How I Secured a Job with Fewer Than 15 Applications: Proven Strategies and Practical Tips
Embarking on the job search journey can often feel overwhelming and unpredictable. While I don’t claim to be a career guru or a hiring expert, I can share some effective strategies that helped me land a rewarding position in a relatively small number of applications. My experience, approximately three and a half years post-college, includes working at a local startup and now securing a role as a Digital Marketing Specialist at a mid-sized B2B company—with a significant salary boost, from under $40,000 to just over double that. The best part? I achieved this in fewer than 15 applications.
Though luck played a role, I believe these tactical approaches made a real difference. Here are my tried-and-true tips for job seekers aiming to maximize results with minimal applications.
- Focus on Roles Where You Meet About 60% of the Requirements
Rather than obsessing over whether you meet every requirement, target roles where you meet roughly 60%. Prioritize core responsibilities and value propositions. Applying to these positions is strategically sound—they’re more attainable and still aligned with your career growth. Remember, it’s not just about ticking boxes but ensuring the role is a good fit and a smart move for your future.
- Craft Thoughtful Cover Letters That Address Specific Pain Points
Never underestimate the power of a well-written cover letter. Use it to summarize what you bring to the table, emphasizing a particular pain point you can solve for the employer. Highlight your niche skills or unique experience that sets you apart amid a sea of applicants claiming they can do everything. If you’re honest about areas where you’re less experienced but eager to learn, it can add valuable authenticity.
Key takeaway: Demonstrate how you can solve problems specific to the company, positioning yourself as a solution provider.
- Approach Video or Take-Home Tasks with Caution
Many companies include these tasks to gauge personality fit or cultural alignment, not necessarily to assess technical skill. From my experience, I participated in only a handful of these exercises—some I completed, others I disregarded—and never proceeded to interviews based solely on them. If the task feels like a superficial vibe check rather than a true assessment, it may be worth deprioritizing. Overinvestment here can be a red flag.
Key strategy: Don’t overcommit to tasks that seem designed to assess personality rather than skills; focus on genuine opportunities.
- Navigate Screening Calls Skillfully
