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Have you considered that not all parts of a job application are meant to be created equal?

A common mistake I see candidates make in their applications, is trying to make every part of their application do the full job of getting you hired, resulting in overstuffed cover letters and overly ambitious answers to screening questions.

First, you need to understand that the role of the application is not to get you the job. The role of the application is to get you invited to the next step in the selection process.

To that end, each component has its own role and is used in different ways by recruiters and hiring managers.

In essence:

• The resume (CV or PHP - Personal History Profile) provides the details, the evidence if you will, of your professional life in a structured and organized manner. This is the main component of your application.
• The cover letter, or motivation statement, gives the hiring manager a sense of who you are as a person, and if you're a credible candidate. This component complements the resume/PHP. It can tip the scale in your favor, but doesn't do the heavy lifting.
• The screening questions help recruiters determine if you meet the requirements with more certainty, compared to them trying to piece it together themselves from your resume/PHP. It's the first hurdle to get across, but doesn't do the heavy lifting either.

So, provide the evidence in your CV/PHP, give them a sense of who you are, what drives you and what makes you a good fit for the role in the cover letter/motivation statement, and in the screening questions, just answer the question. If they ask for 5 years of some specific experience, answer it so that it's undeniable that you have it.

I know this can be tricky. Click here to check out my coaching services if you could use some help.