Why Most Job Applications Fail—and How to Stand Out

"Don't negotiate, just take the job offer!" - my mom told me once I received my first job offer out of college. Now, as an employer who just reviewed 450+ applications for my latest job opening, I see the opposite problem: candidates asking for senior-level salaries with only entry-level experience.

Last month, I posted a job opening that received 44,579 views and hundreds of inquiries. After a rigorous 2-month hiring process, I learned some valuable lessons about finding the right team members.

The reality? Most applicants didn't read the job description, weren't qualified for the role, had no prior experience, and/or had unrealistic salary expectations.

Here’s my advice for job seekers on how to stand out for your job application (from someone who has reviewed thousands of applications over the years):

𝗗𝗼 𝘆𝗼𝘂𝗿 𝗵𝗼𝗺𝗲𝘄𝗼𝗿𝗸:

• Read the job description thoroughly.

• Only apply if you're qualified (or very close).

• Research salary ranges in your market before negotiating (check annual industry reports).

• Understand what experience level matches your salary expectations.

𝗦𝘁𝗮𝗻𝗱 𝗼𝘂𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘄𝗮𝘆:

• Tailor your resume to the role.

• Avoid spelling/grammar errors.

• Group your resume by skills and tasks, not just chronology.

• Make sure you address the email to the right person.

• Always proofread your work.

• Check that you are sending the correct attachments.

𝗪𝗵𝗮𝘁 𝗜'𝗺 𝗿𝗲𝗮𝗹𝗹𝘆 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿:

• Someone who follows through on commitments.

• Drive, ambition, and a desire to learn.

• Receptiveness to feedback.

• Consistency in work history (job-hopping every 8-9 months is a red flag).

• Someone who will make my life easier, instead of harder (i.e. help the firm grow, instead of making me revise poor work).

In my screening process, I've learned to use a multi-step approach:

1. Initial application review.

2. Screening questions on LinkedIn.

3. Initial Zoom interview with promising candidates.

4. Performance demonstration with specific scenarios (this weeds out people who aren’t serious or knowledgeable about the role).

5. Final interview focusing on cultural fit with our team.

My first hire has been with me for 11 years. We followed all of these hiring steps, and the candidate impressed me most during the performance demonstration. 

I used a similar process for our family business, and found someone who stayed for years and has since became a friend.

The right hiring process is time-consuming, but worth it. I'm looking for someone who's not just qualified, but will be a long-term asset to the team. So far, I’m pleased with the process and its results. 

We have been able to double our workload capacity, and I was able to enjoy time with my extended family while attending an out-of-state wedding.