How To Attract The Attention Of Recruiters As We Head Into The ‘Great Resignation’ And People Look To Switch Jobs

The job market has turned hot. After sheltering in your job for over a year, people are ready to explore new opportunities. It could be because your company won’t let you continue working at home, you’d like to pivot to a new and different type of job or reinvent yourself with a new career. Sometimes, it’s just time for a change of scenery.

Over 8 million new jobs were posted online last month. States have reopened, millions of Americans have received their Covid-19 vaccines and the overall mood of the country, economy and job market has improved. The landscape shifted to such a degree that  Anthony Klotz, an associate professor of management at Texas A&M University, coined a phrase in a conversation with Bloomberg, saying we’re entering the “great resignation,” as workers are strongly considering switching jobs.    

You need to get started. As we head into summer, the job market slows down, as people go on vacations. Given that we’ve been housebound for so long, it’s likely that there will be a record-setting surge in travel. For the next few months, until September starts and the hiring cycle picks up again, you may need to work extra hard to get attention.

You can be the best in class at what you do, but if no one knows you’re open to pursuing a new job, nothing will happen. It’s important to build an online presence, particularly on LinkedIn, the go-to social media platform for networking. An integral part of your job-search strategy should include connecting with smart, well-connected top recruiters that specialize in your area of expertise.

On social media, showcase your skills, ability, knowledge and achievements. Make sure that you clearly set forth what you are looking to do next, so people are aware of how they can help you. Ensure that your LinkedIn profile clearly and concisely sets forth your experience, background and achievements.

Recruiters are paid by companies to find the best, most appropriate people for their open job requisites. They are on a mission. Recruiters want to find the right candidate before their competition. If your LinkedIn profile is lackluster or hard to understand, they’ll quickly move onto someone else. You want the recruiter to stop dead in their tracks when they see your amazing profile or notice your intelligent and informative online activities.

Think of what specific, unique experiences, skills, talents, education and character traits you have to offer. These will be the building blocks of defining your brand and you need to broadcast it to the world.

This may not sound fair, but companies want recruiters to find candidates that are “plug and play,” which means they can hit the ground running on day one. Companies want applicants who can check off all of the boxes on the job description. There’s little appetite for a person who doesn’t possess the requisite skills, background and experience. 

It would be nice if companies were more open, but generally speaking, they’re not. This is especially pervasive when they give out the search to recruiters. Since the company is paying a hefty fee, they demand exact fits—without the need to train someone.

There are a number of soft skills that recruiters seek out too. Executive search professionals know that if a prospect is charismatic, likable and charming, they’ll have a much better chance of getting follow-up interviews and a job offer. Once again, this may not be fair, but it is what it is.

Here are some of the attributes that recruiters look for in a candidate:

• Possessing the relevant, specific on-target experience, background, credentials and academic degrees for the job
• The ability to clearly and concisely articulate what you do and how you can add value to the company 
• Demonstrate a positive personality, motivation and that you’re easy to work with
• Hiring managers want people who want to specifically work for their company and are put off by people who are obviously seeking a big payday or an escape from a bad situation.  
• Strong social skills that show the candidate will sail through the interview process
• A realistic business mindset when it comes to salary, benefit and corporate title negotiations and the ability to adjust to a new fluid in-office and at-home hybrid work model

Set up a Zoom call with several recruiters in your space. Good, successful recruiters have close ties with hiring managers and human resources professionals. They know the corporate culture, internal politics and important players. Usually, they’ll have some inside information that could help you navigate the interview process and office politics. Recruiters can serve as your talent agent. If you’re comfortable, meet them in person to forge a long-lasting relationship. Make sure that you find and connect with top-tier recruiters who are known experts in your field. Ask your former co-workers and current colleagues what recruiters they have used. If they were satisfied with the results, ask them to make an introduction. Recruiters love pre-approved leads for their jobs.  

Comment, share and write posts and articles on LinkedIn. The content should focus on your area of expertise. Feel free to share your knowledge. Your online presence and postings should serve as a way to burnish your brand and sell yourself. You want recruiters, hiring managers and human resource professionals to take notice of how great you are and keep you in mind when a job or new opportunity opens up.

Strategically align yourself in a mutually benefiting way with people on LinkedIn, Facebook, Twitter and Instagram. These people should include recruiters, potential hiring managers, human resources and talent acquisition professionals at the companies you’d like to work for.   Get involved in their conversations to amplify your own voice. Associate with leaders in your space. Don’t get involved with third-rail topics, such as politics, as you can be viewed as a potential problem.  

Post regularly, so people get to know you. They’ll become interested in what you have to say. You’ll build an audience by continually marketing yourself. People will feel like they know you and would gladly help you out with job leads. 

Share some recent wins, accomplishments and achievements. Write about exciting projects that you’re working on. If you are an expert in your field, seek out online conferences and networking events. Try to become a speaker at events. This spotlight will grant you exposure to a wider audience and you’ll be viewed as an expert and a leader in your space.  

Find recruiters that resonate with you. Ensure that you are open about your goal of finding a new job. Let people know that you’re in the job market and what specifically you want to do next. You’ll soon notice that the more you put yourself out there, the greater number of recruiters, hiring managers, corporate human resources professionals and opportunities will come your way.