The Hidden Job Market: How to Find Roles That Were Never Advertised

The Hidden Job Market: How to Find Roles That Were Never Advertised

by | Sep 16, 2026 | Uncategorised

 

You've been applying for jobs. You're checking Indeed and LinkedIn - refreshing the same job boards, tailoring the same cover letters, and wondering why the responses are so few and far between. It can feel like you're doing everything right and still getting nowhere.

Here's something that might change how you think about your search entirely: around 70% of job roles in the UK are never publicly advertised.

That's not a myth or an exaggeration. It's the reality of how hiring actually works. Companies move quickly when roles open up. They ask around internally, lean on their networks, and often appoint someone before a job posting ever goes live. Which means that if you're only applying to advertised roles, you're competing for roughly 30% of the available opportunities.

The good news? The other 70% is accessible if you know how to approach it.

Why the Hidden Job Market Exists

It helps to understand this from an employer's perspective. Advertising a role publicly is time-consuming and expensive. It generates large volumes of applications to sift through, many of which won't be right. Hiring someone through a trusted referral or an existing relationship feels lower risk, faster, and more reliable.

So, when a position opens up - or when a business is growing and quietly thinking about bringing someone in - the first instinct is almost always to ask: do we know anyone?

This is not a closed shop designed to keep you out. It's simply how human networks operate. And once you understand that, you can start to work with it rather than against it.

Three Ways to Tap into the Hidden Job Market

1. Start with the people you already know

The hidden job market isn't some exclusive club that requires a secret handshake. More often than not, the way in is someone you already know - a former colleague, a university contact, a friend of a friend who works in your target sector.

Think about who in your existing network works in organisations or industries you're interested in. Reach out - not to ask for a job, but to have a genuine conversation. Ask how things are going in their world, what challenges their organisation is facing, what the landscape looks like from where they're sitting. These conversations build goodwill and keep you front of mind when something does come up.

People want to help. Most just need to know you're looking.

2. Build a target list and research thoroughly

Scattering your energy across every possible opportunity is exhausting and rarely effective. Instead, identify a focused list of organisations you'd genuinely love to work for - companies whose values resonate with you, sectors where you want to grow, teams doing work that excites you.

Then research them properly. Read their news, understand their challenges, and follow what they're publishing and talking about. When you do make contact, whether through your network or directly, you'll be able to speak specifically and credibly about why you're interested in them. That level of genuine interest is rare, and people notice it.

3. Use LinkedIn as a relationship tool not just a job board

Most people use LinkedIn to scroll job listings. The people who tap into the hidden job market use it differently - as a place to be visible, build credibility, and have real conversations.

This means engaging with content in your field rather than just consuming it. Commenting thoughtfully on posts, sharing your own perspective, and connecting with people at organisations on your target list. Reach out with something personal and specific rather than a copy-paste message. "I came across your post on [topic] and it really resonated - I'd love to connect" will land far better than "I'm looking for opportunities and wondered if you knew of anything."

Your profile matters too. Keep it current, make your direction clear, and let it do some of the work for you while you're busy with everything else.

A Shift in Mindset

The hidden job market asks something different of you than the usual job search. It requires patience, consistency, and a willingness to invest in relationships without an immediate return. It can feel slow at first, especially when you're eager to find something quickly.

But what I've noticed is that the people who land roles through their network tend to find better fits and feel more confident going in because they've done their research, built genuine connections, and arrived already trusted.

The job search doesn't have to be you alone, sending applications into the void and hoping something comes back. There is another way and you're already more connected than you think.

Want Some Help Finding Your Way In?

Most of my clients are surprised by how many doors open once they stop relying on job boards alone.

If you're not sure where to start, how to approach your network, or how to position yourself for the roles you really want, I'd love to have a conversation.

You can book a free virtual coffee with me here.

It would also be great to connect with you on Facebook and LinkedIn!

 

The 7 biggest interview mistakes candidates are making right now

The 7 biggest interview mistakes candidates are making right now

by | May 22, 2026 | Uncategorized

interview mistakes

You've secured the interview. You've done the prep. You walk in (or log on) feeling reasonably ready… and then things don’t quite go the way you hoped.

Sometimes that's down to nerves. Sometimes it's just not the right fit. But sometimes (and this is the part worth paying attention to), it comes down to a handful of very specific, very fixable mistakes.

After working with candidates across a range of industries and seniority levels, I’ve noticed the same patterns appearing time and again. So, if your interviews aren’t turning into offers, there’s a good chance one of these could be holding you back.

1. Over-rehearsed, AI-sounding answers

If you've ve been leaning heavily on AI to craft the “perfect” answer, interviewers will probably pick up on it. These over-rehearsed answers tend to sound flat and scripted, and the moment a follow-up question throws you off, the whole thing unravels.

What to do instead: Prepare frameworks, not scripts. Know the key points you want to cover but let the words come naturally. By all means, use AI to spark ideas, just don't let it speak for you. The aim is to sound like a real person having a real conversation… because that's exactly what an interview should be.

2. Rambling instead of answering the question

The opposite problem… and just as common. The nerves kick in, and suddenly you're three tangents deep and you've forgotten the question you were asked. Rambling signals a lack of clarity, making the interviewer work hard to find your point.

What to do instead: Before you speak, take a breath and give yourself a few seconds to identify the core of what you're being asked. Use a simple structure to keep your response focused and purposeful, aiming for an answer that is detailed enough to demonstrate value without losing direction. If you're unsure whether you've covered what they were looking for, it’s absolutely fine to ask: “Does that answer your question?”

3. Weak behavioural interview answers

Behavioural questions are where a lot of candidates come unstuck. Either the example is too vague, the result is missing entirely, or the answer focuses so heavily on the situation that there's barely any room for the most important part… what you actually did.

What to do instead: Use STAR (Situation, Task, Action, Result) examples that are specific, personal and outcome-focused. Before your interview, prepare 6-8 strong stories from your experience that can be adapted to different questions. Make sure each one has a clear result, ideally something measurable or concrete. And lean into the “I”, not the “We.” Interviewers want to know what you contributed, not what the team achieved collectively.

You can find more information on the STAR technique here.

interview mistakes

4. Poor “Tell me about yourself” answers

It's the question that opens almost every interview, yet many candidates are still underprepared for it. Common pitfalls include reciting your entire CV chronologically from start to finish, giving an answer so broad it says very little or, at the other end of the scale, being so brief that you come across as uninterested.

What to do instead: Think of your answer as a professional highlight reel, not a full biography. Cover who you are professionally right now, the experience and strengths that have shaped you, and why you specifically applied for this role. Make it feel like the beginning of a conversation, not a prepared speech, and wherever possible, connect it directly to what they're looking for. This is your moment to set the tone and make a strong first impression, so don't waste it.

You can find more information on how to answer the “Tell me about yourself” question here.

5. Not showing enough commercial awareness

This one catches out a lot of otherwise strong candidates. You know your own experience well, but you haven't connected it to the wider context, e.g. the company's goals, competitors or the market they're operating in.

What to do instead: Hiring managers aren't just looking for someone who can do the job. They're looking for someone who understands the bigger picture and can add value within it. So, before any interview, go beyond the obvious research. As well as the company’s “About Us” page, read recent news articles, look at their latest reports or announcements, and consider what’s currently happening in the sector. Then weave that knowledge into your answers naturally. You're not trying to show off; you're demonstrating that you've done your homework and you're genuinely invested in their world, not just looking for any job going.

6. Weak questions at the end

The questions you ask at the end of an interview reveal a lot - your level of interest in the role and how you think. So, when you say you have no questions or ask how many days' leave you’re entitled to, this sends a signal you almost certainly don't want to send.

What to do instead: Prepare 3-5 thoughtful questions and keep them flexible so you can pick the most relevant ones on the day. Good questions show genuine curiosity: about the team, the challenges of the role and what the company is navigating in the market right now. Avoid anything that's answered on their website and hold off on any salary and benefits questions until you have a firm offer.

7. Failing to adapt to virtual interviews

Virtual interviews are now the norm, yet a surprising number of candidates still treat them as an afterthought. Unstable Wi-Fi, a cluttered background, eyes flitting to notes off-screen and poor lighting can all create distractions and make it harder for the interviewer to stay focused on you and your answers.

What to do instead: Set your interview space up properly. Find a quiet area, check your lighting (natural light is best), make sure your camera is at eye level and test your tech in advance. Look at the camera when you're speaking (not at your own face on the screen) and treat your virtual interview with the same energy and formality you would an in-person meeting.

Ready to make your next interview a success?

Most interview mistakes aren't about a lack of ability; they're about a lack of awareness. But the good news is every single one of the seven points above is fixable, often with surprisingly small adjustments.

If you'd like support preparing for your next interview, I'd love to help.

You can book a free virtual coffee with me here.

It would also be great to connect with you on Facebook and LinkedIn!

How to deal with rejection and job search burnout

How to deal with rejection and job search burnout

by | Mar 26, 2026 | Uncategorized

job search burnout

Searching for a job is hard.

You polish your CV, research the company, spend hours tailoring your cover letter… and then you receive a polite but impersonal "we've decided to move forward with other candidates" email that tells you nothing useful at all. Or worse - there's absolute silence.

One rejection is tough. But a string of them can start to feel genuinely crushing. And when the search has been going on for weeks or months, exhaustion starts to creep in too.

If you're feeling disheartened, depleted, or quietly wondering what's wrong with you, you're not alone. And, by the way, nothing IS wrong with you.

In this blog, we’ll explore two of the biggest challenges in a job search: dealing with rejection and managing burnout.

Both are incredibly common yet rarely talked about. However, with the right approach, you can navigate both successfully.

Why rejection hits so hard

Job rejection doesn't just feel like missing out on a role; it can feel like a personal verdict on your worth. Each one can chip away at your confidence, leaving you questioning your abilities and comparing yourself to people who seem to glide effortlessly through
their careers.

But rejection in a job search is far less personal than it feels.

Hiring decisions are shaped by dozens of factors that have absolutely nothing to do with your ability: internal restructures, a candidate already known to the team, a budget shift, a subtle change in what the role actually needs. The "no" you receive is rarely the full picture of you.

Recognising job search burnout

Rejection is hard enough on its own. But when a search drags on, a second challenge tends to surface: burnout. And it can sneak up quietly.

Here are some signs to watch for:

  • The job search is bleeding into every waking hour… evenings, weekends, even your dreams
  • You're applying for roles you don't really want, just to feel productive
  • Tasks that used to feel manageable now feel overwhelming
  • Your confidence has taken a significant hit and you're questioning everything.

If that resonates, it's worth pausing to consider. Not because you should stop your job search. But because burning out won’t make you a better candidate, it will make you a more depleted one… and that comes across even when you're trying to hide it.

job search burnout

6 ways to handle rejection and burnout

1. Feel it, then move. Give yourself permission to feel disappointed that you didn’t get invited for an interview or secure the job but set a limit on how long you dwell on it. Take a day. Go for a walk. Call a friend. Saying "I'm finding this really difficult" out loud can lighten the load more than you'd expect. Then, when you're ready, take one small action forward.

2. Reframe every "no" as data, not a verdict. Rejection very rarely means you weren't good enough. It means this particular role, at this particular time, wasn't the right match. Ask for feedback wherever you can and briefly reflect on what you'd do differently. However you might feel, your worth isn’t defined by your employment status.

3. Get specific and strategic. Burnout often comes from spreading yourself too thin and applying for any job going. Get clear on the roles, sectors and organisations that genuinely excite you. And make sure your CV and cover letter are working hard for you. Yes, tailoring your application to each role takes more time, but it makes a real difference to your chances. You can find out more about how to create an eye-catching CV here.

4. Keep networking. It's easy to retreat inward when you're feeling knocked back, but your network is one of your most valuable assets. Reach out to people doing work you admire, attend events in your field and connect with professionals on LinkedIn. Many roles are filled through conversations, not job boards… and the relationships you build now will serve you long after this search is over.

5. Protect your time and energy. Set defined hours for your job search and switch off outside of them. Build in movement, rest and time with people who energise you. You can’t interview well, network authentically or make good decisions from a place of depletion.

6. Track progress, not just outcomes. When you’re searching for a job, it's easy to get caught up in measuring success only by the offers you receive. Instead, start making a note of what’s happened: conversations had, applications tailored, interviews completed, skills sharpened. Progress isn't always linear, but it is happening.

Rejection is not the end of the road

Many people who've been through long, difficult job searches look back and see that those setbacks weren't the end of their story. They were necessary steps on the path to meaningful work that they genuinely love.

Every "no" brings you closer to the right "yes". Every interview sharpens you. Every rejection teaches you something, even when it doesn't feel that way in the moment. Keep going because the right role for you is out there. And when you find it, all of this will have been part of the path that led you there.

Ready to explore your next step?

If you'd like support navigating your job search, I'd love to help.

You can book a free virtual coffee with me here.

It would also be great to connect with you on Facebook and LinkedIn!

Why searching for a job is so hard in 2026

Why searching for a job is so hard in 2026

by | Feb 27, 2026 | Uncategorized

In the UK today there are around 2.5 unemployed people for every advertised vacancy, a noticeable increase from just a year ago. It’s a simple statistic, but it explains a lot about why so many capable professionals are struggling to gain traction in their job search.

If you’re finding the UK job market unusually tough right now, you’re not imagining it and it’s not a personal failing. Job searching has become a far more complex, emotionally demanding and time-consuming process than it was a few years ago.

Many capable, experienced professionals are struggling to secure interviews, let alone offers, despite doing “all the right things”.

Understanding why this is happening is the first step to navigating it more confidently and strategically.

A cautious economy has changed hiring behaviour

While parts of the economy are growing, many UK employers are still operating cautiously. Ongoing global uncertainty, geopolitical tensions, rising business costs and lingering post-pandemic effects have made organisations far more risk averse.

Recent labour market data reflects this shift with UK unemployment rising to around 5.2%, the highest level in almost five years. In practice, this means:

  • Fewer roles being approved
  • Longer sign-off processes
  • Positions being paused, re-scoped or quietly withdrawn
  • Hiring managers opting for “safe” rather than “potential” hires

Rising employment costs, including higher National Insurance contributions and increases to the National Minimum Wage, have also meant many organisations have been slower to replace staff or expand teams.

Companies are often trying to do more with smaller teams, which reduces overall hiring volume and increases pressure on every vacancy that does exist.

More competition for every role

One of the most noticeable changes candidates experience is the sheer number of applicants per role. It’s no longer unusual for mid-level and senior roles to attract hundreds of applications within days.

Several factors are driving this:

  • Redundancies and restructures across multiple sectors
  • Professionals staying active in the market “just in case”
  • Career changers and returners broadening the talent pool
  • Remote and hybrid roles attracting applicants nationwide

As a result, being qualified is no longer enough. Even strong candidates can be filtered out simply because of volume.

Recruitment technology is a double-edged sword

Technology was meant to make hiring fairer and more efficient – and in some ways it has. But it’s also created new barriers.

Applicant Tracking Systems (ATS) now act as the first gatekeeper for many roles. If your CV doesn’t closely align with the job description, it may never reach human eyes. At the same time, automated screening and AI-assisted shortlisting can strip nuance from career stories that don’t follow a linear path.

This is particularly challenging for:

  • Career changers
  • Return-to-work candidates
  • Professionals with broad or hybrid roles
  • Those coming from smaller or less well-known organisations

Your experience may be highly relevant, but if it’s not framed in the expected way, it can be overlooked.

The hidden job market is larger than ever

In 2026, a significant proportion of roles are never formally advertised. Many organisations rely on:

  • Internal referrals
  • Recruiter networks
  • Talent pipelines built months in advance
  • Quiet market testing before public posting

This creates a frustrating paradox for jobseekers: you can be actively applying while the best-fit roles are filled through conversations you were never part of.

For candidates who rely solely on job boards, this can feel like shouting into the void – lots of effort, very little feedback.

This is one reason many candidates feel they are applying for dozens of roles without gaining traction – the visible job market is only part of the picture.

Employers want clarity, not just competence

Another subtle shift is that employers are increasingly looking for clarity.

They want candidates who can clearly articulate:

  • What they want next
  • Why this role makes sense
  • How their experience directly solves current problems

Generic applications, broad CVs and unfocused career narratives struggle in this environment. Even highly experienced professionals can be rejected because they appear “uncertain” or “too general”, not because they lack ability.

This is especially difficult for people who:

  • Are open to multiple directions
  • Have had varied or non-linear careers
  • Are still figuring out their next move

Ironically, flexibility – once seen as a strength – can now be perceived as a lack of direction.

The emotional toll is real

What often goes unspoken is how emotionally draining modern job searching has become.

Repeated rejection, silence after applications, and constantly needing to “sell yourself” can erode confidence over time. Many people internalise the experience, assuming they are the problem, when in reality they are navigating a deeply imperfect system.

By the time someone reaches out for support, they’re often not lacking skills or experience – they’re exhausted, discouraged and second-guessing themselves.

Many candidates are also finding that job searches are simply taking longer than expected, with processes stretching over months rather than weeks.

So what actually helps in 2026?

While the market is undeniably tough, there are ways to regain a sense of control:

  • Being targeted rather than busy: fewer, better-aligned applications outperform high-volume approaches.
  • Clarifying your narrative: knowing how to position your experience for the roles you want now, not all the roles you could do.
  • Leveraging relationships: conversations still open more doors than applications alone.
  • Adapting, not reinventing: small shifts in language, positioning and focus can make a disproportionate difference.

Most importantly, it helps to remember that struggling in this market is not a reflection of your worth or capability.

A final thought

The UK job market in 2026 is harder because it’s more competitive, more cautious and more complex – not because people have suddenly become less employable.

If your job search feels heavier than expected, you’re not alone.

Many highly capable professionals are finding that the approaches that worked in the past no longer deliver the same results.

With the right clarity, positioning and strategy, it is still possible to move forward but it often requires a different way of thinking about your experience, your options and how you present yourself to the market.

If you’re feeling stuck, overwhelmed or unsure how to move your job search forward, support can make a real difference.

As a career coach, I work with people to bring focus, confidence and momentum back into their search. If you’d like to talk through where you are and what might help you take your next step then please get in touch.

You can book a free virtual coffee with me here.

It would also be great to connect with you on Facebook and LinkedIn!

How to know when it’s time to quit your job

How to know when it’s time to quit your job

by | Nov 19, 2025 | Uncategorized

time to quit your job

We all have ups and downs at work. A tough week here, a tricky project there… it’s all part of the deal, right? But sometimes, that uneasy feeling doesn’t fade, and you start to wonder: “Is this just a rough patch… or is it time to move on?”

When you’re deep in the day-to-day, it’s easy to second-guess yourself. Maybe everything looks fine on paper - decent salary, good colleagues, interesting projects - yet something still feels off. Or perhaps your role has shifted so much that you hardly recognise it anymore.

If that “should I stay or should I go” question has been sitting quietly at the back of your mind, you’re not alone. In recent years, more people than ever have started rethinking what they want from work: more balance, more meaning, more fulfilment. But knowing when to actually make the leap? That’s the hard part.

In this blog, we’ll explore how to recognise when it might be time to move on - the signs to look for, the questions to ask yourself, and the steps to take next. The aim isn’t to encourage impulsive quitting, but to help you tune in, think things through, and choose your next move with intention, whether that’s reshaping your current role or starting fresh somewhere new.

10 signs it might be time to quit your job

You don’t need to tick every box here. Often, two or three strong signs are enough to tell you it’s time to take a closer look.

1. You feel a knot in your stomach on Sunday evenings. A little back-to-work reluctance is normal. Persistent dread is your body telling you something needs attention.

2. Your values and the company’s values no longer line up. When what matters to you clashes with how your organisation operates, you’ll feel constant friction… no matter how hard you try to “push through.”

3. You’re underused or undervalued. You’ve evolved, but your role hasn’t kept pace. If your contributions go unnoticed or your ideas aren’t taken seriously, it’s a sign your talents might be better appreciated elsewhere.

4. There’s no room to grow. Progress isn’t only about promotions: it’s about learning, challenge and variety. If you’ve asked for new opportunities and nothing shifts, it may be time to look for an environment that stretches you again.

5. The environment drains you. Micromanagement, politicised decision-making, workplace gossip, poor communication or subtle bullying… none of this is “just part of the job.” You deserve psychological safety.

6. You’re often exhausted or unwell. If work stress is affecting your sleep, health or relationships, something has to give. Your wellbeing is non-negotiable.

7. You can’t picture yourself there in a year. If you can’t imagine yourself in your current role a year from now, it’s time to start planning. Career moves take time and future-you will thank present-you for starting now.

8. Your ethics are being nudged in the wrong direction. If you’re asked to do things that don’t sit right, don’t minimise that feeling. Integrity is hard to rebuild once compromised.

9. Turnover is high and morale is low. High turnover rarely happens by accident. It’s a symptom of a deeper problem.

10. Everything feels heavier than it should. When everyday tasks start to feel draining or unusually difficult, it can be a sign of burnout… or simply that the role no longer suits the stage of life you’re in.

time to quit your job

How to make sense of what you're feeling

Not every bad week means it’s time to quit, but ignoring a persistent sense of unhappiness doesn’t help either. The key is to work out what’s really going on.

● What specifically feels off right now?
● When was the last time you felt genuinely fulfilled at work?
● If nothing changed in six months, how would you feel?
● Is it misalignment…does your work no longer fit your values, goals or stage of life?
● Is it exhaustion or boredom that’s built up over time?

Try jotting your thoughts down for a week or two. Patterns will start to emerge. You might realise the problem isn’t your whole job, it’s a project, a person or a working condition. Or you might see, with clarity, that you’ve outgrown the role altogether.

Another powerful exercise that helps is to imagine your ideal workday. What kind of work are you doing? Who are you with? How does your day start and end? Sometimes, clarity doesn’t come from analysing what’s wrong; it comes from visualising what “right” feels like.

What to do when you realise it's time to move on

What to do when you realise it’s time to move on. If you’ve reflected and that inner voice keeps whispering “it’s time,” trust it and start planning your next step carefully.

Begin with a conversation if it feels safe to do so. Sometimes, roles can evolve once you articulate what you need: more flexibility, a new challenge or space to grow. If nothing changes, you’ll know you’ve done your part.

Then get practical:

● Update your CV and LinkedIn
● Talk to people doing work you admire
● Research opportunities in fields that align with your skills and values
● Build a small financial cushion - even a few months’ savings can make your next move feel         calmer and more intentional.

These steps don’t just prepare you logistically, they also build confidence. Each small action is a reminder that you have options, agency and the ability to create something new.

If you’d like a bit more help getting started, this blog on how to be successful in your job search brings together lots of practical tips (and links to other useful articles). It’s a great next step once you’re ready to explore new opportunities.

Leaving with grace

When it’s time to go, aim to leave well.

Thank the people who’ve supported you. Wrap up your projects thoughtfully. Focus on what you’re taking with you… the skills, experience and resilience you’ve built along the way.

You never know when paths might cross again. A gracious exit helps you close this chapter cleanly and step confidently into the next one.

Ready to explore your next step

Quitting your job isn’t failure, it’s growth.

It’s recognising that staying somewhere that no longer fits you doesn’t serve anyone: not you, not your employer, not the people around you. Listening to that inner nudge takes courage, but it’s also the first step towards work that reflects who you are now.

It’s easy to postpone big decisions until you feel 100% certain. But most career shifts start with curiosity, not certainty. Start small. Talk to people. Try things out. Each step builds clarity, confidence and momentum towards a working life that feels good again.

If you’d like support figuring things out, I’m here to help.

You can book a free virtual coffee with me here.

It would also be great to connect with you on Facebook and LinkedIn!