Gina Riley | Gina Riley Consulting & creator of Career Velocity, a comprehensive career transition system. Follow me on LinkedIn.
In the world of career development, one often overlooked question arises when high achievers find themselves stagnated: “Why do I feel invisible?” It’s a question that happily employed individuals rarely ask until they encounter a career plateau, the shockwaves of a corporate acquisition or an unexpected layoff. For years, they’ve excelled, seemingly effortlessly transitioning between roles, receiving promotions and enjoying the privilege of being in demand.
So why do some high performers eventually feel stuck in a career silo, their phones eerily silent on the recruiter front?
The answer often lies in their focus. High achievers dedicate themselves to their current roles, performing diligently and receiving due rewards. But beneath this surface of competence, a reality may be brewing: the career stall-out point. It’s a place where the once-overflowing river of opportunities starts to run dry, leaving them wondering why the recruitment calls have dwindled.
This unforeseen consequence is often a result of one critical oversight: visibility. When you’ve sailed smoothly through your career without needing to curate your network actively, it’s easy to neglect this essential aspect. After all, why invest in networking when you’ve consistently been a top performer? But here’s the truth: Long-term cultivation of relationships, especially with industry-focused recruiters, is an essential key to swift career transitions. If you’re feeling stuck, it’s likely because you’ve fallen behind in this crucial area. However, there are remedies you can act on right now.
So when you wonder why recruiters haven’t been knocking on your door all along, the real question is, “How can I put myself in their line of sight when I need them?” In a crowded job market where many candidates meet the minimum requirements, how can you guarantee that you not only secure a spot in the interview process but also open doors to maximum flexibility and choice?
This article will explore proactive steps to enhance your visibility. These strategies will help attract recruiters and capture the attention of executive search professionals, hiring managers and key stakeholders like boards of directors.
Ensure your LinkedIn profile is complete.
With nearly a billion users, LinkedIn is the premier platform for talent scouting. Recruiters employ advanced search features, scanning profiles using specific keywords to create talent pools. Put yourself in the recruiter’s shoes. What keywords and terms would they use? List all relevant job titles and industry-specific phrases. For instance, if you’re an operations leader in healthcare, your list might include “COO,” “director of operations,” “lean manufacturing,” “KPIs” and more. Ensure every section of your profile is complete with these keywords to increase discoverability.
Activate your network.
Networking may feel daunting if you haven’t been consistent in cultivating connections. Start by strategically expanding your network:
• Create a target list of companies and contacts, follow them on LinkedIn and engage in meaningful discussions.
• Send personalized connection requests to relevant individuals, suggesting a brief introductory video chat to connect on a professional level.
• Set goals for the number of connection requests and personalized messages you send. Don’t be discouraged by ghosting; it’s unfortunately common. Keep the focus on building relationships, not job hunting.
• Maintain a networking calendar and have actionable conversations with your network. Remember, networking is a two-way street. Give and get, making each interaction meaningful.
• Remember current peers and business partners are part of your network, too. You never know when a close connection can make an introduction that turns into a job lead.
Create a continuous learning plan.
Never stop learning! Get comfortable being uncomfortable. Expand your knowledge and share your key learnings with others. A great place to share your expertise is on LinkedIn. You might share insights from conferences, certifications or courses. Remember, you must be your own champion and highlight what you are learning and subsequent accomplishments.
Update your résumé, and prepare your unique value proposition.
Keep your résumé current, updating it at least twice a year. A pro tip: Align updates with your annual review, including your achievements and praised contributions.
However, a résumé update alone won’t suffice for leadership-level interviews. Prepare your unique value proposition. Craft concise stories that demonstrate your business value drivers. Be ready to articulate your contributions and their impact.
Get mentorship and advisement.
Regardless of seniority, everyone benefits from advice from managers, mentors or coaches.
In particular, mentors can provide valuable guidance. Approach individuals with diverse expertise and establish formal mentoring relationships. Plan your interactions, provide feedback on your progress and express gratitude for their impact on your career.
In Summary
The job market is competitive, especially at the leadership level where there are fewer opportunities. Your LinkedIn profile is your marketing storefront window. Recruiters are constantly searching for top talent, but if your profile is merely an uninviting shell, you risk going unnoticed in the vast haystack. Maximize your profile’s prime real estate by ensuring every section is complete to improve your discoverability. Finally, you must network, and you must be your own advocate. To succeed, you must proudly showcase your achievements and expertise. No one else will trumpet your accomplishments for you.
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