This story is based on a conversation with Jim Herrington, 62, from Suffolk, UK. It has been edited for length and clarity.
When I was made redundant from my electronics marketing job in 2024 after the company downsized, the last thing I expected was that I would end up applying for 900 jobs before finally landing a new one.
I put everything I had into my job search. I created tailored résumés, cover letters, and even presentations for individual roles — without using AI — and contacted employers directly, while also attending physical events to meet new contacts.
My confidence took a beating
I treated each day like a workday — often starting at 8 a.m. to search through job boards, then methodically selecting which roles to apply for based on relevance, industry, and location. I even sent my résumé to some trusted peers for feedback and refinement. I was also open about being happy to commute to an office up to an hour from where I live – in my early career, I would drive thousands of miles a year for work.
Throughout this entire process, my motivation and confidence took a significant hit, particularly due to the frustration of conflicting feedback. Some bosses wanted experience in their industry, while others were open to people from other fields. Some were open to senior marketers, yet others told me I was overqualified.
The feedback that I often got was, “You’d be bored in this job”, but given my age, I think they were trying to say that they thought I was too old, rather than value my 40-plus years of experience, the awards I’ve won, and the teaching work I’ve done.
I think AI is not helping people find jobs
While AI may be helping companies streamline their recruitment processes, I believe it’s actually causing more problems. Getting all the right buzzwords into your résumé and cover letter to get past AI screening tests seems to have become more important than whether someone is actually a good fit.
Now, with some companies even starting to use AI video interviews, that’s only going to add to that mistrust and cause employers to ruin their reputation among candidates. Because if a business hasn’t got the time or courtesy to speak to me themselves, then I’m just not interested.
In an interview, there would be so much that an AI could not possibly experience. To me, it shows a total lack of respect for the candidate who has taken the time and energy to apply.
But the problem is more complex than simply a tough market or lazy applicants who are using AI. In my experience, many employers simply lack clarity in what they’re looking for.
Not listing salaries is unhelpful
When they don’t list exactly what they are looking for, it’s very difficult. If they want experience, then they need to say it. If you’re looking for somebody who can bring fresh ideas and a new approach, then they need to say it. It is especially unhelpful when salaries aren’t listed.
Instead of applying for 900 jobs, I could have applied for 100, because I would have known with 800 of them that I would have been wasting a lot of effort, as I would have had a better sense that I was overqualified for most of them. But a lot of job specs weren’t written properly and didn’t show everything they were looking for.
Finally, in December 2024, I was appointed as marketing director of Omega Diagnostics, a health testing company. They called me the day after I applied and said, “Wow, you have a great résumé. Can we talk to you?”
When you do 900 job applications, you start to question yourself, and you think, “Am I actually that good?” And you build up resilience.
For them, my seniority was a significant advantage, but they also appreciated the fact that I had been successful in other industries and could bring a fresh perspective.
So, finally, it has turned out well. I’m well paid. It’s relatively local. It’s an industry where there is a lot of change and a lot of activity. It’s an industry that actually has a positive outcome on people’s lives. I’m really happy that I can personally recommend something that I’m doing for work that will make a difference.
