The Nurse's Guide to Writing Selection Criteria

Nicole Coggan
Jun 3
12 min read

How to Write Nurse Selection Criteria Applications That Actually Get You the Job

A practical guide for Australian nurses who want to stop losing out on great positions

Introduction

You're a bloody good nurse. You know it, your colleagues know it, your patients know it. So why does writing selection criteria feel like performing surgery with a butter knife?

Here's the truth: most nurses hate writing about themselves. You'd rather spend twelve hours in a busy ED than write two pages about why you're perfect for a job. Fair enough. But here's the thing – those two pages determine whether you get the interview or end up in the "thanks but no thanks" pile.

This guide cuts through the fluff. No corporate speak, no buzzword bingo. Just practical advice on how to write selection criteria that get you noticed, interviewed, and hired.

Let's get started.

Why Most Nursing Applications Fail

The Hard Truth About Selection Criteria

Most nursing applications fail before they reach human eyes. Seriously. HR departments use keyword scanners, panel members skim-read in five-minute chunks, and nursing managers have seen the same generic responses a thousand times.

Your application isn't failing because you're not qualified. It's failing because you're invisible.

The Top 5 Reasons Nursing Applications Get Binned

1. Generic Cookie-Cutter Responses "I am a caring and compassionate nurse..." Stop. Right there. Every nurse writes this. It means nothing.

2. No Specific Examples Saying you "work well under pressure" without explaining how you handled three cardiac arrests in one shift is like saying you can drive without mentioning you've never crashed.

3. Wrong Keywords Each health system has its own language. NSW Health loves "patient-centred care." Queensland Health is all about "safety and quality." Get it wrong, and your application dies in the scanner.

4. No Understanding of the Role Applying for ICU with examples from aged care? You're telling them you don't understand what they actually need.

5. Weak Structure One massive paragraph that would make your English teacher weep is not selection criteria. It's word soup.

What Actually Works

Selection criteria that work tell stories. They use the STAR method (Situation, Task, Action, Result) but make it flow naturally. They match the language of the job ad exactly. And they show, not tell.

Most importantly, they sound like a real nurse wrote them, not a corporate consultant.

The Selection Criteria Formula That Works

The Australian Nursing Application Framework

Forget everything you've heard about corporate application writing. Nursing is different. Here's what actually works:

Opening Line: Hook them immediately Context: Set the scene briefly Action: What you did (be specific) Skills: How you demonstrated the criteria Result: What happened because of your actions Learning: What this taught you (bonus points)

The STAR Method for Nurses

Situation: "During a busy night shift in the emergency department..." Task: "I was assigned to triage and noticed a patient presenting with chest pain who appeared stable but was becoming increasingly anxious..." Action: "I immediately performed a 12-lead ECG, established IV access, and administered GTN while continuously monitoring vital signs. I also took time to explain each procedure to reduce the patient's anxiety..." Result: "The ECG revealed ST elevation, leading to immediate activation of the cardiac catheter lab. The patient was successfully treated within the golden hour window."

See the difference? You're not just saying you can work under pressure. You're proving it with a specific example that shows clinical skills, patient care, and critical thinking.

Keywords That Open Doors

Every health system has magic words. Use them exactly as they appear in the job description:

NSW Health: patient-centred care, clinical excellence, leading innovation

Queensland Health: patient safety, quality improvement, collaborative care

WA Health: person-centred care, clinical governance, continuous improvement Victorian Health: safe care, patient experience, clinical effectiveness

SA Health: consumer-focused, evidence-based practice, clinical leadership

Don't just sprinkle these in randomly. Weave them naturally into your examples.

Writing Selection Criteria for Specific Nursing Roles

ICU Nurse Selection Criteria

ICU panels want to see critical thinking, technical competence, and the ability to handle families during the worst moments of their lives.

What They're Really Looking For:

Advanced clinical assessment skills
Ability to manage multiple high-acuity patients
Experience with complex equipment and medications
Family communication during crisis situations
Teamwork with multidisciplinary teams

Example Response: "While working in a regional emergency department, I cared for a multi-trauma patient requiring immediate intubation and transfer to a tertiary ICU. I established large-bore IV access, administered rapid sequence induction medications, and provided manual ventilation while coordinating with the retrieval team. Simultaneously, I supported the patient's family by explaining procedures and providing regular updates. This experience reinforced my ability to maintain clinical focus while providing compassionate family-centred care during critical situations."

Emergency Nurse Selection Criteria

ED nurses need to show they can triage effectively, work autonomously, and stay calm when everything's falling apart.

What They Want:

Rapid assessment and prioritisation skills
Ability to work independently
Experience with diverse patient presentations
Crisis management capabilities
Cultural competency

Aged Care Nurse Selection Criteria

Aged care is about dignity, quality of life, and advocating for vulnerable patients.

Focus Areas:

Person-centred care approaches
Medication management
Family communication
End-of-life care experience
Understanding of aged care standards

Mental Health Nurse Selection Criteria

Mental health nursing requires therapeutic communication, risk assessment, and advocacy skills.

Key Elements:

Therapeutic relationship building
Risk assessment and management
De-escalation techniques
Understanding of mental health legislation
Recovery-oriented practice

Paediatric Nurse Selection Criteria

Kids aren't small adults. Paediatric nursing requires family-centred care and developmental understanding.

What Matters:

Family-centred care experience
Age-appropriate communication
Play therapy understanding
Paediatric assessment skills
Child protection awareness

Theatre Nurse Selection Criteria

Operating theatres need precision, sterile technique, and surgical knowledge.

Essential Areas:

Sterile technique expertise
Surgical instrumentation knowledge
Team communication skills
Equipment management
Emergency response capabilities

Community Nurse Selection Criteria

Community nursing is about independence, resource management, and building relationships.

Focus Points:

Autonomous practice experience
Care coordination skills
Cultural competency
Health promotion activities
Chronic disease management

State Health System Selection Criteria Secrets

NSW Health Applications

NSW Health loves evidence-based practice and innovation. They want to see you're keeping up with research and looking for better ways to do things.

Magic Phrases:

"Evidence-based practice"
"Patient-centred care"
"Clinical excellence"
"Leading innovation"
"Continuous improvement"

What Works:

Cite specific policies and procedures
Mention any involvement in quality improvement projects
Show understanding of NSW Health values
Demonstrate commitment to professional development

Queensland Health Applications

Queensland Health is obsessed with safety and quality. Every response should demonstrate how you keep patients safe.

Key Language:

"Patient safety"
"Quality improvement"
"Collaborative care"
"Clinical governance"
"Incident management"

Success Strategies:

Always mention safety considerations
Show understanding of clinical governance
Demonstrate teamwork and collaboration
Include any quality improvement involvement

WA Health Applications

Western Australia focuses heavily on person-centred care and clinical governance.

Essential Terms:

"Person-centred care"
"Clinical governance"
"Continuous improvement"
"Cultural competency"
"Professional development"

Victorian Health Applications

Victoria emphasises patient experience alongside clinical effectiveness.

Important Phrases:

"Patient experience"
"Clinical effectiveness"
"Safe care"
"Integrated care"
"Health literacy"

SA Health Applications

South Australia prioritises consumer focus and evidence-based practice.

Critical Language:

"Consumer-focused"
"Evidence-based practice"
"Clinical leadership"
"Health promotion"
"Continuous learning"

Graduate vs Experienced Nurse Strategies

Graduate Nurse Applications

You might not have years of experience, but you have fresh knowledge, enthusiasm, and clinical placement experiences. Use them strategically.

Your Advantages:

Up-to-date theoretical knowledge
Recent clinical placement experiences
Enthusiasm and willingness to learn
Fresh perspective on current practices
Strong foundation in evidence-based care

How to Write About Limited Experience: Instead of saying "During my clinical placement," try: "While working as a student nurse in the cardiac unit, I identified an opportunity to improve patient education materials..."

Graduate-Friendly Selection Criteria Topics:

Learning and development commitment
Teamwork and collaboration
Patient communication
Evidence-based practice
Cultural competency

Example Graduate Response: "During my final clinical placement in the medical ward, I noticed several patients were confused about their discharge medications. I developed a simple medication chart using pictures and plain language, which I trialled with my supervising nurse's approval. The feedback from both patients and staff was positive, with patients demonstrating better understanding during teach-back sessions. This experience taught me the importance of health literacy and patient-centred communication in achieving positive outcomes."

Experienced Nurse Applications

You have the runs on the board. Now you need to show progression, leadership, and ongoing development.

Your Strengths:

Proven clinical competence
Leadership experience
Mentoring abilities
Quality improvement involvement
Specialist knowledge

Avoiding the Experience Trap: Don't just list everything you've done. Focus on growth, innovation, and impact.

Senior Nurse Selection Criteria Focus:

Clinical leadership
Mentoring and education
Quality improvement
Change management
Strategic thinking

Example Experienced Nurse Response: "As a senior nurse in the oncology unit, I identified that new graduates were struggling with complex chemotherapy protocols. I developed a structured mentoring program that paired new nurses with experienced staff for their first six months. The program included weekly check-ins, competency assessments, and reflective practice sessions. Within twelve months, our unit saw a 40% reduction in medication errors and 100% retention of graduate nurses. This initiative was later adopted across the entire hospital and earned recognition at the state nursing conference."

Career Change Nurses

Moving between specialities? Show transferable skills and genuine motivation for the change.

Your Challenge: Proving your skills transfer while showing genuine interest in the new area.

Strategies:

Highlight transferable skills
Show relevant professional development
Demonstrate understanding of the new specialty
Explain your motivation clearly

Common Mistakes That Kill Applications

The Deadly Sins of Selection Criteria

Sin #1: The Generic Response "I am a dedicated nurse with excellent communication skills..." This could describe every nurse who ever lived. Be specific.

Sin #2: The Laundry List Listing every course you've ever done without connecting it to the role. Quality over quantity. Always.

Sin #3: The Humble Brag "I'm just a simple nurse, but somehow I saved the entire hospital..." Own your achievements. False modesty kills applications.

Sin #4: The Novel Three pages for one selection criterion. Panel members have short attention spans. Aim for half a page maximum per criterion.

Sin #5: The Copy-Paste Special Using the same response for every application. Each role is different. Customise every response.

Sin #6: The Jargon Explosion "I utilised my interpersonal communication competencies to facilitate optimal patient outcomes..." Write like a human. Panel members are humans.

Sin #7: The Assumption Assuming they know what "busy medical ward" or "complex patient" means. Paint the picture. Set the scene.

Grammar and Style Mistakes

Common Errors:

Starting every paragraph with "I"
Using passive voice constantly
Inconsistent tense usage
Forgetting to proofread
No paragraph breaks

Quick Fixes:

Vary sentence starters
Use active voice
Stick to past tense for examples
Read aloud before submitting
Use paragraph breaks for readability

Word Count Management

The Sweet Spot:

150-250 words per selection criterion
3-4 short paragraphs maximum
One main example per criterion
Brief supporting examples if needed

When You're Over Word Count:

Cut unnecessary adjectives
Remove redundant phrases
Combine similar points
Focus on the strongest example

When You're Under Word Count:

Add context to your examples
Include the impact of your actions
Mention relevant learning outcomes
Add a brief supporting example

Nurse Selection Criteria Templates and Examples

The Universal Selection Criteria Template

Opening Hook (1 sentence) Grab attention with your strongest relevant experience.

Context Setting (2-3 sentences) Set the scene without overwhelming detail.

Action Description (3-4 sentences) What you did, how you did it, why you did it that way.

Skills Demonstration (2-3 sentences) How this showed the criterion they're looking for.

Results and Impact (2-3 sentences) What happened because of your actions.

Learning/Development (1-2 sentences - optional) What this taught you or how it changed your practice.

Template in Action

Criterion: "Demonstrated ability to work effectively in a multidisciplinary team"

Response: "Leading the implementation of bedside handover in our 30-bed medical unit required unprecedented collaboration between nursing, medical, and allied health teams. [Hook]

Traditional handovers were conducted away from patients, often leading to communication gaps and delays in care. As the nurse unit manager, I recognised that patient-centred bedside handover could improve both communication and patient involvement in their care. [Context]

I established a multidisciplinary working group including nurses, doctors, physiotherapists, social workers, and patient representatives. We developed standardised handover templates, conducted pilot testing on two wards, and created training materials for all staff groups. I facilitated weekly meetings for six months, ensuring each discipline's concerns were addressed and solutions were collaborative rather than imposed. [Action]

This process demonstrated my ability to lead change across professional boundaries, facilitate difficult conversations, and build consensus among diverse stakeholders with competing priorities. [Skills]

The new handover process reduced medication errors by 25%, improved patient satisfaction scores, and was adopted hospital-wide within twelve months. Staff feedback indicated improved job satisfaction and better understanding of each other's roles. [Results]

This experience reinforced my belief that sustainable change requires genuine collaboration and that every discipline brings valuable perspectives to patient care. [Learning]"

Quick Response Templates by Criterion Type

Communication Skills:

Difficult conversation with family
Patient education success
Conflict resolution between staff
Cultural communication challenges
Emergency communication under pressure

Clinical Competence:

Complex patient assessment
Emergency response
Medication management
Infection control implementation
Technology adaptation

Teamwork:

Multidisciplinary collaboration
Mentoring new staff
Leading change initiatives
Conflict resolution
Supporting colleagues

Professional Development:

Learning from mistakes
Implementing new evidence
Teaching others
Seeking feedback
Continuous improvement

Specific Examples by Nursing Specialty

ICU Example - Clinical Assessment: "During a night shift in the 12-bed ICU, I was caring for a post-operative cardiac surgery patient who appeared stable but triggered my clinical concern. Despite normal vital signs, the patient seemed restless and complained of vague discomfort. Trusting my clinical instincts developed through five years of critical care experience, I performed a comprehensive assessment including 12-lead ECG, arterial blood gas analysis, and chest X-ray. The ECG revealed subtle ST changes suggesting possible graft occlusion. I immediately contacted the cardiothoracic registrar and prepared the patient for emergency catheterisation. The procedure confirmed my suspicions, and prompt intervention prevented a major cardiac event. This experience highlighted the importance of clinical intuition combined with systematic assessment in critical care environments."

ED Example - Triage Decision Making: "During a particularly busy Saturday evening shift, I was triaging when a middle-aged man presented with chest pain that he rated as 4/10. Initial observations showed normal vital signs, and he appeared comfortable. However, his description of the pain as 'like indigestion but different' and his obvious anxiety despite attempting to appear calm raised my clinical suspicions. Rather than triaging him as category 4, I applied my advanced triage training and clinical experience to recognise subtle indicators of acute coronary syndrome. I immediately triaged him as category 2, performed a 12-lead ECG, and initiated the chest pain pathway. The ECG revealed subtle inferior changes, and troponin levels were elevated. The patient was successfully treated with primary angioplasty. This case reinforced the importance of clinical intuition and thorough assessment in emergency triage decisions."

Mental Health Example - Therapeutic Communication: "While working in the acute mental health unit, I was assigned to care for a young woman with borderline personality disorder who had been refusing medications and becoming increasingly agitated with staff. Previous interactions had escalated to the point where security had been called twice. Drawing on my mental health nursing training and therapeutic communication skills, I approached her differently. Instead of focusing on compliance, I spent time listening to her concerns about side effects and loss of control. I validated her feelings while gently exploring her treatment goals. Through consistent, non-judgmental communication over several shifts, I was able to build trust and work collaboratively with her to develop a medication plan she felt comfortable with. She began taking her medications voluntarily and showed significant improvement. This experience demonstrated the power of therapeutic relationships and person-centred care in mental health settings."

Chapter 8: The Interview Follow-Up

What Happens After You Submit

Your selection criteria got you the interview. Well done. But the work isn't finished.

The Interview Reality:

Panel members will have read your responses
They'll ask for more details about your examples
They'll test your knowledge and problem-solving
They want to see if you're the same person on paper

Preparing for Selection Criteria Questions

They Will Ask: "Tell us more about the time you..." "What would you do if..." "How did you handle..." "Can you give us another example of..."

Your Strategy:

Have additional examples ready for each criterion
Practice explaining your written examples verbally
Prepare follow-up stories that show growth
Think about lessons learned and how you'd do things differently

The Thank You Email

Send a brief thank you within 24 hours. Keep it professional and specific.

Template: "Dear [Panel Chair],

Thank you for the opportunity to interview for the [Position Title] role yesterday. I enjoyed discussing [specific topic from interview] and learning more about [specific unit/department initiative].

Our conversation reinforced my enthusiasm for contributing to [specific goal/project mentioned]. I'm particularly excited about the opportunity to [specific aspect of role].

Please don't hesitate to contact me if you need any additional information.

Best regards, [Your name]"

If You Don't Get the Job

Ask for feedback. Most panels will provide it, and it's gold for future applications.

Questions to Ask:

Which selection criteria could I have addressed more effectively?
Were there any gaps in my experience for this role?
What would make me a stronger candidate for similar positions?
Any suggestions for professional development?

Use this feedback to strengthen your next application. Every rejection is market research for your next success.

Conclusion: Your Next Steps

Writing selection criteria doesn't have to be torture. It's simply telling stories about your nursing practice in a way that matches what employers need to hear.

Remember:

Be specific with examples
Use their language
Show progression and growth
Prove your skills rather than just claiming them
Make it easy for them to say yes

Your Action Plan:

Identify roles you want to apply for
Research the organisation's language and values
Prepare 5-6 strong examples that demonstrate different skills
Practice writing using the STAR method
Get feedback from colleagues or mentors
Apply for roles that stretch you slightly
Learn from every application and interview

Good luck. The healthcare system needs great nurses in the right roles. Your job is to make it easy for them to recognise that you're one of them.

Your nursing career matters. These applications are just the gateway to roles where you can make a real difference.

Now stop reading and start writing. Those patients are waiting for you to get the job you deserve.