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5 Tips to Help You Stand Out with Recruiters

Header image that reads, how do I stand out in the job market?

Practical and simple tips to help you rise above the rest, from Melinda Ramos, VP of Learning & Diversity at Bounteous

When working with recruiters, you have to remember that you’re one of hundreds. Recruiters move through resumes and applications at lightning speed, so it’s your job to make them stop and pay attention. Here are few quick and simple things you can do to stand out from the rest.

Make it Pop

With their attention span in mind (we’re talking 7-12 seconds of attention), your intro email should be 5-6 sentences max. Make sure your resume is appealing to the people looking at it, and ALWAYS spell check. Your resume could get thrown out over minor spelling errors.

Referrals are Rad

Referrals are a great way to get an intro with a recruiter. It might feel like a burden, but it never hurts to ask for a referral. The worst they can say is no or that they are too busy. But, be honest about your relationship with the person you are asking a referral from. Can they speak to your work experience or skills? If not, then it’s probably not the best idea. Also, be mindful of the time commitment for the referee — make it easy by providing bullet points about your candidacy and your career and then encourage them to add in what they want.

Ask Questions

The more thoughtful questions you ask, the more that recruiter will remember you. Ask about the role, company, culture, viability of the company, or get creative with your questions. Asking questions speaks to your level of engagement and interest in the role.

The Fast Follow Up

Always follow up your interview within 24-36 hours with a thank you email. Your message should be concise, yet meaningful and specific to the role. Re-iterate your interest in the company and the opportunity. This is also a great place to share additional info in the form of articles you’ve written, references, work samples, etc. You’d be surprised how effective a simple thank you email is in keeping you top of mind.

The Sitch on Social

It’s best to assume that recruiters and hiring managers are looking at everything you do, this includes your social media accounts. If your socials suggest someone who is anything but serious, make it private. Everyone has their biases and you can always make your accounts public after you collect all your new job offers. One reason to maintain public accounts during an application process is if they showcase your creative interests and the work you do. And of course, LinkedIn works. Make sure it is always current and updated. Here are some additional tips to make sure your LinkedIn is in tip top shape!

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Looking for your dream job? Apply Queer and find it here on the Out in Tech Job Board! Apply at any of our partner companies, let us know by emailing your resume and the job links to qorporate@outintech.com, and we’ll get you a referral!

Melinda Ramos (she/her) recently joined Bounteous, a leading insights-driven digital transformation agency, as Vice President of Learning and Diversity. In her new role at Bounteous, Ramos focuses on a wide scope of diversity, equity, and inclusion (DEI) programming, including the creation, promotion, and delivery of effective growth and development opportunities across the organization. Melinda spent four and half years as Vice President and Director of Talent & Diversity at Brownstein Group, where she led the agency’s efforts to grow a diverse and inclusive workplace, as well as day-to-day HR functions — including talent acquisition, retention, and outreach to talent in underrepresented communities. Melinda is a member of SHRM and the Philly Ad Club Diversity and Inclusion Committee.

Bounteous co‑innovate’s with the world’s most ambitious brands to create transformative digital experiences. Bounteous is a group of people who believe in the power of technology to make the world a bigger, better place. We want energetic innovators who are not afraid to live their ideas, expand their knowledge, and share their expertise.

One Response

  1. Julia Grewal says:

    Melinda – these are excellent tips! The point on questions is an especially good one. As a recruiter – I can tell from their questions whether a candidate has researched the company, and that goes a long way in terms of demonstrating interest in the role and company. It’s never good when a candidate says, “So, what exactly does your company do?” in an interview!

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