Firefighter Recruitment – Beating the Application Screening Bots!
Application Sifting Software
A recent development with some Fire & Rescue Services is the use of ‘Application Tracking Systems (ATS)’. If you need to submit an Application Form as part of your recruitment process for becoming a Firefighter, it is becoming increasingly likely that instead of a member of the recruitment team reviewing your application, it will be scanned by specialist software to see how good a ‘fit’ you are for the role.
This software uses artificial intelligence and algorithms to scan the text of your application and pick up on words and phrases that are a match to the role requirements.
If you write your application in a certain way, it will improve your chances of making it past this stage of the process.
An important thing to remember is that if the software can’t understand the information you have typed, perhaps because of spelling errors, poor formatting or just being unclear, then it will automatically reject it.
So how do we beat the bots? Read on…
Talking Robot in your application
There are ways you can really boost the chances of the software giving your application a high ranking.
The better your score, the more likely it is to go to a real human being, who might call you into the next stage! It’s all about writing the information in an ATS-friendly way.
So how do you make sure your application form highlights the skills and experiences you need to show you are a good match?
Do some Keyword Research
Every time you google something you type what you’re looking for into the search bar – these are known as ‘keywords’. And using the right keywords can make or break your job search!
Recruiters use keywords too when they’re considering applications- to identify applicants who match with the desired skills and qualifications for the job. The screening software tries to find these keywords.
But how do you know which words to use? A good start is by checking the job description on the Fire Service’s website or the advert.
You might find this is in the job description (about the role), the Person Specification (about the type of person you need to be), in any other organizational documents such as the organizational Values, FRS Code of Ethics or Leadership Qualities.
Find and note down the keywords used in the job overview and candidate requirements below.
EXERCISE
Can you identify relevant keywords from these fictiotious job posts below?
Example 1. We are looking for exceptional people to join xxx Fire & Rescue Service. If you share our commitment to serving our community, embracing other cultures and have a passion for safety, we would like to meet you. If shortlisted, you will be invited to attend one of our recruitment events.
Example 2. Join our team and help us work in collaboration with our partners to ensure the safety, health and wellbeing of our communities across the region. We expect our Firefighters to bring dedication, teamwork, respect and focus to the role.
Example 3: You’ll be part of a team in this important public-facing role. The job involves shifts and nights and weekend work. You’ll need to be confident, resilient and comfortable coping both with emergency situations and the educational and welfare elements of the role.
Top Bot-Beating tips!
- As we’ve discussed, include keywords – use the job description as a starting point for these!
- Make sure you format your application correctly
- Avoid ‘fluff’ – stick to highlighting your proven skills and qualifications
- Use clear ‘industry-standard’ job titles for instance, ‘Call Centre Operator’ instead of ‘Customer Delight Exec’
- Include specific qualifications – and make sure these are accurate, avoiding acronyms if they aren’t well known – GCSE is ok, AFbLts is not!
This method of screening is gaining popularity rapidly across recruitment teams in a multitude of industries. How long it will last as applicants get wise to the algorithms and how to get round them is another question, but for now, it’s worth getting familiar with this development to give yourself a decent head start.
