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As graduates of Berkeley, we’ll hope that the time and effort we’ve invested in our education will set us up for a long and successful career in our chosen career. Success requires many things – we’ll hopefully leave with raw skills and experiences, but success will require us to be given opportunities. That will require some luck – but it’s not just luck, and I wanted to share my thoughts on how you can get ahead. In the early stages, we may be lucky enough to be approached at the university, but more typically, our first job will be one we apply for. That’s likely to be the case for our first couple of jobs – us proactively applying for positions advertising by the hiring organization. However, as our career develops and we gain a reputation, recruiters will start noticing us and, hopefully, we’ll start to learn about the “hidden jobs market”. The hidden jobs market is real. Senior level jobs are rarely advertised. Instead, they are filled by executive search consultants (known typically as headhunters).

https://setiweb.ssl.berkeley.edu/beta/team_display.php?teamid=347772 are typically used to fill C-suite roles down to management positions along with specialist positions across the lower reaches of the organization. If you want to be hired for one of these roles, you’ll need to either be known by a recruiter or found by her. There’s no alternative. You can’t know every recruiter, and so it’s important that you put efforts into being visible. How do you do this? Well, the obvious starting point is Linkedin. Linkedin is a terrific asset for recruiters, and they spend thousands of dollars per recruiter to take full advantage of the platform. The problem you face on Linkedin is that there are 500 Million profiles for recruiters to choose from. That’s a lot of competition. As a result, you’ll need to take efforts to stand out. How do you stand out on Linkedin? By Linkedin profile optimization. This basically involves building a profile that doesn’t just talk about what you’ve done, but includes the necessary words that you need to make the Linkedin algorithm put you forward for the roles you are likely to be interested in. The first step is to analyse the skills required by the job you are looking for. The easiest way to do that is to look at people currently undertaking the roles that you are interested in. Look at how they describe themselves. Look at the words they use, the skills and endorsements they have. Identify which terms are used most frequently, and then build them into your profile. You’ll need to pay particular attention to your tagline – that’s the short text block at the top of your profile – and the summary. These are the areas that the Linkedin algorithm is most focussed on. You need to ensure that the most important terms appear in both. Recruiters don’t just use Linkedin, however. Many recruiters use services like GatedTalent, which allows executives to create a free profile and share the content privately with headhunters. Be sure to create keep your two profiles in synergy. Also consider the importance of offline networking. Executive recruiters were hunting heads long before the internet came along. Recruiters speaking to sources – people in and around the industry of the client company – all the time, and the higher your profile, the more likely you are to be recommended. If you get the chance, speak at events, write for trade press and do what you can to get your name out there. Good luck with your career and I very much hope the advice I’ve provided will help! "



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by Dr. Radut.