A selection criteria interview is an interview in which the panel tests the key selection criteria listed in the job ad — for example "demonstrated capacity to communicate effectively" — by asking you for real examples of each one, usually answered in the STAR format. To prepare, pick one or two strong, recent examples for every criterion, make some of them different from the examples in your written application, and be ready for follow-up questions about exactly what you did.
Selection criteria are most common in Australian government jobs, but you will also see "key selection criteria" (KSC) in many other Australian job ads. This guide explains how written criteria turn into interview questions, how to use STAR, and how the federal and NSW approaches differ, as of October 2026. For the wider picture, see our job interview tips for Australia.
What are key selection criteria?
Selection criteria describe what a person needs to do the job well. The Australian Public Service Commission (APSC) defines them as the personal qualities, skills, abilities, knowledge and qualifications (if any) needed to perform the role effectively. Its guide to applying for an APS job gives these common examples:
- demonstrated capacity to communicate effectively
- good organisational and administrative skills
- proven ability to work as part of a team
- well-developed customer service skills
- proven ability to manage projects.
Notice the wording. "Demonstrated", "proven" and "well-developed" all mean the same thing: the panel wants evidence, not a claim. An answer that says "I am an excellent communicator" scores poorly; an answer that shows a specific time you communicated well, and what changed because of it, scores well.
How do selection criteria become interview questions?
The panel usually builds its interview questions from the same criteria it used to shortlist written applications. Each criterion becomes one or two behavioural questions ("Tell us about a time…") or a hypothetical scenario ("What would you do if…"). The APSC lists both question types as standard in APS interviews. The table shows how that translation typically looks; the questions are practice questions we wrote, not questions from any specific employer.
| Selection criterion | Likely interview question (ours) | Evidence the panel wants |
|---|---|---|
| Demonstrated capacity to communicate effectively | "Tell us about a time you explained something complex to someone without your background." | Who the audience was, how you adapted the message, and how you checked they understood |
| Good organisational and administrative skills | "Describe a period when you had several deadlines at once. How did you manage them?" | A system you used to prioritise, and the deadlines you met |
| Proven ability to work as part of a team | "Give an example of when you helped a team get past a disagreement." | Your specific contribution, not the team's |
| Well-developed customer service skills | "Tell us about a time you dealt with an unhappy client or member of the public." | Empathy, a fix within the rules, and follow-up |
| Proven ability to manage projects | "Walk us through a project you delivered from start to finish." | Scope, timeline, risks, stakeholders and the measurable outcome |
| Sound judgement and problem solving | "What would you do if you found an error in a report that had already gone to an executive?" | Clear steps, who you would tell and when, and a past example of similar judgement |
How do I use the STAR method for selection criteria?
The APSC suggests the STAR model for presenting evidence against selection criteria. It works the same way out loud:
- Situation — set the context in one or two sentences: your role, the organisation, the problem.
- Task — what you were responsible for.
- Actions — what you did and how you did it. This should be the longest part.
- Results — what you achieved and how it relates to the job you are applying for.
For written applications, the APSC advises using only one or two of your strongest examples per criterion and sticking to any word or page limit. In the interview, keep each spoken answer to around two minutes and expect the panel to probe. Our STAR method guide and STAR examples show more answers.
Selection criteria, a pitch or targeted questions: what is the difference?
Australian governments have moved away from long written responses, so check the information pack for exactly what is required.
- APS pitch. The APSC says long and complicated selection criteria are "becoming a thing of the past" and that many agencies now ask only for a CV and a one- or two-page document showing how your skills and experience fit the job. A pitch may also have a word limit, such as 1,000 words. Your interview still tests the same capabilities. See our APS interview guide.
- Selection criteria responses. Some agencies and other employers still ask you to address each criterion separately, or to write one statement covering them all.
- NSW targeted questions. The NSW Public Service's Recruitment and Selection Guide describes targeted questions written to draw out examples of the behaviours behind a role's focus capabilities, and suggests a cover letter of no more than one to two pages. Read our NSW capability framework interview guide for how focus capabilities are assessed.
Whatever the format, the interview questions will follow the criteria or capabilities named in the ad and role description.
Example selection criteria interview answer
Example we wrote for illustration. Criterion: proven ability to work as part of a team. Question: "Give an example of when you helped a team deliver something under pressure."
Situation: "I was one of four officers in a council's rates team when our billing system migration slipped by two weeks, leaving us ten working days to issue 18,000 notices."
Task: "I was responsible for checking the data for concession customers, about 2,000 accounts."
Actions: "I suggested we split the checks by suburb so no two people reviewed the same accounts, set up a shared tracker, and ran a ten-minute stand-up each morning. When one colleague fell behind because of a sick day, I took 300 of her accounts and showed our newest team member how to use the exception report so she could help as well."
Results: "We issued every notice on the original due date with no concession errors reported, and the tracker became our standard approach for later billing runs. For this role, it shows I can share workload and keep a team coordinated when the deadline doesn't move."
Why it works: it shows the candidate's own actions inside a team, a clear method, help given to others and a measurable result tied back to the job.
Common mistakes in selection criteria interviews
- Answering with a claim. "I'm a strong team player" is not evidence. Start with the situation.
- Saying "we" throughout. The panel cannot score what the team did. Describe your actions.
- Skipping the result. End with a number, a change or feedback, then link it to the role.
- Old or irrelevant examples. Prefer examples from the last few years at a similar level of responsibility.
- Ignoring the level. An example for a senior role should show broader scope, such as leading others or managing risk.
- Not asking for clarification. The APSC's interview guidance says it is okay to take time to think and to ask the panel to rephrase a question.
How to practise for a selection criteria interview
List every criterion from the job ad, write one STAR story per criterion, then say each one out loud until it fits in about two minutes. The free STAR story builder helps you draft them. Then rehearse under interview conditions: CoPilot Interview's Mock Interview builds questions from your CV and the job description, reads them aloud, and scores each spoken answer out of 10 with what worked, what to fix and a model answer. You can also start from our behavioural interview help page. The free plan includes 15 minutes a day, no account needed.
For more question practice, see our behavioural interview questions for Australia.
Practise your selection criteria answers
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What is a selection criteria interview?
It is an interview where the panel asks questions based on the key selection criteria in the job ad and scores your answers against them. Most questions ask for a real example, so prepare a STAR story for every criterion.
How many examples do I need for each selection criterion?
Prepare at least two. The Australian Public Service Commission advises using one or two of your strongest examples in a written response, and a second example lets you add something new if the panel has already read the first.
Do all Australian government jobs still use selection criteria?
No. The APSC says many agencies now ask for a CV and a one- or two-page pitch instead of long criteria, while NSW uses targeted questions linked to focus capabilities. The interview still tests the same skills.
How long should a spoken selection criteria answer be?
About two minutes is a good target. Keep the situation and task short, spend most of the time on your actions, and finish with a measurable result.
Can I bring my application into a selection criteria interview?
For APS interviews, the APSC says it is okay to take a copy of your application or other notes for quick reference. For other employers, ask the contact officer beforehand.
Can I practise selection criteria answers for free?
Yes. CoPilot Interview's free plan includes 15 minutes a day of Mock Interview practice with no account; each spoken answer is scored out of 10 with what to fix and a model answer.