Ghost jobs, ignored applications and a hidden market that rewards visibility. Here is how to position yourself on MyJobAlly and LinkedIn so employers find you first, with the Nigerian context and the data to back it up.

Last updated: 21 October 2026

You send the CV, tailor the cover letter, click submit, and hear nothing. Then you do it again. For many Nigerian job seekers, applying has become the most tiring part of the search and the least rewarding.

A recent video by career coach Boyd Clewis, “Stop Applying for Jobs at 50 (Here’s What To Do Instead)”, published on 9 October 2026, argues for a different approach: stop chasing openings and build a profile that makes recruiters come to you. He lays out five steps. This article takes those steps, tests them against the data, and adapts them for Nigeria. The advice is not only for people over 50. It works for graduates, mid-career professionals and anyone whose applications keep disappearing.

A note on evidence: most hard data here comes from the US and UK, so treat it as a benchmark rather than a Nigerian measure. We flag the few Nigerian sources we found and say where Nigerian data is missing.

Why “Just Apply” Keeps Failing

Many listings are not real or not open. A survey of hiring managers at nearly 650 US companies, reported by Newsweek, found that 39 percent said their company had posted a fake job in the past year. A LiveCareer survey of 918 HR professionals, summarised by Jobstrack, found that 93 percent said their employer posts ghost jobs, 45 percent “regularly” and 48 percent “occasionally.” Estimates of how many listings are ghosts vary with the method. One 2026 review puts the range from about 1 in 7 to 1 in 3 postings and stresses that these are survey-based estimates, not official labour data.

Nigeria has its own version of the problem. We found no Nigerian study that counts ghost jobs. What we do see is fake adverts. Africa Check documented a fake KPMG graduate trainee advert spreading on Facebook and WhatsApp in Nigeria, with KPMG Nigeria warning that it only posts jobs on its own website and official channels. On 19 October 2026, Africa Check also flagged fake Facebook ads claiming Dangote Group was hiring thousands for a Kenyan refinery. Whether a listing is a ghost, a scam or a real vacancy filled by referral, the result for you is the same: wasted effort.

The hidden job market is real but often exaggerated. The claim that 70 to 80 percent of jobs are never advertised is widely repeated. AIChE’s career guidance says reputable studies put networking and referrals at roughly 30 to 60 percent of hires, and notes that a referred hire may still have had a public posting. Another compilation, from Chanty, reports that referrals make up only about 6 to 7 percent of applications but a far larger share of hires. Those are secondary summaries, so read them as direction, not precision.

Applying has not stopped working. An Ashby recruiting-software report, as summarised by Noon, found that inbound applications made up about 52 percent of hires by Q1 2026, up from 38 percent in early 2021. That is vendor data from mostly US employers, but it makes an honest point: the best strategy is not “never apply.” It is to apply selectively and also become easy to find. Clewis’s own claim that every job he has had since 2010 came without an application is a personal experience, not a rule.

Step 1: The Billboard Rewrite

The idea: Your profile should advertise the problems you solve, not read like an old job description. People cannot hire what they cannot see.

What to do:

  • Rewrite your headline. LinkedIn gives you 220 characters, but only the first part shows in many places, so put the most important words first.
  • Open your About section with a hook. The section allows 2,600 characters, but only roughly the first 300 show before “see more,” so lead with who you help and what you fix.
  • Use proof, not adjectives. Numbers, scale and outcomes beat “hard-working team player.”

Here are illustrative examples (not real people):

  • Weak: Accountant | Seeking new opportunities
  • Stronger: Finance Manager | Cut month-end close from 12 days to 5 | Audit-ready reporting for FMCG and logistics firms
  • Weak: Sales Executive | Dedicated professional
  • Stronger: B2B Sales Lead, Lagos | Grew regional revenue 40% in 18 months | Telecom and fintech accounts

Use MyJobAlly’s optimiser, not guesswork. Clewis suggests feeding your CV to an AI tool. On MyJobAlly you can do this inside the platform with the Optimize Your CV function, which is built around the Nigerian job market. If you do use a general AI tool, check every claim and number before you publish it. Never keep a figure you cannot defend in an interview.

Keep the same story everywhere. Your MyJobAlly profile, LinkedIn and CV should tell one consistent story. Employers notice mismatches, and our guide on what recruiters look for in a CV shows what they scan first. An incomplete profile also costs you: see why an incomplete job board profile is costing you offers. Job boards reward completeness in other ways too.

Stay honest about titles. If your title is bigger than your real scope, explain the scope. Our piece on job titles that sound impressive but mean little explains why recruiters look past the label.

Step 2: Turn On the Recruiter Signal

The idea: Recruiters are paid to find people, so make yourself easy to find and contact.

On LinkedIn:

  • Turn on Open to Work and choose Recruiters only if you are currently employed. LinkedIn told CNBC that members who enable it are twice as likely to be messaged by a recruiter.
  • Fill in your preferred job titles, locations (Lagos, Abuja, Port Harcourt, remote) and work types, because recruiters search by these fields.
  • Know the limits. Recruiters-only is strong privacy but LinkedIn cannot guarantee complete privacy from your current company. Experts also disagree about the public green banner: some former recruiters call it a red flag, while others say the extra visibility helps. The same CNBC piece quotes a career coach who warns that a weak profile will not convert, whatever setting you choose.

On MyJobAlly:

  • Sign up, complete your profile and upload an optimised CV. Employers can browse the candidate listing, so a thin profile means you never get seen.
  • Set up job alerts for your target roles so you can still apply quickly when a good opening appears.
  • On “My Profile” Page, ensured that your profile is visible to recruiters by selecting “Make my profile visible in the public Candidates directory” on you profile page.
  • Finally, toggle the "Contact Candidate" button on so that the Contact button can show on your profile and let employers contact you.

Why this matters in Nigeria. NapoleonCat estimates about 14 million LinkedIn users in Nigeria as of mid-2026, of whom 15.7 percent are aged 35 to 54 and only 1 percent are 55 or older. These are advertising-audience estimates, not a census. Our inference is that mid-career and senior professionals are underrepresented, so a sharp profile can stand out in searches for experienced hires.

Set up a clean contact channel. Clewis recommends a separate email and phone number for your search. In Nigeria that means a professional email address and a number you can answer, ideally one that also works on WhatsApp. Be careful with unknown contacts: legitimate employers do not charge candidates fees, and the fake adverts above show why you should verify any recruiter through the company’s official channels.

Step 3: The Weekly Proof Post

The idea: Trust is built before the conversation starts. One short post a week shows how you think.

Post ideas that work:

  • A problem you solved, with the steps and the result.
  • A common mistake in your field and how to avoid it.
  • Your view on industry news, for example a new regulation, a tool or a trend affecting your sector.
  • A lesson from a project that went wrong.

Nigerian examples of useful angles (illustrative): how you reduced stock-outs in a Lagos warehouse, how you handled a payroll migration, what you learned moving a product to mobile-first customers, or how you trained a team on a new compliance rule.

Protect yourself. Do not share confidential figures, client names or anything covered by your employment agreement. Remember that a public profile invites scrutiny: our guide on what to delete before your next interview explains how employers check social media. For the bigger argument that visible skill beats silence, read Be Seen, Be Skilled. If you are an introvert, a written post is a comfortable way to be visible, and our article on introverts in hiring covers why that matters.

You do not need to go viral. Consistent, specific posts and thoughtful comments on other people’s posts are enough to make a recruiter think, “this person knows the work.”

Step 4: The Budget Question

The idea: Settle the money before you invest your time. Clewis suggests asking the recruiter, before you schedule an interview, what the budget is for the role.

Honest caveat: career experts disagree on this. Ask a Manager describes how employers who ask for expectations early can save both sides time when numbers do not match, and warns that employers who hide the range while demanding yours are a red flag. Other advisers argue you should never name a figure first, because the first number anchors the talks, while Fast Company reports that research favours the person who speaks first. No single script wins every time.

A practical approach for Nigeria:

  • Many Nigerian adverts do not state pay, so asking is reasonable. Try: “Before we schedule, could you share the budgeted range for this role so we can confirm we are aligned?”
  • If they insist you go first, give a researched range, not a single number.
  • Do your homework first. Our guide on how to know if you are underpaid shows how to check your market value.
  • Be flexible if the role offers growth, but do not spend weeks on a process whose ceiling is below your floor.

Step 5: Run the Interview Like a Consult

The idea: Companies do not hire CVs, they hire problem solvers. Shift from “here is why I am great” to “here is how I can fix your problem.”

How to do it:

  1. Early in the interview, ask why the role is open.
  2. Ask what the biggest problem is and how soon it needs fixing.
  3. Answer with one specific story from your past: the situation, what you did and the result.
  4. Close by proposing a first step, such as what you would tackle in the first 90 days.

This works especially well in Nigerian interviews, where employers often face pressure on costs, staff turnover, customer complaints or compliance. Listening before pitching also helps if you feel less comfortable selling yourself.

Before You Go Passive: Check That the Job Is Real

Building a strong profile does not remove the need to verify what comes in. Our suggestions:

  • Confirm the vacancy on the company’s official website or verified social handles.
  • Be wary of any process that asks you to pay for a placement, training or “document processing.”
  • Be more cautious when a role is vague. Real listings, especially senior ones, tend to be specific about duties and qualifications.
  • Use trusted boards. Browse verified jobs on MyJobAlly and apply to the roles that match the core of your profile.

A Simple Weekly Plan

This is our suggested routine, not a research finding:

  • Week 1: Rewrite your headline and About section, run your CV through the optimiser, and complete your MyJobAlly profile.
  • Week 2: Turn on Open to Work, set your preferences, and set up your clean email and phone.
  • Every week after that: Publish one proof post, comment thoughtfully on five posts, message two people in your field, and apply to three to five roles that really match.

The last item matters. Referrals and recruiter outreach are slower and less predictable than applications, so use both. If you are early in your career and worried about experience requirements, read our look at the worst entry-level job requirements, and see our balanced piece on connections versus merit in Nigerian hiring.

Common Mistakes to Avoid

  • Inflating your profile. Claims you cannot defend in an interview cost you the offer later.
  • Copy-pasting AI text. Generic, buzzword-heavy summaries make you look like everyone else.
  • Going silent after the first message. Reply promptly to recruiters, even if the role is not right.
  • Posting complaints about employers. Recruiters read your feed.
  • Waiting for results in a week. Visibility compounds over weeks and months.

Frequently Asked Questions

Can I really get hired without applying? Yes, it happens through recruiter outreach, referrals and direct approaches from hiring managers. It is not guaranteed and it takes time, so combine it with targeted applications.

Is this only for people over 50? No. The video targets older job seekers, but the method suits graduates, career changers and mid-career professionals. It may help most where age or experience filters block your applications.

What percentage of jobs are never advertised? Popular claims of 70 to 80 percent are overstated. Better-supported estimates put referrals and networking at about 30 to 60 percent of hires, and the numbers vary by industry and seniority.

Should I use the green Open to Work banner or recruiters only? If you are employed, recruiters only is usually safer, though privacy is not absolute. If you are unemployed and want maximum visibility, the public banner is an option, but opinions on it are split.

Is it wrong to ask about salary before an interview? No, but how you ask matters. Ask about the budgeted range politely and be ready to share a researched range if pressed.

Do I still need to apply for jobs? Yes. Applications still produce hires. Apply to roles that match the core of your profile and let your visibility work in the background.

The Bottom Line

Blind applications are a weak use of your time when many listings are ghosts, scams or already promised. A better plan is to become easy to find and easy to trust: a clear profile, a recruiter signal that is switched on, steady proof of your work, an early conversation about money, and interviews that focus on the employer’s problem. Start with your profile. Run it through MyJobAlly’s Optimize Your CV tool, complete your listing, and let the right employers come to you.

This article is based on the video “Stop Applying for Jobs at 50 (Here’s What To Do Instead)” by Boyd Clewis (YouTube, 9 October 2026), using the creator’s description and a summary of the video’s five steps. It also draws on Newsweek, Jobstrack, Glider, Africa Check, AIChE, Chanty, Noon (summarising Ashby), CNBC, Resume.co, AuthoredUp, SocialKit, NapoleonCat, Jobberman, Ask a Manager, Penelope Trunk, Fast Company and HR Katha, current as of October 2026. Most data comes from the United States and is used as a benchmark only. Ghost job, referral and hidden-market figures come from surveys and vendor analyses with different methods and sometimes conflicting results. Examples of headlines and posts are illustrative, and the explanations, plan and scripts are our suggestions. We found no Nigerian study measuring ghost jobs or how many hires happen without an application. This article is general information, not career advice.