7 Tips to Get Your Job Application Noticed

Guest Author • 13 May 2019

Getting your job application noticed


Many of us have experienced sending off a job application, only for it to disappear into the depths of the internet. The lack of response is frustrating, as you end up without answers, meaning you can’t learn from where you went wrong.

Getting your application noticed by recruiters or hiring managers is the crucial first step in landing yourself a new job. However, it’s no easy task, especially if you’re after a competitive role.


To land your dream job and get noticed, You want the recruiter to know that you’re the best person for the position. Read on for advice on how to stand out from the crowd.


1. Get ahead of the game


If you’re lucky enough to have contacts at the company you’re applying to, ask them to refer you. This is the fastest way to get an interview. While a contact can’t always vouch for your professional skills, the hiring manager will be able to get an idea of your character.


Hopefully, this will mean that your application is put straight at the top of the pile. Unfortunately, sometimes it comes down to who you know – not what you know.


2. Add a headline or profile


With the amount of applications employers have to read, why not make their job easier for them? Include a brief headline or profile at the top of your application to catch their attention.


This shouldn’t be more than a few lines, focusing on what you can bring to the team. Think of it as a test to show that you’ve researched the company. Then, tailor your best attributes to the role.


If it’s a social care role, for example, you could mention that you’re compassionate and communicative.


3. Prioritise your most important qualifications


Look at the job advert and find the minimum qualifications that are listed – do you meet the criteria? Reconsider your application if you don’t meet the specification, or you’ll only waste your own time!


If you do have the qualifications, then you can move forward with your application. For each of your past roles, be sure to clearly state your relevant competencies so the employer knows you’re not wasting their time too.


4. Use keywords


Include keywords mentioned in the job advert. For example, if it’s an advert for a software developer role, you might be required to know python.


These keywords will optimise your application for Applicant Tracking Systems, which reject up to 75% of CVs before they even get a chance to reach a human! Finding and noting keywords used in the job overview will help you to beat the bots.


5. Keep your accomplishments fresh


When you get comfortable in a job, it can be easy to forget what you’ve achieved on a day-to-day basis. However, this will be essential in making your application stand out and proving that you don’t just sit back in your day job.


Make a running list of any accomplishments at work, so that you have them ready for when you need to make an application.


6. Use the STAR approach


You might come across applications which require you to fill out competency questions. Competency questions are designed to test you on your real-life experiences and how these have prepared you for the role you’ve applied to.


These can often make up a large part of an application, so it’s vital you get your answers right. However, these questions can be tricky as you’re required to remember a lot of information.


To avoid forgetting important information, employers recommend using the ‘STAR’ technique. STAR stands for:


  • Situation – describe the background and context
  • Task – describe the task or challenge you were faced with
  • Action – explain the action you took and how and why you did it
  • Result – ideally, the result will be a positive one and ideally one that can be measured. If it’s not positive, highlight what you learned from it. Always relate the skill or ability you demonstrated back to the role you’re applying to!


7. Save it as a PDF


Candidates forget that employers’ devices may not support the format of their CV.


As such, the recruiter or hiring manager will be faced with a jumbled mess when they go to open your application. They won’t bother getting in contact to ask you to send it again, and your CV will be cast aside.


To avoid the worry of this, simply attach your CV as a PDF! Simple.


Get your application noticed!


Your application will get noticed – Focus on making it the best it can possibly be and only apply to jobs you’re really passionate about. With the help of our useful tips, your application will be noticed by more employers. Start applying for jobs on the ASC Jobs Portal today!

Beth Port is a PR & Communications Assistant at CV-Library. She did her degree in English Literature, but loves all things language-related and is trying to learn Spanish too! She kept a blog on her year abroad and loves being able to write creatively about all things career-related in her job.

SHARE BLOG
28 March 2025
Finding the right talent at the right time is a challenge for many businesses. Whether you’re managing seasonal peaks, covering staff absences or scaling operations, temporary staffing can be a game-changer. By leveraging flexible hiring solutions, businesses can remain agile, control costs and access skilled professionals without long-term commitments. In this article, we explore the key benefits of temporary staffing and how it can drive business growth. 1. Scalability and Flexibility Business demands fluctuate and workforce needs change accordingly. Temporary staffing allows you to scale up or down depending on workload and market conditions. Retailers benefit from temporary hires during busy seasons. Event companies can staff up for major conferences and exhibitions. Manufacturing firms can adjust workforce levels to meet production demands. By integrating temporary workers, businesses avoid the risk of overstaffing during slow periods and understaffing during peak times. 2. Reduced Hiring Risks and Costs Permanent hires come with significant financial commitments, from salaries to benefits and severance packages. Temporary staffing offers a cost-effective alternative. No long-term salary commitments Reduced expenses on benefits and training Minimised legal and compliance risks Recruitment agencies handle vetting, onboarding and payroll, allowing businesses to focus on core operations while ensuring they have access to qualified professionals. 3. Access to Specialised Skills Certain projects or short-term needs require niche expertise that may not exist in-house. Temporary staffing enables businesses to bring in specialists without the cost of a full-time hire. Engineering firms can contract design engineers for specific product development. Manufacturing companies can hire CNC machinists to manage increased production. Warehousing operations can bring in forklift operators and logistics coordinators to handle inventory surges. With an extensive pool of pre-screened professionals, recruitment agencies can match businesses with the right talent quickly and efficiently. 4. Faster Hiring Process Time-to-hire is a critical factor in maintaining business efficiency. Traditional hiring processes can take weeks, but recruitment agencies can provide qualified candidates within days. Pre-screened candidates are ready to start immediately. Agencies manage the recruitment process, saving businesses time. Temporary hires can be converted to permanent roles if they prove to be a great fit. This agility allows businesses to maintain momentum and productivity without prolonged gaps. Overall Temporary staffing is a powerful strategy that helps businesses stay competitive, responsive and cost-effective. Whether you need to fill short-term gaps, scale your workforce or access specialised skills, flexible hiring solutions provide a reliable answer. Looking for the right temporary staff for your business? Get in touch with us today and let our experts connect you with top talent, exactly when you need it!
A person is stacking wooden blocks with arrows on them on a table.
28 February 2025
The job market is rapidly changing because of technological progress, evolving worker expectations and shifts in the economy. By 2025, it's crucial for both employers and job seekers to stay informed about hiring trends to remain competitive. Here are the major trends influencing recruitment in 2025: AI and Automation in Recruitment AI is revolutionising the hiring process. It automates CV screening, facilitates candidate chats and predicts the best job matches. Recruiters use AI tools to streamline hiring, speed up processes and ensure fairness. Companies investing in AI gain an advantage in attracting and hiring top talent. Skills Over Degrees Companies are changing how they hire. They aren't as focused on degrees anymore. Instead, they care more about the skills you have. Employers are looking for practical skills, certifications and real-world experience. They want to know what you can do, not just what you studied in university. People with the right skills are finding more job opportunities, even if they learned through online classes or training programs. It's crucial to show what you can do and the skills you've gained, no matter where or how you learned them. Hybrid and Remote Work Becoming the Norm The need for flexible work setups is rising. People often prefer hybrid work, splitting time between home and the office or working entirely from home. As a result, companies are developing policies to support employees working from various locations. Those businesses that provide these flexible options are more likely to draw in and keep talented professionals, especially in a competitive job market. Focus on Employee Well-being and Work-Life Balance Balancing work and personal life, along with focusing on mental health, is crucial for hiring. Companies invest in wellness programs, mental health support and flexible work hours to increase employee happiness. By creating a healthy and supportive workplace, businesses become more attractive to job seekers. Diversity, Equity and Inclusion (DEI) at the Forefront Employing individuals from diverse backgrounds is essential for companies. They strive to build workplaces where everyone feels included and valued. To accomplish this, businesses employ strategies like blind hiring, which hides names and backgrounds during the initial selection process. They also make sure their interview panels are made up of people from different backgrounds. Additionally, they actively seek out talented individuals who are underrepresented in their fields. Work environments that embrace diversity tend to generate innovative ideas and achieve better business outcomes. Rise of the Freelance Workforce The freelance economy is growing and more people are choosing freelance or project-based work instead of traditional full-time jobs. Companies are turning to online platforms to find skilled workers for short-term projects. By adopting this flexible hiring model, businesses can access a wider range of talented individuals. Generative AI and Upskilling in the Workplace With AI tools like ChatGPT changing industries, employees need to learn new technology skills. Companies are providing training programs to help workers get AI expertise, ensuring they remain competitive in the shifting job market. Being open to learning and adapting is essential for career success. Data-Driven Hiring Decisions Recruiters are enhancing their hiring strategies through data analysis. By forecasting trends, planning workforce requirements and monitoring employee performance, businesses can make more informed hiring decisions. Companies that prioritize data-driven hiring will attract better candidates and decrease employee turnover. Employer Branding Matters More Than Ever Candidates looking for jobs these days do a lot of research on companies before they apply. Companies that have a good reputation, share positive stories from their employees and have clear values tend to attract the best candidates. When a company communicates openly and supports its workers, it really stands out from the competition. Final Thoughts In 2025, the way companies hire is changing a lot, driven by technology, flexibility and inclusivity. Businesses that adopt AI, focus on hiring for skills and support work-life balance are likely to attract the best employees. Job seekers should align with these new expectations to remain competitive. Keeping informed and taking proactive steps are crucial for success in this evolving job landscape.
A group of people are sitting around a table with laptops.
31 January 2025
In today’s workforce, multiple generations work side by side, each bringing unique perspectives, values and work styles. Understanding these generational differences is key to fostering a productive and harmonious work environment. The Generations at Work Baby Boomers (Born 1946-1964) Baby Boomers value loyalty, hard work and hierarchical structures. They tend to prefer face-to-face communication and have a strong work ethic, often associating job success with long hours and dedication. Generation X (Born 1965-1980) Often called the “middle child” of generations, Gen Xers are independent, resourceful and adaptable. They witnessed the rise of technology and value work-life balance. They prefer direct communication and are comfortable with both traditional and digital communication methods. Millennials (Born 1981-1996) Millennials prioritise collaboration, purpose-driven work and flexibility. They are tech-savvy and prefer open, transparent communication. They seek regular feedback and value career development opportunities, often looking for meaningful work over long-term job security. Generation Z (Born 1997-2012) The newest entrants into the workforce, Gen Zers are true digital natives. They value diversity, inclusion and innovation. They prefer instant communication methods, such as messaging apps and social media, and are drawn to organisations that align with their values and offer work-life integration. Bridging the Generational Gap To create an inclusive workplace that leverages the strengths of each generation, organisations can implement the following strategies: Encourage Open Communication : Foster a culture where employees feel comfortable sharing their perspectives. Utilising multiple communication channels (emails, meetings, messaging apps) ensures that all generations stay informed. Emphasize Mentorship and Reverse Mentorship : Pairing Baby Boomers or Gen X employees with Millennials or Gen Zers promotes knowledge exchange and strengthens intergenerational relationships. Promote Flexibility : Recognising different work styles and preferences—such as remote work options or flexible schedules—can increase job satisfaction and productivity. Leverage Strengths : Assign roles and responsibilities that align with generational strengths. For example, Gen Z’s digital fluency can drive technological innovation, while Baby Boomers’ experience can guide strategic decision-making. Invest in Training and Development : Providing continuous learning opportunities appeals to all generations, particularly Millennials and Gen Z, who seek professional growth. Generational diversity is an asset when managed effectively. By understanding and embracing the differences in work styles, communication preferences and values, organisations can create a more inclusive and dynamic work environment. The key is to find common ground, respect varying perspectives and cultivate a culture of mutual learning and collaboration.
Share by: