I read somewhere that only 10 to 15% of vacant positions in the market go to a formal search with a recruiter. Most of the open roles are either publicly posted or companies are recruiting for directly. Many of the searches that we work on are either very difficult to fill, are confidential in nature (e.g. someone is being replaced), very niche/technical in nature, or where the company does not have the time or resources to do the search on their own. Although job seekers still have over 85% of the market to go after, recruiters are still working on the others. Below are a few suggestions I have for those looking to market themselves to recruiters.
LinkedIn is arguably the #1 go to site for recruiters when searching for candidates. My recruiters and I spend hours a day on LinkedIn. That’s why it’s very important that your LinkedIn profile is complete, well written, and that you have a professional profile picture. Keep the more humourous language or pictures for other social media sites, but still be mindful as most recruiters will search you on these other sites before presenting you to their clients.
Be Careful of What You Post
As a general rule, I don’t post or comment on anything that is political or religious in nature. It just opens the door for potential conflict. I prefer to keep my posts business related, motivational in nature and positive. Once you put something “out there” it is there forever. I never want my personal opinions on sensitive topics to hinder my ability to conduct business or secure a job.
Be Active and Contribute
You should be active on LinkedIn and other social media sites. I’m naturally an introvert but that doesn’t mean I don’t put myself out there to chase down business. Being an introvert is not going to get you a job, you have to market yourself! I make a point of liking and sharing interesting posts on LinkedIn, Facebook and Instagram. I also include a comment on anything I feel I can add value to. I notice when people like or comment on other people’s posts as it appears in my newsfeed. It keeps them top of mind and I may be more inclined to contact them. You should also find interesting articles or content to share. You should have an opinion, just be careful that it’s not unnecessarily controversial. Also respond to recruiters when they reach out to you. Be helpful, even if you’re not looking or aren’t interested in the opportunity. Because when you are ready for a change, you want to be remembered and you will want the recruiter to call you.
Lakeshore Human Capital Inc. (“LHCI”) has built a reputation among executive search providers for superior client service, comprehensive sector and functional knowledge, and senior partner involvement on every assignment. With tenures at global and boutique firms, LHCI founder and managing partner Mandeep Grewal brings over 17 years of experience in the retained executive search industry.
As a member of HGM Search Partnership, Lakeshore Human Capital has the reach of the global search firms while still benefitting from the adaptability, agility, and personalized attention for which LHCI has become known. The partnership maximizes the many benefits of the boutique firm model for clients while allowing members the opportunity to leverage each others’ expertise.
