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Recently, one of Michelle Schafer’s clients applied online for a job at a large national organization in Canada. Within days, he got a rejection email. But at the time he applied, he had also looked in his network to see if he knew anyone on the inside – he did, and that person introduced him to the hiring manager. Shortly after meeting the hiring manager, he received another email from HR which led to a series of four interviews and eventually a job.
For job seekers who still spend most of their time scrolling job boards and submitting online applications, it’s the kind of story that makes you wonder if there is any value in the traditional job application.
Ottawa-based career coach Ms. Schafer says the story illustrates the growing reality that many hiring decisions are happening outside traditional job posting channels.
“Hiring managers and recruiters are being flooded with applications, so they are turning to other sources, like posting exclusively on the company website or relying on the company’s internal network to source top talent,” she says.
That means job seekers may need to rethink how they spend their time.
Ms. Schafer says only about 20 per cent of a job search should be spent online. The remaining 80 per cent should focus on outreach activities designed to uncover opportunities that may never appear on a job board.
“The return on investment for your time and effort is far greater when you start with people you know, because companies want to hire people they know and trust,” she says.
She recommends identifying a list of organizations that interest you and then looking through your network to see who might be able to provide an introduction. If there are no direct connections, second-degree connections can often open doors as well.
Despite the benefits, many job seekers struggle with networking.
Ms. Schafer says one thing holding them back from leveraging their networks is the limiting belief that people are too busy, or too senior, to meet with them.
“Many job seekers avoid networking altogether because they feel it’s all about selling themselves and they feel uncomfortable asking for help. But here’s the thing – if you don’t ask for someone’s time, you don’t get referrals or job opportunities,” she says.
She says to consider networking as “research through conversation.”
Rather than treating networking as a sales pitch, Ms. Schafer encourages job seekers to approach conversations with curiosity. Ask people how they got into their role, what their company is like and what advice they have for someone interested in working there.
You can make the connection more reciprocal by asking how you can add value to them as well. Something as simple as following up with a resource they might be interested in shows effort.
If you find networking awkward, directly asking for a referral can be tough, too.
“A good time to ask is after you have applied to the job online. Then ask your network to get your resume into the right hands,” she says.
While it may seem intuitive, Ms. Schafer also says it’s important that the person you’re asking for an endorsement actually knows you. This could be a peer, a partner you worked with or even people who have reported to you.
Once you’ve applied for the job, reach out to that person to let them know what position you’re interested in, and why you are a fit for the job. This makes it easy for them to vouch for you.
“There is so much noise in the job market right now, and people need to find ways to stand out from the masses. Referrals are the best way to do this,” she says.
For job seekers frustrated by automated screening systems and crowded applicant pools, Ms. Schafer’s client offers a reminder that a rejection is not always the final answer. Sometimes, the difference between being overlooked and getting hired is simply finding the right conversation.
Fast fact
Eyeing exit
44 per cent
That’s how many workers plan to look for a new job in the next six months, up from 33 per cent in the first half of 2026, according to new data from recruitment firm Robert Half.
Career guidance
Family planning
One worker is planning for a family and is looking for a new job with good parental benefits. They’re concerned that asking detailed questions about parental benefits could inadvertently signal future family plans during the hiring process.
HR experts say candidates should look beyond maternity or parental leave top-ups when evaluating potential employers. They can ask broader questions about how the organization supports employees through major life transitions and work-life balance, helping them gather the information they need without disclosing personal plans.
Quoted
Beating bots
“There were recruiters reaching out to me from different companies. When I was networking or reaching out to people, they would recognize me from my content. That’s when I started to realize that your personal brand is more important than the company you’re working at,” says tech worker turned author Alexander Smith.
This article explores how networking on LinkedIn has shifted in the age of AI, and how to stand out in a sea of automated outreach.
On our radar
Digital doubts
A new study from cybersecurity company Cloaked shows job seekers are concerned about their online presence, especially with the rise of AI search. The data shows they are not only worried about what potential employers will see online, but many have skipped applying for a job because of their current digital footprint.