How to Increase Your Interviews in 30 Days
- Martin Hill
- Oct 23
- 6 min read
The market is busy: 51% of employees are watching for or actively seeking new opportunities, the highest level since 2015. In a crowd that large, generic, high-volume applications get ignored; focused, proof-based outreach stands out.
This 30-day plan helps mid-career professionals increase your interviews by narrowing targets, using warmer paths before you apply, and sending short messages that point to real results. Each step below explains what to do and why it helps in plain language, no jargon.
1. Diagnose your starting point
List the last two weeks of activity: applications sent, replies received, screening calls, interviews.
Calculate reply rate = replies ÷ applications. If it’s below 8–10%, the issue is usually low fit or low warmth, not effort.
Why it works:: You can’t improve what you don’t measure. A simple baseline stops random guessing and shows you whether the next changes are working.
2. Define your Ideal Career Profile
Before applying, you need a clear Ideal Career Profile (ICP) , a simple snapshot of the roles, companies, and problems best suited to you. It acts as your filter so you focus on the right opportunities instead of applying to everything.
Example: HR Business roles in growing organisations focused on talent acquisition
Write one clear sentence for each element of the job:
Role & level: “Senior HR Business Partner - supporting front office.”
Industry & company size: “Financial services, 200–1,000 employees.”
Top problem you solve: “Cut time-to-hire by 35% across APAC.”
If a job doesn’t match at least 80% of your ICP, skip or deprioritise it.
👉 Why it works: Mid to senior level career hiring is about risk reduction. When your profile mirrors the team’s size, industry, and pain points, you look like a low-risk, high-fit hire, someone worth a conversation.
3. Build a list of 50 companies
Create a simple spreadsheet or invest in Linkedin Sales Navigator. For each company, add three people:
The likely hiring manager (your future boss)
A recruiter or talent acquisition partner
A warm path (alumni, former colleague, mutual connection)
Track: company, role link, manager name, warm path, date contacted, reply, outcome, notes.
Why it works: You work a pipeline, not a pile of postings. And even today, many employers still struggle to fill roles, targeted outreach with proof makes their job easier and gets you seen faster.
4. Create a Career Walking Deck
You want to demonstrate to prospective employers that you have solved the problems they have problems with . Creating a career walking deck helps you demonstrate capability and you can also use it for interviews in the future.
You can use a template or use a simple Google Doc or host on your site (view-only link). Keep the formatting simple.
(a) Mini case study (200–250 words)
Use Problem → Action → Result with real numbers.
Example:
Problem: APAC tech roles took 78 days to fill; offer acceptance was 74%.
Action: Introduced structured interview scorecards, recruiter service levels, and hiring-manager coaching; rebuilt sourcing channels; added a 48-hour resume debrief loop.
Result: Time-to-hire down 35%, offer acceptance up to 92%, cost-per-hire down 18% across 87 roles in 7 countries.
(b) First 90-day Breakdown (400–600 words)
Title it: “How I’d cut time-to-hire in the 1st 90 days at a XXXXX company.”
Outline: Weeks 1-2 diagnose (data + stakeholder map) → Weeks 3–6 pilot fixes (scorecards, sourcing mix) → Weeks 7–12 scale and automate → Metrics you’ll watch.
Why it works: Proof assets answer “Why you?” before anyone asks. They turn your outreach into a useful resource instead of a request.
5. Warm introductions first (your primary channel)
Warm introduction should be your primary first channel. Start with a soft, low-pressure message to your warm contacts:
Step 1 - Soft Introduction
“Hey [Name], do you still know anyone on the [Team] at [Company]? I’m exploring roles focused on [problem you solve]. If yes, I’ll send a two-line blurb you can forward, no pressure.”
Step 2 - Forwardable message (you write it for them)
Subject: Re: Intro to [Hiring Manager]
Body: “Quick intro to Martin, ex-[Company], eight years in HR recruitment across APAC. He built a scorecard process that cut time-to-hire by 35% and raised acceptance to 92%. Here’s his 1-page 90-day plan for teams like yours: [link]. Worth a chat?”
Aim for 10 - 15 warm introductions per week → 4–6 introductions → 2–3 screening calls.
Why this helps: Referrals and warm introductions are trusted signals. They lift your message out of a crowded inbox and give the hiring side a reason to respond.
6. Direct outreach second
Hiring managers & recruiters are busy making sure your message is short and direct. Send separate, tailored notes to the hiring manager and the recruiter. Keep each under 90 words and link your proof.
Hiring manager email
Subject: 90-day plan to cut time-to-hire at [Company]
Hi [Name], I help HR teams fill critical roles faster without sacrificing quality.
In my last role I cut time-to-hire 35% across APAC and raised acceptance to 92%.
Here’s a 1-page 90-day plan for teams like yours: [link].
Open to a 15-minute chat this week?
Kind regards
Martin
Recruiter email
Subject: Pipeline fix for [Role]
Hi [Name],
I’m an experienced HR Business Partner supporting financial-services teams (200–1,000 employees across APAC).
Recent I have:
• 35% faster time-to-hire
• 92% offer acceptance
• Hiring scorecards + manager enablement rollout
If you’re working on similar roles, I’d be happy to share more, attaching a brief case study for context.
Kind regards
XXXXXXX
Follow-up after three business days
Hi [Name],
Following up briefly in case you’re hiring for similar mandates.
I’d be glad to expand on how I:
Enabled faster hiring decisions through stakeholder alignment
Standardised interview scorecards for higher-quality hires
Partnered with leadership to scale capability during growth
If it’s not a fit right now, just let me know and I’ll happily close the loop.
Thanks again,
XXXX
Why it works: Short messages respect time. Links to proof show value. A gentle follow-up closes loops without being pushy.
7. Tighten your resume for replies
Open with five outcome bullets using number + action + scope.
“Reduced time-to-hire 35% across 7 countries by rolling out structured interview scorecards and manager coaching.”
List skills you truly have that the job requires.
Keep it scannable (one to two pages, no graphics that confuse tracking systems).
Why it helps: Hiring teams skim for evidence of impact. Clear numbers and scope make it easy to say “yes” to a call.
8. Apply Last
Applications should come after you’ve done your targeting, outreach, and research, not first. But when you do apply, timing matters.
Most jobs are flooded with CVs within hours. If you apply late or to everything, your CV ends up buried.
Limit yourself to 3 high-match roles per day (≥80% fit).
Set alerts and apply within the first hour of posting.
Tailor the top third of your CV to highlight relevant outcomes.
Sent LinkedIn connections to hiring manager and recruiter
Why it works: Your outreach gets you noticed. Your application keeps the process moving in the system. By applying last, but fast you stay visible and avoid the pile.
9. Post weekly proof on LinkedIn
Publish two posts with experience of your experience that match your target position
Posts of examples of how you have solved similar problems to the job you are applying for. Example: How you reduced time to higher and increase offer acceptance for a growing company
Reply to the comments on your post to build your profile
Like and add comments to people on your Top 50 companies list. Do the same for recruiters, hiring managers and their teams for roles you have applied to increase visibility
Why this helps: You increase your network. Recruiters search for people who talk about solving their exact problem.
10. Review your Interview numbers every Friday and adjust
Track three weekly metrics:
Reply rate (emails/messages that get a response): target 15–25%
Intro rate (warm asks that turn into introductions): target 30–40%
Interview rate (screening calls from all activity): target 10–15%
If you’re under target, change one variable next week (subject line, opener, link, or target persona). Keep everything else the same so you can see what moved the needle.
Conclusion - Increase your Interviews
You don’t need more applications, you need more proof and more relevance. By narrowing targets, leading with outcomes, and asking for warm introductions before you apply, you make it easier for busy hiring teams to say “yes” to a conversation. Track your three numbers weekly, adjust one variable at a time, and your interview volume will rise within a month.
Want to strengthen each step? Dive into these Perennial HR reads: 6 Daily Job Search Habits That Actually Get Results, Interview Scorecards: The Secret to Smarter Hiring, and How to Optimize Your Onboarding Process to Boost Retention
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