Building a better job search

To quote a cliché, looking for a job is work. Work that is often exhausting, frustrating and confusing, which is why it’s essential to develop and apply an action plan that’s focused and strategic. What follows is a step-by-step guide to launch a successful search.

Today’s job search isn’t just complicated, it’s fundamentally different. “Gone are the days when we’d have one resumé that covered our work history and relied on recruiters to take the time to find what they needed to move us forward in the process,” says Lisa Severy, PhD, a career advisor at University of Phoenix. “They don’t have the time to do that, which is why they’re using applicant tracking systems (ATS)” to screen applications.

Even when an application does make it through the system to land on a recruiter’s desk, they have virtually no time — mere seconds — to assess whether someone is a good applicant.

Job seekers are more likely to make it to the interview stage (what Severy calls the trickiest part now in the job market) if they take the time to customize their resumé to each job they’re applying for. This, she says, means including the specific keywords used in the position description. Applicants should work these into a clear, concise core version of their resumé that speaks to work history, education and skills.

For a marketing manager position, let’s say, this could mean clearly calling out experience in SEO and social media and success using CRM platforms and optimizing a strategic marketing plan. The “backbone” resumé stays largely the same for each application while job seekers tailor some text to address the specific requirements of the position — all of which increases the chances the application will make it through the ATS to the recruiter. 

Severy adds three more quick pieces of resumé advice:

• Don’t adopt the “spray and pray” approach of sending out dozens (or more) applications without taking the time to craft a relevant resumé for each role.
• Don’t ask AI to create the resumé. Recruiters can spot these, though AI can be helpful in reviewing it against a specific job description.
• Don’t choose a complicated resumé template. “A lot of the ATS can’t read what’s inside [of these templates]. The more complicated a template is, the less likely the application is going to make it through the ATS,” Severy says. 

“Front door” is what Severy calls platforms like LinkedIn®, an essential tool used by many job seekers and recruiters alike. “If a resumé is more an introduction to an employer, LinkedIn is where you can go into more depth about who you are and what you’ve done,” she explains.

Once a resumé has made it through a recruiter’s first screening, their next step is almost always to check out the applicant on LinkedIn. Here, job seekers should go into specifics: education, skills, credentials, personal interests, details about specific professional experiences (volunteer work and internships can be included, especially for those early in their career), and recommendations.

Applicants can also upload videos, images, documents, presentations and more to show — rather than just tell — what they’ve done. 

Many job openings receive hundreds of applications within hours of being posted. Daunting, to be sure. So, how can a candidate stand out during a job search? Scan the proverbial Rolodex. According to a 2025 Networking Nation survey of 1,000 employees, professional and personal connections far outranked other tools when it came to landing a job. 

Joining professional associations is a less common but very targeted way to learn about opportunities. (Many organizations have job boards on their websites.) Doing so also allows job seekers to build professional networks and deepen their expertise in an industry.

“When you apply to a job posting on an association’s site, they tend to be more qualified applicants and the candidate pool is smaller,” Severy notes. “Diversify where you find job postings and come in a ‘side door,’ bringing your network into play either directly or through a connection.” Such tactics may improve your odds of getting an interview, she adds. 

Some applicants may think they don’t have much of a network, but that’s rarely the case. Severy recommends that job seekers create a list of 10 people they know, and they don’t have to be professional connections. A best friend, a partner, their parents or people in a book club or trivia group — anyone can go on that list. “You’ll be surprised how quickly you get to 30 people,” Severy says. She notes that it’s important “to expand your mindset around who your professional community is.”

Once candidates have put together their list, they can begin connecting to these contacts on LinkedIn and through professional groups and organizations. 

If, after following the steps above, a job search isn’t moving ahead to the interview stage, it’s time to change the action plan, Severy says.

“Don’t do the same thing for six months to a year,” she explains. “Mixing up your strategies can be helpful with the monotony of submitting applications and reviewing job openings. This could be a good opportunity to ask for help from a career advisor. If you’re a cybersecurity specialist, for example, you’re not a career expert and you shouldn’t be expected to be.” 

The rejection and ghosting so common in today’s job search can crush even the most confident. That’s why it’s important to remember what a job seeker can and can’t control.

“You can tailor your resumé, you can work on expanding your professional community, you can look at other sources for job listings,” Severy says. “But you can’t control the technology, the volume of applicants or what the rest of the candidate pool looks like. A lot of this is mechanical, not personal.” 

Managing the job-search blues could mean reducing or limiting the time allotted to finding a job each day or week, sending in fewer (but more tailored) applications and building in tried-and-true methods for managing stress, like exercising, breathing work, talking to friends and family, doing something creative or journaling.

“You have to be your own career manager. But we know from the U.S. Department of Labor that despite all this technology, the length of job searches has grown; it’s taking longer to get a job than it has in a long time,” Severy emphasizes. “You are not alone. If you are experiencing frustration and rejection, you are not the only one.” 

University of Phoenix students and graduates have options when it comes to refining their job search. They can connect with Career Services, for example, to learn more about how to create a tailored resumé, practice interviewing and explore career paths.

For examples of simple but effective resumés, students can contact UOPX Career Services. Alumni and students can also request a review of their resumé by sending it as an attachment to resumereview@phoenix.edu.

Students and alumni also have access to the Career Navigator™ platform, where they can explore careers, track their own skills and create a customized plan for an effective job search.

Not a student or an alum? Not a problem. UOPX also offers free, downloadable templates and guides. Or check out this job search webinar produced by the University.

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