Application Forms

Many recruiters ask graduates to apply using a company application form so that they can compare applicants on a like-with-like basis by considering their approach to and completion of a standard form. This usually indicates that the employer has a more transparent and scientific approach to recruitment.

It is useful to make a copy or download a few applications so you can practise. Keep copies of your applications for future reference, or to avoid making similar errors if an application is poorly received.

This approach tends to include a ‘job specification’ and notes on how to complete the application form. When you submit a CV, you could imagine selling yourself to a reluctant reader whose attention you need to capture, but when you fill in an application form, imagine a systematic reader checking that you meet clearly set criteria.

Education

If there is little space to list all your qualifications or modules, it may be possible to summarise key results or module titles. You may even refer to a fuller listing on a separate sheet, or put details in the additional information box, or mark as ‘available upon request’. If in doubt, contact the employer to confirm.

You may also wish to do this if your qualifications do not translate into UCAS points and there is no space for explanations. It may be helpful to visit Universities and Colleges Admissions Service (UCAS) to check their section on the comparability of international qualifications. Most careers advisers have access to ENIC-NARIC for advice on this.

Employment/work experience

List your jobs in reverse chronological order by job title. If you did not have an official job title, try to think of one that describes your position well. Full addresses are not usually required.

Describe your responsibilities or achievements in your roles, bearing in mind the skills the employer is seeking. You can group together or prioritise some experiences if space is limited. Check power words for suggestions about useful expressions to use.

Interests and achievements

Similar principles apply as for your work experiences. Emphasise key words that demonstrate evidence of your skills. Focus on demonstrating appropriate behaviours rather than seeking to impress an employer with an amazing achievement.

Competency-based questions

Some recruiters use an application form (on paper or online) made up of competency-based questions. These ask the applicant to provide detailed answers, based on personal experience, to demonstrate a skill required in the job.

Before you respond, consider whether the question is closed, asking for specific, quantifiable information, or whether it is open and you can decide the direction of your response. An example of the latter might be; ‘Think of a time when you have had to influence others to do something they were reluctant to do. What was the situation? How did you do it? What was the outcome?’

There is often a word limit attached to the answer. The employer is looking for a clear, succinct and disciplined answer. For this question you should try to:

briefly outline the situation;

explain what you did in terms of the skills and processes that you used in some detail;

describe a positive outcome or personal learning point.

As there is likely to be a series of questions covering a range of personal skills such as ‘problem solving’, ‘teamwork’ and ‘communication’, avoid using the same scenario twice. Draw on the breadth of your work, personal life and study to provide a variety of answers.

This type of application form is most commonly used for public sector graduate training schemes.

It may be useful to consult with your university careers adviser, who is likely to have seen many attempts at tackling these questions and can give you some first-hand guidance on the standard required.

Personal statements

Many application forms require you to complete a personal statement in support of your application. You might be asked to give your reasons for applying’ and other information relevant to the job specification, including your knowledge, skills and experience.

Your personal statement should relate directly to the specifications of the job or course you are applying for. It is important that you address all the points in the job specification in the order in which they appear. Imagine this being used as a checklist by the person short-listing.

Address each point on the job specification in a clearly themed paragraph:

In your first sentence you might make a short statement summarising how you meet or relate to the requirement.

The next few sentences should provide a concrete exampleof the assertion(s) you have just made.

A final sentence that shows reflection will add depth to the point you’re making.

Example - When asked about commitment to promoting equal opportunities:

‘I have always tried to ensure in my personal and work life that I am sensitive to and inclusive of the cultures and circumstances of other people. In 2006, I worked as a mentor/facilitator to a group of students on the Aim Higher project to encourage pupils from non-traditional backgrounds to consider university. I designed projects and activities that recognised and focused on the diverse experience within the group to ensure participation. The programme was successful for the pupils and a rewarding learning experience for me. The experience showed me that working together with mutual respect is more productive and rewarding.’

The first sentence is the statement, the second and third sentences describe the example, and the last sentence is your reflection.

Avoid simply repeating the words used in the job specification in your responses (e.g. ‘I am committed to Equal Opportunities’). Make a personal interpretation of the criteria and quantify with clear examples.

You will often be asked provide a personal statement, giving your ‘reasons for applying for this post’. You may choose to introduce or conclude your statement with a summary of why you are applying for the job and what attracted you to the organsation.

Make sure your statement:

uses language and phrasing that show enthusiasm for both the role and the company;

provides a brief summary of how your set of skills matches the post advertised;

shows that you have done your research on the company;

highlights their strengths as an employer.

References

The same rules apply as for CV content. Here you may need to state referees’ full contact details. Remember to ensure referees are agreeable and let them know that they may be contacted.

Before sending the form

When you think you have completed the form, ask someone to check through it as you may not be able to see your own mistakes.

Keep a copy of your application and job advertisement details in case you need them for interview preparation.

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Selling your skills

What do employers want?

Employers ask for evidence that you have:

motivation for the role;

the ability to adapt to and share the organisation’s vision and ethos;

relevant skills and competencies.

Many roles are open to graduates of any discipline as employers are often interested in your potential rather than your existing knowledge. Even for those jobs that require specific technical or scientific expertise, the successful candidate will be the one who demonstrates motivation and the personal and transferable skills needed to succeed.

The application procedures of many major graduate employers have become explicitly focused on motivation, organisational fit, and competency. It is not uncommon to find that a personality profile is a part of the initial application process and to be asked to provide very detailed examples of competencies such as ‘teamwork’ or ‘problem solving’ on the application forms.

Transferable skills

The competencies or transferable skills that are particularly popular with graduate recruiters include:

communication - ability to communicate orally, in writing, or via electronic means, in a manner appropriate to the audience;

teamwork - being constructive and willing to take on less attractive tasks, contributing practically to the team’s success;

leadership - being able to motivate and encourage others, whilst taking the lead;

initiative - ability to see opportunities, to set and achieve goals and act independently;

problem solving - thinking things through in a logical way in order to determine key issues, often also including creative thinking;

flexibility/adaptability - ability to handle change and adapt to new situations;

self-awareness - knowing your strengths and skills and having the confidence to put these across;

commitment/motivation - having energy and enthusiasm in pursuing projects;

interpersonal skills - ability to relate well to others and to establish good working relationships;

numeracy - competence and understanding of numerical data, statistics and graphs;

IT knowledge - a basic understanding of common office equipment and programs and the ability not to be daunted by a change in the technology.

In addition, private sector employers like applicants to have some commercial awareness and knowledge of the business world and its relevancy to their organisation. You should therefore research the companies you apply to. Knowledge of their competitors can also provide you with a deeper level of understanding.

It is not enough to mention that you are a good communicator, or a team player, on your CV - you need to qualify it with a description of relevant experience. For further information on competencies, refer to what do graduates do?

Employers often have set criteria when selecting applicants. These may be laid out clearly in the person specification or be identifiable from the job description, advertisement or the organisation’s web pages.

Alternatively, if there is little information about the role, you could draw up your own list of the competencies likely to be required. The job profiles in types of jobs, have useful sections on the skills and qualities usually needed for entry into particular careers.

Relating skills to opportunities

How do you know what skills to highlight when compiling a CV, covering letter or application?

You should focus on presenting evidence of the skills and qualities that the employer is seeking, including your academic projects and achievements and also responsibilities you have held during work experience or voluntary activities, involvement in societies, or management of sporting activities.

Recruiters want to see skills and qualities that match their selection criteria. When examining your past involvements more closely, consider:

What exactly have you done?

What were you responsible for?

What were the outcomes?

How did you achieve success?

Is there evidence of ‘how’ you have demonstrated relevant skills?

Although it is important to be concise, it is not enough just to list your skills. Where is the evidence? Employers cannot simply take your word for it.

Thinking about how to express the evidence for your experience can also be a challenge. Focus on active verbs. Go to power words for descriptors of responsibilities and language suggestions that may help.

Consider how your motivation, personal qualities and aspirations reflect the ethos of the recruiting organisation and the post you are applying for.

Understand the skills and competencies required for the role. This will be transparent where a job specification is made available. It may be more difficult when there is only an advertisement to go on, as is more commonly the case with small to medium-sized employers.

Decide on the best way to sell your skills. Which CV format will you use? What should you to put in your covering letter? See CVs and covering letters for advice on making effective appl

Analysing job adverts

The following two advertisements are typical of the opportunities you’ll see advertised in graduate directories. Imagine this is the only information you have on which to base your CV application. See beneath each vacancy how they can be analysed in terms of skills, attributes and qualities.

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