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Hiring professionals who see countless job applications every year begin to notice patterns of red flags that can instantly disqualify a candidate. Here, experts share their thoughts on the most commonly made mistakes. Avoid the White Fonting Trick Surprisingly, many candidates still use the “white fonting” tactic on their résumés. This practice stems from an outdated piece of advice that has spread over time: include extra keywords or copy the entire job description, reduce the font size, and change the color to white. The intention is to make the text invisible to the eye but still detectable by applicant tracking systems. It’s essentially an attempt to game the system. As a recruiter, I’ve encountered this more times than I can count. However, the moment I highlight the text or open the file in dark mode, the trick becomes glaringly apparent. It immediately raises concerns about the candidate’s integrity, making it a clear red flag. Indeed, résumés should be keyword-optimized. However, the correct approach is to naturally incorporate relevant terms from the job description into your bullet points. Demonstrate how you’ve applied those skills through concrete examples and results. The simplest way to avoid this mistake is to refrain from using the trick altogether. Remember that the objective isn’t to outsmart the software. Instead, it’s to present your experience in a clear, relevant, and compelling manner for the people reviewing it. Ana Colak-Fustin, Founder, HR Consultant and Recruiter, ByRecruiters Proofread Thoroughly Another red flag we consistently notice in job applications is grammatical errors and typos. These mistakes immediately signal a lack of attention to detaila quality we consider essential in any professional role. We recently reviewed a candidate with stellar qualifications who was eliminated early because their résumé contained multiple spelling errors. What makes this particularly unfortunate is how easily these mistakes can be avoided. For example, the candidate had mistyped the name of their previous employer and used inconsistent formatting throughout the document, giving the impression of carelessness despite their impressive background. To sidestep this issue, we recommend a three-step approach. First, always proofread your application thoroughly before submission. While spell-checking tools are helpful, they don’t catch everything and can struggle with things like industry terminology. Second, we recommend candidates have someone else review their application documents. A fresh pair of eyes often spots errors we’ve become blind to after multiple revisions. Third, never rush the application process. Employers can tell when something has been hastily assembled, and it suggests you might bring that same hurried approach to important work tasks. In our experience, candidates who submit polished, error-free applications demonstrate the professionalism and meticulousness that employers value. This attention to detail in your application reflects how you’ll approach your worksomething we always look for when identifying top executive talent for our clients. Remember, a résumé is often a first impression, so its best to make sure it represents the caliber of work you’re capable of delivering. Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search Follow All Job Posting Instructions Some application red flags stand out before I even review a candidate’s materials. The most common is failing to follow the instructions in the job posting. If a candidate skips steps, submits their application to the wrong place, or neglects to include requested materials, it signals one of two things: either they didn’t read the posting carefully, or they struggle with following directions. Both are concerning. Even in independent roles, employees must adhere to guidelines and standards, and strong reading comprehension is essential in today’s workplace. When a candidate makes these mistakes early in the process, it suggests they may not be genuinely interested in the roleor that they would face challenges if hired. This issue often arises when candidates rush to submit as many applications as possible in a short time. While applying broadly can be beneficial, a scattershot approach is rarely effective. A better strategy is to focus on a handful of well-matched opportunities and take the time to read and respond to each job posting carefully. By tailoring your résumé and cover letter to the role and ensuring you follow every instruction, you’ll significantly improve your chances of moving forward in the hiring process. Instead of prioritizing quantity, aim for quality by choosing roles that are the best fit and submitting thoughtful, well-prepared applications. Archie Payne, Cofounder & President, CalTek Staffing Replace Buzzwords with Concrete Achievements Another warning sign in job applications is an over-reliance on buzzwords without quantifiable results to back them up. Résumés filled with generic phrases fail to instill confidence in a candidate’s abilities and can even sound like they’re copy-pasted or AI-generated. Even if the listed skills are relevant, vague and overused terms do little to differentiate the applicant or demonstrate their true expertise. When I see a résumé or cover letter overloaded with buzzwords but lacking meaningful content, I question both the candidate’s qualifications and their genuine interest in the role. As a result, I’m unlikely to move them forward in the hiring process. For example, phrases like “results-driven professional” or “hardworking team player” may sound positive, but without supporting evidence, they are meaningless. Instead of stating that you’re results-driven, demonstrate itprovide quantifiable, data-backed achievements from past roles. A statement like “Increased sales by 30% in six months by implementing a new client outreach strategy” is far more impactful than simply calling yourself results-driven. By replacing vague language with concrete accomplishments, candidates can make a stronger impression and significantly improve their chances of moving forward in the hiring process. Matt Erhard, Managing Partner, Summit Search Group Use a Customized Résumé One of the most common mistakes I see is when candidates fail to tailor their résumé to the specific job they’re applying for. When a résumé is too generic and doesn’t highlight the skills and experiences most relevant to the role, it makes it difficult for recruiters to see the candidate as a strong fit. For example, if a candidate is applying for a software engineering position but their résumé primarily focuses on general IT support skills, without any mention of relevant programming languages or technical achievements, it’s a missed opportunity. They need to align their résumé with the job description, highlighting specific skills and accomplishments that demonstrate their expertise in the areas that matter most to the employer. To avoid this mistake, candidates should carefully read the job description and adjust their résumé to match the keywords, required skills, and experiences listed. Instead of sending out a one-size-fits-all résumé, personalize itto each role to show recruiters that you’ve taken the time to understand the position and how your background aligns with the company’s needs. This small effort can make a big difference in how your application is received. Mary Southern, Founder at Resume Assassin, Resume Assassin Avoid Instability Perhaps the number-one red flag we look for is the lack of stability within organizations. Candidates can avoid this by taking the time to research the companies they are joining and making the best choices when switching jobs, rather than simply following easy money. If candidates do not have strong longevity in their work history, I would advise them to structure their résumé to showcase the experiences and successes they have had and minimize the appearance of frequent job changes. Another problem that has been emerging recently is candidates using AI or ChatGPT to write their résumés without proofreading them on their own. Please, please, read your own résumé before you submit it and do not rely solely on technology to write it for you. Ashleigh Bechtel, President, Bex Partners Show Your Motivation for the Role A candidate who cannot clearly articulate why they want the role or what draws them to the company is sending up another red flag. This often shows up in interviews, but it begins in the application itself. A lack of clarity around motivation suggests the candidate is casting a wide net without much thought, which raises concerns about long-term fit and engagement. I recall a hiring manager sharing an example about a candidate with a strong technical background who applied for a leadership role at a mission-driven health tech company. When asked why they were interested, their response focused entirely on compensation and titlenot once mentioning the product, the team, or the impact of the work. It was a missed opportunity to connect with the company’s purpose and values. This kind of response immediately makes decision-makers question alignment. Skills may get you in the door, but motivationreal, specific interest in the role and the companyis what sustains success and growth in the long run. Candidates who take the time to research, reflect, and connect their goals to the organization’s mission are the ones who stand out. Not because they know the “right answer,” but because they’ve done the work to find a meaningful fit. Anna Radulovski, Founder & CEO, WomenTech Network Demonstrate Career Progression I have recruiting experience in 10 countries, and what I want to say is that one major red flag I consistently notice is inconsistent career progressionwhen a candidate’s experience jumps across unrelated fields without a clear connection. I have seen various examples: a career path that moves from photographer to Test Engineer, while also including marketing courses and an extra interest in medicine, raises questions about the candidate’s professional focus and long-term goals. My personal advice to candidates is to ensure that your career path has a logical flow. If you have career shifts, explain how this experience adds value to your current expertise. Liliia Yankovska, Global recruiter, ALLSTARSIT Be Truthful About Your Employment History One way this issue comes up is through discrepancies between an applicant’s application and their social media presence. I recently worked with a client who had a candidate who claimed on their CV that they had held three jobs over the last six years. However, a search of their Posts timeline on LinkedIn revealed two additional short-term roles. Upon further investigation, these turned out to be failed probation periods and unsuccessful positions that had not been disclosed. The hirer considered this omission to be misleading, as it gave an inaccurate representation of the candidate’s employment history. Such discrepancies are significant danger signs for employers. Always be truthful on job applications, even if it makes you look bad. When companies discover the truth, they will not look kindly upon it. Matt Collingwood, Founder and Managing Director, VIQU IT Recruitment Explain CV Gaps While career breaks are common and often justifiable, failing to provide a clear explanation can raise concerns about reliability or commitment. For example, a six-month gap without context might lead recruiters to question whether the candidate left a role under difficult circumstances or struggled to secure new employment. To avoid this mistake, candidates should proactively address any gaps in their cover letter or during the interview, highlighting constructive reasons such as personal development, caregiving responsibilities, or pursuing further education. Being transparent and framing the gap positively can help reassure recruiters and demonstrate self-awareness and professionalism. Sam Bradshaw, Head of People, Astute People Balance “I” and “We” Statements When a candidate uses too many “I” statements and not enough “we” in their résumé or interview, it raises a red flag about their ability to work in a team. Most jobs require collaboration, and if someone only talks about what they did without mentioning teamwork, it can make them seem self-centered or difficult to work with. Recruiters want to see that you can contribute to a team, not just that you want to take all the credit. For example, I once interviewed a candidate for a product management role who kept saying, “I built this feature,” “I launched this product,” and “I made this decision.” But when I asked about their team, they struggled to explain how they worked with engineers, designers, or marketers. This made me question whether they were really a team player or just exaggerating their contributions. A better way to frame achievements is to balance “I” and “we.” Instead of saying, “I built a new dashboard,” say, “I collaborated with engineers to design and launch a new dashboard that improved user engagement.” This still highlights your role but also shows teamwork. Recruiters love candidates who acknowledge their team’s efforts while still showcasing their own impact. Kevin Liu, VP of Products, Octoparse
Category:
E-Commerce
Its no secret that internships offer a higher chance of landing a full-time job. However, they can be hard to nail down. Landing a full-time graduate job has become increasingly competitive, especially in an era where AI is prevalent. Researchers such as Sarah Bana talk about how companies will use AI to perform tasks like research and information gathering, basic content creation, and administrative tasks that were usually given to entry-level employees. In one study, 69% of hiring managers believed AI could do the work of a recent college graduate. This begs the question: How can you land an internship or a job as a young person just starting in the workplace? And the short answer to this is to build solutions, rather than just apply. Step one: Identify your values, interests, and goals for impact The starting point is the hardest step. Itll take time and patience, and most importantly, a commitment to a path forward. Rather than being open to any internship opportunities, youll probably need to hone in on one. This gives you the time to fully explore it and apply your skills to stand out from the crowd. For instance, if you have a degree in communications, you may want to dig a bit deeper into your values and explore which sector would inspire you. Are you interested health, engineering, education, infrastructure, and environment? Do your research and find one or two companies that inspire you and would be your dream job. This step requires significant commitment. Barry Schwartz, in his influential research on “The Paradox of Choice” found that people fall into two categories: “maximizers” and satisficers. Maximizers exhaustively search for the best possible option, and “satisficers” set standards, meet them, and are content. His studies revealed that college students who were maximizers reported significantly lower satisfaction and higher levels of regret than those who were satisficers when it came to selecting sources. By adopting a satisficer mindset, you’ll conserve your cognitive resources for deeper, more meaningful work. You wont waste them on the psychologically taxing process of constant comparison. Step two: Get to know the company, and help them improve Next, its time to study the company and what they do. Youll want to use the product (if you can), talk to various employees, and study the competitors. You’ll also want talk to the competitors employees, and try to figure out what you could improve and how. GenAI tools will be extremely helpful in this process as you sift through the details. Every company has projects and automation solution needs that they dont have the bandwidth to create. An outsiders perspective can be invaluable to an organization. Dont be afraid of building a technical solution, and build a working prototype. If youre able to get feedback from real users, do that before you present that solution to the company. Ideally, you want to get in front of the person who is leading that effort or someone with decision-making power. Yes, the time commitment to do this will not be trivial. However, your efforts will be focused and highly directional. You won’t be spending hundreds of hours sending a generic application to open positions. You might, however, spend the same amount of time on this project. What you will demonstrate is a few key characteristics, such as initiative, ability to innovate and build, and complex problem-solving skills. If you can build a working prototype and present it clearly to the project or team lead, youre much more likely to land a job. Yes, even one that the company isnt actively hiring for. AI skill sets are incredibly valuable in an AI-driven workplace. And what if you dont get hired? Youll still end up with a portfolio of work that will strengthen your résumé in a way that applying to hundreds of jobs does not. AI is changing the nature of work, how we hire, and how we grow in our careers. The traditional path from entry-level to gradual advancement is slowly becoming obsolete as companies use AI to automate the first-rung tasks. But you can be in control. Just as YouTube washed away the gatekeeping control universities had on knowledge, AI tools now offer you a chance to buck the hiring process. You won’t need to waste hundreds of hours and mental energy submitting to traditional application channels and hiring algorithms. Instead, you can use these powerful tools to research companies deeply, identify their actual problems, and build working solutions that demonstrate your value. And you can do all this before a recruiter sets up an interview. You show what you are truly capable of, which is something that no generic application form would capture. And in the end, this gives you the power to design your own entry point to your dream organization.
Category:
E-Commerce
On the first Saturday of May, millions of Americans tune in to the Kentucky Derby to watch horses and their jockeys compete on the Churchill Downs racetrack in Americas longest-running sporting event. The Derby has been held annually on the same racetrack since 1875; its an event largely built on tradition. Horse racing viewers tend to skew older, but this year, Churchill Downs is looking to modernize the event for new viewers by embracing old traditions while also introducing brand partnerships that appeal to Generation Z. Casey Ramage, Churchill Downs’ vice president of marketing, brand, and partnerships, says the Kentucky Derby is a cultural moment for everyone ages 18 to 80. It really is such a unique opportunity to get to engage with such a wide variety of a fan base, she says. Its our responsibility to stay relevant and always be recruiting that next generation of fans. Gen Z consumes content differently than other generations, Ramage says, so shes focused her marketing team on churning out social media content that can be both entertaining and educational about the sport. She hopes those teens and young adults can start going to the Churchill Downs infield at around ages 18 to 20, to begin their journey of loving the Derby. To attract those Gen Z fans to pay more than $100 to enter the event, the Derby is partnering with influencers. Influencer Alix Earle partnered with the Kentucky Derby last year and will do so again this yearmaking Derby-themed TikToks and handing out an award for the best groomed horse. Other popular online personalities and brands, including Livvy Dunne, Griffin Johnson, and Barstool Sports, have all been tapped to partner with the Derby in attempts to pique Gen Zs interest. And because many members of Gen Z are under the legal drinking age (and nonalcoholic beverages are a bit of a buzzy trend), the Derby is now offering its first official mocktail, aptly named The Pony. This drink is a sweet, ginger beer-based concoction that incorporates blackberries, mint, and lemon. According to Churchill Downss internal data, around 400,000 fans attend each yearthe size of six Super Bowl audiences. Millions more view at home. Last year the event saw 16.7 million TV viewers and was the top broadcasted telecast in the month of May, according to Nielsen. Outside of racing, the Derby is also a hub for culture, fashion, food, and lifestyle, Ramage says. Interest in any of these pillars can lead into interest in the whole event, she adds. To keep the century-old event fresh, Ramage says the marketing team has combined old traditions with new brand and influencer partnerships. The Derby stays loyal to traditions that have spanned generations and long defined the event. The winner of the Derby is awarded a garland of over 400 red rosesa tradition that has lasted since its inception in the 1890s. The mint julep, a bourbon-based cocktail complete with sprigs of fresh mint, has remained the Derbys official drink since the 1930s; Churchill Downs typically serves more than 120,000 of those drinks during Derby week. But the Derby is constantly evolving its event and brand, Ramage says. One of its newest traditions is having a celebrity announce Riders up! before the race to signal that jockeys should mount their horses. Ramage says that this tradition is their version of the Super Bowl coin toss. Traditionally, an event officiator would make that call; but since 2012, a celebrity has taken that honor. Last year, Martha Stewart made the call. This year it will be Simone Biles, whose appeal transcends demographics, according to Ramage. You can turn on the TV to see your favorite celebrity, but then we want you to get curious and interested in attending the event as well, Ramage says.
Category:
E-Commerce
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