Jeff Altman, Big Game Hunter
“You missed 100% unshot footage.” –Wayne Gretzky
Two weeks of treatment. There is one more. I can feel that the lymphoma is smaller, but who knows if that really means anything. So far, there are no serious side effects. I feel great and still maintain my schedule.
What actually works in job search (2025): No BS update
First, the context. The market is not “dead”, but it is closer and more selective. U.S. job openings hovered around 7.4 million in June, but were still elevated by historical standards, but below the 2021-22 peak, meaning more competition per release. (Robert half)
Data’s evaluation of the application (and why “spray” fails)
Among millions of roles, inbound applications (work committee + career website) exploded. A large ATS dataset shows that the application rate per job is from 2021 to early 2024, while the application rate for inbound applicants has dropped by ~70% (from ~7 per 1,000 to ~2 per 1,000). Translation: Using “easy to apply” alone is now a low-yield tactic. (Ashby)
Another cross-industry analysis found that the work committees accounted for about 60% of all applicants, but only about 37-40% of employees, while the number of careers for the company’s career pages and recommended people (number of “professions” would be much better. In the 2024 dataset, referrals accounted for only about 2% of applicants. (Career Illustration)
What works (do more things)
1) Recommended and warm introduction. Recommended candidates pass through the funnel at higher speeds. Of the latest data on 38 million applications, about 40% of recommended candidates go from application to interview. Referrals and internal applicants always exceed progress in interviews and provide progress. (Ashby)
2) Company career website (target application). Candidates who bypass the aggregator and apply through the employer’s career page are several times more likely to be employed than job boards in the same dataset. Tight list of companies and submit high-suited apps through their website. (Professional illustration)
3) Application speed – Late. Fresh posts are flooded. Reports borrowing from LinkedIn/the Deble Platform data show that applying within minutes of alerts can meaningfully increase response odds (up to ~4x). Quality is still important – a resume that is ready for a tailored one so you can move quickly without moistening. (Business Insider)
4) Skill-first positioning in LinkedIn and your resume. Employers are working hard to research skills-based searches. LinkedIn’s economic chart finds that skills-based approaches can greatly expand a qualified talent pool. In the United States, the potential pool of typical jobs may be 15.9 times When matching skills, it’s not just the previous title. Make your skills clear, up-to-date and validated (projects, credentials, work samples).
5) Internal mobility (don’t ignore your current employer). Internal applicants are the most powerful source of passing through: ~42% of interviews reached interviews, and about 32% of quotes were offered in recent years in data sets. If you are employed, do an internal search in parallel with external searches. (Ashby)
6) Professional follow-up actions. The volume has this high, small execution details that you can separate: a concise, targeted resume; a short cover message that maps your skills to releases; prompt responses; if you have no replies after a reasonable window (usually 1-2 weeks), and if you have no replies, then be polite. (General best practice guidance; see the market environment above.)
What doesn’t work (or worse than you think)
Quality is “easy to apply”. The data trend is obvious: as inbound volume soars, the inbound rate has dropped sharply. Your odds will increase when you add recommendations, warm outreach and tailored apps through your employer website. (Ashby, Careerplug)
Rely on the working committee alone. They are still useful for discovery and still cause many employees by quantity, but are inefficient you As an individual. You need to use a higher leverage channel in a mix (referrals, internal action, targeted career location app). (Professional illustration)
I recommend a balance plan (because it works now)
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pipeline: There are 50% targeted company career field applications, 30% recommended driver introductions, and 20% recruiter/outbound conversations. (Improve your field.)
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timing: Apply for a new post now and Match only; track alerts move early. (Business Insider)
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position: Convert your profile and resume to Skills are preferred;Prove those skills with projects, indicators and certificates.
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Internal track: If used, run the internal search in parallel. (Ashby)
No head. Less, better applications. More dialogue begins with human credentials. This is where college-educated professionals are actually landing in 2025.
source
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Ashby Talent Trend (38 million applications, 2021-2024): Referral to the inbound pass; inbound offer rate declines. (Ashby)
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Ashby Applications-per-Job Update (Volume Triple, 2021→2024). (Ashby)
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CareerPlug 2024 Recruitment Indicators Report (Applicants and Employed Stocks; Recommended Wins). (Professional illustration)
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LinkedIn Economic Chart (Skill-Based Recruitment, March 2025).
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BLS vibrates through Robert Half (June 2025 ~ 74M opening). (Robert half)
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LinkedIn’s internal business summary/data that does apply ahead of time. (Business Insider)
ⓒThe Big Game Hunter Company in Asheville, North Carolina 2025
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Browse and click to watch, read or listen to suggestions. As always, it’s not BS.
After Labor Day, the format radio without BS job search recommendations changed to three days a week, but the format is shorter. Subscribe on Spotify, Apple Podcasts, or anywhere you listen to your podcasts.
Final job interview framework It’s the way I interview like an All-Star. It doesn’t have a lot of comments because a bastard gave it a star that ruined it. It can be used on the Kindle, as a paperback and audiobook. The technology in the book is the same as the ones people pay me to prepare for interviews and help people find jobs on all levels over the years! Order yours. This will make a difference.
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Jeff Altman
Game Hunter
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