My previous post explored the reasons applicants don’t make the shortlist. Here I look at three key activities that will increase your chances of making it past the initial sift.
1. Do your research
I’m often surprised at how little effort applicants put into finding out about a job before completing the application. I’ve seen applications where it’s clear that the prospective candidate hasn’t understood the role, department, or organisation they’re applying to.
Making job applications is time-consuming. However, it’s far better to make fewer, targeted applications where it’s clear you’ve done your homework than taking a ‘spray and pray’ approach.
Consider the following aspects which will help to demonstrate your understanding. This is particularly important if you’re looking to move from one sector to another.
You should have done your homework and know:
- What sector the organisation is in.
- In which department the job is.
- Where the role and department sit within the organisational structure.
- Who you’d report to.
Starting with the sector- what do you know about it? Take the example of a university. The organisation sits within the Higher Education sector. What kind of university is it? There are different groups- is it a Russell Group, Million+ or other? What does this mean? How is the university ranked in various League tables?
By exploring news items about Higher Education, you will quickly get an overview of the issues facing Universities at the current time. For example, you can subscribe and search for posts in WONKHE. How many students are there at the Institution you’re applying to? What specialist courses are offered?
Make contact
Is there a named person you can discuss the job with? If there is, get in touch. Hardly anyone bothers to do this! It’s a great way to find out a bit more about the role, how it’s arisen and to demonstrate your motivation before sending in your application.
By taking the time and trouble to research each aspect of the role and understand its context, you will already be doing more than most. It will help you craft your application far more compellingly and help you get under the skin of the role.
Once you know more about it, you may decide the job isn’t for you- saving both yourself and the recruiter a lot of time. However, if you are shortlisted, it may be because you bothered to make contact. If there isn’t a named person, call anyway and find out whether it’s possible to talk to someone about the post.
Undertaking research will help you to complete a more convincing application. You’ll feel more confident and better prepared.
2. Know why you’re applying for the role
When you apply for a job, you’ll probably be required to provide either a personal statement, cover letter or additional information to support your CV or application.
To demonstrate your fit for the role, take the Essential criteria from the Person Specification in order. Provide an example of how you demonstrate each one, with tangible quantitative/qualitative examples. Keep your examples succinct and relevant and which relate specifically to the job role.
Most recruiters will be shortlisting using a form to check for evidence against each criterion. By presenting your information this way it makes it easier to select you.
At the end of the supporting information add 1 or 2 sentences explaining why you’re applying. This will provide evidence of your motivation. You aren’t always asked to say why you want the job. I think it’s a great opportunity to convey your enthusiasm for the role. It’s also an opportunity to demonstrate your research.
3. Tailor your application
Undertaking research will help you to tailor your application. The more tailored your application the more it will appeal to those who are shortlisting.
Of course, the reality is that you may well have applied for two or three similar roles. There will be common elements in your applications. However, each one should be differently nuanced.
It’s tempting to cut and paste content from one application to another. However, it’s also easy to forget to remove any references to a different job role. I’ve seen CVs where applicants haven’t removed references to Chat GPT and applications that refer to a completely different position.
Advice on using AI
While it’s tempting to harness AI to save time in making applications, the content it provides will often be very generic, American in style and spelling and cliched in the phrasing, so be wary.
It’s ultimately a false economy to rely too heavily on AI, even though many applicants are using it. While it may appear to save you time, it’s often more likely to lead to rejection. Some recruiters will have specific guidelines on the use of AI for applications- take heed if they do.
Arctic Shores, specialists in candidate assessment and recruitment, recently found that Talent Acquisition teams are drowning in applications- in some cases 800 applications for a single role. They caution: ‘Early Careers teams are drowning in a sea of sameness — hundreds, sometimes thousands, of applications that look identical. AI tools are helping candidates apply faster than ever, but for hiring teams, that speed has come at a cost.
This has led to a ten-fold increase in applications- but with no real insight into the candidate’s potential.’
While it’s unlikely that jobs for more experienced applicants will attract these kinds of application numbers, AI doesn’t necessarily mean your application will stand out. Or if it does, it may be for the wrong reasons.
I try to prepare for everything beyond the extent of preparation. Taylor Swift.