A recruiter checklist for Australia

Most LinkedIn advice is generic. It tells you to “optimise your profile” then stops there. In 2026 recruiters are moving fast, search is tighter and attention is shorter. Your profile either shows up, reads clearly and earns a message, or it gets skipped.



This is the checklist we use when we review profiles at Elements Recruitment. It is built for real searches, real hiring managers and real roles across Western Sydney and NSW.

LinkedIn is no longer just a place to keep a digital CV. It is a search engine for talent, a proof of credibility and a signal of intent. Recruiters use it to shortlist, validate and message. Hiring managers use it to sanity check before interviews. Candidates use it to build demand before they apply.

If your profile is set up properly, it can bring opportunities to you. That is the whole game.

Recruiters do not read profiles first. They search first.

They search by job title, skill, location and industry language. They scan headlines, current titles and the first lines of your About section. If they cannot see fit fast, they move on.

Your job is to make the match obvious in ten seconds.

You need to write for search and for humans.



Search needs keywords in the right places. Humans need clarity, proof and direction. When you get both right, LinkedIn starts working like a lead engine for your career.

Your headline is not a job title. It is a positioning statement.

A strong headline does three things. It tells us what you do, where you do it and what you are known for.

Here are examples you can model.

If you are in Accounting Support
Accounts Officer | AP and AR | Payroll support | Western Sydney

If you are in Senior Accounting and Finance
Management Accountant | Budgeting and forecasting | Business partnering | Western Sydney

If you are in HR
HR Advisor | Employee relations | Performance and case management | Western Sydney

If you are in Sales and Marketing
Digital Marketing Specialist | Paid and organic growth | Lead generation | Western Sydney

If you are in Customer Service and Contact Centre
Customer Service Team Leader | Contact centre operations | Coaching and QA | Western Sydney

If you are in Supply Chain, Technical and Operations
Supply Chain Coordinator | Planning and procurement | Inventory and logistics | Western Sydney

If you are in Executive
Operations Leader | Growth and performance | People and culture | NSW

Keep it simple. Use the terms a recruiter would type.

Your About section should read like a quick conversation. No buzzwords. No vague claims.

Use this structure.

Start with what you do and who you help.
Then add proof.
Then add direction.

Here is a template you can copy.

I work in X, focused on Y. I am strongest in A, B and C.
Over the last X years I have delivered examples like 1 and 2.
I am open to roles in X across Western Sydney and NSW. I am especially interested in Y type teams.

Keep it tight. Make your next role obvious.

Most profiles read like position descriptions. That kills interest.

For each role, write one short paragraph that answers: what was the problem, what did you own and what changed.

Example format.

I joined to solve X. I owned Y across Z stakeholders. The result was A, measured by B.

If you do not have numbers, use outcomes. Time saved, risk reduced, complaints down, process improved, revenue supported.

Skills are not decoration. They are part of search.

Pick skills that match the roles you want next. Prioritise the terms recruiters use, not internal titles.

If you are not sure, look at ten job ads you would apply for. Pull repeated phrases and use them.

Place those terms in three areas. Headline, About and experience bullets.

If you want roles in Western Sydney, set your location correctly and mention it once in your headline or About section.

Recruiters often filter by location first. Do not make them guess.

Featured is where you prove competence fast.

Add one or two items that show quality. A portfolio link, a case study, a presentation, a strong post or an article you wrote.

If you are not a content person, add a short one page PDF. It can be your project summary or your role highlights.

Open to Work can help, but it depends on your situation.

If you are confidential, use recruiter only.
If you are open, use public and keep your headline clear.
If you are senior, be careful with mixed signals. Clarity matters more than green banners.

You do not need to post daily. You do need to look alive.

Aim for one useful comment a week and one post every two weeks. Keep it relevant to your function and market.

If you want a simple prompt, use this.
One thing I learned this week, one mistake I see often, one framework that helps.

Two strong recommendations beat ten weak ones.

Ask for recommendations tied to outcomes. Ask your manager, a peer and a stakeholder.

Give them the prompt.
Can you mention the project, what I owned and what changed as a result.

Read your profile like a stranger.

Can you tell what you do in five seconds.
Can you tell what you want next in ten seconds.
Can you see proof in one scroll.

If the answer is no, that is your priority.

If you want a second set of eyes, Elements Recruitment can do a quick profile review and tell you what to change first. Send us your LinkedIn link and the type of role you want next, then we will come back with clear edits that match the market.