Be More Prepared
How to make a first class
application
Barclays Skill Session
Contents
•
The changing world of graduate applications
•
The selection process
•
Research
•
How are competencies used in the application process
•
The application form and CV
•
Analytical Testing
•
The telephone interview
The changing world of graduate applications
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Every year, companies review their graduate offering and application process
•
As competition increases year on year, companies strive to recruit the top 10% of
graduates leaving University
•
With fewer places available generally, demand is high and organisations become much
more stringent and demanding in their evaluation criteria
•
The selection processes currently in the market are highly challenging and require much
more input than a CV and covering letter
•
With graduate recruiters receiving thousands of applications each recruitment round, you
need to ensure your application stands out.
The Selection Process – what you will encounter before assessment centre
•
Just getting to the assessment centre often requires you to pass many key stages:
Online
Testing
Situational
Judgement
Tests (STJ)
Telephone
Interview
ASSESSMENT CENTRE
Research
Online
Application
and CV
Research
•
Nothing will switch off an employer more than a candidate who knows nothing about the
organisation/business area/graduate programme they are applying for
•
It is imperative you research these areas in depth either online; at careers fairs, by talking
to contacts in the industry, reading the financial press and any company literature
•
The question of why are you applying to this organisation/for this scheme will come up,
rehearse your answer in depth.
•
If you have not done your research, you won’t be able to submit a decent application form
•
Employers will automatically disregard your application if you cannot answer the simple
question of why you have applied and answer it well. You would be surprised how many
candidates fall at this first hurdle
How are competencies used in the application process?
•
A competency is defined as a behaviour or set of behaviours that describes excellent
performance in a particular work context. Competencies are designed around a skill set that is
required by an employer
•
There are several different competencies that can be developed dependant on the graduate skill
set, the recruiting organisation and the industry. Some examples of competencies can include
influencing skills, planning and organising, decision making and judgement, problem solving,
time management, building rapport.
•
Some employers will post their competencies on their graduate website so it is always worth
checking. You should familiarise yourself with each competency and what is expected of you.
•
Competency questions in the application process tend to feature on the application form and the
telephone interview. You may be tested on all or a select few of the competencies required.
Quick exercise on competencies
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Can you give me an example of when you have had to plan a piece of work and then revise the
plan part way through?
What was the piece of work?
Why did you have to change this and how did you do this?
What was the result?
What did you learn from this?
•
How comfortable did you feel in answering that question? Did you understand what the employer
was looking for? What example did you give?
The Application Form
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On your application form, you will be asked to provide some factual information around academic
records; work experience, extra curricular activity.
•
What makes your application stand out is the competency questions you may be asked. When
answering a competency question, make sure you put all the relevant information and sell
yourself.
•
Identify your achievements and talk about them openly.
•
You may be asked questions asking why you are interested in the organisation or referring to a
recent development in the financial markets or the industry to which you are applying. Make
sure you research this answer. Don’t rush this, employers will need to see strong, concise
arguments for why they should be hiring you.
•
Always check your spelling and grammar on any part of the application process. Any mistakes
will automatically stand out.
•
Do not transfer the information from your CV to your application form. The form often looks for
more content and your own opinion therefore lifting and shifting information will not work.
Your CV
•
As part of your application, you will most likely be asked to attach a CV with your application
•
Many employers today will ask for a one page CV with all your relevant information
•
As your CV is read in conjunction with your application form, it needs to be concise, accurate
and well laid out
•
Make sure the information you include on your CV also sells your abilities, it is factual but also
needs to sell you to the organisation.
Brainstorm the below under the key headings.
Keep in mind the role and the company you are
applying for
Education History &
Academic Achievements
Achievements
YOUR CV
Work Experience
Volunteer experience
Extra Curricular Activities
Positions
of Responsibility
How do I target my CV to the potential employer, and why is it so important?
•
It is very important to be focused with your CV, and tailor it for your target audience i.e. for
Financial Services, what experience or knowledge do you have in this area? What commercial
awareness can you demonstrate?
•
Your CV must meet the requirements of the job you are applying for so if for a Leadership
programme, what leadership skills can you display i.e. captain of a sports team.
•
For graduate roles, your CV has to stand out therefore your work experience in McDonalds might
not be relevant but “I introduced a new customer service process to improve the waiting times for
customers whilst at McDonalds” is more effective.
•
The lesson here is that one CV will not suffice for every application. You must review your CV,
and make appropriate changes, for each application you make
Analytical Testing
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Several online applications will include analytical testing in their structure
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These are multiple question tests that are timed and form a key part of the initial application
process
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Your scores on these tests will go towards your final overall mark for the application
•
Analytical tests will often be used as a pass or fail at application stage. Examples of tests include:
- Online Numeracy Test (ONT)
- Online Verbal Reasoning (OVR)
- Situational Judgement Tests (SJT)
•
You can practice the tests online which is a good tip. Also bear in mind you will be re-tested if
you get to assessment centre stage therefore ensure you are used to these tests
•
The SHL website offers practice tests and it is always a good idea to go online and practice:
www.shl.com
More about Situational Judgement Tests (SJT)
•
The Situational Judgement Test is a relatively new development in graduate assessment
•
Many employers are now using this tool as part of their initial application form
•
SJT’s look for how candidates would react to certain situations
•
(SJTs) are a type of psychological aptitude test that assesses judgement required for solving
problems in work-related situations.
•
This type of test presents candidates with hypothetical and challenging situations that employees
might encounter at work.
•
You will be asked to respond to various different scenarios and asked to explain why you have
chosen this particular solution.
•
Competencies that may be assessed within a SJT will typically be creativity, problem solving
and commercial awareness.
The Telephone Interview
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The telephone interview is often a standard tool used in the majority of initial applications.
•
Telephone interviews tend to last between 45 minutes to an hour.
•
Telephone interviews are often outsourced due to the high level of applications an employer will
receive.
•
Telephone interviews are harder to build a rapport with your assessor as you can’t see what they
are doing. There will often be some pauses or silences as they are taking notes, don’t let this
distract you.
•
Don’t be afraid to ask the assessor to repeat a question if you didn’t hear it correctly and ask for
clarification of a point if you need it
•
Telephone interviews are often competency based and will therefore be rated. Before the
interview, make sure you prepare your answers and think of good examples to give.
The Telephone Interview
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The structure of the interview may vary but you will often be asked 1 or 2 questions per
competency with a total of 3 competencies being tested.
•
You will be asked for specific examples based on a competency for example:
If the competency is decision making, you might be asked to describe a time you had a
make a
big decision. What was the scenario? What was the outcome?
•
This is not about what you would do but what you have done. Before the assessment centre,
think
of several good examples of what you have achieved in the past either academically, in your
extra
curricular activities or work experience.
•
Try answering the question. How did you feel? Did you give a good example?
Future Leaders Development Programme (FLDP)
Barclays brand new Future Leaders Development Programme was launched in 2010.
We’re looking for the most ambitious, visionary graduates to become nothing less than
the future leaders of our vast and varied business.
Every graduate joins our FLDP, but there are two ways to start climbing.
1. Retail and Business Banking Leaders
This will give you a broad overview of the business, a deep customer insight and a clear
sense of where your strengths and your prospects lie.
2. Functional Leaders Programmes
You can chose from one of our functional programmes that will prepare you for a top-level
career in one of the following: Human Resources, Marketing, Products & Analytics, Credit
Risk,
Operations, Technology – Process and Product Development, Finance or Tax.
We have opportunities for first years with our Spring Insight programme; Summer Internship
opportunities for students in their penultimate year and our Future Leaders programmes for
finalists.
www.seemore-bemore.com
Any Questions?