By Jeff Altman, The Big Game Hunter

I thought it would be interesting to ask AI for its opinion. Starting with Grok3, I asked several models. Some answers are similar.

From Grok3 Beta

1. Networking is More Powerful Than Applying Online Most people focus heavily on submitting applications through job boards, but studies and anecdotal evidence suggest up to 70-85% of jobs are filled through networking, not public postings. Many roles are never even advertised—they’re filled via referrals or internal connections. Job seekers often underestimate the value of reaching out to people in their industry, attending events, or even leveraging platforms like LinkedIn or X to build relationships.

2. Your Resume Isn’t Always the First Impression While a polished resume is critical, many don’t realize that recruiters and hiring managers often check your online presence first—think LinkedIn, X posts, or even a quick Google search. A 2023 survey by CareerBuilder found that 70% of employers screen candidates’ social media profiles. Inconsistent personal branding or unprofessional content can tank your chances before your resume is even opened.

3. Soft Skills Can Outweigh Technical Skills Job postings list hard skills (e.g., coding, data analysis), but hiring managers frequently prioritize adaptability, communication, and emotional intelligence—skills harder to quantify. A 2022 LinkedIn report highlighted that 92% of talent professionals say soft skills matter as much or more than hard skills. Many candidates focus solely on certifications or technical prowess and miss showcasing how they solve problems or work in teams.

4. The Job Description Isn’t Set in Stone People often assume they need to meet every single requirement listed to apply, but job descriptions are more like wish lists than strict checklists. A 2018 study by TalentWorks found that candidates who met only 50-60% of qualifications but tailored their applications well still got interviews at high rates. Companies often adjust roles once they find the right person—flexibility and confidence matter more than perfection.

5. Employers Value Curiosity Over Expertise In a fast-changing work landscape, many job seekers don’t realize that showing a willingness to learn can trump years of experience. A 2024 Harvard Business Review article noted that employers increasingly seek “learning agility” because specific expertise can quickly become outdated. Asking smart questions in interviews or demonstrating how you’ve adapted to new challenges can set you apart more than a laundry list of past accomplishments.

These points reflect patterns in hiring behavior and workplace evolution—things that might not be obvious when you’re just scanning job listings or tweaking a cover letter.

From Gemini:

• Job requirements are often negotiable:
  • Many job seekers disqualify themselves by assuming that they must meet every single requirement listed. However, employers often list their “ideal” candidate, and they may be willing to consider someone with slightly different qualifications.
  • Demonstrating your value and showing how your skills can transfer can be more important than ticking every box.
• The power of networking goes beyond formal events:
  • Networking isn’t just about attending conferences or career fairs. It’s about building genuine relationships with people in your field.
  • Informational interviews, online connections, and even casual conversations can lead to valuable opportunities.
• Your online presence matters significantly:
  • Employers routinely check candidates’ social media profiles. A professional online presence, including a well-maintained LinkedIn profile, is crucial.
  • Conversely, negative or inappropriate content can quickly derail your chances.
• Tailoring your application is essential:
  • Sending out generic resumes and cover letters is rarely effective. Each application should be tailored to the specific job and company, highlighting the skills and experiences that are most relevant.
  • This means doing research on the companies that you are applying to.
• Follow-up is crucial:
  • Many job seekers fail to follow up after submitting an application or attending an interview. A polite and professional follow-up can demonstrate your interest and keep you top of mind.
  • A thank you email after an interview is considered a must.

By understanding these points, job seekers can significantly improve their chances of success.

From ChatGPT:

1. Most Jobs Aren’t Advertised (And Even Many That Are, Aren’t Really “Open”)

Many companies post jobs just to collect resumes or because of internal policies, but they may already have a preferred candidate in mind. Some jobs aren’t posted at all and are filled through networking. If you’re only applying to posted jobs, you’re competing with hundreds of other applicants for roles that might not even be truly available.

👉 What to do instead: Tap into the hidden job market by networking strategically, getting referred, and directly reaching out to decision-makers.

2. Your Resume is Rarely Read by a Human at First

Most resumes are screened by Applicant Tracking Systems (ATS), which means if yours isn’t optimized with the right keywords and formatting, it may never reach a hiring manager.

👉 What to do instead: Tailor your resume with keywords from the job description and avoid fancy formatting (no tables, graphics, or columns). Better yet, bypass ATS when possible by networking into companies directly.

3. Interviewers Often Make Decisions Within the First Few Minutes

Many hiring managers form an impression of you within the first few minutes of an interview, and much of it is based on non-verbal cues—your confidence, energy, and how well you establish rapport.

👉 What to do instead: Focus on your presence—make strong eye contact, have a confident but warm greeting, and be prepared with a strong opening answer to “Tell me about yourself” that immediately positions you as a strong candidate.

4. Salary Offers Are Often Lower Than What Companies Can Actually Pay

Companies usually have a salary range in mind, and the first offer is rarely their best. Many job seekers don’t negotiate, leaving thousands of dollars on the table.

👉 What to do instead: Always negotiate. Ask about salary ranges early, and when you receive an offer, express enthusiasm but counter with a well-researched number based on market data.

5. Most Recruiters Work for the Employer, Not for You

Many job seekers think recruiters are their allies, but most external and internal recruiters are working in the company’s best interest, not the candidate’s. Their goal is to fill the position, not necessarily to get you the best deal or the right fit.

👉 What to do instead: Use recruiters as a source of opportunities, but don’t rely on them exclusively. Do your own outreach, negotiate aggressively, and make sure the job is truly the right fit for you.

From Claude 3.5

Here are 5 lesser-known but important insights about job searching:

1. Most jobs are never publicly posted. The “hidden job market” makes up around 70-80% of positions, which are filled through internal referrals, networking, and direct outreach. This means solely applying to online job postings means missing out on the majority of opportunities. Building relationships and reaching out directly to companies you’re interested in can be far more effective.
2. Applicant Tracking Systems (ATS) are more sophisticated than simple keyword matching. Modern ATS analyze contextual relevance and the relationship between terms, not just keyword density. Simply stuffing your resume with keywords is less effective than writing naturally while incorporating relevant industry terminology. Some systems even penalize obvious keyword stuffing.
3. The best time to negotiate isn’t after receiving an offer – it’s before. Once a company makes an offer, they’ve already mentally anchored to a number. Having discussions about compensation expectations early in the process, especially when you have leverage from other opportunities, gives you more room to influence the eventual offer. Many candidates fear this will price them out, but it often leads to better outcomes.
4. Hiring managers spend more time looking at your digital presence than your cover letter. While cover letters aren’t dead, your LinkedIn profile, portfolio, GitHub account, or other professional online presence often gets more attention. These platforms show your work and professional brand in action, rather than just telling about it. Many hiring managers check these even before reading resumes.
5. The “experience required” section of job postings is often more of a wish list than a strict requirement. Studies show that women particularly tend to only apply if they meet 100% of listed requirements, while men apply meeting just 60%. Companies often list their ideal candidate but will consider those with less experience if they demonstrate strong potential and relevant skills. The key is showing how your existing experience translates to their needs.

From Perplexity.ai

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