Application Process Application Process

Your application is your chance to impress the selection panel in order to obtain an interview for the position. It is important that your application is clear, concise and relevant to the position that you are applying for.

When preparing your application, read through the Key Selection Criteria thoroughly and organise your information under the headings of the Criteria. You can use the selection criteria to help you identify which skills, abilities, knowledge and experience are most relevant. A member of the selection panel may then contact you for further clarification during the short listing process.

What is required

Some important tips to remember when preparing your application are:

  • Ensure your application is typed and where handwriting may be required, ensure that it is neat and easily to understand.
  • Quote the title and reference number of the position.
  • Ensure e-mailed applications are in Word Document format only.
  • Ensure posted applications are not in binders, folders or other plastic covers.
  • Please do not send originals of certificates as these will not be returned.

Your application should ideally include:

  • Job application form
  • Cover letter
  • Resume including list of referees
  • Response to selection criteria

Addressing criteria

The selection criteria listed in the Position Description must be addressed in order for your application to be considered.

  • Read the selection criteria very carefully and determine what each one is asking. 
  • Ensure that you address each selection criteria separately and take into account all components listed in each criteria.
  • Look for key words and determine what they mean.  Some examples of key words frequently used are:

Demonstrated” or “proven ability” mean that you should have successfully performed the duty or used the skill in the past.  Actual experience rather than the potential to perform the duty is required. Use specific examples.

“An ability to rapidly acquire” means that if you do not already have the skills, knowledge or abilities you may demonstrate your potential to acquire these by comparing them to relevant tasks or responsibilities you have undertaken in previous positions or through study.

Thorough”, “sound” or “a high level” indicates that advanced skill or knowledge is required.

  • You should address each selection criterion by outlining how your qualifications, experience, skills and abilities meet the requirements of the position.

For further information on addressing the Selection Criteria – Click here

Skills and abilities

These can be gained on or off the job and can include all manner of transferable skills. For example, a person who has worked serving in a take away food franchise may have developed a high level of customer service skills and abilities.

Underpinning knowledge (including qualifications)

This criterion relates to qualifications of any kind that might support your ability to perform the role required. It might also include information learned on the job but without qualifications. For example, a person working in a library for 10 years doing shelving work is likely to have a working knowledge of the Dewey Decimal Classification System. In short, this criterion relates to anything that can be taught or learned.

  • From the selection criteria, identify what knowledge components are mandatory (required by law), essential (required by Council) and what is desirable.
  • Include any "transferable skills" that may not be obvious in position titles (eg. a telemarketer may have skills and abilities in handling difficult customers, listening, reporting against performance targets and so on).

Relevant work experience

Relevant work experience is any experience that increases your potential to be able to perform the role required. It does not have to be industry specific. For example, a person who has worked as a secretary for a solicitor may have significant experience in records management using a document management system.


Components of the shortlisting process can include any or all of the following:

  • previous work history
  • written and verbal communications
  • telephone screening and testing.

All appointments are made based on merit principles.

If you are shortlisted for interview, the interview will be conducted against the Selection Criteria contained in the Position Description.

Submit your application

Please send your resume and covering letter to:

Craig Barke
Chief Executive Officer
Scenic Rim Regional Council
PO Box 25

or email by the closing date.