CHAPTER 1
A Step-by-Step Guide for Job Applications
This chapter will introduce you to the basic steps and strategies you can use to find a job. They have been proven to be effective by my clients and me.
Be Selective
Choose ten jobs and ten jobs only. Research the job descriptions. Determine how competitive the salary offered for each job is in comparison to current market trends. Analyse the potential for career progression and each company's growth by reading public annual reports and reading news of its recent product or service launches. Each job must be one in which you see yourself prospering, and it must be within an organisation you would love to work for. Conducting research first is key! Now that you've done your research ...
Print Out Each Job You've Applied To
Print off the advertisements for the ten jobs you've chosen. Shrink the advertisements so that the full job description (JD) is on one page. On the printout, note the date you made your application and the name of the person responsible for the recruitment and selection process.
Carry these printouts around with you at all times. This will ensure that if an HR staff person or recruitment consultant contacts you regarding your application, you will always be prepared. You will be more than able to mention specific aspects of the position's responsibilities, main performance targets, and the company itself which captured your attention and motivated you to apply.
Using the printout as a guide, you will not sound like you've been applying to anything and everything. The impression you will project is that this is the only job you have applied for, as you are able to "recall" specific details. The printouts will give your conversation structure, will help you be enthusiastic, and will limit the amount of ums and uhs you say—not to mention that quoting aspects of the JD is quite impressive.
Application Process
If you continuously apply for jobs with no success, you need to take a step back and determine what part or parts of your application are letting you down.
• Need/want recognition—You know what type of job you want, and you are keen to progress to the interview stage.
• Job search—What mediums are you using? Are you limiting yourself to only one website, or are you utilising all possible sources?
• Evaluations of options—What is the most successful approach, considering time and resources available?
• Applying to the job—Are you including a specifically tailored cover letter? Are you presenting yourself professionally in the email you write and over the telephone?
Post-application evaluation—Is your approach working? Do you need to rethink one of your application stages?
If you keep using the same strategy to no avail, you cannot expect a different result. Although it may be difficult, you need to consider that your CV is not selling your skills and experience effectively. This may be the case if you keep applying to jobs and receive no or little response. If you make it to the interview stage and do not progress, perhaps others are perceiving you in a way you do not intend.
Whatever stage you're struggling with, realising the faults in your application process is necessary for job placement. Success can start only when you are being open to self-criticism and improvement.
Writing an Email to a Recruitment Agency or Potential Employer
If you prefer to or are advised by the job advertisement to apply directly to a specified email address, the email you write must be professional. Short and simple is best.
Ensure grammar and punctuation are correct. And also thank the contact person by name for his or her consideration, and indicate that you look forward to discussing opportunities with him or her. Also insert a signature consistent with the body of text, as in the example below.
Good afternoon, Lily,
This email is an expression of my interest regarding the Marketing Internship currently advertised on SEEK.
Please find my CV attached for your perusal.
Please contact me on 0407-199-382 at your earliest convenience to discuss this position further.
Thank you for your consideration.
Regards,
Melanie Fiest
M: 0407-199-382
E: Melanie.fiest58@yahoo.com.au
Writing a Follow-up Email after a Phone Call
A follow-up email needs to demonstrate your enthusiasm towards the advertised role without being pushy and without demanding information about employer's selection or application progress. With this in mind, your call must be short and polite. You should send this email if you haven't been contacted after submitting your CV and cover letter.
Dear Bob,
I'm enquiring about the progress you've made towards the HR assistant position.
I'm quite enthusiastic about the role and would like the opportunity to present myself in an interview if the position has not yet been filled.
I look forward to your response.
Yours Sincerely, Melanie Humack
Other Application Strategies
Get in contact with recruitment consultants which have interviewed you and were unable to place you. Remind them of the position you came close to being chosen for. You need to demonstrate your continued interest in working with them. Since they've interviewed you previously, they know how well you present yourself, the competencies and skills you possess, and what work environment would best suit you. Use these as a selling point for them to find you a job placement. Don't forget that they make a commission if they're successful!
Networking
When you go for interviews, keep every business card you are given and store these in a folder for safekeeping. You can contact these recruitment consultants in the future regarding job interviews. Keep the cards associated with positive interviews only. You can still keep them even if you are not placed in a position. Discard any business cards associated with negative interviews.
Also utilise social media websites to connect with people in your chosen industry or job role. Further information on networking is available in a later chapter of this book.
Understanding and Practicing Selection Tests
Many companies and recruitment agencies use selection tools such as psychological, numerical, and intelligence tests to differentiate between weak and strong candidates for a job position. Preparation before being examined is fundamental to increasing your chances of passing or excelling on one of these tests.
Practise tests are rarely available. However, journal articles, forums, and websites provide valuable information on what to expect and what information about you is being gleaned from each question. Research such as this is great preparation. Simple, free practise tests for typing speed and Microsoft programs (Word, Excel, and PowerPoint) can be found on the Internet. Preparation guides are also available for numerical comprehension, verbal comprehension, and error checking tests.
Applying Directly to Jobs
With an increasingly competitive market and soaring unemployment rates, seldom will you find advertisements managed and controlled directly by the hiring organisation. Internal recruitment is becoming rare and is being overtaken by recruitment agencies. Outsourced recruitment activities create difficulty in applying directly to an organisation, especially if direct contact information is not available.
The advantages of applying directly to the hiring organisation include the following:
1. You bypass recruitment consultants, who act as the first filter. They are often riddled with personal biases. After engaging with numerous candidates, they usually form a stereotype of what an ideal candidate will look and behave like. If you do not conform to this stereotype, you can be rejected despite having competencies suitable for the job. Recruitment consultants also do not have an in-depth understanding of every client's industry, the organisation's culture, or the needs which must be fulfilled by the right candidate.
2. Interviews conducted by internal HR personnel tend to provide more information regarding their company and their expectations, and clearer descriptions of the job and work environment. Recruitment consultants, on the other hand, are bound by confidentiality agreements, so they are unable to disclose information until they are sure a candidate has a good chance of being well received by their client. Liaising directly with internal HR personnel makes it substantially easier for you, as the candidate, to determine if this is the type of organisation you can see yourself working for. It is also an opportunity to gain answers to questions regarding opportunities for career progression, how the organisation is structured internally, who you will be reporting to, and what the boss is like. External bodies cannot answer these questions.
3. Any recruitment consultant's ultimate goal is to fill a position and earn a commission-based fee for the placement. As the candidate, you act as the means to receiving this commission. It is then fair to say that most consultants do not have the candidate's best interests in mind; satisfying their client is their primary focus. Ascertaining whether the placement will benefit the candidate in terms of career progression, monetary gain, and intrinsic value is commonly ignored. However, HR managers make the candidate's attitude and "fit" in the company a priority, as they understand the internal ramifications for both the client and the candidate if the wrong candidate is chosen. Ramifications can range from intellectual and property threat, damage to the organisation's reputation through intentional error or incompetence, financial loss from termination of employment, profit loss via customer complaints, and disruption to the organisational culture.
4. When companies seek a pool of candidates outside their company, they are searching for people who can add value to their company. It is well known that excessive reliance on internal promotion and recruitment results in employee cloning; the same ideas and skills are recycled. This has the potential to stunt the organisation's growth and available expertise, particularly in small organisations. Therefore, HR managers often seek employees who are untainted by their industry, have relevant experience, and are able to bring with them new expertise and ideas. Keep this in mind if your career is taking a new direction. When they ask you why they should choose you over other candidates, pitch the following:
• You can offer different expertise and experience.
• Your previous work experience, skills, and knowledge are transferable to the job vacancy.
• You'd add diversity to the organisation (if they are a small business).
Cold Job Applications
Apply directly to organisations which you have researched and have an interest in working for, despite seeing no advertisements or having no knowledge of position vacancies. You can do this in an email format or by approaching them directly. This is covered in depth in another chapter of this book.
Here is an example of a cold email:
(Mark your email as important with an exclamation point, using Outlook.)
Subject: I would love to work for you!
Good morning, Barry,
I would love the opportunity to work for you!
I've researched [company name] and feel as though I could offer your organisation and your team expertise on your new product launch project.
As a current Project Manager at [company name], I've personally organised and ensured the success of our own product X launch. I've recognised that your [product name] has the potential to grow and prosper rapidly, especially with the [brief details of product, current market research, and competitor analysis].
I've attached my CV for your perusal.
Please contact me on 0407-199-382 at your earliest convenience to discuss position opportunities.
Thank you for your time.
Regards,
[full name]
Mobile
Email
Walk-in Approach
A walk-in approach is, in one word, proactive! Confidence, practise, and the right strategy are required to execute it well. Further guidance on this approach is provided in a later chapter of this book, but an introduction follows.
The first step involves printing off multiple copies of your résumé and presenting it personally to potential employers. You should request to speak to the person who internally recruits, HR, or the business owner, depending on the size and structure of the organisation you approach.
Remember that first impressions truly do matter. You must dress appropriately, in accordance with the type of role you're applying for. For example, if you're applying for an accountancy position, dress in a suit.
Be confident and ask direct, concise questions. Elaborate upon your experiences. Be sure to use the jargon of the business correctly when you converse with the contact person.
CHAPTER 2
Résumés
Your résumé is the first impression you give to a potential employer or recruitment consultant. It needs to market your skills, qualifications, and experience in a way that suits the particular job you are applying for. Therefore, a résumé should be treated as the first layer of your overall selling pitch. It must be specifically tailored to each job you apply for—in content and in format.
Great résumés take a lot of time to write and edit. Do not assume that résumé writing is easy and that your first draft is sufficient.
General Rules for Formatting
Remember that different people are going to view your résumé. You need to choose a font size suitable for people with poor vision. I recommend using 11- or 12-point Times New Roman or Calibri, as these are the standard for CVs.
Your résumé must be easy on the eyes. Bullet points, paragraphs, and lines must be consistently aligned and pleasant to glance over. Anything that is messy and requires effort can irritate the reader, who might dismiss your résumé despite its relevant content.
Include appropriate information about each previous job. Highlight any important responsibilities, features of your role, or achievements.
Number the pages of résumé for the readers' use. On each page, leave margins sufficient enough for readers to write comments when they print out your résumé. Note taking is a common practise of recruitment consultants and employers.
Check all documents with spellcheck and grammar. Also manually check your document for errors and ensure that paragraphs make sense. Review your document at least two times before applying.
Language
Avoid colloquialisms in your résumé. Emphasise your level of professionalism by substituting colloquial phrases with strong descriptive statements—for example, "liaised with clients," "consulted with clients," or "negotiated with clients" are professional substitutes for "talked to clients."
Do not use jargon you do not understand. Using these in the wrong context can be detrimental to your application's success.
Content
Avoid content which can cause an employer or recruitment consultant to discriminate against you and limit your chances of progressing to the interview stage. Content which should be excluded from your résumé includes the following:
• Address
• Age/date of birth
• Gender (although your name is normally an indicator)
• Year you graduated from high school or completed your school certificate (employers can use this to estimate your age)
• Marital status
• Personal photos (research indicates that interviewers are more favourable towards good-looking candidates and ignore their less attractive counterparts despite equal experience, qualifications, and/or skills)
Reducing the amount of personal information available on your CV protects you from identity theft in the chance that you accidentally apply to a scam job.
Résumé Checklist
Use this checklist to ensure your CV is to a high standard. Complete it before submitting your CV for jobs.
[] Contact details:
[] State your full name and contact details in an easy-to-read font.
[] Make sure your email is underlined and highlighted in blue (hyperlinked).
[] Double-check your contact details.
Career objective/summary:
[] Your career objective must be relevant to the position you apply for.
[] It indicates what industry you want to develop your career in, your long-term career goals, how you would like to apply your degree to your career, etc.
Education:
[] Include the full name of your degree, the name of the institution, the finish date or estimated finish date.
[] Show your academic achievements.
[] Mention your GPA if it's necessary for the application or is quite high.
Professional memberships:
[] Name any organisations or associations in which you have a membership, such as AHRI, APS, CPA Australia, or Psychology Society.
[] Indicate your level of membership, and include the year you started your membership.
[] If you are not a part of any organisations, strongly consider becoming a member in an association linked to your industry. Membership shows your intent to excel in your career and a genuine interest in your industry.
Employment:
[] List your skills and knowledge. Bullet points are recommended.
[] Highlight any major achievements or projects you were responsible for or involved in.
[] Use past tense and first person.
[] Avoid passive verbs. Use active verbs.
