You’ve sent 50 applications this month. Maybe 100. The result? Three automated rejections and a deafening silence from everyone else.

Here’s the part nobody tells you: applying for IT jobs isn’t a numbers game. It’s a targeting game. And most job seekers are playing it completely wrong.

The spray-and-pray approach—blasting the same resume to every job posting with “IT” in the title—doesn’t work. It hasn’t worked for years. Recruiters spend an average of 6-7 seconds on each resume, and applicant tracking systems reject up to 75% of submissions before human eyes ever see them.

But there’s a better approach: strategic applications that speak directly to what hiring managers actually need. Let’s break down the process—from finding the right openings to crafting applications that get responses.

Why Most IT Job Applications Fail

Before diving into strategy, let’s diagnose what’s going wrong.

The ATS Black Hole

Applicant tracking systems aren’t inherently evil, but they are unforgiving. These systems scan resumes for keyword matches, and if your application doesn’t hit the right terms, it gets filtered out automatically.

The problem? Most candidates either:

  • Copy-paste the same generic resume for every application
  • Stuff their resume with so many keywords it reads like gibberish
  • Use creative formatting that ATS software can’t parse

The sweet spot is a resume that’s optimized for machines and readable by humans. More on that later.

Applying to the Wrong Jobs

This sounds obvious, but it’s the biggest mistake career changers and entry-level candidates make. They apply for “Senior Systems Administrator” roles with six months of help desk experience, then wonder why they’re not getting calls.

Here’s the reality check:

  • “Entry-level” job postings often expect 1-2 years of experience (frustrating but true)
  • “3-5 years required” sometimes means “we’ll consider 2 years with strong skills”
  • “Must have” requirements are sometimes negotiable; “nice to have” requirements usually aren’t deal-breakers

The trick is reading between the lines—and knowing which “requirements” are actually requirements.

No Differentiation

When 200 people apply for the same help desk position, and 180 of them have similar certifications and experience, what makes you stand out?

For most applicants: nothing. Their resume looks like everyone else’s. Their cover letter (if they include one) is generic. They haven’t given the hiring manager any reason to remember them.

This is fixable. But it requires more effort than clicking “Easy Apply.”

Step 1: Find the Right Openings

Job boards are the obvious starting point, but they’re not the only—or even the best—source for IT positions.

Where to Actually Look

Job Boards (Use Strategically)

The problem with job boards: everyone else is looking there too. You’re competing with hundreds of applicants for every posting.

Company Career Pages

Apply directly through company websites when possible. Some organizations prioritize direct applicants over job board submissions. Plus, you avoid the flood of “Easy Apply” competitors.

Make a list of 20-30 companies you’d actually want to work for, then check their career pages weekly.

Recruiters and Staffing Agencies

IT staffing agencies like Robert Half Technology, TEKsystems, and Insight Global place thousands of candidates each year. The jobs might be contract-to-hire rather than permanent, but they’re often easier to land—and they can convert to full-time roles.

Your Network (Still the Best Source)

Here’s an uncomfortable truth: somewhere between 50-80% of jobs are filled through networking and referrals. The exact percentage depends on the study, but the pattern is consistent. The best opportunities often never make it to job boards.

This doesn’t mean you need to schmooze at cocktail parties. It means:

  • Telling people you’re job hunting (friends, former colleagues, family)
  • Engaging on LinkedIn with people in your target field
  • Attending local IT meetups or virtual communities
  • Reaching out to people who work at companies you’re interested in

A warm introduction beats a cold application every time.

What to Look for in Job Postings

Not all job postings are created equal. Learn to spot the ones worth your time.

Green Flags:

  • Clear description of day-to-day responsibilities
  • Realistic experience requirements (not “entry-level + 5 years experience”)
  • Specific technologies mentioned (shows they know what they need)
  • Salary range listed (indicates transparency)
  • Posted within the last 2 weeks

Red Flags:

  • Vague descriptions (“rockstar” “ninja” “self-starter who wears many hats”)
  • Impossible requirements lists (10 technologies, 5 certifications, 7 years experience for $45k)
  • Reposted multiple times (might indicate a problem role or unrealistic expectations)
  • No company name visible (often staffing firms with limited information)
  • Posted 60+ days ago (likely already filled or abandoned)

Step 2: Tailor Every Application

Yes, every single one. This is where most candidates fail.

Resume Customization

You don’t need to rewrite your entire resume for each application. You need to adjust the emphasis.

The 30-Minute Tailoring Process:

  1. Read the job posting carefully — highlight key skills and technologies mentioned
  2. Mirror their language — if they say “troubleshoot,” use “troubleshoot” not “diagnose”
  3. Reorder your bullet points — put the most relevant experience first
  4. Adjust your summary — align it with what they’re looking for
  5. Check for ATS keywords — make sure the main technologies and skills appear

Example: If you’re applying for a help desk role that emphasizes “customer service” and “ticket management,” those phrases should appear prominently in your resume—even if your previous job called it “end-user support” and “incident tracking.”

For more on building a strong resume, see our IT resume examples that actually get interviews or the help desk resume guide.

Cover Letters: Worth It or Not?

The debate rages on. Here’s the practical answer: include a cover letter when the application specifically asks for one, or when you’re applying somewhere you really want to work.

Skip the generic “I am excited to apply for this position” opening. Instead:

  • Lead with something specific about the company or role
  • Explain why you’re a good fit in 2-3 sentences
  • Address any potential concerns (career change, employment gaps, etc.)
  • Keep it under one page—ideally 3-4 short paragraphs

Our IT cover letter guide has templates and examples.

The LinkedIn Factor

Your LinkedIn profile matters almost as much as your resume. Recruiters live on LinkedIn.

Quick optimization checklist:

  • Professional photo (doesn’t need to be studio quality, but should be clear and work-appropriate)
  • Headline that includes your target role and key skills
  • Summary section that speaks to what you’re looking for
  • All relevant experience and certifications listed
  • Open to Work badge activated (if you’re comfortable with that visibility)

Detailed guidance: LinkedIn profile tips for IT professionals

Step 3: Stand Out From the Pile

Customization gets you through the door. Differentiation gets you remembered. Here’s where most candidates drop the ball.

Build Something to Show

Nothing sets you apart like demonstrable proof of your skills.

Home Lab Projects

If you’re in IT support, system administration, or networking, a home lab shows initiative that certifications alone can’t prove. Even a simple setup—a Proxmox server running a few VMs, Active Directory configured, basic network segmentation—signals that you learn by doing.

Document it. Put it on your resume and LinkedIn. Be prepared to discuss it in interviews.

GitHub/Portfolio

For roles involving scripting, automation, or development, have something to show. It doesn’t need to be complex:

  • PowerShell scripts that automate common tasks
  • A Python project that solves a real problem you encountered
  • Ansible playbooks for configuration management
  • Documentation of how you set up and configured something

If you’re just getting started with scripting, check out our PowerShell for beginners or Bash scripting tutorial.

Certifications (But Not Just Any Certifications)

Certifications matter for breaking into IT, but they’re table stakes—not differentiators. A CompTIA A+ might get you past HR screening, but it won’t make you memorable.

What does stand out: relevant certifications combined with practical experience. “A+ certified with a home lab running Windows Server and Active Directory” beats “A+ certified” every time.

For guidance on which certifications actually matter: What IT certification should I get?

Research the Company

This seems basic, but most candidates don’t do it—or they do it superficially.

Before you apply:

  • Read their “About” page and recent news
  • Check LinkedIn for current employees and their backgrounds
  • Look at Glassdoor reviews (take with a grain of salt, but notice patterns)
  • Understand their industry and who their customers are

This research pays off in two ways:

  1. You can tailor your application more effectively
  2. You’ll have intelligent things to say if you get an interview

Follow Up (Strategically)

The advice to “follow up on your application” is everywhere. Here’s how to do it without being annoying:

Do:

  • Connect with the recruiter or hiring manager on LinkedIn with a brief note
  • Wait at least a week before following up via email
  • Keep follow-ups short and professional
  • Send one follow-up, maybe two—not five

Don’t:

  • Call repeatedly
  • Show up in person (this isn’t the 1990s)
  • Send long emails restating your qualifications
  • Get frustrated or pushy in your communications

Step 4: Apply Systematically

A job search without a system becomes overwhelming. Here’s how to stay organized.

Track Everything

Use a spreadsheet or job search tracker with:

  • Company name
  • Job title
  • Date applied
  • Application method (job board, direct, referral)
  • Status (applied, phone screen scheduled, rejected, etc.)
  • Contact person (if known)
  • Notes

This prevents duplicate applications and helps you follow up at appropriate intervals.

Quality Over Quantity

This might sound backwards, but 5 well-targeted applications beat 50 spray-and-pray submissions.

The math works out like this:

  • 50 generic applications with a 2% callback rate = 1 callback
  • 5 tailored applications with a 30% callback rate = 1-2 callbacks (with less time investment)

Your time is better spent on applications where you’re genuinely qualified and interested.

Set a Sustainable Pace

Job searching is a job in itself. If you’re unemployed, treat it like work: set hours, take breaks, avoid burning out.

If you’re employed and looking, carve out time without letting it affect your current performance. Lunch breaks, evenings, weekends—whatever works for your schedule.

A sustainable pace you can maintain for months beats an unsustainable sprint that leads to burnout.

Special Situations

Applying Without Experience

If you’re breaking into IT without experience, the standard advice gets harder to follow. Here’s the adjusted approach:

  • Target entry points: Help desk, IT support, desktop support—these roles expect to train you
  • Emphasize transferable skills: Customer service experience counts. Problem-solving ability counts. Communication skills count.
  • Get a foundational certification: CompTIA A+ or ITF+ signals baseline commitment
  • Build something: Even a simple home lab or documented self-study journey shows initiative
  • Consider contract or temp roles: They’re easier to land and can lead to permanent positions

Also read: IT resume with no experience

Career Changers

Transitioning from another field? You have advantages you might not recognize.

  • Industry knowledge from your previous career can be valuable in IT roles at similar companies
  • Soft skills like project management, communication, and stakeholder management transfer directly
  • A different perspective can make you more effective than someone who’s only known IT

The key is framing your transition as an asset, not an apology. Our career change guide goes deeper.

When You Keep Getting Rejected

If you’ve sent 30+ targeted applications without a single callback, something’s wrong. Diagnose the problem:

Resume Issues:

  • Have someone else review it for typos and unclear language
  • Run it through an ATS simulator to check formatting
  • Make sure your contact information is correct (seriously, check this)

Targeting Issues:

  • Are you applying for roles you’re actually qualified for?
  • Are you in a competitive market that requires more experience?
  • Are your salary expectations aligned with the roles you’re pursuing?

Timing Issues:

  • Some seasons are slower for IT hiring (late December, late summer)
  • Economic conditions affect hiring volume
  • Some markets are simply more competitive than others

Consider:

  • Expanding your geographic search (especially for remote roles)
  • Looking at adjacent roles you might not have considered
  • Seeking feedback from recruiters or mentors
  • Taking a contract role to gain experience while continuing your search

After You Apply: Prepare for What’s Next

If your applications start getting traction, you’ll need to be ready for interviews.

Phone Screens:

  • Have your resume in front of you
  • Research the company again right before the call
  • Prepare brief answers to “tell me about yourself” and “why this company”
  • Have questions ready to ask

Technical Interviews:

Behavioral Interviews:

  • Prepare STAR-format stories: Situation, Task, Action, Result
  • Have examples ready for teamwork, conflict resolution, learning from mistakes
  • Our STAR method guide has detailed frameworks

Common Mistakes to Avoid

A quick rundown of what derails applications:

  1. Applying for jobs you’re not qualified for — It wastes everyone’s time and can hurt your confidence
  2. Not customizing anything — Generic applications get generic results (usually rejection)
  3. Typos and formatting errors — They suggest carelessness, which is fatal for detail-oriented IT roles
  4. Lying or exaggerating — You’ll get caught, either in the interview or on the job
  5. Badmouthing previous employers — Even if they deserved it, it makes you look bad
  6. Ignoring the job requirements — If they ask for a cover letter, include one. If they ask specific questions, answer them.
  7. Being too passive — Waiting for the perfect job to appear instead of actively pursuing opportunities
  8. Being too aggressive — Following up daily, connecting with everyone at the company, showing up uninvited

FAQ

How many jobs should I apply to per day?

Quality matters more than quantity. Aim for 2-5 well-targeted applications per day rather than 20 generic ones. Each application should be customized to the specific role.

Should I apply if I don’t meet all the requirements?

If you meet 60-70% of the requirements, apply anyway. Job postings often describe an ideal candidate that doesn’t exist. Requirements like “nice to have” or soft skills are usually flexible. Hard technical requirements (specific certifications mandated by clients, years of experience for senior roles) are less negotiable.

How long should I wait before following up?

Wait at least one week after applying before following up. Some companies take 2-4 weeks just to screen initial applications. One polite follow-up is reasonable; repeated follow-ups become annoying.

Is it worth applying to jobs posted 30+ days ago?

It depends. Some roles take a long time to fill for legitimate reasons (specialized skills, lengthy hiring process). Others are ghost listings that are already filled or abandoned. If you’re well-qualified and genuinely interested, apply—but manage your expectations.

Should I apply through the job board or the company website?

When possible, apply through the company website directly. Some organizations filter or deprioritize job board applicants. At minimum, you avoid competing with the flood of “Easy Apply” submissions on LinkedIn.

The Realistic Timeline

Managing expectations matters. Here’s what a typical job search looks like:

  • Weeks 1-2: Building your system, optimizing resume and LinkedIn, researching target companies
  • Weeks 3-6: Active applications, potentially first callbacks and phone screens
  • Weeks 6-12: Interviews, potential offers, negotiations
  • Beyond: Some searches take longer, especially for specialized roles or competitive markets

The average job search takes 3-6 months. If you’re employed, it might take longer because you can be more selective. If you’re unemployed, financial pressure might accelerate decisions.

Either way: it’s a marathon, not a sprint.

What Actually Works

The IT job market is competitive, but it’s far from impossible. The people who land roles are the ones who:

  • Apply strategically instead of spraying resumes everywhere
  • Customize their applications for each role
  • Build demonstrable skills beyond certifications
  • Use their network instead of relying solely on job boards
  • Stay organized and persistent through the process

Your next IT role is out there. The question is whether you’re applying in a way that actually gets you there.

Next steps:

  • Polish your resume and LinkedIn profile
  • Build a target list of companies you want to work for
  • Set up a tracking system for your applications
  • Start with 3-5 highly targeted applications this week

Good luck.