How to get recruiters’ attention as we head towards the ‘big resignation’ and people look to change jobs

The job market has become hot. After taking refuge in your job for over a year, people are ready to explore new opportunities. This could be because your company won’t let you continue working from home, would like to move on to a different new type of job, or reinvent yourself with a new career. Sometimes it’s just time for a change of scenery.

More than 8 million new jobs were posted last month. States have reopened, millions of Americans have received their Covid-19 vaccines, and the overall mood of the country, economy and labor market has improved. The landscape has changed so much that Anthony Klotz, associate professor of management at Texas A&M University, coined a phrase during a conversation with Bloomberg, saying that we are entering the “big resignationBecause the workers are strongly considering changing jobs.

You have to start. As summer approaches, the labor market slows as people go on vacation. Given that we have been housebound for so long, it is likely that there will be a record increase in travel. Over the next few months, until September begins and the hiring cycle picks up, you may have to work really hard to get attention.

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

On social media, showcase your skills, abilities, knowledge and accomplishments. Make sure you state clearly what you are looking to do next, so people know how they can help you. Make sure your LinkedIn profile presents your experience, background, and accomplishments in a clear and concise manner.

Recruiters are paid by companies to find the best and most suitable people for their open employment terms. They are on a mission. Recruiters want to find the right candidate before their competition. If your LinkedIn the profile is dull or difficult to understand, they will quickly switch to someone else. You want the recruiter to stop dead in their tracks when they see your amazing profile or notice your smart and informative online activities.

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

It may not seem fair, but companies want recruiters to find “plug and play” candidates, which means they can get started on day one. Companies want candidates who can tick all of the boxes in the job description. There is little appetite for a person who does not have the required skills, background and experience.

It would be nice if companies were more open, but in general they are not. This is especially prevalent when giving the search to recruiters. Since the company pays high fees, it requires precise adjustments without the need to train someone.

Recruiters are also looking for a number of soft skills. Executive search professionals know that if a prospect is charismatic, personable, and charming, they’ll have a much better chance of getting follow-up interviews and a job offer. Again, that might not be fair, but it is.

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

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

Set up a Zoom call with several recruiters in your space. Good, successful recruiters have strong connections with hiring managers and HR professionals. They know the corporate culture, internal politics and important players. Usually, they will have inside information that could help you navigate the interview process and office politics. Recruiters can be your talent agent. If you’re comfortable, meet them in person to build a lasting relationship. Make sure you find and connect with top recruiters who are recognized experts in your field. Ask your former colleagues and current colleagues which recruiters they have used. If they were happy with the results, ask them to do an introduction. Recruiters love prospects pre-approved for their jobs.

Comment, share and write posts and articles on LinkedIn. The content should focus on your area of ​​expertise. Don’t hesitate to share your knowledge. Your online presence and posts should be a way to build brand awareness and market yourself. You want recruiters, hiring managers, and human resources professionals to recognize your talent and keep you in mind when a job or new opportunity arises.

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

Post regularly so people can get to know you. They will be interested in what you have to say. You will build an audience by continuously marketing yourself. People will feel like they know you and will be happy to help you with job leads.

Share some recent victories, achievements and achievements. Write about the exciting projects you are working on. If you are an expert in your field, look for online conferences and networking events. Try to become a speaker at events. This projector will allow you to be exposed to a wider audience and you will be seen as an expert and a leader in your space.

Find recruiters who resonate with you. Make sure you are open about your goal of finding a new job. Let people know that you are in the workforce and what exactly you want to do next. You’ll soon notice that the more you expose yourself, the more recruiters, hiring managers, HR professionals and opportunities you’ll find.

About Jason Norton

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