The last Project Management Recruitment Idea we looked at the interview stage and presentations. This week we focus on the application stage again, specifically the “dreaded” application form. Why dreaded? For most people it means more time and thought has to go into it, and anyway, why can’t they just accept a CV like everyone else?
The Application Form
Application forms used to be more prevalent in the recruitment process and played a prominent part as I looked for my first graduate role. Being almost 20 years ago this involved handwritten submissions and it was interesting how each question was sufficiently different that you needed to rewrite each time.
I can therefore appreciate the reluctance we see each time an organisation (this tends to be limited to the not for profit sectors) informs us of the need for candidates to submit an application form. When running a campaign involving application forms I find I deliberately need to account for the inevitable fall off of half the interested candidates. The inference here is that 50% of candidates are either too lazy or too afraid to complete an application form.
Thankfully most application forms these days follow a similar format with sections asking for details of employment history, qualifications and personal details. The most important section is one which asks “Tell us why you are right for this role” or similar language. Rather than seeing this as a difficult open ended question consider it instead as a wonderful targeted marketing opportunity.
The key starting point here is to look at the person specification for the role. I recommend that the bullet points for this are cut and pasted into the application form at the appropriate point. Using each point as a heading show not only how you satisfy the bullet point but also what difference you have made in your roles. A recent blog “why hiring managers are so dysfunctional” has a useful perspective here.
By providing the person specification the hiring manager is telling you what he feels he needs. This is your perfect opportunity to show how you meet their needs as opposed to a CV which can be fairly generic and often presented before you know in depth about the organisation (especially true if applying via an agency). You will certainly be given a window to complete the application form and using this time to do some background work may be worthwhile in identifying previous relevant experience.
Feedback from recent clients shows that where candidates have used this logical approach it makes for a much smoother process. Clients can ensure their needs are met and in our experience are more likely to interview candidates with a structured approach.
“But we haven’t got time to do that with all our applications!” I hear you cry and to a point I agree. Here the person specification is helpful. If you are not meeting 90% of the requirements (and be honest) then my advice would be to look elsewhere. This will ensure that you have plenty of time left for the applications that really matter.
Application forms should be seen as excellent opportunity for you to demonstrate your suitability for the role. Knowing in advance what the hiring manager is looking for you can ensure you show not only how you meet the needs of the but can also add value within the role. In essence you have the opportunity to start a narrative with the hiring manager that you can conclude (hopefully) in an interview.
Image © Ollie Crafoord and used with permission.
