How To Write A Government Job Application Australia

How to Write a Government Job Application in Australia (Step-by-Step) Applying for a government job in Australia is very different from applying for roles in the private sector. It’s not just about submitting a resume, it’s about demonstrating that you meet specific criteria, can operate at the required level, and are a low-risk hire for the role. If you’ve applied for government roles and haven’t heard back, chances are it’s not your experience holding you back, it’s how your application is being presented. This guide walks you through exactly how to write a government job application that gets shortlisted. Why Government Applications Are Different Government hiring processes are structured, competitive, and evidence-based. Recruiters and selection panels are not scanning for personality or potential, they are assessing: Evidence of capability Alignment with selection criteria Ability to perform at the required level Communication and structure This means your application needs to be clear, detailed, and highly targeted. Step 1: Understand the Role Requirements Before writing anything, carefully review the job advertisement. Focus on: Key responsibilities Required skills and experience Selection criteria (if included) Level of the role (APS, state government, council, etc.) Look for repeated language, this tells you exactly what the employer values. Step 2: Identify the Selection Criteria Many Australian government roles require responses to selection criteria. These may be listed as: “Key selection criteria” “Capabilities” “Core competencies” Each one needs to be addressed clearly and with evidence. Step 3: Use the STAR Method The most effective way to respond to selection criteria is the STAR method: Situation – Set the context Task – What needed to be done Action – What you did Result – The outcome Example: Instead of: “Strong communication skills” Write: “Communicated complex policy updates to internal stakeholders, ensuring alignment across teams and reducing project delays by 20%.” Government employers want proof, not statements. Step 4: Tailor Your Resume to the Role A generic resume will not perform well in government applications. Your resume should: Align directly with the job description Reflect similar language used in the ad Highlight relevant achievements Demonstrate experience at the correct level Focus on: Outcomes, not duties Scale and complexity of your work Stakeholder engagement Problem-solving and initiative Step 5: Write a Strong Cover Letter or Pitch Some roles require a cover letter, others require a pitch or statement. This is your opportunity to clearly position yourself. A strong pitch should: State the role you’re applying for Highlight your key strengths Show alignment with the organisation Reinforce your suitability for the role Keep it clear, structured, and focused. Step 6: Focus on Evidence, Not Volume One of the biggest mistakes applicants make is writing too much without saying anything meaningful. Instead of long paragraphs, focus on: Clear examples Measurable outcomes Specific achievements Quality always beats quantity. Step 7: Align With Government Expectations Government hiring panels are looking for candidates who: Understand structured environments Can work within policy and frameworks Communicate clearly and professionally Demonstrate accountability and judgement Your application should reflect this in both tone and content. Common Mistakes to Avoid Submitting a generic resume Not addressing selection criteria properly Writing vague or generic responses Focusing on duties instead of outcomes Not tailoring your application to the role Government job applications in Australia are competitive, but they are also predictable. If you understand what hiring managers are looking for and present your experience clearly, your chances of being shortlisted increase significantly. This isn’t about writing more. It’s about writing better. Need Help With Your Government Job Application? If you’re applying for a government role and not getting responses, it may not be your experience, it may be how your application is positioned. At Successful Resumes, we specialise in: Government resumes Selection criteria responses Cover letters and pitches We help you present your experience clearly, professionally, and in line with what Australian employers expect. 👉 Book a consultation today and take the next step with confidence.

How to Decode Selection Criteria

How to Decode Selection Criteria: Your Complete Guide to Government Job Applications in 2026 If you’ve ever applied for a government job in Australia, you know the feeling: staring at a list of selection criteria, wondering where to start, and feeling overwhelmed by the task ahead. Whether you’re targeting roles in local councils, state government departments, or federal agencies like the Australian Public Service (APS), selection criteria responses are the make-or-break component of your application. Unlike private sector applications where your resume takes centre stage, government job applications place primary emphasis on your written responses to selection criteria. In fact, these targeted responses are what determine whether you progress to the interview stage, making them one of the most critical elements of your job search in the public sector. The good news? With the right approach, you can decode selection criteria and craft responses that showcase your capabilities, align with public service values, and position you as the ideal candidate for the role. In this comprehensive guide, we’ll walk you through everything you need to know about addressing selection criteria successfully in 2026, from understanding what’s required to polishing your final responses. What Are Selection Criteria and Why Do They Matter? Understanding Selection Criteria Selection criteria are the specific qualifications, skills, experiences, and personal attributes that an employer seeks in their ideal candidate for a public sector role. They act as a structured filtering tool that allows hiring panels to fairly and equitably evaluate all applicants based on merit. In government recruitment, selection criteria serve several important purposes: Ensure fair assessment: Every candidate is evaluated against the same standards Demonstrate capability: You prove you have the skills and experience for the role Show alignment: You demonstrate understanding of public service values and frameworks Filter high volumes: With competitive application numbers, strong criteria responses help you stand out The Competitive Reality of Public Sector Jobs in 2026 The public sector remains one of Australia’s largest employers and continues to offer attractive benefits including: Excellent work-life balance and flexible working arrangements Job security and stability in uncertain economic times Professional development opportunities and career progression Lateral and progressive career pathways Competitive salaries, benefits, and leave entitlements Meaningful work that contributes to the community Given these advantages, competition for government roles remains fierce in 2026. Your selection criteria responses are your opportunity to rise above the crowd and demonstrate why you’re the best person for the job. Step 1: Understand Exactly What’s Required Check the Application Requirements Carefully Before you write a single word, thoroughly review the job advertisement and position description. Government applications are highly specific about format requirements, and these can vary significantly, even within the same agency. Common application formats in 2026 include: Individual criteria responses (separate answers to each selection criterion) Statement of Claims (1-2 page document addressing all criteria) Pitch or Cover Letter (extended letter format, often 750-1000 words) Integrated responses (criteria woven into a cohesive narrative) Video responses (some agencies now accept or require video pitch submissions) Where to find requirements: Job advertisement Position description (often linked in the ad) Organisation’s careers page Application guidelines or candidate information pack Identify and Break Down Each Criterion Once you understand the format, analyse each criterion carefully. Look for key terms that signal what’s expected: “Demonstrated experience”: Requires concrete, evidence-backed examples “Ability to”: May allow for transferable skills or potential “Knowledge of”: Focus on technical understanding or familiarity “Highly developed”: Suggests advanced or expert-level capability “Well-developed”: Indicates strong, established skills These subtle differences guide the depth and type of examples you should provide. Step 2: Gather and Select Your Best Examples Review Your Career for Standout Achievements Review your professional history to identify relevant examples. Focus on experiences where: Your actions and contributions are clear Results are measurable or significant Impact extended to the team or organisation You demonstrated leadership, initiative, or problem-solving You adapted to change or drove innovation For career changers: Identify transferable skills that align with the new sector’s demands. The STAR Method: Your Foundation for Strong Responses The STAR method remains the gold standard for structuring selection criteria responses: S – Situation: Set the context briefly and clearly T – Task: Describe your specific role and responsibilities A – Action: Detail the steps you took (this is the most important section) R – Result: Share measurable outcomes and impact Example: Criterion: Demonstrated ability to lead teams through organisational change Situation: As Team Leader at [Department] in 2025, our division underwent a major restructure that consolidated three teams into one while transitioning to a hybrid working model, creating uncertainty among 25 staff members. Task: I was responsible for leading my team of 8 through the dual transition while maintaining service delivery and morale during a 6-month integration period. Action: I implemented weekly virtual team meetings to provide updates and address concerns, established digital buddy systems pairing staff from different former teams using collaboration platforms, conducted both in-person and online one-on-one check-ins to identify individual support needs, introduced flexible meeting schedules to accommodate hybrid arrangements, and collaborated with HR to develop a transition communication plan that was later adopted division-wide. Result: My team maintained 100% service delivery standards throughout the transition, staff engagement scores increased by 15%, and zero team members sought transfers or left the organisation. The digital buddy system I introduced became standard practice across the division and was recognised in the agency’s innovation awards. The CAO Method: For Tight Word Limits When space is limited, consider the streamlined CAO approach: C – Context: Brief situational overview A – Action: Your specific steps and contributions O – Outcome: Results for the team and organisation Strike the Right Balance of Detail Aim for: 20-25% Situation/Task 50-55% Action 25-30% Result Step 3: Draft Compelling Responses Use Quantifiable Results Wherever Possible Numbers add credibility and impact. Instead of: Weak: “Improved customer satisfaction” Strong: “Increased customer satisfaction scores from 72% to 89% within six months, exceeding the departmental target of 80% and contributing to a 25% reduction in complaints”

New Year, New Job: Why January Job Searches Stall

New Year, New Job Why January Job Searches Stall (and What Actually Works in Australia) January has a particular energy. It’s the month of fresh notebooks, bold intentions and 47 open job tabs you swear you’ll “apply to tonight.” You update your resume.You refresh LinkedIn.You apply for a few roles that are “close enough.”You tell yourself you’re being proactive. And then… nothing happens. If this sounds familiar, you’re not failing. You’re responding to January the way most people do and January rewards a very specific kind of behaviour. January Is a High-Competition Month in Australia In Australia, job search activity spikes sharply at the start of the year. More people are searching. More people are applying. But the number of genuinely suitable roles doesn’t double overnight. SEEK’s seasonality data consistently shows: Job search activity peaks in January Unemployment often rises in January Employment growth tends to lift in February as hiring decisions flow through In other words, competition increases faster than opportunity. So if January feels crowded, it’s because it is. The most common response to this pressure looks like productivity, but rarely delivers results: more applications broader targeting longer cover letters more explaining This is the January trap: high effort, low traction. Why January Job Searches Stall January job searches don’t stall because people lack motivation. They stall because most candidates don’t have a visibility problem—they have a credibility problem. Not actual credibility.Perceived credibility in the eyes of hiring managers. Hiring is a risk decision. And in a crowded market, enthusiasm doesn’t reduce risk—clarity does. The fastest way to stand out in January is to stop doing what most candidates do. Stop Presenting Multiple Professional Identities at Once If your resume or LinkedIn profile sounds like this: “I can do operations, project management, customer success, and HR…” “Open to anything, really…” “Happy to consider senior or mid-level roles…” You’re not showing flexibility.You’re signalling uncertainty. Australian recruiters move quickly—especially early in the year. When they can’t immediately see what you are, they move on. Pick one lane long enough to build momentum: one role family one level one clear direction Not forever. Just long enough for your resume to tell one coherent story, not several competing ones. This matters more in Australia than many candidates realise, given the high volume of job movement early in the year. Why Signal Quality Matters More Than Ever According to the Australian Bureau of Statistics, 1.1 million Australians changed jobs in the year ending February 2025. That level of movement means: recruiters triage harder “maybe” candidates are filtered faster resumes must do more work upfront In a noisy market, your resume can’t afford to be vague. This is where professional resume writers in Australia make a measurable difference—by tightening signal quality, not adding noise. The “New Job” Strategy That Actually Works in January Don’t try to out-apply the market. Out-position it. Here’s what that looks like when you’re serious—but not frantic. Step 1: Decide What You’re Being Hired As Not your past title.Not your full career history. What role should someone assume you’re right for after a 12-second scan? Write it as a single line: “I’m targeting ___ roles, at ___ level, in ___ environments.” If you can’t finish that sentence, January will happily consume your time without results. Step 2: Replace Responsibilities With Proof In January, most resumes read like job descriptions. Hiring managers don’t hire responsibilities.They hire outcomes. Instead of: “Managed stakeholders” “Led projects” “Responsible for operations” Use proof that reduces doubt: what changed because you were there the scale you operated at what you improved, delivered, reduced, or protected the constraints you worked under Example:“Managed stakeholders” becomes:“Aligned operations, finance and customer teams to deliver X outcome under Y constraint, reducing delays by Z.” If your bullet points could belong to anyone, they will. This is a core principle of ATS-friendly resumes in Australia—specific, measurable, role-aligned evidence. Step 3: Use Employer Logic, Not Candidate Logic Most people write resumes like this: “Here’s everything I’ve done.” Strong candidates write: “Here’s why I’m safe to hire for this role.” Australian employer research consistently shows hiring managers filter for: job-ready capability reduced onboarding risk evidence of operating at level clear contextual fit Your resume and LinkedIn profile must make those signals easy to spot—quickly. This is where professional resume writing services in Australia focus their value. Step 4: Let Demand Guide Direction If you’re unsure where to aim, don’t guess—use data. Two reliable Australian indicators: Job vacancies by industry (overall demand) Online job ad trends by role and region (direction of movement) You don’t need to become an economist. You just need to avoid targeting a shrinking corner of the market with a generic message. January Rewards Calm, Clear Candidates The most successful January job seekers aren’t frantic. They: pick a lane early tighten their message apply to fewer, better-matched roles communicate with confidence, not urgency They treat the year like this:January is for positioning. February is for conversion. That pattern aligns closely with SEEK’s observed hiring cycles across Australia. A Practical Two-Week Reset (No Hustle Theatre) Days 1–3: Pick the lane role family + level + target environment review 5 real job ads and highlight repeated language Days 4–7: Rebuild your resume headline aligned to the target role 3–5 proof-based bullets push older or less relevant detail down Days 8–10: Align LinkedIn headline mirrors resume positioning About section reflects the same proof points experience reinforces one clear narrative Days 11–14: Apply with intent fewer applications, stronger alignment one short outreach per role: “Here’s the value I bring in your context” That’s it. If You Remember One Thing January job searching isn’t hard because you lack motivation. It’s hard because crowded markets punish vague positioning. Trying to be everything to everyone rarely works. Be obvious. Thinking “New Year, New Job” This Year? If January feels busy but unproductive, it’s rarely because you’re doing nothing. It’s usually because your resume and LinkedIn profile aren’t sending a clear enough signal in a competitive Australian job market.

The Resume AI Trap: Why ChatGPT and Copilot Can Quietly Cost You Interviews

The Resume AI Trap: Why ChatGPT and Copilot Can Quietly Cost You Interviews Can recruiters tell when a resume is written by AI? Let’s say you did what everyone’s doing. You opened ChatGPT or Copilot. You pasted your job history. You added the job ad. You asked for a “professional, ATS-friendly resume”. And the output looked… good. Clean. Confident. Polished. So why does it still feel like your applications are vanishing into thin air? Because a resume isn’t judged the way an English essay is judged. It’s judged like a risk document. Hiring managers aren’t asking, “Is this written nicely?”They’re asking, “Do I believe this person can do the job, and do I trust what I’m reading?” And right now, AI-written resumes are triggering a very specific reaction in hiring teams: “This looks… fine. But I don’t feel the person.” Recruiters have even published guidance on how they spot AI resumes, and generic language without substance is one of the biggest giveaways.  This article isn’t “anti-AI”. We use tools thoughtfully at Successful Resumes. But letting AI author your resume from scratch is where people get hurt, not dramatically, not obviously, just… quietly, consistently, through fewer callbacks. After reviewing thousands of resumes across industries at Successful Resumes, we see the same pattern repeat: AI-written resumes look competent on the surface but quietly erode trust where it matters most. Here’s why. AI makes you sound employable… in the most forgettable way AI is brilliant at producing “professional” sentences that could apply to almost anyone. That’s the problem. Recruiters are seeing waves of resumes full of the same smooth, interchangeable phrasing, and when everyone sounds the same, nobody stands out. Recruiters themselves say generic, “all the right words” language is a common AI tell.  A human resume that gets interviews usually has something AI struggles to generate: a specific scope a clear “before/after” result a credible level of detail the right weight in the right places AI will happily tell an employer you’re “results-driven”.A strong resume shows what changed because you were there. This is where AI often hurts strong candidates more than weak ones. It smooths away exactly what made them credible in the first place. The resume starts mirroring the job ad (and that can backfire) Most people prompt AI like this: “Use the job description and tailor my resume.” So AI does what it does best: it mirrors language. The risk is you end up with a resume that reads like a rehash of the job ad, keyword-heavy, light on proof. That doesn’t feel tailored. It feels manufactured. And manufactured is the opposite of trust. (Yes, keywords matter. But “keywords without evidence” is where applications die.) AI can accidentally invent things, and you won’t always notice AI tools can “fill gaps” when your input is incomplete, vague, or messy. In normal writing, that’s helpful. In resumes, it’s dangerous. It might: inflate your seniority (“led”, “owned”, “directed”) broaden your responsibilities smooth over dates or scope imply certifications you don’t have Even small inaccuracies create big interview problems. Not because someone is trying to trick you, but because the resume is now presenting a version of you that you can’t comfortably defend under pressure. And interviewers notice that mismatch quickly. ATS “optimisation” is more than keyword stuffing A lot of candidates believe AI = ATS safe. Sometimes it is. Often it isn’t. Two big reasons: Formatting and readability If you use AI tools plus templates that lean on columns, tables, text boxes, or fancy layouts, many ATS platforms struggle to read them properly, content can be scrambled or dropped altogether.  So you may think you applied with a strong resume, but the employer’s system captured an incomplete, mangled version. Structure and section logic AI often produces resumes that look tidy but don’t follow the most effective hierarchy for screening: the sections recruiters scan first, the order that sells your fit fastest, the balance between scope and outcomes. ATS isn’t just a gate. It’s the first layer of a human hiring workflow. Recruiters can spot AI writing, and many don’t like it This is the part job seekers underestimate. It’s not that using AI is “cheating”. It’s that AI writing has a smell, patterns, rhythm, buzzwords, polished emptiness. And once a recruiter suspects it, a question appears: “If they didn’t write this, then what else don’t I know about them?” One widely reported survey result that did the rounds in career media: a large proportion of hiring managers say they dislike AI-generated applications and believe they can identify them.  Even when employers don’t formally ban AI, the perception can still cost you. Your resume might not match your real voice, and that creates a “trust gap” Here’s a reality we see all the time: AI resume = polished, corporate, extremely “together” Candidate = normal human who speaks plainly Then the interview happens. And the hiring manager experiences a gap between the document and the person. Not a skills gap, a credibility gap. The resume reads confident and senior. The candidate is thoughtful and capable, just more measured. The gap isn’t dramatic, but it’s enough to introduce doubt. That gap makes hiring feel riskier. A great resume isn’t the fanciest version of you.It’s the truest professional version of you, the one you can naturally back up in conversation. Privacy: you’re feeding highly personal data into systems you don’t control Resumes contain sensitive information: employment history, locations, contact details, sometimes salary, sometimes visa status, sometimes health gaps you’re trying to explain carefully. When you paste that into a generative AI tool, you may be creating privacy and security risks you didn’t intend, and privacy experts have warned that the AI boom introduces new privacy challenges around personal data.  Even major institutions and firms advise caution with what you enter into AI tools, because conversational interfaces encourage oversharing. At minimum: if you use AI, anonymise names, companies, and identifying details. The job market is adapting, and “AI applications” are changing hiring processes As AI-generated applications

Mining Industry Resume

Resume Writing for the Mining Industry: What You Need to Stand Out Why the Mining Sector Needs More Than a Standard Resume Australia’s mining industry is one of the largest and most competitive job markets in the country. From FIFO operators and tradies to engineers and safety advisors, mining professionals face unique demands — and recruiters want to see that you get it from the first glance at your resume. A general resume simply won’t cut it. Whether you’re applying for a site-based role, a supervisory position, or head office support, your resume needs to be: Compliant with industry standards Optimised for mining-specific applicant tracking systems (ATS) Clear, skills-focused, and tailored to the role That’s where we come in. What Mining Employers Are Looking For Recruiters in the mining and resources sector are often scanning hundreds of applications per role. Here’s what they prioritise: – Safety Culture Demonstrated understanding of safety protocols, risk assessments, and compliance with WHS legislation is essential. – Site Readiness Employers want to know you’re ready to hit the ground running — with current tickets, inductions, and experience in similar environments. – FIFO/Roster Fit Clearly stating your ability to work a FIFO or DIDO roster shows you’re prepared for the physical and mental demands of remote work. – Qualifications & Tickets Make sure all your relevant certifications are up to date and easy to spot: Confined Space Entry Working at Heights Standard 11 HR/MC Licence Cert III/IV in relevant trades White Card, MSIC, Gas Test, etc. Common Mistakes in Mining Resumes At Successful Resumes, we see a lot of well-meaning but ineffective mining resumes. Here are the most common problems: – Too Much Jargon Listing every machine, tool, or ticket without showing how you used them or the value you delivered. – No Tailoring Using the same resume for every job, even when the scope of work or company type is completely different. – Missing Context Not explaining the size of the project/site, team, or roster you worked on helps employers gauge your experience level. What We Include in a Strong Mining Resume We write each resume with a clear structure, industry keywords, and a focus on achievements, not just duties. Here’s what a well-structured mining resume includes: Professional Summary: Who you are, what you bring, and your goals Key Skills: Including soft skills (communication, safety focus) and technical abilities Licences & Tickets: Highlighted in a separate section Project or Site Experience: Specifics on equipment used, type of work, roster, and site location Achievements: Safety milestones, productivity improvements, leadership examples References: Optional but helpful, especially for site-based roles FIFO & Mining Resumes We Commonly Write Our writers have experience supporting: Mobile Plant Operators HD Fitters / Boilermakers Electricians & Instrument Techs Safety Advisors / HSE Coordinators Mining Engineers Admin, Procurement, and Camp Support Environmental Officers Project Managers & Supervisors Whether you’re on a Tier 1 site in the Pilbara or looking to break into the industry, we’ll match your resume to your goals. Let’s Get You Job-Ready With resume writers based in Perth, Brisbane, Sydney and across Australia, we understand the regional and site-specific needs of the mining sector. Need help getting shortlisted for a mining job?Book a consultation or talk to one of our resume writers today — and let’s build a resume that works as hard as you do.

Why Choose a Professional Resume Writer Over AI

Why Choose a Professional Resume Writer Over AI When it comes to your career, your resume is one of the most important documents you’ll ever create. In today’s digital world, you might be wondering: “Why pay for a professional resume writer when I can just use AI for free?” It’s a fair question, but when it comes to real results, there’s simply no substitute for personalised, human-written career documents. Here’s why working with a professional resume writer at Successful Resumes will always outshine a quick AI-generated template. AI Can Sound Good, But It Doesn’t Truly Know You Artificial intelligence tools can string together sentences and mimic the tone of a resume. But they don’t know your story, your achievements, or what sets you apart from hundreds of other applicants. A generic, AI-generated resume might look polished, but it often lacks the substance that hiring managers are really looking for. At Successful Resumes, we take the time to get to know you — your strengths, career goals, and what makes your experience valuable. Then we craft a tailored resume that reflects you, not just a job description. Your Resume Needs to Be ATS-Friendly, And AI Doesn’t Always Get It Right Most companies now use Applicant Tracking Systems (ATS) to scan resumes before a human even sees them. These systems rely on formatting, structure, and keywords to rank your application. AI-generated resumes often miss the mark when it comes to ATS optimisation. They might use flashy formatting that gets rejected or lack the specific keywords required to pass through the system. We’re experts in ATS-compliant resume writing. We know how to structure and format your resume so it not only gets noticed, but gets you through to the next round. We Write for Humans, Not Just Algorithms AI can’t replicate human nuance. It doesn’t understand how to communicate your achievements in a way that feels authentic, confident, and compelling to a recruiter. At Successful Resumes, we focus on more than just ticking boxes. We write with purpose, using language that speaks to real people who are reviewing applications and making hiring decisions. Whether you’re applying for a leadership role, a FIFO position, or a graduate job, our resumes are designed to stand out, for all the right reasons. Every Resume Is Written By an Experienced Australian Writer Unlike AI, we don’t take shortcuts. Every resume we produce is written by a local, experienced writer who understands the Australian job market, recruitment trends, and industry-specific language. We don’t use templates. We don’t outsource overseas. You get personalised service, local insights, and a resume that’s truly unique to you. Career Support That Goes Beyond the Page When you work with us, you’re not just getting a resume — you’re getting a partner in your career journey. We offer tailored advice, help you articulate your achievements, and give you the confidence to apply for the roles you deserve. Our services include: Resume writing for all industries and career levels Cover letters and selection criteria responses LinkedIn profile writing Government job applications Interview skills training We’ve helped thousands of Australians get hired, and we’d love to help you too. Invest In Your Future, Not a Quick Fix AI tools are convenient. But when it comes to landing your next job or career move, you can’t afford to leave it to chance. A professionally written resume is an investment in your future, and it can make the difference between getting overlooked or getting the interview. Let’s tell your story the right way. Ready to get started? Contact your local Successful Resumes writer today and take the next step with confidence.

How Do Marketers Market Themselves?

Many people think of the interview process like selling, but they often pay little attention to the document that, ultimately, can get them the interview. How do you sell to the people who know all the tricks? Understanding how to present your skills and experience in a way that helps you attract the attention of potential employers is critical to succeeding in any job application. It’s even more critical when stepping into a marketing role where knowing what separates a good sales pitch from a bad one is a core job requirement. Fortunately, if you have experience in the marketing and communication space, you should already have the skills necessary to craft an application that demands attention, it simply takes a fresh approach. We sat down with Successful Resume’s marketing expert Neale Gallagher to find out a bit more. A change in mindset In some industries, it’s enough to treat your application like a written record of your career to date. Not so in marketing. While recruiters and employers will want you to demonstrate competencies and show past experience and achievements, marketing resumes need to reflect your contribution to the business bottom line. Essentially, justifying why you were employed and the value you added. Neale said it can be helpful to approach your whole application package – resume, cover letter, and interview – like you would a marketing campaign with a known and specific audience. “Think target marketing. Just focus your application on what has been requested in the job advertisement or job specification; the opportunity to expand and sell your skills will come at the time of the interview,“ he said. “For now, the role of the resume is to get the candidate to the interview.” Honing your approach Neale suggested that marketers look to the 4Ps – product, price, promotion, and place – to shape their written material. How and where have you prepared a pricing strategy and using what techniques, and how did this influence sales volume? Do you understand the audience you’re speaking to and the language that suits them? Are you able to show that your skills align to the needs of the job? Can you stand out from the crowd with evidence, such as increasing sales by a certain percentage or establishing new sales channels? These are questions you should focus sharply on in your resume and cover letter. “Of course, a key element of any promotional activity is the message” Neale said. “The same applies to resume writing. What message is most suitable for this specific application? Take the time to consider your achievements and contributions carefully – this can help you capture the attention of the employer. Make sure that these achievements align with the needs of the organisation.” If you would like to speak to Neale yourself to find out how you could open doors in your marketing career, contact him today on 0417 255 048 or send him an email at neale@successfulresumes.com.au.

The Future of Australia’s Miners

With the Australian mining industry in a slump and mines across the country closing, many employees are looking for new jobs. But with the whole industry experiencing a slow-down, finding employment in a similar role nearby is increasingly difficult. In this blog, we’ll discuss where miners can go with the skills they already have, and how they can best market themselves in a post-boom Australia. Finding the next opportunity As mines across Australia close and once cash-rich mining companies such as Peabody Australia lose billions against falling commodities prices, the pool of available mining jobs has become smaller and smaller. While the industry has recovered from the lows of the early 2010s, it has not reached the stratospheric highs of the late 2000s, leaving many highly talented and experienced mining engineers out of work. Fortunately, there are sectors of the industry that are growing instead of shrinking, offering great opportunities for savvy applicants. The industry as a whole has seen a boom in the number of jobs offered with a focus in Western Australia. In a 12-month period, the number of job advertisements has climbed by nearly 90 per cent, leading some commenters to suggest the slump is ending. This is supported by figures from DFP Recruitment, arguing that employment prospects across the national industry have improved by 35 per cent between June 2016 and June 2017. Additionally, industry watchers are forecasting an explosion in the number of jobs in jobs attached to the mining of tech metals. This sector deals in materials used in the construction of everything from batteries to mobile devices to solar panels – demand for which is only increasing. Australia is extremely rich in many rare earth metals, leading many to predict a domestic boom on both raw and processed materials. How to sell yourself Despite rosy projects for the mining industry, applicants still need to be aware that securing the right role requires careful attention to how you frame and present your experience and skill-set. With the number of skilled workers in Australia ever increasing, competition is strong. Showing how you’re able to add value to the company is more important than ever. The first step to any successful resume is to build your career narrative. Remove the out-dated objective statement and start your document with a summary of your value. It’s important to help the reader quickly understand your experience, skills and abilities and how they would benefit the team and company. When companies are hiring what they are looking for are people who can help them achieve their goals. To make your resume stand out, you can’t just tell them you are capable of doing the job you have to demonstrate your capability.  Through our consultation process, we learn about our client’s experience, accomplishments, skills and qualifications or certifications to build a career narrative that demonstrates the client’s capability and value. To learn how to translate your experience, skills and qualifications or certifications into an eye-catching and persuasive resume, speak to Successful Resumes today. We have a specialised team of writers who have extensive experience supporting clients with their careers in the mining, engineering or oil & gas industry, so you can rest assured you’re in expert hands when you work with us. Contact us for more information.

The Changing Face Of News

The Australian news industry is going through a period of significant transformation. With News Corporation losing more than $800 million across its Australian and UK newspapers and Fairfax axing 125 jobs across its metropolitan dailies, the writing is on the wall. Since the global decline in newspapers began in earnest in the late 2000s, commentators have repeatedly asked what will happen to journalists who have been made redundant. As publications of all sizes from national dailies to regional weeklies struggle to find the necessary cash to finance their operations, many journalists are preparing for life outside the industry. To find out more about the range of options open to former journalists, we spoke to Dee Bendo from Successful Resumes. Shifting down and sideways While the industry is in decline, Dee highlight that this doesn’t mean that job vacancies have fallen to zero.  Journalists can no longer count on there always being generalist positions at larger publications. Competition at smaller publications has become fiercer, as the sprawling newsrooms of metropolitan daily newspapers such as The Australian, The Age and The Daily Telegraph face the axe. “Many journalists are taking significant pay cuts to work at smaller, more niche or online-only publications in order to stay in the industry whilst hoping another opportunity with a major metro newspaper will become available,” she said. For those journalists hoping to re-enter the industry at a high level, Dee stressed the importance of a spotless, attention-grabbing application and portfolio. “You need a real point of differentiation and a lot of wow factor in your career passport in order to compete in the industry. “Your resume and social media profiles need to scream for attention with uniqueness,” Dee said. “Make a real value proposition to potential employers.” Closing a door and opening a window Some former journalists are opting not to battle onwards in a declining industry and are taking their unique skillsets elsewhere in the communications sector. Dee said that while the newspaper industry is going through a transitional period, journalistic virtues like attention to detail, networking ability, strong interpersonal skills, and a high level of general knowledge can help them secure work elsewhere. “Clients I have worked with have applied for Senior Communication Strategist, Content Advisors or something like PR and Social Media focused roles,” she said. “Others felt they were too old to fight the market and secured government based roles with less responsibility.” She had seen clients go on to included rewarding careers in international not-for-profits, community development organisations, educational institutions and more. For those who are considering leaving the industry, Dee offered some consoling words. “For many of my clients, redundancy was the best thing that’s ever happened to them because it has led many of them to a new world of success, work-life balance and job satisfaction,” she said. “Some earn way more than they used to as highly successful journalists.”

9 Professional Tips to Nailing Your Resume

Have you sent out endless resumes but still haven’t gotten called into an interview? Here are nine tips on how to nail your resume and get your foot in the door. The very first thing to remember when writing a resume is to take your time and not just throw something together. A clean, organised and well-written resume is your key to unlocking opportunities with potential employers. Did you know your resume has only 6 seconds? After a job is advertised, hiring managers may have to sift through hundreds of resumes. This initial stage can be broken into two outcomes: selection and rejection. Research tells us that on average, hiring managers spend six seconds to decide which pile your resume lands in. To give yourself the best chance of being selected, the first step is not to give them a reason to dismiss your resume on the first pass. Nine simple steps to creating an approved resume Want some more tips? Check out our full post at JobGetter and begin that job search right away! When in doubt, speak to professionals. Successful Resumes has more than 30 writers across Australia who support jobseekers with a resume that helps them shine. Get in touch with writers in New South Wales, Canberra,  Victoria, Queensland, Western Australia and South Australia.