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Notes: Week 5 – Mock Job Application & Career Preparation

Overview: Week 5 context and the mock job application

This week is Week 5 of the session and marks our third online meeting. The pre-placement report is due on Wednesday, and everyone should be well into it by now. If anyone is leaving it to the last minute, the lecturer encourages watching back online meeting one and two and using the posts in the communication discussion tab to help with the task. The pre-placement report deadline is Wednesday, and most students have their placement application sorted; if there are any issues, students are advised to contact the lecturer and the Will team for assistance. The meeting then shifts to the mock job application task. A guest speaker, Pete, will provide information about the job market and tips relevant to the mock application. The task, as outlined in the subject outline, is to find an accounting-related job advertised within the last 6 months and submit a mock application for it. Important: this is a mock submission for assessment purposes only and should be uploaded to Brightspace; students should keep a copy of their submission because a link may go inactive over time. The submission should include the required elements listed in the subject outline, and the lecturer will provide further announcements in the coming weeks. After these preliminaries, Pete will share practical information about applying for roles, with Emma (the lecturer) returning later to discuss the assessment details.

Task details: what you are actually doing for the mock application

The mock task requires you to locate an accounting-related job advertised within the last 6 months and prepare a complete mock application for it. Do not submit this to the employer. Upload your finished document to Brightspace and keep a copy yourself. The document should incorporate the six (plus one) elements discussed: resume, cover letter, selection criteria (if requested), targeted questions, online brand (e.g., LinkedIn), and referees. The six elements may appear in various combinations depending on the job and the organization; the instructor notes there may be a sixth element—online branding. Pete emphasizes that the process is time-consuming and requires careful preparation, not a last-minute rush. He also notes that the final submission should be a single, cohesive document for marking, even though real job applications often require separate documents.

Pete’s opening guidance: finding jobs, saving them, and learning what employers want

Pete, from the Careers and Skills Hub at Charles Sturt University, stresses the value of looking for 5 to 10 jobs in the industry—not necessarily to apply to all of them, but to observe what the market demands. Save those job postings so you can review the skills employers seek; revisit this exercise every 6 to 12 months to stay current with industry trends. The goal is to understand the industry needs and tailor your skills accordingly, using the STAR method to demonstrate competencies.

Pete outlines a practical workshop schedule: the workshop will run for just under an hour, and students should feel free to ask questions via chat. The aim is to make the content relevant to both the assessment and real-world job hunting. The discussion moves into the realities of job seeking, including time commitments, preparing base documents, and tailoring applications to different roles. Pete also highlights the importance of curiosity and researching potential employers—asking questions about professional development opportunities and organizational values to ensure alignment with your goals.

The reality of job-seeking: time investment, planning, and job type decisions

Pete explains that a single job application can require substantial time, roughly between 9 and 15 hours, depending on whether you are starting from scratch or refining a set of resources. The initial effort to create base documents (resume, cover letter, selection criteria, etc.) can take around 10–15 hours when starting fresh, but once you build a robust base, tailoring for individual roles becomes quicker. Job searching is emotionally challenging, so it’s important to clarify what you want from your next role—job satisfaction, advancement opportunities, and entry points—and to decide the type of work you’re seeking: casual, part-time, full-time, volunteering, internship, placement, or graduate programs. Pete also notes that placements provide opportunities to identify and address skill gaps with the support of the Careers and Skills team.

Understanding your target industry is essential. Consider relevant professional accreditation, job titles related to your course qualifications, and whether opportunities exist outside accounting (e.g., ag or engineering sectors) where your skills could transfer. Location matters too: are you willing to relocate or work from home? You should also develop keywords for your job search to optimize for Applicant Tracking Systems (ATS) and AI-driven recruitment. Do thorough research on targeted companies, reach out with questions, and networking should be a keystone of your approach.

Pete lists common job boards to monitor: Seek, Indeed, Workforce Australia, CareerOne, LinkedIn, NSW government listings, and the CSU-hosted Charles Sturt University jobs board, which often contains roles exclusive to CSU students. When you identify a suitable job, you shift to preparing the essential supporting documents: resumes, cover letters, responses to selection criteria, and any targeted questions. You should read the job advert carefully and address every requested document. Pete cautions against over-reliance on ChatGPT or other AI tools: while AI can help, it cannot replace genuine evidence of your experience. Generic AI-generated text is easily detected by recruiters, and authentic, example-driven content is essential for success. He emphasizes that recruiters want to see evidence of using your skills in real-life situations, not platitudes.

The AI caution: understanding ATS, authenticity, and the real value of your own evidence

A central theme is that AI tools should assist, not replace, your own voice and concrete experiences. Recruiters use AI-driven ATS to filter applications by keywords, and a generic answer won’t stand up to scrutiny. The goal is to integrate authentic examples that demonstrate how you used a skill and what you achieved. Pete shares a cautionary anecdote: one student’s generic “tell me about yourself” response sounded artificial and lacked personal authenticity, illustrating why genuine storytelling matters. He notes that while AI can be helpful, it should not be the sole input for your application; recruiters value the ability to apply AI tools effectively, but they want to see your own experiences and context, not a word-for-word paste.

Pete outlines the six potential components you may need to prepare for a job application: resume, cover letter, selection criteria, targeted questions, online brand (LinkedIn), and referees. He emphasizes that you should not assume all roles require all six; instead, tailor the components to the job advertisement. A master copy approach is recommended: create a robust base resume and cover letter, then tailor to each position by saving new versions with the job title and reference details. Also, keep an eye on the credibility and presentation of your online brand, including a professional LinkedIn profile.

The structure and content of a strong accounting resume

Key content areas for a resume include personal information, a compelling career objective or professional summary, a skills section, education, employment history, licenses/clearances, and referees. Personal information should include name, professional email, phone number, and a LinkedIn URL if available; home address, age, religion, gender, and photos should be omitted. The career objective or professional summary should act as a hook, capturing your qualifications, relevant work, and motivation for the role, and it should reflect the employer’s values and the organization’s culture. This section is followed by a discussion of why you're drawn to the position and how your values align with the organization. The summary should reference the job ad's language and values to signal fit.

There is debate about a separate “Key skills and attributes” section. Pete argues that such a list is less effective if it lacks context. Instead, incorporate skills into the employment history using the STAR method to provide evidence of how you used the skills and what outcomes you achieved. Education and training should appear after the career objective for recent graduates, or after employment history for non-graduates, listed in reverse chronological order with degrees, years, and institutions. Awards or recognitions (e.g., Dean’s Award, scholarships) should be included as bullet points under the relevant education section.

The employment history is the core of the resume. List positions in reverse chronological order, including job title, employer, and years employed. Each bullet point should describe tasks and skills, ideally using the STAR framework to emphasize the specific skill used and the measurable result. Skills listed should be tailored to the job advert; avoid extraneous achievements not connected to the advertised requirements. A strong resume uses quantifiable results where possible (e.g., “increased efficiency by 25\%,” “reduced processing time by 6 days”). If quantifiable data isn’t available, intangible outcomes are acceptable, provided they are credible and well-supported.

Licenses and clearances should be included only if relevant to the job ad (e.g., driving licenses, Working with Children checks). The referee section should include two to three professional referees, with prior permission sought from each reference before listing; prioritize supervisors or colleagues rather than family members. If you expect referees to be contacted early, provide a brief note to them and send them the job advert so they can tailor their responses. In practice, many employers call referees only after initial interview success; you may also state “referees available on request” if you want to defer this step.

Other resume considerations include avoiding spelling and grammar mistakes, using keywords from the job ad, and maintaining a concise length (roughly 2–3 pages). The resume should balance clarity with depth; it should present evidence of achievements rather than generic statements. A strong resume uses the STAR framework to present concrete results in context and showcases how collaboration and teamwork contributed to outcomes. Recruiters often look for measurable results and contextual evidence that demonstrates your capability in real scenarios.

The cover letter and selection criteria: how to present yourself effectively

Cover letters are a test of written communication: they should be clear, concise, and persuasive, and tailored to each role. The opening paragraph should identify the position and when it was advertised, outline your current situation, and indicate why the employer should be interested in you. The second paragraph should explain why you are attracted to the position and demonstrate understanding of the role and the company. For roles with formal selection criteria, your cover letter should reference these criteria directly when appropriate, or you should provide a separate document that addresses them in detail. If there are no explicit selection criteria, your cover letter should still weave in the keywords and competencies requested in the advertisement.

In the middle paragraphs, highlight the most relevant skills and achievements that align with the job ad, using real-life examples and STAR-style narrative to illustrate how you used the required skills. If the employer provides explicit selection criteria (either essential or desirable), your answers should map to those criteria with concrete, ready-to-check examples. The closing paragraph should express enthusiasm for the role, reiterate why you’re a strong fit, invite the hiring manager to read the attached resume, and state your interest in an interview.

When presenting selection criteria, there are key conventions: format a separate document with the employer’s exact headings, include the job title and reference number, and present each criterion as a subheading in the same order as the ad. Each criterion answer should be contained under its subheading, and you should observe any word limits. If the online form is used, draft your responses in a Word document first to avoid timeouts and then paste them into the form. The STAR method is central to selection criteria too: describe the Situation, Task, Action, and Result clearly, with an emphasis on the measurable outcomes and the skills demonstrated. For essential criteria, you must demonstrate you meet them; for desirable criteria, you should show you meet them if possible, but they are not strictly required for progression.

The STAR method: structure, application, and an example

STAR stands for Situation, Task, Action, Result. In employment history bullets, you begin with the Situation (where you were working and the context), followed by the Task (what you were required to do), then the Action (the specific steps you took to apply the skill), and finally the Result (the outcome of your action). The emphasis is on results and evidence of the skill in real life. The method is increasingly used beyond interviews, including in cover letters and responses to selection criteria. An example provided is volunteering as treasurer of a local club: the Situation was managing club finances; the Task involved securing funding; the Action was devising a sponsorship model and following up with meetings; the Result included $1,000 more funding than the previous year and recognition from the coordinator. The example illustrates both quantifiable and intangible outcomes and shows how to present evidence of teamwork, stakeholder engagement, and financial stewardship.

Pete stresses that many applicants fail to include results, even when they describe situations and tasks. When results are present, recruiters can quickly identify the skills used and the impact achieved, and this can dramatically increase interview opportunities. He notes that some people struggle to provide results from early career experiences, such as placements, but even observed learning and demonstrated understanding of skills can be framed as results. The key is to connect the skill to an observable outcome and to be ready to discuss it in an interview.

Practical tips for method and presentation: master copy, keywords, and authenticity

A practical tip is to maintain a master copy of your resume and cover letter. Use this as a base document and create tailored versions for each application by adjusting wording to match the job ad and including specific keywords. Do not rely on a single generic resume for all applications. The role length and complexity might vary; some roles (particularly government roles) may require addressing a formal capability framework, while private companies may take a more holistic approach.

ATS and keyword matching are central to modern recruitment. The ATS reads resumes in a linear, plain-text format and scores them based on keyword alignment. It favors simple, top-down formatting (avoid complex columns or graphics) and keyword repetition that mirrors the job ad. If your phrasing diverges from the advert, you risk a lower score. CSU’s Careers Portal includes a 360-tool (free for CSU students) that uses the same software as an ATS to analyze your resume and provide feedback. This helps you refine your document before submission.

Quantifiable results (where possible) strengthen your case. If you can quantify outcomes, include numbers, percentages, or time savings (e.g., “increased efficiency by 20\%” or “reduced costs by 15\%”). If hard numbers aren’t available, mention tangible outcomes or stakeholder impact. It’s important to avoid exaggeration or false claims; be prepared to discuss your claims with specifics in an interview. The STAR method is used to present these results clearly and coherently.

Online presence, networking, and practical submission tips

Your online brand is part of the application process. Ensure your LinkedIn profile is up to date and consistent with your resume. Networking and informational conversations with industry contacts can help you understand market needs and uncover hidden opportunities.

When handling referees, prepare two to three professional referees and obtain their permission. Do not list family members. If referees are likely to be contacted early in the process, share a brief brief about the role and the specific job ad so they can tailor their responses. In practice, referees are often contacted later in the process, typically after the interview stage. It’s acceptable to include “referees available on request” on your resume if you prefer not to disclose them upfront. For the mock task, you should provide short blurbs for three referees in the referee section, explaining why each referee is relevant to this role.

Referees, timing, and final submission logistics

The mock task asks you to provide short blurbs for three referees who are listed on your resume and who can vouch for your suitability for the role. In actual job applications, referees are typically contacted after you have progressed to the interview stage, or when specifically requested by the employer. Do not overwhelm referees with multiple job applications; coordinate with them for the roles you anticipate next. In addition to referees, Pete emphasizes the importance of careful spelling and grammar, accurate keyword usage, and clarity. The document should be delivered as a single consolidated file, including the job advertisement, as required by the assessment, and should reflect the criteria used in marking. The assignment also requires you to check the marking criteria to ensure alignment with the rubric and to combine all components into one document, even if real-life applications might require separate files.

Final reminders: process, resources, and support

Pete offers one-on-one appointments through the Careers and Skills Hub for help with the assessment, CVs, cover letters, selection criteria, placement preparation, and related tasks. Students can book via the QR code shown in the session or by searching the CSU Careers Portal. The lecturer also reminds students to consult the content and resources posted for the task, including examples and older resources, to guide their work. If questions arise after the session, students are encouraged to post questions in the discussion forum or contact the lecturer, who will coordinate with Pete if needed. The session closes with thanks and a confirmation that the recording will be available, plus an invitation to reach out with any further questions.

Summary: key takeaways to implement in your mock application

  • Find 5 to 10 accounting-related jobs advertised in the last 6 months to study market needs and trends; save them and review every 6–12 months.
  • Develop a robust base set of application documents (resume, cover letter, selection criteria, targeted questions) and tailor for each job; plan at least 10–15 hours for a fresh set, less for tailored versions.
  • Use the STAR method (Situation, Task, Action, Result) to structure evidence in resumes, cover letters, and selection criteria responses; emphasize measurable results where possible.
  • Do not rely solely on AI tools; ensure authenticity and voice; provide real-life examples that demonstrate how you used required skills.
  • Maintain a strong online brand (LinkedIn) and use keywords from job ads to improve ATS compatibility; avoid fancy formatting that ATS cannot parse.
  • Prepare referees in advance, obtain their permission, and provide a brief context about the role when contacts occur; for the mock task, include short blurbs for three referees.
  • When composing a cover letter, tailor the opening, middle, and closing paragraphs to reflect the job ad and your genuine interest; use action verbs and mirror the tone of the advertisement where appropriate.
  • If the job ad requires separate selection criteria, present them in a Word document with exact headings, essential and desirable criteria, and ensure each criterion is addressed with evidence; do not exceed one page per criterion.
  • Reach out to the career team for one-on-one support and consult CSU resources like the 360 tool for resume feedback.
  • For the mock task, combine all components into a single document for submission, including a copy or screenshot of the job advert and short referee blurbs; if a different format is required in real life, adapt but maintain alignment with the marking criteria.