The latest labor report shows that hiring growth has quickly slowed in July, falling short of economists’ expectations. The unemployment rate also rose to 4.3%—the highest it’s been in the past three years. And a peek at social media reveals a deluge of online horror stories, with job seekers being forced to apply to more than a thousand postings, and others hunting for months or a year just to be considered for a role. 

Fortune spoke with a dozen top CHROs and recruiting experts to see what advice they had for job candidates in a cooling labor market. From AI upskilling to cultivating a personal brand, here are the six themes that emerged on what they advise to stand out in a crowded field. 

Lean into your specific skill set—or learn the one you don’t have yet
Lean into a skill that industries are hiring for. That can include AI programming or intra-team communication, but it has to be something that hiring managers value, experts say.  

“I advise all the candidates I work with to lean into the specific skill sets that make them unique,” said Laurie Chamberlin, head of recruitment solutions for LHH North America, a talent consulting company. “Candidates often think they have to position themselves as a generalist or morph into the person they see listed on a job posting, but by doing this, they are underselling the distinctive value they can bring to an organization.”

That skill doesn’t have to be super technical—people leaders see the value in softer human skills as well. “Illustrate your technical skills and showcase your soft skills, such as how you problem-solve and work collaboratively,” said Cindy Ryan, head of HR for Mass Mutual, an insurance company. “Demonstrating your experience and competencies can help sell yourself as the right candidate for any role.”

…Or learn a new one
Applicants should recognize and learn skills that are in particularly high demand right now. 

A 2024 PwC report analyzing job advertisements found that AI skills, such as machine learning, are especially sought-after within financial, professional services, and communications industries. And with companies pouring billions of dollars into the new technology, learning those tools and how to leverage AI is a huge plus for recruiters. 

“In today’s fast-paced technological landscape, it is crucial for candidates to show their ability to meet future demands and capitalize on emerging technologies such as gen AI,” said Yolanda Seals-Coffield, the U.S. chief people and inclusion officer for PwC, a consulting firm. “No matter how the job market shifts, candidates who are lifelong learners always stand out.”

Tracey Franklin, the CHRO for Moderna, agreed that leaders are looking for “all-purpose athletes who can pivot” on a dime and learn whatever they need to in order to thrive. 

“As the priorities and needs of the business change over time, job seekers need to demonstrate that they are focused on evolving their skill sets and acquiring in-demand skills, particularly in digital and AI, which are highly valued across industries,” she says. 

Be curious and adaptable
The skills that were hot 10 years ago are radically different than the capabilities needed today. That means that strong candidates need to be lifelong learners, able to stay curious and adapt to what hiring managers are looking for. 

“Candidates should ensure they are showcasing their ability to be nimble, a propensity to navigate change, and an orientation to learn and grow in a variety of ways,” said Susan LaMonica, the CHRO for Citizens Bank, “whether through traditional classroom learning, embarking on new experiences or pursuing mentorships with leaders and peers.”

Laura Fuentes, the CHRO for Hilton, said applicants should balance expertise with opportunities to grow. “We are the CEOs of our own careers, so whether you are looking to grow in your current role or seeking something new, I like to encourage candidates to leverage their backgrounds and experiences as their superpowers, [and] demonstrate curiosity and grit.” 

Have a personal brand
Building a personal and professional brand is often crucial for job applicants to stand out. Recruiters like to know what a candidate is all about, and contenders should be able to market themselves. 

“Build your professional brand: Enhance your online presence and ensure professional profiles are up to date, showcase skill sets using keywords, and seek endorsements,” said Jeri Hawthrone, the CHRO for Aflac. 

That often means focusing on social media as a way to get noticed. Recruiters have been known to look into job seekers’ personal profiles, and gauge their branding based on what they post. For example, employment-related profiles on LinkedIn should feature thoughtful career summaries, a strong portfolio, professional pictures, and integrated keywords. How a candidate self-promotes online could make or break an opportunity. 

Carmen Amara, the CPO for Yelp, recommends that job seekers fine-tune the image they want to promote to employers. “Be intentional about growing your personal brand. Having an online presence that reflects your point of view and expertise can help you stand out from the crowd,” she says. 

Understand the company you’re applying to 
Company culture and values invariably come into play during the interview process—recruiters want to ensure that the chosen worker is knowledgeable about and supportive of deeper facets of the business. Susan Levine, CEO and founder of Career Group Companies, a recruitment and advisory firm, says she values applicants who are on the same wavelength. 

“I prioritize hiring enthusiastic and determined individuals who have taken the time to understand our company and our values, and who demonstrate genuine interest in forging a career path here,” she said. “Those who can effectively articulate their qualifications and show their passion and energy are more likely to win out.”

Network, network, network
Job seekers may be tired of being told to network, but people leaders and recruiters say leaning on those connections is key to sticking the landing. 

“Leveraging your personal and professional networks is important in this environment. LinkedIn connections and school alumni networks are a great place to start building and maintaining relationships that can open doors to potential job opportunities and referrals,” said Nathaalie Carey, the SVP of HR and incoming CHRO for Prologis, a real estate investment trust.

Not only can networking create new opportunities, but it can also be the factor that pushes a recruiter toward a specific candidate.  

“In professional services, putting your network to work is key in the job-search process. It’s your currency,” said Laura Adams, CHRO of JLL, a real estate management company. “For today’s job seekers, applying to a position online and having a strong resume is a necessary step, but to stand out, to be seen, that’s where interpersonal relationships can be the differentiator.” 

Stay resilient and persevere
While all this advice sounds straightforward, the recruitment process isn’t always transparent or efficient, so it’s also equally important for applicants to stay resilient.

Applying to job after job without hearing back from recruiters can be frustrating—but experts advise that candidates not be deterred by ghosting and rejection. And even when candidates do get job interviews, the process isn’t always pleasant. A recent 2024 report from Greenhouse, an applicant tracking software company, found that many job hunters described their experiences as “frustrating,” “inequitable,” and “poor,” with more than half saying they’ve been asked discriminatory questions by recruiters. Juriana Sperandio, CHRO for JBS, a global food company, said despite the hardships, having a hopeful outlook is critical. “Above all, job seeking requires persistence—it can be a challenging process, so staying positive and resilient is very important,” she says.