Job Search Obstacles

Predatory behaviour targeting jobseekers has gotten out of hand. This dark side of the market has clearly become far worse since I was last actively looking for a role. Since updating my LinkedIn settings I have already experienced: Text messages from bogus headhunters trying to harvest personal data. Fake executive networks promising board opportunities that simply do not exist. AI generated emails impersonating Talent Acquisition Directors from major businesses. One nearly caught me out initially. CV writers claiming they can “hack the ATS” if I spend £1,000 with them. Managing Director roles that turn out to be franchise sales pitches. Random interview invites and calendar links that almost certainly contain malware. Jobseekers are vulnerable because changing jobs is emotional. People are worried about money, identity, confidence and the future. Sadly, some individuals and businesses are exploiting that vulnerability. A few simple tips that may help protect people: 1. Create a separate email address for job searching. 2. Always click into the sender details to verify the real email address. 3. Never share passports, bank details or sensitive personal information with unknown parties. 4. No genuine employer will ask you to pay upfront for equipment, training or screening. 5. Verify recruiters through the company website or switchboard. 6. Remove your DOB, home address and unnecessary sensitive information from your CV. I hope LinkedIn and the wider recruitment industry continue to take this seriously because the scale of it is becoming concerning. Please share this with anyone in career transition and add any scams or experiences you have seen in the comments to help others stay safe. Every Thursday at 12:15pm UK we also host a live LinkedIn session discussing modern job searching, market trends and practical advice for candidates navigating today’s market. You can join via the link in my featured section. Let’s get to work!

Sending another application today? Cool. Just know that hitting 'submit' isn't the win you think. Here's the thing: applications feel productive. They're measurable. They're safe. But they're not moving you forward 👇 STEP 1) Redefine your finish line - Stop counting applications sent. Start counting conversations had. One real conversation with someone at your target company beats 20 cold applications every single time. - The goal isn't volume, it's connection. STEP 2) Pick one person this week - Find someone doing the work you want to do. Someone who's been where you're trying to go. Reach out with a clear, specific ask. "I'd love 15 minutes to learn how you approached X" works better than "Can I pick your brain?" - Make it easy for them to say yes. STEP 3) Show up prepared - Don't waste their time with questions Google could answer. Come with insight. Share what you've learned about their company, their role, their challenges. - Ask how they'd approach a problem you're thinking through. - This isn't an interview, it's a conversation between two professionals. STEP 4) Follow through - After the call, send a thank you. Share something useful. Stay visible. The relationship doesn't end when the Zoom closes. - People refer candidates they remember, not resumes they forgot. The application makes you feel busy. The conversation makes you memorable. Leave the dopamine hit of clicking 'apply' behind. Start building the relationships that actually open doors. One conversation this week. That's the finish line that matters. Go find it ✌🏼

Be careful out there, job seekers. There is a RAMPANT scam going on where a legitimate-looking recruiter on LinkedIn contacts you about an opportunity. When you reply, they'll ask for your resume and then refer you to a well-known resume writer on LinkedIn. The trick is that instead of giving you the person's profile, they refer you to a Gmail address with the person's name. Then this person pretends to be a resume writer and tries to get you to pay for a professionally written resume. Where it's so convincing is that they use a legitimate resume writer from LinkedIn and they steal their name, likeness, headshot, etc. (See below) I've had 3 job seekers reach out this week after being contacted by a recruiter who referred them to work with me offline. Thankfully, they messaged me to check first. But I worry how many job seekers took it at face value and didn't double-check? If someone reaches out to you about a job opportunity, then tries to refer you to me off this platform using a Gmail address - it is a scam! Please be safe out there!

Today, a VP of Product reached out asking if I’d be willing to have a “quick backchannel conversation” about a candidate he’s considering hiring. His reasoning? “You only get the best side of someone during the interview process.” That request stopped me cold. I said yes—but only so I could tell him directly that backchanneling is not a practice I agree with or participate in. I only proceeded because I happened to have positive firsthand experience with the candidate, and I wanted to advocate for them. But I left that conversation unsettled. Let me be clear: - Backchanneling is unprofessional. - It’s slanderous when done to discredit someone. - And if you’re still employed at the same company as the candidate, it can be illegal. No one should ever speak off-the-record in a way that could jeopardize someone else’s opportunity for employment. If a candidate wants you to serve as a reference, they'll ask you directly. And if you're hiring, respect the process: interview thoroughly, ask for thoughtful references, and make an informed decision based on facts—not whispers. Backchanneling is lazy hiring dressed up as due diligence. It violates trust. It fuels bias. And it has no place in a professional, equitable hiring process. Let’s do better. ___________________________________________________________________ 🔄 UPDATE: I want to add a few clarifications based on the thoughtful discussion happening in the comments: The VP of Product who reached out to me was a leader at another company—someone I didn’t know personally. “Backchanneling” refers to the common (and problematic) practice of contacting former managers or colleagues of a candidate for an unofficial reference—without the candidate’s knowledge or consent. I’m grateful for the positive and constructive dialogue this post has sparked. Thank you all for engaging with honesty and care. 🙏

"They can just go work retail, right?" Let's stay on the record. It is not that simple. Six months ago, I posted about how hard it is for people laid off from games to even get a minimum wage or retail job. Since then, I STILL hear the same things in some corners: “They can go work at Starbucks.” “They’ll find something at Target or Wal-Mart.” “It’s not ideal, but it’s a fallback.” Let me be very clear. First, these are deeply respectable jobs and I don't like when I hear words like fallback. This is not about status. This is about access. And I’m back now with data and receipts, because the idea that you can just fall into a retail role is a lot more myth than reality. Here’s what we know: 📉 A new Wal-Mart store in Washington, D.C. received 23,000 applications and hired just 600 people. That is an acceptance rate of about 2.6 percent, lower than Harvard's. The headline from the article is shown in the image below, and it is well worth a read. Sources: Time Magazine, Business Insider 📉 Starbucks receives around 1 million job applications annually and hires fewer than 100,000 people That includes seasonal roles and internal transfers. It’s roughly a 10 percent acceptance rate, making it much more competitive than many people assume. Source: CareerAddict 📉 Amazon jobs are highly competitive in most urban markets Despite high turnover, companies like Amazon see overwhelming demand when they increase wages. Applications spike, and hiring remains selective, especially in urban areas. Source: Brookings Institution 📉 Retail job applicants per opening have risen since 2022 Data shows that while job openings remain elevated, applicant volume has climbed even more. The pool is larger and more crowded. Source: U.S. Bureau of Labor Statistics 📉 Teen unemployment is near historic lows, but adults without recent retail experience often get passed over Many of our own community members with advanced degrees or unrelated experience report being ghosted, told they are overqualified, or never even interviewed. Despite a surge in applications for frontline jobs, many people with decades of prior experience but no recent retail history are filtered out by automated systems or told they are not the right fit. The Washington Post ran an entire feature highlighting this widespread issue. Source: U.S. Bureau of Labor Statistics, The Washington Post In our games community, I talk to job seekers every week. Most, at a certain point in their processes, have actively applied to jobs in retail or hourly service and were turned away. Not because they wouldn’t take the role, but because they couldn’t get in the door. This isn’t about being above any kind of work. It is about understanding that retail options are not accessible for many people. So yes, it's easy to say “just get a job at Wal-Mart,” until you try it yourself. Please be mindful of the realities others are living. Please know the data.

Clearly, the approach to job application assessment will have to drastically change as unmanageable waves of applications - a lot of them being AI generated - are now hitting recruiters. I'm seeing fairly common job openings now often gathering over 1,000 applications within a day of being posted online. A lot of them submitted at odd times, usually the second when the job posting is scrapped by an AI. With the emergence of AI in recruitment, many candidates have put their job search in the hands of an AI agent. These AI bots will scrape relevant job postings, analyze requirements, and then generate an entire application, with cover letter, CV, etc. It can apply to a few hundred roles daily, and will continue doing so until it's switched off, which could never happen as candidates may want to continuously test the market. When looking at these applications, cover letters look exactly the same, using the now familiar AI generated phraseology, and CVs are so similar that they are often assumed by recruiters to be originating from scammers and other impersonators. From a volume perspective, it's impossible for a human to effectively find the right skills and candidates from a stack of 1,000 applications. And old school keyword based assessment are no longer effective because AI bots are peppering generated CVs with keywords founds in the job posting, when they are not copying and pasting entire sections of the job spec. What are the solutions? In the short term, from my perspective, beyond using the usual behavioral signal screening (e.g., time spent on job descriptions, etc.) and adding friction to the application process (e.g., limit how many roles someone can apply to, ask simple thoughtful questions to make sure they’ve put in real effort), I believe firms should start rethinking assessment relative to skills and roles. More specifically, 1). Embed more pre-qualification assessments or simulations before a recruiter spends time reviewing the application (e.g., role-relevant assessments, skills quizzes, situational judgment tests, etc.) early in the funnel to make sure that candidates meet basic requirements. 2). Build talent pools (vs focusing on requisition based recruitment). Basically, proactively building groups of interested and qualified people we can reach out to when the time is right. This requires more planning and a mature TA org though. 3). Ultimately, firms should actively embrace resume-free screening for selected roles. Basically, we skip the CV entirely and ask for proof of ability (e.g., a test) etc. In the long run though, I'd be interested in seeing how the most advanced assessment suppliers will innovate in the areas of candidate identity, skills & reputation portability and recruiter-side AI used to contextualize fit (e.g., using career trajectory, digital footprint, etc.) #JobApplication #CandidateAssessment #TalentAcquisition #Skills https://lnkd.in/eMGpHD2c

“I applied to 200 jobs on Naukri, LinkedIn, Indeed… but no one even saw my resume.” This is what one of my students told me, eyes filled with doubt. And I wasn’t surprised. Because after reviewing 60,000+ resumes, I’ve seen the same painful truth: 90% get rejected by ATS before a human ever reads them. Not because the candidate isn’t talented. But because the resume is invisible. Here’s the reality: Recruiters spend 7 seconds skimming your resume. Job portals use ATS filters to auto-reject anything that doesn’t match keywords. And these small mistakes are costing thousands of people their dream jobs. Here are 10 game-changing details most candidates miss (don’t let yours be one of them 👇): 1️⃣ Missing Contact Info Sounds obvious, but 1 in 5 resumes don’t have a phone number or clickable email. ✅ Put your phone and professional email right at the top, ATS-readable. 2️⃣ No Clear Role Title “Intern” isn’t enough. ✅ Use: “Marketing Intern – Social Media Campaigns” instead. It tells the recruiter what you actually did. 3️⃣ Achievements Without Numbers “Handled client accounts” = vague. ✅ Try: “Managed 12 client accounts worth ₹3 Cr, improved retention by 25%.” 4️⃣ Ignoring ATS Keywords Job portals like Naukri & LinkedIn match resumes by keywords. ✅ Mirror exact job description terms in your skills/experience section. 5️⃣ Not Linking LinkedIn/Portfolio In 2025, recruiters expect proof. ✅ Always include your clickable LinkedIn URL + portfolio/GitHub/Behance links. 6️⃣ Using Fancy Templates That Break ATS Many Canva-style resumes look pretty but fail ATS scans. ✅ Stick to clean, text-based formats in Word/PDF. 7️⃣ Burying Skills at the Bottom Recruiters skim. ✅ Put a “Core Skills” section on the first half of page one. 8️⃣ Generic Summaries ❌ “I’m a hardworking professional seeking growth opportunities.” ✅ Instead: “Data Analyst with 3 years’ experience in SQL & Python, improved reporting speed by 40% at TCS.” 9️⃣ Overcrowded With Irrelevant Details Nobody needs your 12th board marks if you’re 5 years into your career. ✅ Cut the noise, keep it sharp, 1–2 pages max. 🔟 Forgetting to Proofread One typo can ruin first impressions. ✅ Run it through Grammarly + ask a peer to review. I’ve helped 50,000+ candidates land offers at companies like Google, Accenture, KPMG, Barclays, and Wipro by fixing exactly these mistakes. And trust me, your dream job isn’t far. It’s just one strong resume away. If you want my step-by-step guide on “How to Write an ATS-Friendly Resume” that got my candidates hired at top companies, comment YES and I’ll share it in my next post. #resumetips #atsresume #careercoach #jobsearchindia #interviewpreparation

LinkedIn data says “loose ties” lead to the most job offers. 7 steps to re-connect with your “loose ties” (without feeling awkward or transactional): 1. What Are “Loose Ties” “Loose ties” are acquaintances who you have a past relationship with and maybe a few mutual connections. You know, the person you worked with two companies ago. Or the one you exchanged emails with at that networking event last year. 2. Brainstorm A “Loose Tie” List Fire up a spreadsheet, then carve out some time to think through the loose ties in your career. It can help to download your 1st connections on LinkedIn to jog your memory. Go to LinkedIn > Settings > Data & Privacy > Get A Copy Of Your Data > Download 1st Connections. 3. Confront The “Awkwardness” This is where it rears its head. We tell ourselves “I haven’t spoken to this person in years!” “I don’t want to bother them or seem needy.” You know the drill. Truth is, if you’re polite, honest, and up front, many of them will be happy to help. 4. Start By Mentioning Something You Remember Open your note by recalling something you remember from your last interaction. This personalizes things and shows you cared to remember what was important to them: “Hey [Name], it’s been a minute! How is everything on your end? The last time we spoke you were a few weeks away from a trip to Japan. How was it?” 5. Politely Mention Your Goals No need to beat around the bush, just be polite, honest, and specific about your goals: “I know this email is coming out of the blue, but I wanted to send you a quick update because I’m in the market for a transition. I’m specifically targeting Sales Executive roles at eCommerce companies like Warby Parker, Harry’s Razors, etc. If you know of anyone who might be good to connect with, I’d be grateful for any intros or opportunities.” 6. Relieve The Pressure With An “Exit Clause” Giving them an out removes the pressure from everyone involved. It can be short and sweet, like this: “I know this is a big ask, so no pressure and no worries if it’s too much right now. Either way, hope you’re having an amazing week!” 7. Repeat For All Your “Loose Ties” As is true with most channels, you probably won’t hear back from many folks. But I bet you hear back from more than you expect. AND I bet more of them are willing to help than you expect. Good luck out there!

When a precision strike is better than carpet bombing. The market is turning. Over the last few months, I’ve spoken to an increasing number of senior executive leaders who are out of work or between jobs. This is a noticeable difference from last year, when many of our executive assignments required us to deploy the entire arsenal of search weaponry. Then, the response to advertising was woeful. Although we’ve always prided ourselves on the diversity and quality of our shortlists, we need to work our networks hard to get a result. While this is still the case, there are some differences when we reflect on some of our recent assignments. Here are some examples: 1. Senior transformation position: Over 200 applications and a shortlist that could easily have presented 20-plus suitable candidates for our client to consider. 2, A specialist media executive leadership position: Although we conducted a confidential search, this process drew over 60 applications, with our client deliberating five well-qualified candidates for one to secure the job. The competition for other leadership positions is equally fierce. As the Australian jobs market starts to swing back in favour of the employer, you need to consider your job search strategy and approach. We recommend a deliberate and considered approach vs. mass applications that are encouraged via the easy-to-apply job board functions. Avoid this at all costs. To illustrate the point, recently, I met a capable leader who was referred to us. "Bryan" has a well-considered career history with respected employers. Yet, having turned 50 years old, Bryan has found himself out of work for the first time in his career. As we reviewed his options, Bryan shared that he has made over 300 job applications as desperation and anxiety to secure his role took hold. Needless to say, his mental health has taken a toll. I don't know how anyone could accept such rejection. I don't think I could. My advice to him was to revisit his approach. I was surprised no one else had shared this with him before. Bryan has become trapped in the job board paradox, applying for more jobs and experiencing ever-greater rejection. The law of diminishing returns seemingly works in tandem for candidates and for us, as we’ve seen ever-lower-quality applications over the years. The advice I shared with him was this: 1. Resist the temptation to apply for everything. Be selective and deliberate. 2. Activate your network. Find people willing to advocate for you. 3. Seek referrals, including recruiters you can partner with or hiring managers you can be introduced to. 4. Reach out to the hiring manager or recruiter to introduce yourself in advance of applying. 5. Then, ensure you prepare a customised cover letter and amend your CV to address the role criteria. 6. Seek feedback on your application - you may need to be persistent here. 7. And rinse and repeat the process. This is why a precision strike is better than carpet bombing.

Resume gaps = Where life happens Career gaps aren't flaws. They are often chapters of resilience. Here's why resume gaps can be a sign of strength: 1. Caring for a family member ↳ Family comes first ↳ Shows responsibility and compassion 2. Mental health break ↳ Taking care of your mind is crucial ↳ Shows self-awareness and resilience 3. Pursuing education ↳ Investing in learning is valuable ↳ Shows commitment to growth 4. Traveling ↳ Broadens horizons and perspectives ↳ Shows adaptability and cultural awareness 5. Freelance or side projects ↳ Gaining diverse experience ↳ Shows initiative and versatility 6. Personal development ↳ Working on skills or hobbies ↳ Shows dedication to self-improvement 7. Health Recovery ↳ Overcoming illness or injury ↳ Shows strength and determination 8. Started a business ↳ Entrepreneurial ventures take time/might not work out ↳ Shows ambition and risk-taking 9. Job market conditions ↳ Sometimes it's out of your control ↳ People in these situations show a lot of patience and persistence In my experience, I’ve found a resume gap can speak volumes. If you’re in a position to hire people… Are you listening?