I’m also asked by job seekers, can I get a position in just one job application? The answer is yes, of course, but it’s hard to make the conclusion clear, constructive and hence employed.
However, the current statistics for the average job seeker can be used in far fewer job applications than 200 made over four months. There are far better and more effective job application strategies that in less than 30 days will easily get you working.
Job Interview – Dating
As an experienced recruiter or manager knows, when it comes to predicting the results of a job interview, it is impossible to predict job search. I see this phase, like many recruiters and HR professionals, more as a dating exercise than a predictable or controllable set of results. Even though I might think candidate A might be better, the employer hiring manager might be better at the equally good candidate B-it’s just human chemistry!
So while each party’s interview and briefing methodology may well allow good recruiters to achieve a mix and prediction ratio of 65 percent or slightly higher, I have seldom seen many achieving consistently better results.
Therefore, the interview phase is the greatest risk of seeking to get employment in one job application, and all this depends on human chemistry. That can not be monitored, but it can be expected.
Much like placing any job application, it is easily possible to pass a Telephone Interview, if you have read the job advert and have the required competencies-a Human Resources term for skills, qualifications and experiences (SQE).
The difference between an application for a job and a telephone interview is quite simple: communication format. The information actually sought by the employer is not any different or often more extensive than that required in the job application. The only additional test is that what you claimed in the job application can actually be backed up with confidence in the telephone interview.
I always said, and I fully believe, that in the job advertisement you will find any important condition of the ideal suitable job applicant. Yes, if you research and read about and about your potential employer, you can fully improve your chances of gaining employment by as much as 200 percent, as you then read the organization’s wider interests. But all you need to know is in the job advertisement that the perfect job applicant should have.
However, job applicants often fail to read job advertisements. I assumed this was because job applicants were unable to read, and it was only a poor reflection on the education system of our nations. But since it affects all job application classes, I believe in part that this issue is derived from a candidate’s own ride, giving them what might be called beer goggles!
Simply put, the urge to be employed and get that dream job obviates and replaces the capacity of a person to read a job advertisement. They read the title, look at the salary, and they just click to apply with job boards making it so easy.
Communication and Rapport
One of the things I’ve worked on over the past five years is the most efficient process to get used to. But it was only recently in conversation with a qualified mentor friend of mine that the final piece of the theory fell into place as to why this process worked in the interaction jigsaw, and therefore successful job request.
I told her I was now confident that I had monitored the most efficient process for any job seeker to be employed and told her about some of the key strategies and points of decision. I told her that I knew this was establishing a better communication and therefore connection with the potential employer and hiring manager, but I wondered if there was another factor at play to explain what was going on?
As an engineer through practice, I concentrated on process performance. In summary, the job-seeking system gets the job-seeker ahead of the competition and closer to the hiring manager, basically what a good recruiter is doing to win recruitment. Yet she immediately understood what the cycle was producing as an NLP qualified coach: both the right interaction at the right time; but also as a result, the right relationship with the client and the hiring manager. So it’s not just about what you share in terms of communication, but when, resulting in building up the right relationship; and hence jobs.
Employed in one job application
A potential customer who wanted us to write her a cover letter, a service that we no longer provide as a stand-alone choice, has recently approached us. Upon speaking to her, the office staff asked if I could speak to her directly, as she needed significant support as a long-term job seeker.
Like many long-term job seekers, this lady looked at a bad set of statistics and long-term unemployment for 90 days, when the overall success rate for job seekers fell by two-thirds. She had seen a job she really wanted, was completely technically qualified, and all she needed was the perfect cover letter, having written her curriculum vitae. May we help?
I spoke to her about the work, and since she had the supporting evidence of both the job advertisement and job description, I could have examined the job in detail with this data. Yet I managed to find a biography profile for the hiring manager after a bit of digging-OK, 5 minutes in total using some very quickly learned boolean search techniques through Google, LinkedIn and the employers website.
System of how to get employed
I generated a SQE priority sheet using all three of these pieces of data-job advertisement, job description and recruitment profile manager. Some of these were hard technical factors related to the job description, while some were soft factors, mostly related to the hiring manager’s profile. Then I assembled the priority sheet and checked it using a basic technique to make sure that the match was as good as it could be between employer criteria and job application. I used this later approach in some job markets where there are very few workers or employers and it works fantastically to obtain better data on job applications.
Then I assembled the necessary cover letter from the checked sheet and reviewed the production again using the test technique on both the cover letter and its draft CV. Once again, both were changed. I then got the job applicant to review the priority list using a very simple technique that both follows and violates the established process of applying for employers. This is not an unethical or dangerous tactic in any way, but it pushes the benefit and reinforces the priority sheet through the candidates.
Hiring manager job application
Interestingly, something happened that I didn’t expect and wasn’t surprised at this point: the employer offered an information interview to our job seeker customer! At this point, after such a long period of unemployment, I had to balance her enthusiasm: frankly, it’s just an informative interview outside the formal process of HR jobs, which you will have to go through later. At this point, you can get as much detail about the work, but you also have to treat it as a formal interview.
I assumed that the Informative Interview had gone well, because she called me two hours after the allocated time slot. The first piece of news was that two days later the formal interview process was to take place, and the second piece of news was that they had called for a detailed background check, and should she agree? I asked her to think about the key issues she wanted to address for five minutes, and did any open questions remain on the table of the information interview? Therefore, we compiled a thank you letter follow-up, accepting the date of the interview and confirming the ability to start background checks. She began her new job seven days later!
Employed in one job application: possible, but…
I don’t assume, as I said at the beginning of this essay, that there is a predetermined set of results that can be fully controlled in order to be employed in a particular job. The job interview is about human biology, which means the outcome is a 65% chance of success at best.
But I do agree the job application strategy can be used easily and in a timely manner if it is better practiced and implemented against the most effective techniques. The explanation the average job applicant is currently receiving 1 telephone interview per 20 job applications, and the poor technique is spending four months searching for jobs. If any of them find out that it costs them about £ 10,000 in both lost income and additional costs on average, they would do something much different, much sooner, immediately.
Simply put, there is no excuse why you should be unemployed if you can find 50 suitable jobs for which you are skilled and eligible. If you know the right software methodology, it’s really that easy. Plus, if you know it well and have access to the right data, you can apply for a job.