Some early careers advice

One of my favourite jobs over the years was running the Graduate Scheme at Hays IT, where we gave a load of keen newbies their first taste of a career in recruitment.

I often get asked whether I get entry-level roles with my Tech clients. As much as I enjoy helping people get their foot onto the career ladder, I'm normally tasked with filling more senior/technical roles, so it's sadly a rarity.

However. I recently did have one of those rare occasions, as a treasured and long-standing client (where I've placed a dozen or so people) has asked me to find them someone for a junior IT support role.

It was interesting to see how a bunch of recent grads and other early careers candidates were approaching their job searches and I thought it might be worth sharing a few observations and nuggets of advice, in case they're helpful for others looking for their first IT role.

Firstly, a bit of context: I advertised the role in one place only (Linkedin). I received 365 applications. About half of those were at least a partial fit for the role. I selected all the candidates who were a particularly good fit in order to have a closer look at them. That was almost exactly 10% of the whole: 36. 36 is too many people to speak to but I did speak to my favoured half of those on my way to selecting my final five. Those five are (at time of writing) now in a client interview process.

In other words... of all those who applied, 5% ended up speaking to a recruiter and just under 1.5% will end up in front of the client for an interview. 

That's probably not far off par for the course on a role like this, I suspect. So how do you give yourself the best chance of ending up in the 1.5% (or at least the 5%)? 

Firstly you need to read the ads carefully and apply for roles that are a good match. That's common sense, obviously. But once you've done that, here are three things that could just tweak your chances for the better: - 

1) Check your profile info. On Linkedin, you are sending a recruiter two things: your CV and your Linkedin profile. You've probably added your job requirements to your profile, at least for recruiters to see. Make sure the stuff you've said about your requirements/ aspirations includes the kind of job you're applying for. I am less likely to shortlist you for a Junior Sys Admin role if your profile (or CV) are oriented towards being - for example - a Data Analyst. If you've widened your search, make sure we can see that.

2) If there's something requested on the ad and you have that "something", make sure it's on your CV. Prime example: driving licence. Loads of people don't mention this on their CV. If working to a deadline and confronted with three dozen similar CVs, when looking for someone who can drive, who do you think is getting called first?

3) Be available! If you have applied for a bunch of roles, you will be getting some phone calls. Pick the phone up! And if you can't pick up straight away, call back as soon as you can. For this role, had some really strong people apply who haven't called me back. Guess what? Being sufficiently interested in the role to return my call is an important part of the process!  The recruiter might not need to chase you!

There you go. A bit of a tome but hopefully helpful to someone and if you have any comments please feel free!