In our blog post this week, we will begin to explore the first step of the job application process known as the recruitment stage. Here, recruitment refers to the completion of all written documentation required when applying for a specific employment vacancy. However, even before we begin, it is important to first note that there are three main reasons why graduate job applications are immediately rejected as listed below.
Sending the same general information to multiple organisations
Attempting to complete the application documentation at the last minute
Failing to proofread the language several times before submitting
Tailoring the application documentation to each specific job vacancy
Therefore, all the application documentation must be carefully tailored to each specific vacancy. Indeed, mass posting the same general letter of application and resume to several organisations is a futile waste of time as professional recruiters, HR personnel, and hiring managers are all familiar with such lazy and irresponsible actions.
On a more positive note, as we shall see in future blogs, tailoring does not require designing completely new application documentation on each occasion, but rather taking care to adapt the cover letter and resume outline to the specific job and updating the content.
Overcoming automated recruitment technology
Companies are now increasingly adopting various automated technological systems to initially screen graduate applicants to ensure they have the appropriate knowledge, skills, abilities, and attitudes to function effectively in the organisation. Only those candidates that clear such vetting systems are considered by recruiting staff for possible interview.
Moreover, note very carefully that employers can access your postings on social media when considering whether you are a suitable person for employment in the organisation. Therefore, before applying for any job, clear up your postings to remove any silly comments or images that might have been considered amusing at university. This includes the ID photo you submitted on enrolment to your department and consider whether the image projects a serious impression of you or of some comedian ‘playing the fool’?
Then, these automated systems function by screening job application documentation against a detailed list of criteria inputted by specialist recruiters. The primary purpose is to make selection more objective and cost effective, while reducing the time taken to hire staff. Therefore, to increase the chance of overcoming automated vetting, for now focus on the following points shown below that we will explore in more detail in future blogs.
Evaluate your online image and remove negative postings from social media
Tailor each application to highlight competencies shown in the recruitment documentation
Emphasise critical soft skills and how you acquired them
Explain the importance and your use of soft skills
Present your information in a clear logical order relevant to the job
Use direct professional language that gets to the point and avoid ambiguity
Keep referring back to the job description and personal specification
Highlight other achievements and experiences that make you interesting to the organisation
Stress your enthusiasm for learning and professional development in the new graduate job
Question 1
To what extent do graduates realise that social media posts will influence future job opportunities?
Question 2
What might explain the reason why some graduates send a general job application to multiple organisations?
Question 3
What can be done to successfully complete the initial job application documentation?
We shall explore Question 3 in our next blog focusing of cover letters, CVs, and resumes.
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