If you are a professional, manager, consultant, business owner or executive, then no doubt you are on LinkedIn.

Yet like many users, you only go on LinkedIn or use the platform if interested in changing jobs. Then when you are on the platform and NEED someone such as a Recruiter to be interested in you, you struggle to attract the right sort of opportunities, even when your profile is 100% complete and you are an All-Star.

So today, I’m going to share with you 3 quick fixes that will only take a few minutes to implement, that will improve the amount of engagement and interest that you get from recruiters.

Securing top talent is a priority, as business success depends on hiring the right person. The smaller your organisation – the greater the imperative to get the right person onboard, as one wrong hire could dramatically impact your results.

Yet in spite of understanding the need to hire right, the Michael Page SME Hiring Challenges Survey, noted that up to 50% of SMEs said that they settled for someone who is okay, as opposed to someone that was fantastic and struggled to secure top talent, during the recruitment process.

In the meantime, in the ‘other world’ of Certified Master Resume Writers, we are engaged by top talent, as they are struggling to secure a great job.

Now, I’m not going to say that everyone I’ve worked with is top talent. I would say it is split 20/40/39/01.

• That is 20% who are genuine top talent and you should grab while you can;
• 40% who are solid performers and given the right opportunity could shine;
• 39%, I’m sorry that I made them sound so good on paper, when I know they are not going to contribute in a massive way to your organisation, and
• The 1% that we all want to fire.

To make my point that many employers/recruiters are missing out on top talent because of their recruitment practices, I’m going to provide a few case studies to illustrate my point. These are as follows: