Experts say recruiters look carefully at your online presence, from Twitter to Facebook to, yes, Instagram.
In today’s era of labor shortages, firms are eagerly looking for new talent. But that doesn’t mean they will always find great candidates — especially if the online presence of potential applicants is weak. Consequently, headhunters regularly use social media to find job candidates. Surveys show that more than half use Twitter, Instagram, and Facebook to scope out new talent, and not surprisingly more than 90% use LinkedIn.
If you want to get noticed, you’ll need to build a strong personal brand online that demonstrates a proven track record in your area of expertise through what you share, what you comment on, and how you present your experience. “We live in a sound-bite world says Zach Peikon, a principal in the Korn Ferry Marketing Officers practice. “The more compelling content you can put out there the better.” Here are five ideas that will make you a more visible Woman To Watch from Zach and his Korn Ferry colleague, Brad Frank, our His Biz columnists this issue.
1. Tell a story.
2. Include data.
Quantify what you have accomplished by including specific metrics to show the scope of your biggest wins. Think in terms of percentages, frequency, and scale when talking about savings, increased revenues, and new customers.
3. Use keywords.
Many recruiters search for candidates using keywords. The trick is to figure out what the keywords would be for the position you’re seeking. Most keywords focus on specific hard skills or on software programs a recruiter wants candidates to know how to use. Read through multiple job descriptions for the type of position you seek to find the most commonly used keywords, and add them to your LinkedIn profile and your Twitter and Instagram bios. “Think through the key attributes that differentiate a really strong candidate in this role, and use those as your keywords,” says Bradford Frank, a senior client partner in Korn Ferry’s Technology practice.
4. Share your thoughts.
5. Consider the algorithm.
Frank points out that all websites use algorithms to categorize and push out content. While it’s impossible to crack the code for every site, be aware that posting frequently, tweaking your profile often, and searching for jobs on LinkedIn can often get more eyeballs on your content. LinkedIn also has a number of features that allow users to post if they’re open to work, the type of roles they’re seeking, and their skills and areas of expertise. The more information you provide in your LinkedIn profile, the more your profile will stand out when recruiters search for candidates. Position yourself as the Carly Fiorina of your function and demonstrate that you’re the best at your job so that people think of you as the go-to expert for that specific role.
Zach Peikon is a Principal with Korn Ferry based in the New York City office and a member of the Global Consumer and Sports Practices. He is also a steering committee member of Korn Ferry’s Global Marketing Practice, specializing in senior-level executive search for Chief Marketing Officers, Chief Customer/Growth Officers, general management, sales and digital leaders.
Zach works extensively with omnichannel organizations focusing on marketing, branding, customer experience, digital, analytics, loyalty and customer relationship management. His clients include global financial services, technology, insurance, retail, consumer packaged goods, healthcare, aviation, hospitality and sports organizations.
Before entering the executive search profession Zach worked in sales at Madison Square Garden. He holds an MBA from Baruch College and a BA in political science from Boston University.
Brad Frank is a Senior Client Partner with a dual base in Philadelphia and Silicon Valley and a member of the firm’s Global Technology Practice focusing on Human Resources and Marketing. An accomplished search executive serving public, private equity and venture backed technology companies across the United States, he brings 20 years of hands-on operating leadership to retained executive search.
At Korn Ferry, Brad has placed CEOs and C-suite executives with a functional depth in marketing, sales, and human resources for a diverse group of clients across the technology sector including consumer, e-commerce, SaaS, tech-enabled services, security, networking, and semiconductors.
Earlier in his career, Brad was an executive in global sales management, business development, and strategic global account management with Solectron, an electronics manufacturing services company. He holds an MBA from Stanford Graduate School of Business, where he graduated as an Arjay Miller Scholar. He received a BA from Wesleyan University with honors.