What do you do if executive recruiters and headhunters in your industry are not responsive?

Digging deeper into why executive recruiters may overlook your profile, consider the power of endorsements and recommendations. While it’s common knowledge to have a complete profile, what’s often underestimated is the value of having a breadth of genuine endorsements for your skills and thoughtful recommendations from colleagues. These act like testimonials, adding credibility and catching the eye of headhunters who are looking for proven expertise.

Being a dinosaur does not help- experience says so! You need to move with the technology now. Hiring once used to be Human activity, while now screening is a software based click job. If the search words are missing - you are invisible. You are talking to the wall!

Revisar que tu CV tenga toda la información relevante es básico, necesitas los siguientes elementos: Información de Contacto, Título del CV por ejemplo "Ejecutivo Senior de Ventas", Resumen Profesional/Personal (no más de 6 oraciones), Experiencia, Educación, Cursos/Certificados, Habilidades/Conocimientos". Para CVs en áreas especializadas (Diseño, Educación, Investigación, Artes, Tecnología, etc) se debe añadir un link a sus trabajos. Escribe palabras clave como nombres de roles, habilidades, verbos, logros, programas, sistemas, etc. Cuida tu ortografía y gramática, y en lo posible mantén tu CV en 1 página, esto demuestra que puedes sintetizar información. Modifica tu CV para resaltar aspectos tuyos que se adecúen o requieran en el cargo.

Maximizing your visibility & impact in the eyes of executive recruiters & headhunters demands a multi-faceted approach, starting w/ a critical evaluation of your professional profile. Your online presence serves as the initial touchpoint for recruiters, shaping their perception of your candidacy. Therefore, meticulously curate your profile to showcase your expertise, aligning your experiences w/ the roles you aspire to secure. Tailor your achievements to highlight the skills most relevant to your target positions, ensuring a polished & compelling representation of your value proposition. Remember, in today’s digital landscape, authenticity & personalization are key. Approach recruiters in a personalized manner, avoiding generic outreach.

Expanding your network strategically could be a game-changer in gaining visibility. One often overlooked tactic is engaging with content posted by industry leaders and recruiters themselves. Don’t just add connections—interact with their posts, share your insights, and contribute to discussions. This active presence can get you noticed and remembered, which is essential when recruiters are sifting through a sea of profiles.

Your Network is your Networth- if you are able to use it in right way. Most organizations are posting job opportunities for compliance while the hiring happens based on References or are IJP. Get recommendations. Get someone speak FOR you or even vouch for you (voluntarily of course)

Networking remains one of the most effective ways to connect with executive recruiters and headhunters. Actively engage in industry events, conferences, and professional associations to expand your network. Cultivate relationships with peers, mentors, and industry influencers who may have connections to executive recruiters. Utilize online platforms like LinkedIn to connect with recruiters and participate in relevant groups and discussions.

Para quienes no nos gusta ni es fácil interactuar con gente desconocida, ampliar nuestra red o hacer networking, podemos ir poco a poco y de una manera menos espontánea, más bien planificada con anterioridad con amigos, colegas cercanos o familia. Una idea es tener una conversación con amigos, colegas o familiares para coordinar una interacción planificada con ellos en redes sociales o eventos que nos permita contribuir con nuestros conocimientos, ideas, análisis y emociones. Otra idea es practicar lo que queremos decir/escribir con amigos, colegas, familiares o inclusive diciéndolo frente al espejo o con una IA para estar más seguros y lanzarnos. Aunque creas lo contrario, recuerda que tu interacción no tiene que ser perfecta, solo hazlo!

When it comes to making direct contact with recruiters, it's not just about the message, but also the timing. Sending a message after business hours might seem like a small detail, but it can ensure your message sits at the top of their inbox come morning. Be concise and articulate the unique value you bring; a compelling message first thing could make all the difference.

Recruiters and hiring managers can get inundated with tons of messages - we're busy people! A good way to increase your chance of being read and responded to is to clearly show your contact their "WIIFM" (what's in it for me?). Make a compelling argument that shows what they stand to gain from considering you, and what they might lose if they don't. Be persuasive. If we really feel like we would be missing out by ignoring your message, you've done your part!

Yo soy reclutador y a mi me encanta que me escriban solicitando participar en procesos, que tome en cuenta su perfil, que les ayude con su CV, etc. Yo vivo en Ecuador y sí he escuchado de algunas personas que han vivido en otros países que en Ecuador no estamos muy abiertos a conversar con personas a menos de que tengan perfiles que estamos buscando para nuestros procesos. Yo hacía esto, y desde hace unos 4 ó 5 años me abrí a conversar con gente inclusive si no tienen un perfil que estoy buscando al momento. Creo que mucho depende de la persona y el momento. Si escribes a un reclutador o responsable de contratación en una empresa y no te responde lo más probable es que no tenga que ver contigo. No te desamines y escribe a alguien más.

If traditional channels fail to yield results, consider taking a direct approach by reaching out to executive recruiters and headhunters yourself. Craft a compelling and personalized message expressing your interest in connecting and exploring potential opportunities. Highlight your relevant experience, skills, and value proposition to capture their attention and demonstrate your potential as a candidate.

Crafting a compelling personal brand is paramount for standing out in today’s competitive landscape. Elevate your visibility by sharing valuable insights across professional platforms like LinkedIn & industry-related blogs. Establish yourself as a thought leader by engaging with pertinent discussions & contributing your expertise to enrich conversations within your field. A well-defined personal brand not only garners respect but also captures the attention of executive recruiters actively seeking industry leaders for executive roles. Consistency is key; ensure your personal brand maintains a cohesive narrative across all professional platforms, reinforcing your credibility & expertise in the eyes of recruiters & industry peers alike.

In personal branding, the aspect that often gets sidelined is consistency across all platforms, not just LinkedIn. Ensure that your personal brand is reflected similarly on other professional networks, personal websites, or portfolios. This consistent narrative across platforms reinforces your professional image and helps to build a trustworthy brand.

There is no replacement for your own brand, should you be able to build one.. although it takes time. However, consistency is the key and genuineness is the most important aspect. Authentic knowledge, raw experience and mid career professionals do take longer to be noticed.. stay positive.

Se genuino. Lo que más vende o lo más popular no es necesariamente lo mejor. las redes sociales nos han enseñado que ser genuino paga, ser uno más del montón no. Hay técnicas, modelos y estrategias que se pueden copiar porque son probados y efectivos, pero lo mejor es hacer todo lo que adoptamos nuestro, darle nuestro estilo y gusto. Adicional a esto, si quieres ser alguien que ejerza una marca personal "pública" o "semipública" debes ser constante y abundante en tus publicaciones e interacciones, aún si eso te causa incomodidad porque es la única manera de estar presente en un mundo donde si no te haces presente tu, alguien más lo está haciendo. Para personas a quienes nos cuesta hacer esto escribí 2 ideas en el tema 2 Ampliar la Red.

Invest in building a strong personal brand that resonates with executive recruiters and positions you as a top candidate in your industry. Showcase your expertise, thought leadership, and unique value proposition through content creation, speaking engagements, and online presence. Consistently communicate your brand message across all channels to reinforce your credibility and visibility among executive recruiters.

Lastly, while enhancing your skills, think beyond certifications and consider the impact of contributing to thought leadership. Writing articles, giving talks, or participating in panel discussions can demonstrate your expertise and commitment to your field. This not only enriches your profile but also establishes you as a subject matter expert whom recruiters might seek out for specialized roles.

Continuously invest in enhancing your skills and staying abreast of industry trends and developments. Identify areas for skill development or additional certifications that could make you more marketable to executive recruiters. Demonstrate a commitment to professional growth and adaptability, which can differentiate you from other candidates and attract the attention of recruiters.

Creo que para sacarle el mayor provecho a mejorar tus habilidades debes pensar en 2 cosas - ser genuino, y pensar a corto, mediano y largo plazo. Ser genuino se refiere a que busques los cursos, certificaciones, talleres, etc., que se ajusten a ti, a quien quieres ser como profesional - no tengas miedo de hacer cosas que a otra persona le parecería que no aportan a tu profesión, si tu entiendes que eso te va a aportar, hazlo y sácale el mayor de los provechos para convertirte en un profesional auténtico - eso será valorado. Por otro lado siempre piensa para que quieres desarrollar tus habilidades. Es algo que necesitas en tu rol actual, es para el siguiente o es para construir tu futuro profesional a largo plazo.

As a headhunter with a very particular niche, I sometimes have relationships with professionals that last for years before I have the right opportunity for them. But because we get to know each other so well, we built on trust and when I do have the right role, we always have a perfect match. I really appreciate staying in touch with candidates and I enjoy sharing knowledge about the industry or about hiring practices. This means professionals call me when they want to ask me about the best ways to hire for their own team (and it's fine if they want to do the recruitment process themselves) and i get to call them if I have technical questions about a certain production process. These people I call first when I have an opportunity.

'Conseguir trabajo es un trabajo' dice el dicho, y es así. Más allá de ser paciente añadiría que debes saber que tomará su tiempo, así que haz un poco todos los días. No notarás cambios inmediatos, pero tus acciones se sumarán y se multiplicarán si haces aunque sea un poco todos los días. Después de 1, 2 o 4 semanas te darás cuenta de cambios positivos. También recuerda de tratarte bien durante tu camino, no te desanimes, analiza lo que puedes hacer mejor cada vez, cambia de estrategias, investiga y encuentra lo que empieza a darte resultados.

If executive recruiters and headhunters in your industry are unresponsive, take proactive measures to improve the situation. Follow up with a polite message or call to inquire about your previous communication. If still unsuccessful, broaden your network by contacting additional recruiters or headhunting firms in your field. Attend industry events and utilize online platforms like LinkedIn to connect with professionals who may assist you. Additionally, refine your approach by updating your resume and clearly communicating your career objectives and value proposition. These steps will increase your chances of connecting with responsive recruiters and headhunters. #ahmedalaali11

Si los reclutadores y responsables de selección no te están haciendo caso puedes usar alguno de estos "pro tips" como diría mi hija de 7 años: - Referiéreles con gente que les puede ayudar a llegar a los profesionales que necesitan para sus procesos actuales. - Recomiéndales perfiles que ellos necesiten para sus procesos actuales. - Dirígeles a fuentes en donde podrán encontrar la gente que necesitan: grupos, foros, redes, plataformas, etc. - Pídeles que te den su opinión sobre tu CV, perfil de LinkedIn, sobre donde buscar trabajo, etc. - Envíales un cumplido real sobre su perfil en LinkedIn, sobre su anuncio, sobre los pasos del proceso de selección, el ATS que utilizan, etc.