FutureProof You

EP 16 6 Myths in the Job Search
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[00:00:00] aaron_1_05-19-2025_102818: Welcome to this episode of Future Proof Use podcast. Go f yourself. I am your co-host, Aaron Makelky, joined by Dan Yu and John Lovig.

[00:00:10] john-lovig_1_05-19-2025_122818: Hello.

[00:00:12] aaron_1_05-19-2025_102818: In this episode, we are going to be demystifying the myths in the job search, since that's John's preferred verb. We do a lot of demystifying here at future proof you. very quickly let's preview what those are and then we'll break 'em down one at a time and tell you why they are [00:00:30] myths and take away the mist. One, an AI in the company's applicant tracking system, and that's why you can't get an interview. The second myth, just use the easy apply button on the LinkedIn job posting. The third myth is that quantity is more important than quality when it comes to applications. ~The fourth mist.~ The fourth myth is, uh, not identifying ghost jobs and not being able to tell when postings aren't [00:01:00] actually being actively hired. The fifth one is that your age is keeping you from getting an opportunity, whether you're young or you're old, ageism. And then finally, networking matters when you need a job. So let's start with the first one. Since both Dan and John are in the recruiting space and you see inside of applicant tracking systems for our listeners that aren't recruiters, basically the database that keeps all of the information on people who apply so that the hiring manager and recruiter can sort through there [00:01:30] and see their resume and their experience and a link to their LinkedIn profile, et cetera. What do you guys see on the inside of applicant tracking systems currently in mid 2025 when it comes to ai? John?

[00:01:42] john-lovig_1_05-19-2025_122818: Yeah. So, and, and first I think the reason why people think this has happened. Name, uh, their logical conclusion is typically that they feel that they get rejected really quickly, almost immediately, or five minutes after they've applied. And [00:02:00] so they think, oh, it's gotta be ai. Um, chances are, uh, unless somebody's invented an ai, I've never heard of.

[00:02:09] john-lovig_1_05-19-2025_122818: Um, which would be shocking for someone like myself 'cause I'm very into technology. Uh, so far AI in applicant tracking systems is used for searching for people almost exclusively, not for,

[00:02:25] aaron_1_05-19-2025_102818: one of my

[00:02:25] john-lovig_1_05-19-2025_122818: uh, weeding through applications. What's most likely happening is [00:02:30] one of two things.

[00:02:31] aaron_1_05-19-2025_102818: Or would you

[00:02:32] john-lovig_1_05-19-2025_122818: Either

[00:02:32] aaron_1_05-19-2025_102818: day?

[00:02:33] john-lovig_1_05-19-2025_122818: there's a knockout question on your application that you answered.

[00:02:36] john-lovig_1_05-19-2025_122818: Uh, do you require visa sponsorship? Do you live in the correct location?

[00:02:41] aaron_1_05-19-2025_102818: what to

[00:02:42] john-lovig_1_05-19-2025_122818: Uh, are you willing to commute to the office, whatever the case may be, or they just so happen to apply while the recruiter's going through the applications. Um, but most times, unless it's a knockout question, you've been rejected by a human being.[00:03:00]

[00:03:00] aaron_1_05-19-2025_102818: Yeah.

[00:03:02] _1_05-19-2025_122818: another rejection could be that, um, this position requires a certain degree. And if you, uh, and John and I, we just had that search, right? That, that it required a certain degree, uh, uh, as a minimum. And if you didn't meet the minimum, then you would get rejected.

[00:03:19] john-lovig_1_05-19-2025_122818: But it was a knockout question. Yeah.

[00:03:22] _1_05-19-2025_122818: a knockout question, right?

[00:03:23] aaron_1_05-19-2025_102818: and, and just to clarify for our listeners that aren't. Job hunter recruiter pros like you guys, a knockout question [00:03:30] is if you don't give them the answer they want, you are disqualified. You're out of the stack of potential candidates like

[00:03:36] john-lovig_1_05-19-2025_122818: Yeah.

[00:03:37] aaron_1_05-19-2025_102818: you have an English degree, but they're looking for an engineering degree.

[00:03:40] aaron_1_05-19-2025_102818: Okay? Nothing else on your resume or your application matters. You're out.

[00:03:43] john-lovig_1_05-19-2025_122818: Yeah.

[00:03:46] aaron_1_05-19-2025_102818: Yeah. So in, in other words. You might be getting rejected based on something in there, but it's not an algorithm. It's still gonna be a human making that final decision based on everything

[00:03:57] _1_05-19-2025_122818: Mm-hmm.

[00:03:57] aaron_1_05-19-2025_102818: see in ATSs in [00:04:00] 2025.

[00:04:00] john-lovig_1_05-19-2025_122818: Yeah. And I would say probably by the time AI actually is implemented in ATSs for this purpose, uh, likelihood will be that you will be surfaced. More likely if you have the right qualifications than less likely, in my opinion.

[00:04:19] aaron_1_05-19-2025_102818: And it'll get rid of some of the human bias or

[00:04:22] john-lovig_1_05-19-2025_122818: Exactly.

[00:04:23] aaron_1_05-19-2025_102818: that people are out there.

[00:04:24] john-lovig_1_05-19-2025_122818: Exactly.

[00:04:26] aaron_1_05-19-2025_102818: Yeah. So Dan, why don't you take the second [00:04:30] myth, the easy apply button on LinkedIn. What is the perception of that versus the reality for a job hunter?

[00:04:39] _1_05-19-2025_122818: I actually met somebody last week that, um, that had boasted. oh, you know, I'm really active. You know, I'm, I'm always, uh, using easy apply because it is so easy. unfortunately, easy apply is a LinkedIn, uh, product, and so it is, [00:05:00] um, going to stay within LinkedIn. It will not be moved from LinkedIn to the company a TS unless a human actually moves it over. So they say, okay, these five candidates these other ones reject. and so the, the perception of an easy apply button is that, um, you know, it's, it's such a [00:05:30] great way to apply to as many jobs as possible because you don't have to fill out applications. You don't have to make any effort. Unfortunately the, you know, the reality is that, uh, some easy apply recruiter or recruiters who use Easy apply, they may not get to it because they do have a lot of applicants, um, going right directly onto their careers page. And so it's always more effective to use a, if you're gonna apply online and we'll, we'll talk about networking later, [00:06:00] but if you're going to apply online, it's always much more effective to go through the company website because then you get. Uh, added to their company a TS and typically recruiters will, as John mentioned, go through their own a TS to do search before they go out into the world of LinkedIn.

[00:06:20] john-lovig_1_05-19-2025_122818: I will add one caveat that that LinkedIn has done to improve the easy apply process is it now states [00:06:30] when with easy apply because it is in, within LinkedIn, it states how active the recruiter is, and so. You can tell if someone's actively reviewing profiles on a regular basis, uh, compared to before where you really didn't know.

[00:06:45] john-lovig_1_05-19-2025_122818: So there might be some benefit to also easy applying, but my recommendation would still be to apply on the, on their applicant tracking systems website too.

[00:06:56] aaron_1_05-19-2025_102818: Just so that that person's information is gonna be saved [00:07:00] in house versus when the LinkedIn posting goes down. So does all of the data

[00:07:04] john-lovig_1_05-19-2025_122818: Mm-hmm.

[00:07:06] aaron_1_05-19-2025_102818: Yeah. Well, that's the perfect bridge to the third misconception in the job search, which is you just need to apply to more, and that quantity is more important than quality. Dan, what's your response to people who think that getting 20 applications in today was a good use of my time?

[00:07:23] _1_05-19-2025_122818: Um, I, call it the opium of action. I. You know, and you're kind of feeding [00:07:30] yourself that, um, uh, that good feeling that you're doing something, that you're being active. But in reality, if you're just going to, uh, spray and pray your applications, I. Uh, on ly or just, you know, just as many jobs as possible. Um, I don't think that's very effective.

[00:07:48] _1_05-19-2025_122818: Ultimately, you know, you're, you're gonna get a better shot at being thoughtful and mindful about the certain jobs. Um, when I've posted roles, uh, out there, [00:08:00] the efficacy is, uh, usually less than two, almost always less than 2%, and many times less than 1% efficacy. So, um. I find myself just vast rejecting, uh, a ton of candidates.

[00:08:16] _1_05-19-2025_122818: And so it's kind of obvious when it's somebody that just hits easy apply, right? And just wants to get as many applications in. um, I. Uh, it's, uh, I'm sure it's frustrating [00:08:30] for, uh, recruiters to see that many, uh, applicants that don't fit, but I'm also very empathetic towards the applicant that is really trying hard to look for a job, but they are just not getting anywhere because they're applying for jobs.

[00:08:46] _1_05-19-2025_122818: They're really not, uh, qualified for.

[00:08:49] aaron_1_05-19-2025_102818: So John, what's your advice to somebody who wants to find a balance? They might have to have some quantity of applications out

[00:08:56] john-lovig_1_05-19-2025_122818: Yeah.

[00:08:56] aaron_1_05-19-2025_102818: a degree, but how do you identify and come to [00:09:00] a happy medium between quantity and quality of applications?

[00:09:03] john-lovig_1_05-19-2025_122818: I think, I mean, the key here is it's, it's finding resonance in what, what, you know, aligns with your background the most. Uh, if you're struggling to find a job and you have a burning platform, like you don't, you know, you don't have something and you need something, don't just, you know. Spray and pray, as Dan said, um, it, it leads to less focus and when you're not focused on the job search, you make a [00:09:30] lot of mistakes.

[00:09:31] john-lovig_1_05-19-2025_122818: Uh, go for the, the roles at companies that are similar to the one that you worked for. Look for opportunities for, um, that are aligned, even if they're lateral. Um, and then try to network yourself into the company. Find contacts that you know, or if there's second degree connections, reach out to them. Try and get some sort of connection.

[00:09:52] john-lovig_1_05-19-2025_122818: Ask for informational interview. Um, whether, and, and also don't assume that. [00:10:00] Uh, you shouldn't be reaching out to companies that don't have a job posted because they might be posting a job at any moment. I also think find a good recruiter or two that you can work with who specialize in your space because they will have direct connections with hiring managers.

[00:10:15] john-lovig_1_05-19-2025_122818: I.

[00:10:17] aaron_1_05-19-2025_102818: Yeah. And one that I wanna share that you actually taught me, John, is the importance of project managing applications. And the thing that I learned,

[00:10:25] _1_05-19-2025_122818: Mm-hmm.

[00:10:25] aaron_1_05-19-2025_102818: I had a goal, like a quota of how many I was applying for, and then I thought, [00:10:30] could I actually project manage, like just track all of these in a Excel sheet or

[00:10:35] _1_05-19-2025_122818: Mm-hmm.

[00:10:35] aaron_1_05-19-2025_102818: sheet? And the obvious answer was no. So that told me I was airing too much on the side of quantity and not enough on quality.

[00:10:45] john-lovig_1_05-19-2025_122818: Yeah, and

[00:10:46] aaron_1_05-19-2025_102818: what about,

[00:10:47] john-lovig_1_05-19-2025_122818: I,

[00:10:47] aaron_1_05-19-2025_102818: what about ghost jobs? You have an article that's had a ton of reach on LinkedIn and on your own blog, and I don't know if you coined the term, but you've definitely

[00:10:56] john-lovig_1_05-19-2025_122818: I didn't coin it, that's for sure.

[00:10:58] aaron_1_05-19-2025_102818: Well, you've, you've made [00:11:00] it known to people. I didn't know about it until I saw it from you. What is a ghost job and what do job hunters need to know about identifying them?

[00:11:06] john-lovig_1_05-19-2025_122818: Yeah. Um, it's, it's a posting that lives you typically on LinkedIn that actually isn't real. And there's a couple reasons for why they exist. One is companies purchase LinkedIn packages. Um. For a year. And they can't change those packages regardless of what their hiring is. And that comes with job [00:11:30] posts, a number of promoted job posts that they can use.

[00:11:33] john-lovig_1_05-19-2025_122818: And so if you have 30 job postings, but you don't have 30 jobs, whatcha gonna do with all those? It's wasted. And so a lot of times companies will put. Opportunistic postings up to try and get applicants for when they are hiring again. Uh, the problem is they're just not typically transparent about when it's a live job and when it's a, um, you know, talent pooling effort.

[00:11:57] john-lovig_1_05-19-2025_122818: And so, you know, more companies should be [00:12:00] overt about that. The other reason some ghost jobs exist, and you'll see it typically at a high level, is when a recruiting firm. That has sleazy business practices, posts fake jobs to get high level stakeholders to have a conversation when the job's not real so that they can do business development.

[00:12:20] john-lovig_1_05-19-2025_122818: I. It's a practice that I absolutely hate and never engage in because you're getting someone's hopes up and there's not many senior level positions out there. So [00:12:30] you're getting all these great people apply under the guise of something real, and then you're like, oh, it's not the right fit for you. But listen, let's stay in touch.

[00:12:38] john-lovig_1_05-19-2025_122818: Are you hiring? You know, not a great practice. Do it with a real position.

[00:12:44] aaron_1_05-19-2025_102818: Yeah. What's your experience with Ghost Jobs? Been Dan.

[00:12:48] _1_05-19-2025_122818: Uh, actually, personally, so I've, uh, I, back when I was still in the, uh, my old industry, um, I'd see them every now and then. Absolutely. [00:13:00] And you, you get to, um, meet somebody and, um, you know, and I was a hiring manager at the time, right? So just like John's question, uh, example that. Uh, hey, you know, sounds like, uh, sounds like you're doing great over there. Oh, you know what? So are you thinking about staying or moving? And then you kind of automatically know, you know, they're not really real. So, um, yeah, it's, uh, and it's also, uh, [00:13:30] obvious when you ask who the company is and they don't have a real company, you know, oh, we're, we're sourcing this kind of role for several different companies. You know, so,

[00:13:41] john-lovig_1_05-19-2025_122818: Also a recruiter. A recruiter who will not tell you the name of a company is someone you don't wanna work with.

[00:13:48] _1_05-19-2025_122818: Yeah. Be upfront, you know, every, every recruiter like, and John and I, you know, we are upfront about who the company is. You know, if you're gonna respond to our note, yeah. We'll tell you who it is. Sure. Why not?[00:14:00]

[00:14:00] john-lovig_1_05-19-2025_122818: Um, and, and to identify them, which was I think the second part of your question, Erin. Uh, there's a couple ways. If it's on LinkedIn, but it's not housed on their website, it's probably fake. If it's on LinkedIn and it's easy to apply and it doesn't show active actively recruiting, it's probably fake. Um.

[00:14:21] john-lovig_1_05-19-2025_122818: Yeah, and even, even with the recruiting firms, if they didn't post it to their own job portal, it's, it's probably fake because, you know, we have our own applicant tracking [00:14:30] systems and we typically use those in tandem with LinkedIn. So, uh, chances are fake.

[00:14:38] aaron_1_05-19-2025_102818: Yeah, so speaking about of fake, what about in the job search? Is that a real thing? Are people missing out on opportunities to interview based on their age, on either end of the spectrum? you just did some work with a bunch of senior people that are towards the latter end of the, uh, the number chart of [00:15:00] age.

[00:15:00] aaron_1_05-19-2025_102818: And you heard this come up quite a few times last week in your work with them, what's your take on ageism being a, a barrier to entry? I.

[00:15:09] _1_05-19-2025_122818: Um, I think that it's a perception, um, that stems from. Uh, a, a cultural misfit, I think from, from the company side, right? So if, if the company thinks that, oh, somebody's only going to be with us for, let's say five years, know, let's [00:15:30] not, you know, let's not go there with that candidate. The reality is that tenure years now, the average tenure at any one firm is four years. So I, I, I think there is some truth to ageism, but it's, it's in the perception of the internal recruiter or the internal hiring manager, which that's more appropriate. but from a candidate perspective, they, um, the idea that, you know, oh, I'm not getting an interview because of ageism. You know, should I [00:16:00] hide, should I hide, you know, my experience, if I have experience from, you know, let's say a couple decades ago, uh, I think there's, I. Um, ownership that, that you have to, you have to have, right? You know, you, you can either, you know, work on your profile and work on your personal brand and, and work on trying to make, uh, a, a smart move and own that, right? Then blame ageism, right? You can blame ageism all you want, but [00:16:30] is that really gonna get you anywhere? about work on your profile? Right? How about work on, you know, who your, what your personal brand is, or go find an industry actually would like responsible, you know, people to come and be a safe set of hands, right? Somebody that's, that's actually still got a lot of energy and still will willing to, uh, will, you know, willing to come in every day and, and kick butt.

[00:16:57] aaron_1_05-19-2025_102818: John, what

[00:16:57] _1_05-19-2025_122818: So.

[00:16:57] aaron_1_05-19-2025_102818: what about the other end of the spectrum? [00:17:00] Do you hear this from

[00:17:01] _1_05-19-2025_122818: Yeah.

[00:17:01] aaron_1_05-19-2025_102818: ever in the hiring market? And if so, what are some things they can do to help?

[00:17:05] john-lovig_1_05-19-2025_122818: They don't necessarily blame things on ageism, but they, there's always this frustration with newer, um, talent in the market because it. Feels like they need two years of experience to get an entry level job. Um, and so they struggle a lot with, with that piece, uh, especially in a tough market because, uh, and, and especially as we start to see more and [00:17:30] more, um, positions being focused on AI instead of, um, instead of, you know, hiring entry level or contract talent.

[00:17:39] john-lovig_1_05-19-2025_122818: Um, so I don't know quite. If it's ageism so much as it's, you know, more, they want someone more experienced, someone who could most hiring, most hiring teams make the mistake of, of, of trying to hire someone who could hit the ground running when that's a fallacy most of the time. Uh, and so, you know, hiring an eager [00:18:00] young, fresh out school person.

[00:18:03] john-lovig_1_05-19-2025_122818: Can be a huge win for a lot of companies if they just have the time to train people, because you're gonna have to train someone no matter what. It might be more training than you anticipate with someone who could hit the ground running. But, um, at the same point, it's worthwhile. 'cause those, those folks are usually pretty committed early on and, and enjoy, have a lot of, uh.

[00:18:24] john-lovig_1_05-19-2025_122818: Enthusiasm. I think also on the, on the older side, you know, I, I had a [00:18:30] candidate, I, I worked with designers, uh, you know, who are designing mobile apps and, and websites and experience. Experiences. And I had a designer who would complain all the time about ageism and he thought it was definitely happening to him.

[00:18:46] john-lovig_1_05-19-2025_122818: But the challenge is he. Never kind of kept up with his skillset. He never adapted to new technologies. He was prototyping in old software. He was showing old work [00:19:00] and he wasn't articulating his man managerial capabilities very well. And so, uh, in his case, he let himself get out skilled by the market versus ageism.

[00:19:12] aaron_1_05-19-2025_102818: a, a. Self-fulfilling

[00:19:14] john-lovig_1_05-19-2025_122818: Mm-hmm.

[00:19:16] aaron_1_05-19-2025_102818: Yeah. What about the question of networking? Um, we'll go with this angle. Dan, your advice to somebody who looking for a role right now? So they're on severance or, they [00:19:30] got laid off and they don't have a job. I need one now by the end of the month, networking strategies would you recommend to people who don't value that?

[00:19:43] _1_05-19-2025_122818: Uh, start when you have a job. That'd be number one. when you come from a place of, um, you know, where, where you're working, you know that that perception definitely changes the [00:20:00] dynamic when you're speaking to somebody, you're just networking to keep in touch, you're networking to provide value, right, to whoever you're networking with. Um, the. I think there's the transactional nature of networking. You know, there's, there's posting, you know, networking's a four letter word, right? And it really isn't. It really isn't. I mean, if you're, if you're going to approach, uh, networking from a place of generosity instead of asking for something [00:20:30] only, uh, and, and really adding value to somebody else's day, I think you are gonna get the, help when you actually need it. So if you're gonna give, give, give and not count points, then when you actually need something, oh, this person's not just, you know, not just checking in anymore. Oh, they actually need something. Oh, I wanna help them out. And so the person that's out of work that's only starting networking now, well, you know, you got, you got an uphill battle there. And, uh, [00:21:00] unfortunately.

[00:21:01] aaron_1_05-19-2025_102818: Yeah, so John, the, the better side of that coin is, okay, I'm open to a new role or looking around the curve. I might be looking for one soon, but I'm in one. I can stay here. I'm okay. networking strategies would you recommend to somebody who maybe doesn't value networking or thinks it's a four letter word like Dan

[00:21:19] john-lovig_1_05-19-2025_122818: Yeah, I mean, first of all, networking. It, it doesn't have to be complex, right? It's building a network of people professionally

[00:21:28] aaron_1_05-19-2025_102818: I.

[00:21:29] john-lovig_1_05-19-2025_122818: who. [00:21:30] You can reach out to when the time comes to make an ask. And if you've done it organically, like we talked about, then it won't be a heavy lift compared to when the fire is burning and you have to actually make an exit or, or you need a new job.

[00:21:46] john-lovig_1_05-19-2025_122818: Um, you know, start with your professional contacts from other companies. I am right now on the third job that I've had through the same person, um, who will, you know. [00:22:00] Employed me three separate times from, you know, we got dinner one time just to catch up and then he's like, come work for me. I texted him when I was out of a job and he said, oh, I've got a contract for you.

[00:22:11] john-lovig_1_05-19-2025_122818: You know, and so it doesn't have to be complete strangers. It can be friends, family members, uh, former coworkers are just a great way to, but the, the key is it's not an ask for me because we stayed in touch. We never [00:22:30] stopped tMakelkyng to one another. I didn't disappear, and then all of a sudden just make an ask of him.

[00:22:36] john-lovig_1_05-19-2025_122818: Uh, it, we just always would catch up. So that's the key. It's just, it's just communicating.

[00:22:44] aaron_1_05-19-2025_102818: Yeah. And I.

[00:22:45] _1_05-19-2025_122818: Yeah. I, I, I think a, I think a, a key thing is to have empathy for who you with, right? You know, if you're only gonna come to them when you need them. Then they're just gonna

[00:22:58] john-lovig_1_05-19-2025_122818: Mm-hmm.

[00:22:59] _1_05-19-2025_122818: way [00:23:00] of, that that person only reaches out

[00:23:01] john-lovig_1_05-19-2025_122818: Mm-hmm.

[00:23:02] _1_05-19-2025_122818: me. So, you know, work at it. You know, it, it, it's, it's, um, like exercise, right?

[00:23:10] _1_05-19-2025_122818: Or self care, whatever you want, whatever you wanna do to help yourself out. But you are helping yourself out by bringing value to other people by networking actively all the time.

[00:23:21] john-lovig_1_05-19-2025_122818: Yeah.

[00:23:22] aaron_1_05-19-2025_102818: Yeah. The thing that I think of with your advice, John, is when you open that email thread or the text thread to the person, [00:23:30] you wanna look back and go, oh, the last time I reached out was when I needed something from them? Or do

[00:23:34] john-lovig_1_05-19-2025_122818: Mm.

[00:23:35] aaron_1_05-19-2025_102818: want to be like, oh. month I told him, happy birthday, or checking in on you.

[00:23:41] aaron_1_05-19-2025_102818: What are you working on? And then it comes across a lot less disingenuous than if I text him today. And then tomorrow I'm like, by the way, I'm outta work. Do you have a job for me? Like, oh, that's why you message me. Like you only do that when you need something you, you don't wanna open the thread and see that 'cause the other [00:24:00] person sees it too.

[00:24:00] aaron_1_05-19-2025_102818: And it, it's pretty obvious to them that you're only asking when you need something. I.

[00:24:05] john-lovig_1_05-19-2025_122818: Yeah. It's like that friend who texts and is like, Hey, can I borrow money? You know, like, and that's what all they ever do.

[00:24:12] aaron_1_05-19-2025_102818: Yep.

[00:24:13] _1_05-19-2025_122818: Yeah. And, and then, and, and also the, the way you approach it too, it's, um, you know, uh, uh, when you ask somebody to network, um, you know, let's say it's somebody you know and just say, Hey, can I pick your brain? You know, that's a transaction, right? [00:24:30] Can I, can I get, can I get a few minutes of your time? a transaction. Right. And the, the less transactional you make it, more authentic it'll be. so, um, and then when it's somebody that you don't know, let's say it's a second connection and you're getting introduced, I think it's, uh, it's hard to say, you know, I'd really like to pick your brain

[00:24:53] aaron_1_05-19-2025_102818: didn't do it.

[00:24:55] _1_05-19-2025_122818: right. For somebody you don't really know. And I think that's, um, that's, uh, [00:25:00] that lacks authenticity. And so if you have.

[00:25:02] aaron_1_05-19-2025_102818: of days,

[00:25:03] _1_05-19-2025_122818: a certain question that you may a, they may ask, you know, just be humble about it. Say, you know, I'm, I'm, uh, not comfortable with this kind of outreach, um, and I'm hoping if you could point me in the right direction and you'll, you'll probably get the same answer.

[00:25:18] _1_05-19-2025_122818: I.

[00:25:20] aaron_1_05-19-2025_102818: Yeah. Well, those are the six myths that job hunters, uh, bring up in their search. So to review number one. an AI in [00:25:30] the applicant tracking system, and that's why you're not getting interviews. second myth was just hit the easy apply button on LinkedIn job postings. The third one was you just need to apply to more and valuing quantity over quality. fourth one is not being able to spot those ghost jobs that John talked about. The fifth one is that ageism is the reason you're not getting opportunities. And then last, not valuing networking or like Dan said, just valuing it when you need something and not being [00:26:00] proactive with it. If you, as the listener need help with your job search, that's exactly what future proof you exist to do is to help you take control of your career today and not feel overwhelmed or not know where to start, or just kind of at the mercy of the job market. We have live classes on our website. That you can see the schedule, future proof u.com, or you can see recordings and asynchronous versions of previous ones like John's [00:26:30] Ace, the interview. If you have an interview coming up and you feel the pressure of having to perform there and wanna psychology and recruiting expert to help coach you through that, there's some awesome things in there as well as career pivot advice, uh, from from Dan, if you're trying to get into a new industry or a. Late stage career pivot. We have classes on that as well. On behalf of my co-host, Dan Yu and John Lovig, I am Aaron Makelky, and this episode ~of Future Proof Use, go F. Your podcast~ is coming to a close. Thank you ~gentlemen. Thank you, listeners.~

[00:26:58] john-lovig_1_05-19-2025_122818: ~See ya.~

[00:26:58] _1_05-19-2025_122818: ~Thanks so much guys.~

[00:26:58] ​