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Create ResumeA strong SEEK profile in Australia should make it immediately clear what role you are suited for, what level you operate at, which skills you bring, and why a recruiter or hiring manager should contact you. The mistake I see often is candidates treating their SEEK profile like a vague mini bio. It is not a personality paragraph. It is searchable candidate positioning.
Recruiters do not read SEEK profiles slowly with a cup of tea and a generous heart. They scan for relevance, keywords, job fit, salary alignment, location, availability, work rights, and proof that you are not going to waste everyone’s time. Your SEEK profile needs to answer those questions quickly, without sounding robotic or desperate.
A SEEK profile helps employers and recruiters understand who you are before they decide whether to contact you, shortlist you, or pay closer attention to your application. It can also help you appear in candidate searches when employers are looking for people with your skills.
That matters because not every opportunity starts with you applying.
In real recruitment, employers often search talent databases before or during the advertising process. A hiring manager might say, “Can we see who is already out there before we post the job?” A recruiter might search for candidates with a specific skill, job title, location, certification, industry background, or software tool.
This is where your SEEK profile can either help you or quietly bury you.
A good SEEK profile does three things:
It tells recruiters what kind of work you are relevant for
It uses the language employers are likely to search
It gives enough evidence to make your profile feel credible
A weak SEEK profile usually does the opposite. It says things like “hardworking team player looking for a new challenge”, which tells me almost nothing. I do not doubt you are hardworking. Lovely. But hiring is not a character guessing game. I need to know what you can do, where you fit, and whether you match the role I am trying to fill.
The biggest mistake is writing your SEEK profile for yourself instead of writing it for how recruiters search and assess candidates.
Candidates often write what they feel proud of. Recruiters search for what the role requires.
That gap is where good candidates disappear.
For example, a candidate might write:
Weak Example
Experienced professional with strong communication skills and a passion for helping businesses grow. I am looking for a new opportunity where I can use my skills and continue developing.
This sounds pleasant, but it gives me no clear search value. What kind of professional? Sales? Operations? HR? Administration? Marketing? At what level? Which systems? Which industry? What kind of businesses? What achievements?
Now compare that with:
Good Example
Customer service and administration professional with five years of experience across healthcare and community services. Skilled in high volume enquiries, appointment coordination, CRM updates, confidential records, stakeholder communication, and resolving customer issues calmly in fast paced environments. Seeking customer support, administration, or client services roles in Melbourne.
This is much stronger because it gives recruiters clear signals. I know the function, level, industries, skills, environment, and target roles. It is still human, but it is useful.
That is the standard your SEEK profile should aim for.
Recruiters are not usually trying to admire your writing style. They are trying to reduce uncertainty.
When I look at a SEEK profile, I am usually asking:
Does this person match the role I am working on?
Are their skills current and relevant?
Is their location realistic for the job?
Are they at the right level for the salary range?
Do they have the industry background the hiring manager asked for?
Is their profile consistent with their resume?
Do they sound clear about what they want?
Is there enough detail to justify contacting them?
This is why vague profiles underperform.
A SEEK profile that says “open to opportunities” might technically be true, but it does not help a recruiter search, filter, or decide. You can be open to opportunities and still be completely unclear. Recruiters are not mind readers. We are more like tired detectives with too many tabs open.
The best profiles make the decision easier.
They do not oversell. They do not waffle. They do not try to appeal to every employer in Australia. They position the candidate clearly for the right kind of opportunity.
Your SEEK profile summary should be short, specific, and role aligned. It should not read like a cover letter. It should not repeat your entire resume. It should give recruiters a useful snapshot.
A strong structure is:
Your professional identity
Your years or level of experience if relevant
Your key industries or environments
Your strongest technical or practical skills
Your target role type
Your location, work preference, or availability if useful
You do not need to include all of these every time, but you do need enough information for someone to understand your fit quickly.
Here is the basic formula I recommend:
Professional identity plus experience plus key strengths plus target direction.
For example:
Good Example
Accounts payable officer with four years of experience across construction and professional services. Skilled in invoice processing, reconciliations, supplier queries, purchase orders, payment runs, Excel, Xero, and MYOB. Looking for accounts payable, accounts assistant, or finance administration roles in Brisbane.
This works because it is searchable, practical, and clear.
It does not say “I am passionate about numbers”, because frankly, that is not what gets someone shortlisted. What matters is whether you can process invoices accurately, handle supplier issues, use the systems, and work in the type of finance environment the employer needs.
Below are realistic SEEK profile examples you can adapt. Do not copy them word for word unless they genuinely match your background. A good profile should sound like you, but sharper.
Good Example
Administration assistant with three years of experience supporting busy office teams across property, trades, and local services. Strong background in diary management, customer enquiries, data entry, invoicing support, document preparation, supplier coordination, and Microsoft Office. Known for keeping processes organised, following up properly, and handling competing requests without creating drama. Seeking administration, office support, or reception roles in Sydney.
Why this works:
It names the target role clearly
It includes searchable administration keywords
It gives industry context
It shows practical workplace value
It avoids empty personality claims
The phrase “without creating drama” is not formal corporate language, but it works because it says something real. Many admin roles require calm, follow through, and common sense. Employers notice that.
Good Example
Customer service professional with six years of experience across retail, utilities, and contact centre environments. Skilled in inbound calls, complaint resolution, account updates, order tracking, CRM systems, email support, and de escalating difficult customer situations. I am suited to customer support roles where accuracy, patience, and clear communication matter. Available for full time roles in Perth.
Why this works:
It shows transferable experience across customer environments
It includes terms recruiters search for
It explains the type of role the candidate suits
It positions the candidate as steady and practical
Customer service candidates often overuse phrases like “people person”. That may be true, but employers are usually more interested in whether you can handle pressure, solve problems, update systems correctly, and speak to customers without making the situation worse.
Good Example
Retail assistant and sales team member with experience across fashion, homewares, and high traffic shopping centre environments. Skilled in customer service, POS, stock replenishment, visual merchandising, click and collect orders, returns, cash handling, and meeting sales targets. Looking for retail assistant, sales consultant, or store support roles with reliable hours and a strong team culture.
Why this works:
It shows the retail environment clearly
It includes operational retail keywords
It does not pretend retail is only about smiling at customers
It mentions sales and store processes
Retail hiring managers care about reliability, customer handling, availability, presentation, and whether you can cope with busy periods. Your profile should reflect that reality.
Good Example
Assistant accountant with experience across month end support, reconciliations, accounts payable, accounts receivable, journals, BAS preparation support, payroll assistance, Excel reporting, Xero, MYOB, and ERP system updates. I have worked with finance teams in manufacturing and professional services and am seeking assistant accountant or finance officer roles in Melbourne.
Why this works:
It gives a strong technical skills snapshot
It includes software and accounting process keywords
It shows industry exposure
It is clear about target roles
Finance profiles should be specific. “Good with numbers” is not enough. Recruiters search for reconciliations, payroll, BAS, month end, accounts payable, accounts receivable, Excel, Xero, MYOB, SAP, Oracle, NetSuite, and similar terms depending on the role.
Good Example
IT support analyst with four years of experience providing Level 1 and Level 2 support across Microsoft 365, Active Directory, Windows, Intune, Teams, hardware troubleshooting, ticketing systems, user onboarding, and remote support. Experienced in managed service provider and internal IT environments. Seeking service desk, desktop support, or IT support analyst roles in Brisbane or hybrid arrangements.
Why this works:
It names the technical environment
It includes level of support
It clarifies role targets
It includes hybrid preference without making it the whole profile
Tech recruiters search by tools, platforms, certifications, and support level. A profile that says “tech savvy problem solver” is weak. A profile that says “Microsoft 365, Active Directory, Intune, Level 2 support, MSP environment” is useful.
Good Example
Digital marketing coordinator with experience across content planning, email campaigns, social media scheduling, SEO support, website updates, Google Analytics, Meta Ads support, Canva, WordPress, and campaign reporting. I have supported small business and ecommerce brands with practical, hands on marketing execution. Looking for marketing coordinator or digital marketing assistant roles in Sydney.
Why this works:
It shows the candidate is execution focused
It includes tools and channels
It avoids vague “creative storyteller” language
It helps employers understand level and fit
Marketing candidates often sound too abstract. Employers hiring at coordinator level usually want someone who can actually schedule, update, report, brief, write, check, upload, and get things done.
Good Example
Project coordinator with experience supporting construction, facilities, and business improvement projects. Skilled in project documentation, scheduling, stakeholder updates, meeting minutes, risk and issue registers, purchase order tracking, reporting, and coordination between internal teams, suppliers, and clients. Seeking project coordinator or project support roles in Adelaide.
Why this works:
It shows project support responsibilities clearly
It includes practical coordination tasks
It communicates industry context
It avoids pretending the candidate is a project manager if they are not
This is important. Many candidates inflate their level, and recruiters can usually see it quickly. A strong project coordinator profile does not need to pretend to be senior. It needs to show that you can keep information, timelines, people, and documents moving properly.
Good Example
Former retail supervisor moving into administration and customer support roles after building strong experience in rostering, staff coordination, customer enquiries, stock control, sales reporting, POS systems, complaint handling, and daily store operations. I am looking for entry level administration, customer service, or office support roles where I can use my organisation, communication, and follow through skills.
Why this works:
It explains the transition clearly
It translates past experience into target role language
It does not apologise for changing careers
It gives recruiters a reason to consider the candidate
Career changers often make the mistake of focusing too much on what they lack. That is not persuasive. Your SEEK profile should bridge the gap between where you have been and where you are going.
Good Example
Recent business graduate with internship and part time work experience across customer service, administration, research, Excel reporting, CRM updates, and stakeholder communication. Interested in entry level business administration, operations support, or graduate coordinator roles where I can build strong commercial experience and contribute to organised team processes.
Why this works:
It does not overclaim experience
It includes relevant early career skills
It identifies realistic target roles
It sounds motivated without sounding fluffy
Graduate profiles should not pretend to be senior. Hiring managers do not expect you to have ten years of experience. They want to see clarity, reliability, learning ability, and some evidence that you understand workplace basics.
Good Example
Operations manager with experience leading teams across logistics, warehousing, and service delivery environments. Strong background in workforce planning, process improvement, supplier management, safety compliance, KPI reporting, cost control, rostering, and improving day to day operational performance. Seeking operations manager, branch manager, or service delivery leadership roles in Melbourne.
Why this works:
It positions leadership clearly
It includes operational outcomes
It shows industry relevance
It gives recruiters search terms linked to management roles
Management profiles should not only say “strong leader”. Everyone says that. The stronger profile shows what the person has led, improved, controlled, measured, or managed.
A good SEEK profile should include enough detail for search visibility and human judgement.
The most useful details are:
Current or target job title
Relevant industry experience
Key technical skills
Software, systems, tools, or platforms
Certifications, licences, tickets, or qualifications
Work rights if relevant
Location and realistic work preferences
Availability if it helps your search
Target role type
Level of seniority
Clear employment direction
This does not mean you need to cram everything into one paragraph. Your summary should be clean, but your profile sections should be complete.
Recruiters often search using job titles, skills, systems, licences, and location. If those details are missing, you may not appear in the right searches, even if you are qualified.
This is one of the more frustrating parts of job search platforms. Being good is not always enough. You also need to be findable.
Some phrases look harmless, but they weaken your profile because they tell recruiters nothing specific.
Avoid lines like:
Hardworking and reliable
Works well independently and in a team
Looking for a challenging opportunity
Excellent communication skills
Fast learner
Passionate professional
Results driven individual
Seeking growth in a dynamic company
These phrases are not banned forever, but on their own they are lazy. They are also so overused that they become invisible.
Instead, replace vague traits with practical evidence.
Weak Example
I am a hardworking and motivated professional with excellent communication skills.
Good Example
I have experience managing customer enquiries, updating CRM records, resolving billing issues, coordinating appointments, and communicating with customers, suppliers, and internal teams.
The second version proves communication through work context. That is much stronger.
Also avoid sounding too desperate. “I am willing to do anything” may feel flexible, but it can make recruiters unsure where to place you. Flexibility is useful. Lack of direction is not.
Searchability matters because recruiters often look for candidates using specific filters and keywords. Your profile should reflect the words employers actually use in job ads.
Do not keyword stuff. Do not turn your profile into a messy list of every skill you have ever touched. But do include the terms that genuinely match your background.
For example, if you work in payroll, include terms such as:
Payroll processing
Awards
Timesheets
Superannuation
Leave calculations
Payroll tax
End of month reporting
Chris21, MicrOpay, Xero, MYOB, Employment Hero, or other relevant systems
If you work in construction administration, include terms such as:
Purchase orders
Invoicing
Contractor coordination
Site documentation
WHS records
Project support
SimPRO, AroFlo, Procore, Jobpac, or other relevant systems
The goal is not to trick the system. The goal is to describe your experience in the same language recruiters use when searching.
One of the easiest ways to improve your SEEK profile is to review five to ten job ads for the roles you want and look for repeated language. If several ads mention the same skills, systems, certifications, or responsibilities, those terms probably belong in your profile if they are truthful.
Your SEEK profile summary should usually be around three to six sentences. Long enough to explain your positioning, short enough that a recruiter can scan it quickly.
Too short:
Weak Example
Looking for admin work. Reliable and hardworking.
This gives almost no useful information.
Too long:
Weak Example
I am a highly dedicated professional who has always believed in the importance of customer service and team collaboration. Throughout my career I have developed many skills across different industries and I am now looking for a role where I can continue to grow, learn, and contribute to an organisation that values people and success.
This says more words but still gives very little substance.
Better:
Good Example
Administration and customer service professional with experience across reception, appointment bookings, email inbox management, data entry, invoicing support, and CRM updates. Comfortable dealing with customers, suppliers, and internal teams in busy office environments. Seeking full time administration or office support roles in Newcastle.
This is clear, searchable, and practical.
Yes, your SEEK profile should match your resume in direction, job titles, dates, skills, and overall positioning.
It does not need to repeat your resume word for word, but it should not create confusion.
If your SEEK profile says you are targeting marketing roles, but your resume is written entirely for administration, the recruiter has to do extra work to understand your direction. Most will not. They will move on to the candidate whose story is clearer.
Consistency matters because recruiters are always checking for risk.
They notice when:
Job titles do not line up
Dates feel inconsistent
The profile claims skills that are not supported in the resume
The candidate appears to be targeting too many unrelated roles
The summary sounds more senior than the work history proves
The profile says “actively looking” but the resume has not been updated properly
None of these issues automatically disqualify you, but they create friction. In hiring, friction is dangerous. When there are many applicants, the clearer candidate often wins over the confusing one, even when both are capable.
Good positioning is specific, but not narrow to the point of limiting you unnecessarily.
For example, instead of saying:
Weak Example
I am looking for any role where I can use my skills.
Say:
Good Example
I am looking for administration, customer support, or operations assistant roles where I can use my experience in scheduling, customer enquiries, data entry, supplier communication, and process coordination.
This keeps options open while still giving direction.
If you are open to several related roles, group them logically. Administration, customer service, and operations support can sit together. Payroll, accounts payable, and finance administration can sit together. Retail leadership, store management, and area support can sit together.
What does not work is trying to target unrelated roles in one profile.
For example:
Marketing coordinator
HR assistant
Project manager
Data analyst
Receptionist
Event planner
That kind of profile makes recruiters wonder whether you are strategic or just clicking everything. It may be understandable from your side, especially if you need work quickly, but from the hiring side it looks unfocused.
You do not always need to mention salary in your SEEK profile summary. In many cases, it is better handled through platform settings, screening questions, or the interview process.
But availability and work preferences can be useful when they remove uncertainty.
Mention availability if:
You can start immediately
You are available for temporary or contract work
You are open to shift work
You are only available part time
You are relocating
You need remote or hybrid work
Be clear, not apologetic.
Good Example
Available immediately for temporary or permanent administration roles in Brisbane.
Good Example
Seeking part time customer service roles, ideally three to four days per week, within the Geelong area.
Good Example
Open to hybrid marketing coordinator roles in Sydney, with availability to attend the office as required.
This helps recruiters assess fit quickly.
The mistake is using your profile to list demands without showing value. “Remote only, high salary, flexible hours, no weekends” may be honest, but if that is all the employer sees before any evidence of your capability, you have made the profile feel transactional too early.
If you are currently employed, be careful with visibility settings and how much detail you reveal. Your profile should still be clear, but you may choose to keep employer names, sensitive projects, or overly specific details out of the public facing summary.
You can still write a useful profile without exposing everything.
Good Example
Senior HR advisor with experience across employee relations, policy interpretation, performance management, workplace investigations, onboarding improvement, and manager coaching across multi site organisations. Open to confidential conversations about HR advisor or HR business partner opportunities in Melbourne.
This says enough to attract the right recruiters without oversharing.
A practical warning: confidentiality in job search is never something to treat casually. Review your SEEK visibility settings carefully. Do not assume every platform setting works exactly the way you think it does. If privacy matters, check before you update your profile.
Most SEEK profile mistakes are not dramatic. They are small, boring, and surprisingly effective at making good candidates easier to ignore.
The common ones are:
Leaving the profile incomplete
Using a vague summary
Uploading an outdated resume
Targeting too many unrelated roles
Forgetting important software or licences
Using job titles that do not match Australian market language
Writing in a way that sounds copied from a template
Not updating location or availability
Making the profile too junior or too senior compared with the resume
Treating the profile as optional
The harsh truth is that recruiters rarely contact a candidate because their profile is “nice”. They contact candidates because the profile appears relevant to a real vacancy.
That is the standard.
Your SEEK profile does not need to be poetic. It needs to be useful.
Use this framework to write your own profile:
Sentence one: Say what you are professionally.
Sentence two: Give your relevant experience, industries, or environments.
Sentence three: List your strongest practical skills, systems, or responsibilities.
Sentence four: State the roles you are targeting and your location or work preference.
Here is the framework in action:
Good Example
Office administrator with four years of experience supporting small business and professional services teams. Background includes reception, calendar management, customer enquiries, document formatting, invoicing support, supplier communication, data entry, and CRM updates. Confident working in busy environments where accuracy, follow up, and clear communication matter. Seeking administration, office support, or client services roles in Canberra.
This is not complicated. That is the point.
Good candidate positioning is usually not about sounding impressive. It is about making the right information easy to understand.
Before you publish or update your SEEK profile, check these points:
Is my target role clear within the first sentence?
Have I included the keywords recruiters are likely to search?
Have I named relevant systems, tools, licences, or certifications?
Does my profile match my resume?
Does it sound specific to my work history rather than copied from a template?
Have I removed vague phrases that do not prove anything?
Is my location and work preference clear enough?
Have I checked my visibility settings?
Would a recruiter know what role to contact me about within ten seconds?
That last question is the real test.
If a recruiter has to work too hard to understand you, your profile is not doing its job. Hiring is already messy enough. Do not make your own positioning another problem someone has to solve.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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