Mastering Job Applications

1,814 𝐚𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬. 𝐎𝐧𝐞 𝐏𝐌 𝐣𝐨𝐛. A CEO I advise recently posted a product management role. Within days, nearly 950 people had applied for a single spot at a small startup. By the time they made a hire, the number had grown to more than 1,800 applicants. That’s what you’re up against. Hitting “submit” doesn’t guarantee your resume will ever be seen. Many are filtered out by tools or buried under an avalanche of other resumes before a human looks at them. As someone who has led product recruiting at Meta, been a hiring manager for nearly two decades, and screened countless resumes, here are the non-obvious strategies that help candidates break through: 🔹 𝐃𝐨𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐩𝐩𝐥𝐲 𝐨𝐧𝐥𝐢𝐧𝐞. Referrals and warm connections make sure your resume gets seen. 🔹 𝐀𝐬𝐤 𝐟𝐨𝐫 𝐚𝐝𝐯𝐢𝐜𝐞, 𝐧𝐨𝐭 𝐚 𝐣𝐨𝐛. Conversations often unlock opportunities you wouldn’t find otherwise. 🔹 𝐆𝐢𝐯𝐞 𝐭𝐡𝐞𝐦 𝐚 𝐫𝐞𝐚𝐬𝐨𝐧 𝐭𝐨 𝐬𝐚𝐲 𝐲𝐞𝐬. Shared experiences and passions create connection. 🔹 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 “𝐲𝐨𝐮-𝐬𝐡𝐚𝐩𝐞𝐝 𝐡𝐨𝐥𝐞.” Highlight the fit only you can fill. Show, don’t just tell. 🔹 𝐒𝐞𝐞 𝐢𝐭 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫’𝐬 𝐞𝐲𝐞𝐬. Your job is to de-risk their decision and make choosing you easy. 🔹 𝐃𝐨 𝐭𝐡𝐞 𝐣𝐨𝐛 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐠𝐞𝐭 𝐭𝐡𝐞 𝐣𝐨𝐛. Show you are already invested in their product or success. 🔹 𝐓𝐚𝐢𝐥𝐨𝐫 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐦𝐞 𝐚𝐧𝐝 𝐬𝐭𝐨𝐫𝐲. Speak the language of the role and show clearly how you will add value. In the end, it only takes one yes to land the job, so focus on giving them every reason to say it to you.

We academics are terrible at showcasing our skills. Not because we lack them. But because we were trained never to name them. That is why so many PhDs get job rejections despite being highly capable. To be clear, there are externalities. It is a tough job market. Hiring is slow. Budgets are tight. The economy is not helping. But we also do not do ourselves any favours with poorly translated CVs. Here is what is usually going wrong. 1. Our CVs prove intelligence, not usefulness. Academic training rewards depth, rigour, and originality. Hiring panels are scanning for immediate contribution. If the CV cannot answer “what problem can you solve for us,” it underperforms. 2. Skills are assumed instead of stated. Project management, Data analysis, Writing for different audiences, Stakeholder engagement. Academics think these are obvious. Recruiters do not infer. They scan. If it is not explicit, it does not exist. 3. We write CVs for examiners, not employers. Publications and methods dominate. Outcomes, decisions, and delivery are buried. How you worked often matters more than what you studied. 4. Experience is described, not framed. “Conducted interviews” sounds junior and narrow. “Led a multi-site qualitative study informing service redesign” signals responsibility and impact. Same work. Very different signal. 5. Depth is visible. Transferability is not. Employers worry about adaptability. If the CV suggests you only operate in one narrow lane, hesitation follows. Breadth must be shown, not implied. 6. Collaboration is undersold. Independence is rewarded in academia. Most roles reward coordination, influence, and delivery. A CV that reads as solitary raises concern. 7. We reuse the same CV. Academic CVs are static. Job applications are contextual. Sending the same document to every role almost guarantees rejection. Job rejection here is not a verdict on ability. It is a failure of translation. PhDs are trained to think deeply. Hiring systems are trained to read fast. The gap is not talent. It is signalling.

You’ve sent out dozens of applications. Maybe even hundreds. 📩 "Thank you for your application. Unfortunately..." ❌ Ghosted. ❌ Auto-rejected. ❌ No interviews. What’s going wrong? 🤔 The truth is: The best jobs don’t go to those who apply the most. They go to those who apply the smartest. Here’s how to fix your job search strategy today 👇 🔹 1. Stop Relying on Job Boards Alone If you're only applying online, you're competing against hundreds or thousands of applicants in an algorithm-driven system. ✅ Instead: ✔️ Network with professionals at target companies ✔️ Attend industry events or virtual meetups ✔️ Reach out directly to hiring managers & recruiters 🔹 2. Tailor, Don’t Spray & Pray Are you using the same resume for every job? Hiring managers can tell when an application is generic. And ATS filters scan for specific keywords—if they’re missing, your resume never gets seen. ✅ Instead: ✔️ Customize your resume summary section for each job posting ✔️ Mirror key skills & language from the job description ✔️ Highlight measurable impact (% increase, $ saved, projects led) 💡 Example: Instead of: ❌ "Managed social media accounts." ✅ "Increased LinkedIn engagement by 45% in 6 months, driving 2K+ inbound leads." 🔹 3. Get Advocates (Not Just Referrals!) Most people won't refer someone they haven’t worked with—but they will advocate for a candidate they’ve had a great conversation with. ✅ How to build internal advocates: ✔️ Connect with current employees and ask about their experience at the company ✔️ Engage with their LinkedIn posts and company content to stay visible ✔️ Join industry-specific communities where employees of target companies hang out 📌 Example Message: "Hi [Name], I saw your post about [Company’s initiative/project] and found it really interesting. I’d love to hear about your experience working at [Company]. Would you be open to a quick chat?" 🚀 Why this works: After a positive conversation, an employee may mention your name to a hiring manager or recruiter—making you a warm candidate instead of just another applicant. 🔹 4. Be Proactive—Follow Up! Applied and haven’t heard back? Most job seekers stop here. Big mistake. ✅ Instead: ✔️ Follow up with the recruiter 1 week after applying ✔️ Express your enthusiasm & ask about the timeline ✔️ Engage with company content on LinkedIn to stay visible 🔥 The Bottom Line: Smart Job Seekers Get Hired Faster ✔️ Stop relying on job boards—network instead ✔️ Tailor every application—keywords matter ✔️ Build internal advocates—not just referrals ✔️ Follow up—because persistence pays off 🚀 A smarter job search = More interviews = Your next great job. 👉 Found this helpful? Reshare to help others in their job search! 🔥

I've often heard HR professionals & bosses express frustration about not receiving enough applicants, even after investing in platforms like LinkedIn's "Easy Apply." The intention behind "Easy Apply" is to encourage applications by simplifying the process. However, when candidates are required to complete multiple steps, sometimes up to six (yeah! Crazy right), even after uploading their CV or resume, it becomes a deterrent. Data supports this concern. Lets see… According to SHRM, the candidate drop-off rate for individuals who start but don't complete an online application is a staggering 92%. Additionally, a study highlighted by Prevue HR found that 60% of job seekers abandon online applications due to their length or complexity. This indicates that overly complicated application processes can significantly reduce the pool of potential candidates! Some might argue 🤨 that a lengthy application process filters out less serious applicants. However, this perspective is increasingly outdated. Talented candidates often view such processes as indicative of a company that is: 1. Behind the times 2. Lacking clarity 3. Overly bureaucratic 4. Distrustful of applicants Consequently, organisations risk losing top talent and may end up with applicants who are merely willing to endure the cumbersome process, rather than those who are the best fit. Leading companies are now focusing on streamlining their application procedures. By reducing unnecessary steps and only collecting essential information, they not only minimize potential biases but also enhance the candidate experience. Research from Appcast shows that shortening the application process to five minutes or less can increase conversion rates by up to 365% !! Yes! As we move further into 2025, it's imperative for companies to reevaluate and simplify their application processes. By doing so, they can attract a broader and more qualified talent pool, ensuring they don't miss out on the best candidates due to an overly complex application system. Do reach out if you wish to have chat on this!

I’ve coached and interviewed many law students and fresh graduates, and one thing is clear - Most candidates focus too much on "impressing" and forget to connect with the interviewer. If you're preparing for an interview, here’s what law firms actually want to hear from you (and how to answer in a way that stands out): 📍 What can you bring to the table? A company/firm isn’t just hiring you for your degree - they want to know what you bring beyond that. Example: "In my internship at XYZ Law Firm, I assisted in due diligence for an M&A deal. I learned how to review contracts and summarize key clauses. I may not know everything yet, but I can research thoroughly, work under pressure, and deliver accurate results." 📍 Do you know the job? A vague “I’m excited to learn” won’t cut it. Show them you understand what the role demands. Example: "I know that as a legal associate, I’ll be handling legal research, drafting, and due diligence. I enjoy structuring contracts and breaking down complex legal concepts into actionable advice—something I practiced during my internships." 📍 Can you work well with the team? No team wants a “lone wolf.” They want to know if you’ll fit into their work culture. Example: "During my internship at XYZ Law Firm, I worked closely with senior associates on a litigation matter. I enjoyed working in a team where I could refine my skills, and learn from my seniors." 📍 How much do you know about the firm? A generic “I admire your firm’s work” sounds scripted. Do your research through Linkedin and mention something specific. Example: "I read about the firm’s work in the XYZ case, and I was particularly interested in how you handled regulatory aspects. I’d love to contribute to similar cases and learn from the team’s expertise." I always tell my mentees - The best interviews don’t feel like an interrogation -they feel like a conversation. Go ace that interview! 🚀 And if you need an expert's help, just DM! 😄 #interview #career #law #jobsearch Neeti Shastra | Campaigns by Neeti Shastra ________________________________________ 📍 I help lawyers secure their dream jobs. 📍 I assist lawyers and firms in generating high paying leads.

I got job offers from top companies by cold applying. There were no referrals, no inside connections, just me. And I want to show you how I did it, so you can too! I landed product design roles at Lyft, Shopify, L’Oréal, and Mayo Clinic all by applying cold – no foot in the door, no insider contacts. 🤯 If you’ve been told you “need” a referral to get into big-name companies, let my story be proof otherwise. Here’s how I stood out as an applicant: 1️⃣ Turn interview questions into résumé upgrades After a few interviews, I noticed the same questions popping up – “What platform do you have proficient experience designing for?” and “What are your strengths as a designer?” I realized my résumé wasn’t answering these upfront. So I revamped it to preemptively answer common questions. I explicitly listed the platforms I had designed for (web, iOS, Android) and highlighted my key strengths and design accomplishments. 💡 By the time hiring managers read my résumé, many of their questions were already answered, making it easier for them to shortlist me. 2️⃣ Use recruiters as allies (yes, really!) Instead of fearing recruiters, I proactively asked them for insight. When a recruiter reached out to schedule an interview, I’d politely ask: “What is the hiring manager focusing on? Any interview questions or design challenge themes I should prepare for?” Surprisingly, recruiters often shared great insights – specific skills the team wanted, the kind of design challenge to expect, even tips to stand out. (Recruiters want you to succeed; filling the role is their goal too!) with that info, I tailored my answers and portfolio to exactly what the team was looking for. ⭐️ The result? I stood out from hundreds of online applicants and turned cold applications into hot offers. 🔥 If I can do it, so can you. I don’t come from a fancy network – I’m proof that with persistence and strategy, cold applying can open doors at even the most sought-after workplaces. You don’t need a friend at the company to land your dream job. Keep refining your approach, learn from each interview, and don’t be afraid to ask for help along the way. You belong in those rooms, connections or not. 💪🏼 Now I’d love to hear from you: Have you ever landed a job through cold applying? Or are you trying to break in without connections? Share your cold-apply wins or questions below! 👇 Let’s cheer each other on. #jobs #interviewprep #careers #tech #jobsearch

CV Tips – Part 5 | Applying Correctly via Email & Online Applications As a career consultant working closely with graduate students and job seekers across PNG, I have noticed that many strong candidates are not shortlisted simply because they apply incorrectly. Employers and HR officers do not have time to search through poorly organised applications. How you submit your documents matters just as much as what is inside them. Below is a clear explanation to help you apply professionally and correctly. ✓ Applying for Jobs via Email When a job advertisement requests applications to be sent by email, your goal is to make the recruiter’s work easy and efficient. You should combine all your documents into one single PDF file. This PDF should be arranged in a professional order: Cover Letter Curriculum Vitae (CV) Supporting Documents (certificates, transcripts, references, licences) Sending one PDF allows the recruiter to open, read, and assess your full application at once. When applicants attach many separate files, documents can be missed, overlooked, or ignored, especially when HR officers are managing hundreds of emails. Your file must also be named professionally using your full name and the position you are applying for. This helps recruiters quickly identify your application and shows attention to detail. The email message itself should be short and professional. Do not paste your cover letter into the email body. The cover letter belongs inside the PDF document. ✓ Applying for Jobs via Online Applications Online applications work differently from email applications. Many graduates make the mistake of uploading one combined PDF when the system does not require it. When applying online: Upload your CV in the CV section Upload your cover letter in the cover letter section Upload certificates and other documents in their designated sections Online systems are designed to collect documents separately, and failing to follow this structure can cause your application to be rejected automatically. You must also take time to complete all written sections carefully, especially questions such as: Why you are applying for the role What you know about the organisation How your skills match the position These answers are used by employers to assess your motivation, communication skills, and understanding of the role. Short or careless answers reduce your chances of being shortlisted. ✓ Final Advice to Graduates and Job Seekers Always read and follow the application instructions provided in the job advertisement. Employers expect candidates to demonstrate professionalism from the very first step. Correct application submission shows: Attention to detail Ability to follow instructions Professional work ethics These qualities are highly valued by employers in Papua New Guinea. A well-written CV is important, but applying the right way is what gets your application noticed. ~ Cheers Jech

I just finished reviewing 300 job applications. Here's how the top 5% stood out: Let's face it - AI has made it easier than ever to apply for jobs. But because of that, It's harder than ever to stand out. Take cover letters. Because of AI, almost all are now cleaner (fewer typos, more polish). But they're also all starting to blur together. So, we chose not to require a cover letter, and empowered applicants to be creative. The result? 95% still sent in the same generic letter. But 5% made videos, or Canva one-pagers, or cover letters written from the future. And they grabbed our attention. Today, most jobs get hundreds - sometimes thousands - of applicants. If you want to stand out, you need a few sharp tricks: 1. Ditch the formal cover letter Ex: Only write a cover letter when required. Otherwise, a video or Canva one-pager will win. 2. Offer free and unsolicited value Ex: "I reviewed your onboarding emails and found 3 small changes to boost conversion." 3. Follow every instruction exactly Ex: If they ask you to send 2 items to an email address, don't send 4 through the job posting site 4. Less is always more Ex: If asked for example work, your 3 A+ pieces will beat 10 A- pieces. 5. Share 3 tailored ideas Ex: "Here's a quick 30-60-90 plan based on your product roadmap and team structure." 6. Show a sample or mock project Ex: Make a 3-slide deck outlining how you'd approach their current top challenge. 7. Customize for the company Ex: "I've followed your CEO's podcast for months - her episode on trust stuck with me." 8. Show proof, not fluff Ex: "Here's a dashboard showing that my campaigns improved demo-to-close rate by 38%." 9. Build a personal landing page Ex: Make a Notion page titled "Why I'm a Fit for X" with video, resume, and links. 10. Start with a bold first line Ex: If you MUST write a cover letter, make it interesting: "It's 2030 - here's what hiring me led to..." 11. Reverse-engineer their goals Ex: "I saw your Q3 goals include retention - I've led two churn reduction turnarounds." 12. Cut the clichés Ex: Instead of "detail-oriented," say "I caught a $200k billing error in a vendor invoice." 13. Make your resume skimmable Ex: Bold results like "Grew revenue 48% in Q2" so they pop during a quick scan. 14. Send a thank-you video Ex: "Thanks again - I recorded this to share one more idea I didn't get to mention." Most applicants try to look qualified. The best ones show how they'll make a difference. These tricks won't guarantee you the job. But they'll get you noticed, while everyone else is blending in. Any other secrets you're willing to share? --- ♻️ Repost to help a job applicant in your network. And follow me George Stern for more career growth content.

I have reviewed more than 700 CVs in the last few years. Let me be honest. Most people are losing opportunities because of very simple mistakes that can be fixed in a few minutes. If you are applying for jobs in 2025, you can’t afford to ignore these. Here are the most common issues I see and what to do instead: 1. A generic profile summary Most summaries sound the same. “Hardworking. Self driven. Team player.” Recruiters skip that. Write a clear statement that shows what you do, who you help and the results you bring. 2. Listing duties instead of achievements Anyone can list tasks. Very few people show proof. Replace duties with results. Use numbers. Show how you made work easier, faster, cheaper or better. 3. Long paragraphs Huge blocks of text scare readers. Break your experience into short, direct bullet points. Make it scannable. 4. Skills with no evidence Writing “communication skills” is not enough. Your experience should prove those skills through real examples. 5. Irrelevant content Some CVs include every job someone has ever done, even when it has nothing to do with what they are applying for. Remove anything that does not support your target role. 6. Poor formatting A CV can be strong but still rejected because it is messy. Keep it clean. Use one font, clear headers and enough spacing. Make the layout easy on the eyes. 7. No clear career direction A recruiter should understand who you are professionally in five seconds. If your CV looks random, they move on. Tailor it to each role. Show a consistent story. The good news is that these mistakes are fixable. Strong CVs win because they are clear, honest and backed by results. If you fix these issues, you will stand out more than most applicants. I have attached a CV example to provide a practical reference as you refine yours. #cvwriting #cvwritingtips #resumewriting #careertips #resume