How to reapply for your own job

How to Reapply for Your Own JobWhat would you do if you were asked to reapply for your own job? You’d think it quite a peculiar request, right? I mean, how can you apply for a job you already have? Well, as some of you may have experienced unfortunately, your company is, under certain circumstances, able to put staff jobs back on the internal job market and have employees reapply for their own jobs. Why would they do this? It’s usually done as part of a redundancy or merging/restructuring process, where they want to move the organization from one state to another.

Even though the bird’s-eye view justification for this may be sound, the realities of the process of reapplying for one’s own job can be gut wrenching and soul destroying, especially for those who have been in jobs for many years.

So, what are the realistic steps that an employee in this situation can take to navigate and climb out of this job-seeking quagmire, back onto terra firma?

1. Resist negativity by consciously considering your options.

The first step is to resist negativity, and the simplest way to do this is to list all your options at this point. There may be many: reapply for your own job, reapply for a different job in the company to broaden your horizons, use any voluntary redundancy package on offer to start your own business, or start looking for a job elsewhere.

As you can see, there’s no time for negativity: you have so many options/alternative to consider. That being said, unless the company is doing poorly and/or you are really disengaged, there’s a good chance you’ll reapply for your own job.

2. Many new doors will be opening.

And if you do reapply, don’t make the mistake of assuming you will be rehired into your old role. Also don’t make the mistake of assuming others will be hired into their old role — which means that there could be an opportunity for you to apply for a promotion or a career/department shift if you believe you have the transferable skills. Many doors will be opening as well as closing during the reapplication process.

So, don’t assume that you’ll get your own job back or that you can’t seize another opportunity in the business. Apply for any role that you qualify for and enjoy, including, of course, your own. Don’t take anything for granted, and be as diligent and professional in applying as you would if you were an external applicant.

3. Networking and relationship building are crucial.

A reapplying-for-jobs scenario is a unique situation, as all the goal posts have been moved, and there is a much uncertainty. Be seen, be involved, network, market yourself, and strengthen relationships with colleagues, managers, and influencers. Remind people of your skills and contributions to ensure that you are perceived as a core part of the business.

4. Show that you are actively engaged in the business.

Talk about the future and your dreams, wishes, and objectives with the company so others visualize you as an integral part of the company’s future. Demonstrate engagement by volunteering for work and avoid showing disengagement, as this will be the fastest way out of the company. The employer will be want to rehire those who have remained engaged during the change process.

Finally, if you do find yourself in the unusual position of reapplying for your own job, you’ll need to cast aside negativity as quickly as possible and fully engage with the process if you are to maximize your chance of a positive outcome.

How to Reapply for a Job With Your Current Employer

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How to Reapply for Your Own Job

Have you been asked reapply for your own job? Employees are often shocked when they find themselves in the position of having to apply for a job they already have.

It’s especially difficult when there isn’t advance notice and a group of employees, an entire department, or even most of the employees at a company are told that they can choose between a layoff and a new job at their present employer (if they can get rehired). Why does this happen, and what should you do next?

Why Companies Ask Employees to Reapply

It is not uncommon for employers to formally ask all or some of their current staff to reapply for a job after a merger or acquisition. It can also happen when a company is downsizing or restructuring, layoffs are planned, and there will be a limited number of new positions  . In this case, current employees will have to compete for one of the job openings that will be available.

Another reason for asking employees to reapply is that it precludes discrimination issues that could occur if an employer decides to keep some employees and not others during a restructuring.

Starting over with rehiring enables the company to give all current employees an opportunity to apply and, in theory, enables the company to keep the best-qualified employees on board.

How to Handle Reapplying

The most common employee reaction is anger, frustration, or disbelief, but it’s important not to share your reactions with the company if you plan on reapplying for your old job or a new one at the company. Here are some tips for handling this difficult situation in the best possible manner.

Try to Stay Calm

  • Share your understandable feelings with a partner, friend, or counselor outside of work as often as necessary.
  • While at work, be careful not to air your frustrations with anyone in either an overt or subtle way. Your employer will favor employees who will have a positive attitude and will add to team morale in the new configuration.

Share Your Best Assets

  • Immediately start doing anything extra, such as working late or volunteering for a challenging project, that will prove your strong work ethic and positive attitude.
  • Solidify relationships with any managers who might be in line to supervise you in your new job. These connections within the company can help boost your chances of getting rehired.
  • Do not assume that your employer knows all about your accomplishments. Some of your achievements may have occurred under the radar and there may be new decision makers who don’t know you involved in the evaluation of candidates.

Prepare to Apply for the Job

  • Don’t presume you’ll get the job. There may be a limited number of openings and, regardless of how well you did at your other job, there is no guarantee you will be the candidate selected for the new one.
  • Construct your resume with an emphasis on the value that you have added to the company through various accomplishments. Whenever possible, quantify your results and note the skills, knowledge, and personal qualities which have enabled you to generate those successes.
  • Write a detailed cover letter that points out your core assets for the job and clearly expresses your enthusiasm for continuing with the reconfigured organization.
  • If the job is different from your current role, make it clear how the new responsibilities are attractive and suitable. Also, be clear how you are qualified to handle them.

Even if you eventually plan to leave because the new structure is not to your liking, follow the aforementioned strategies so that you can move on your own timing without an employment gap.

Deciding Not to Reapply

Of course, you aren’t obligated to reapply and, in some cases, it can be hard to get over the hard feelings and to see the company and your new role in it in a positive light.

However, even if your employer is offering an attractive severance package and you are confident that you can quickly find a better job, make sure that you leave on good terms.

Key Takeaways

Why You May Need to Reapply for Your Job: Employers do this for several reasons, including avoiding perceptions of discrimination by retaining some, but not all, workers in the wake of a reorganization.

Don’t Share Your Feelings at Work: It’s understandable to be annoyed when asked to reapply for your own job, but vent to friends and family outside of work.

Consider Applying, Even If You Plan to Look for a New Job: It may be in your best interests to move on when it suits you best.

Prepare to Apply: Take the same care with your resume, cover letter, etc. as you would when applying for a new job.

Leave on Good Terms: If you decide not to reapply, or move on latter, be sure to do so with grace and professionalism.


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If you fill a temporary role with a company, you may have to reapply for the job once the company decides to hire a permanent employee. This practice is known as the temp-to-hire process. Other reasons you may have to reapply for your current job is because of a merger, acquisition or reorganization. When you are required to reapply for your job, enthusiastically approach the application process just like you would any other job. Submit a cover letter and an updated resume that reflects your current job duties.


Your current employer already knows who you are and might know what you have to offer the organization, but a cover letter always begins with an introduction. Make it clear why you are writing and let the human resources department know that you’re the best qualified candidate for the job.


I learned that ABC Company is interviewing candidates for the permanent administrative assistant role. As you know, I have been assigned as the temporary administrative assistant since June. According to the job announcement, preferential qualifications include familiarity with company processes and procedures, and acquired proficiency with its proprietary software. Given my knowledge of the organization, positive attitude and stellar performance evaluations while working as a temp , I believe I’m perfectly suited for the permanent administrative assistant position.


In the second paragraph of your cover letter, describe your qualifications. The company should already know the basic qualifications you bring to the job. That’s why the company hired you. However, it doesn’t hurt to restate your qualifications as well as list additional skills you have learned during the time you’ve worked in the job. The person who hired you may not be the same person who reviews your qualifications this time. The reason you restate your qualifications is so that anyone reading your cover letter and resume will have a full picture of your qualifications.


My qualifications include a recent associate degree from Austin Community College where I gained proficiency in the latest office software systems and technology. For two years I worked part-time as a receptionist at a busy dental office where I scheduled appointments and managed a phone system with 10 lines.


Use your knowledge about the company to put you above other potential applicants. If you’re well-liked in the organization and mention the relationships you’ve formed. The advantage you have over outside applicants is that you know the organizational culture and you won’t have the extra ramp-up time that an outside applicant would have. Add that you collaborate well with employees in other departments, if that is part of your job. Be positive and don’t sound resentful that you have to reapply for a job you are already doing well.


I am personally committed to the organization’s global mission statement and core values. I have enjoyed the emphasis on teamwork. I particularly like working collaboratively with marketing, public relations and sales when preparing the company’s monthly electronic newsletter.


If you made any significant accomplishments in your current role, by all means, list them in a third paragraph. Highlight achievements directly related to the priority tasks of the position you seek. For instance, if the job announcement states that the company seeks an innovative self-starter, describe yourself that way in your application.


During the time I have been working as the temporary administrative assistant, I developed a method for organizing customer orders that improves the efficiency of the department’s filing system.


Restate your interest in the job and remind the recruiter or hiring manager that you have successfully performed the job duties as a temporary worker. Request an interview to elaborate on your qualifications. Since you are reapplying for the job and still employed there, it is appropriate to give your work email address and office extension as a means to contact you. Finish your closing paragraph with a professional salutation, such as “Kind regards,” or “Very truly,” and sign your full name.

Your employer should use a fair and objective way of selecting you for redundancy.

Commonly used methods are:

  • last in, first out (employees with the shortest length of service are selected first)
  • asking for volunteers (self-selection)
  • disciplinary records
  • staff appraisal markings, skills, qualifications and experience

Your employer can make you redundant without having to follow a selection process if your job no longer exists, for example if:

  • your employer is closing down a whole operation in a company and making all the employees working in it redundant
  • you’re the only employee in your part of the organisation

Your employer may offer you a different role if one is available.

If your employer uses ‘last in, first out’, make sure it’s not discrimination, for example if it means only young people are made redundant.

Reapplying for your own job

You might be asked to reapply for your own job, which could help your employer decide who to select.

If you do not apply or you’re unsuccessful in your application, you’ll still have a job until your employer makes you redundant.

Unfair selection

You cannot be selected for the following reasons – your redundancy would be classed as an unfair dismissal:

  • sex
  • gender reassignment
  • marital status
  • sexual orientation
  • race
  • disability
  • religion or belief
  • age
  • your membership or non-membership of a trade union
  • health and safety activities
  • working pattern, for example part-time or fixed-term employees
  • maternity leave, birth or pregnancy
  • paternity leave, parental or dependants leave
  • you’re exercising your statutory rights
  • whistleblowing, for example making disclosures about your employer’s wrongdoing
  • taking part in lawful industrial action lasting 12 weeks or less
  • taking action on health and safety grounds
  • doing jury service
  • you’re the trustee of a company pension scheme

Appealing the decision

You can appeal if you feel that you’ve been unfairly selected. Write to your employer explaining the reasons.

You may be able to make a claim to an employment tribunal for unfair dismissal.

Voluntary redundancy

It’s up to your employer whether they actually select you if you volunteer for redundancy.

Your employer cannot just offer voluntary redundancy to age groups eligible for an early retirement package – this could be unlawful age discrimination.

However, an early retirement package (for certain age groups) could be one element of a voluntary redundancy offer open to all employees.


Talk to your manager and training provider if you’re an apprentice and you’re worried about being made redundant.

Your training provider or the National Apprenticeship Service might be able to help you find another employer to help you complete your apprenticeship.

Apprenticeships are different in Scotland, Wales and Northern Ireland.

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  • How to Reapply for Your Own Job

    Reapplying for your job is something that employees can be asked to do, particularly during a restructure or following a merger of two organisations.

    There may be duplication of functions in the merged entity requiring headcount rationalisation, or equally there may be innovative plans ahead for changing how areas of the business operate, giving rise to new roles and growth opportunities. Either way, being asked to reapply for your job is usually viewed as threatening because it throws up the possibility that you, and your skills, may no longer be needed.

    From the organisation’s perspective, going through this process will ensure fairness to all employees by removing any biases associated with choosing who goes and who stays. Additionally, it will (or should) ensure that the team they end up with will be the best fit for the new-look organisation.

    If you’re an employee who’s considering reapplying for your job, rather than viewing this scenario as threatening, what if you were to focus on the positive aspects?

    Flexibility: It has been well documented that a person’s career path within an organisation is no longer secure, linear, or well defined. With increased competition, globalisation and unrelenting technological advances, organisations need to be flexible. They need to be disruptive and repeatedly challenging themselves to ensure their continued viability. For employees, keeping your head down and towing the line is no longer enough!

    Employees need to be externally focused in order to understand the changes taking place around them, and to ensure they have the right skills and tools for that environment. Innovative thought, asking the right questions and continually questioning assumptions are necessary as we move towards an unpredictable future. By recognising the impermanence of current work roles we can adopt a more open mindset that allows greater flexibility around understanding our place in the world, and how we can maximise opportunities.

    Career Re-evaluation: Reapplying for your job is a great time to reflect on your career to date and future goals. Is this the right role for you right now? Do you reapply for your role or does it make more sense to look at something different to provide you with fresh challenges that are more congruent with your long term goals? How successful have you been at your own career management? How can you steer your current role to gain useful experience?

    CV Reflection & Update: Putting together a great CV requires considerable reflection of your ‘currency’, that is, how relevant your skill-set is to the current market. How effective have you been in your recent roles, and how do you demonstrate that in your CV? While qualifications provide a foundation for early roles, you’ll almost certainly need to continue learning throughout your career. ‘Life-long learning’ is just that. What steps can be taken to keep learning current and in line with your career goals? Your resume is an ever-evolving document that will benefit from a periodic update.

    How to Reapply for Your Own Job

    Dear Mr. Strausner:

    With the merger with DIG Interactive Technologies finalized, I am applying for the Senior Quality Management Officer position at the company.

    I have been the quality management officer of Pinnacle IT Solutions, Inc. for 4 years and I was one of the people who successfully enforced and evolved office procedures on attaining the ISO 9001 standard, and was in charge of re-accreditation for 3 years straight. I am the author of the business system documentation for the company, which includes effective documentations management, internal auditing and management concepts, capturing non-conformities that drove business improvements, corrective and preventive action systems and effective management reviews. I also manage relationships with 3 rd party registrars during annual audits to preserve the company’s ISO 9001 accreditation.

    With my grasp of Mandarin, I have represented the company for 2 years to our Shanghai partners and help keep tight relations with them. I am also a PHP, Python and MySQL developer and help with requirements verification through unit testing when extra workforce is needed on the production. I have earned respect from my colleagues through my work ethics and exceptional results that are immeasurable compared to outside applicants.

    If to be considered for the position, I will definitely welcome the challenge of merging and migrating procedures with DIGIT’s existing processes to PIS Inc’s. I am confident that I am and will still be an asset for the company as the two companies begin to merge as one.

    Thank you very much for your consideration.

    Reapplying for your own job?

    Reading Niki Chesworth’s article in the Business Recruitment section of tonight’s London Evening Standard, I felt it important to share the opinion that was raised.

    The article begins with the position Jonathan Ross has taken in ‘choosing’ to end his contract with the BBC after 13 years. It speculates that Ross may not have had much of a choice – which is probably true, given the infamous Manuel-Gate with Russell Brand.

    However, the article then goes on to discuss the recent phenomenon of having employees apply for their own jobs in response to the cost restructuring that has been forced upon companies in light of the recession and global economic slowdown. The next few paragraphs summarise Chesworth’s investigation revealed in the paper tonight.

    The official ‘Employers’ line is that this process is objective and does not personalise the process of redundancy. Moreover it really gives the employees the opportunity of career progression and promotion.

    If the reported percentages are anything to go by, an Employee’s perspective is a wholly different interpretation – two thirds of staff would rather look elsewhere than reapply. Coining the words of ‘M’ referring to Bond in Casino Royale, applying for your own job is indeed a “blunt instrument”, with alienation the probable outcome.

    The sad fact is that in many companies the ‘trimming of the fat’ has already taken place, possibly in several rounds over the past few years. The remaining staff are no longer ‘flesh on the bone’, they are simply ‘the bone’. Another metaphor I have heard, favoured by my sporting American colleagues is “there’s no-one left on the bench”, “the A team is in play and there are no reserves” – an inditement of quarterly obsessed corporations.

    So what does Niki Chesworth draw from this? Well it’s a stark and bleak warning to Employers that if you make people reassess their roles, maybe they will choose to look elsewhere rather than accept the perceived insult that the corporation is casting. With only the ‘good guys’ remaining and the ‘dead wood’ shaken out years ago, this seems an unwise and short-term strategy.

    Assuming you are in this unfortunate position, the advice given by Chesworth is I believe, rather valuable. To save you digging through the internet I’ve summarised the 9 tips you should follow if you have to go through this stressful process:

    1. Take it seriously – treat it as if you were applying for a new role in a new company
    2. Ask for a job specification
    3. Concentrate on the competencies – match your skills to each competency they identify
    4. Find out about interview techniques – how will they assess you? Panel, Psychometric, One-to-One?
    5. Do mock interviews – get friends & family to help you prepare
    6. SWOT your own CV – know what you have written in detail, and provide examples of your achievements
    7. Carry out research – get current with the new company direction, products, competition etc.
    8. Prepare Questions – show you are interested in contributing to the future success
    9. Be POSITIVE – easier said than done, but remain focused on the task in hand

    I have started a discussion “If you were required to reapply for your own job – WOULD YOU?” (LinkedIn Group: Job & Career Network) – join the discussion…

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    Geoff Tuff

    This restructuring practice can feel uncomfortable, so prepare by shifting your mindset

    How to Reapply for Your Own Job

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    Restructuring fads come and go. However, a recent practice that has caught my eye is asking employees to “reapply” for their jobs.

    The practice—which makes workers particularly uncomfortable—is rooted at least in part in the world of “post-merger integration,” often a euphemism for lots of people running around trying to root out cost and justify the transaction that just took place. The idea is that as a new entity takes form, it makes sense that prospective employees of that new entity—even if they came from one of its forbears—should apply afresh for their role.

    Though it may put us on edge, there is a kernel of value in the practice: it reminds us that we, just like our organizations, aren’t guaranteed a future. Based in part on my research, here’s what professionals need to do in an era of exponential change.

    Embrace impermanence by bringing a beginner’s mind. Until recently, it was perfectly reasonable to expect some degree of permanence for successful, established organizations. But in the past three years, we have seen mounting evidence that every company faces an existential threat to some extent—and with that threat comes vulnerability to employees.

    As individuals, it’s difficult to overcome the inherent belief that established companies will last forever, and the idea that our jobs in those companies will exist as long as we keep on following the playbooks. And it’s almost impossible to imagine that the somewhat linear “career path” we might have planned out is essentially defunct, along with the series of positions that we imagined along the way.

    Companies that identify and challenge the orthodoxy and conventional wisdom that feed into their playbooks—including static organizational charts and career paths—will be much better at counteracting the threat of disruption. In blowing up the playbooks, they will force themselves to continuously consider first principles for what they do and how they do it.

    This means any worker expecting to make it over the long haul needs to shift from a mindset of permanence (job security, linear career paths, predictable outcomes) to one of impermanence. Rather than focusing inwardly on how we get to the next level on the org chart, we need to be looking outwardly to understand the nature of change around us. What’s changing in our profession? What’s changing in our industry? Are we honing the right skills and leveraging the best tools to keep pace or get ahead?

    Collectively we need to nurture a culture of impermanence by recognizing we can’t possibly be experts based on past experience when we face an unpredictable and unknowable future. Instead, we need to be willing to look at business choices and strategic moves as if we are newcomers to the industry. Ironically, the one thing that best led to job security in the past—following the playbooks carefully—may now be an accelerant to obsolescence.

    Take re-application as a valuable career nudge. It’s easy to feel as though a request to reapply for a position sits somewhere between annoying and insulting. Most of us who have performed well within a company naturally expect that performance is noticed, appreciated, and rewarded—at least in part by continued employment. But what if that performance is being measured against criteria reflecting capabilities which may no longer be relevant? Once upon a time in my consulting career I earned kudos for being able to design information-packed transparencies for use with overhead projectors. I’m pretty sure that doesn’t matter so much anymore.

    Though it may sound a bit starry-eyed, the idea of reapplying for a job that otherwise feels secure could be a good thing: it forces us to pick up our heads and consider our relevance in a rapidly changing business world. It helps us find our blind spots and pinpoints skills that we need to build to stay competitive. It reminds us that instead of complaining about so-and-so’s hiring or promotion, we should be investing in ourselves to stay competitive.

    Use your resumé as a catalyst for introspection. Whether we call it a curriculum vitae, a resumé, or a personal synopsis—and whether it’s a single piece of paper in black-and-white, a lively video, a fancy creative portfolio, or a standard template filled out online—just about everyone in business has a pithy celebration of who they are and what they have accomplished.

    Pulling together our first resumé tends to be an exercise in stretching the profound importance of an early babysitting job, debating the inclusion of the grade-point average or wondering whether walking the family dog counts as community service. As time goes on and we gain more experience, the challenge shifts to becoming more concise while attempting to match personal adjectives to desired candidate traits. No matter where you are in your career, this exercise requires self-reflection. But it’s almost always retrospective and happens all too infrequently. Admittedly, I once went 12 years without dusting off my resumé.

    However, as change accelerates, so too does the half-life of relevance of any person’s qualifications. Instead of occasionally keeping a journal of your past achievements when you are ready for a change, think of your resume as a living document that must evolve with the changing world around you. Revisiting your CV a few times a year will help you recognize when you’re settling back into autopilot and possibly give you some inspiration to make some changes.

    As you get started, consider some predictable ponderings like: How do I compare to others for this job? What skills have I built and which ones do I need to shore up? How has what’s valued in the business world evolved since I last had to apply for a job? How can I best position myself for success in my next role? What do I really value in my work life? And, what do I want to spend my precious time doing?

    Our personal development contributes to our organization’s competitive differentiation. By clinging to rigid organizational structures and roles, we make ourselves and our companies resistant to change and susceptible to disruption. By constantly evolving, we stand a much better chance of creating a future within an organization that is more adaptive to change. To get there, we just need our individual egos to get out of our way.


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    When you left your old job, you probably didn’t anticipate reapplying for it. Before you complete the online application process or send your resume to the hiring manager, contemplate your reasons for reapplying for the job you quit and what more you have to offer the organization this time around. Leverage your knowledge of the company and the job in appealing to the hiring manager, as well as your ability to jump right in with minimal ramp-up time.

    Company Knowledge

    In the time since your resignation, your previous employer may have undergone significant changes. Peruse the company’s website to learn what changes may have occurred since you left. List new products or services the company is now offering versus the company’s previous business. Pay particular attention to changes in the department in which you were employed. If there’s an organizational chart online or if you have access to one, study it and compare the hierarchy to what it was when you were employed there.


    If you left the company on good terms with your supervisor, give her a call to let her know you’re interested in coming back. If your supervisor is in another department or no longer with the company, contact a former colleague who might be able to provide insider information about the job. Get a reference or a referral from a current employer or manager to vouch for your competency and performance. Also, if you’re comfortable talking to someone in the human resources department, by all means contact the HR manager or a recruiter and explain why you want to come back to your old job.

    Job Description

    Review the job posting and compare it to your previous tasks and responsibilities. Look at your resume and determine if there are any differences in the essential functions of the job. You may not need to tweak your resume very much if the job duties remained the same. However, if the essential job functions changed, you’ll need to assess whether you have the skills set to be successful in that role.


    Update your resume so that it reflects experience you’ve gained since you left. Include additional skills you acquired as well as education or training you completed since you resigned. Consider highlighting your past work experience at the company with boldface or a different colored font to draw the reader’s attention to your history with the company. List your notable accomplishments, such as driving revenue and sales, reducing costs or recognition for exemplary performance during your previous employment.

    Cover Letter

    An effective cover letter is critical. Explain that you’re a former employee with more than just the skills and qualifications necessary to perform successfully in the role. Tell the reader that you share the company’s mission and philosophy and that you’ve demonstrated that commitment during your previous employment. Include your employment dates and describe your performance, but only if it exceeded the company’s expectations. If your performance was just average, write a sentence or two about how your work habits or skills have improved since your resignation.

    How to Reapply for Your Own Job

    Peter Dazeley / Getty Images

    Should you reapply for a job if you were rejected the first time around and you see that the position is still posted or has been relisted? It depends, but in general, the worst that can happen is that you get rejected again. Best-case scenario, you may have a better chance of getting accepted the second time around.

    When to Reapply After Being Rejected

    Applicants often wonder if it is advisable to reapply for a job that they have already applied for in the past.

    The short answer is that if you find the position to be very attractive, there is usually nothing to lose other than your time. Your chances of receiving serious consideration the second time around will be greater if considerable time has passed and/or if you have enhanced your credentials in some way. Typically, it doesn’t make sense to reapply until at least four months have passed since your initial application.

    If you made the interview stage previously and were a finalist or received positive feedback, then you may be a strong enough candidate to receive an offer this time since there might be a less competitive pool.

    Another reason to consider reapplying if time has passed is that the staff responsible for screening resumes may have changed, and the new screener(s) may have a different take on the viability of your credentials. You never know what’s going on behind the scenes. The applicant pool may have changed since you first applied. The employer might have refined their profile for the perfect candidate. For a variety of reasons, you may have a better chance of getting selected this time.

    It’s also possible that you don’t even know for sure that you were rejected, just that you weren’t selected. Many employers don’t bother sending rejection letters. In that case, don’t assume that your application was actively rejected. It’s possible that your resume and cover letter failed to make it through the applicant tracking system. In that case, the problem isn’t with your candidature, but rather with your application materials – an easier fix than acquiring a new certification or adding years of experience.

    Target Your Resume and Letters

    Most large, and many smaller, employers use applicant tracking systems) (ATS) to screen applicants. These software programs manage the recruiting process automatically, receiving and sorting resumes and helping hiring managers and HR representatives search them.

    The advantage from the employer’s perspective is clear: an ATS saves time that they would otherwise have to invest in having humans comb through piles of resumes. However, it can be a real problem for a job seeker if they don’t know how to write their resumes for both humans and robots. If you keep applying to jobs online and never hear anything from a real, live person, you might be getting caught in the ATS net. It can happen even if you’re fully qualified. It all comes down to using the right resume keywords.

    Keywords describe the requirements for a particular job, including skills, certifications, educational qualifications, and other qualities that a hiring manager is targeting. Take the time to target your resume and your cover letter, including keywords that match the job posting, and you will have a better chance of getting your application considered for the job. Don’t be afraid to mention skills that seem obvious to you – for example, if the job listing specifies that the candidate should be familiar with Microsoft Office, you should include that, or risk getting filtered out of contention.

    Also, be sure to highlight in your cover letter any additional experiences, awards, accomplishments, or training which you have amassed since your last application.

    What to Write in Your Cover Letter

    Typically, you would refer to your prior application in your cover letter if you have previously interviewed for the position. You can mention why you were convinced that the employer and the job were an excellent fit as a result of that exposure and that you would appreciate the employer’s consideration for the position.

    If you didn’t receive a rejection letter or weren’t interviewed and considerable time has passed, you don’t need to reference your previous application in your letter.


    Many employers resent being told that they cannot misuse retrenchment to get rid of their deadwood or cannot cut their expensive employees.

    As a result of the restrictive legislation employers threaten to close down their businesses. But it is not necessary for employers to take such drastic steps merely because the labour law interferes with their right to make business decisions. This is because every employer has the ability and opportunity to acquire the expertise necessary to implement business decisions without transgressing the law and still maintain a viable business.

    Employers are not required to get their employees? “permission’ to retrench. That is, they are not required to negotiate retrenchments but only to consult with the trade union or other employee representatives (if these exist) or with the employees themselves.

    However, it is in the employer?s interest to negotiate the criteria for choosing retrenchees because, if the employees agree, then the agreed criteria are legal. The difference between consultation and negotiation is most important:

    • Negotiation means that the parties must reach agreement before any idea can becomes a decision or is implemented. This is not required in retrenchment law although the trade unions are pressing hard for this to be legislated.
    • On the other hand, the law of consultation provides that, as long as the employer can prove that it disclosed relevant information and tried thoroughly and in good faith to reach consensus, it does not have to actually reach agreement with the employees/representatives.

    The halls of the CCMA and Labour Court echo endlessly with the groans of many thousands of employers (and some ex-employers) who refused to believe the labour law requiring fair or agreed retrenchment criteria and who failed to acquire the knowledge and expertise necessary to reconcile business pressures with legal requirements.

    Countless cases have been decided at the CCMA and Labour Court where employers have either had to reinstate retrenchees and/or have had to pay huge amounts in compensation. This is often a disaster for the employer because the biggest reason for retrenchments is financial weakness and these awards against employers can place an unbearable burden on the already strained finances of the employer.

    A case in point is that of Toyota SA reported in the Business Report of 30 November 1999. Here, the employer was required to reinstate 280 employees and to pay them R15,2 million because Toyota had failed to disclose to the employees sufficient information necessary for effective consultation.

    Requiring Employees to Apply for Their Own Jobs

    In Clive Niaker vs Q Data Consulting (2002, 23 ILJ 730) the Labour Court found that, in certain cases, it is acceptable, in a restructuring situation, to require employees to re-apply for their own jobs. This approach appears to have been acceptable to the Court in this case because:

    • In the IT industry it is necessary for employees to have the most up to date skills
    • The use of this criterion is akin to the legally acceptable criterion of “Necessary Skills?. That is, the employer is entitled to select for retrenchment those employees who do not have the skills necessary for the job.

    Despite this finding employers are warned to be very careful when using this criterion. That is, while the courts will often tolerate the employer retaining the employees with the most appropriate skills this does not mean that the employer can misuse the re-application criterion in order to get rid of poor performers. In other words, if the criterion chosen is Necessary Skills then the employer will be required to show in court that:

    This was the criterion actually applied in every case

    • The employees not given the available posts truly did not have the skills required
    • Potential retrenches were given the opportunity to be considered for other posts even if they were lower paid positions.

    In Wolfaardt and another vs IDC of SA (Pty) Ltd (2002, 11 BLLR 1127) the employer failed to give the two employees a chance to apply for alternative posts before retrenching them. The Labour Court found this to be procedurally and substantively unfair and awarded a total of R600 000,00 in compensation. The employer was, in addition, required to pay the employees? legal costs.

    Proper strategic thinking and understanding of these complex legal principles would have prevented these costly awards! Employers and employees therefore require advice and training on how to restructure businesses and how to deal with retrenchments fairly and effectively.

    By lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on 0828522973 or on e-mail address: [email protected] Go to: This article first appeared in The Star.

    To book for our 23 September seminar in Durban on CHANGES AND DANGERS IN LABOUR LAW please contact Ronni at [email protected] or on 0845217492 or (011) 782-3066.

    Can I Reapply For A Job?

    Do you ever feel that you’ve found the job of your dreams or the one you were looking for for a long time, but suddenly that dream turns into a nightmare because you received a “thanks, but no thanks” email?. “Can I reapply for a job” is one of the most common questions job seekers do. It could be because you haven’t received an answer or because you were rejected, but months later the job position is posted again. If you aren’t sure about reapplying for a job or not, continue reading this. We’ll answer your questions and give you some recommendations on this post.

    Can I reapply for a job?

    What can you lose?
    Companies change, HR teams change, you are also constantly changing. If you were rejected time ago, it does not mean that you’ll be rejected this time. The culture, needs, employees and criteria of a company can be different from one time to another. But, the most important thing is that you work to improve your abilities to be a better candidate for that job position.

    When shouldn’t I reapply?

    How bad did you do in your past interview?
    If you had the opportunity to have an interview for that job, you must have given a good impression of you. If that is not the case, if you had a bad attitude, rude behavior or other red flags you would only waste your time applying again.

    How long should I wait to reapply?

    4 – 6 months
    If you were rejected for that job, what recruiters recommend is to wait at least 4 months. That is a considerable time for the situation to change. But, every case is different, you can use your own criteria. After you have been rejected, you can make an effort to maintain a good relation with the recruiter and the company by letting them know that you are still interested in the job.
    If you didn’t receive a reply from the company, it is fine to reapply some weeks later, but only if the position is still open.

    Should I address the fact that I am reapplying?

    If asked.. yes.
    It is not necessary unless you are asked. You should never lie about this because they can figure it out and automatically screen you from the list of candidates. But, if you think that it could give you extra points for showing interest in the position you can mention it and how have you been working to get the job this time.

    What can I do to get the job this time?

    Ask for feedback, work on that.
    It is fine to ask for feedback of your application and the reason of why you weren’t selected. If the recruiter doesn’t give you that information you can make an auto analysis. Check your resume, retrieve your job interview, look for other things that could have affected you and you didn’t consider, like what you have posted on social media. Also, try to match your abilities with the ones required in the job description and work on that to be a better candidate.

    Now that we gave you some answers, you can think of what you need to do to have a successful job reapplication.
    Do you have any more questions related to this topic? Please leave them in a comment below!


    OK, so basically my company decided that although they are pulling in a profit, it’s not enough for the greedy owners, even in this climate, and so have given themselves pay rises and promotions and instead are cutting staff numbers in the front line services.

    There are two of us involved – me, I’ve been there 11 months, and my manager, who’s been there 9 years. Apparently the client-facing teams are not affected, even though both our roles are there to support ALL service teams. 😡 I know I’m not entitled to a bean of redundancy by the way. Since I started, I have been given quite a lot of extra responsibility, certainly more than was in my original job description, and I planned to ask about pay review when I reached my 12 month review next month. I was playing the long game and wanted to show willing. Now, they have proposed to merge both mine and my manager’s role. This means the person left will be juggling two people’s work – we are both extremely busy almost all the time, so how they think one person can do it all without losing the quality of the work is beyond our comprehension.

    I don’t want to be in competition with my manager. We get on well, he’s very supportive etc etc. He’s been there much longer than I have so it stands to reason that I am the cheaper one to get rid of. I’m not sure I even WANT the job description they’re offering as it’s a whole load of extra stuff that I never wanted to do, I haven’t been overly happy for a while with what I DO do, and have even thought of emigrating to be closer to my family. So although I have this thing over my head that says I should just think of this as the next step forward into doing something new and just a tipping point to emigrating, I still feel like I’ve had a whallop to the chest. This is my 3rd redundancy but all have been so different, and this one is waaay out of my comfort zone. I need to know whether I qualify as “redundant” if I simply don’t apply for this job? I haven’t the energy for it all again, I don’t want to “win” the job and know that I put my manager out of one, and I’d be sitting here with a company I resent and would probably look for something else anyway. If they offered me £5k I’d simply walk away as it would be enough to send me home, but I don’t qualify for anything, although I’ve been cheeky enough to ask the question anyway (no reply yet).

    And do you know what’s really typical? I just cancelled my redundancy insurance 2 weeks ago as I wasn’t happy with them as they kept creeping the cost up, but hadn’t got round to sorting out a new policy yet. The company had been spouting how well it’s been doing so I didn’t expect to have to think about the “gap”.
    Moi, bitter much?! I know I sound bitter and twisted, but it’s sod’s effing law, and my effing luck with the 18 months me and hubby have had (3 redundancies between us, a threatened lawsuit by someone we thought was a friend and £4k fraud committed against us that the police had no interest in pursuing).

    Thanks even just for listening. I can’t bear the thought of telling friends and family yet. I can’t bear that “look” anymore or of worrying them until I have a better grip on it all.

    This often happens in the school system when they’re reorganizing. If a school is underperforming (in a big way, I’ll add), people are asked to reapply. Some are asked to return; others are placed.

    My guess is if you don’t return, you’ll be guaranteed a spot at your current level, correct? It may not be your ideal job, but you’ll still have one.

    So far no one is giving guarantees of another job at the same level.

    My sense is the powers that be aren’t satisfied with the folks at the given level as those people are from areas of which the powers have little knowledge of. It may be partially level of compensation; it may be the people they want are with lower skill sets and command lower levels of compensation.

    I’ve heard of some businesses doing this but never at the federal level.

    I’m totally curious what is going on here. I work in Fed HR and have never heard of anything like this. I have only two ideas:

    1. desk audit: I’ve seen the union file a grievance on behlaf of bargaining unit employees suggesting that they should be higher-graded. The agency did an evaluation, that may have included something liek an application, to determine the appropriate grade classification.
    2 RIF: It may be that your unit is going through a RIF and they are asking people to submit application-like information in order to determine retention standing.

    But neither of those is a perfect fit. I’m intrigued.

    It is neither a desk audit nor a RIF, pending or otherwise.

    This is happening at my job, too, and happens infrequently at my agency. When an office needs to be reorganized, they make everyone reapply for their (or new) positions. Everyone (feds) is guaranteed a job at current grades, but the description/placement might be different.

    I think this is used to remove people who are in managerial roles to sideline them in hopes that they leave, if they are bad.

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    First published on Fri 17 Oct 2014 07.00 BST

    T wice a week we publish problems that will feature in a forthcoming Dear Jeremy advice column in the Saturday Guardian so that readers can offer their own advice and suggestions. We then print the best of your comments alongside Jeremy’s own insights. Here is the latest dilemma – what are your thoughts?

    Three years ago, following a change in management and a restructuring, the post I had been in for five years was made redundant. While I was negotiating my redundancy terms another job came up at a similar organisation, which I applied for and was offered.

    Unfortunately, due to various circumstances, I mishandled the situation with the new employer. On discovering that I was reluctant for them to approach my old employer for a reference because I was involved with redundancy negotiations, they withdrew the offer stating I had not been entirely honest and open with them.

    Three and a half years later the new post is being advertised again and I am considering applying. The people who interviewed me, and with whom I started negotiations, have moved on but the chief executive, who I never met but spoke to on the phone and who was the person who ultimately pulled the plug, is still in place. It is a small organisation and though he may not be directly involved in the recruitment process he will inevitably be aware of my application were it to proceed.

    What do I do? Do I mention these past events in my application? Should I apply and separately write to the chief exec to explain and hope he will give me another shot? Am I wasting my time applying?

    When your company is taken over your employment rights are protected under the ‘TUPE’ regulations. Your existing employment terms and conditions stay the same. Your new employer cannot force you to accept a lower salary or other changes to your terms and conditions. Provided you’ve been employed for at least two years, you are protected against unfair dismissal.

    There are circumstances where the new employer might be entitled to make you redundant as part of a reorganisation — but not just because of the takeover. Sometimes employees will be asked to reapply for their jobs as part of the process of choosing which employees should be made redundant.

    It’s not uncommon for employees to be unfairly dismissed when a company is taken over. You should take legal advice on your particular circumstances.

    Related FAQs

    • Can I be dismissed even though I haven’t had any previous disciplinary warnings?
    • Can I be dismissed for failing to meet my targets?
    • Can I be dismissed just for sticking up for my rights or drawing attention to unsafe working practices?
    • Can I be dismissed or made redundant while I am on sick leave?
    • Can I be made redundant when I have more experience than other employees that are being kept on?
    • Can I be made to retire when I reach the company’s retirement age?
    • Can I claim discrimination for being dismissed or made redundant while pregnant?
    • Can I take my employer to an employment tribunal if they made my work so unpleasant that I was forced to quit?
    • Can my employer refuse to pay me the bonus or commission I would have earned if I hadn’t been dismissed?
    • Do I have to work my notice period after being told that I am being dismissed or made redundant?
    • How do I make a complaint to an employment tribunal and do I need to use a lawyer?
    • How much compensation can I get if an employment tribunal agrees that I was dismissed unfairly?
    • How much notice am I entitled to when being dismissed or made redundant?
    • How much redundancy pay am I entitled to?
    • How much will it cost me to challenge being dismissed and can I get legal aid?
    • I’ve been called to a disciplinary meeting but I know they are just going through the motions so they can fire me — what should I do?
    • I’ve been told I have no right to complain about being dismissed or made redundant as I’ve had the job for less than two years — is that right?
    • Is it true that your job should be protected when your company is taken over — I’ve just been told I’m being made redundant?
    • My boss had made it clear that if I don’t resign I’ll be dismissed and given a bad reference — is that allowed?
    • My company has been taken over and I’ve been told to reapply for my job on a lower salary — is that allowed?

    Have a question or need some help? Call us today on 08082747557

    By Matt Krumrie , Star Tribune Sales and Marketing
    January 03, 2011 – 1:42 PM

    Dear Matt: Why do employees have to reapply for a job? What is the purpose of this and why do companies ask current employees to reapply for jobs? What do I need to do to stand out even though they know me?

    Matt: This is a tough spot to be in but it is not as uncommon as it sounds. Because of layoffs, budget cuts or internal staff reviews/audits, companies may look to open up currently filled positions for a variety of reasons – unfortunately in most cases they are not explained to often-surprised employees.

    Caleb Fullhart, a Twin Cities-based recruiter with Accenture, knows all about this type of situation. He worked for a company that was bought out by another company and because the new owners wanted to downsize, he had to reapply for his job. In his case, there were 30 people within the company applying for only eight open spots. And in addition to internal clients, outside candidates were also allowed to apply.

    “It was very stressful,” says Fullhart.

    To alleviate any stress, Fullhart recommends using your institutional knowledge. In other words, take advantage of the fact that you not only know the company, but the department goals, clients, vendors and team members. You have built relationships with key people involved with the success of your job/department/division and know what is needed to succeed in the job on a daily basis. This will also help you keep things moving forward without any lag time for new hire training, or getting a new hire up to speed.

    But don’t just say it, prove it. Use past performance reviews or recognition you have received to back your claims. Use examples of projects you have led or completed, showing how you have saved money, gained new business or increased your client base. Show how you have adapted in your job to any changes in the marketplace or within the company and still produced results. You have an advantage over outside candidates because of your experience with the company. Show it with numbers, results and data to back up your claims.

    While it’s hard to say the exact reasons for this happening without knowing the unique circumstances within your company, it should be a good reminder to keep your résumé updated and to keep good records of your successes and key accomplishments while at your job – and throughout your career. This is not only important information if you are applying for a new job outside your current company, but as this case shows, it’s important to have to keep your job with your current company.

    I applied for a position and I did not get it. The reason given was that they found someone who better matched what they wanted. I was also invited to apply again in the future, should other positions come up.

    Now a new position has been posted by this company, just 4 months later, very similar to the last. I’d like to apply again, though I’m a bit hesitant. I’m not entirely certain what part of my profile made me a less-than-perfect fit (or not as good as others), there were a few things it might have been, but I’m not sure, so I’m not sure if the interview would just be the same as before. They could have contacted me directly when this became open, but they did not, although I’m not sure if that would be normal.

    I was thinking of sending them a message along the lines of:

    Hi! So I see you have PositionABC open again. I interviewed for it a few months ago, and was wondering if you’d reconsider me again for this.

    But I’m not sure if that would be too informal and get me rejected immediately, or if I should go through the formal process and just resubmit the same resume/cover letter as last time (because not much has changed for me in terms of experience in just 4 months).

    6 Answers 6

    I’m going to disagree with the the masses here and suggest trying your luck directly with HR.

    I once applied for a position and after two phone screens was told I was unsuccessful. I took their feedback on board (I knew where I had gone wrong), and polished up on my skills. Three weeks later I saw the same position was still open. I sent the following email directly to their HR person:

    I am writing to re-apply for your position of Systems Engineer.

    If you’re having déjà vu right now, that’s because about three weeks ago you invited me to apply for this position. I spoke to [person1] and [person2] and my initial contact with [person1] was very positive; however my performance with [person2] demonstrating my scripting skills was poor.

    I agree that [person2] made the right decision regarding my scripting skills. So what’s changed?

    Since then I have applied dozens of hours of my own time over the past few weeks getting stuck into my PowerShell skills. They were virtually non-existent when I first spoke to [person2] (I was only capable of doing basic tasks like copying TechNet instructions for doing stuff in Exchange). Although my programming skills are certainly not in the league of what you would expect from one of your world-class developers, I have applied Power Shell daily in real-world situations since then at my day job. Everything that can be done in PowerShell shall be done in PowerShell has been my mantra.

    I realise that PowerShell is just one of many scripting languages I could have chosen; I chose it based on the fact that your network is mainly Windows Server (albeit some of them 2003, which does not ship with PowerShell by default). I hope that the choice of language isn’t particularly relevant, but rather the fact that I’m hoping to demonstrate that I’m a very fast learner who can go from 0 to fluent in a small period of time.

    As I mentioned in the first round, I’m actually quite happy in my current job, so I don’t take rejection hard, but I respect [your company] so much as to leave my current job, and I truly believe that I would be an asset to your company.

    So with that cringe-worth last paragraph, I ask that you please re-consider my application for the position. A formal CV is attached.

    I had substantially more success – they said it highlighted the fact that I saw a personal flaw and fixed it, and that I came back showed I had the kind of guts that they wanted from a person at their company.

    By Anne Davies

    NSW councillors have been told to reapply for their jobs, as the NSW government lays the groundwork to terminate existing councils as early as next month and begin amalgamations.

    On Thursday, all councillors received a letter from the Minister for Local Government Paul Toole, telling them he was considering interim arrangements for councils until elections are held after September. He said he was looking at options of a single person acting as administrator of a new merged council, or the continuation in office of some or all of the councillors in the new larger council area.

    Councillors have been ordered to submit an expression of interest by April 15, explaining why they would be suitable for the interim council or why they are qualified to act as an administrator.

    General managers and mayors are also required to apply for the jobs in the new larger councils

    People rally in Martin Place against the amalgamation of local councils. Credit: Jessica Hromas

    This is despite the Boundaries Commission still having to report on the merger proposals, most of which are being resisted by existing councils.

    Most public inquiries have finished and the delegates for each council area are preparing their reports. They will then go to the minister and to the boundaries commission. The minister then makes a decision to accept or reject the finding on the merger. But given this is the minister’s blueprint, most councils expect him to forge ahead with mergers, possibly as soon at the end of April.

    But two contentious mergers – that of Mosman, Willoughby and North Sydney; and the plan to cut Warringah in half and amalgamate it with Pittwater to the north and Manly to the south – are still to hold a public inquiries stage and submissions are open until April 8.

    Mr Toole denied he had already made a decision on any merger proposal, but said the government was committed to ensuring effective implementation of any merger that goes ahead.

    The greyhound ban is weighing heavily on Deputy Premier Troy Grant, left, and Premier Mike Baird. Credit: Dallas Kilponen

    “That is why the government wants to hear from currently serving councillors who are committed to the success of any new council,” he said.

    The letter has drawn an angry reaction from councils opposed to amalgamation. Save Our Councils Coalition (SOCC) branded the letter “toxic” and anti-democratic. The group is urging councillors not to respond.

    Hunters Hill community members displayed their dislike of the forced amalgamation of local councils. Credit: James Brickwood

    “This action by the minister and the NSW government is highly divisive and is pre-judging the outcome of the deeply flawed proposed mergers process,” the group said.

    The letter raises questions about whether any councillor who has been involved in campaigning against a merger in their local area will be considered for the interim council, or as an administrator.

    The minister said he was looking for councillors who have a “commitment to making the new council a success” and “a commitment to promote the new council to the community”.

    The letter was also silent on when administrators would be appointed, versus when the minister would consider a council comprised of some or all of the councillors. There was no guidance on the principles that the minister would use – for example whether he would appoint councillors in proportion to the representation of the political parties on existing councils or whether there would be a geographic spread across the councils .

    “This is not about the right or left of politics but the erosion of the democratic voices of local government by the bullies of the NSW state government. Under this ‘job application’ who gets to decide who remains as a councillor until the next council election and who has the right to do so? Councillors are elected by the people,” said Miriam Gutman-Jones, an independent on Waverley Council.

    Timeline to merged councils

    December 18 2015: Premier Mike Baird announces 43 councils in Sydney will be merged into 25.

    January 6 2016: Boundaries Commission reconstituted, delegates appointed and public inquiries announced.

    February: Public submissions received.

    March: Public hearings held.

    April 8: Deadline for last submissions to inquiries into Mosman, North Sydney, Willoughby merger and northern beaches mergers.

    April 15: Councillors must submit expressions of interest to continue on interim councils.

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    April/ May : Announcement from minister ordering mergers, dismissing councils and appointing interim staff.

    September: Local government elections for new larger councils.

    Employees at the Dolphin Inn have spoken out ahead of its planned conversion into a Miller & Carter steakhouse

    • 06:00, 4 AUG 2019

    Staff at a pub which is set to be transformed into North Lincolnshire’s first Miller & Carter steakhouse say they have been told they must reapply for their own jobs and face going six weeks unpaid if successful.

    Stocks of bottled beer and pint glasses at the Dolphin Inn are also reported to be running low with more than a month before it closes for the rebrand, while there is also speculation over how long food will continue to be served before the Dolphin shuts its doors.

    Scunthorpe Live first reported in May that the pub, on Messingham Road in Bottesford, would be turned into a Miller & Carter branch and staff say its last day of trading before the revamp will be September 15.

    Mitchells and Butlers, the chain which runs the Dolphin – currently under its Sizzling Pubs and Grill brand – is now recruiting for roles at the new-look steakhouse, with existing staff saying they have been told they have to reapply for their jobs.

    However, even if they are successful, employees say they will have to go six weeks unpaid while the pub renovations are under way.

    How to Reapply for Your Own Job

    What staff said about their jobs and the short-term future of the Dolphin

    One employee said: “We’ve been told that we need to reapply for our jobs and if we’re successful then we’ll also have to go six weeks unpaid.

    “All this comes after the Scunthorpe Telegraph found out about the move before we did. It doesn’t exactly feel fair.

    “We have been offered jobs elsewhere but in Grimsby and places out of Scunthorpe – it’s just not worth it.”

    Another staff member added: “I would have thought the company would want to keep us all on but we have to reapply and then go over a month without being paid.

    “I can’t afford to do that, who can exactly?

    How to Reapply for Your Own Job

    “The current state of the pub is not great, we are not receiving anywhere near as many deliveries, we’re running low on pint glasses and bottled beers – we still have six weeks to stay open.

    “I’m not sure how we’re going to last.”

    Another employee told Scunthorpe Live they were concerned about how long food would continue to be served at the Dolphin before it closes, saying there were no plans to replace chefs who were due to leave before the rebrand.

    Regulars have their say on the planned transformation of the Dolphin

    Regulars at the Dolphin have expressed their disappointment at the decision to turn the pub into a Miller & Carter restaurant.

    Jack Lawson said: “I don’t get it, why would they want to turn the Dolphin into a steakhouse?

    “It is one of the busiest pubs in Scunthorpe in a perfect area and has so many loyal locals. They don’t know what they’re doing, they’re going to lose so many people by doing this.

    How to Reapply for Your Own Job

    “It’s a massive shame, we always come here after football games and at the weekend and so do many other groups. I can’t see them coming to a steakhouse for a drink.”

    Ryan McMahon added: “Yes, Scunthorpe does need a good steakhouse and Miller & Carter is very good but they have made a big error in choosing to put it in place of the Dolphin.

    “Give it a year and Dolphin will probably come back.”

    What Miller & Carter will offer diners

    The move into North Lincolnshire comes just a few months after the steakhouse opened a restaurant in Grimsby, where the former Hainton Inn was given a £500,000 makeover to create the town’s first Miller & Carter.

    Diners are expected to be offered a range of high-quality steaks, with Miller & Carter’s existing restaurants serving a choice of 12 cuts. There are also a range of other options on its menus.

    Miller & Carter is owned by the Mitchells & Butlers pub and restaurant chain, which currently operates The Dolphin under its Sizzling Pubs and Grill brand.

    How to Reapply for Your Own Job

    The chain currently has more than 50 restaurants across the country, including the Grimsby branch and another in Doncaster.

    Its restaurants serve “only premium-graded beef”, which has been sourced from carefully selected cattle and reared on sustainable British and Irish farms, before being matured for at least 30 days.

    What Mitchells & Butlers said

    A Mitchells & Butlers spokesperson said: “We are due to convert the Dolphin pub into a brand new Miller & Carter, set to open in the autumn.

    “This is part of the continual review of our estate and will be a great opportunity for the brand.

    “We have held initial briefings with the team at the Dolphin about the conversion and will be offering them opportunities to apply for positions at Miller & Carter.

    “During the conversion period before training starts we will redeploy as many team as possible to our nearby businesses.”

    Pubs, bars and clubs

    How to Reapply for Your Own Job

    How to Reapply for Your Own Job

    How to Reapply for Your Own Job

    How to Reapply for Your Own Job

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    Wiki User
    January 13, 2013 10:52AM
    2013-01-13 10:52:43

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