June 27, 2025

Why Job Seekers Freeze When They See a Low JobScan Score

Why low match scores on tools like JobScan cause unnecessary panic and what career coaches say you should focus on instead.

Tyler Bugeaud

Duey, Co-founder

Include a personal profile or introduction statement at the top of your resume

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Add an infographic element that displays your best traits and accomplishments

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Add Infographic - Jobboardly X Webflow Template — Erat scelerisque eu dui diam varius in proin sit elementum amet vitae et.

Use headings and subheadings throughout your resume to highlight key sections and make the information easier to read

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Utilize space by using bullet points to outline skills and job qualifications

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Incorporate visuals and images such as graphs and charts

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Why Job Seekers Freeze When They See a Low JobScan Score (and What to Do Instead)

When the numbers don’t match, confidence collapses, but it shouldn’t.

The Resume Score That Sends People Spiraling

There is a very specific type of panic that hits job seekers using JobScan or other resume scoring tools. You copy and paste your resume and a job description into the platform, expecting a solid match score... maybe an 80 or above. Instead, you get something like 39 percent.

And then you freeze.

One career coach described it perfectly:

People freak out when they get a low match score. I’ve seen it stop someone from applying altogether.

These tools are designed to help you get past applicant tracking systems. But too often, they end up creating anxiety, confusion, and unnecessary self-doubt.

The good news? A low score is not the red flag you think it is. But it does require context and a better strategy for how you use these tools.

What Resume Scoring Tools Actually Do

JobScan and similar platforms compare your resume against a job posting. They analyze keywords, formatting, hard skills, and section headers, giving you a score that reflects how closely your resume aligns with the job.

But here is the catch. These tools are rule-based. They reward surface-level keyword matching more than story, context, or nuance. That means you could be an excellent fit for the role and still score low if your resume is written in slightly different language.

One coach told me:

The problem is that people think the score is absolute. It’s not. It’s just a signal.

These tools are helpful, but they are not the final authority. Recruiters and hiring managers still use judgment. You should too.

The Confidence Spiral

A low score doesn’t just hurt your resume. It can hurt your momentum.

One coach shared that clients often interpret low match scores as rejection before they’ve even applied. They see the number, assume they are unqualified, and either give up or start making wild edits that water down their resume.

They start chasing the score instead of focusing on the story they’re trying to tell.

This is where mindset matters. The purpose of scoring tools is to guide you, not to grade you. When you treat it like a definitive yes or no, you are handing over your confidence to an algorithm.

How to Use JobScan Without Letting It Derail You

Start with your master resume
Your long version should contain everything. When you paste it into JobScan, use the results to highlight gaps or missed keywords but not as a command to rewrite your entire document.

Aim for relevance, not perfection
You do not need a 90 percent score to be considered. Many coaches say 70 percent is a solid target, especially if the most important hard skills are covered.

Focus on impact and alignment
Just because a job description uses the word “stakeholders” does not mean you need to rewrite “cross-functional partners” every time. As long as the intent and relevance are clear, humans will understand. Algorithms might not—but humans will.

Don’t let the tool change your story
Adjust your language where it makes sense, but avoid twisting your experience just to chase keywords. Your resume still needs to be true to you.

Coaches, Not Computers, Understand Context

Across conversations with coaches, there was one consistent refrain: people need guidance on how to interpret what the tools are telling them.

The tools are useful, but they need a translator. That’s what we’re here for.

This is especially true for non-traditional candidates, people making career pivots, or anyone applying to roles where transferable skills matter more than one-to-one experience. In those cases, your resume might never score high. But that does not mean you should not apply.

A coach recalled helping a client with a 52 percent match land the job. Why? Because the human behind the resume understood how to frame their strengths in the cover letter and interview.

Use the Score, Don’t Serve It

Resume scoring tools are just that—tools. They are not auditions, rejections, or statements of worth. They are helpful when used with intention, not fear.

So the next time you see a low score, take a breath. Look at what it is telling you, and decide what is actually worth adjusting. Use it to strengthen your application, not to silence it.

Because the job search is not about chasing the perfect number. It is about telling the right story to the right audience. And that story still belongs to you.