Stop Applying, Start Targeting: Idris Akinlabi on Overcoming Job Search Silence

In a recent LinkedIn post, Idris Akinlabi , PHRi™ MCIB offers a starkly realistic perspective on the modern job search, challenging the conventional wisdom that sheer volume leads to success. Akinlabi, who holds PHRi™ and MCIB credentials, details the common frustration of job seekers who apply diligently to numerous roles daily for months, only to face a deafening silence and no interview calls.

The core of Akinlabi’s argument is that the job market has evolved beyond a simple numbers game. “Applying more is not the same as applying better,” he states, highlighting that today’s roles attract hundreds, if not thousands, of applicants, particularly for remote positions. This oversaturation means recruiters often don’t have the luxury of thoroughly reviewing every application.

“So they don’t go through everything. They scan. Fast. They look for signals that make someone stand out immediately. If your CV doesn’t hit those signals in seconds, you’re skipped. Not rejected. Skipped.”

Akinlabi, PHRi™ MCIB, contends that the fundamental error most job seekers make is mistaking effort for effectiveness. The real issue, according to him, lies in positioning rather than a lack of applications.

The Pitfalls of Generic Applications

Akinlabi identifies several common patterns that lead to applications being overlooked. He points out that many CVs read more like a job description than a testament to achievements, focusing on responsibilities rather than quantifiable outcomes. This generic approach, where one CV could theoretically be sent to dozens of different roles, fails to capture attention in a crowded applicant pool.

CVs as Responsibility Lists, Not Results Documents

“Their CV reads like a job description, not a results document,” Akinlabi writes. “It lists responsibilities instead of outcomes.” This lack of focus on what the candidate actually accomplished means the CV fails to provide the clear signals recruiters are desperately seeking. As Akinlabi explains, a CV that could apply to many roles lacks clear direction and attempts to be “everything at once.”

“From a recruiter’s perspective, that CV feels like risk. And when there are hundreds of options, nobody chooses risk. They choose clarity. They choose relevance. They choose the person who makes their decision easy.”

This lack of specificity and demonstrable impact makes a CV appear as a risk to a recruiter faced with numerous, more clearly defined candidates. The preference is for clarity, relevance, and a candidate who simplifies the decision-making process.

Shifting from Applying to Targeting

To combat this common pitfall, Akinlabi, PHRi™ MCIB, proposes a strategic shift: stop mass applying and start targeting specific roles. Instead of applying to numerous job types, he advises focusing on one specific role at a time.

The Power of Pattern Recognition in Job Descriptions

The next step, according to Akinlabi, involves meticulous study of job descriptions. He suggests analyzing five real job descriptions for the desired role to identify recurring keywords, essential skills, and expected outcomes. This detailed analysis allows job seekers to then tailor their CV.

“Then go back to your CV and align it. Not by lying. By translating your experience into their language. Say what changed because of you. Did response time improve? Did satisfaction increase? Did you reduce escalations? That’s what gets attention.”

This process of aligning one’s CV involves translating existing experience into the language and context of the target job. Akinlabi emphasizes showcasing concrete achievements and the positive impact of one’s contributions, such as improved response times or increased satisfaction, as these are the elements that truly capture a recruiter’s attention. He hints that in a subsequent post, he will delve into how CVs might not even reach a human reader due to Applicant Tracking Systems (ATS).