High-level application process - Page Overview

You are here at CodeYourFuture to get a job in the tech industry. This sounds simple, but there are quite a few steps you need to consider.

On this page, you’ll see the different steps of the process of getting a job. Review them. Understand them. And start early with the ones you can, so you can get better at them.

We are going to assume that you already know how to identify your job, have your CV, Cover Letter and LinkedIn going.

Important note: Applying for jobs is a difficult and long process. Most times, you will never hear back from a company you applied to, or just get an automated no, no feedback to help identify improvements. Do not get disheartened, it’s not you. It happens to all of us. So if you don’t hear back in a couple of weeks, consider that application as a negative and move on.

Finding a suitable role in a suitable company

You should identify the type of company you want to apply for: large companies, start-ups, or government-specific. Each of these company categories has different processes. In large companies, there will be more structure and process. In start-ups, your role may be more varied as everyone has to help with multiple tasks, as there won’t be many people in total. Startups may also be more risky financially.

Their application processes are very different, so knowing which type of company you want can make it easier to select and apply for job opportunities.

You should have already identified what jobs you are searching for and used the job search guide. Remember: choose wisely since the next step is quite time-consuming.

Tailoring your CV and Cover letter

Copying and pasting the same CV won’t get you a job. Take your time and tailor your CV. Think about keywords and a compelling summary that makes you the perfect candidate.

Application

This can be as simple as the LinkedIn “Apply” button or a long form on the company’s profile. Either way, take your time to do this thoroughly so the information you are providing is correct and you have no typos.

Ensure you are sending the mandatory information: if they request a cover letter, send a good one. If you send a blank doc or a weak cover letter, and the hiring manager likes a good cover letter, you will not be considered for the job.

Top tip: have a spreadsheet in which you track your application, the job description and which CV you sent. This will make it a lot easier when you get the call for an interview. Nothing puts a hiring manager more off than someone asking, “What job is this?”.

Reach out

If you know who the hiring manager or recruiter is, reach out to them. Don’t say something like “I just applied, and please hire me”. You want to stand out positively, so put yourself in the shoes of this person and think about what you would like someone to say to you to convince you to carefully go through your application.

If you are applying through LinkedIn, you can also see if there is anyone in your network who currently works, or has worked at this company before. Reaching out to them can help you get an insight into the hiring process and what the company values in its employees.

LinkedIn Networking

Like and follow the company, and like some of their posts. Find employees of the organisation with whom you have 1 person in common and ask them to introduce you. Any of these could make you stand out. Find someone from their organisation doing the job you are applying for and ask them for advice - keep in mind not everyone will like that.

Prepare

The first email you’ll get is typically an automated email thanking you for your application. The next contact, usually from a human or a specific email inviting you to a task/test, happens around 1-2 weeks after your application. Assuming you got this next contact, it’s time to prepare.

Review the company’s website, profile, posts, marketing, and values. Review the job description and your CV, so you have those good examples ready if someone asks.

Practice interviewing: use volunteers, fellow trainees, AI, friends, your rubber duck. Anything to make you feel comfortable.

Screening call / HR call

In many companies, the first call you have is a screening call or HR call. The HR team might also be called the talent, people team, hiring team or recruitment team. At this point, the technical hiring manager is usually not involved. Always ask who will be on this call if it is booked in advance.

This interview is usually 15-30 minutes long. The goal is to clarify that you have the qualifications and are interested in the role.

They might ask about your overall experience, but they are generally not from a technical background, so talking about how amazing your code is won’t be of much help here. They might ask a technical question, so they can feed this back to the technical hiring manager. Other types of questions might be: salary expectations, notice period, right to work in the UK and planned holidays.

It is also your first opportunity to ask some questions. The answers can guide your research and interview practice for the next interviews. Examples of questions:

• What is the hiring process like: how many rounds of interviews/tests, who each round is with, and how long the process typically takes.
• What is valued culture-wise
• What kind of soft skills are they looking for
• How does career progression work

Technical Test or Assessment Centre

These are exercises to filter you down by either your technical skills or how you would react in different scenarios. The goal is to, in a standardised way, be able to identify the most suitable candidate for their job.

Read more about Take-home-tests on this guide.

An assessment centre is a selection of tests to evaluate a candidate’s suitability for a role. These tests are usually timed, interactive, and often simulate work tasks. It might be on an online tool, via an online call or in person. And last between two and three hours.

The applicants’ competencies evaluated might be teamwork, communication, problem-solving, or leadership skills. The tests might be group discussions, psychometric tests, and individual case studies.

Interviews

These can be behavioural or technical. Remember, you are interviewing the people as much as they are interviewing you. And we have a guide to help you on this.

You might also have a last interview known as “culture fit” interview. This often is the last interview or might not happen at all. It is a different interview from the competency-based or technical ones. The goal is to evaluate if your values, work style, and personality align with the company’s culture.

Offer and negotiation

You made it! You got the offer! That’s amazing, but there is still a risk, so celebrate - but not too loudly or too much yet.

Usually, the first offer will be a phone call. This is the moment to clarify things and negotiate. Clarify the following before verbal acceptance of the offer.

• Salary: Is the number what you expected? If not, it’s time to make your counteroffer
• Holidays
• Pension
• Working hours and flexibility
• Any other benefits they mentioned in the job description, and you want to clarify

When you give the verbal acceptance, you will receive a formal offer letter with all the details you agreed on. Review it thoroughly and reply with the written acceptance of the offer.

Reference

This is where the CYF community can really help. Every person you have worked with or studied with can be your reference. Including CodeYourFuture - we will also happily help you with it.

Always ask if the person is ok in being your referrer. Don’t assume it’s ok, and don’t give out people’s details without asking first.

What you usually have to give is the name of the person, contact information and where you know them from. This differs from company to company, and whichever system or process they are using.

Security checks

Security checks are described in this guide [link]. You have very little control over this. If this job does not allow dual citizenship, and you have it, you will be rejected at this stage.

Acceptance/Contract

You now received your contract and read it. Another will soon have a guide to help you with that. But if you are happy, once you sign it and send it back, it is legally binding, and you can really celebrate!

Start date

Official date when you start at the new job. Keep an eye on emails until then, since some companies send laptops or other information before that start date. And you want to make sure you know where you have to be and be there on time (actually, 10 minutes earlier).

Probation period

This is a period of usually 1-6 months, depending on the job level, in which the company is still evaluating you. If they believe you are not suitable or capable, you could be fired. If they are not 100% sure but believe in your potential, they might extend your probation period.

You do have the same rights, such as salary, holidays, protection from discrimination, etc. So, albeit having secured a job, this is still a time of insecurity. Worth checking in with your manager periodically during this period to ensure you are on the right track, they are happy, or you can work on any points you need.

There is a difference between your notice period during and after probation. In the first one, it is typically shorter (often one week only). Once you pass the probation, the notice period will be longer (from one month to several months).

Some companies only enrol you into their private pension plan after probation is finished.