Latest news with #jobapplications
BreakingNews.ie
6 days ago
- Business
- BreakingNews.ie
Nearly 70% of job applications rejected due to lack of relevant skills, survey shows
Two in three job applications are rejected due to a lack of relevant skills, which is leading to slower and more resource-intensive hiring for employers, according to a new survey. The IrishJobs Recruiter & Jobseeker survey gathered insights from 553 recruiters and 738 jobseekers in Ireland to identify changing attitudes and actions on hiring processes in a fast-evolving labour market. Advertisement Findings from the survey show that 68 per cent of job applications are rejected due to a lack of relevant skills which is impacting the speed and quality of recruitment. As a result, 78 per cent of employers are not satisfied with the quality of job applications received for open positions, indicating a growing disconnect between what employers are looking for and where jobs candidates can deliver, IrishJobs said. This dissatisfaction results in just 25 per cent of candidates progressing to the interview stage, with manual screening slowing decisions and making it easier to miss strong candidates. This finding is a sign of the growing gap between the talent needs of employers and the relevant capabilities provided by candidates. A lack of relevant skills is the main reason applications are rejected. This is followed by a lack of relevant experience and unexplained employment gaps. Advertisement Beyond skills and experience – presentation also plays a role in whether candidates make it through the recruitment process. More than one in five (21 per cent) job candidates are rejected due to poorly formatted applications. In response, a growing number of jobseekers are turning to AI to improve their applications. Findings from the research show that 35 per cent of candidates are now using AI to optimise the formatting and language quality of their documents. With AI tools being used by more job candidates to generate content including CVs and cover letters, employers should consider evolving their hiring processes to ensure more holistic candidate evaluation. Advertisement Job advert disconnect 77 per cent of jobseekers believe the expectations and responsibilities of open roles were not clearly outlined in adverts during their last job search, according to the survey findings. This uncertainty can have a significant impact on the success of recruitment. One in five (20 per cent) of jobseekers will decline a job offer after an interview if expectations differ significantly from those originally advertised. Candidates are also deterred by missing information. Half of candidates (50 per cent) say the absence of a salary range makes them less likely to apply. Nearly as many (44 per cent) are put off by unclear job titles, while a third (33 per cent) report that vague descriptions of job benefits also impacts their decision. Developing clearer and more detailed job ads is one of the steps employers can take to address these challenges and enhance the quality of applications. Advertisement With 74 per cent of recruiters saying that improved job descriptions lead to better applications, it is clear that greater clarity (on everything from salary and benefits to responsibilities and expectations) can help bridge the gap between candidates and employers and streamline the recruitment process. Ireland Half of Irish adults say their DIY skills are 'wel... Read More Commenting on the findings, country director of The Stepstone Group Ireland with responsibility for IrishJobs, Sam Dooley, said: 'Against a backdrop of global economic uncertainty, we can expect a slower pace of employment growth in Ireland over the coming months. "Despite this evolving environment, the rate of unemployment in Ireland remains close to historic lows, with many employers still struggling to navigate a highly competitive market for talent and attract the high calibre talent needed to unlock future growth. "It's clear from the findings of the IrishJobs Recruiter & Jobseeker survey that the quality of job applications received by employers in Ireland is having a direct impact on recruitment. "A high volume of applications from candidates without the relevant skills for roles is creating challenges for many employers, resulting in a slower pace of hiring and the need for additional resources to manage the hiring process."
Irish Times
7 days ago
- Business
- Irish Times
Lack of skills, badly formatted applications: survey reveals why job candidates are rejected
More than two-thirds of job applications are rejected by employers because they lack the relevant skills for the role, new research has found, with others binned because applications are badly formatted or due to unexplained gaps in employment. The survey, which was carried out for hiring platform IrishJobs, found that 78 per cent of employers are dissatisfied with the quality of job applications received, making it slower and more resource-intensive for employers. Meanwhile, 77 per cent of jobseekers say job adverts do not clearly outline expectations for roles. The IrishJobs Recruiter & Jobseeker survey spoke to 553 recruiters and 738 jobseekers in Ireland. READ MORE It found only 25 per cent of candidates make it to the interview stage, with the risk of strong candidates being missed due to the manual screening process. 'Against a backdrop of global economic uncertainty, we can expect a slower pace of employment growth in Ireland over the coming months. Despite this evolving environment, the rate of unemployment in Ireland remains close to historic lows, with many employers still struggling to navigate a highly competitive market for talent and attract the high-calibre talent needed to unlock future growth,' said Sam Dooley, country director of the Stepstone Group Ireland with responsibility for IrishJobs. 'It's clear from the findings of the IrishJobs Recruiter & Jobseeker survey that the quality of job applications received by employers in Ireland is having a direct impact on recruitment. A high volume of applications from candidates without the relevant skills for roles is creating challenges for many employers, resulting in a slower pace of hiring and the need for additional resources to manage the hiring process.' [ How AI is generating a 'sea of sameness' in job applications Opens in new window ] From a jobseeker perspective, their last jobs search revealed a lack of certainty from adverts, with expectations and responsibilities of open roles not clearly outlined. Twenty per cent said they would decline a job offer after an interview if expectations differed significantly. Half of candidates said they were less likely to apply for jobs that failed to include a salary range, while 44 per cent were deterred by unclear job titles. A rising number of jobseekers are using AI to improve their applications, with 35 per cent using it to polish the formatting and language quality of their documents. That means employers should adjust their hiring processes to ensure a more holistic approach. 'Developing clearer and more detailed job advertisements is one of the steps employers should consider in addressing these challenges and enhancing the quality of job applications,' said Mr Dooley. 'From salary and benefits to flexible working arrangements, jobseeker expectations are evolving at pace and leading to a growing disconnect between employers and candidates. Addressing these shifting preferences and providing a clear breakdown around the requirements and responsibilities of open roles can help to enhance the efficiency of the recruitment process and support employers to better secure the high-calibre talent that meets their future needs.'
Forbes
24-05-2025
- Business
- Forbes
Are You Submitting Low-Quality Job Applications? A 4-Step Checklist
Complete job applications in a high-quality manner for optimal outcomes. In the search for a job that works for us, providing solid compensation, fulfillment, balance, security, and engagement, the hardest part is simply getting in the interview room. Especially as the job market floods from layoffs and poor economic conditions, job applications absolutely need to be high-quality in order to be considered. New coaching clients often come to me saying that they've submitted 400, 1000, even 2000 applications without a single interview. Eek. That's not 'applying;' that's throwing time and energy into a black hole. All of the high-volume, low-quality applying in the world won't yield an interview offer. Period. So what does a 'high-quality job application' consist of? I've developed and refined a 4-step job application process that eliminates the need for high-volume applying and typically provides results within 20-30 applications, in the form of interview offers (once you're in the interview room, that's a whole different art to master!). To be sure, it's not as easy to create high-quality job applications as it is to submit hundreds of cold applications through national job boards. A quality job search does take time, thought, and effort, but knowledge of which efforts matter most is key to making the process work. Completing high-quality job applications is a much more efficient and effective approach to job searching, leaving you with more time prepping for the interviews you get rather than waiting for one to show up. Everyone can think of the national job boards - most notably LinkedIn and Indeed - but they should be only one small part of anyone's job search puzzle. Here's why: All to say, you've got to think smarter and differently than the bulk of the population to actually find the best jobs. Some ways to do this: Get to the interview room by applying smarter, not in more volume. Are cover letters necessary? Yes. Even when a cover letter is 'optional' or not specified (e.g., 'submit any additional materials here'), take the time to include one. Doing so can set you apart, and at the very least shows you care enough to do optional tasks - which is what everyone wants from an employee! I've seen this make a huge difference for clients' interview offer rate. Sorry to be the bearer of bad news on that one - I know it's a pain. And don't just throw in any old template cover letter, either. Be sure to customize cover letters to match the job description - which shouldn't take more than a few sentences about the org (one per body paragraph) and a focus on the right skills for the job at hand. Do the work for the reader, showing them why you match what they need. That said, if you're spending more than 20 minutes customizing a cover letter, you're doing too much and/or don't have a strong starting template. AI can certainly help make connections and an early draft for you, if you'd like, but be sure to 'humanize' it while revising. Also it's essential to check for accuracy. I had a client asked in an interview about software experience he mentioned in his cover letter that he didn't actually have - AI had made it up! He (appropriately) fessed up to the error and that was the end of the interview process for him. A key customization is putting an actual person's name on your letter. No 'To Whom It May Concern" - show them that you put in the time and energy to do the legwork of finding a human. Job descriptions usually say the position into which the role reports, and then you simply need to find who is in that role through the company's website, if they post a directory, or through the 'people' tab of the org's LinkedIn page. If all else fails, write the name of the head of the group, or even of the entire organization. Any name is better than no name. I've sat in hiring committee rooms where members have said exactly that, sorting already-well-screened applications into 'consider' and 'don't consider' groups simply based on cover letter specificity. No matter where you find a job - on a job board, large or small; through a group or listserv; or elsewhere - always make the effort to go directly to the organization's job page and apply there. The HR portal often asks additional questions than those asked on job board application portals, providing them with more information to consider applicants. And the theme of this article again holds true: taking additional effort makes you appear to be a more viable employee. If you don't take extra steps while applying, why would you go 'above and beyond' once hired? In addition, the other theme of this article holds true: think differently than the competition. 'Quick apply' buttons on job boards are way too easy and obvious, so most people use them. Stand out by taking a different tack and going straight to the source. Networking proactively makes for higher-quality job applications . I've left the arguably most important step to last because chronologically it is: be certain to warm up your network after applying. I encourage this step be taken after applying instead of before applying because job postings can be taken down at any moment (unless they posted a deadline, in which case you've got room to sequence differently). I've had a number of clients miss out of on opportunities because they were trying to network before submitting a job application, and then they realized the posting was gone. HR teams are often sticklers about not allowing late applications, so that's often end game on consideration. How do you 'warm up' your applications? In order of most to least optimal: All in all, thinking differently than the competition and taking extra effort results in high-quality applications that are more likely to get seen. You'll still need to keep up a steady rate of applying - at the very least five high-quality applications a week - to get interview offers, but the odds go way up when you consistently and diligently work through this 4-step checklist for job applications.
Fast Company
22-05-2025
- Business
- Fast Company
I've hired thousands of people at Google, Meta, and Yahoo. Here's how to stand out in your job search
Over the course of my career as an executive at Google, Yahoo, and Meta, and now as founder and CEO of my own firm, I've hired thousands of people. Across all those roles, one thing has stayed consistent: the applications that stand out are the ones that go beyond simply checking the boxes. In today's job market, with a challenging economy and the rise of AI, fewer jobs are getting posted, and more people are applying for every job. So it's all the more important to take the steps that will make your application stand out. Last year, we opened a chief of staff role at my company. Within days, we received more than 800 applications. My team and I read through every one of them. Just three stood out immediately. It wasn't because the applicants held that exact title before or came from the most well-known companies: it was because they did something extra. One submitted a deck outlining how they would approach the role. Another sent a short video of themselves walking through a presentation they'd created. The third added a 'User Manual,' a tool some organizations use to help teammates understand how to work together (and one our company uses, too). Each of the three caught my eye not just because they went beyond what we had asked for, but also because they used language and terms unique to our company that showed they understood and cared about how we operate. All three were invited to interview, and two of them made it to the final round. Taking the extra steps to bring attention to your application can be effective for all kinds of jobs. Whether you're applying for your first job or your next leadership role, a strong, thoughtful application can help you stand out. Here's what I've learned about how to set yourself apart. Treat AI as a beginning, not an end As of late, I've seen many job applications that sound almost identical. They begin with the same phrases, like 'Due to my extensive experience' or 'I am writing to express my sincere interest.' It's clear that some were written entirely by AI. I'm not against using AI. It can help you organize ideas and polish your language. However, when you rely on it too heavily, your application ends up sounding exactly like everyone else's. The best candidates may use AI to help support their thinking, but then they bring their own voice into the final version. Show how you think Résumés list what you have done, but strong applications show how you think. A short deck, a one-pager, a video, or a note with specific ideas gives companies insight into how you approach problems and communicate. You don't need to be a designer or send something flashy (unless you're applying for a design role!). What matters most is clarity and thoughtfulness. Show off some smart research When someone references details about a company's mission, product, or values using specific examples, it shows care and effort. When we were searching for our next chief of staff, one of our applicants sent some positive quotes from her clients and called them 'quotes from the Cookie Jar.' The Cookie Jar is a term we use for the Slack channel where we put customer testimonials—something we also mention on our company blog. By including our own terminology, it showed she had taken the time to go beyond just the first couple of pages of our website. Use your network when you can It's still a good idea to lean on the tried-and-true strategy of leveraging your connections. If you know someone at the company you're applying to, reach out to ask for a recommendation, an introduction, or even a quick tip; second-degree connections, too, might yield an introduction or a good word. And if you don't have any ins at the company, don't worry. Tailoring your message, doing deeper research, and writing an application that demonstrates how you think are just as effective for people without inside connections. In some cases, a standout application from someone without any ties can rise even further because it reflects initiative and creative thinking—two skills any team is looking for.
Yahoo
17-05-2025
- Business
- Yahoo
Nearly half of Gen Z admits to lying on job applications, survey finds
New survey data indicates that one in four job applicants has lied, exaggerated or provided inaccurate information on their applications in some way, shape or form — and Gen Z leads the trend. The findings from — a career services platform — indicate nearly half (approximately 47%) of the age group admitted to falsifying some aspect of their job applications to fit the mold they think employers are looking for, followed by 38.5% of millennials, 20.4% of Gen Xers and 9.4% of baby boomers. A spreadsheet detailing the survey data, provided to Fox News Digital, indicates that a majority of zoomers (slang for Gen Z) lied in key areas such as "work experience" (22.97%), and job "responsibilities" (28.38%), with "job title" coming in third at 17.57%. The large percentages indicate some survey participants falsified more than one area of their job applications. Across all generations, "work experience" and "responsibilities" ranked the highest out of all falsified categories, but to a lesser degree than zoomers. Gen Z Branded As The 'Most Gullible Generation' After New Analysis Of Media Habits Certified Professional Career Coach (CPCC) Amanda Augustine told Fox News Digital the prevailing reason for the falsehoods is that young applicants with limited experience are desperate to make a good first impression and get their foot in the door. Read On The Fox News App "You hear so much of people complaining about this big resume hole their applications have fallen into, and it's out of sheer desperation that they're trying to enhance their experience in a way that will hopefully land them at least that interview," she said Tuesday. Augustine has worked with multiple clients over the years to help them reach their full professional potential. She has heard many of these clients say they would be great for a role, even if they don't appear perfect on paper, and they only need the chance to prove themselves. "I think it's that sentiment across all generations, but especially this younger generation that has not necessarily had to face the job market before, is really fueling some of these white lies, some of these flat-out lies that they're putting on applications," Augustine said to Fox News Digital. Gen Z Branded As 'The Ghosted Generation' As Dates, Colleges And Employers Keep Saying 'No' The data appears to reflect a desperation to appear "experienced" that steadily declines with age, indicating those still relatively new to the job market are uncertain about the navigation techniques they need to employ to find work. The dropoff between zoomers and millennials who admitted to lying with regard to job responsibilities was approximately 8 percent, with Gen Xers and baby boomers continuing to dial back the intensity. In the "work experience" area, zoomers' 22.97% still sat a few points higher than millennials' 18.70%. Compare that to Gen Xers and baby boomers at 9.51% and 3.59%, respectively. Augustine says some of the falsehoods, such as lengthening the time worked at a specific location, are done to mitigate the stigma of employment gaps, something job applicants are forced to confront from time to time. "I think people are really trying to find ways to do little stretches of the truth that they believe will land them that interview so that those small inconsistencies will just kind of be swept under the rug and ignored if they make a great impression during the interview process," she said. Covid 5 Years Later: Impact On The Workplace But lies and fabrications can lead to big problems and have done so in some high-profile cases. Veritas Software CFO Kenneth E. Lonchar for instance, lost his position after an investigation uncovered that he had falsified his academic records and USPS vice president of corporate communications William (Bill) Whitman Jr. was fired shortly after being hired for falsifying information about his academic background and work achievements. Augustine says, for those with limited experience who want to appear as capable as possible for a role, focus on taking an inventory of your skills. "There is such a greater emphasis placed on the soft skills such as collaboration, communication, problem solving. I mean, who doesn't need a creative problem solver for their business these days? I can't think of an industry where that wouldn't be helpful in some shape or form," she said. But providing examples of times you have had to use the skills you profess to have or closing skill gaps through means such as taking an online course or learning from free demos are also important, she noted. Then there's networking — another useful tool in your tool belt if you're trying to get your foot in the door. "I can't say it enough. Especially in this current economy and job market, networking is always going to be key. I don't care if you just graduated from school, or you have 30-plus years of experience. Everybody has a network, whether they realize it or not — that is your classmates, your mentors, your career advisors, your professors, people you've mentored in the past, people that you've worked with previously… If you aren't connecting with those people on LinkedIn and growing your professional network and investing in managing those relationships, you are doing your job search a major disservice."Original article source: Nearly half of Gen Z admits to lying on job applications, survey finds
