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APPLICATION FORMS
Demonstrate to employers that you're an ideal fit for the role and merit a spot on the interview shortlist
Why Do Employers Use Application Forms?
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Employers, particularly medium to large organizations, and institutions offering postgraduate or professional study, often use application forms to gather consistent information from potential candidates. This approach standardizes the application process, making it easier to evaluate each candidate fairly and consistently. Application forms are usually accessed through an online portal, allowing candidates to complete and save them in stages. Some organizations may still use downloadable Word documents that applicants complete and email to the recruiter.
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These forms help employers collect all necessary information, assess whether you meet their criteria, and monitor the hiring process for fairness. Refer to the job advert, job description, and person specification while completing the form—this will help you understand exactly what the employer is looking for and guide your responses. After submission, applications may be screened manually by recruiters or automatically using AI software to identify keywords that match the job’s requirements.
What Does an Application Form Include?
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Here are the typical sections found on an application form:
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Role Applied For – Include any job reference codes requested.
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Name and Contact Information – Write names, addresses, and postcodes in proper capitalisation (e.g., Chandra Kumar, 10 Green Lane, Hyderabad, Telangana, 500060).
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Additional Sections (may vary by organization):
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Eligibility to work
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Disability disclosure for additional support
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Explanation of extenuating circumstances if needed
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Criminal conviction disclosure (usually only unspent convictions required)
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Professional memberships
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Education and qualifications (list most recent first)
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Employment and work experience (paid or unpaid, starting with the most recent)
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Competency or strength-based questions, often with word limits
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Personal statement/additional information section to express your interest and suitability
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Referee contact details (usually one academic and one professional; PhD applications may require three)
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Equal opportunities section for demographic data (used for fairness, not in screening)
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Tips for a Successful Application
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Submit Early – Apply well before the deadline, as roles like internships or graduate schemes may close early due to high application volume.
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Save the Job Details – Screenshot or save the job advert and person specification for future reference, as these may not be available after the deadline.
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Research Thoroughly – Understand the organization and role before filling out the form, and ensure your responses align with what the recruiter is seeking.
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Draft Answers Elsewhere – Write your answers in Word or Google Docs before entering them into the online form. AI tools can help with an initial draft, but be sure to refine the content before submitting. Have a friend or mentor review it as well.
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Complete All Sections – If a section doesn’t apply, put “Not Applicable” to show you've read everything carefully. Provide honest answers and detailed examples, even if they’re also in your CV.
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Follow Instructions Carefully – Pay attention to word counts and specific instructions; concise writing demonstrates good communication skills.
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Demonstrate Relevant Experience – Show how you meet each requirement by sharing relevant examples from academics, work, or extracurricular activities, using the STAR (Situation, Task, Action, Result) technique for structure.
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Be Detail-Oriented – Check for spelling and grammar errors and use UK English where appropriate. Proofread your final version carefully.
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Show Enthusiasm – Personalize your application to reflect genuine interest in the role and company; employers value candidates who are motivated to join them.
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Attach Required Documents – Name each document with your name or initials (e.g., jo_bloggs_CV_July_2023) and submit as required.
Finally, keep a copy of your application for future reference—it’s valuable for preparing for interviews, where recruiters may ask questions based on the information you provided.
The STAR Technique
What is the STAR Technique?
The STAR Technique—an acronym for Situation, Task, Action, and Result—is an effective framework for structuring answers to application and interview questions, especially when discussing relevant experience. This method helps you present your responses clearly and logically, making it particularly useful for competency-based questions that assess specific skills or behaviors employers often seek.
Breaking Down the STAR Technique
Using the STAR Technique allows you to structure your example to create a smooth, logical answer:
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Situation: Begin by setting the context for your example. Describe when and where it took place, whether you worked individually or in a team (mention team size and who you reported to), and clarify your specific role and responsibilities.
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Task: Outline the task or goal you were working toward, explaining its purpose and any timelines or deadlines involved.
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Action: Describe the steps you took to complete the task. Focus on *your* actions specifically (use “I” rather than “we”) and highlight how you demonstrated the desired competency. For instance, explain how you communicated, overcame challenges, or applied systems and tools. This should be the most detailed part of your answer.
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Result: Summarize the outcome. Discuss the success of the task, any feedback you received, and the impact of your actions.
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When to Use the STAR Technique
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The STAR Technique is valuable for application forms as well as online, video, and in-person interviews. Recruiters often ask for examples related to key competencies. Common questions might include:
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Communication: “Give an example of a time you encountered a difference of opinion within a team. How did you manage it?”
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Teamwork: “Describe a time when you contributed to your team’s success.”
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Leadership: “Tell me about a time you led a team.”
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Client Focus: “Describe a situation where you successfully resolved a customer issue.”
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Decision-Making: “Provide an example of an important decision you had to make.”
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Problem-Solving: “Share a time when you found a solution to a complex problem.”
Application forms often have word limits, so keeping your answers concise yet complete is essential. Your Career Center can review your application answers or conduct mock interviews for additional practice.
Choosing Examples
Draw from a wide range of experiences that showcase your skills and fit the question. These could be from part-time or full-time work, coursework or projects, voluntary work, personal experiences, extracurricular activities, mentoring, open day presentations, or any other setting where you demonstrated relevant skills.
Example Answers Using the STAR Technique
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Problem Solving: Describe a time when you solved a problem.
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Situation: “A notable example of problem-solving is from my role in customer service.”
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Task: “I was tasked with addressing customer issues, and one instance involved helping a customer who had lost their receipt.”
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Action: “I actively listened to the customer, summarized their issue, and repeated it back to confirm my understanding. I then considered various solutions, evaluating each for feasibility. My initial solution wasn’t suitable due to cost, so I moved to a more effective approach that better suited the customer’s needs.”
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Result: “This careful problem-solving approach led to a positive outcome. The customer expressed gratitude for the help, and my manager commended me for finding a cost-effective solution.”
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Leadership: Describe a time when you led a team successfully.
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Situation: “During university, I served as president of the Student Union.”
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Task: “One of my responsibilities was leading a team of ten to organise the Winter Ball.”
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Action: “As the leader, I assigned roles based on each member’s strengths and provided clear guidance on their responsibilities. I coordinated the team’s work through regular meetings and emails, ensuring everyone stayed informed on the project’s progress. I also acknowledged strong contributions and quickly addressed any challenges.”
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Result: “The event was a success, exceeding ticket sale targets. More importantly, the team expressed satisfaction with the process and was eager to collaborate on future projects.”