When
12:00pm - 1:00pm 23rd September
Download iCal
Where
Zoom webinar live-streamed & recorded
Cost
FREE but registration essential

Join our panel of experienced alumni working in the talent acquisition and recruitment industry as they share their wisdom on practical topics. For the final webinar in this series, panellists will discuss best practice when applying for jobs. 

 

Applying for jobs: how to make your application stand out

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Panel lead: 
 

Michael Burgess

General Manager at Intro Recruitment Solutions 

A founding director of Intro, Michael is a strategic recruitment advisor trusted by clients and candidates alike. Michael has experience working for an international recruiter and a boutique agency. During this time, he managed highly successful white-collar, trades and labour hire teams, specialising in placing civil infrastructure and construction roles. Michael’s professional experience is bolstered by a degree in human resource management from QUT and several years spent working on construction sites.

Common young job seekers make on their CVs: Jam packing their resume full of irrelevant information. I don’t need to know that you like playing sports on the weekend – unless you’re applying for a role in sports management!

I also believe that having a photo on your resume can actually lead to accidental discrimination whereby people regard or disregard your skills based on your looks. 

You need to be mindful that CVs are not ‘one size fits all’ and you should tailor each application accordingly.

I also advise candidates to apply for jobs straight away – don’t wait until the closing date and definitely don’t treat a job application like a uni assignment. If there are 500 people going for the job it is basically impossible for the recruiter to go through each one properly. If you’re in early, and it’s good, you’ve got a better chance.

Connect with Michael on LinkedIn 

Panel members: 
 

Naomi Bruton 

Principal Consultant, Organisational Development at Queensland Rail 

Naomi has a passion for people and implementing strategic initiatives that supports employees.  She is an Organisational Development specialist and has a breadth of experience across fields such as Leadership, Diversity and Inclusion, Talent and Succession, Employer Branding, culture and employee engagement.  She has worked in the UK, Europe and Australia as both a HR practitioner and Talent Acquisition specialist and has specific experience working in Graduate Recruitment.  Naomi has a Bachelor of Business in Communication from QUT.

Do recruiters and talent managers actually read cover letters? This question gets asked every time someone starts the job application process. It’s the cover letter conundrum!  I am confirming that Cover Letters still matter in 2020!  It is true that many recruiters don’t read cover letters - but some still do - including Hiring Managers.  And because some prospective employers still consider this document relevant, you need to give it precedence. Remember, you never know who will end up reviewing your application!

Connect with Naomi on LinkedIn
 

Belinda Straughan Winks

Talent Business Partner at Mulgowie Farming Company 

Belinda is a careers professional, specialising in talent acquisition and career development. She commenced in the industry over 20 years ago, and has worked in Brisbane, Sydney and London, predominantly recruiting within professional services in both in-house and agency environments.  Previously a careers coach, Belinda has worked with individuals who received a redundancy to help them rediscover their career identity. Belinda has a Bachelor of Business (International Business) from QUT, a Master of Science in Organisational Psychology from the University of London, and holds Professional Registration with the Careers Development Association of Australia.

What are ATS (Applicant Tracking Systems) and how do they pre-screen candidates? An ATS is a method for receiving, collating and reviewing job applications, or expressions of interest. They increase efficiency for people managing a recruitment process. Most ATS will allow the back-end user to enter particular search terms, that will enable applications that contain those terms to be boosted to the top. From an applicant's perspective, the best way to work with these systems is to ensure that the terminology you use in your applications reflects the terminology used by the recruiting organisation in their advertising.

Not all ATS are the same. They are quite significant expenses for business to implement, so they have not had the tendency in the past to be upgraded as regularly as the talent management team may have ideally wished. From an applicant’s point of view this shouldn’t be evident; however, the level of sophistication of the ATS will impact its ability to “read” the data that you’ve presented in your application. As an applicant you won’t necessarily be aware of how sophisticated the organisations ATS is, therefore it’s also a safe idea to keep the layout of your resume and cover letter simple, ensuring the flow left to right across the page is appropriate for the information you need conveyed.

Connect with Belinda on LinkedIn

Register for the webinar

Contact
Chrissie Peppin
QUT Advancement
07 3138 1833
christine.peppin@qut.edu.au

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