Sunday, June 14, 2020

How do your Jobstreet application looks like to employers

This post is not affiliated with Jobstreet in any way. 

Have you ever feel curious about how your Jobstreet application looks like on the back-end of the employer's screen? I will give you an insight into how your job application looks like on the other side. 

If you are a Jobstreet user, you probably have receive multiple emails from LiNa frequently. LiNa is not a person who works in Jobstreet. It is a candidate module created by Jobstreet. While the job applicants system is called LiNa, the employer’s system is called SiVa. Technically, Jobstreet is a software/system company, and not a recruitment company. They developed these systems to connect employers and job seekers. So you can’t call Jobstreet to look for you a job. It doesn’t work that way. You need to know this, because it is up to you how to attract the attention of the employers. Jobstreet is only providing you the platform to submit your application. 

There are 2 types of employer accounts - one target for low hiring and another one is high volume hiring. I will show you both the account interface as well. 

The low hiring 

Usually this account has 10 prepaid job posting that valid for a year. As the employer log in, this is the page that they will see with all the active/non-active job posting:

When the employer clicks on the vacancy, they will go to the list of candidates that applied to the position. This is the view:

Key takeaways:

  • The employer is able to see your application summary of your name, your current position, company & year of service, your previous position, company & years of service, your expected salary, your highest education level (Degree, Diploma, PhD, Master Degree, SPM, etc.). Jobstreet is parsing these details from their application form that you filled up. So do not miss filling up the info in your Jobstreet application even though you opt for uploading your own resume. 
  • There is a hover-over "Why hire me?" section. This is your short pitching to the employer. Do use this to your benefit by letting the employer know why you deserve to be interviewed.
  • On the left side of the screen is a list of fields that the employer can filter. Commonly, we will filter those within the same industry, location and the desired specialization. Not on the screen - there is also a filter of the expected salary range and education level to filter.

The high-volume hiring

The high-volume hiring dashboard is pretty much the same as the low hiring, the only difference is the aesthetic and arrangement of the information. The list of the published vacancies will appear on the "Application" tab with a summary of total applications and unprocessed applications. 

When the employer clicks on the number of applications, they will be able to see the summary page of the applications. Below is the view:

Key take-aways:

  • The details of the summary are the same as the low-hiring format, with additional info such as how many times candidates applied to the company, age, gender, education course, top skills, and current location. I highly advise you not to skip these fields when filling up the Jobsteert form. 
  • Due to private and confidential details, I couldn't share the page where employers view the individual application. However, I highly suggest you fill up the Jobstreet application as well as upload your own resume. The Jobstreet application form is not comprehensive to portray your complete job scope, skills, and knowledge, but it is still crucial for you to fill them up because of the summarized info that gives the first screening. Your uploaded resume must complement the information you have keyed in on the Jobstreet application. If the employer finds your profile suitable for the position they're hiring, they would want to read more of your profile from your uploaded resume. 

I hope this insight might help you get noticed by the employer. In my next post I will drop you some tips on how to be "searched" by employer on Jobstreet as a passive candidate. 

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