By: Nik Korba
Job seekers are often told that their success depends on submitting a lot of applications. The employment website Indeed, for example, says your job hunt should involve applying to two to three jobs per day. Other reports show that the average number of applications that job seekers must submit before getting a job offer is as high as 80.
While “more job applications = more job offers” might be typical advice, some experts say it is the wrong advice, especially for those looking to secure the best positions.
“Applying for jobs is not the secret to getting the best jobs,” says Michael Gibbs, CEO of Go Cloud Careers. “The best way to get the best jobs is to have employers come to you, rather than you going to them.”
Gibbs has helped thousands of job seekers secure elite technology positions over the past 20 years. Go Cloud Careers, which he founded in 2013, trains students for elite careers in the cloud computing industry. Its programs provide not only a deep understanding of cloud technology, but also a solid foundation in business skills such as business acumen, executive presence, leadership, and emotional intelligence. Virtually 100 percent of the students who complete the Go Cloud Careers program go on to secure six-figure tech jobs.
“When you take the time to build a standout professional brand and promote yourself in the right forums, you make yourself attractive to employers,” Gibbs explains. “At that point, managers come looking for you, which allows you to bypass the ‘gatekeepers’ who make the hiring process frustrating and, in many cases, fruitless.”
Why applications aren’t the best approach
Statistics show that 118 people on average apply for any given job. That volume of competition is what Gibbs says makes applying for jobs a poor course of action.
“Because employers have such a high volume of applicants for every position, they typically put up blockades that serve to filter out all but the very best,” Gibbs says. “If you are an applicant who doesn’t have ten years of experience or whatever other qualifications are considered most desirable, the applicant tracking system will quickly disqualify you. Consequently, the typical application process is not an effective solution for most applicants.”
Gibbs also warns that embellishing your resume to bubble to the top is ultimately not effective.
“People who fake their resumes to get through the applicant tracking system and secure an interview will eventually need to sit across the desk from a hiring manager,” Gibbs says. “At that point, it quickly becomes obvious to the hiring manager that the person doesn’t have the skills needed for the job.”
The skills employers are looking for
To be attractive to employers in today’s job market, you need to be more than just qualified to do the job. Competency is important, but it is just the start. Becoming the perfect employee for the job requires having a wide array of both hard and soft skills.
“Employers want to see more than willingness and ability,” Gibbs says. “They want someone who is energetic, enthusiastic, and passionate about their work. They are looking for great team players willing to go above and beyond.”
Gibbs has also found that showing yourself to be trustworthy is a great way to attract the attention of employers.
“Employers want employees they can trust,” Gibbs says. “They want someone who knows what they know and knows what they don’t know, which will keep them from making dangerous mistakes. They want someone with emotional intelligence who can be trusted to communicate well.”
How to attract an employer’s attention
Once you become the type of applicant employers desire, the next step is becoming visible to those looking to fill positions.
“Individuals build their brand by posting thought-provoking LinkedIn posts,” Gibbs explains. “They write intelligent content and share it in blogs, articles, and videos. Those are the types of steps you must take to get the world to come to you.”
Building a standout brand attracts the attention of managers, who then directly request an interview. Job seekers who are discovered in that way bypass the HR gatekeepers responsible for filtering out the majority of applicants.
Sharing impactful content in a variety of places can also attract the attention of recruiters, who have the power and connections to circumvent the applicant tracking systems.
“Recruiters have deep relationships with hiring managers,” Gibbs shares. “When they get involved, they pre-sell you to the hiring manager, build excitement about you and your potential, and orchestrate your interview. They even help you prepare for the interview, optimizing your resume and guiding you on how to make the best impression on the particular hiring manager.”
Today’s job application process requires a lot of work and rarely delivers great results. A better option is to put your time and energy into building a great brand that will attract the attention of those looking to fill top positions. Bringing employers to you, rather than struggling to get to them, is a much better option for securing the best jobs in today’s market.
