If you have found a NSW Government job that asks you to address selection criteria, I can already guess your reaction.
Something between confusion, annoyance, and the sinking feeling that your nice simple application just turned into homework.
That reaction is completely normal.
Selection criteria are one of the most misunderstood parts of government recruitment. And to be fair, they can be clunky. They often ask you to respond to broad statements in a limited word count, and if you have never done one before, it is not always obvious what the panel actually wants.
The good news is that selection criteria are not random. They are assessable, predictable, and much easier to write once you understand what is really being tested.
The biggest thing people get wrong is staying too broad. A weak response often sounds like, "I worked in a project manager role and led a team." That tells the panel almost nothing.
A stronger response sounds more like, "Last week I was dealing with a specific issue with one of my team members, and here is exactly what I did." That kind of detail is what makes a response feel real, relevant, and assessable.
In this guide, I will walk you through what selection criteria are, how to respond to them, how to use the STAR method, and what mistakes to avoid.
The focus is on writing responses that sound specific, credible, and directly tied to the job ad.
Table of Contents
- What selection criteria actually are
- Where you still see them in NSW Government
- How to read a criterion properly
- The best structure to use
- How to use the STAR method
- Common mistakes
- When selection criteria are not really selection criteria
- Final thoughts
What selection criteria actually are
Selection criteria are written statements describing the skills, knowledge, experience, or qualifications needed for a role.
They are usually things like:
- demonstrated ability to communicate effectively with stakeholders
- experience managing competing priorities in a fast-paced environment
- sound written communication and record-keeping skills
- knowledge of policy, legislation, or relevant systems
Your job is to show, with evidence, that you meet those requirements.
That evidence usually comes through examples from your own work history. Not vague promises. Not generic personality traits. Not "I am a hardworking team player." Actual examples.
If you’re still getting your head around the broader process, read How to Get a NSW Government Job: Complete Beginner’s Guide first.
Where you still see them in NSW Government
Selection criteria used to be much more common than they are now.
These days, many NSW Government roles use a cover letter, one-page pitch, or targeted questions instead. But selection criteria still show up, especially in parts of the system like education, health, and some specialist or legacy recruitment processes.
That is why it helps to know how to write them even if you do not see them in every ad.
If you’re applying for Department of Education roles, you should also read How To Address NSW Department of Education Selection Criteria, because those applications often have their own quirks.
How to read a criterion properly
This is the first place people go wrong.
They read a criterion like:
> Demonstrated ability to manage competing priorities and deliver quality outcomes within tight deadlines.
And then they start writing broadly about being organised.
That is not enough.
Instead, break the criterion into its moving parts:
- manage competing priorities
- deliver quality outcomes
- work within tight deadlines
Now you know what your example has to prove.
A strong response will show:
- you had multiple tasks or demands
- you had to prioritise and make decisions
- you delivered the work to a good standard
- you achieved the outcome on time
That is very different from just saying "I have excellent time management skills."
The best structure to use
Most selection criteria responses work best when they are concise and example-led.
If you have a strict page limit, do not waste space on long introductions. Get into the example quickly.
A simple structure is:
1. Open with a direct statement linking your experience to the criterion
2. Provide one strong example using STAR
3. Finish by tying the result back to the requirement
For example:
> In my current role as a team coordinator, I regularly manage competing deadlines across stakeholder requests, reporting cycles, and operational tasks. A good example was when…
That kind of opening is clear, relevant, and gets you moving quickly.
If the role asks for a cover letter or pitch instead of criteria, use the right format. Do not force a selection criteria style into a one-page pitch. For that, read How to Write a One-Page Pitch for a NSW Government Job.
How to use the STAR method
The STAR method is the easiest way to keep your response grounded in evidence.
STAR stands for:
- Situation
- Task
- Action
- Result
Here is the key thing: in government applications, the Action section usually matters most.
Panels want to know what you actually did.
That means:
- how you approached the problem
- what decisions you made
- how you communicated
- what tools or methods you used
- how your actions led to a result
If your response spends too long on the background and rushes the action, it will feel thin.
That is the part I always come back to when I am helping people improve their answers. The panel does not need a long, vague setup. They need to know what was actually happening, what you did in that moment, and why it mattered.
For more examples, read STAR Method Examples for NSW Government Applications.
Common mistakes
1. Being too generic
This is the classic one.
Saying you are organised, proactive, resilient, or a strong communicator does not prove anything unless you back it up with a clear example.
2. Writing one example that does not actually match the criterion
Some examples sound impressive but do not answer the question being asked.
If the criterion is about stakeholder communication, do not give me an example that is mostly about data entry accuracy.
3. Forgetting the result
Panels want to know what happened. Did you meet the deadline? Improve a process? Resolve the issue? Deliver a report? Support a team outcome?
Without the result, the response can feel unfinished.
4. Repeating the same example across every criterion
You can occasionally reuse a strong example if it genuinely demonstrates multiple things, but if every response is drawn from the exact same scenario, it starts to look thin.
5. Ignoring the actual wording
If the criterion mentions collaboration, negotiation, written communication, and record-keeping, your response should cover those points explicitly.
When selection criteria are not really selection criteria
Sometimes a role does not say "selection criteria," but the requirement behaves in a very similar way.
You might be asked for:
- a statement of claims
- targeted questions
- a one-page pitch
- responses to essential requirements
Different label, same core idea: show that you meet the role through evidence.
That is why it helps to understand each format separately:
- What Is a Statement of Claims in a Government Job Application?
- How to Write a One-Page Pitch for a NSW Government Job
Final thoughts
Selection criteria are annoying, yes. But they are not impossible.
Once you stop treating them like a vague writing exercise and start treating them like an evidence task, they become much easier to manage.
Read the wording carefully. Break the criterion into parts. Choose examples that actually fit. Use STAR. Focus on what you did and what the outcome was.
And if you are new to all of this, remember: plenty of strong applicants feel awkward the first time they write selection criteria. It gets easier quickly once you understand what the panel is looking for.
If you want the simplest rule to hold onto, it is this: make the example specific enough that someone can picture the exact situation, not just the general type of work.
If you want help with the broader process as well, go back to How to Get a NSW Government Job: Complete Beginner’s Guide or explore our professional government application support.