I have literally viewed thousands of applications over the years and in this article I quickly outline the top 8 mistakes that the overwhelming majority of job seekers make, which usually results in them not getting through to interview.

By ensuring you don’t make these common mistakes, you will enhance your overall application, as it will ensure that you structure your selection criteria in a way that meets the needs of the role and the needs of selection panel members.

Failure to talk about their achievements

I know this achievements mantra, is probably starting to sound boring to my regular readers, but if you are new to Boost your Career, then take note:  The difference between OK selection criteria responses and good selection criteria responses is your ability to talk about your achievements and contributions.  If you don’t want to be selected for interview, make sure you don’t include any of your achievements within your selection criteria.

Not writing to the level required

One of the key mistakes many job seekers make is the failure to write to the appropriate level – for example incorporating micro examples when addressing selection criteria, that do not provide tangible proof of their ability to deliver.  Whilst a micro example relating to how you resolved a minor office dispute, might be applicable at entry level, such a micro evidence based response, just “won’t cut it” if applying for a position at a higher classification level.

Not proof reading the application before submission

Yep – this one is really boring, but if you have an application that is littered with spelling and punctuation mistakes, you can bet your bottom dollar that some bureaucrat will write you off as a dud.  So set your spell check on MS Word to English Australian, and time permitting leave your application for 24 hours, so you can read it with fresh eyes. HINT:  If you do nothing else today, then set your MS Word spell check to English Australian, rather than English US, so you don’t end up with a document littered with spelling mistakes, such as organization, instead of organisation, or color, instead of colour.

Not submitting all the relevant documents

It is really vital that you follow the agency’s instructions exactly.  So if an application sheet is required, submit one, if a cover letter is required, then include one, or if three hard copies of your resume and selection criteria are requested, then submit three hard copies. (Three hard copies are requested, so they don’t need to photocopy the application for circulation to the 3 panel members that will be reviewing your application). By not following the agency’s instructions exactly, you risk having your application sent to the rejection pile.

Applying for roles that they are not qualified for

Don’t spend countless hours applying for jobs that you are not qualified for.  Even if you think you could do the job blind folded, if you don’t meet the majority of the agency’s requirements and/or selection criteria then expect a rejection letter.

Failure to interpret the fit between the role and the selection criteria

When addressing selection criteria it is VITAL to provide tangible proof and evidence that meets the requirements of the role.  For example, if you have to address a question relating to communication skills for a customer service role, make sure you incorporate examples relevant to how you communicate in a customer service environment, e.g. resolvingconflicts, providing advice, attentive listening skills.  It is no good harping on about your essay writing skills, or report writing skills, as by doing so, you are not providing the panel with compelling evidence of how you would be able to perform in the role.

Not keeping each selection criteria to a consistent length

Many candidates provide quite comprehensive answers for the first few selection criteria, followed by short and sometime pitiful answers for the remainder of the application.  If a weighting is not provided, then you need to assume that each selection criteria has equal weighting, when they are marked and scored.  What this means, is that you will need to ensure that the length of each selection criteria is about the same, so there is a perception of strength for each and every selection criteria.  If you don’t, you risk not scoring sufficient points overall to gain an interview.

Failure to provide evidence

If you want to get a pile of rejection letters, than make sure you don’t provide tangible evidence.  It is really important to avoid making statements that simply say you can do the role, instead you must provide tangible evidence. The easiest way is to do this, is to use some sort of selection criteria model, such as STAR, or CAR.