留学的申请书准备，需要大家认真的进行，确认自己可以符合要求，并且还要保证能够为申请加分。接下来和出国留学网看看澳洲留学申请书写作有哪些技巧？
写作技巧
1.澳洲大学的录取方8 8 ^式和标准与咱们国内有很大不同。
国内升学，从小学、初中、高! p L中到大学、研究生、博士，每上一个台阶都要经过相关部门的严格考试。所谓“千军万马过独木桥”，说的就是这种情况。
反观澳洲大学，并没有入学考试，因此申请文件就显得格外重要。它们往往是澳洲大学教授了解你学习经历、性格品质# Z – a F J y、工作经验和专业水平的惟一媒介和手段。
2.在吸引教授眼球和争取录取上，申请材料的优劣与各种考试成绩同等重要。
许多申请人花费大量的时间和金钱来准备各种考试，以为拿到高分就万事大吉了，其实不然。理想的托福、雅思成绩只不过是对你语言运用能力的一种体现，能在申请材料中起到锦上添花的作用，但它不能反映出一个人的专业素质和才干，而这些恰恰正是教授急于了解的。
3.一份漂亮的申请材料能够充分展示你的优势
体现你的成就、抱负和个人品德，能够弥补你大学成绩、工作经验甚至是学历的不足，令你在众多申请者中脱颖而出，尽快拿到通知书，大大加快留学进程。
基本内容
第一项：个人简历
个人简历大概A4纸1-2页就可以了，要简明扼要。一般内容包括有：个人信息，姓名，性别，出生年月日，联系电话等；目标有：哪所大学，什么专业及学位，个人目标等；教育背景有：学校名称，就读时间，专业，学历学位，排名等；工作实习有：实习单位，实习时间，实习内容等；以及所获得的奖项，英语及综合能力等。
第二项：个人陈述
个人陈述，要你说明到底有多喜欢这个专业、喜欢到什么程度以及对未来的一些想法；如果是去读研究生或博士的，还要. r k * q z谈对那个领域的看法，说出对它的热爱。陈述的长度要适中，大概600—800英文单词。内容要紧扣专业，主线明确，避免盲目个性化。语言表达上，英语要地道、符合英语的思维习惯和文风，避免“中式英语”。让别人了解到你选择该专业的强烈动机，同时认为你具备完成该专业学习的条件。
第三项：推荐信
这是从熟悉申请者的第三者的角度对申请者进行的评论，并且三封推荐信中至少要有两封是学术推荐的。也就是要有两个教授或老师推荐，并且推荐的内容是你的学术能力和研究能力，以及课外活动和社会活动。推荐人对被推荐人的基本评价，侧重于专业基础、个性、特点、工作态度和在学术上的澳际估计、研究能力。这样恰如其分地评价被推荐人，推荐信才更令人信服。
大家在选择推荐人时，一定要遵循熟悉专业的原则。不要乱夸大自己本事，这些会降低可信度，以至于对拿到offer来说，又远了一步。
参考范文
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， de{ + ipending 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@ f a 8 L 3 7 welcome employees who have the ability to make decisions on their own， though the extent to which this is true dN z Lepends on whether the supervisor is a local Chinese or an expatriate. These organizat Applied Program：Organizational Beha? l o k / H wvior
The purpose behind this pT N ) u Sersonal stx D Y Y m . Fatement 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* t : 9 _ @ both s+ b | y $ Mcholastic research and in teaching on the professional levX , s –el. I have based my decision to pun j : W i , ~rsue an academic career not on purely practical reasons， bP A [ 7 C 5 : Jut 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| ! b ) F } a L U 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 emg L w sployee to act independently without direct instructions from his or her boss. In many Chinese organizaa , Ptions， ac w 2 eting without direct instructions is considered a form of disrespect towards the supervisor， who is generally offended by such behavior. In my experience and rer ) C r E M (search， such organizations tend to have low operating efficiency with the employees losing their innate ability to take the initiativer } O ] v k 7 |.
