The application process nearly always begins with seeing a job description and deciding if the role is desirable and you are a good fit. As part of that pre-application evaluation, you should be doing a bit of due diligence on the company and evaluate the desirability AND cultural fit.  These were processes I covered earlier in Section Two of "Your Struggle is Reel" titled “Finding the Right Fit”. If there are red flags there, you might want to take a pause on moving forward or at a minimum go in with your eyes open when you evaluate a potential offer. 

In terms of a fit with skills and experience, it is best to understand that an 80% fit with the job description’s role and requirements will technically put you near the top of the candidate list. Job descriptions are written to find the utopian candidate, a unicorn so to speak. Do not get discouraged if you do not find yourself a perfect fit top to bottom. The key is going to be aligning results you have demonstrated in previous roles with the results desired in the posted role. 

Couple things you need to know about the application process. First, understand that you need to be as honest and factual as possible. Your previous employment, salary, and education can all be easily verified during a background check. Anything that turns out to be incorrect or embellished will obviously take you out of the running as a candidate. More troubling is that post offer, acceptance, and after you have started your new role, you can be fired for misinformation on your application. I have seen this used as a “for cause” termination of an employee who had been with the organization for more than 2 years!

Next, the number one question I get about filling out an application is …. “what do I put down as my desired salary?” I cover this in detail later in one of the final chapters of "Your Struggle is Reel" titled “How to Answer the Most Dreaded Interview Questions of Them All”. Answering that question on an application is not that much different when being asked the same in an interview. You simply need to know what the range is for the role in the marketplace and where you sit in the range. You can put yourself at the top of the range but run the risk of being disqualified if you are out of the range.

Statistically there is less than a 2% change that your online application alone is going to result in an offer. More than ninety-eight percent of all applications never result in an offer. There are several ways to improve the chance of your application getting through the first screen and beyond.  I favor a three-step approach to the application process and it significantly improves your visibility and chances of moving on as a potential candidate.

First is an email of introduction to the hiring manager, or at least to a leader that will be in the interview process and can be influential in the hiring decision. Let them know of your interest, why you are a great candidate, and finally that you will be filling out a formal application online. There are some keys to that introduction email that are critical to its success of being opened and you being consider as a candidate.

1. Personalization. Make sure it is addressed by name to the recipient. Their name should be in the subject line as well as the greeting.
2. Subject line should have their name, company, position, and your name. For example, James, WSB-TV Reporter/MMJ – McNamara. This will help the recipient find the email at a later date. It’s not surprising that I see emails getting reopened and responded to 6 months later. 
3. Most emails come up in a preview pane before they are opened. It is important that your preview is compelling and entices the recipient to open it. We use images like headshots that can be embedded in the email. Large font or bold print can be helpful.
4. Use simple email tracking software to gain insight on if/when emails are being opened and if reel links are being clicked.
5. The second step is to formally apply to the position using the established links on the company career site. Most large organizations have implemented enterprise-wide Human Resource Information Systems (HRIS) like Workday, ADP, Ultimate, Taleo and others. Nearly all will harvest data directly from your resume and populate your application. It is important to always confirm the accuracy of this import. Some things to know about this process:
6. The basic data from your Workday application for Company A can be used to start an application for Company B. You have created a profile in Workday and it should not be taken lightly. Slow down and make sure it is the best representation of your professional career.
7. The same logic applies to all job board platforms. Your LinkedIn profile and resume will be used for future applications, especially the ‘Easy Apply’ options.
8. Take advantage of the cover letter opportunity if offered. You do not need a lengthy description of why you are a great candidate, you need to get 3-4 bullets about the results you’ve delivered in previous roles that are relevant.
9. The first candidate screening is most likely going to be your application, not your resume. This is when accuracy and completeness is critical. Additionally, the screener will be verifying your compensation expectations are within their range.

The third step in your application process is a simple follow up email. The intent of this email is to point the hiring manager back to your application and get another look at your credentials, specifically your reel and/or resume. You can forward the first email back to the recipient as an update and follow up. You should literally type the words FOLLOW UP in the subject line in front of the previous email’s subject line.

The text in the follow up email is brief and to the point. You should incorporate the following:

1. Let them know you respect the formal process and have applied online for the role. Ask them to look to your application for more complete information of your background and experiences.
2. Ask them if they recall looking at your reel and if not, here is another link to it.
3. Finally, add something new. This is a great opportunity to put a link to a recent stand up, an award, some other recent accomplishment.

In short, you can always follow up if you have something new to share. It is not wise to continually follow up drumbeating the same info over and over again.  

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