Applying for a senior post in the public sector.

This page is all about making an application which will be a key stage in the recruitment process - unless you get this right you won’t get to the selection process at all.

The good news is that a good application may take time to put together but this will pay dividends at the next stage of the process.

The bad news is that many applicants fail at this stage because they don’t spend enough time or trouble on their application.

Tip One

Tip one is to follow carefully the instructions about making an application. If the instructions say two sides of A4 only, it is no use saying “but I need to use more space”. Someone has decided that this space limitation is what is required (even if it appears pointless to you) and failure to abide by such a rule will almost certainly lead to disqualification. If the instructions are unclear to you then you should enquire further from the person handling the recruitment. Do not miss the closing date. If you anticipate a problem you need to contact the person handling the recruitment to see if there is any flexibility. Don’t just trust to luck - many organisations are rigid about closing dates.

Tip Two

Tip two is to use the documentation supplied (plus the product of any research you undertake). Get an understanding of the issues and any problems at the authority so that you can reflect your understanding and experience of these in your application. Any examples you give of your experience will be much stronger if they are relevant to the authority where you are making your application. It is easy to spot the generic application trotted out time and again as if for any old job. Ensure that you put in an application which has been designed around the job you are applying for.

Tip Three

Tip three suggests you to use the job description and person specification to map out your strengths and any limitations or weaknesses. Against the documents supplied list your experience and achievements in relation to the tasks to be undertaken (the job description) and the experience or skills required (the person specification).

Tip Four

Tip four suggests that if there are limitations, gaps or weaknesses in your “map” do not ignore them hoping that no-one will notice. You need to deal with them positively. So perhaps, by way of example, you were only a member of a team and didn’t play a leading role on a particular project. Do not inflate your role but be clear that you saw and experienced what happened and that you learned from it. Use analogous examples, show what research you have undertaken and try your best to turn what might be perceived as negative into a positive. If you are an internal candidate make no assumptions about what people know of you. You are being compared with external candidates and you need to sell yourself on an equal basis. People who think they know you do not necessarily know all that you do or can do.

Tip Five

Tip five says that you construct your application using the person specification to make it clear that your experience, skills and achievements match those set out by the organisation as being required for the job. If the person specification is short then you can structure the application around these requirements by listing them and in relation to each give evidence of how you meet that one. Evidence is crucial. Lets us take “working in a political environment” as an example. Just saying that you have worked extensively in partnership with elected members over many years is not enough. You need to give an example of where your personal involvement has made real impact. If you do not have experience of working with Councillors you need to give an example of working and making a personal impact in a politically charged situation. If the person specification is very long (and some are) then you may need to tackle this a different way. A long list of person specification attributes will make your application long and possibly repetitive. You could therefore structure the application around some key and highly relevant achievements. If you do this you will probably need to cross reference to the items on the person specification where you are evidencing a match. Make sure you don’t miss any.

Tip Six

Tip six is to remember what job it is you are applying for. In most cases you will be looking for a promotion to a job you haven’t done before. Recognise this in your application and show that you understand the requirements of the job you are applying for. Too many applications we see are quite good applications for the job the applicant does now but less good as an application for the step up the ladder. Your current job title almost certainly does not convey the same message to all. It may be misleading to some people.

Tip Seven

Tip seven says make it as easy as possible for the person reading your application to warm to you. At the most senior levels elected members may be reading your application so you will need to appeal to your audience. You may be able (by enquiry) to find out who will be undertaking the review of applications. Making your application relevant and easy to follow are important factors. Layout is crucial. Using a small typeface (perhaps to get round a two page rule) is not sensible. Handwriting must be neat - if yours isn’t there is no problem with getting someone else physically to write it for you unless the instructions say otherwise. Much better to type or word process your application where possible. Typefaces should be clear and the pitch appropriate. Avoid jargon and abbreviations. It is highly likely that the person reading your application will be looking at a photocopy. Do not bind your application or introduce elegant frontpieces - these will be lost in the photocopying process and will be seen by someone as an irrelevancy or a nuisance Eschew photographs (unless instructed otherwise). These are popular, often compulsory, in France or Germany but in the UK they are more likely to prejudice your application. Avoid split infinitives - many people are fussy about these. Check carefully for typos. Often this sort of thing has a disproportionate negative effect on some readers.

Tip Eight

Tip eight says do not leave unexplained gaps in your career history. HR people in particular seize on these with glee. If you have had a career break be up front about it. You should use it positively.

Tip Nine

Tip nine says do not necessarily restrict your application and the examples in it to your working life. If you captain a sports team, work in a voluntary capacity or perhaps are involved with a group activity in your leisure time, you can use relevant information about this to add interest to your application. Adding appropriate personal detail will bring your application to life and show you for the rounded person you are.

Tip Ten

Finally tip ten. If you are unsuccessful in that your application fails to get you to the next stage, ask for feedback. Do not use this as an opportunity to grumble or take issue with the recruiter - you will have to accept that that particular job opportunity has gone. Listen and use the information you get from the feedback. It may tell you about how that particular organisation deals with applications and that could be useful. It may tell you something that is about perceptions and these are every bit as important as reality in the recruitment process. Hopefully it will help you put in a better application another time.

So we wish you well with any application you may make.

We hope that these suggestions help you achieve the move to the job you aspire to.

AS Associates 2009