Rage Applying May Not Work for Everyone

With skills becoming the key selection and hiring criteria, companies are moving away from the traditional approach of hiring for attitude and training for skills. Are job seekers ready for this transition?

It’s that time of the year when bonuses are given out and the allure of an even higher-paying job beckons.

In older days, some held the notion that you must send out a minimum number of applications per month to get a job offer by a certain date.

In modern times, people move to TikTok to share how their “rage apply”. This social media buzzword is essentially a classic case of “old wine in a new bottle”. It refers to the traditional approach of job hunting, where applicants adopt a “spray-and-pray” strategy, hoping to get any job they can find. Only this time, the job hunt was prompted by a grievance at work, such as being passed over for promotion or supervisor incivility.

While there are successful cases of “rage apply”, such as getting a higher-paid job with better benefits after the mass application, it’s crucial to remember that what works for one person may not work for everyone. In addition, it’s essential to adopt a customised approach that aligns with one’s career goals.

Recruiters in Singapore have raised concerns about the job market, as it is witnessing a growing trend of retrenched and highly experienced individuals who are currently unemployed applying for junior-level positions. This “spray-and-pray” approach has resulted in recruiters receiving an overwhelming number of applications from the same candidates for various positions within the same organization.

To mitigate this, some recruiters have implemented measures such as blacklisting candidates who apply for multiple irrelevant roles. The rationale behind this decision is that such candidates are not genuinely interested in the specific role, but are rather applying out of desperation or a lack of job opportunities in their field. As a result, recruiters are now seeking candidates who are a better fit for the job and demonstrate a genuine interest in the role, rather than just submitting multiple applications in the hope of securing any job.

Considering this current context playing out in Singapore, here are some best practices that have been time-tested and have always worked out if planned and executed diligently:

• A one-size-fits-all approach may not work in today’s competitive job market

This is an opportune moment to remind job seekers of the importance of identifying their unique skills, experiences, and strengths and adapting their job search strategies accordingly. A customised approach based on their specific industry expertise, tenure of experience, and seniority level on the corporate ladder is more likely to produce positive outcomes and help them secure a job that is a good match for their skills and experiences.

A “spray-and-pray” approach might work for an entry-level role where most applicants have similar qualifications and skillsets. However, for experienced hires, this approach is not effective as they need to showcase their unique skills and experiences that align with the specific requirements of the job role they are applying for. Typically, the latter have a wealth of skills and role competencies that they can bring to the table for a potential employer, but these skills may not be relevant to every job they apply for. Customising the resume to fit the specific job role can help highlight the most relevant skills and experiences and increase the chances of being considered for the position.

Moreover, many organisations use Applicant Tracking Systems (ATS) to screen resumes before they even reach humans. A non-customised resume may not include the specific keywords and phrases that the ATS is programmed to search for, leading to rejection before the candidate even has a chance. While this scenario is fast-changing with Artificial Intelligence (AI)-powered recruitment systems that can go beyond keywords to understand the context, job seekers need to play it safe with a customised approach. Although it may appear to be a time-consuming process, its efficacy is considerably higher.

• Increasing importance of employee referrals

Increasingly, companies are relying on employee referrals to fill up the open roles as it has proven to be beneficial in hiring and engaging best-fit talent for the organisation. In a recession, hiring managers may be even more cautious and risk-averse, making referrals and personal recommendations more valuable than ever. Actively using their network to showcase their skills and capabilities will help demonstrate candidates’ expertise better to potential employers.

The majority of professionals typically engage in active networking with their contacts solely when they are seeking employment, which often fails to produce positive outcomes. Even when actively employed, constructing and fostering a robust personal network can prove to be a vital asset at a later point when they are searching for opportunities. By strengthening their network, individuals can acquire entry to unadvertised job positions, enhance their personal branding, and obtain new insights and outlooks on business trends and employment prospects.

• Hire for Skills, Train for Upskilling

This seems to be the new mantra for most organisations as they are moving away from the traditional model of hiring for attitude and training for skills. With skills increasingly becoming a vital factor in selection and recruitment, businesses are relinquishing their traditional hiring approach. Companies are gradually moving away from the traditional approach of making judgments based on the content of a resume, educational qualifications, and previous employers. Instead, they are using contemporary assessment techniques that precisely evaluate a candidate’s hard and soft skills and their suitability for the position.

For job seekers, obtaining new skills through certifications is becoming increasingly crucial. Certifications not only exhibit an individual’s knowledge and expertise, but they also serve as concrete evidence of a professional’s dedication to their industry. Employers are constantly in search of candidates who can not only perform their current job responsibilities but are also capable of adapting to new roles and challenges as their organisation evolves. By acquiring certifications, professionals indicate to potential employers that they are forward-thinking and have the desire to continue learning and advancing in their field.

Moreover, certifications can unlock new career possibilities for professionals, leading to more advanced positions or specialisations within their areas of expertise. In a fiercely competitive job market, possessing certification can differentiate a candidate from others with comparable qualifications but lacking additional credentials.

The Singapore government provides various grants and incentives through the MySkillsFuture portal to help individuals upskill themselves and prepare for uncertain times. Singaporeans can leverage these grants and incentives to cover the cost of courses and training programmes, making it easier and more affordable for them to acquire new skills.

In conclusion, job seekers should avoid relying solely on traditional job search approaches during economic slowdowns. Instead, they should focus on customised and innovative job strategies that align with their career goals. By doing so, they can increase their chances of finding meaningful employment that meets their career aspirations.

The article is an edited version of the first one published in The Straits Times.