“Don’t listen to anyone who says ‘Don’t Listen to Anyone’…”
Job searching feels like a headache, and if you’re job hunting right now, it’s not just the applications, rejection emails, or interview hoops making it challenging.
It’s the noise, the advice, and the experts.
You’ve got one LinkedIn post telling you to “never use Open to Work, it screams desperation!”
Scroll down, and the next one says, “If you’re not using Open to Work, you’re invisible!”
Someone else is shouting, “ATS will bin your CV if you use a table!”
And then another person, an equally loud “expert”, tells you, “Design-led CVs stand out! Use Canva!”
Honestly, if I were looking for a job in this market, I’d be tempted to crawl back under the duvet and give it a miss.
So, let’s cut through the noise, shall we? Let’s look at all the hot topics you keep hearing about, the stuff that gets contradicted daily, and I’ll tell you the actual truth, minus the fluff.
ATS: the algorithmic grim reaper or just a fancy filing cabinet?
This one is contradiction central!
“You MUST optimise for ATS, or you’ll never be seen.”
“ATS doesn’t even matter anymore; humans will always read your CV.”
“Tables and graphics will get your CV rejected.”
“Beautifully designed CVs show personality and help you stand out!”
OMG, reality check required; ATS = Applicant Tracking System. That’s it, it’s not a bot with feelings, it’s software that helps recruiters store, sort, and search CVs. Think: digital filing cabinet, not Terminator.
It doesn’t reject you for using bold or italics, it’s not that deep. It simply needs your CV to be readable, structured, and keyword-friendly. If you go wild with graphics or fancy columns that confuse the software, sure, it might not read it correctly, but most modern systems are more intelligent than that anyway.
Bottom line? ATS won’t destroy your CV, but bad formatting and irrelevant content will.
Recruiter searches: where do they look?
Contradictions galore on this one!
“They never look at job board CVs anymore.”
“LinkedIn is the only place to get found.”
“Recruiters don’t read CVs, they just search keywords.”
“Tailor your CV for every role; recruiters read every word.”
Recruiters aren’t hiding in caves, funnily enough! They use internal databases, LinkedIn, and job boards, wherever gives them the best shot of finding a match, quickly.
They do use Boolean searches (a fancy way of filtering results), and yes, they scan rather than study your CV like it’s a novel. But they do read enough to decide if you’re a match, and if your CV or LinkedIn doesn’t include the stuff they’re searching for, experience, skills, software, to name just a few, they literally won’t find you.
Bottom line? Be searchable, be relevant, and for the love of job offers, stop hiding your best skills in vague “personal profile” fluff.
Instant rejections: how did I get rejected in 19 seconds?
Conflicting advice on this subject is prevalent on social media.
“Recruiters only reject people after reading their CVs.”
“Only ATS rejects you instantly.”
“If you’re rejected fast, it just means you weren’t a fit.”
“No one even looks at your CV anymore.”
Let’s get this straight: if you get a rejection email 30 seconds after applying, especially at 2:08 am on a Sunday, that was an automated rejection. It’s not personal, it’s not even human, but some systems have automatic filters. If you say you don’t have a right to work in the UK, for example, it’s game over. Or, if they’ve already reached their applicant quota, it could result in an instant rejection, regardless of your CV.
Bottom line? Instant rejections are based on automation and predefined criteria, and mainly have nothing to do with the content of your CV (that is a different issue and a whole other blog!).
Ghosting: what’s going on here, seriously?
Mixed messages, some you see and some you don’t!
“If they ghosted you, move on, you’re not a fit.”
“Chase the recruiter! It shows initiative!”
“Don’t chase, you’ll look desperate.”
“It’s just the market, everyone gets ghosted.”
Ghosting is happening because recruiters and hiring managers are overloaded, distracted, or just plain disorganised. Some roles get shelved mid-process, while others fall off someone’s radar. It sucks, it’s rude, but it’s not your fault.
Bottom line? Follow up once, if you hear nothing, move on. Don’t take silence as a failure; you can’t control someone else’s actions or non-actions, so take it as a sign to focus your energy elsewhere.
The never-ending interview processes: why?
And more contradictions are flying everywhere!
“The more interviews you do, the more they want you.”
“If it’s a long process, they’re thorough.”
“Fast processes = red flag. They’re desperate.”
“Long processes = red flag. They’re disorganised.”
What the hell is going on?
Hiring processes have become ridiculous, with five rounds, multiple tasks, panels, culture interviews, and assignments… and then silence, or rejection, or radio silence, followed by rejection.
Companies say they want “the best talent”, but they put candidates through an endurance test, often unpaid, and then delay decisions for months. Spoiler alert: top candidates don’t hang around.
Bottom line? A solid interview process is respectful, efficient, and transparent. If it’s dragging on or feels exploitative, you’re allowed to bow out.
LinkedIn: love it or leave it?
Conflicting chaos!
“Post every day!”
“Posting every day looks like you are trying too hard.”
“Only recruiters care about LinkedIn.”
“Recruiters don’t use LinkedIn anymore.”
“Open to Work banners look desperate!”
“If you don’t use Open to Work, no one knows you’re looking.”
LinkedIn is the most powerful platform for job searching, with over 1 billion users, and someone gets hired every 6 seconds. Recruiters use it daily, like clockwork.
Yes, the green #OpenToWork banner is optional, so if it helps you feel more visible, feel free to use it. If you’d rather keep things low-key, turn it on privately to recruiters; no one’s judging. And yes, a strong profile beats a bare one, every time.
Bottom line? If you’re not visible on LinkedIn, you’re missing real opportunities. Full stop.
So, who the hell should you listen to?
Short answer: not everyone on your feed.
If someone says “always” or “never”, question it. If someone makes it sound too simple, they’re probably trying to sell you something. And if someone’s advice contradicts everything else you’ve read… well, now you know that’s par for the course.
Instead, use logic and stick to facts. Trust people who have worked in recruitment, not just those with fancy carousels. And most importantly, do what works for you, not what someone with 20k followers says is “the only way.”
Stay grounded, stay visible; the job market’s messy, but the advice can be too. However, your approach doesn’t have to be.
Make sure your CV is clear, targeted, and readable.
Keep your LinkedIn active and authentic.
Know that rejections (even fast ones) often aren’t about you.
Set boundaries. Respect your own time.
And ignore the BS.
You don’t need a louder voice in your ear; you need a better strategy and real-world clarity.
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