Updated: 4 days ago
Audir recently recruited an entry-level position for one of our clients.
Often, we assist clients to search for talent in skills shortage areas (a fun problem-solving game!). Recruiting for this position was a stark reminder of the challenges that face those applying for non-skills shortage positions.
The insights below are gleaned from my observations over the years and provide some guidance for those beginning their journey into the workforce!
Numbers: With our recent recruitment campaign, in the space of two days we received 90 applications, not one of which I would classify as a “time waster” – all applicants were keen to be considered for this opportunity. Due to the quality of applicants, we closed the job after a very short time.
Lesson: If you see a job you’re keen on, work your butt off to apply ASAP!
No Cover letter: When there’s many applicants, recruiters need to be ruthless. If your application arrives without a cover letter, there’s every chance you’ll be taken out of the running before we even get to your resume.
Cover letter Don’ts: Please, I beg of you, do not send a cover letter that tells me how you need this job because your Aunty Suzie’s cousin’s cat is dying and you need money to help her. While sad situations are a reality, and these DO pull at our heart strings, recruiters cannot progress an applicant based on pity.
A pet dislike of mine is a cover letter where the applicant makes it very clear that they want any old job, for example: “I want a job so I can leave school” is not going to win you many brownie points.
Cover letter Do’s: Research the business – what are their values? What appeals to you about their industry? Take your cues from the job ad when developing