As recruiters, we hear, see and are sometimes surprised by some of the easily avoided yet common mistakes we see in the recruitment process. Here are some tips to help you along the recruitment process.

 

  1. Overdoing a cover letter

There are circumstances that do require cover letters. Cover letters are not the place to rewrite your CV or attempt to write an award-winning novel. The cover letter needs to be concise and to the point (1-2 pages); address the selection criteria and make sure to double check your spelling. Most will receive less than 30 seconds attention so make sure the important information is upfront so the decision maker keeps reading. Dropping the name of well-regarded firms or partners you have worked for is a great way.

 

  1. Not properly explaining job changes

The best way to raise red flags to a decision-maker is by having lots of moves in a short period. The inference is that you won’t stay terribly long in this role if they hire you. We understand sometimes there are reasons beyond your control why you move jobs. Sometimes it is a good idea to have reasons for leaving at the end of role eg followed partner to a new firm, firm merged with another firm, offered inhouse role with a client. If it is a fixed term contract or project then be sure to say so.

 

  1. The follow up protocol

A phone call can be a good idea but it’s not something that should be done directly after you push the send button on your application email. Recruiters and Human Resource Managers are often busy and may have a large number of applications to process. Normally when a job is first opened they are knee deep in the search and screening process. Generally online applications reduce substantially after 5-6 days so rather than calling on day 1, we suggest leaving the follow up phone call to 7-10 days after the applications were sent or opened.

 

  1. Repeat applications

The ‘serial applier’ is not a good look when trying to establish a foot in the door with a prospective employer. Most organisations have advanced applicant tracking software that keeps an eye on applications and even stores CVs, including previous versions and also the number of applications made. While there are many candidates with multi skills we suggest it is not a good look to have made applications for the family law, M&A and personal injury law roles with the one firm.

For additional career advice contact Jason Elias on jason@eliasrecruitment.com

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