Post by account_disabled on Dec 20, 2023 22:35:55 GMT -5
Fairly recognized French or international firms. I'm not here to criticize. This is an observation. On the one hand, I can understand the reasons and on the other hand, what is important to explain is: what conclusions to draw from this for his profile. Why this situation? Lack of time. Some recruiters are also paid based on the number of candidates contacted. It doesn't matter anyway, most candidates will be happy to have been contacted by a hunter. What to do when you are a candidate? It is first essential to understand that the visibility of your profile via the LinkedIn search engine is only linked to 3 criteria, only 2 of which you can act on. The first criterion is content . This is the basis of your visibility: no content / no visits; bad content / bad visits.
This is the only really important criterion. If you have worked well on your content, your Email Data profile will systematically stand out regardless of the size of your network or your interactions on LinkedIn. I created a profile for a client. A hyper-optimized HR profile. The profile was put online with 1 contact: me. In half a day, 4 messages from hunters for appointment proposals. With another client, she modifies her profile during a workshop in the outplacement firm where I work and she is contacted less than 5 minutes later by a hunter about the modification she has just made. Remember that a recruiter searches on average for more than 7 keywords, how do you want to be visible if you have little content on your profile (or content that is not diverse enough).
Especially since there are always several ways of describing the same thing: agri-food, agro-food, food, pgc, fmcg... or CEO, Chief Executive Officer, DG, Director General or even General Manager or Managing Director or even DAF, Financial Director, Administrative and Financial Director, CFO, Chief Financial Officer. Content takes on even more importance in a context where recruiters no longer come to view your profile before contacting you. The objective of your profile is no longer for it to be convincing but simply for it to appear as soon as a search may concern you. The key question is not: how to describe myself, nor: how to present myself, but: how people will look for me. You must understand that the content of your profile is made less and less to be read and more and more to stand out on the right queries.
This is the only really important criterion. If you have worked well on your content, your Email Data profile will systematically stand out regardless of the size of your network or your interactions on LinkedIn. I created a profile for a client. A hyper-optimized HR profile. The profile was put online with 1 contact: me. In half a day, 4 messages from hunters for appointment proposals. With another client, she modifies her profile during a workshop in the outplacement firm where I work and she is contacted less than 5 minutes later by a hunter about the modification she has just made. Remember that a recruiter searches on average for more than 7 keywords, how do you want to be visible if you have little content on your profile (or content that is not diverse enough).
Especially since there are always several ways of describing the same thing: agri-food, agro-food, food, pgc, fmcg... or CEO, Chief Executive Officer, DG, Director General or even General Manager or Managing Director or even DAF, Financial Director, Administrative and Financial Director, CFO, Chief Financial Officer. Content takes on even more importance in a context where recruiters no longer come to view your profile before contacting you. The objective of your profile is no longer for it to be convincing but simply for it to appear as soon as a search may concern you. The key question is not: how to describe myself, nor: how to present myself, but: how people will look for me. You must understand that the content of your profile is made less and less to be read and more and more to stand out on the right queries.