Application Forms

Tips for online forms

• Draft anything you write in a Word document, as your online connection to the application form may "time-out" or close without giving you notification. This will allow you to copy and paste your answers into the form when you are satisfied. Writing your application in Word also means you have the advantage of using the spelling and grammar checks, and you can review what you have written at a later date if you are invited to interview.
• Make a note of the word limit before you write your answers, when you copy them into the actual form you may be cut off at the word limit automatically.
• Don’t submit the form until you are completely happy with it and the process that may follow. For example, you may be expected to complete an online test shortly after submitting the form.
• Avoid copying and pasting directly from applications in other webpages – some organisations have software to detect when this has been done.
• If you are asked to include a CV and/or Cover Letter in addition to answering the questions on the form, make sure you do so.

General points

• Be accurate, and plan how to use the space and word count/character limit available.
• Check the form carefully, and ask someone else to review it.
• Recruiters often communicate by email. Ensure that your email address and other contact details are correct (and appropriate: no need for gimmicky email addresses), and check your email account regularly!

Using AI to complete Application Forms

For further guidance read our briefing AI in Job Applications and Assessments.

In summary we advise the following:

•    Check the stance of companies you are targeting. Many have published their policies on AI on their websites. Our Internship Programme hosts may also indicate their stance on AI in their internship vacancy descriptions.
•    Keep in mind that recruitment teams want you to be honest and authentic in your applications and it is difficult to achieve that if you use AI to draft your answers. In using AI tools, you risk sounding generic and uninteresting.  
•    The view on AI varies greatly between employers. In the Careers Service Annual Employer Survey conducted in May 2025, we asked recruiters: ‘Do you allow or encourage the use of AI tools in the application or assessment process?’. Only 15% answered “Yes”: half of employers replied “No”, they do not want you to use AI in your applications.  
•    People hire people who demonstrate and articulate the skills outlined in their job descriptions – have faith in your own skills and be authentic.  

General Guidance

If you do choose to use AI tools, think about how you can use them effectively and ethically:
•    Think of it as an assistant, not a complete solution: AI can help to get you started, do initial research on a sector, offer a broad structure/framework, or help to “polish” your applications. However, it is never a substitute for well-researched, tailored and personal content. 
•    Make it your own: AI-generated content is built on what others have written in the past, and will tend towards the most likely words and structures. This makes it more likely to be generic and lacking the personal touch that only you can provide. Customise the output to reflect your unique experiences and personality.
•    Check references and sources carefully: AI tools can generate inaccurate or outdated references. Always verify the information and ensure it aligns with your own research.
•    When in doubt: You will need to make your own judgement about whether or not it’s ethical and advisable to use AI tools. A question you should ask yourself:
“If the employer asked you whether you used AI tools, would you be comfortable telling them how and where you used them in your application/assessment process?” 
 

Forms will typically have the following sections for you to fill in:

• Personal details
• Examination results
• Employment and experience
• Questions to answer
• Referees – usually two referees are required. One is likely to be your academic tutor; the other might be a person you did relevant work experience with, or who knows you well personally. Your referees should not be relatives.
• Some form of equal opportunities monitoring  – this often includes questions on age, gender, ethnicity, disability, etc. This information is confidential and is to make sure employers are attracting applications from a diverse pool of candidates. For instance, if there are no applicants with disabilities, it could indicate the presence of unconscious bias in how the role or brand is being marketed. 

A note on 'disclosing' a disability and/or long-term health condition

Legally, you don't have to "disclose" (inform the employer beforehand) a disability on an application form (but failure to do so on a medical form, once you have accepted the job, could be considered a breach of contract). It's very important to remember that employers are keen to ensure that all applicants are given an equal and fair opportunity to demonstrate their abilities. As such, the disclosure of a disability could give you access to reasonable adjustments for the application and interview process.

Reasonable adjustments can include (but are not limited to), extra time to complete online tests, extra-time between interviews, or support in getting to the interview. Employers are also able to make adjustments tailored to your specific needs – if you do disclose a disability, the firm will likely consult with you giving you the chance to discuss the adjustments that you require. If you think you may require adjustments to complete these, make sure that you understand all aspects (including timelines) of the application and recruitment process before submitting your application.

N.B Some employers require you to complete online exercises or tests shortly after you have submitted your application (typically within 5-7 days). Ideally, contact employers either before submitting your application or immediately afterwards to let them know if you need any adjustments. This will ensure that you are offered the requisite adjustments for the online tests/exercises, as once completed, most will not retroactively take your disability into consideration when assessing your performance.

See our disability and careers pages for more information on disclosing a disability in the recruitment process. It is also worth reading employer websites to find out more about their equality and diversity policies and practices. This could help you to better understand how they support employees with disabilities and/or long-term health conditions.

If you are unsure about how best to communicate with an employer about your disability, you can speak to one of our Careers Advisers, who can advise you on the most effective way to present your individual circumstances.

Right to work

Please note that the Careers Service cannot legally advise you on individual visa questions. Our webpage on UK visas provides a brief guide of some of the options. The University’s Student Immigration team is best served to answer your visa queries and they have detailed resources online. 

You may be asked within the application if you have the right to work in the UK. If you are an international student, how you answer this question will vary on a number of factors and individual circumstances. For example, if the role you are applying for is an internship during the vacation, depending on your status, you may be able to work in the UK while studying. If you are applying for a role to begin after you have graduated, you may be eligible to apply for the Graduate visa. This visa allows you to stay in the UK and work, or look for work, at any skill level for two years, or three years for doctoral students. 

The AGCAS Internationalisation Task Group suggest that applicants consider adding the following statement to job applications in the notes or additional information boxes:

 “I am eligible to work in the UK for a two-year period (insert three years if you are a PhD student) once my studies end if I apply to the Graduate visa, which does not require employer sponsorship. I am also eligible to apply for permission to work under the Skilled Worker visa upon receipt of a qualifying job offer from a sponsoring employer. You can access government guidance on these routes here: www.gov.uk/government/publications/uk-points-based-immigration-system-em..."

Employers use these questions to find out whether you:

• have the personal qualities, motivation and skills required.
• understand yourself and are able to be self-reflective.
• are able to identify why you and the job are a good match.

Some questions may be phrased to discover how you cope in a variety of situations. In all cases there are a few points to bear in mind when selecting the best answers and examples to use:

• Employers are asking the question for a reason – try to work out what it is.
• Answer the question that has been asked, not the question you would like to be asked.
• Give specific examples and evidence – don’t generalise. For the examples you provide, what was the action you took? What was the result of that? The STAR technique could help you structure your answers. There is further information about this technique on our how to show you fit the job criteria page.
• Vary your use of examples from the different areas of your life (academia, extra-curricular activities, work experience etc.) – using your most recent relevant experiences and achievements wherever possible.
• Keep within the word limit.

For more information on general graduate competencies see our information on developing your skills.

• Relevant advice can also be found on our webpages about CVs,  Cover Letters, Demonstrating You Fit the Job Criteria and Use of AI in Job Applications and Assessments
• Employers and Careers Advisers run skills sessions to help you prepare effective applications – see CareerConnect for details.

• TARGETjobs: Application & CV advice
• Prospects: Write a Successful Job Application