Across Europe and the United States, recruiters increasingly say they are overwhelmed by online applications, even as real hiring success quietly moves elsewhere. A growing number of roles are now filled by candidates who never clicked “Apply” at all. For anyone considering a career move, this raises a crucial question: how do you get noticed instead of getting lost in the crowd?
The gradual fade of the traditional online application
For years, job searching followed a familiar routine: refine your CV, write a cover letter, and submit applications through major platforms. That approach still plays a role, but its influence is shrinking. Glassdoor data for 2025 shows online applications account for about 60% of recorded job offers, down from 73% just a few years earlier.
Recruiters describe today’s system as overloaded. Mass applications, one-click submissions, and AI-generated cover letters have turned many job boards into noise-heavy funnels. When hundreds or even thousands of candidates apply within hours, strong profiles are easily buried.
While online applications still dominate in volume, they no longer dominate where actual hiring decisions are made.
Recruitment expert JT O’Donnell told CNBC she expects a continued decline in roles filled through traditional job boards. Her reasoning is straightforward: the system has become inefficient for both sides. Candidates feel ignored, and recruiters feel overwhelmed. This imbalance is pushing hiring toward more direct, informal, and targeted methods.
A new advantage: being approached instead of applying
Alongside this decline, another channel is quietly gaining strength: candidates being found and contacted by recruiters. According to Glassdoor’s latest data, hires resulting from recruiter outreach have increased by 72% since 2023, now making up nearly 15% of successful hires.
The effect becomes even stronger when recommendations are involved. Between July 2024 and July 2025, candidates who landed interviews through referrals were 35% more likely to receive an offer than those who applied through standard online listings.
Being recommended or directly approached now acts as a powerful multiplier on your chances of getting hired.
O’Donnell expects this trend to accelerate in 2026, with fewer hires coming from mass applications and more from informal channels such as networks, social platforms, and targeted recruiter searches.
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From CVs to personal branding: what recruiters now look for
This shift does not mean abandoning your CV or stopping applications entirely. It means documents alone are no longer enough. To be found, professionals need a visible, consistent, and credible online presence, particularly on platforms like LinkedIn.
O’Donnell refers to this as building a personal brand—the professional story that explains who you are, what you know, and how you work. That story is shaped by your profile, your activity, and the content you share.
When recruiters search for specific skills, your profile should clearly highlight sector experience, evidence of competence, and recent engagement.
Five content types that attract recruiter attention
On LinkedIn and similar platforms, candidates who share thoughtful content tend to stand out. O’Donnell points to five approaches that send strong signals to recruiters:
- Sector insights: brief reflections on trends, news, or changes in your field.
- Clear perspectives: honest views on tools, methods, or practices, supported by examples.
- Work updates: what you are currently building, improving, or learning.
- Lists and lessons: concise takeaways such as “3 things I learned managing remote teams.”
- Measurable results: achievements framed with numbers or clear outcomes.
Short, regular posts tend to be more effective than rare long essays. Recruiters assess not only your past roles, but also how you think, communicate, and stay current. A silent profile can appear like a stalled career, even when that is not the case.
Turning your online presence into a recruiter magnet
Becoming attractive to recruiters does not require fame. It depends on clarity, consistency, and confidence.
Start with the essentials: clean up your profile
Before posting anything, review your core profile details. Small adjustments can significantly influence whether recruiters find you and choose to reach out.
- Headline: go beyond a job title and include your niche or core skills.
- Photo: use a recent, neutral, and approachable image.
- About section: write 5–7 lines explaining what you do, who you help, and the value you deliver.
- Experience: focus on outcomes and achievements, not just duties.
- Skills: highlight the 10–15 skills most relevant to your next role.
Your profile should read like a clear offer: what you do, for whom, and with what impact.
Build visibility through small, consistent actions
Once your foundation is solid, shift into steady activity. The goal is not broad popularity, but visibility among the right audience.
- Comment thoughtfully on 3–5 industry posts each week.
- Share one article or news item with a brief personal reaction.
- Publish one original post about a recent task, challenge, or lesson.
- Send 3–4 connection requests to people you genuinely want to learn from.
These actions create a visible trail of your interests and thinking. Over time, recruiters and hiring managers see your name repeatedly, reducing friction when a role opens.
Networking without forced conversations
Many professionals still associate networking with awkward messages or superficial exchanges. Today’s approach is closer to curious, respectful outreach focused on learning rather than asking for favors.
Instead of directly requesting help finding a role, messages can focus on shared interests or experiences:
“I saw your post on X. We face a similar challenge in my team—would you mind sharing how you approached it?”
“I’m exploring a move into product marketing and noticed your transition from sales. Would you be open to a short conversation about what helped you most?”
Thoughtful questions build relationships that often lead to opportunities, even without explicitly asking for a job.
Limits, risks, and realistic expectations
This move toward online visibility and networking offers clear benefits, but it also has boundaries. Not everyone is comfortable being visible, and some sectors remain cautious about public professional activity.
- Confidentiality: avoid sharing sensitive data, client names, or internal figures.
- Tone: strong opinions can attract attention, but constant negativity can deter recruiters.
- Balance: frequent posting without substance can appear noisy rather than credible.
There is also a digital divide. Professionals with limited screen time or hands-on roles may find this strategy harder to apply. For them, offline networking—industry events, local meetups, and professional groups—serves a similar purpose by increasing visibility and referrals.
What this shift means for different career stages
No single approach fits everyone. A software engineer, a nurse, and a warehouse supervisor will not use identical tools, yet all benefit from being easier to find.
- Career switchers: sharing courses, small projects, and learning reflections signals commitment.
- Mid-career managers: short case studies on leadership, efficiency, or cost savings show impact beyond titles.
- Early-career graduates: projects, internships, and part-time work demonstrate responsibility and potential.
This connects to the idea of the hidden job market: roles that are never publicly advertised or are filled quickly through contacts. A visible personal brand, combined with intentional networking, opens access to these opportunities far more effectively than a standard cover letter.
For many professionals, the most effective job search no longer begins with clicking “apply”. It starts weeks or months earlier, with a profile that communicates clearly, a network that recognizes your name, and small, consistent actions that make you easy to reach when a recruiter begins searching.
