A recruiters’ perspective on how to increase your chances of being approached for your dream role.

The higher up in your career the less likely it is that you’ll be applying to a job that has been advertised versus finding roles through your network or being approached directly via executive search recruiters or “Headhunters”. Digital technology and social media have made the process of identifying and contacting candidates much easier, so there’s every chance you’ll be “tapped on the shoulder” at some stage in your career. 



Here are some recruiter tips on how to increase your chances of being noticed and how to manage the process:

1. Have a social media presence.

Social media is a key tool for identifying candidates and it’s important to  have a presence on some of these platforms.  An up-to-date LinkedIn profile is the first step you should take. Research how your peers are presenting information, and take a look at some of the job advertisements in your field. Take note of the key words being used and ensure your profile is using the latest terminology.  Your overview on LinkedIn is an opportunity to ensure all searchable criteria is found – category experience, key words (ie. CRM, Customer Experience, e-commerce) brands you’ve worked on, training you’ve undertaken, and technical programs (ie. Salesforce, Marketo), that you’ve worked with. As these are all points of information used within recruiter search. 

A broader social media profile can also help you be identified. Twitter is searched for job titles, contribution to industry discussion and attendance at industry events.  On the flipside, it’s true that social media plays a part of the recruitment process and may be checked by your future employer so ensure there’s nothing online that’s going to work against your future job prospects. 

2. Have a USP.

By being an expert, or specialist and having a clearly defined personal USP will help someone looking at your social profile get a clear idea of what are passionate about and looking for in your career. For instance, someone in the property marketing sector may regularly post and share about key development projects or innovation in the industry. It demonstrates your interest and opens the door for conversations within your network. Candidates in the social media space should have a body of work on their own platforms that demonstrates their skills, passion and interest in social media as employers may check both professional and personal social media platforms to get a sense of capability. 

3. Network

As difficult as it can be to get out and attend industry events, it does help. Attending or contributing to events will expand your network and boost your profile. Speaking at events, writing articles, industry award nominations, are also great ways to get noticed so find the courage to say “Yes!” if you are ever asked to contribute. Attendance lists at industry events are also a data source for recruiters. 

4. Have that coffee

It can pay to have a coffee with a recruiter even if you aren’t ready to move. It can be an opportunity to gather information on salaries and the employment market that you can use in the future. An honest discussion about your career ambitions can also put you on the radar for future roles. At the very least, a polite email declining the opportunity and being open to future approaches is best.

5. Managing the process

Being approached for a role can be a very flattering and exciting time and you certainly have more negotiating power at the initial stages of the approach. It’s a good idea to keep across industry salaries and know your worth, particularly if you have been in a role for a long time. 

As frustrating as it might be, a recruiter may not be able to release the client name for a variety of reasons (it may be a sensitive hire) and you may not know the name of the employer until you are established as being considered for the role.  Try to get as much information on the category, size, location, size of team so you can get a sense of the opportunity and ascertain your interest. 

When you meet, you’ll be asked about your salary expectations and these are often clarified a few times throughout the process so both you and the employer are clear on salary before your first direct interview.  It’s best to be quite clear on your expectations rather trying to negotiate for more in the final stages of the process as this can backfire or set you off on the wrong foot with your employer. 

If you’d like to be prepared for that “tap on the shoulder” with market knowledge, salary advice or guidance on your CV, we’d love to help you.