the past. If possible, include an indicator of success, such as exceeding key performance indicators.

Our approach

Our consultants specialise in crafting specific responses to critical selection criteria. We strive to make the entire job search process stress-free. When you reach out to us for help, we will provide you with individualised and accurate feedback tailored to your needs. We will also consider your relevant experience and show you how it fits the job requirements. We use the Situation, Action, and Outcome (SAO) model to achieve this.

Widely Used Methodologies

The STAR model (Situation, Task, Action, Result) is a widely recognized framework utilized for structuring responses to selection criteria or interview inquiries. It is frequently employed interchangeably with variations such as CAR (Circumstance, Action, Result), SAO (Situation, Action, Outcome), and CEO (Circumstance, Evolution, Outcome). These alternative models share the common objective of organizing responses in a clear and effective manner, despite slight differences in terminology and emphasis.

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STAR (Situation, Task, Action, Result)

• Situation: Describe the context or background of the scenario.
• Task: Outline your specific responsibility or goal in the situation.
• Action: Explain your steps to address the task or resolve the challenge.
• Result: Highlight the outcome or impact of your actions.

STAR is a detailed model that divides the response into distinct elements, making it easier to communicate a comprehensive example.

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CAR (Circumstance, Action, Result)

• Circumstance: Provide the context or setting of the example.
• Action: Detail the actions taken to address the challenge or responsibility.
• Result: Conclude with the outcome or achievement.

CAR merges the situation and task into a single element, offering a more concise approach than STAR.

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SAO (Situation, Action, Outcome)

• Situation: Present the scenario or issue.
• Action: Describe what you did to address the situation.
• Outcome: Share the result or impact of your actions.

SAO is similar to STAR but uses “Outcome” instead of “Result,” emphasizing the result’s broader implications.

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CEO (Circumstance, Evolution, Outcome)

• Circumstance: Explain the background or context of the scenario.
• Evolution: Describe the progression or actions taken to resolve the situation.
• Outcome: Highlight the final result or resolution.

CEO focuses on the progression or change within the scenario, making it suitable for examples where growth or adaptation is a key element.

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Comparison of Models:

• STAR provides the most structured and detailed format, with a distinct emphasis on each component.
• CAR condenses the response by combining situation and task, making it suitable for concise examples.
• SAO focuses on results as outcomes, simplifying the framework while maintaining clarity.
• CEO emphasizes the process of change or progression, highlighting adaptability or development over time.

Each model is effective for structuring responses, and the choice depends on the level of detail required, the context, and the preferred focus of the narrative.