7 job search rules Emily Durham wants you to break

Many job search strategies that worked early in your career are probably no longer relevant. Glassdoor recently hosted an "Ask a Recruiter Live" episode with Emily Durham, a former big tech recruiter turned author of “Clock In.” She exposed the gap between what job seekers are doing and what actually gets them hired. Here are seven of Durham’s biggest insights, plus what to do instead. Watch the full episode to hear her rapid-fire answers to your toughest questions. 

Key takeaways:

1. Don't spend hours customizing your resume for every application

Most job seekers agonize over resume customization, assuming the perfect resume will get them noticed. But the issue isn't having the perfect resume — it's making sure someone opens it. The applicant tracking system (ATS) skims for keywords and basic formatting, not prose. Meanwhile, your time disappears into a black hole.

What to do instead: Build one bulletproof resume and network

Build a single, high-quality resume with keywords pulled directly from job descriptions, keeping formatting simple. Take the time you save and spend it on what actually moves the needle: reach out directly to hiring managers and people already in the roles you want.

2. Don't treat networking like a part-time hustle you dread

The stereotype is that successful networkers are always "on," grinding LinkedIn constantly. Emily recommends treating networking like "career hygiene": finding an approach sustainable for your personality.

What to do instead: Build consistency, not volume

The goal is consistency and visibility, so when it's time to apply, you're a familiar name. Find a rhythm that works: attend one industry conference a month, pre-schedule three LinkedIn posts weekly, or lean into company-hosted events.

3. Don't treat your LinkedIn profile like it's social media

Most people treat LinkedIn like Instagram with a business suit. But you're not trying to go viral.  You're building a searchable profile that shows up when recruiters look for candidates.

What to do instead: Build a professional storefront

Lock down your foundational basics: a professional photo, header, written bio with searchable keywords, accurate work experience, and a completed skills section. Then commit to sharing one piece of content a week: articles, wins, projects, or volunteer work. Consistency builds visibility.

4. Don't let career gaps disqualify you before you even start

Career gaps are only a liability if you treat them like one. Being a stay-at-home parent, supporting your household, managing schedules, coordinating childcare — these are real work and belong on your resume.

What to do instead: Reframe your gap

Be transparent about your time off and explicitly call out real-world work like PTA involvement, volunteering, or household logistics. If recruiters still aren't biting, pick up consulting gigs, volunteer, or launch a passion project to prove your skills are current. Lean heavily on networking, such as personal endorsements beat polished resumes in a tight market.

5. Don't negotiate salary like it's a favor you're asking

There's a belief that asking for more is risky. Emily says that's backwards: "Every time you get an offer, ask. The worst thing they're gonna say is no, and nothing changes. It's literally part of the recruiter's job."

What to do instead: Open the conversation early

Bring up compensation during your first call to avoid wasting time on roles that don't fit your needs. If base salary hits a ceiling, negotiate the full package: stock options, bonuses, gym memberships, travel budgets, PTO, flexible work arrangements, or remote options.

6. Don't fill the silence after you state your number

After you name your salary expectation, your instinct is to justify it and over-talk. Don't. State what you want, sit there quietly, and wait for their response. "There is no negotiation tool more powerful than saying what you want and sitting there quiet," says Durham.

What to do instead: Practice quiet confidence

State exactly what you want, sit there completely quiet, and wait for their response.

7. Don't expect recruiters to manage your application for you

Recruiters are managing thousands of resumes. Many companies run recruitment on outdated systems that lose track of people. The ghosting isn't about you.

What to do instead: Redirect your energy toward hiring managers and actual employees instead of recruiters.

Focus on hiring managers and actual employees. They're juggling 2-3 candidates instead of thousands, and it's harder to ghost someone you've spoken with directly. If you're deep in the process with multiple interview rounds and no response after three weeks, send a polite message to the hiring manager's manager on LinkedIn. You'll almost always get a response.

Watch the full "Ask a Recruiter Live" episode with Emily Durham for her takes on new grad resumes, cover letters, positioning side hustles, and more.