How students, grads can stand out when applying and interviewing for jobs

When you’re early in your career, it can feel like you’re shouting into a crowded room, hoping someone will hear your voice above the noise. The reality is that most employers are looking for potential more than polish. They don’t expect you to have years of experience, but they do want to see that you’ve taken ownership of your path so far and are ready to learn. That means making sure your resume, cover letter, and application are sharp, tailored, and free from the kind of errors that scream, “I rushed this!”

Every job you apply to deserves a few extra minutes of customization. Use the job description as a cheat sheet. Match your language to theirs—if they want someone with “strong communication skills,” don’t just say you’re a good communicator. Point to a time when you led a group project or presented your research in front of a class.

Don’t underestimate the power of storytelling. Interviews aren’t interrogations—they’re conversations. Employers want to understand what makes you tick, how you handle challenges, and how you might fit into their culture. When they ask about your strengths or weaknesses, don’t rattle off a list. Give them a story. Maybe you struggled with time management during your sophomore year, so you built a system with calendar reminders and task batching. That’s not just a weakness—it’s a problem you solved. That tells them you’re self-aware, coachable, and serious about improvement.

And yes, enthusiasm matters. No one wants to hire someone who’s just looking to fill space between graduation and something better. Employers love candidates who show genuine interest in the company, who’ve done a little homework, and who can explain why this particular role is exciting to them. It’s okay if you’re still figuring things out—most of us are—but show them you care enough to try. Ask thoughtful questions. Engage. Be curious. That’s how you stand out.

Oh, another thing: keep in mind that rejection isn’t always about you. It might be timing, budget, or someone else having just a bit more experience. If you’ve applied for even several jobs, chances are that you felt that you were very well-qualified for at least one. If so, there’s also a very good chance that you were disappointed or even worse when you weren’t hired, and confused about why you weren’t hired. Weren’t you the right candidate applying to the right job at the right time? But consider the same issue from the perspective of the employer: chances are that they received applications from multiple candidates who were all well-qualified and could only hire one. If you were them, wouldn’t you want to hire the one who had the least chance of failing and the greatest chance of succeeding? Of course. So, when you next apply, do whatever you can to maximize the likelihood that the employer looks at you that way. The more you can convince them that you’re a low risk candidate, the more likely it is that you’ll be hired.

Don’t let a “no” stop your momentum. Treat every application and interview as practice for the next one. Each time, you’ll get sharper, more confident, and better at telling your story. That’s the long game, and that’s how early-career professionals start landing roles that change their lives.

To get further insights into how students, recent graduates, and others who are early in their careers can stand out when applying to and even interviewing for jobs, we reached out to 18 hiring experts to get their thoughts.

• Optimize Your Resume for AI Screening
• Demonstrate Authenticity Through Research
• Tailor Applications with Strategic Storytelling
• Build a Portfolio to Showcase Skills
• Craft Your Narrative with Confidence
• Network and Articulate Your Value
• Frame Experience as Problem-Solving Ability
• Show Real Impact with Specific Examples
• Create Micro-Executions for Tangible Proof
• Develop a Comprehensive Brag Book
• Highlight Measurable Outcomes and Adaptability
• Provide Clear, Thoughtful, and Genuine Responses
• Showcase Tangible Skills and Initiative
• Align Your Story with Company Goals
• Prioritize Transferable Skills and Engagement
• Demonstrate Work Through Specific Accomplishments
• Clarify Your Knowledge and Learning Goals
• Follow Up Professionally After Every Interaction

Optimize Your Resume for AI Screening

The modern job hunt isn’t just competitive—it’s a battle against both humans and machines. To win, you need a strategic approach.

Most companies use AI software to screen resumes before any human sees them. These programs scan for keywords and patterns. Many qualified candidates fail here because they don’t optimize for these systems.

Your resume needs precision. Cut the fluff. Use strong action verbs. Match key terms from the job description. Our data at Interactive CV shows that tailored resumes get 40% more interviews than generic ones.

Beyond the technical aspects, craft a narrative. Don’t just list what you did—show why it matters. Quantify achievements where possible: “Increased engagement by 27%” beats “Improved user experience.”

For interviews, preparation trumps natural talent. Research the company deeply. Understand their challenges. Arrive with thoughtful questions and potential solutions. This shows initiative that separates you from the pack.

Develop a two-minute story that connects your background to their needs. Practice until it flows naturally. Nervous? Good. Channel that energy into enthusiasm rather than trying to eliminate it.

A strong LinkedIn profile and portfolio prove your value before the interview even starts.

Remember: standing out isn’t about gimmicks. It’s about substance, preparation, and the confidence that comes from knowing you’ve done the work.

The candidates who succeed don’t just want the job—they show they already understand it and are ready to contribute from day one.

Pedro Marchal, AI Solutions Architect, Interactive CV

Demonstrate Authenticity Through Research

As a 35-year marketing veteran who has built a digital agency from scratch, I’ve found that authenticity cuts through the noise in job applications. Don’t just claim you’re “detail-oriented” or “passionate”—demonstrate it by researching the company’s unique value propositions and speaking to them specifically in both your application materials and interview responses.

Your online presence matters tremendously. Before applying anywhere, audit your social profiles through the lens of a potential employer. I’ve hired candidates who demonstrated digital savvy by creating mini-projects specifically addressing our company’s marketing challenges, showing they understood our client needs before we even interviewed them.

Write using inverted pyramid style—lead with your most impressive, relevant qualifications before diving into details. I recommend breaking application materials into scannable sections with bullet points. Our agency tracking shows hiring managers spend just 7-9 seconds on initial resume scans, and content structure dramatically affects comprehension.

Instead of vague “affordability” or “quality” claims that every applicant makes, quantify your value. When I interview candidates, I’m most impressed by those who can translate their experience into specific metrics: “I increased engagement by 32% through implementing these specific strategies,” rather than, “I’m good at social media.” Show, don’t tell, with concrete examples of problem-solving.

Scott Kasun, Digital Marketing Executive, ForeFront Web

Tailor Applications with Strategic Storytelling

Navigating the job market early in your career can feel like trying to find the right path in a dense forest. Many candidates send out generic applications hoping something sticks, like scattering seeds randomly and hoping one grows. A more effective approach is to be deliberate and strategic. Start by deeply understanding the organizations you’re applying to. What are their missions, their current projects, their challenges? Think of yourself as a consultant trying to understand a potential client. Read their website, news articles, and even employee profiles. This research forms the foundation for everything else.

Once you understand their needs, tailor your application materials—your resume and cover letter—specifically for that role and organization. Avoid sending the same document everywhere. Instead, highlight the experiences and skills most relevant to the specific job description and the company’s context you uncovered during your research. Imagine you’re building a custom tool for a particular task rather than offering a generic multi-tool. Show them you didn’t just glance at the job title; you understand what they’re looking for and how you fit. Explain how your past experiences, even academic projects or volunteer work, have prepared you to contribute to their goals.

Beyond just listing skills, focus on demonstrating the value you can bring. It’s not enough to say what you did; explain the outcome or impact. Think of it like showing ‘before and after’ pictures of your work. Instead of saying, “Managed social media account,” try, “Managed social media account, increasing engagement by 15% over six months by implementing a new content strategy.” Quantify your achievements whenever possible. This communication helps employers visualize your potential contribution and see the return on investment they might get by hiring you. Frame your experiences around problems you helped solve or improvements you made.

During interviews, continue this tailored, value-focused approach. Prepare thoughtful questions that go beyond basic information easily found online. Ask about the team’s challenges, upcoming projects, or how success is measured in the role. These questions show genuine interest and strategic thinking, like discussing the destination and route before starting a journey. Also, emphasize your eagerness to learn and adapt. Mention relevant skills you’re developing or areas you’re actively studying.

Steve Fleurant, CEO, Clair Services

Build a Portfolio to Showcase Skills

If you’re early in your career and looking to stand out in the application or interview process, one of the most effective things you can do, regardless of your field, is to build and bring a portfolio. And I don’t just mean in the traditional design or creative sense. Where we work with thousands of high-achieving students applying to the most selective institutions and programs in the world, I’ve seen firsthand how powerful it is when someone takes the time to show, not just tell.

Your portfolio doesn’t need to be flashy or professionally designed. What matters is that it offers real, tangible evidence of your thinking, your work ethic, and your growth. That might include a research paper you’re proud of, a project you led in a student organization, an initiative you took in a part-time job, or even feedback from a professor or manager that highlights your character. These elements give dimension to your story, and they create a deeper connection with the person interviewing you.

I didn’t come from a formal business background. I studied at Dartmouth, then Yale Law School. But what helped me stand out, and later, what helped us grow as a company, was the ability to communicate clearly what we had done, not just what we intended to do. The same applies to early-career professionals. A portfolio shifts the conversation from abstract potential to actual performance. It gives hiring managers or admissions officers something to react to, something to engage with, and that builds trust quickly.

It also signals initiative. Most people will come in with a resume and some rehearsed answers. But if you walk into the room with a collection of thoughtfully assembled work that reflects your curiosity, drive, and attention to detail, you immediately separate yourself from the pack. You’re not just saying you’re capable; you’re demonstrating it with evidence.

Even if you feel like your experience is limited, you can build a meaningful portfolio. Document class projects where you played a leadership role. Highlight any time you went above expectations in a part-time job. If you volunteered or helped launch something, include it. The point isn’t perfection; it’s intention. You’re showing that you took your opportunities seriously, and you’re ready for more.

In a world that’s increasingly noisy and competitive, people remember those who bring clarity, depth, and effort.

Joel Butterly, CEO, InGenius Prep

Craft Your Narrative with Confidence

Standing out in today’s competitive job market isn’t just about having the right qualifications—it’s about showing who you are beyond your resume. Employers are not only hiring for skills; they’re hiring for potential, attitude, and alignment with their team.

The first place to start is your application. Tailor your resume and cover letter for each role. Don’t just list responsibilities—highlight results. Use language that reflects the company’s values and show that you understand the role’s impact. A well-researched, personalized application always rises above generic submissions.

In interviews, focus on storytelling. Think about a few key experiences—academic, volunteer, internship, or part-time work—and practice articulating what you learned, how you handled challenges, and how those moments shaped your work ethic. Confidence comes from preparation, so research the company, review common interview questions, and be ready with specific, authentic answers.

For instance, I once worked with a recent graduate who didn’t have traditional experience in the industry they were targeting. But through coaching, they learned how to reframe their student leadership roles and volunteer work into examples of problem-solving, initiative, and communication. By the time they got to the interview, they weren’t just answering questions—they were telling a story the employer could see themselves being part of. They landed the job despite being the least experienced candidate on paper.

To stand out, show up prepared, self-aware, and aligned with the company’s goals. Your story, when told with clarity and confidence, is often what sets you apart more than any bullet point on a resume.

Miriam Groom, CEO, Mindful Career Inc., Mindful Career

Network and Articulate Your Value

This is an important question for young professionals. There are three critical things recommended to help them stand out, which, if put into practice, can be effective strategies for the duration of anyone’s career.

1. Networking/building social capital: Make connections in all environments you are in, from your college or university, events attended, family and friends in your community, and even talking to strangers. Get curious about what people are doing, show interest, talk to people about what they are doing, and see what excites you. Add them to your LinkedIn account, and stay in touch. With an average of about 80% of jobs secured through networking and many jobs never being listed, nurturing your connections is important. I recently worked with a 24-year-old who got an interview for his dream job from talking to someone he was sitting next to at the bar at The Cheesecake Factory. Take a chance on yourself and talk to people. Having someone refer you or advocate for you in a role is priceless, and people generally like to help young people.

2. Know your value and be able to talk about it: From your resume and cover letter to your interview skills and LinkedIn: Make sure you understand why you are skilled, why your experience is important, what impact you’ve had, and why you are interested in a particular role and/or company. Be able to tell good stories around all of this. Too often, people are too vague across all of these areas, and it means you’re making the interviewer, hiring manager, or recruiter work too hard to infer your value. Make it easy for them to connect the dots on why you should be considered, or else they’ll pass right by you.

3. Research and understand the companies you’re applying and interviewing for: There’s generally a high number of interviewees who don’t know what a company does, who their stakeholders are, and who is interviewing them. Set the tone at the top of an interview by having a strategically prepared answer that can effectively address, “Tell Me About Yourself” so that you are connecting the dots on what you bring to the company, how it connects specifically for that role, and why you are excited about that role. You’ll start making the interviewer take you seriously and feel you can effectively do the work, and get them salivating to know more. Be sure to say hello and thank you too, as that can help build the connection!

Job searching is hard, but putting in the work and not being complacent can go a long way!

Shannon Bloom, Leadership & Transformation Career Coach & Founder, PCC, Radiant Firefly

Frame Experience as Problem-Solving Ability

I’ve hired hundreds of people across five companies, and one of the most overlooked ways early career candidates can stand out is by framing their experience as evidence of how they think.

Most people early in their careers worry that they don’t have enough experience. But experience isn’t what gets someone hired. It’s clarity. If you can walk into an interview and clearly explain how you approach solving a problem, even a small one from a school project, side hustle, or volunteer role, you instantly show maturity and leadership potential. 

For example, instead of saying, “I led an X event,” or, “I created this X project,” say, “Here’s the decision I made, here’s why I made it, and here’s what I learned when it didn’t go as planned.” 

That’s the kind of thinking employers look for.

What I’ve learned during my days as an employer is that rookie candidates who can explain their process clearly come across as more coachable, self-aware, and ready to contribute. It shows that their mindset is already set and ready for the role they are applying to.

Jeff Mains, Founder and CEO, Champion Leadership Group

Show Real Impact with Specific Examples

I’d advise not trying to sound impressive; rather, try to sound real and specific. When you’re applying for a job, your goal isn’t to list everything you’ve ever done. It’s to show what you actually contributed.

I’d rather see one bullet that says, “Designed a newsletter that helped our student organization double sign-ups in two weeks,” than five that list generic tasks. Remember, if you can show that you made something better, even in a small way, that will stand out quickly.

And in interviews, don’t rehearse perfect answers. Just walk them through how you think. Tell them what the challenge was, what your process looked like, and what changed because of your effort.

Stephen Greet, CEO & Co-Founder, BeamJobs

Create Micro-Executions for Tangible Proof

If you want to stand out early in your career, stop trying to mimic professionalism. Instead, build a live portfolio of micro-executions. Do not talk about your interest in marketing—publish five product breakdowns on LinkedIn or post a two-minute teardown of a campaign you think could convert better. If you are applying to a role in eCommerce, build a co-branded mock landing page and show how you would track UTM-level attribution. It takes four hours and zero permission. That is the new cover letter. People who run companies want proof of thought, not fluff.

I look for applicants who bring something opinionated, unfinished, and tactical to the table. One candidate pitched me with a Notion doc and a five-line SQL query showing how we could surface inactive influencers in our database. No slide deck. No resume. Just signal. We hired him within two days. You do not need polish. You need proof of proximity to the work.

Anders Bill, Co-Founder / Chief Product Officer, Superfiliate

Develop a Comprehensive Brag Book

This is the million-dollar question—and I have plenty of advice to share. First and foremost, I always tell candidates: make sure you genuinely want the job and are excited about both the company and the role. Passion goes a long way. During an interview, whether virtual or in-person, your energy is noticeable. Employers can sense when a candidate is truly engaged and enthusiastic.

Another tip I recommend is creating a brag book—a portfolio that highlights your qualifications and achievements. For in-person interviews, bring a printed copy. For virtual interviews, prepare a digital version. Your brag book should include your resume, cover letter, letters of recommendation, volunteer experiences (photos if appropriate), certificates, and even a few “attaboy” or recognition emails—just be sure to omit anything confidential. This extra step not only sets you apart but also demonstrates your preparedness and professionalism.

TK Morgan, Founder and Visionary, Tuesday At 1030

Highlight Measurable Outcomes and Adaptability

To be different in applying and interviewing is to demonstrate your potential. When entering graduate school or beginning a career, you must demonstrate not what you know but how you do it. Customize your resume for every single job. Emphasize those occasions when you’ve produced outcomes or solved challenges, large or small. For example, if you have worked on a project team that saved money or streamlined efficiency, describe that accomplishment and how it benefited the firm. Employers need to make hiring offers to job candidates who can demonstrate measurable outcomes. Identify what makes you different, either how you’ve acquired new technology at light speed or how you’ve resolved issues. Be genuine while interviewing.

Talk about definite instances of how you overcame tough obstacles or assisted a group to succeed. Employers need to hear that you can analyze and think, not just what you did. Work on answering questions such as, “Tell me about a time when you found an issue within the workplace or school,” and turn it into an opportunity to showcase your adaptability and perseverance. Also, spare some time for researching the organization and its culture. Prepare a few thoughtful questions to demonstrate you are seriously committed to how you can be a valued contributor. Employers don’t just seek talented candidates, but also willing candidates who would be value-added team players. Add preparation to confidence, and you are ready to be the best in an open employment market.

Friddy Hoegener, Co-Founder and President, SCOPE Recruiting

Provide Clear, Thoughtful, and Genuine Responses

To stand out in applications and interviews, focus on answering the actual question being asked. Too often, candidates talk around the point, give generic responses, or focus excessively on what they want to learn rather than what the company is seeking.

Be authentic, but also strategic. For example, if asked why you want to work for a company, avoid giving a fairy-tale answer about loving the company culture (you likely don’t know it yet). Instead, provide an honest and practical response such as: “It seems like a strong environment for developing [specific skill], and it’s an excellent fit for starting my career.” This stands out more than recycled buzzwords.

Additionally, make your answers memorable. If someone inquires about your strengths, don’t list five vague traits. Say something like: “I’d say my strengths are X, Y, and Z—but my real edge is [your strongest, most relevant skill].” This feels more personal and resonates with the interviewer.

I’ve interviewed over 100 early-career candidates, and the biggest mistake I observe is attempting to sound perfect or “right” instead of being clear, thoughtful, and genuine. That’s what truly sets you apart.

Heinz Klemann, Senior Marketing Consultant, BeastBI GmbH

Showcase Tangible Skills and Initiative

Here’s my advice for standing out in applications and interviews early in your career: Focus on developing tangible skills and experiences that set you apart. Don’t just list coursework—highlight specific projects, internships, or leadership roles where you made an impact. Craft a compelling personal narrative that ties your experiences together and shows your passion and potential. In interviews, come prepared with thoughtful questions and concrete examples of how you’ve solved problems or added value. Most importantly, demonstrate genuine curiosity and enthusiasm for the role and company. Employers want to see that you’re eager to learn and contribute, not just looking for any job.

I once interviewed a recent graduate for an entry-level marketing role who really impressed me. She had created her own blog and built a sizable social media following while in college. During the interview, she presented a creative campaign idea specifically for our company, showing she had done her research and could apply her skills. Her initiative and preparation made her stand out from other candidates with similar degrees but less hands-on experience. We ended up hiring her, and she quickly became a top performer on our team.

Janelle Warner, Co-Director, Born Social

Align Your Story with Company Goals

Early career job candidates who want to distinguish themselves in the application and interview process need a strategy. For their resume, they need to concisely highlight what they have accomplished in school and/or jobs. The impact that they had in their roles (whether in school leadership positions or jobs) needs to be communicated, and if there are quantifiable metrics that can be added, that is a plus. If they plan to submit a cover letter, it should elaborate on their desire to be hired by the company and how the role they are interested in aligns with their skills, experiences, and career goals. The duties and qualifications on the job description should be reviewed for keywords which should then be added to a candidate’s resume and cover letter, as appropriate. Additionally, a candidate’s LinkedIn profile should align with the documents that are submitted for a job application.

The interview is the part of the process where the candidate can tell their story as to why the company and role are aligned with their career interests. Prior to the interview, the job candidate should conduct research on the company and know information about their interviewer’s career journey. This research allows the candidate to have a more informed conversation during the interview and be prepared to answer questions as to why the company and role are an ideal next step for them, and also ask questions of the interviewer. It is imperative for candidates to engage in practice interviews to be able to clearly articulate their skills and interest in the job. This helps to diminish nervousness because the candidate would have honed their storytelling skills. Networking is also an important aspect of the job search process that should not be neglected, as this can assist with gaining access to job opportunities. Finally, once a job is secured, it is important to have a strategy to be successful in that new role.

Andrea Bell, CEO & Owner, The Employment Strategist

Prioritize Transferable Skills and Engagement

Standing out early in your professional life begins with realizing that your worth is not necessarily about qualifications. It is about showing that you can grow and adapt. Employers these days are not just interested in what you know. They are interested in how you use it to solve problems in real-world scenarios. Standing out is a matter of prioritizing your transferable skills. Whether it’s communication, problem-solving, or leadership, consider the situations outside of mainstream work: university assignments, volunteering, or internships. Highlight how these experiences have contributed to your critical thinking skills and delivering results in high-pressure situations.

During an interview, don’t just talk about your skills. Show them. Your potential for engagement, adaptability, and problem-solving are the things employers want to see. Share specific examples of problems you’ve faced and how you managed to overcome them. Employers also wish to encounter the human behind the resume. Build rapport with them by being yourself, asking smart questions, and having the same values as the mission of the company. Talking about being excited about the company’s future and culture will make you more appealing than those who are solely interested in the position.

Being successful during an interview isn’t all about answering correctly. It’s about coming across as a candidate who is poised to learn, develop, and contribute on their first day of work. It’s the amalgamation of your attitude, competency, and active participation that will make you distinctive.

Tony Nutley, Founder & CEO, UK College of Personal Development

Demonstrate Work Through Specific Accomplishments

If you want to stand out, demonstrate your work. Provide evidence that you’ve solved problems, taken initiative, or delivered results. A one-page resume with vague buzzwords won’t suffice. Hiring managers respond to specifics—metrics, actions, and outcomes. Share links to projects, portfolios, or anything you’ve created, even if it’s small. The fact that you accomplished something without being instructed speaks louder than any title or GPA.

In interviews, abandon the script. Speak candidly. Own your experience, even if it’s limited. Discuss a mistake, what you learned from it, and how you adjusted. This demonstrates that you have awareness and drive. Avoid jargon. No one is impressed by recycled lines from career blogs. Present yourself with a point of view. Explain what you want to learn, how you’ll add value, and where you’ve identified opportunities to improve something around you.

I’ve hired interns who pitched themselves through cold emails with attached side projects. I’ve rejected MBAs who couldn’t explain their responsibilities in their previous job. A strong candidate doesn’t talk about potential; they show progress. You don’t need perfect credentials. You need to demonstrate that you’ve done the work, thought critically, and paid attention to what makes teams successful.

Alec Loeb, VP of Growth Marketing, EcoATM

Clarify Your Knowledge and Learning Goals

Here’s what I always tell early-career candidates: don’t try to impress—try to clarify. Most applicants want to stand out, so they fill their profiles with buzzwords or stretch stories to sound impressive. But I remember the candidates who were crystal-clear about what they knew, what they didn’t, and what they wanted to learn next.

If you’re not sure how to do this, focus on one project—school-related, personal, volunteer, anything—and walk through the decisions you made. Don’t just list outcomes. Explain your trade-offs when you had limited information. I value structured thinking over polished presentation. It shows me how you’ll perform when things get difficult.

I once interviewed someone who openly admitted failing at their first internship. They then said, “So I asked to stay an extra month—unpaid—just to finish what I started.” That story stayed with me.

Clarity beats confidence every time. And being honest about your learning curve without the fluff? That’s how you actually stand out. Most candidates don’t do it. The ones who do get remembered.

Adam Czeczuk, Head of Consulting Services, Think Beyond

Follow Up Professionally After Every Interaction

Follow up. Once you submit your resume/application online or in person, reach out via email and/or phone to someone at the company to confirm they received your submission and ask for the first interview. After that initial interview, send an email showing your interest in the job by referring back to the conversation, explaining how your skills fit the position, thanking them for their time, and noting how you are looking forward to hearing back about the next step. If there are more interviews, always follow up within 24 hours with whoever you have spoken to or met with.

Follow-up shows persistence, passion for the opportunity, professionalism, and positive written communication skills. These are all qualities that an employer wants a prospective employee to have!

Stacie Garlieb, President, Successful Impressions LLC