Founder of specialist recruitment agency Foyne Jones, Peter Jones dispels the notion of a hidden job market – just make yourself easy to find for the most effective ways to job search!

I can guarantee at some point in conversation, with a disheartened jobseeker, you will have heard about the hidden job market. So does it really exist?

Is job hunting today becoming nothing more than a digital version of hide and seek?

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Has the promotion of job vacancies become more under the table, so only a select few know about them?

I can categorically say the answer is not clear cut, but given I hate double-standards, let me explain in more detail…

Become easy to find

First of all the term is misleading as no job is ever ‘hidden’ from you.

It’s more likely that you may not be looking in the right places or positioning yourself so that you can be found for these jobs by a relevant recruiter: be it in-house or via a head hunter.

Similarly, you may not be coming up in recruiters’ searches.

You may be absolutely awesome at what you do but still be the world’s best kept secret.

It’s not about blowing your own trumpet or showing off, it’s about raising your profile and marketing yourself more effectively on your LinkedIn profile, for instance.

It really needs to be keyword optimised for the jobs you want.

In fact, most recruiters have a ‘recruiter license’ that gives them full search-ability of everyone on LinkedIn via Job Titles, Location, Skills and Keywords (among many other fields).

So my advice is simple and effective – make yourself easy to find.

And remember, your LinkedIn profile is not set in stone, you can change it to reflect who you are and what you do as your skill set and career path develops.

Partner with agencies

Something else to consider is making sure you partner with the best agencies in your field.

Bear in mind that some smaller companies may not have an internal recruitment function and may rely purely on agencies.

Also, on occasion, businesses may need to conduct a confidential search for a role and sound out opportunities months in advance.

They could well use an agency or executive search firm to do this for them, so they can put out feelers discreetly.

Maybe they are looking to manage someone out of the business, scoping out a new role or have a senior hire they are keen to  bring in.

Network effectively

Then there’s networking. Yes, I know it can sound a bit 1980s but you really need to network effectively so that you can become known to key decision-makers within businesses you want to work for (or should I say ‘add value to’?)

Start building relationships through LinkedIn by posting and commenting on content and connect with people in your industry and within your target companies.

Be brave and I promise you won’t look back as you’ll be amazed at the doors this can potentially open for you.

You can start with your list of business you want to work for.

It’s time to be proactive and reach out to the HR or Talent teams on your hit list rather than waiting for them to advertise.

Bear in mind what Churchill said, “I like things to happen; and if they don’t happen, I like to make them happen.”

Tell them that you want to work for their company, clarify the type of role you would be interested in and give them your CV and portfolio to keep on file.

Timing is everything with this, but it could work to your advantage if pursued.

Adopt positive mindset

The most important thing is try not to worry.

What you focus on grows, so get yourself in a positive mind-set because like attracts like.

Jobs are not hidden.

You just need to make sure you have a well-rounded job search strategy which incorporates a great CV, optimised LinkedIn profile and a committed, proactive approach to networking, agencies and contacting companies directly.

Remember that there is no smoke or mirrors, just people like you trying to find people like you.

And the more people you know, the more people you will know who can potentially help you.

For what it’s worth, in my 18 years as a recruitment specialist, most of the candidates come from our network of industry contacts, direct headhunting, referrals, LinkedIn activity and direct applications, in that order!