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Job searching can be a lengthy process, especially if you're just depending on the submission of your resume to job postings through job boards. On the other hand, if you are working with the right recruiters, they can put you in front of the right opportunities and help you get your dream job quicker. Related: How LinkedIn Endorsements Can Improve Your Job Search Efforts The fact is, there are some jobs that never even make it to job boards. Employers may hire a recruiter as the main avenue to finding the right job candidate, and if you've grabbed that recruiter's attention, you have a chance at the job.

How To Get A Recruiter's Attention On LinkedIn

So, the question now is how does one gain the attention of recruiters? Here are some tips.

Optimize Your LinkedIn Profile

Every recruiter will seek talent through LinkedIn so if you're not on it, there's a slim chance you'll grab any recruiter's attention. Make sure your Profile is complete and contains keywords recruiters will use in their search. Optimize your Profile to contain the job titles and skills they are seeking so you get a high search ranking. See How To Keyword Optimize Your LinkedIn Profile for more information on this.

Be Active In LinkedIn Groups

Make sure you join LinkedIn's relevant industry groups as recruiters regularly scour groups to find talent. Start or join in discussions to make yourself stand out and showcase your strengths and expertise.

Get Recommendations

The person with over 20 recommendations will be called before the person with two. Spend the time to add recommendations to your LinkedIn profile under the relevant jobs.

Add Skills Endorsements

The same thing holds true for skills endorsements and you want to get as many endorsements as you can. Start by identifying the top five skills for your industry and start reaching out to people. This not only makes you stand out, but it is also a big part of how well you rank in recruiter searches. Just remember, recruiters are highly motivated to fill their open positions, so it's not about hounding them for job openings, but demonstrating you have what they are looking for to fill the job.

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About the author

Don Goodman's firm was rated as the #1 Resume Writing Service in 2013, 2014, and 2015. Don is a triple-certified, nationally recognized Expert Resume Writer, Career Management Coach and Job Search Strategist who has helped thousands of people secure their next job. Check out his Resume Writing Service. Get a Free Resume Evaluation or call him at 800.909.0109 for more information. Disclosure: This post is sponsored by a CAREEREALISM-approved expert.
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Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.

All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.