Wondering how you can stand out to recruiters?

We sat down for 5 minutes with SD's Talent Partner Manager Claudia, picking her brain on everything from her journey in recruitment to what makes a CV stand out to recruiters...

Tell us about your background.

I’ve had about six careers in my lifetime, so I hope whoever is reading this packed snacks! I started out teaching in a secondary school (Theatre & Literature, which explains why I can be melodramatic). Not long after that, I moved over to the UK and landed a gig in the travel industry, eventually managing a couple of stores across London.

How did you get into recruitment?

Once COVID hit, it felt like the right time to head back to “sunny” Melbourne, but not a great time to commit to the travel industry. I found myself wondering if I would ever find another workplace that combined (1). my love for leading high-performing teams, and (2). my love for working with people who don’t take themselves too seriously. I needn’t have been too worried though. Enter – recruitment. And the rest, as they say, is history…

What is your favourite thing about working in recruitment?

Every day is a school day! I love meeting intelligent candidates that teach me something new about an industry, professional practice or just life in general.

What do you look for when reading candidate CV’s?

This shouldn’t come as a surprise to those who know me – metrics! Numbers paint a picture of just how much you have achieved within the context of your organisation or role.

What can job seekers do to make their LinkedIn profiles immediately stand out?

I can’t emphasise enough how important the headline section is. It’s the first thing people read after your name. If you’re serious about your job search, don’t let it go to waste by putting hobbies in your headline. Example: “Immediately available HR Business Partner” if you are able to be public about your job search, or “Strategic HR Business Partner within the finance industry, with ASX experience” if you’re looking for something more subtle.

What’s the best way for a candidate to build a relationship with a recruiter?

Fortunately, it’s nothing groundbreaking. Treat your recruiter like you would a hiring manager; be on time, have your examples prepared, ask questions about them / the market at the end, be curious, do your research, all those things you’d normally do for an interview. Beyond that, being responsive to phone calls (and feedback!) is bound to leave a good impression.

Are there any mistakes candidates make when trying to connect with recruiters on LinkedIn or other platforms?

Only the same mistakes that recruiters I’m sure make with them, too! E.g. reaching out to recruiters who don’t recruit within your industry, sending long and generic messages that aren’t tailored to the individual. Clear is kind – if you’re looking for a role, the best way to communicate that is to tell it straight.

Want to connect with Claudia to learn more? Click here to check out her profile and contact details.