How to Get Recruiters to Call You

Reaching the point of being vetted by recruiters is a professional milestone. Recruiters spend their time hunting for noteworthy candidates that have ideal qualities that match open positions. The trick with recruiters, especially executive recruiters, is that they vet passive candidates for jobs that are not advertised. To get on the hidden job market, it’s important to know how to get recruiters to call you. 

Stand-Out on LinkedIn 

Any business professional knows that having a LinkedIn profile is mandatory for networking and job hunting. Having a visible profile starts with covering the basics. A stand-out LinkedIn profile must include a photo, current and previous work experience, a minimum of 50 connections, a summary, education history, location, and industry. Having these basics can increase the number of connections made by 40 times over a profile lacking this key information. 

Supplement a LinkedIn profile by building a professional website. Consider a website an extension of the resume that further expands on the basics of a LinkedIn page. Include work samples, portfolio, contact information and anything else professionally relevant that recruiters should see. 

Grow the Network 

Headhunters are interested in candidate profiles that have a large network. A standout LinkedIn profile has at least 50 connections. Higher-level professionals are expected to have an even greater sized network; think upwards of 900 first degree connections for the average CEO. The more primary connections a candidate has, the more second-degree connections can be made, and the closer a candidate comes to making third-degree connects with headhunters. 

Candidates are more visible to headhunters when closely connected. Endorsements also increase candidate visibility, especially when those endorsements come from other strong members within the industry. An endorsement is a sign of credibility on LinkedIn when made by professional peers with relative qualifications. 

Recruiters will assess and test candidates to ensure they have the right skills, abilities, and personality for a role. Never falsely advertise skills on a professional profile; it’s a recipe for rejection. There are sites available for online testing and training that recruiters use for candidate screening. Figure out what recruiters commonly screen for and learn these skills so they can be accurately listed on LinkedIn. 

Take for example Bay Mountain Capital, hard money brokers in Texas. They pride themselves on delivering exceptional industry expertise while upholding the values of integrity, respect, improvement, and excellence. Borrows trust Bay Mountain Capital for real estate investments because it is known that prestigious companies hire the most qualified, attractive job candidates. 

What Is the Objective? 

Think of LinkedIn as a digital elevator pitch. While the profile addresses current and previous employment, it doesn’t have a space for “future job goals”. To be recruited for a new role different from a current one, include keywords and phrases related to the desired job opportunity on LinkedIn profile. 

Write a captivating objective that is descriptive, talks about professional skills and behaviors, and that touches on long-term professional goals. Look at job descriptions for inspiration on what keywords and phrases to use and include them in the headline and throughout the profile. Have tact when phrasing career interests. Recruiters are more likely to connect with executives who are not seeking new employment. Avoid using phrases that suggest actively looking for work or wanting a change.

For the right senior or executive level candidate interested in how to find a headhunter, there is Gated Talent. Having an established profile on Gated Talent means being part of a network of over 85,000 senior leaders, sharing achievements and career aspirations with executive-level recruiters, and learning how to stand out in an executive search. 

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