How to Actually Get Recruiters to Notice You

Why Most People Get This Wrong

Here's what you need to know upfront: supply chain firms are seeing a 128% increase in resume submissions compared to last year, but 59% of job seekers believe less than a quarter of their applications reach a human recruiter.

The problem? Most candidates fundamentally misunderstand what recruiters actually do.

Recruiters don't work for you. They work for companies.

This changes everything about how you should approach them.

What Recruiters Actually Do (vs. What You Think They Do)

What Recruiters DO:

• Fill specific job openings for paying clients
• Screen candidates against detailed requirements
• Present qualified candidates to hiring managers
• Negotiate offers between candidates and employers

What Recruiters DON'T Do:

• Browse resumes looking for jobs to create for you
• Predict when the "perfect role" might open up
• Write or fix your resume
• Provide ongoing career coaching
• Find you a job because you need one

The Bottom Line: 57% of supply chain executives struggle with recruiting qualified personnel. Recruiters are hired to solve this specific problem for companies, not to help everyone who needs a job.

The 5 Biggest Mistakes Candidates Make With Recruiters

1. The Generic "Do You Have Anything?" Message

DON'T: Send messages like "I've attached my resume. Can you review it to see if you have any open positions I might be a fit for?"

DO: Lead with your specific value. Try: "I'm a Six Sigma Black Belt with 7 years in automotive procurement. I specialize in supplier diversification and delivered $15M in savings last year. If you have procurement leadership roles, I'd love to connect."

2. Applying to Everything Instead of Being Strategic

DON'T: 71% of candidates apply outside their industry despite only 24% successfully switching. Mass applications dilute your efforts.

DO: Target roles where your specific skills solve specific problems. Research the company's challenges and position yourself as the solution.

3. Ignoring the LinkedIn Algorithm Changes

DON'T: Set your LinkedIn headline once and forget it.

DO: Update your LinkedIn headline every two weeks with relevant keywords. Each change triggers LinkedIn to rescan your profile, making you more likely to appear in recruiter searches.

4. Poor Communication and Response Time

DON'T: Take days to respond to recruiter messages or show up unprepared.

DO: Respond within 24 hours, even if just to acknowledge receipt. 68% of employers cite failure to make eye contact as a major interview mistake.

5. Using AI Like Everyone Else

DON'T: Use AI to generate generic cover letters that sound like everyone else's. Career experts are seeing the same AI patterns repeatedly, making candidates blur together.

DO: Use AI as a coach, not a copywriter. Ask it to "identify the three key differentiators this company wants" then craft your own response.

Your 7-Step Action Plan for Working With Recruiters

Step 1: Perfect Your LinkedIn Profile

• Post daily with original insights (not just resharing articles)
• Use industry keywords but swap them every 2 weeks
• Include quantified achievements in your experience section
• Add a professional photo - candidates with complete LinkedIn profiles are far more likely to get callbacks

Step 2: Research Before You Reach Out

Find out:

• What industries does this recruiter specialize in?
• What companies do they work with?
• What types of roles do they typically fill?
• Who in your network might know them?

Step 3: Craft Your Value Proposition

Create a 2-sentence summary that includes:

• Your specific expertise/certification
• Years of relevant experience
• Quantified achievement or specialization
• The type of role you're targeting

Step 4: Apply to Posted Jobs Strategically

When you see a recruiter posting a job:

• Tailor your resume to match their specific requirements
• Apply directly through their preferred method
• Follow up once after 1 week with additional relevant information

Step 5: Build Relationships, Not Just Transactions

• Share valuable industry insights in LinkedIn comments
• Attend industry events where recruiters network
• Offer market intelligence (salary trends, competitor moves)
• Stay in touch periodically even when not job hunting

Step 6: Leverage Your Network

• Ask for warm introductions to recruiters from former colleagues
• Get employee referrals when possible - a warm introduction can often get your resume fast-tracked past the ATS
• Connect with people at target companies who can refer you internally

Step 7: Avoid the Desperate Job Seeker Signals

RED FLAGS that hurt your chances:

• Asking "How did I do?" right after interviews
• 27% of candidates admit to lying on applications - don't be one of them
• Sending outdated contact information
• Taking days to respond to interview requests
• Bad-mouthing previous employers

The Supply Chain Reality: Why This Industry Is Different

76% of supply chain operations reported workforce shortages in 2024, with 61% calling it extreme. This creates unique opportunities but also specific challenges:

What's in High Demand:

• Digital transformation leaders who understand both operations and technology
• Sustainability experts who can optimize resource consumption
• Risk management specialists who can navigate supply disruptions
• Logistics optimization experts who can reduce costs while improving service

How to Position Yourself:

• Get certified (Six Sigma, APICS, etc.) and lead with credentials
• Quantify your impact - cost savings, efficiency gains, process improvements
• Show tech fluency - AI, IoT, automation experience is valuable
• Demonstrate problem-solving - how you've handled disruptions, shortages, crises

For specialized supply chain roles, working with experienced supply chain recruiters who understand these nuances can significantly accelerate your search timeline.

Your Next Steps: Stop Hoping, Start Positioning

69% of employers are struggling to find qualified candidates, but that doesn't mean they'll lower their standards - it means you need to clearly demonstrate you're the solution they need.

This Week:

• Update your LinkedIn headline with specific, searchable keywords
• Identify 5 recruiters who specialize in your target roles
• Research their recent job postings and client companies
• Craft your 2-sentence value proposition

This Month:

• Apply to 3-5 highly targeted roles (not 50 random ones)
• Connect with 2 new recruiters with personalized, value-focused messages
• Post 20 pieces of original content showing your industry expertise
• Get 1 warm introduction through your existing network

Remember: Recruiters find candidates for jobs, not jobs for candidates. But when you position yourself as the specific solution they need for their clients' problems, you become the candidate they want to find.

According to Gartner's research on supply chain careers, the most successful professionals in 2025 will be those who combine operational expertise with digital fluency - exactly the kind of candidates that procurement recruiters and operations recruiters are actively seeking.

Is your supply chain job AI-proof? We discuss which tactical roles will be automated and which strategic skills will always need humans in our Procurement Pulse podcast. Subscribe to learn how to position yourself for the next 5 years and stay ahead of industry changes that could reshape your career.

About SCOPE Recruiting

SCOPE Recruiting is a boutique supply chain recruiting firm founded by former ABB global category managers, Friddy and Melissa Hoegener. Unlike generalist staffing agencies, every recruiter at SCOPE has hands-on supply chain experience before moving into executive search. That insider perspective allows us to speak the language of procurement, logistics, planning, and operations and deliver smarter matches, stronger retention, and faster hiring results.

If you’re building or scaling a team and want to work with one of the best supply chain recruiters in the U.S., visit scoperecruiting.com