How to be a better candidate in a crowded market

When the job market is tight, sending a standard CV and hoping for the best is not a strategy; it is a lottery. In a crowded market, hiring managers are inundated with applications. To cut through the noise, you need to be more than just qualified; you need to be compelling.

Being a "better" candidate does not mean having more experience or a fancier degree. It means understanding exactly what the hiring manager needs and presenting yourself as the obvious solution. Here is how to elevate your approach and move to the top of the pile.

Solve a specific problem

Most candidates list their responsibilities. Better candidates list their results. The best candidates position themselves as problem solvers.

Before you apply, research the company deeply. What challenges are they facing? Are they expanding into a new territory, struggling with a specific technology, or trying to streamline operations? Tailor your CV and cover letter to address these specific pain points. Instead of saying "I am an experienced project manager," say "I have a track record of delivering complex software migrations under budget." Connect your skills directly to their current headache.

Optimise for relevance, not volume

A common mistake in a crowded market is to spray and pray—applying for everything in the hope that something sticks. This dilutes your effort and leads to generic applications that get rejected.

Be a better candidate by being selective. Focus your energy on the roles where you are a perfect fit. Customise every single application. Use the language from the job description in your CV. If they ask for "stakeholder management," do not write "good with people"; write "stakeholder management." Making it easy for the recruiter to tick their boxes is a sign of a high-quality candidate.

Be visible before you apply

In a stack of 200 CVs, a familiar name stands out. Try to engage with the company or the hiring manager before you submit your application. Follow them on LinkedIn, comment intelligently on their posts, or share their content.

This does not mean stalking them. It means adding value to their network so that when your name lands on their desk, it triggers a flicker of recognition. "Oh, that's the person who made that great point about AI last week." That tiny psychological edge can be the difference between an interview and a rejection.

Demonstrate commercial awareness

Finally, show that you understand the business, not just the job. In your interview, ask questions that demonstrate commercial awareness. Ask about their revenue models, their competitors, or their market challenges.

Most candidates ask about holidays and benefits. A better candidate asks, "How does this role contribute to the company's 2026 growth strategy?" This signals that you are thinking like a partner, not just an employee. It shifts the dynamic from "please give me a job" to "here is how I can help you grow.