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Create ResumeYour resume getting viewed is not the same as your resume being convincing. In the Australian job market, a view usually means your application passed the first visibility hurdle, but something in the resume, candidate fit, timing, salary range, or competition stopped the recruiter or hiring manager from taking the next step. Sometimes the issue is obvious. Sometimes it is subtle. Your resume may look “fine” but still fail to answer the real hiring question: Is this person worth moving forward with right now?
This is where many candidates get stuck. They see the application status change to viewed and assume silence means the employer ignored them. Often, that is not what happened. Your resume was read just long enough for someone to decide it was not strong enough, clear enough, relevant enough, or urgent enough to contact.
When your resume is viewed, it usually means a recruiter, hiring manager, internal talent team, or applicant tracking system has opened your application. That sounds promising, but it does not mean your resume has been properly assessed in detail.
This is one of the most frustrating parts of modern hiring. Candidates imagine someone sitting down with a coffee, carefully reading every line of their resume, reflecting on their transferable skills, and making a fair, balanced decision.
Lovely idea. Not usually reality.
Most resume screening happens quickly. A recruiter may be reviewing dozens or hundreds of applications. A hiring manager may be squeezing resume reviews between meetings. An internal talent team may be prioritising candidates who already look closest to the brief.
A resume view can mean:
Your application appeared in a recruiter’s search results
Your resume was opened for a quick scan
Your profile was checked against the role requirements
Your resume was viewed but not ranked highly enough
Your application was reviewed after stronger candidates had already been shortlisted
The most common reason is simple: your resume does not clearly match the job strongly enough within the first scan.
That does not mean you are not capable. It means the resume did not make the case quickly enough.
Recruiters do not screen resumes like candidates read job ads. Candidates often read a role and think, “I could do that.” Recruiters read a resume and think, “Can I confidently present this person for this role?”
Those are very different questions.
A recruiter is usually looking for evidence of:
Relevant job title alignment
Similar industry, function, or operating environment
Clear achievements or responsibilities that match the vacancy
Appropriate seniority level
Stable or explainable career movement
Your resume was opened by one person but not progressed to the hiring manager
Your details were seen, but there was not enough reason to respond
That last point matters. Hiring is not just about being qualified. It is about being easy to understand, easy to compare, and easy to justify.
If your resume creates doubt, confusion, or extra work, it often gets parked.
Location and work rights alignment
Salary expectations that are likely to fit
Communication clarity
Evidence that the candidate understands the role
If your resume makes these things hard to find, the recruiter may move on even if you technically have the skills.
This is where generic career advice often fails candidates. It tells you to “highlight your skills” or “tailor your resume”, but it rarely explains what recruiters are actually doing while screening.
They are not admiring your career history. They are risk checking.
They are asking:
Can this person do the job?
Have they done something similar before?
Will the hiring manager understand the fit quickly?
Is there anything here that might create concern?
Is this candidate stronger than the other people I have already seen?
Is it worth contacting them before I finish reviewing the shortlist?
If the answer is not clearly yes, silence becomes more likely.
A generic resume is one of the biggest reasons candidates get viewed and ignored.
This is especially common in Australia, where many candidates apply across similar roles with the same resume because the job titles look close enough. The problem is that similar titles can have very different hiring priorities.
For example, “Project Coordinator” in construction, government, technology, and events can mean completely different things. Same title. Different world.
A generic resume usually says what you have done, but not why it matters for this specific vacancy.
It may include broad phrases like:
Strong communication skills
Excellent stakeholder management
Proven ability to work under pressure
Results driven professional
Experienced team player
These phrases are not automatically wrong. They are just weak without context. Recruiters see them constantly. They do not separate you from anyone else.
A stronger resume connects your experience to the employer’s likely problems.
Weak Example
“Experienced administrator with strong organisational skills and attention to detail.”
This is not terrible, but it is forgettable. It could belong to thousands of candidates.
Good Example
“Administrative professional with experience coordinating high volume scheduling, supplier communication, invoice tracking, and document control across busy operational teams.”
This gives the recruiter something useful. It tells them where the experience sits, what kind of work was handled, and how it may connect to the role.
The recruiter’s brain likes relevance. Give it relevance early.
Hiring managers are not reading your resume to learn your life story. They are trying to solve a work problem.
They have a vacancy because something needs to happen:
A team is overloaded
Someone resigned
A project needs delivery
A manager needs stronger capability
A process is failing
Growth has created pressure
Compliance or operational risk needs control
Your resume needs to show how you reduce that problem.
Many candidates write resumes as a list of tasks. That is understandable, but task lists do not always show value.
A task based resume says:
What you were responsible for
What systems you used
Who you worked with
What your job description probably included
A hiring focused resume shows:
What you improved
What you managed under pressure
What decisions you supported
What outcomes you influenced
What complexity you handled
What kind of environment you can operate in
The difference is not decoration. It changes how your application is judged.
If a hiring manager sees only duties, they may think, “This person has done parts of the job.”
If they see outcomes and context, they may think, “This person understands the work and could step into our environment.”
That is the gap candidates need to close.
This is uncomfortable, but important.
Sometimes your resume gets viewed because you are close enough to look at, but not close enough to contact.
That happens often when candidates apply slightly above their current level, outside their usual industry, or into a role with hidden requirements that are not obvious in the job ad.
Job ads do not always tell the full truth. They are often polished, shortened, or written by someone who has translated messy internal needs into neat public language.
A job ad might say “stakeholder management”, but internally the hiring manager means, “This person must be able to handle difficult senior stakeholders who constantly change priorities.”
A job ad might say “fast paced environment”, but internally it means, “The team is under resourced and we need someone who will not fall apart in week two.”
A job ad might say “hands on role”, but internally it means, “There is no support structure, and the successful candidate needs to figure things out.”
If your resume does not show evidence of that exact environment, you may be viewed and passed over.
This is why applying only based on job title is risky. You need to read the job ad for the pressure behind the role, not just the responsibilities.
Ask yourself:
Have I done this work at a similar level of complexity?
Does my resume show evidence of the environment they are hiring for?
Am I applying because I match the role, or because I like the sound of it?
Would a hiring manager immediately understand why I fit?
Am I missing a key requirement that stronger candidates will have?
You do not need to match every line. But you do need to match the parts that matter most.
A resume can be full of good experience and still fail because it is too hard to scan.
Recruiters rarely read top to bottom at first. They scan.
They look for job titles, employers, dates, recent experience, achievements, systems, qualifications, and keywords connected to the vacancy. If the structure is messy, too dense, or unclear, the resume creates friction.
And friction kills applications.
Common readability problems include:
Long paragraphs with no clear point
Too many responsibilities under each role
No clear career summary
Key skills buried at the bottom
Important achievements hidden inside vague wording
Dates that are difficult to follow
Formatting that looks attractive but is hard to parse
Multiple columns that confuse applicant tracking systems
Excessive design elements that distract from the evidence
A resume is not a poster. It is a decision document.
I know people love making resumes “stand out”, but standing out for the wrong reason does not help. A recruiter should not have to decode your resume like it is an IKEA instruction manual with missing screws.
The best resumes are usually clean, direct, and easy to assess.
They make the important information obvious:
Who you are professionally
What roles you are suited for
What you have done recently
What level you operate at
What value you bring
Why your background matches this vacancy
If your resume requires effort to understand, stronger and clearer resumes will beat it.
The top third of your resume matters more than many candidates realise.
This is where the recruiter forms the first working impression. Not the final decision, but the first one. And first impressions in resume screening are sticky.
A weak summary often looks like this:
Weak Example
“Motivated and hardworking professional with excellent communication skills, strong attention to detail, and a passion for delivering results.”
This tells me almost nothing. It sounds positive, but it does not position the candidate.
A strong summary should quickly clarify:
Your professional identity
Your relevant experience level
Your industry or functional background
Your strongest fit for the role
One or two practical strengths connected to the job
Good Example
“Operations Coordinator with experience supporting workforce planning, rostering, supplier communication, and compliance administration across high volume service environments. Known for keeping daily operations organised, resolving scheduling issues quickly, and supporting managers with accurate reporting.”
That is much more useful. It gives the recruiter something to work with.
The resume summary should not be a personality statement. It should be a positioning statement.
The question is not, “Do you sound nice?”
The question is, “Can I understand your fit in ten seconds?”
Candidates often underestimate how much proof matters.
Saying you are good at something is not the same as showing it. Recruiters are trained, formally or informally, to look for evidence.
For example, many resumes say:
Managed stakeholders
Improved processes
Supported projects
Delivered outcomes
Increased efficiency
Led teams
Fine. But what kind of stakeholders? What process? What projects? What outcomes? How much complexity? What changed because of your work?
Without detail, claims feel thin.
Proof does not always need numbers. Not every role has neat metrics, and forcing fake numbers into a resume can look ridiculous. But you do need specifics.
Useful proof can include:
Scale of work
Type of clients, customers, or stakeholders
Volume of tasks, cases, projects, or transactions
Systems used
Problems solved
Compliance requirements
Budgets, rosters, schedules, or operational scope
Team size or reporting lines
Improvements made
Weak Example
“Improved customer service processes.”
Good Example
“Reviewed recurring customer enquiry issues, updated internal response templates, and reduced repeat follow ups by giving frontline staff clearer escalation guidance.”
The second version feels real. It shows thinking, action, and outcome.
That is what recruiters trust.
Sometimes the issue is not your skill level. It is how your level is being interpreted.
This happens a lot in Australian hiring because job titles are not consistent across companies. A “Manager” in one business may manage people, budget, and strategy. In another, it may mean senior individual contributor. A “Coordinator” in one organisation may be administrative. In another, it may run half the operation.
Recruiters look for signals of level.
They check:
Who you reported to
Whether you managed people
Whether you owned decisions or supported others
The complexity of your work
The scale of your responsibilities
Whether your achievements match the advertised seniority
Whether your salary expectations are likely to align
If your resume does not make your level clear, the recruiter may guess. And when recruiters guess, they often guess conservatively.
A candidate can look too junior if their resume focuses only on tasks.
A candidate can look too senior if their resume overemphasises leadership when the role needs hands on delivery.
A candidate can look unclear if titles and responsibilities do not match.
This is why positioning matters. Your resume should help the reader place you accurately.
If you are applying for a role that is slightly lower than your previous title, explain your hands on capability.
If you are applying for a step up, show evidence of ownership, decision making, and complexity.
If your title is unusual, use context in the role description so the recruiter understands what the job actually involved.
Do not assume the title explains it. Often, it does not.
Not every non response means your resume is bad.
Sometimes you applied after the shortlist was already strong. Sometimes an internal candidate was preferred. Sometimes the recruiter already had referrals. Sometimes the hiring manager changed the brief. Sometimes the role was paused. Sometimes the budget became weird, because of course it did.
Hiring is not always the clean merit based process candidates are told it is.
A resume view followed by silence can happen because:
The role was already close to final interview stage
The employer had enough suitable candidates
An internal applicant entered the process
The hiring manager changed priorities
The salary range did not match the market
The vacancy was delayed or cancelled
The recruiter focused on candidates with more exact experience
The employer preferred local industry experience
The application volume was too high for individual responses
This is why you should not emotionally over interpret every viewed application.
But you should look for patterns.
If one resume gets viewed and ignored, it may be timing.
If most of your resumes get viewed and ignored, that is feedback.
Not personal feedback, but market feedback.
The market is telling you that your resume is visible enough to be opened, but not persuasive enough to convert.
That is fixable.
Many candidates blame the applicant tracking system when they get no response.
Sometimes ATS formatting and keyword alignment matter, yes. But if your resume is being viewed, the bigger issue is usually not that the system never saw you. The bigger issue is that a human or ranking process did not see enough fit.
Applicant tracking systems help employers store, filter, search, and manage applications. Some recruiters use keyword searches. Some rely on application order. Some review manually. Some use screening questions. Some use automated ranking features depending on the platform.
But here is the practical reality: ATS friendly does not mean recruiter convincing.
A resume can contain the right keywords and still be weak.
You can mention “stakeholder management”, “project support”, “customer service”, “data analysis”, and “administration” and still not show whether you are any good at those things.
For Australian job seekers, the best approach is to make the resume both ATS friendly and human friendly.
That means:
Use standard section headings
Avoid complicated columns and graphics
Include relevant keywords naturally
Match the language of the role where truthful
Make recent experience clear
Show evidence, not just keyword lists
Use clean formatting that works when scanned quickly
Do not write for the system and forget the person. The person still makes the hiring decision.
The first scan is brutal because it is fast.
A recruiter is usually trying to answer several questions almost immediately.
They look at your current or most recent role first. Then they check the employer, dates, career path, location, and whether your experience resembles the vacancy.
They notice gaps, but not always negatively. They notice job changes, but not always critically. They notice title changes, industry switches, unclear summaries, and vague achievements.
What matters is whether the resume gives enough context.
Recruiters often notice:
Your most recent role before anything else
Whether your job title matches the target role
Whether your industry experience is relevant
Whether your responsibilities match the vacancy
Whether your career movement makes sense
Whether there are unexplained gaps or sudden changes
Whether your resume looks tailored or mass sent
Whether your achievements sound real or inflated
Whether your salary level may be too high or too low
Whether your communication is clear and professional
One thing candidates often miss: recruiters also notice confidence level in writing.
Not arrogance. Not buzzwords. Confidence.
A confident resume is specific. It does not hide behind vague language. It says what you did, where you added value, and what kind of work you are suited for.
A weak resume often sounds like it is trying to please everyone. That usually makes it convincing to no one.
Start by treating your resume like a conversion document, not a career archive.
Its job is not to include everything. Its job is to get the right employer to take the next step.
Here is the framework I would use.
Before rewriting anything, check the jobs you are applying for.
Look at five recent roles where your resume was viewed but you received no response. Compare them honestly.
Ask:
Are the job titles genuinely aligned?
Do I meet the essential criteria?
Is my recent experience relevant enough?
Am I applying into a very different industry without explaining the transfer?
Does the employer need experience I do not clearly show?
Would I shortlist myself based only on the resume?
That last question is annoying but useful.
Do not answer it as the candidate. Answer it as a busy recruiter with fifty other resumes to review.
Your summary, key skills, and most recent role need to create immediate clarity.
The top third should answer:
What type of professional are you?
What roles are you targeting?
What relevant experience do you bring?
What environments have you worked in?
What makes you credible for this vacancy?
Avoid vague personal branding. Use practical positioning.
Weak Example
“Dynamic professional seeking a challenging opportunity where I can utilise my skills.”
This says nothing. It also sounds like it escaped from a resume template in 2009.
Good Example
“Customer Service Team Leader with experience managing frontline teams, complaint resolution, workforce scheduling, and service quality improvement across high volume contact centre environments.”
Clear. Searchable. Relevant. Useful.
Your most recent roles carry the most weight.
For each relevant role, do not just list duties. Add context and impact.
Include:
What the business or team did
What you were responsible for
What volume or complexity you handled
What systems or processes you used
What problems you solved
What improved because of your work
You do not need to turn every bullet into a dramatic achievement. Not every task saved the company from disaster, and recruiters can smell exaggeration.
But you do need enough substance for the reader to understand your value.
Use the job ad as a clue sheet.
Look for repeated responsibilities, required systems, industry terms, and capability themes. Then reflect the relevant language in your resume where it is truthful.
If the job ad mentions “case management”, do not only say “client support” if case management is what you actually did.
If the role requires “rostering”, do not bury that under “administrative support”.
If the employer wants “Excel reporting”, do not simply say “computer skills”.
Recruiters search for the language of the vacancy. Hiring managers recognise the language of their problem.
Use both.
Many resumes include information that does not help and sometimes quietly hurts.
Consider removing or reducing:
Old unrelated roles taking too much space
Generic soft skill lists
Objective statements focused on what you want
Personal details that are not needed
Excessive design features
Repeated duties across multiple jobs
Long descriptions of irrelevant early career experience
Claims that sound impressive but are not backed by evidence
A strong resume is not just about what you add. It is also about what you stop making the recruiter work through.
When candidates get no response, they often apply for more jobs.
Sometimes volume helps. But if the resume is not converting, more volume just creates more silence.
A better approach is to improve targeting and conversion.
Instead of applying to thirty roles with one generic resume, choose ten roles where your fit is genuinely strong and tailor the resume properly.
This does not mean rewriting everything from scratch each time. It means adjusting the positioning, summary, key skills, and most relevant achievements so the fit is obvious.
For each application, check:
Does the resume title or summary match the role type?
Are the most relevant skills visible early?
Are the strongest matching achievements easy to find?
Does the recent experience support the job requirements?
Is there anything confusing that needs clarification?
Would the hiring manager understand the fit without guessing?
Good applications make the decision easier.
That is the whole game.
Recruiters are not looking for perfect candidates. They are looking for candidates they can confidently move forward.
Give them confidence.
There are situations where your resume may be good, but the process still goes nowhere.
This matters because candidates can waste a lot of energy fixing a resume that is not the main issue.
The problem may be outside your control if:
You are applying in a very competitive market
Your salary expectations sit above the advertised range
You require sponsorship and the employer is not open to it
You are applying from interstate and the role needs local availability
The employer strongly prefers industry specific experience
The role has an internal candidate
The vacancy is paused after applications open
The company is collecting resumes for future hiring
The hiring manager is slow, unclear, or constantly changing the brief
Yes, that last one happens more than candidates think.
Recruitment can be messy behind the scenes. A recruiter may want to move candidates forward, but the hiring manager delays feedback. A role may be advertised before the business has fully agreed on budget. A job ad may stay live even after the shortlist is almost complete.
This is why your job search strategy needs resilience. Not motivational poster resilience. Practical resilience.
Track patterns. Improve what you can control. Do not obsess over every individual silence.
A no response after a resume view usually means one of three things.
Your resume did not show enough match.
Your resume showed some match, but other candidates looked stronger.
The hiring process changed, slowed, or became deprioritised.
The mistake is assuming all silence has the same meaning.
If you are consistently getting views but no responses, focus on conversion. Your resume is being found or opened. That is a useful signal. Now the content needs to work harder.
A strong resume should make the recruiter think:
This candidate fits the role
Their recent experience makes sense
Their level is clear
Their value is visible
I can explain this candidate to the hiring manager
It is worth contacting them
That is what you are aiming for.
Not a beautiful resume. Not a clever resume. Not a resume packed with every keyword from the internet.
A clear, relevant, evidence based resume that makes the next step feel obvious.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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