Jim Bright's tips on addressing criteria will keep your application trim and terrific.

N.S. of Kensington writes that she is "having trouble keeping my selection criteria addresses/responses short enough. The type of jobs I am applying for (government and non-government roles) generally require each criterion to be addressed, not just mentioned in a cover letter.

Some of the roles can have up to 10 criteria. I have a lot of experience, gained over many years, around the roles I am applying for so have problems keeping each response short enough." Selection criteria are a series of specific requirements that the employer has deemed important for the role. Some of these may even be designated as "mandatory" or "essential".

This means candidates who lack these skills may be automatically rejected. Other criteria are sometimes described as "desirable" or "non-essential".

This means candidates who demonstrate they have skills in these areas may stand a better chance than other candidates. My first - and perhaps most contentious - point is don't be put off applying for a role if you fail to meet one of the mandatory criteria.

If you are otherwise an outstanding fit for the job, some employers have been known to let such applicants slip through the net for further consideration and even ultimate employment. Sometimes, employers who feel unable to bend the rules in this manner have been known to advertise the role again with revised criteria that permit previously non-complying applicants to apply.

I am sure this will generate howls of protest about ethics and equity but the reality is, it does happen, so if in doubt, put in an application. Yet another jargon term is "common selection criteria". This was often used in the public sector to indicate occupational health and safety, commitment to equal opportunities, ethical practice and ethnic affairs priority statements.

However, these are used less frequently now, often being replaced by a generic statement that successful applicants will support core employer values. Where selection criteria are used, applicants need to prepare not only a CV but also a separate document titled something like "Statements addressing the selection criteria" or "Statement of claim for the position of X".

Don't make the mistake of burying these away in the depths of your CV and don't include them in your cover letter either. Also, don't be put off by the number of selection criteria, which typically range up to eight in the public service but elsewhere could be even more.

If there are a lot to cover, lots of words will be needed to address them; exactly how many is a matter for research. Phone the job contact and ask about the expectations.

However, as a rule of thumb, about half a page as a starting point is often not too far from the mark (some will expect more than a page and others a few sentences; we are talking averages here).

The next step is to ensure you understand what the criteria are referring to (perhaps more research) and then list or mind-map all the key behaviours associated with the criteria.

For instance, in one role, a criterion about communication skills might mean writing ministerial briefings, presenting to groups and writing reports. In another role, it might mean answering the phone promptly, clarifying the nature of callers' inquiries and maintaining a positive and friendly demeanour.

Write out a short achievement story for each of these behaviours using my PREP-STAR formula (Point-Reason-Evidence-Situation-Task-Action-Result-Point). For more details, see my book Resumes That Get Shortlisted (Allen & Unwin) or Addressing Selection Criteria by Ann Villiers.

Finally, select the one or two best stories for each criterion and include them in your statements. Send emails, clearly marked "for publication", to brightside@jimbright.com. For more workplace advice, see mycareer.com.au/advice.

Jim Bright is professor of career education and development at ACU and a partner at Bright and Associates, a career management consultancy.