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Are you considering reapplying for a position at a school that previously turned you down? Or perhaps you’re interested in returning as a “boomerang employee” to a former workplace? Regardless of your situation, reapplying offers you a distinct chance to set yourself apart, even if it feels redundant since the employer already has your resume or CV on file.
“If you’re applying again, you need to convey that something about you has changed,” stated Mark Coldren, associate vice president of human resources at the University at Buffalo. “You can mention your previous application, but you must outline how you are better prepared now due to your experiences since then. When you do this, it opens the door for the employer to see your fit.”
This advice also applies to those looking to return as boomerang candidates. Post-Great Resignation, many professionals are reconsidering previous roles. If you aim to return to your earlier position, be ready to share how you’ve grown and learned during your time away, rather than simply expressing a wish to return.
“We’ve observed many individuals leaving for what they believe are better opportunities,” Coldren said. “Often they realize the new position isn’t fulfilling, prompting them to want to return.”
Interestingly, employers are often more receptive to former employees than expected. A survey indicated that 86% of employers hold a favorable view of boomerang candidates. To attract quality candidates, employers are encouraged to embrace resignations and foster alumni networks, a concept extending beyond traditional academic settings.
There isn’t a universally mandated waiting period before reapplying, and depending on the institution’s policy or union agreements, returning candidates may reclaim their service time if the break was brief.
Several factors come into play when considering reapplication after a rejection. Is it for the same position (perhaps the previous hire has left)? Are they expanding their faculty? Would the hiring manager think to revisit your application? Generally, it’s advisable to wait at least one semester to demonstrate personal or professional growth.
Reapplying can feel counterintuitive to an employer’s logical decision-making process, as they may worry about your potential to leave again. However, compelling narratives often hold more weight than mere logic. In Will Storr’s book “The Science of Storytelling,” he discusses how narratives allow us to simplify complexity, with change being a captivating element for human perception. “Every story boils down to ‘something changed,'” Storr writes. “Change fascinates our brains endlessly.”
Candidates looking to reapply should craft their “something changed” narrative through interview preparation, cover letters, and resume updates. (And remember, if you were previously rejected, avoid submitting the same application materials.)
Here’s a helpful approach to refining your story while reapplying:
Utilize Feedback
Consider what has transpired since your last interaction with the employer. Have you honed a new skill, accomplished a project, or undergone a personal transformation? Ensure that what you highlight resonates with the institution. Feedback from your prior experience can be invaluable.
Coldren notes that candidates often ask for reasons behind a rejection, but employers typically hesitate to provide detailed feedback due to potential legal concerns. Candidates can glean useful insights from past interview questions, the qualifications of the candidate who secured the position instead of them, or changes in the job description.
Align Values
Next, ensure that your values align with those of the institution. If the organization has increased its focus on diversity, equity, and inclusion, for instance, and you have relevant experience in that area, incorporate it into your narrative. Your story can follow a structure of crisis (the need for inclusivity), struggle (your efforts to enhance it), and resolution (the positive outcome).
Storr asserts that narratives often consist of three acts, but traditional storytelling predates this structure and can be effectively described in five acts:
Five-Act Narrative
Act 1: “This is me, and it’s not working.”
In this initial act, candidates describe their previous career state before the change. It sets up the premise of their current situation and introduces their need for transformation.
Act 2: “Is there another way?”
This segment presents the testing of established beliefs, prompting exploration and experimentation towards new possibilities.
Act 3: “There is. I have transformed.”
Here, candidates articulate how they’ve implemented newfound strategies or initiatives that significantly changed their professional environment.
Act 4: “But can I handle this pain of change?”
This act builds tension by recognizing challenges that arise during the implementation of change. Candidates should highlight any obstacles faced, ensuring the employer understands the depth of their experiences.
Act 5: “Who am I going to be?”
This final act provides clarity for the decision-maker. It emphasizes how the candidate has evolved into a stronger fit for the role, thereby enhancing their appeal as a prospective hire.
Source
www.higheredjobs.com