The top 10 mistakes people make when applying for a new role

In a recent recruitment campaign it occurred to me that every time I go through a shortlisting exercise I discount applications for the same reasons, reasons that could very easily be resolved!

I hate the thought that people have spent their time applying for a role and not been successful because of something simple they could have tweaked. I also don’t want to miss out on talent because people don’t understand what employers are looking for.

1. Not enough information in the personal statement.

A personal statement should state why the person wants the role and should clearly show the relevant skills the candidate has compared to the requirements for the role, these requirements can usually be found in the job description and person specification for the role. The personal statement can also be used to overcome any obvious queries that employers may have, for example, if someone is applying for a lower paid role than they currently have then a good explanation may prevent being refused an interview for being ‘over qualified’ or for fear that the candidate will move on too quickly.

2. Spelling and grammatical errors

No one is perfect and spelling and grammatical errors are only human (I’m sure there are some in here), that being said this is a job application. The expectation is that you have re-read it and run it through a spell checker. One or two errors might not be an issue and obviously it depends on the type of vacancy, but some applications have so many mistakes that it is difficult to read or focus on what is written and when the application is for a role that requires written communication this is vital. If you have a condition that might affect this such as dyslexia then letting the recruiter know would allow them to make a reasonable adjustment for this.

3. Using the wrong organisational name

Yes, I had one applicant who called the organisation something completely different throughout, despite the name appearing in several places on the application form! It is also common for people to copy and paste applications from other roles and not correct the name. This shows either of attention to detail or effort and doesn’t look great.

4. Attaching a CV and saying ‘see CV’ throughout

A lot of organisations use an application form to ensure that they collect all of the information they need and that all applicants have an equal chance of being shortlisted. In our process we detach the part of the application with personal information on and this is not used in the selection process. Therefore, if you attach a CV, recruiters may not use this and your application form will not have enough information on.

5. Not listing relevant training and qualifications when they are a requirement

Our person specifications include the requirement for safeguarding and equality and diversity training, these are usually scored against. We have applications from people who have been in an education environment for years but haven’t listed this basic training. We can assume they have it but we can’t score on an assumption, therefore people miss out because this has been missed off. The same goes for IT, health and safety or food hygiene for other roles. Don’t forget about your relevant internal training, coaching or qualifications!

6.Writing about experience that isn't relevant

You always need to ensure your application is concise, doesn’t waffle and is relevant to the role. Pages and pages about your current role, which is dissimilar to the one you are applying for, will not help your application. Instead focus on your transferable skills, previous relevant experience or what you can bring to the role.

7. Generic applications

These are very easy to spot, they tend to be impersonal and unenthusiastic. When you’re up against passionate, relevant and specific applications yours will probably not be progressed.

8. Lack of research

Applications that assume the organisation does or is something that it isn’t, show that limited time has been spent researching. They come across as insincere. For example ‘I really want to work for ABC as they are passionate about children’s rights’, if it is an adult education organisation this instantly shows they have not completed basic research.

9. Speaking negatively about your current employer

This should be avoided on applications and in interviews, it can come across as negative and is taking up space where you could be selling your skills in a positive way.

10. Be passionate!

This can really set you aside from the competition. Most organisations like people who share their values and care about what they do. It also humanises the application, adding personality.

Of course these suggestions are from my personal experience and I’m sure other organisations have different processes and views. I also know it’s disheartening to be rejected and it can be hard to keep putting your all in to applications, but personalise your approach, do research and put the effort in, and it will pay off eventually with a fantastic new role!