A spray-and-pray approach to job hunting may seem productive at first.
But Beth Hendler-Grant, founder of career coaching firm Next Great Step, says that in most cases, submitting dozens or hundreds of generic applications “doesn’t move the needle.” The company has advised more than 1,000 college students and recent graduates seeking internships and entry-level jobs.
Many young job seekers find it difficult to find entry-level jobs. The seasonally adjusted average employment rate for entry-level workers in the U.S. from December to February 2025 was 6% lower than the same period last year, according to LinkedIn data.
To find work in this competitive market, Hendler-Grant suggests using what she calls the “10/10 rule.” So start with 10 companies you’re interested in, then find 10 people across those companies in the entry-level role you want and contact them.
“Many students are very afraid and intimidated to reach out to alumni and people they have never met,” she says. But “if you’re focused, planned, and prepared, people are more than happy to help.”
Leverage your university’s alumni network through the internal alumni portal or by filtering by your alma mater’s LinkedIn page. Hendler-Grant suggests sending an email or LinkedIn connection request that states what you have in common at the beginning, expressing your curiosity about the career path and interest in the field, briefly mentioning your skills, and asking for a 15-minute conversation.
“It’s not just, ‘Hey, do you have any work?'” she says. “That’s like saying let’s get married on the first date.”
At the beginning of the call, you can set a brief topic. Thank them for their time, let them know you’d like to get to know them better, and then share a little about yourself.
Ask the person questions that can’t be easily answered with an Internet search, says Hendler-Grant. For example, how did you get to your current position, what are the biggest challenges in the role, and how will success be measured?
When talking about yourself, Hendler-Grant suggests focusing on three core skills and providing examples or stories that demonstrate each. Adjust how you talk about your skills and experience depending on who you’re talking to. Even if you’re not a recruiter, they may be able to share advice on conveying those skills in interviews, suggest ways to apply those skills, or recommend you for roles that require those skills.
There are several questions you can ask to conclude the conversation. Does this person have any advice for breaking into the industry or company? Are there any trade associations or networking groups you would recommend them to join? Will they keep in touch with you so you can share regular career updates or follow up with questions? Is there someone you would benefit from speaking to? Can they contact you?
“One person connects you to the next, and suddenly you have your own network,” she says. “It’s like a hidden job market.”
Your list will grow beyond your initial 10 companies and 10 contacts as people connect you with others and cast a wider net on your application.
If you’ve already applied to a job on a job site, you can increase your odds by reaching out to entry-level people at the company or graduates of your school. They may have little influence on hiring decisions, but they may be able to flag your application or submit a referral. You can also share information about your company’s culture and the daily routine of your role. When reaching out, mention that you recently applied, briefly highlight your core skills, and tell them you’d like to learn more about their past experience with the company.
You can also increase your visibility by sending a message to the hiring manager after applying. If that’s the case, share your core skills and let them know you’d welcome the opportunity to talk more about the position.
If you’re just beginning your career, your application will likely “look like many other applications,” says Hendler-Grant, because you may not yet have proven “rare or unique skills.” That makes it especially important to focus on building connections and relationships that give you an edge and help you differentiate from the crowd, she points out.
“Despite what you might think, people hire people, not job boards, ATSs, or AI,” Hendler-Grant says. To get a job, “you have to build relationships with people.”
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