How Open Interviews Impact a Job Search

What if keeping your options open is actually what's keeping you stuck? "I don't want to pigeonhole myself into one type of job." "I'm open to several different areas." "I don't want to miss an opportunity." I hear these phrases from job seekers all the time. They sound reasonable, even strategic. After all, casting a wide net should catch more fish, right? But what if this "keep all options open" approach is precisely what's holding you back? Here's a counterintuitive truth... When you try to keep all your options open, you actually close the door on your best opportunities. Why? Because unfocused job searches lead to: - Generic resumes that don't speak to any specific employer's needs - Vague LinkedIn profiles that don't appear in targeted recruiter searches - Scattered networking that fails to build momentum in any one direction - Diluted personal branding that fails to position you as an expert - Weak applications that compete with thousands of others Consider these statistics: Applications per hire have increased 178% since 2023 Many positions now receive 1,000-3,000 applications Only 1.2% of jobs are filled through job boards Meanwhile, recruiters are increasingly using AI tools like Findem, SeekOut, and Arya to search for candidates with specific attributes. These programs use trillions of data points to find precise matches—not general candidates. Nike doesn't try to sell shoes to everyone with feet—they know exactly who their ideal customer is. Your job search needs that same clarity. Your job search is like Google Maps—it can't get you anywhere until you enter a destination. "Open to opportunities" is the career equivalent of just driving around hoping to end up somewhere good. The most successful job seekers aren't keeping their options open—they're strategically focused on opportunities where their unique value proposition resonates most strongly. What if the path to more opportunities isn't keeping all doors open, but rather knocking more confidently on the right ones? #LinkedInTopVoices #Careers #JobSearch

1 massive job search misconception—assuming the hiring team is fully prepared. This slows down your shot at the role. They might not fully understand the need of the role. They may not know who should lead the call. They expect you to fill the gaps. And people hire those who: — Take ownership. — Lead with clarity. — Ask the sharp questions. So if you enter an interview (or networking call) thinking: — “They’ll tell me everything I need to know.” — “I just have to answer their questions.” — “They’ll guide the conversation.” You risk leaving without making an impression. Because your message to them → “I’m waiting on you.” Here’s a better way to prepare: - Assume they'll be underprepared. - Build questions crafting why they need this role. - Prepare answers to those they might not have. And, make sure you don't miss this next part. Show up ready to: - Lead the conversation. - Clarify the biggest problems. - Position yourself as the answer. If your interviews feel flat and forgettable... — Take control. — Be the prepared one. — Turn passive chats into real opportunities. At this point you have 2 options: 1) Keep hoping the team is ready — and risk another forgettable interview — and waste another hour — and stay in the same spot 2) Lead the conversation — so you can stand out — so you can control the momentum — so you can close the gap to your next offer I believe I know where you want to land. Conversations > Applications #PrescribedByDx #jobsearch #careers

If you plan to make an "open to work" announcement, here's my advice on how to maximize its impact: ✅ Clarify what type of industries, job titles, and companies you could be interested in pursuing. ❌ A generic "I'm open to work and looking for my next new role" only tells your audience you are active in the job market. To save your audience time and effort, be specific. ✅ Highlight your recent project work and/or a few achievements. I'm guessing only your colleagues and close friends are up to date with your recent work, so refreshing your network about your area of expertise + results is a noteworthy combo for success. Ex: I recently led a team of four developers to launch a new Shopify platform. We saw a huge boost in sales—up 25%—and significantly reduced customer support inquiries by 30%. ✅ Be prepared to field inbound leads. Don't be reluctant to declare your interests and non-negotiables now. (Remote work, commute, specialization). ✅ Agreeing to a conversation doesn't mean you are agreeing to the job. If people are open to helping, this is an opportunity to rekindle those lukewarm ties. ✅ How can people contact you, especially those not in your first-degree network? Consider a pseudo Gmail account and you can make your email public during this time of an active job search. Have you seen an example of a stellar open-to-work announcement recently? If so, what info stood out?

Open to work is such a taboo!! Last month, I changed my profile to "Open to Work" and received over 200 messages. The reactions were eye-opening: ↳ Some assumed I'd been fired ↳ Others criticised me for "job-hopping" ↳ A few sent supportive messages (thank you!) ↳ Even colleagues thought I was leaving when I showed up to work Plot twist: I wasn't fired or laid off. I was trying to help a friend with similar qualifications find opportunities. But the reaction revealed a darker side of our professional culture - one where being open to new possibilities is often seen as taboo and met with judgment rather than support. It got me thinking: why do we stigmatise career exploration? I've noticed hiring managers actively avoiding candidates who are "Open to Work". Even worse, some interviewers ask you in your interview on why you were laid off. (Not curious but in a rude way) Is it because we assume the best candidates are never actively job searching? Being "Open to Work" isn't about desperation. It's about: 1. Ambition and growth 2. Networking and creating opportunities 3. Sometimes, simply helping others Next time you see someone who is Open to Work: 1. Don't jump to conclusions 2. Offer support, pass on resources 3. Remember that career moves are complex and personal  I also feel if we could add more context to open to work on LinkedIn that might help. Like open to switching. On a career break but open to new opportunities. Pro tip: If you want opportunities but not full-time jobs, I have a free “Open to” resource. Comment and I'll send it to you. What do you think about this negativity around open to work? P.S. Ideally, we shouldn't have to hide being open to work from colleagues. But if you're concerned, remember you can set your status to be visible only to recruiters.