Effective Online Applications

1. Effective Online Applications

2. Objectives • To develop understanding of why application forms are used in graduate recruitment • To look objectively at application forms from a recruiter’s point of view • To understand how to tailor answers to recruiters’ specific requirements • To understand writing motivational and competency-based responses

3. Reminder:every job application is a marketing exercise • Effective marketing is based on sound research • Therefore, research is the key to making effective applications

4. Research Areas Research yourself • What is the product I am selling: • Undergraduate/Postgraduate qualifications? • Existing experience? • Do I have any USPs (unique selling points) such as language skills? Research the role: • What are the key duties and responsibilities of the job? • What skills, competencies, qualities does the job require? Research the organisation • What is its mission, culture, client base? • Who are the major players, competitors? • What do I know of its products/services? • What are the current problems, threats, issues facing the organisation?

5. The Employer’s Two Questions • Can you do the job: i.e. do you have the skills, knowledge (and possibly relevant experience)? • Do you want to do it: i.e. do you have the motivation? These two questions will dominate the application process right through to the interview stage.

6. General Tips • Follow any instructions carefully • Fill in every section (if relevant) • Personalise your applications - avoid cutting and pasting • Stick to word counts • Avoid errors! • Avoid casual language, abbreviations or text/email talk • Use evidence throughout • Demonstrate research • Be specific – avoid general statements • Answer the whole question: is there more than one part? • Check that your sentences read well

7. The Recruiter’s Perspective The average graduate training programme will attract several thousand applications • How can recruiters get the numbers down? • How can you help them to do this? • By making either a particularly good or a particularly bad application • By enabling them to assess the above very quickly!

8. Bad Application • Demonstrates very little evidence of real research • Is poorly written and presented • Makes the reader work harder than they would like to • Is generically written: i.e. answers could be substituted on different forms • Responses do not address the questions asked

9. Good Application Engages the reader through: • Positive presentation: e.g, using formatting features well • Addressing the questions asked • Demonstrating real evidence of research • Using the STAR or CAR model for competency questions • Lack of errors • Concise, well written answers

10. Motivational Questions “Why do you want to work for…?” • Give specific reasons- avoid being vague/general • Research the company: check their website, brochure and the press • Aspects to consider: • Business areas • Training programme • Recent deals • Future aspirations • Clients • Company culture • International opportunities • Refer to contacts/speakers at presentations to back up what you say • Avoid repeating large sections of the firm’s literature. Personalise it!

11. Example Questions • Consider the two example answers to Motivational questions • Rate them in terms of content: • Level of detail • Level of research • Evidence of commitment • Evidence of a good match • Use of vocabulary • Use of word count • Visual format

12. Competency Questions • Designed to assess you against key competencies required for the position • Based on the belief that past behaviour is the best indicator of future behaviour and potential • The key is the evidence you provide • Usually they are framed in a very clear way to indicate how you should answer • Often begin: “Please tell us about a time when….” • Choose a variety of examples drawn from different areas of your life to illustrate your answers - don’t draw solely on your academic experience • Be succinct! Often you may need to write to a very specific word limit.

13. STAR/CAR STAR: Situation, Task, Action, Result CAR: Context, Action, Result The most important of these, regardless of which formula you use, is the Action

14. Example Questions • Assess the two team working competency questions • Consider the following criteria: • Evidence of criteria: eg, team player, initiative, result focus, perseverance • Level of detail • Use of language • Clarity of answer • Presentation • Individuality: does the person stand out?

15. Other Questions “Please detail any academic awards, positions of responsibility and non-academic achievements” The recruiter is looking for: • Evidence of time management and personality • Ability to work independently/with others to achieve goals • Skills: initiative, tenacity, ability to motivate/encourage others, co-operation, determination Examples: • Scholarships and prizes • Leadership/captaincy/student representative roles • Setting up club/society • Organising an event

16. Tips for success • Define your criteria and compile a list of companies you are going to apply to • Find out their deadlines and recruitment schedule • Do your research • Draft your applications one by one • If possible, work on the ones you are less interested in earlier – use these to develop your art! • Ensure your documents create the right first impression • Use formatting features to your advantage: eg, bullet points • Store your answers – create a databank of competency responses • Get someone reliable to proofread your applications