The Canadian Job Market: A Tough Landscape

Finding a job in Canada in 2025 feels like dating in your 50s—you swipe right, put yourself out there, and still end up wondering why nobody calls you back. You craft the perfect resume, spend hours tweaking your LinkedIn profile, and diligently apply through Indeed, only to be met with the sound of crickets. What’s going on?

LinkedIn and Indeed: The Mirage of Opportunity

LinkedIn and Indeed promise endless job opportunities, but the reality often falls short. You submit your resume, maybe even customize your cover letter, and hit ‘apply now’—only to never hear a peep. What they don’t tell you is that your resume is likely getting lost in an algorithmic black hole or is automatically rejected by applicant tracking systems (ATS) for not meeting specific keyword criteria.

Why Are the Same Jobs Posted Month After Month?

One of the most confusing aspects of job hunting today is seeing the same positions posted repeatedly for months on end. Are these employers really that slow at hiring? The truth is more complex. Sometimes, it’s a sign that the company is having trouble finding the right fit. Other times, it’s a tactic to gather resumes for a future role rather than an immediate opening. There’s also the possibility that the position was filled but the company wants to keep the ad live to collect a pool of candidates for next time. Whatever the reason, it’s frustrating and misleading for job seekers who think they’re applying for a fresh opportunity.

Why Am I Being Ghosted After Interviews?

If you’re one of the lucky few to actually score an interview, congratulations. You’re now one of dozens—or sometimes hundreds—of applicants competing for the same role. You prep, you present your best self, and you even get a few laughs from the hiring manager. Then... nothing. No feedback, no follow-up, just radio silence.

It’s not just you. Employers are increasingly ghosting candidates after interviews, often because they’re juggling multiple applicants or because internal priorities shift. Unfortunately, it’s become a standard practice, leaving job seekers questioning their worth.

Tips and Tricks: Breaking the Job Search Cycle

1. Blind Solicitations: Worth a Shot?

Blindly sending your resume to companies that aren’t hiring can feel like a desperate move, but it’s not necessarily a bad one. If you craft a personalized, thoughtful message explaining your skills and how you can add value, it might just land in the hands of someone who’s looking for your exact profile. It’s risky, but sometimes risks pay off.

2. Introducing Yourself Into a Job

If you can’t find a direct opening, consider introducing yourself to a company through networking or informational interviews. Reach out to someone in the department where you’d like to work and express your genuine interest. A conversation over coffee can sometimes do more than a hundred applications.

3. Networking: Essential or Overrated?

Networking isn’t just important—it’s crucial. A large percentage of jobs are filled through referrals and personal connections. Attend industry events, connect with people on LinkedIn, and don’t hesitate to ask for advice or mentorship. Sometimes, it’s not what you know but who you know.

4. Skipping the ATS: The Direct Approach

Sometimes it’s better to bypass the standard application process altogether. If you find the name of a department manager or hiring lead, consider reaching out directly with a brief, respectful email. Introduce yourself, mention the role, and include a line or two about why you’re a great fit. You’d be surprised how often this can cut through the noise.

The Resume-Fixing Scam

You’ve probably seen ads promising to ‘fix your resume’ for a fee, ensuring you land your dream job. These services often promise a magical transformation, but beware. Many are scams that do little more than rearrange your existing content while slapping on a generic template. The reality? No one-size-fits-all resume will land you a job in today’s hyper-competitive market.

Ageism in the Hiring Process

Let’s get real: ageism in hiring is alive and well, despite employers publicly celebrating diversity and inclusion. The problem? Many companies equate years of experience with being outdated or resistant to change. Mature candidates are often passed over for younger, cheaper talent, despite their wealth of knowledge and proven reliability. It’s a bitter pill to swallow, especially when you’re told to ‘gain experience’—but not too much, or you’ll price yourself out of the market.

Hiring managers often perceive older candidates as expensive, inflexible, or technologically behind. Combatting this stereotype means emphasizing your continued professional development and your willingness to embrace new tools and methodologies. Position yourself not as a veteran stuck in the past but as a seasoned professional who’s constantly evolving.

Final Thoughts

If you’ve been job hunting in Canada lately, you know the struggle is real. The modern hiring process is a maze of ghosting, algorithmic rejection, and frustrating ageism. The key is persistence—keep applying, keep learning, and, most importantly, keep reminding yourself that it’s not about your value as a professional but rather the broken systems that fail to recognize it.

Remember, you’re not alone in this fight. Stay resilient, and don’t let the process break your spirit.