3 Google Habits Killing Your Career Visibility

Key Points:

• Marketing experts warn that poor digital visibility is quietly preventing professionals from being discovered by recruiters and hiring managers
• Common mistakes include treating Google like a job board, maintaining keyword-light LinkedIn profiles, and allowing outdated content to define your search results
• Expert reveals why recruiters increasingly favor discoverable candidates over traditional applicants, and how to fix visibility gaps before they cost you opportunities

As professionals enter the new year with fresh career ambitions, many are unknowingly sabotaging their chances before they even apply. Whether you’re a job seeker, freelancer, or business owner, the reality is stark: recruiters Google candidates before reaching out, and your digital footprint has become your first interview.

The problem? Most professionals treat their online presence as an afterthought, not realizing that seemingly harmless habits are actively reducing their visibility in search engines. From ignoring what appears when someone searches your name to maintaining under-optimized LinkedIn profiles, these mistakes are costing people interviews, inbound opportunities, and recruiter discovery.

“Your digital visibility requires more than an online presence. It also involves being strategically discoverable,” explains Yassin Aberra, Founder and CEO of Social Market Way, a digital marketing agency specializing in SEO and online visibility strategies. “The professionals who understand this are the ones getting contacted by recruiters, while others are left wondering why their applications go unanswered.”

Below, Aberra breaks down the three most common Google habits that are silently killing career visibility, and what professionals need to do differently.

1. Treating Google Like a Job Board, Not a Visibility Tool

Professionals tend to make the mistake of viewing Google solely as a place to find job listings, completely overlooking its role as a discovery platform. Aberra points out that the most successful career moves often come from inbound opportunities, in other words, recruiters finding you, not the other way around.

The issue is that most people focus entirely on applying through listings without building any searchable presence. They don’t have a personal website, their work isn’t indexed anywhere, and there’s no branded search strategy in place. When a recruiter searches for specialists in their field, these professionals don’t appear.

“Recruiters are increasingly searching for talent rather than waiting for applications,” says Aberra. “If you’re only applying to jobs but not making yourself discoverable, you’re cutting off access to opportunities you don’t even know exist. The best candidates are the ones who get found.”

Aberra lists three key mistakes professionals make in this area:

• No Personal Website or Indexed Portfolio: Without a personal website or portfolio that’s indexed by Google, you’re essentially invisible to anyone searching for professionals with your skills. A basic portfolio site with your work samples, case studies, or projects can increase your discoverability.
• Zero-Branded Search Strategy: You’re leaving your reputation to chance. If you haven’t thought about what appears when someone searches “[Your Name] + [Your Profession].” Building a branded search strategy means creating content, profiles, and mentions that position you as an expert in your field.
• Only Applying Via Listings: Relying exclusively on job board applications puts you in competition with hundreds of other candidates. Meanwhile, professionals who are discoverable through search often get direct outreach from recruiters, bypassing the crowded application process entirely.

2. LinkedIn Profiles That Are Invisible to Search

LinkedIn functions like a search engine, but most professionals treat it like a static resume. Aberra explains that LinkedIn’s algorithm prioritizes profiles with search-friendly content, but the majority of users have profiles that are nearly impossible to find.

The most common mistakes include keyword-light headlines that say nothing about what you actually do, generic job titles without context, and summaries that read like bland lists rather than search-optimized content.

“LinkedIn is Google for recruiters,” Aberra notes. “If your headline is just ‘Marketing Manager’ and your summary doesn’t contain the specific skills, industries, or specialties you work in, you won’t show up when recruiters search for candidates. You need to think like an SEO strategist when building your profile.”

Aberra highlights three visibility killers on LinkedIn that professionals need to fix:

• Keyword-Light Headlines: Your LinkedIn headline is prime real estate for search visibility. Instead of simply listing your job title, include keywords that describe your expertise, industries, and the value you provide. For example, “Digital Marketing Manager | SaaS Growth Specialist | B2B Lead Generation” is far more discoverable than just “Marketing Manager”.
• Generic Job Titles: Using only your official job title without context makes it harder for recruiters to find you. Add descriptive language that explains what you actually do and the industries you serve.
• No Search-Friendly Summaries: Your LinkedIn summary should function like website copy, incorporating relevant keywords naturally while telling your professional story. If it doesn’t mention the specific tools, methodologies, or sectors you work in, you’re missing opportunities for discovery.

3. Letting the Wrong Search Results Define You

Perhaps the most damaging habit is ignoring what appears when someone searches your name. Aberra warns that many professionals have old bios, outdated content, and broken links ranking in Google, while inactive or abandoned profiles dominate their search results.

“Silence online can be just as damaging as bad content,” says Aberra. “When a recruiter searches you and finds nothing recent, or worse, finds outdated information that doesn’t reflect your current skills, they move on to the next candidate. You need to manage your search results actively.”

Aberra’s solution: regularly audit your digital presence. Search your name monthly, claim profiles on professional platforms, and ensure that the first page of results accurately represents your current expertise and career goals.