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Changing Organisations – A Recruiter’s Guide to Presenting Superbly

Whitepapers
12 October 2023
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Whether it’s for a better opportunity or just because change is sometimes necessary, you may find yourself reflecting quite seriously on moving to a new organisation. It’s important you’re leaving for the right reasons, and we’ve got a whitepaper designed to help you with this that you can find here.

Before making a decision to change employers or interview for a new position, you have to be ready to make that decision. While that might seem childishly self-evident, as specialist recruiters we are astonished by how many people look for new work without ensuring they present superbly for their targeted change. As soon as you mention applying or interviewing for a new position, people immediately assume ‘presentation’ is about the unending agony of updating resumes and cover letters. How to make your resume a winner is something we’ll cover in subsequent whitepapers, but winning your ideal role starts well before that.

This whitepaper focuses on using LinkedIn and Seek to maximum advantage. Both of these platforms are massively relied upon by recruiters to find ideal candidates, and under-utilised by people looking for a role change. We know this because we are recruiters, are extremely good at it, and we rely heavily on LinkedIn and Seek to find ideal candidates.

As such, how you present yourself on both can dramatically affect how likely you are to be found, and how favourably you will be received by recruiters and employers once found. So! Here is our guide to having a superb presentation in anticipation of changing organisations.

 

Accuracy means you’re clued-in for LinkedIn

Accuracy manifests itself in multiple ways. In short, don’t catfish potential employers! First among our accuracy points are ensuring dates line up on both your resume and your LinkedIn. A discrepancy in descriptions of how long you’ve been with an organisation will at best make you look unprofessionally inaccurate, and at worse may seem like a deliberate misrepresentation.

You also need to be conscious of your engagement and activity on LinkedIn. We don’t suggest you be unreal or sycophantic, as you still want authenticity in terms of making sure you are you, not to sound like a cheesy instagram page that posts motivational quotes. That said, engagement with polarising or unsanitary content that could get a key decision maker offside might hurt your employment hopes before you even get to interview. If you’re reading this thinking “yeah, alright champ, like they actually check that stuff,” let us confirm that we/they do. LinkedIn is SO powerful for recruiters. Personally, we do a significant majority of our recruiting there.

LinkedIn gives you the option to gather references and endorsements unto you, ready for bestowal on the recruiters and employers stalking your profile to judge possible organisational fit. Absolutely make the best of this by soliciting references from past and present employers and colleagues, and ask those you’ve worked with to endorse you for key skills to build out the social proof of your quality.

Finally, and this is a very simple win if done well, is to update your profile photo to be recent, cleanly presented and in high resolution. While we may consciously avoid it where possible, for good or ill our brains build biases around who and what we see. We are far more likely to find attachment and feel connection to a professionally presented photo of a person we can clearly see. As proud as you may be of the fish you caught on that holiday in 2011, it should not feature in your pixelated LinkedIn profile photo.

 

Seek to Optimise

As a platform for role seeking, there are a few easy things you can do to improve the strength and accessibility of your profile.

Firstly, physically load your resume into your profile on Seek, and not just individually onto jobs as you may see or apply for them. This act alone greatly improves your searchability, which is an inelegant but critical word when it comes to exposing your skillset to potential employers and recruiters.

Next is to walk the fine line between valuing your skill appropriately but staying realistic with your salary expectations on your profile. Don’t undersell yourself, but we regularly see people post unreasonably ambitious salary figures on the off chance that it’ll result in an unrealistically lucrative offer out of the blue. Doing this will price yourself out of searches for otherwise ideal roles!

You also have the option to let your network know that you’re open to new opportunities and moving organisations. This is great to do, but only if you feel comfortable doing so – we don’t want to be the reason for a pretty awkward water cooler conversation with a manager at your current organisation.

On Seek, you need to build a profile that has terrific searchability for your target area or role (it’s the last time we’ll make you say that in your head, we swear). At Engineering Networks, we build a ‘project’ for each client that identifies and then articulates key words within that sphere, as well as industry acronyms, specific examples of technology competency or experience and types of projects they’ve worked on, to name a few. The end result is a comprehensive blueprint that means that profile is going to appear at the top of any search within your target role or area.

The thing with that latter point is it does take specific knowledge and time, and the undoubtedly busy and successful people who read this are likely short on capacity for both. If the time requirements of optimising this aren’t compatible with your schedule, we do recommend reaching out to a specialist recruiter who can build this blueprint on your behalf.

On this point, there is a key distinction between a catch-all recruiter and a specialist. The latter can provide a solution that is built to fit so you don’t end up being another tick in a long line of boxes that is the deeply flawed scattergun approach. Good recruitment is born of a seriously taken duty to procuring the right outcome for both organisation and client! If you couldn’t tell, this is one of our driving value propositions. Recruiters representing a dollar value or volume over the people they’re meant to work for is an industry sore point we sought to address in our formation six years ago.

If you have any questions about the above, with respect to theory or implementation, please get in contact with us at admin@engnet.com.au. Otherwise, we look forward to seeing your superb market presentation in the course of our searching!