FINDING WORK RIGHT NOW: WHAT ACTUALLY IMPROVES YOUR CHANCES

There’s a lot of noise right now about how hard it is to find work. And honestly, people aren’t imagining it.

There are capable people with strong experience applying for roles and getting nowhere. Recruitment processes can be slower, competition is higher in some sectors, and yes — timing and luck can play a bigger role than anyone wants to admit.

But sitting in frustration for months doesn’t change the outcome either.

The people we see getting traction right now aren’t necessarily the most qualified. They’re the people making it easiest for someone to say yes.

A few things that genuinely seem to help:

• Be clearer, not broader.

Trying to appeal to everyone often means appealing to no one. Know the type of role you want and position your CV, profile and conversations accordingly.

• Apply for roles that are genuinely in your range.

This one won’t be popular, but it matters. If applicant flow is strong, employers often reject both underqualified and overqualified candidates early. If someone appears too junior, there’s perceived capability risk.

If someone appears significantly overqualified, there can be concerns about tenure, engagement, salary expectations or whether the role will hold their interest. Stretch is fine. Random isn’t.

• Know the salary before you apply.

If salary isn’t listed, do some research first. Some job boards let you search by salary band — use that. Look at similar roles on the same platform, salary guides and comparable organisations to get a realistic benchmark. Salary research before applying can help you avoid investing time in roles that are unlikely to align with your expectations.

And yes, we did say do your research. That doesn’t mean salary is off limits — it matters. But if your very first outreach is simply “how much does it pay?”, particularly in the for-purpose sector, you may miss the opportunity to show why the role interests you and whether there’s mutual fit. Research first, then ask informed questions. Community discussions show candidates increasingly want pay transparency, but many still use early conversations to confirm alignment rather than lead with compensation alone.

If your expectations are materially above market, it’s better to understand that before investing time. Equally, don’t undersell yourself into roles that don’t match your level. Preparation gives you more confidence and more useful salary conversations later in the process.

• Read the ad for what they actually need.

A lot of people apply to the title, not the brief. If the role repeatedly calls out specific experience or capabilities, pay attention.

• Stop treating your CV like a biography.

Your resume should answer one question quickly: why should someone interview you?

• Make it easy to see your value.

Achievements. Outcomes. Scope. Scale. Not responsibilities.

• Tailor more, apply less.

Twenty targeted applications usually outperform 200 generic ones.

• Match your language to the market.

Transferable experience is valuable — but recruiters shouldn’t have to decode it. Help people connect the dots.

• Don’t outsource your search to job alerts.

Good opportunities still come through networks, recruiters, direct approaches and conversations.

• Don’t disappear after applying.

Follow up. Stay visible. Build relationships.