John Chang's answer to I struggle to get a job, I have spent most of my time searching, applying...

Thanks LT John Chang for sharing. Below is the text of your well-reasoned article:
I struggle to get a job, I have spent most of my time searching, applying and getting rejected. Why can't I get a job? by John Chang
"You’re a recruiter or HR manager. There are literally hundreds, if not thousands, of applicants - pretty much all writing / saying the same thing - “Pick me, pick me..! I’m your best choice for these reasons..”

So first, how does someone actually stand out?
Second, let’s say that an applicant does manage to grab those precious few seconds of the your attention. Remember, you have to sift through all that noise to find the handful of applicants we’re actually going to forward for further review / possible interview. What makes you feel “safe” with recommending someone?

While people often focus on being “the best” or trying to inflate their image, in reality they just have to be “good enough” to be the safe choice.

But wait, you say, didn’t I just say that you need to stand out? Now I talk about just being “enough.” Which is it??
This is why so many of us get lost in the noise.

We typically fail at one or both. Either way it’s game over even before things really begin.

If you’re just firing off resumes with a standard cover letter at anything that resembles your qualifications, then you’re just one of many.
On the other hand, if you take the time to make sure you know who you’re writing, can you see why “Hi Jane -” is a lot more effective than “Dear HR Manager”?

Or better yet, “Here are 10 things that I’d propose to grow sales in SuperPro by the end of this year..” versus “If you’re looking for someone who’s brilliant with JavaScript, I’m your programmer!

Again, that’s just to rise above the noise.

Okay, let’s say you continue reading as the hiring manager..

What are you looking for?
Signs that someone is a safe bet.

Knowledge - pretty basic. You’re looking for signs of qualifications. Short of fudging, we can only tailor our experience so much to the interests of a position. Again, the manager just needs to believe that someone is a “safe” choice.

Social proof - does someone they trust know you? Having an inside connection is gold. But if you had someone like that, we probably wouldn’t be having this discussion.

The next best thing? Respect the gate keepers - they may be the admin, intern, or any other people who you probably normally brush aside because like everyone else you see them as “just the help.” This is why you’ve gotten the same results as everyone else.

Authority - okay, it’s not likely that you’re going to get published in a professional journal or speak at some conference. If you did, then you probably wouldn’t be asking this question.

So, how can you build some credibility? If you’re a coder, how about submitting some code on GitHub. If you're a designer, what’s in your portfolio on DeviantArt or 99 Designs. If you’re a social media manager, how are you posting on your own accounts?

Bottom line: if you do what everyone else is doing, don’t expect to magically get different results.
And if you keep doing the same thing, don’t expect to suddenly have something different happen."
One definition of insanity is to continue doing the same thing and expect different results.
Thanks for mentioning me SFC Joe S. Davis Jr., MSM, DSL

LT John Chang great read and share, I couldn't have articulated it any better. Great advice for the Veteran of the Veteran.

TSgt Joe C. SFC William Farrell PO1 William "Chip" Nagel LTC Stephen F.] SGT Robert George SMSgt Minister Gerald A. "Doc" Thomas Maj Marty Hogan MSG Andrew White SGT (Join to see) SGT Philip Roncari SPC Margaret Higgins MSgt Jason McClish SrA Christopher Wright SGT David A. 'Cowboy' Groth SSG Derrick L. Lewis MBA, C-HRM SP5 Michael Rathbun SGT Michael Thorin SSgt (Join to see) SFC Shirley Whitfield

Thank you sir for the excellent read.