“Best Practices” You Should Actually Use in Your Job Search

If you’ve looked at LinkedIn job postings lately, it can be disheartening to see over 100 people apply for a job in the first hour of its posting. The job market is steady, but the number of applicants is outpacing the number of job openings, which adds heightened competition to the generally stressful job hunt.

There’s a lot of advice going around on “best practices” when applying for jobs, and with lots of new trends (recording yourself instead of talking to someone for an initial interview), it can be hard to keep up. 

Take it from an HR pro: there are definitely some “best practices” that you can skip right past when applying for jobs. Here’s what actually gets the right kind of attention.

Pack a punch with your resume

There’s a lot of conflicting advice about resumes, and figuring out what’s truly helpful can be challenging. Recruiters typically spend just 30-90 seconds reviewing each resume, so what’s most important is that yours is clear and concise. 

To make a big impression in a short period of time, avoid listing every job responsibility - focus on achievements and impact instead. I also recommend that you limit the work experience to roles relevant to the position you are applying for. Recruiters care less about career gaps, so there’s no need to account for every year or role in your work history. If you have limited work experience or have just graduated from college, you should only list hobbies or extracurriculars directly related to the job you are applying for. 

Pay attention to your LinkedIn profile

LinkedIn is the go-to platform for job hunting. It’s where applicants apply, and recruiters verify information, gather more details, and source candidates. It’s important that your LinkedIn profile is clear, concise, and consistent with your resume, while adding more context about your personality, your approach, and your career trajectory.

While having a LinkedIn profile is great, it’s equally important to show that you actively use it. Regular updates and interactions show that your profile is current and engaging. Otherwise, it can look like a static or outdated resume, which doesn’t present you in the best light.

Be judicious with follow-up emails

Recruiters are dealing with an overwhelming volume of candidates, and some of those candidates rely on AI – often poorly. (Who hasn’t received a scheduled email at 6 a.m. on a Saturday?) While following up after an interview is generally a good practice, it’s not always necessary. If a recruiter is interested and the interview went well, a follow-up email won’t make or break their decision.

Additionally, sending multiple emails to various people within the company can leave the wrong impression. While candidates may want to ensure they stand out, reaching out repeatedly, especially to those not involved in the hiring process, can be more harmful than helpful.

Don’t break a sweat on your cover letters

It’s quite a controversial topic - some companies require cover letters, while many candidates dread them. But the real question is: is anyone actually reading them? With recruiters barely spending 30-90 seconds on each resume, it’s unlikely they have time to read a cover letter.

In my opinion, unless a cover letter is specifically required, it’s not necessary to include one. Instead, I’d recommend saving key points for a follow-up email after landing the interview. This allows you to reinforce your interest while ensuring your message is seen. Taking time to nail your resume and keep your LinkedIn profile active and dynamic is a better investment than crafting the “perfect” cover letter for each opening.

One last piece of advice I have: use your network. If you’ve built a good reputation and good relationships over the course of your career, it can be highly beneficial to reach out to your network to gauge possible opportunities – especially if any of your old colleagues have landed at a company with a relevant opening.