Job Search Channels

Job Portals

The modern job search requires a multi-channel strategy that inevitably starts with digital job portals. However, simply uploading your resume and waiting is insufficient.

The right strategy involves registering on a variety of platforms, from massive generalist ones to niche ones specific to the candidate's sector.

It is crucial to complete the profile 100% on each of them, as search algorithms prioritize complete files over partial ones. Once inside, the use of advanced filters is the key to efficiency.

Instead of browsing aimlessly, automatic alerts should be set up based on specific keywords, location and salary range.

For example, a software developer should not simply search for "computer scientist," but set up alerts for "Backend Java Engineer" or "Cloud Solutions Architect."

This ensures that opportunities arrive in email in real time, allowing you to be among the first to apply, a factor that often correlates with higher success rates.

Use of social networks

Beyond LinkedIn, platforms like Twitter (X) or even Instagram can be hidden gold mines if you know how to use them.

Many companies and recruiters post urgent vacancies on social networks using specific hashtags to avoid the cost or bureaucracy of large portals.

To take advantage of this, an active search for career-related hashtags should be conducted.

If someone is looking for jobs in the design sector, they could monitor hashtags such as #DesignJob or #CreativeVacancies.

Upon finding these posts, the response should be immediate and professional, following the exact instructions in the post.

Also, on LinkedIn, it is vital to not only look at the "Jobs" tab, but to search the content feed, where contacts often share opportunities from their own companies before they are officially made public.

Spontaneous Candidacy

One of the most underrated tactics is the "cold door" or spontaneous candidacy. Many positions are filled internally or through referrals before they are ever advertised.

Applying proactively to a company that has no visible openings demonstrates genuine interest and high motivation, qualities highly valued by employers.

The technique is to identify dream companies, research who is in charge of the departments of interest (not just HR) and send a personalized message.

It is not about desperately asking for a job, but presenting yourself as a solution to future problems.

If an accountant admires a specific firm, they can send their