85% of jobs are filled through referrals and networking – not job boards.
That means when you’re applying online alongside hundreds of other candidates, you’re competing for roughly 15% of available opportunities. And even then, the average corporate job posting receives 250 applications. Most never get seen by a human.
If you’ve been applying to jobs and hearing nothing back, the system isn’t broken. It’s working exactly as designed – just not in your favor.
In the next few minutes, I’m going to show you 9 ways to actually get your job application noticed. But more importantly, I’m going to help you understand why these tactics work when traditional applications don’t.
The first method is one I’ve seen transform job searches completely. So let’s start there.
How to Get Your Job Application Noticed: 9 Methods That Actually Work
1. The “Value Video” Approach
This one feels uncomfortable. That’s exactly why it works.
Instead of submitting a standard application and hoping for the best, you record a 30-60 second video explaining two things:
- Why this specific role caught your attention
- What you’d bring to the team and how you’d help them
The second part is where you spend most of your time. Talk about relevant experience, specific accomplishments, and what you did for previous employers that relates to this role.
Upload it as an unlisted YouTube video (so only people with the link can view it), then include the link in your application with a simple note:
“I put together a one-minute video highlighting what I can bring to this role. Here’s the link if you’d like to watch it: [LINK]”
Here’s a script you can adapt:
“Hi, I’m [Name]. I saw you’re hiring for [Role] and wanted to send a quick video. Based on the job description, it looks like you need someone who can [key requirement] and [key requirement]. I’ve been doing exactly this for [X years]. Most recently at [Company], I [specific accomplishment with result]. I have a few ideas for how I could help your team with [specific challenge from job posting]. If any of this sounds interesting, I’d love to set up a call. Thanks for watching.”
Why this works: Hiring managers see hundreds of identical applications. A video immediately signals effort, communication skills, and genuine interest. You become a person, not a PDF.
One caveat: This approach works best with startups, mid-size companies, and industries that value personality. It’s less effective for government positions, large traditional corporations, and heavily regulated industries like banking where the process is more rigid.
If video isn’t right for your industry, keep reading. The next 8 methods don’t require being on camera.
2. Network Your Way Past the Application Process
This isn’t just “another tip.” This is the strategy that makes everything else optional.
Remember that 85% stat? Here’s what it means practically: a referral is 4-5x more likely to get hired than a cold applicant. When someone inside the company vouches for you, you skip the pile entirely.
But most people network wrong. They wait until they need a job, then blast connections with “let me know if you hear of anything.”
Here’s what actually works:
Before you need a job: Build genuine relationships. Comment on people’s posts. Share useful content. Have conversations that aren’t about you needing something.
When you’re job hunting: Be specific. Instead of “let me know if you hear of anything,” try: “I saw [Company] is hiring for [Role]. Do you know anyone there who might be willing to chat for 10 minutes about the team culture?”
The warm intro template:
“Hey [Name], I noticed you’re connected to [Person] at [Company]. I’m exploring [Role] opportunities there and would love to learn more about the team. Would you be comfortable making an introduction? Totally understand if not – just figured I’d ask.”
One good introduction is worth 50 cold applications.
3. Tailor Your Resume (The Right Way)
Most candidates send the same resume everywhere. Hiring managers can tell.
But here’s the good news: proper resume tailoring takes 5-10 minutes per application. And it dramatically increases your chances of getting past both the ATS (applicant tracking system) and the human reviewer.
Here’s the quick process:
Step 1: Read the job description and highlight the 5-7 most important requirements.
Step 2: Check your resume. Do those keywords appear? Are they easy to find?
Step 3: Adjust your bullet points to mirror the language they use. If they say “project management,” don’t just say “managed projects” – use their exact phrasing.
Step 4: Reorder your bullets so the most relevant experience appears first in each section.
Why this matters: Recruiters spend an average of 6-8 seconds on initial resume review. If they don’t see relevant keywords immediately, they move on. The ATS might reject you before a human even looks.
Tailoring isn’t about lying or inflating. It’s about translating your real experience into their language.
4. Apply to Companies Before They Post Jobs
The best time to reach out to a company is before they’re actively hiring.
Why? When a job gets posted publicly, you’re competing with everyone. But growth-stage companies are always thinking about their next hires. If you reach out early with a compelling pitch, you might create your own opportunity – or be first in line when a role opens.
How to find these companies:
- The INC 5000 list (fastest-growing US companies)
- Crunchbase (recently funded startups)
- LinkedIn News (companies announcing expansion)
- Industry newsletters covering company growth
Your outreach template:
Subject: [Specific skill] specialist – interested in [Company]
Hi [Name],
I’ve been following [Company]’s growth in [specific area] and I’m impressed by [specific thing they’ve done]. I specialize in [your skill] and have helped companies like [example] achieve [specific result].
I’d love to learn more about where [Company] is headed. Would you be open to a 15-minute call?
[Your name]
Keep it short. Focus on them, not you. Make it easy to say yes.
5. Contact the Hiring Manager Directly
After you apply, find the hiring manager and send a brief note pointing them to your application.
This works because hiring managers are busy and often don’t review every application themselves – they rely on recruiters or HR to filter. A direct message can bump your application to the top of the pile.
How to find them:
- Look at the job posting for a name
- Search LinkedIn for people at the company with relevant titles
- Check the company’s team page
Keep your message to 2-3 short paragraphs:
“Hi [Name], I just applied for the [Role] position and wanted to reach out directly. With my background in [relevant experience], I think I could help your team with [specific challenge]. I’d love to know if you agree this might be a fit. Either way, appreciate your time.”
Don’t be pushy. Don’t write an essay. Just signal genuine interest and make it easy for them to pull your application.
6. Follow Up Strategically
Most applicants apply once and wait forever. Following up appropriately shows persistence without being annoying.
The timing:
- Wait 5-7 business days after applying
- Send one follow-up to HR or the recruiter
- If no response after another week, try the hiring manager (if you haven’t already)
The tone:
Assume positive intent. Don’t be passive-aggressive about not hearing back. Everyone is busy.
“Hi [Name], I wanted to follow up on my application for [Role] submitted last week. I’m very interested in this opportunity and wanted to make sure my application made it through. Happy to provide any additional information that would be helpful.”
Reality check: Some companies won’t respond no matter what. That’s okay. Following up ensures you’ve done everything possible – and sometimes it’s the thing that gets your resume actually seen.
7. Work With Recruiters (But Understand How They Work)
Recruiters can be powerful allies. But there’s a critical misunderstanding most job seekers have:
Recruiters don’t find jobs for people. They find people for jobs.
This sounds similar but it’s fundamentally different. Recruiters work for companies, not candidates. They get paid when they fill roles, so they’re looking for qualified people to match to existing openings – not searching for opportunities on your behalf.
How to use this to your advantage:
- Find 1-2 recruiters who specialize in your industry or function
- Build a real relationship (not just “here’s my resume”)
- Be honest about what you’re looking for
- Stay top of mind with occasional check-ins
When recruiters help most:
- You have in-demand skills
- You’re open to various opportunities
- You respond quickly when they reach out
If a recruiter is pushing you toward roles that don’t fit, they’re prioritizing their commission over your career. Find a better one.
8. Optimize Your LinkedIn Profile
Even if you apply somewhere else, hiring managers will check your LinkedIn. A weak profile creates doubt. A strong profile reinforces why you’re the right candidate.
The quick optimization checklist:
Headline: Don’t just list your job title. Include what you do and who you help. “Marketing Manager” becomes “Marketing Manager | Driving growth for B2B SaaS through demand gen & content strategy.”
About section: Write in first person. Lead with what you’re great at and what you’re looking for. Keep it scannable.
Experience: Don’t copy your resume. Add context, results, and personality. Use numbers where possible.
Photo: Professional, friendly, recent. No logos, no group shots, no vacation pics.
Activity: Post or comment occasionally. Profiles with recent activity appear more credible and rank higher in LinkedIn search.
Your LinkedIn should answer two questions: “What does this person do?” and “Are they good at it?” Make both answers obvious within 10 seconds.
9. Send a Cover Letter (Only When It Adds Value)
Here’s the truth about cover letters: they’re optional for most online applications.
If the posting doesn’t request one, the company doesn’t know who you are, and you don’t have a unique angle – skip it. Your time is better spent tailoring your resume or networking.
But cover letters do help when:
- You were referred by someone (mention it immediately)
- You have a non-obvious background that needs explanation
- You’re making a career pivot and need to connect the dots
- The posting specifically requests one
If you write one, keep it short:
3-4 paragraphs max. Don’t repeat your resume. Don’t use generic templates. Tell them something they can’t get from your resume – why this specific role at this specific company, and what unique perspective you bring.
“I’m reaching out because [specific reason related to company/role]. My background in [X] has taught me [relevant insight]. I’d bring [unique value] to your team. I’d love to discuss how I can help with [specific challenge].”
A mediocre cover letter hurts more than no cover letter. Only send one if it genuinely strengthens your application
The Bottom Line: Do What Other Applicants Won’t
Every tactic above has one thing in common: most people won’t do them.
Most people won’t record a video. They won’t message the hiring manager. They won’t tailor their resume. They won’t build relationships before they need a job.
That’s your advantage.
The job search isn’t about being perfect. It’s about standing out from candidates who do the bare minimum. When you put in effort that others won’t, hiring managers notice. And noticing is the first step to getting hired.
Pick 2-3 of these methods and actually use them on your next application. Track what works. Refine your approach.
The jobs are out there. Now you know how to actually get seen.
