留學(xué)的申請書準(zhǔn)備，需要大家認(rèn)真的進行，確認(rèn)自己可以符合要求，并且還要保證能夠為申請加分。接下來和出國留學(xué)網(wǎng)看看澳洲留學(xué)申請書寫作有哪些技巧？
    寫作技巧
    1.澳洲大學(xué)的錄取方式和標(biāo)準(zhǔn)與咱們國內(nèi)有很大不同。
    國內(nèi)升學(xué)，從小學(xué)、初中、高中到大學(xué)、研究生、博士，每上一個臺階都要經(jīng)過相關(guān)部門的嚴(yán)格考試。所謂“千軍萬馬過獨木橋”，說的就是這種情況。
    反觀澳洲大學(xué)，并沒有入學(xué)考試，因此申請文件就顯得格外重要。它們往往是澳洲大學(xué)教授了解你學(xué)習(xí)經(jīng)歷、性格品質(zhì)、工作經(jīng)驗和專業(yè)水平的惟一媒介和手段。
    2.在吸引教授眼球和爭取錄取上，申請材料的優(yōu)劣與各種考試成績同等重要。
    許多申請人花費大量的時間和金錢來準(zhǔn)備各種考試，以為拿到高分就萬事大吉了，其實不然。理想的托福、雅思成績只不過是對你語言運用能力的一種體現(xiàn)，能在申請材料中起到錦上添花的作用，但它不能反映出一個人的專業(yè)素質(zhì)和才干，而這些恰恰正是教授急于了解的。
    3.一份漂亮的申請材料能夠充分展示你的優(yōu)勢
    體現(xiàn)你的成就、抱負(fù)和個人品德，能夠彌補你大學(xué)成績、工作經(jīng)驗甚至是學(xué)歷的不足，令你在眾多申請者中脫穎而出，盡快拿到通知書，大大加快留學(xué)進程。
    基本內(nèi)容
    第一項：個人簡歷
    個人簡歷大概A4紙1-2頁就可以了，要簡明扼要。一般內(nèi)容包括有：個人信息，姓名，性別，出生年月日，聯(lián)系電話等；目標(biāo)有：哪所大學(xué)，什么專業(yè)及學(xué)位，個人目標(biāo)等；教育背景有：學(xué)校名稱，就讀時間，專業(yè)，學(xué)歷學(xué)位，排名等；工作實習(xí)有：實習(xí)單位，實習(xí)時間，實習(xí)內(nèi)容等；以及所獲得的獎項，英語及綜合能力等。
    第二項：個人陳述
    個人陳述，要你說明到底有多喜歡這個專業(yè)、喜歡到什么程度以及對未來的一些想法；如果是去讀研究生或博士的，還要談對那個領(lǐng)域的看法，說出對它的熱愛。陳述的長度要適中，大概600—800英文單詞。內(nèi)容要緊扣專業(yè)，主線明確，避免盲目個性化。語言表達上，英語要地道、符合英語的思維習(xí)慣和文風(fēng)，避免“中式英語”。讓別人了解到你選擇該專業(yè)的強烈動機，同時認(rèn)為你具備完成該專業(yè)學(xué)習(xí)的條件。
    第三項：推薦信
    這是從熟悉申請者的第三者的角度對申請者進行的評論，并且三封推薦信中至少要有兩封是學(xué)術(shù)推薦的。也就是要有兩個教授或老師推薦，并且推薦的內(nèi)容是你的學(xué)術(shù)能力和研究能力，以及課外活動和社會活動。推薦人對被推薦人的基本評價，側(cè)重于專業(yè)基礎(chǔ)、個性、特點、工作態(tài)度和在學(xué)術(shù)上的澳際估計、研究能力。這樣恰如其分地評價被推薦人，推薦信才更令人信服。
    大家在選擇推薦人時，一定要遵循熟悉專業(yè)的原則。不要亂夸大自己本事，這些會降低可信度，以至于對拿到offer來說，又遠了一步。
    參考范文
    Applied Program：Organizational Behavior
    I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises （SOEs）， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.
    In contrast， foreign enterprises tend to welcome employees who have the ability to make decisions on their own， though the extent to which this is true depends on whether the supervisor is a local Chinese or an expatriate. These organizat 　　Applied Program：Organizational Behavior
    The purpose behind this personal statement is to not only gain admission to your well-established and highly respected Ph.D. program， but to impress upon you my passion for learning and my tremendous desire to succeed in both scholastic research and in teaching on the professional level. I have based my decision to pursue an academic career not on purely practical reasons， but rather on my own natural interests and aptitude. My personal philosophy is that money and social status should not be pursued as life-consuming objectives and that in actuality they are the by-products of goals originating from one＇s inner needs. I understand that my intellectual capacity is a gift， and I intend to use this gift to the very best of my substantial capabilities.
    I am interested in the field of study of Organizational Behavior. In the past， I have had the experience of working in settings where the people and the corporate cultures of the companies were all different. I have found that there is a great difference in the both the behaviors of people and of their organizations， depending on whether they are state-owned enterprises （SOEs）， large multinational firms， or small to medium sized foreign enterprises. One simple example is that of the ability of an employee to act independently without direct instructions from his or her boss. In many Chinese organizations， acting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and research， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiative.