In this video Natalie Fisher explains why modern job searching feels impossible and offers a concrete alternative. She first outlines how the traditional recruiting pipeline is broken: an overwhelming flood of resumes, a "front‑door" that is crowded and filtered by keyword‑based ATS systems, and hiring managers who rely on shallow signals rather than personal fit. Fisher argues that the failure is systemic, not personal. She then presents her "side‑door" application technique, which bypasses the clogged front door by networking directly with hiring managers and decision‑makers on LinkedIn, using human‑focused outreach scripts. A core part of the strategy is to become a "storytelling machine"—embedding compelling narratives in resumes, cover letters, and interview answers so candidates stand out in a sea of keyword‑filled documents. Fisher promotes a free guide on her website that provides step‑by‑step, fill‑in‑the‑blank scripts for outreach, networking, salary negotiation, and storytelling. The video ends with a call to action for viewers to comment, download the guide, and apply the methods to improve their job‑search outcomes.
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Hi, this is Natalie, and this video is about why the job search is so hard. The reason I'm making this video is because I hear this often. People just say in random conversation, they're just like, why is the job search so hard? Why does it have to be like this? We don't understand. So that's why we're going to talk about that today. In this video, what you're going to learn. So how the recruiting process is broken and how to get around it, why you're not having great success in your job search right now, and how your resume can be stopping you from getting noticed. So stay tuned. So the process is broken. So you may have noticed that it's a million to one, meaning a million resumes to one employer, and that might be a slight exaggeration but not by much. So that's how I mean the process is broken. That makes it very, very difficult for the average person to succeed and get through this process. If only one person can get picked out of, say, 1,000 or 2,000 people, that makes it really hard and really discouraging. So from the job seeker's perspective, the job seeker's perspective, that is totally broken because it'll never work. It'll One in a million, like I said. So too many people doing the exact same thing. So everyone is trying to break down a wall, and that means that the chances of breaking down this wall suck because they keep putting the wall up higher and higher because more people keep trying to climb it. So this is a good visual: the front door is always crowded. It's so crowded that they have to put up barriers so they won't let people in. They'll keep people out. So you, the person who may be the best for the job, will never get an interview or will never get spoken to. And it's not your fault. It has nothing to do with you. It has to do with the process. So on the other side of the coin, the hiring manager looks like this. So that's why he's trying to keep everybody out. Because this is how he already feels. Another big part of the problem is, and this problem stems from having too many resumes to sift through, is that a lot of the times organizations use keywords to distinguish the good candidates. And I tell you, keywords to distinguish whether or not you're a good fit for the role is awful. It's completely weird because how could you ever figure out if a person is good for the role, if you can work with that person, if they have a good vibe, if they're a good fit, if they're going to get along with the people in the building? You have no idea from keywords. And that's all that they go on to bring people in for an interview. And I tell you, anybody could write good keywords on their resume. Even a robot, actually a robot would probably get all the keywords right in an instant, but they don't want to hire a robot. So that's part of the problem. So, solution. Obviously you're thinking now, okay, I understand I can't rely on this process anymore because it has failed me up until now, and it's going to continue to fail me because the process is broken. It's not you, it's the process. So, solution: bypass the broken process. So the way in which you do that is you talk to the people, because there's the wall, the wall between you and the hiring manager You and the person you want to speak to, and that wall is the process. So you want to get around that wall, not have to go through the front door. So I call it my side door application technique. So doing something different. So stop using the black hole method, as we like to call it in our industry of career coaches. The black hole method doesn't work, so just stop doing it altogether. And the solution is to do something completely different. So the way that I teach it is to network with people, is to reach out on people, reach out to people on LinkedIn, and reach out as a human being. Start the human contact connection, because if you think about it, you can go on amazon.com And order something and have it brought to your house in one click. And that's great for an inanimate object, but when you're hiring a person, that system doesn't work so well. So you want to have a warm connection first, because it's really weird that we do it this way. We have somebody come in for an interview, we talk to them for an hour, and then we decide, okay, we're going to hire them. But really, that's not enough time to get to know somebody. It's not enough time to really get to know and trust The person. So networking is where it's at. So get on LinkedIn, use connections. And I have a free guide that you can download at my website, nataliefisher.ca. And the guide— in the guide, I'll show you how to start reaching out with word-for-word scripts so that you can start talking to your hiring managers directly and bypassing the wall. So my favorite solution is use stories to distinguish yourself as a real person. So breaking the rules is so important here in the job search nowadays. You got to tell stories on your resume, in interviews. You want to be a storytelling machine. So whenever you answer a question, you want it to be in the form of a story because people remember stories more than they remember facts. So if you have a memory of somebody telling you something, it's probably because They told it in a form of a story. The brain remembers the story so much faster. If somebody asks you, for example, tell me about yourself, how would you remember that answer better? Would it come from hearing all the schools listed in chronological order that the person went to, or would you rather hear about how the person came from being an accountant to being a salesperson? Now that's a pretty big shift. Now I would be curious myself to see how they discovered that career path and made that career change. Interesting stories. Thank you so much for watching. And yeah, wrapping it up, there we have it. We've got our problem and our solution. And head over to NatalieFisher.ca for more great job search lessons. And anything you need is over there. So if you want to learn how to negotiate your salary or you want to learn how to network I get you started with step-by-step, word-for-word, fill-in-the-blank stuff that you can get started on doing right away. Have you ever had a frustration or a situation in the job search where you're feeling demotivated? If so, leave a comment below. I'd love to hear all about it. I respond to all the comments personally. I appreciate you watching, and I will see you next week.
