Our company always offers work opportunities for young graduates and I usually go through most of the hundreds of applications before I get to find interesting candidates. I’ve seen a countless number of mistakes and I would like to share with you how I filter job applications.
This article is a little bit different than usual, it describes the ideal candidate I am always looking for.
Understanding the first assignment
You might think that the first assignment is the first thing the candidate gets to work on once he’s on the job. No. Actually, the first assignment is the application.
If I write a page long job offer specifying how to apply for the job and what makes a good candidate. I cannot accept a “Hi, here is my resume” kind of application. I see it as if the applicant is going to do the minimum possible to mark any assignment as done while it’s only half done.
The way you apply for a job communicates more than what’s written, it also shows how invested you are in the application, how much do you know about the company you are applying for, how you position yourself as a good match for the offered position.... and countless other things the hiring manager can read between the lines.
Ability to articulate value
Not being able to highlight the value of oneself relatively to the company and the position which is applied for is a a sign that the candidate has a difficulty understanding the employer’s needs. If the application for a data scientist position highlights skills in web development data related skills, it feels irrelevant.
It’s also very important to keep in mind that, when the hiring manager is reading your resume, he spends very little time answering one question : “how can this person add value to our company ?”
Companies are generally interested in 3 things : solving problems, reducing cost, increasing revenue. If you can reshape how you describe your experience to show that you can respond to these 3 concerns. You’ll dramatically distinguish yourself from the crowd, because most of the time, people confuse a resume that communicates their added value with a long todolist.
Example : filtering applications
Whenever selecting candidates for an interview, I respect the following steps :
- remove all very short applications and the ones with no attachments
- remove all badly presented applications
- remove all cold applications ( SPAM or irrelevant ones )
- keep only the ones who are the most relevant to the company’s need
- repeat 4 until having a manageable number of candidates to interview
Some might judge this process as harsh, but when thee are hundreds of job applications to process, in a short time, the company has no choice other than being selective. Sometimes even a small mistake can make the difference between a good and bad application.
In this article, we discussed some of the most important aspects to consider when applying for a job, which should definitely increase the success rate of job seekers. I am aware that it can be a bit specific to my context, I hope it helps anyway.
I hope this article added value to you, do not hesitate to read more on the blog and share with your friends. Thank you for your time.