How to figure out what is wrong with your job search

You’re not sure why you’re not getting interviews or getting hired.

I’m going to help you diagnose and fix your issue in less than 9 minutes.

If you’re not getting results, it’s as simple as analyzing your job search process using a top-down approach that I call the FIVE method.

F - Fit

We’re starting at the very beginning here.

One problem that most job seekers don’t realize is that they’re applying to the wrong positions.

Simply put: if you’re applying to positions that you’re too under- or overqualified for, you’re not going to get the number of interviews that you want.

So, what’s the right fit and how do you validate that you’re applying to the right positions?

A metric to aim for:

Be sure that you can meet at least 75% of the requirements listed in the job description.

If you meet 100% of the requirements, be sure that you haven’t surpassed the requirements by too much. For example, if you have 10 years of experience in a particular role or skill, it isn’t a good idea to apply for a position asking for 2-3 years of experience.

How to diagnose:

Break down your skills and experience side-by-side with a job description to create a checklist for yourself. Here’s an example of how this is done with my Job Description Alignment exercise:

Note: It’s ok to miss one or two requirements from a job, but your examples of the other skills need to be very strong and impactful.

If you determine that you need to upskill in a particular area, there are countless platforms where you can take courses and learn for FREE.

The best ones are LinkedIn Learning, Coursera, Udemy and edX.

Where to get one-on-one help:

If you need help in the “Fit” stage of your job search, click here.

I - Image

Once you’ve verified that you’re applying for positions within your sweet spot of qualifications, it’s time to analyze whether or not you’re actually showing those qualifications effectively.

Your image is how your qualifications are being perceived by recruiters and/or hiring managers.

This includes things like the quality of your resume, LinkedIn profile, portfolio, etc.

A metric to aim for:

In today’s job market, the response rate to a cold application is a mere 3-5%.

This is with zero networking and only submitting online applications.

If your resume/LinkedIn/portfolio are optimized for your job search, you should be above those average metrics.

From cold applications (with zero networking), you should be aiming for a 10-20% interview rate from your applications.

If you’re not seeing these numbers—or if you want to see even better numbers—your image needs work.

How to diagnose:

Start with your resume.

• Does every bullet point on the resume answer the questions “how” and “why?” In other words, does the bullet explain how you accomplished something (using relevant skills or experience) and why this was important (the impact)?

• Have you tried to quantify as many points as possible? Numbers add meaning and value to your bullet points.

• Does the content of your resume align with the skills in the job description?

Apply the same thinking to your LinkedIn profile and other resources. All parts of your profile should articulate your value to the company, what you have accomplished and why you’re an asset to your next company.

Where to get one-on-one help:

If you need help in the “Image” stage of your job search, click here.

V - Visibility

You saw me mention the conversion rates above without networking.

That’s because a job search with networking is a whole different ball game.

If you’ve already verified that your Fit and Image are both good, then the problem is that you’re just not being seen or noticed by the right people.

With the adoption of ATS (applicant tracking systems) and now even more AI tools, the screening process is largely automated these days.

That doesn’t mean that there still aren’t humans on the other side looking at resumes or making decisions.

It just means that companies are relying more and more on technology to streamline their screening process. It’s becoming harder and harder to stand out with a simple online application.

According to a study by Jobvite, 88% of employers surveyed believe that referrals are the best source of applicants.

What this means for you: if you’re not networking to get noticed, you’re losing.

You’re SEVEN TIMES more likely to receive an interview if you have a referral at the company.

A metric to aim for:

If you’re networking effectively and securing referrals, you should be landing interviews on 21-35% of those referrals.

That’s a ratio of 1:3 to 1:5. If you have referrals, you should be within this conversion range.

How to diagnose:

If you’re not getting interviews at this rate, it’s simple. One of two things is happening:

• You’re not networking enough (or at all).

• You’re not networking effectively or showing enough value to the person referring you.

Where to get one-on-one help:

If you need help in the “Visibility” stage of your job search, click here.

E - Execution

If you’ve double-checked your Fit, Image and Visibility and still aren’t getting hired, the problem is your Execution.

Your execution is how you demonstrate your Fit and Image in the interview process.

You may have all the right skills, but if the interviewer isn’t convinced, they won’t offer you the job.

According to Jobvite, 33% of interviewers make a decision on a candidate within the first 90 seconds of an interview. What kind of impression are you making?

A metric to aim for:

Poor interviewers in today’s market may require 15-20+ interviews before landing an offer.

Average interviewers generally require 10-15 interviews.

Good interviewers generally require 5-10 interviews.

Great interviewers are usually hired in 5 interviews or less.

Where do you currently fall on this scale?

How to diagnose:

In your interviews are you exceptional at the following?

• A strong, 2-minute elevator pitch that introduces your qualifications and captures your relevant accomplishments.

• High-impact examples that focus more on results than tasks.

• A clear and obvious understanding of the role and requirements.

• Well-articulated stories and examples for behavioral question using the STAR format.

• Standout questions at the end of the interview.

Where to get one-on-one help:

If you need help in the “Execution” stage of your job search, click here.

If you follow this top-down analysis step by step, you’ll be able to more easily pinpoint where the breakdown is happening in your job search.

No more guessing games.

This is how you figure out what needs to improve.

Yes, the job market is insanely difficult right now.

But the FIVE method puts you back in control of finding and fixing the problem.

Implement this, and you’ll see better conversions.