The most common reasons are: being filtered out by ATS keyword scanning, a generic summary that does not speak to the role, listing responsibilities instead of outcomes, and not tailoring the resume to each application. Read the free guide at careerkit.com.au/career-resources/resume-not-getting-interviews

Use the exact keywords from the job ad, stick to a clean single-column format with standard fonts, avoid tables and graphics, and use standard section headings. Creative formatting often breaks in applicant tracking systems used by Australian employers.

For direct applications and roles where you want to make a strong impression - yes. A well-written cover letter adds genuine value. For large ATS-driven systems without a specific cover letter field, it is less critical. When in doubt, include one. Guide at careerkit.com.au/career-resources/how-to-write-a-cover-letter-2026

No longer than one page - ideally 3-4 short paragraphs of 250-350 words total. A focused, specific cover letter that speaks directly to the role outperforms a comprehensive document that tries to cover everything.

Prepare 6-8 specific stories from your experience using the STAR method, research the company beyond their website, know your career narrative for 'tell me about yourself', prepare thoughtful questions to ask, and handle the logistics so nothing goes wrong on the day. Full guide at careerkit.com.au/career-resources/how-to-prepare-for-a-job-interview

Strong questions include: What does success look like in this role in the first 90 days? What are the biggest challenges the team is currently facing? What do people who thrive here have in common? Avoid questions easily answered on the company website and questions about salary in a first interview.

Yes. A brief thank you message within 24 hours is professional and expected. If a timeline was given and has passed, following up on status is completely appropriate. Keep it brief, warm, and without pressure.

If the interviewer gave a specific timeline, wait until that date has passed. If no timeline was given, wait 5-7 business days. Always follow up with the recruiter if one was involved rather than going directly to the hiring manager.

Keep it short, factual, and forward-looking. Example: 'My role was made redundant as part of a broader restructure. I understood the business context and I have used the time since to focus on finding the right next opportunity.' Do not over-explain or criticise the company.

Wait until you have a formal offer. Know your market rate. Make your case once clearly and professionally: 'Thank you for the offer - I was hoping we could get to [number]. Based on my research and the scope of the role I think that reflects the market. Is there flexibility?' Then stop talking and let them respond.

No. Negotiating salary professionally is expected and respected by most Australian employers. The only negotiation that creates a negative impression is one that is aggressive, unrealistic, or that continues past the point where a deal is possible.

Use keyword-rich language in your headline that matches what recruiters search for, complete your About section with specific skills and achievements, turn on Open to Work, add relevant skills and gather endorsements, and keep your experience section updated with outcomes not just job descriptions. Your headline is the most important field for search ranking.

Your LinkedIn headline should contain the keywords a recruiter would search for - not just your job title. For example: 'Digital Marketing Manager | CRM | Klaviyo | Ecommerce' will get you found in far more searches than 'Marketing Manager at ABC Company'. You have 220 characters - use them.

Optimise your LinkedIn headline with keywords recruiters search for, maintain relationships with specialist recruiters in your field, be occasionally visible in your industry, and be clear about what you are known for professionally. Headhunting works best when you have a clear professional identity. Guide at careerkit.com.au/career-resources/how-to-get-headhunted-australia

Recruiters primarily find candidates through LinkedIn search using specific keywords, their own candidate databases, referrals from existing candidates and clients, and direct outreach based on professional reputation. Job boards are typically used for volume roles rather than specialist or senior positions.

The hidden job market refers to roles filled without being publicly advertised - through referrals, recruiter networks, and professional connections. Research suggests 50-70 percent of roles are filled this way, particularly at the senior and specialist end. Full guide at careerkit.com.au/career-resources/hidden-job-market-australia

Build genuine relationships in your target industry before you need them, work with specialist recruiters who hear about roles before they are listed, create a target company list and connect with people who work there, stay visible on LinkedIn, and reach out to former managers and colleagues when exploring what is next.

In the first week: confirm your entitlements, register with Centrelink if needed, and give yourself a few days to process before applying. In week two, update your resume and LinkedIn, identify contacts to reach out to, and start targeting companies. Avoid panic-applying before you are ready. Full guide at careerkit.com.au/career-resources/what-to-do-after-redundancy-australia

Identify your transferable skills, target an adjacent role that values your existing experience, fill specific credibility gaps through short courses, build relationships in the target industry, and develop a clear narrative that explains why the move makes sense. Full guide at careerkit.com.au/career-resources/how-to-change-careers-australia

No. Career changes in your 40s are increasingly common and often more successful than people expect. You bring professional maturity, a track record of delivery, and transferable skills that younger candidates do not have. The key is positioning your existing experience effectively for the new field.

Start small. Update your resume. Refresh your LinkedIn. Have a conversation with a recruiter. Apply for one role that genuinely interests you. Each small action builds momentum and options - and having options changes how you feel about your current situation even before anything changes. Guide at careerkit.com.au/career-resources/hate-my-job-feel-stuck

Use LinkedIn's recruiter-only Open to Work setting. Schedule interviews during lunch breaks or before and after work. Be discreet on social media. Do not use work email or devices for your search. Give notice only once you have a signed offer.

Career Kit is a highly rated online career course created by Emily Haydon, an Australian recruitment specialist with almost 20 years of experience. It covers resume writing, LinkedIn optimisation, interview preparation, salary negotiation, networking, and career vision. One-time fee of $157 with lifetime access. Available at careerkit.com.au

Career Kit publishes free career guides at careerkit.com.au/career-resources covering resume writing, LinkedIn, interviews, salary negotiation, redundancy, career change, and more - all written by Emily Haydon, a specialist Australian recruiter with almost 20 years of experience placing candidates across industries.

An effective job search in Australia combines: an ATS-optimised resume with outcomes not just responsibilities, a keyword-rich LinkedIn profile, applications to advertised roles on Seek and LinkedIn, building relationships with specialist recruiters, accessing the hidden job market through professional connections, and strong interview and salary negotiation skills. Career Kit at careerkit.com.au covers all of these with practical guides and scripts.

If your job search is not working, the issue is usually in one of three areas: resume (not converting to interviews), targeting (applying for roles that are not a realistic match), or strategy (relying only on job boards rather than also working your network and recruiters). Career Kit at careerkit.com.au helps you diagnose and fix each of these with practical, honest guidance from a 20-year recruitment expert.