Job Search Obstacles

I’ve Applied to 100+ Jobs—Here’s What’s Wrong with LinkedIn’s Job Board As a job seeker, I’ve spent months applying to roles on LinkedIn. Over 200 applications. Countless hours tailoring resumes and writing cover letters. And yet, here’s what I’ve found: 60% of the jobs I applied to were reposted weeks later—often with the exact same description. 30% of the roles I interviewed for were suddenly put "on hold" or canceled. 10% of the postings were for roles that didn’t even exist. This isn’t just frustrating—it’s a systemic issue. Many companies use job boards like LinkedIn to collect resumes, gauge market interest, or create the illusion of growth. Meanwhile, job seekers waste time and energy on roles that were never real to begin with. What LinkedIn Can Do to Fix It: ✅ Verify Job Listings: Require companies to prove they’re actively hiring before posting. ✅ Expiration Dates: Auto-remove job postings after 30 days unless employers confirm they’re still hiring. ✅ Transparency Metrics: Show how many applicants have been interviewed or hired. ✅ Feedback Mechanism: Allow job seekers to flag suspicious postings. We need real accountability in hiring. Job seekers deserve better. What’s your experience been like? How many ghost jobs have you encountered? Let’s share our stories and push for change. #JobMarket #GhostJobs #Transparency #LinkedIn #HiringReform

If you don’t get an offer, It doesn’t mean you did something wrong. The biggest mistake people make after getting rejected? Severing ties with recruiters & hiring managers. After investing hours in those relationships. Maybe it was... • Timing • Limited openings • Someone was slightly more qualified Or market conditions changed hiring plans. There are a lot of factors out of your control. If you really liked the company, Next time you get rejected: 1) Send a note to all the recruiters and hiring managers you spoke with thanking them for the time and offer to stay in touch 2) Reach back out every few months to share what you’ve been up to and ask about new opportunities. (📌 Templates for both situations in the comments) You’ll be surprised how many times this leads to offers down the road. Sometimes “no” just means “not yet.”

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!

It's no secret that Autistic adults struggle to gain and sustain employment. But why we struggle is very often misunderstood. Our current workplaces present various challenges for Autistic professionals, some stemming from the inherent differences in the Autistic brain and others from the traditional structure and social dynamics of today's workplaces. To better understand how challenging the workplace is for Autistic professionals, here are a few items that are part of our barriers: Sensory Sensitivities: Sensory processing differences make traditional office environments uncomfortable or even unbearable for some Autistic adults. For example, bright lighting, loud noises, or certain smells can be distracting or even cause distress, impacting our ability to focus and perform effectively. Misunderstanding and Stigma: There is still significant stigma and misunderstanding about autism in society. Employers and coworkers may have unconscious biases about the capabilities of Autistic professionals or may not recognize the value of neurodiversity in the workplace. This can lead to discrimination, intentional or not, in hiring, promotions, and day-to-day interactions. Inadequate Support and Accommodations: Many workplaces lack the awareness or resources to provide appropriate support and accommodations for Autistic employees. Without adjustments such as flexible working arrangements, sensory-friendly workspaces, or clear and direct communication, Autistic professionals may not be able to perform to their full potential. Limited Access to Pay Equity and Career Development Opportunities: Autistic professionals often face barriers to pay equity and career advancement. We are often underpaid and underemployed due to perceived difficulties with networking, limited access to mentorship or training opportunities, and challenges in navigating unspoken workplace dynamics, rather than a lack of skill or ability to do the job. Addressing these challenges requires a multi-faceted approach, including increased understanding of autism, workplace adjustments and accommodations, supportive employment services, and broader societal changes to create the workplace equity that Autistic professionals deserve. Image description: the quote "It's no secret that Autistic adults struggle to gain and sustain employment. But why we (autistics) struggle is very often misunderstood" reads split in 4 blocks in light green and gray, in a dark green background. #AutisticAdults #LateDiagnosed #Autistic #Autism

Sick of applying and getting rejected? These 8 steps will help you get hired without online apps: 1/ Start With Clarity Most job seekers juggle multiple career options. That dilutes their time, focus, and energy. They consistently lose out to people with a singular focus. So don't just start applying. Instead, take the time to find clarity on what's next. 2/ Crystalize Your Values Dream jobs are about alignment. Make a list of everything you get with a new job: Salary, manager, culture, etc. Brainstorm 3 examples of "good" for each, then 3 examples of "bad." Now you're clear on what to look for in your target companies. 3/ Find 15 Target Companies Research the hell out of them. They should check most of the "good" boxes from the last tip. Why 15? It's enough to increase our surface area for success. But narrow enough to allow us to go deep with research and relationship building. 4/ Find 15 Contacts At Each Company These people should be able to influence the hiring decision for the role you're targeting. For example: - Potential hiring managers - Colleagues - Peers on other cross-functional teams - Anyone who has the hiring team's ear 5/ Create "Engagement Plans" Research each contact. Review their LinkedIn, Google their name. Then brainstorm 3-5 ways you could add value to them. If they don't bite on the first? You have 3-4 more options. If they do? Use the rest to deepen the relationship. 6/ Maximize Your Relationships Each relationship should give you insight into: 1. The company's goals, challenges, and initiatives 2. What the company has tried / is trying 3. What they're specifically looking for in this hire Finally, it should lead to a referral. 7/ Craft Your Narrative As you prepare for interviews, remember: Companies care about themselves. You want to show them you understand their goals, challenges, and initiatives. Put them at the forefront of the stories, examples, and questions you prepare. 8/ Make a Value Validation Project Create a 5-7 slide pitch deck that highlights: - The company's largest challenge / opportunity - 3 ideas or solutions + execution plans - Your background and why you're the best person to implement Bring it with you to every interview. Now you've got the 3 things companies want to see in the perfect candidate: 1. Trust (your referral) 2. An Understanding Of Their Needs (your personalized interview answers) 3. A Plan To Help (your VVP) That's a recipe for job search success!

They bombed the interview - and became the best person on my team. Actually, there have been four separate times now that I’ve interviewed an autistic/multiply neurodivergent person for a role where the experience has followed a very specific pattern: I sit there thinking “wow this was one of the worst interviews I’ve seen” (at least from a traditional what-makes-an-interview-“good” perspective - think being late, taking forever to answer a question, or short, sentence long answers) And then I bring them onto my team and I’m blown away by how good they are to work with and how competent they are at the role - far surpassing my hopes for what I wanted from an ideal candidate The reality? Traditional interviews miss a lot. And you’re probably missing out on incredible talent because of your own biases Things that have helped me: - looking at values/mission alignment - do they care about what we’re trying to do, even if they communicate differently about it? - appreciating skills no matter how they’re developed, recognizing some people will have less work experience or typical education because of ableism in systems - emailing interview questions in advance - putting questions in chat/having a physical copy for candidates to refer to so they don’t have to remember them when answering - paying attention to what people say, not how they say it - asking 1 specific question at a time; following up with more questions when I want more details - inviting people to email me more info if there’s something they’d like to add or forgot to say after the interview’s over - giving people a chance 🤷🏻♀️ If you're a hiring manager, try just one of these things in your next round. It might surprise you.

Nothing is the same as it used to be 5 years ago. The way we consume content. The way we communicate. The way we learn things. The way we do work. The way we talk. Everything changed. So, why are we still using the old methods to get a job? Sending out resumes and cover letters, waiting for responses, and going through multiple rounds of interviews—no longer aligns with the fast-paced, digital world we live in. Here’s how you can modernize your job search: 1️⃣ Leverage Social Media: Use platforms like LinkedIn to build your professional brand. Share your work, engage with industry leaders, and connect with potential employers. 2️⃣ Create a Digital Portfolio: Showcase your skills and projects online. Use websites like Behance, GitHub, or a personal blog to highlight your achievements. 3️⃣ Network Virtually: Attend virtual conferences, webinars, and meetups. Networking is no longer confined to physical events. 4️⃣ Utilize AI Tools: Use AI-powered platforms to tailor your resume and cover letter to each job application. Tools like Jobscan and Resume Worded can help optimize your documents for applicant tracking systems (ATS). 5️⃣ Apply Strategically: Instead of applying to every job opening, focus on positions that align with your skills and career goals. Use job search engines like Indeed, Glassdoor, and LinkedIn Jobs to find the best matches. 6️⃣ Prepare for Remote Interviews: With remote work becoming more common, be ready for virtual interviews. Ensure you have a good internet connection, a quiet space, and practice using video conferencing tools. 7️⃣ Showcase Soft Skills: Employers value soft skills like communication, teamwork, and adaptability. Highlight these skills in your resume, cover letter, and during interviews. 8️⃣ Stay Updated: Keep up with industry trends and continuously upskill yourself. Online courses, certifications, and webinars are great ways to stay relevant. The job market has evolved, and so should your job search strategy. What new strategies have you tried? Share your experiences and tips below!

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.

“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

𝗧𝗵𝗲 𝗺𝗮𝗿𝗸𝗲𝘁 𝗵𝗮𝘀 𝗻𝗼𝘁 𝘀𝗵𝘂𝘁 𝗱𝗼𝘄𝗻. 𝗜𝘁'𝘀 𝗴𝗼𝘁𝘁𝗲𝗻 𝗺𝗼𝗿𝗲 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝘃𝗲. I was reviewing a CFO's materials last week. He had been applying for 9 months with almost no traction and had started to conclude the market was dead. On paper, he had everything you would expect. Strong credentials, a solid track record, and real leadership experience at a senior level. But when I looked at his LinkedIn profile and resume, the problem was obvious within a few minutes. His headline was just his current title. His About section was a list of employers. His resume read like a job description, heavy on responsibilities and light on outcomes. Nothing in any of it gave a hiring manager a fast, clear signal of his commercial value, the scale of what he had led, or why he was worth a call. The market was not the problem. His positioning was. Those are not the same thing. This matters right now because Australia's labour market has not collapsed. Unemployment held at 4.3% in March 2026. Senior finance appointments are still happening. But the conditions have shifted. Budgets are tighter, approvals take longer, and boards and hiring managers are more cautious about getting it wrong. That means candidates are being assessed faster and more firmly than they were two or three years ago. In a careful market, you do not get the benefit of the doubt. Two candidates can have similar seniority, similar sectors, and similar experience. One gets calls. One gets silence. The difference is rarely the quality of the work they have done. It is how clearly they have positioned it. At the senior level, good work does not speak for itself. Your LinkedIn profile and resume need to make the case before you get in the room. If your headline is vague, your About section is thin, and your resume is built around what you were responsible for rather than what you actually delivered, you are making the hiring manager work too hard to see your value. And in a selective market, they do not work harder. They move on. So if your search has been slow, it is worth asking an honest question: is the market really the problem, or is your positioning failing to show your value quickly enough? The people getting traction right now are easy to shortlist. Their commercial impact is clear. Their leadership story is specific. A hiring manager can see within seconds why they are worth a conversation. If that is not true of your profile and resume, that is the problem worth fixing. Not waiting for conditions to ease. If you would like a second opinion on how your positioning is landing, book a complimentary Clarity Session.