How to Stand Out in a Job Search When Everyone Is Qualified

The labour market has been unusually unpredictable in recent years. In industry, growth and caution exist side by side, and that reality shows up directly in hiring. The recruitment director describes the situation realistically, but not bleakly.

Open roles exist, but not enough, she says. The situation isnt hopeless, but it does require a bit more patience from candidates than before.

Application volumes have increased, yet in technical roles the scale is still manageable compared with many other fields.

“Typically we’re talking about dozens of applicants per position, and sometimes the number can climb to over a hundred, she says. That tells you competition is real. But it’s also worth remembering that technical roles are often narrowly defined, so the applicant pool isn’t completely random.”

That is exactly why differences between candidates are often created by small but decisive factors.

Many people ask how they can stand out, she says.

“I think it’s more important to make sure the basics are in place: your CV is clear and informative, your application is well targeted, and your competence is described in a way thats easy to understand. When you do those carefully and present them clearly, it’s often enough.”

The foundation of job searching is still the CV. No new trend or tool has replaced its role.

“A good CV shows concretely what youve done. If you have worked in maintenance, explain whether you’ve been responsible for preventive maintenance, root cause analysis, or for example reducing downtime during shutdowns. A job title and company name alone dont explain that.”

She emphasises that recruiters form a first impression quickly.

“At first, a CV may only get a brief look”, she says. Thats why it’s important that the key points are easy to find. A short profile summary at the top helps the reader understand who you are fast.”

The same work experience also shouldnt be presented the same way for every role.

“If you’re applying for a maintenance specialist role versus production planning, you should highlight different things, she says. In one, you emphasise hands-on technical work. In the other, coordination and managing the bigger picture. My tip is to prepare several versions of your CV.”

In the cover letter or application, attention shifts quickly from competence to motivation, which is often under-communicated.

People assume interest is obvious because they applied.

“Unfortunately, a recruiter can’t see it unless you put it into words. Explain concretely why this role, this company, or this industry interests you.”

Motivation can also decide the outcome when candidates are evenly matched.

“We’ve had situations where several candidates are equally strong in the final stage. Then the decision often tilts towards the person who has shown clear interest and understanding of the role.”

In technical fields, specificity builds credibility. That applies both to experienced candidates and those early in their careers.

“Name the systems, automation solutions and methods youve used during your career or studies. If you’ve been involved in a Lean project or helped develop maintenance practices, bring it up.”

Limited work experience is not a barrier if you know how to describe your competence.

Early on, projects, your thesis, and even hobbies can say a lot, she says. If you repair machines in your spare time or build devices, that’s highly relevant competence in this field.

She acknowledges that the situation for recent graduates is currently more challenging than before, but far from hopeless.

“Your first role may require more applications and more activity. Still, companies need new talent all the time. I also hope employers will be brave enough to give young professionals opportunities to grow and develop. That’s also a responsible choice.”

For more experienced professionals, the challenge is often putting their competence into words. Many people have built long careers in maintenance or production, but they’ve never paused to think about everything theyve learned. Then the risk is that describing your competence in the CV, the application and even in interviews stays too general.

A solution is often found through conversation.

“Ask colleagues or supervisors what youve been praised for, she says. They can give you concrete examples you can use in your CV and in interviews.”

In an interview, what matters is not perfection, but credibility.

“It’s good to remember an interview isn’t an exam, it’s a conversation, she says. You don’t need to memorise answers word for word, even though you should prepare. More important is showing how you think, how you approach problems, and how you learn.”

Examples make answers convincing. If you say you’re systematic, also explain what that looks like in practice. Have you kept maintenance plans up to date? Have you ensured reporting is completed on time?

In the end, the decision often comes down to a whole that is difficult to reduce to single factors. It’s a combination of competence, motivation and what it feels like to work with the person. When a candidate is clear and themselves, it builds trust.

“Recruitment isn’t rocket science. When you recognise your strengths and communicate with them in an understandable way, thats a strong starting point.”

A CV that works for maintenance professionals

• Start with a short profile summary
• Describe your responsibilities at the level of real work: preventive maintenance, fault diagnostics, improvement work
• Name the systems, technologies and methods you have used
• Highlight projects and measurable improvements (for example reducing downtime during shutdowns)

The core of the application

• Why does this role interest me?
• Why am I a good fit for this position?

Early-career advice for new graduates

• Describe projects, your thesis and relevant hobbies
• Explain what you have learned and where you want to develop
• Apply actively and keep a steady rhythm
• Remember that landing your first role can take time

How to succeed in interviews

• Prepare concrete examples
• Research the company in advance
• Be honest about your competence
• Remember it’s a conversation, not an interrogation

Text: Mia Heiskanen Photo: Pasi Salminen, shutterstock