Job search strategies: 5 tips from career expert Madeline Mann

If a hiring manager is making you feel uneasy or confused in an interview, run!

According to career coach Madeline Mann, that gut feeling is one you should always trust. "Keep in mind, they are on their BEST behavior, so this is only going to get worse, and managers hold your destiny in their hands." The author of "Reverse the Search: How to Turn Job Seeking into Job Shopping" recently shared her expertise and similar insights in a Glassdoor Community Hot Seat session, revealing the nuanced strategies that separate successful “job shoppers” from desperate job seekers.

Here are five of Mann's most impactful tactics to change the course of your job search.

The secret to impressive interview questions isn't finding new ones — it's personalizing the classics.

"Generic questions are great when you add a personalized spin!" said Mann. 

For example, "If your basic question is 'How do you like working here?,' the impressive version is: 'I saw on LinkedIn that you've been with the company for eight years. How has your experience evolved over time, especially as the company's gone through the recent expansion you mentioned earlier?' It's the same question, but you layered on some research you did and some context from the interview… it sounds so much more thoughtful."

One of Mann's most counterintuitive tips for landing more interviews is to stop counting applications.

"Measure your job search in interactions, not applications. Sure, you can still apply online, but 80% of your effort should go towards meeting people in your industry and getting those applications you submitted seen," she advised. 

The math is simple: one meaningful conversation with an insider beats dozens of online applications into the void.

Mann’s other fixes for low interview rates include:

If you’ve ever wondered why you may be getting past the first interview but stumbling at the second, Mann has some advice for getting over that hump. 

"The second round is the skills round. You are qualified on paper, but when you are tested or discuss it, they aren't convinced you are capable enough," she explained. 

The fix isn't more credentials — it's better storytelling. 

“Explain them in the CAR format (Context, Action, Result), and don't just give facts, explain your thought process. When you provide examples, the company can better picture you on their team," said Mann.

Mann's networking approach eliminates the "bothering people" factor by targeting professionals who are actively sharing knowledge online.

"The easiest way to network with people you don't know is to find people who are putting SOMETHING out into the work (blog post, interviewed on a podcast, commented something interesting on a LinkedIn post)," she shared. "People who put things out into the world are often doing it for free, and their 'payment' is feeling like it is helping people. Yet, they are most often greeted by silence. Start a conversation with them about this, and they'll appreciate it."

The strategy works because you're giving these professionals exactly what they want: meaningful engagement with their expertise.

When explaining why you left your last job, Mann's simple but powerful formula is to follow three rules: 

"Employers just want to check that your reason for leaving won't be an issue if they hire you, so a brief, upbeat response shows maturity and professionalism." For example, "If you were laid off, simply say, 'I was laid off, along with 30% of the company.' No need to dive into the details."Want more insights on transforming your job search strategy? Follow Madeline Mann on Glassdoor Community.