The Five ‘Dos and Don’ts’ of Applying for Jobs
Week 2 of Lotus People is nearly complete, and it has been a whirlwind journey so far! Having had three months out of industry, and coming back in with a fresh pair of eyes, one thing that has become apparent is the varied etiquette around job seeking, and applying for roles.
We are on a huge campaign to reconnect with our network and to generate new relationships with candidates across Sydney, and so we have spent the majority of the last two weeks speaking with candidates over the phone and screening through resumes. We can receive in excess of 100 applications per ad and with just two of us in the office; there are only a certain amount of people we can speak to and progress to registration stage with! The way you approach your job search is key to your success in registering with an agency, and so here is a list of our ‘Dos and Don’ts’ when applying for roles;
- Don’t just flick through a resume on Seek, and hope for the best. Office Support is a competitive space, with an oversupply of candidates and an undersupply of roles. You need to make yourself stand out. Call to introduce yourself once you have sent through your resume, if you have access to the consultants contact details. We will easily be able to locate your application, and you may find you jump ahead of the pack and may even have a phone interview right there and then.
- Don’t ask for the name of the company that we are advertising for. Due to confidentiality, we will never release the name of the business to you before a face to face interview. Whilst we fully appreciate that it can be hard to make an informed decision without this information, your consultant should be able to give you a detailed enough overview which will allow you to decide whether you would like to progress to registration.
- Do personalise your cover letter! It can be the deciding factor on whether you will be shortlisted for a role. And if you get the chance to, send your application directly to the Recruiter’s email address, rather than just hitting apply. Do some research to see if you can find their email address – it will set you above the rest and make you stand out.
- This one is key – Don’t bad mouth your current employer. We will always ask you why you are looking to move on from your current role. Whilst we understand that it’s not always sunshine and rainbows, the more diplomatic you are in your approach, the better. Professionalism is key, so make sure you can articulate the reasons why you are moving on from your existing employer, without having to resort to bad mouthing or gossiping.
- Do have an updated LinkedIn profile. When you are applying for roles via LinkedIn, your consultant will most likely want to check your online professional presence. Update your profile photo, your experience and ensure you are following some organisations that you are affiliated to or that are of interest. LinkedIn is a great tool to bring your paper application to life.
- Do update your profile on Seek. Due to a new feature on Seek, registered companies have access to any public profiles that have been set up by candidates. More and more, we are head hunting for candidates in office support. Even if you are only passively in the market for a new role, an updated profile on Seek will keep you visible and will enable consultants to access your details in case that dream role comes along. Let us come to you!
Typically our clients ask us to submit 2-4 candidates per role for a shortlist. If we receive 100 applications per advertisement, that gives you a 4% chance of being included on that shortlist. Follow these tips and you will increase your response rate. It might not happen with every single application, but it will display your enthusiasm, professionalism and may allow you to bypass the majority of applications that are sent through job boards every day.
Sinead and I are always happy to take calls from prospective job seekers, so please get in touch with us over the phone, whenever you fancy, and we will do our best to add value!
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Are you ready to stay ahead in the ever-evolving landscape of recruitment? Join us for an exclusive webinar hosted by Lotus People this May 9th at 12:30 PM where we'll delve into the latest insights and strategies shaping the future of hiring in 2024. What to Expect: In this insightful webinar, our very own CEO and Co-founder Sinead Connolly, together with Lotus People Brisbane Director Sophie Thomas and Systems and Marketing Specialist Sarah Lunders , explore the following key topics: Strategies to Attract and Retain Talent: In today's fiercely competitive job market, finding and keeping top talent is more challenging than ever. We'll share proven strategies to not only attract but also retain top-tier talent, ensuring your organization remains ahead of the curve. Understanding Evolving Candidate Drivers: What motivates candidates in 2024? Our in-depth market research reveals the shifting priorities and aspirations of today's job seekers, helping you tailor your recruitment approach to meet their needs effectively. Implementing Inclusive Hiring Practices: Diversity and inclusion are not just buzzwords—they're essential components of a thriving workplace. Learn how to cultivate an inclusive culture within your organization and implement hiring practices that foster diversity, equity, and belonging. Leveraging AI and Emerging Technologies: The future of recruitment is intertwined with technology. Discover how artificial intelligence and other emerging technologies can revolutionize your hiring process, boosting productivity, efficiency, and overall success. Gain invaluable insights, practical strategies, and actionable takeaways to navigate the complex landscape of recruitment in 2024. Whether you're a seasoned HR professional or a business leader looking to optimise your hiring processes, this webinar is your opportunity to stay informed and empowered. Register Now to Secure Your Spot: Don't miss out on this exclusive opportunity to gain a competitive edge in recruitment. Reserve your spot today to join us for Navigating 2024 Recruitment Trends. Register now to secure your spot by clicking the link below. We can't wait to see you there!
We were thrilled to partner with JobAdder for our latest event, aimed at empowering professionals within our network to tackle the challenges in 2024, head-on. We hosted our network of HR, Talent and Leadership professionals at the fabulous eSpaces in Brisbane. On the expert panel was Kate Drew (Arnold), Chief People Officer at Madison Group Enterprise; Graham Moody, Chief People Officer at JobAdder; Nicola Young, Head of People APAC and Japan at Cognizant; and moderated by our very own CEO and Co-Founder of Lotus People, Sinead Connolly. We were extremely grateful to have these industry experts share their knowledge and insights with the audience on several core topics shaping the current market. We’ve recapped the key insights shared by our panel below.
The employment market is continuously changing, so understanding the drivers and motivators influencing an employee or candidate is paramount for businesses striving to attract and retain talent. Recent findings from our market insights survey shed light on the shifting priorities shaping the current job market, showing results that vary from the top candidate drivers of 2023. According to our survey results, the top five drivers and motivators for employees and jobseekers in today's market are as follows: Compensation/Salary Package - 64.7% Company Culture and Values - 47% Professional Growth and Personal Development Opportunities - 45.1% Remote and Hybrid Working Policies - 39.8% Work-Life Balance - 38.7% What's particularly noteworthy is the subtle yet significant shift in priorities compared to the data from 2023. Whilst compensation has always been a key motivation for candidates, its importance has notably increased, emerging as the top priority for most employees and jobseekers. Equally significant is the emphasis placed on company culture and values, which have risen to become the second most influential factor driving employment decisions. This shift highlights the increasing importance individuals place on aligning with an organisation that shares their values, vision, and ethos. In today's competitive job market, candidates seek more than just a paycheck; they crave a sense of belonging and purpose within their workplace community. On the other hand, whilst remote and hybrid working policies remain important considerations, their ranking has slightly decreased compared to the previous year. This trend suggests that whilst flexibility in work arrangements remains desirable, it may no longer be the primary driving factor for many candidates, as we have long emerged from the days of pandemic. The findings from our market insights survey highlight a fundamental truth: the landscape of candidate and employee preferences is continually evolving. Employers must adapt their recruitment and retention strategies to align with these shifting priorities, placing greater emphasis on competitive compensation, fostering a positive company culture, and providing ample opportunities for professional growth and development. As businesses navigate the complexities of effective recruitment and employee management, understanding and responding to the evolving needs and desires of the market will be essential in attracting and retaining talent and fostering long-term organisational success. As we move forward in 2024, it's imperative for businesses to prioritise not only meeting but exceeding the expectations of their workforce, creating environments where individuals feel valued, supported, and empowered to thrive. By staying attuned to the evolving landscape of candidate drivers and motivators, organisations can position themselves as employers of choice in an increasingly competitive marketplace. If you’re interested in learning more about our survey findings, download a copy of our Market Insights report below!
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