Why You Never Heard Back From Overseas Job Applications

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Have you applied for hundreds of jobs online in your destination country, and you never hear anything back from your overseas job applications??

Do you ever wonder why, despite you having a great CV and LinkedIn profile?

In this video, I want to show you a shocking secret about why you never hear back from your overseas job applications

You might have been applying for overseas jobs online, with a really great CV, experience, and qualifications.

But mostly, your overseas job applications never receive any answers,

OR

you might receive a very quick answer, which looks similar to this one:

“Thank you for your application,

At this time we are not taking your application forward, but we will keep your CV on our records for future opportunities.”

Or something similar…

And this message comes back fairly quickly too – within a few minutes or hours of your overseas job applications.

Is this you?

I am going to reveal to you the astonishing secret, or incredibly unfair obstacle that you are facing, of what happens to your overseas job applications, despite the strength of your CV, etc.

This secret, which many offshore immigrants don’t know about is not new, but it diminishes your chances of finding an offshore job to about 1-2% – despite being the best candidate for it.

And then…

I will describe how to overcome this obstacle, and how many people have done it successfully.

So, number 1:

This is an ATS at work,

Or an “applicant tracking system.”

Let me explain…

Most bigger companies use sophisticated HR systems, like Peoplesoft, SuccessFactors, Taleo, Lever, etc.

These systems contain certain modules which are used in HR processes, one of which is recruiting.

The ATS or applicant tracking system is in this process, where it accepts online applications for a vacancy.

I programmed and worked with these systems in the corporate world as an HRIS Analyst, so I know how they work.

They are set up to accept incoming applications because it is too many for a human being to control.

They are also set up to filter all incoming applications.

There are a few different filters, but mostly they are set according to IP address, Location, and keywords in the job description and incoming applications.

So they can filter out applications from non-desirable locations, or applications that do not match certain sets of keywords, found in the job description.

As such, the system will filter all incoming applications, even if there are thousands, and only give the hiring manager about 10-25 final applications which made it through the system, based on the filters.

There are usually on average about 250- 500 applications per job.

Therefore, you have a 1-2% chance of getting through the system.

If the filters are set to filter out IP addresses from locations outside the country, you are toast.

Especially if you are sending overseas job applications.

Even if you have a great CV is never seen by a real person.

Here is proof of how ATS systems work.

Once you apply, you are eliminated and you are sent an automated message from the system, which looks something like this:

In fact, here is a real message which one of our Q Jumper Factor VIP clients have received recently.

He initially was very excited to receive a reply to his overseas job applications, until we pointed out that it was an ATS system.

How, how do you determine that an ATS system is accepting your application:

I am going to show you 2 ways to recognise it:

1. If you have to apply online and submit your CV on an online job ad – you are likely to be submitting it into an ATS system. There is no email address to send it to.

80- 90% of companies use ATS systems.

If you have to send overseas job applications to a person with an email, it is less likely that they are using an ATS system. Also, smaller businesses are less likely to use ATS systems, because they are very expensive to run, and it is too expensive for a small business. 

So know your employers.

– Here is number 2. Before you apply for a job advertised by a company, go and see if they are using an ATS system. 

Let me show you how.

Remember the earlier example of the VIP client who received that automated message?

That company was KPMG in New Zealand.

Let’s now go to my computer and I will show you how to spot an ATS system on their website.

And I will show you a couple more…

Ok, that was the bad news – you are being eliminated by an ATS system, and you have 1-2% chance of getting through if you are submitting overseas job applications.

How do you overcome this obstacle as an immigrant job seeker, and impress your overseas employers?

Well, most career coaches will teach you to beat the ATS system by optimising your CV for keywords.

There are 2 problems with this –

#1 you do not know how to do this – it is not easy doing a ton of research to exactly know what to do to match the keywords for a job ad every single time. 

So, people give up.

#2 if you are eliminated because of your overseas location or IP address of the incoming application, you can do little to fix it – no matter how good your overseas job applications are.

That means you must find ways to AVOID the Ats systems, not beat them.

Avoiding them is actually easier than beating them, because you CAN use some really clever, unique strategies which immigrants use, to overcome these obstacles.

All these strategies have the aim of getting to the person, the hiring manager, the human being behind the vacancy.

So, just as our VIP clients, you MUST implement these strategies, and they include:

Direct Approach strategies – finding exactly who the employers for you are, what they want, and creating a profile and application that matches what they want and getting it directly to the hiring manager within. In comparison to sending CVs to job ads online and having a 1-2% chance, this strategy has about a 10% chance of getting through.

– Relationship and Networking – getting to know the hiring manager, maybe colleagues, becoming familiar with them, getting them to know and trust you, and being referred or getting a recommendation. In comparison with the 1-2% chance of getting through with sending CVs online and getting eliminated by ATss, this strategy has 60-80% success rate.

– Influencer Strategy – this is a very cool strategy, used by the top candidates, in creating a profile that stands out from competitors, researching, curating and creating an audience of overseas employers who want them, and then putting that profile in front of the employers, and getting shoulder tapped. This strategy, when applied well, has a 100% success rate. You have no competitors here.

In the last 2 years and 9 months, 119 out of 196 people in our VIP Program have found their overseas jobs, using these strategies, even during Covid.

So, if you are still struggling with these ATS filtering, struggling against the bots, and getting eliminated even if you are sending great overseas job applications and everything that the overseas employers want, then it is time you start implementing these strategies.

If you need help with these, a helping hand until you find your job offer, then complete our quick questionnaire below this video, we will look at your details, where you are in the processes, what you struggle with, and recommend the best way forward for you.

Take care

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