If you’re a financial services professional in Ireland unfortunate enough to have been made redundant in the last year, you’re still likely to find a frosty job market.

The industry is practically unrecognisable from its peak in 2007; European banks have put the brakes on (or in some cases ceased trading), the majority of domestic institutions are being wound down or restructured with only AIB and Bank of Ireland a viable long-term option and, while the funds industry is a rare chink of light, job opportunities are still a way off pre-crisis highs.

If you’re job-seeking, it’s no longer enough to search for vacancies and fire off a hopeful CV. Opportunities are starting to present themselves again, but competition is fierce. You need to be noticed, either by a headhunter or a prospective employer. Here’s how to stay at the forefront of recruiters’ minds:

1) Stay Visible: Just because you’re out of a job doesn’t mean you’re out of the industry. There are a lot of opportunities to stay in people’s minds. Attend lunchtime seminars, industry conferences and forums – make sure your name is on the attendance list and network with competitors and industry colleagues. Many of these will be sponsored by recruitment firms so don’t be afraid to introduce yourself and drop off your card.

2) Become a voice of industry intelligence: Get involved with networking groups, speak at events and attempt to get published. It is good to be seen as an expert in your field; sometimes this can be difficult so a good starting point can be writing a blog, which is increasingly popular among financial services professionals globally and a great way of standing out.

3) Build an online profile: Headhunters and heads of recruitment in banks are big users of social media when it comes to researching candidates. The concept has exploded and it is important not just to ensure you don’t get left behind, but that you exploit every avenue. Use tools like Facebook, Twitter and LinkedIn to build a professional profile and an online reputation. As a cautionary note, it is important to maintain an element of mystery and not go into overkill on social media – you do, after all, still want to get that call or meeting.

4) Make sure people know you within your current or former place of work: Make sure to always be as professional as possible in your current (or previous) role and that colleagues view you in a positive light. Make an effort to get to know staff in other divisions outside your team and make them aware of what you do. Much of the current market data that head hunters and future employers have still comes from referrals and word of mouth.

5) Get to know the established recruiters in your market: Research the market and once you have settled on who the relevant recruiter in your market is, make sure you get in touch them. Even if they have nothing relevant at the moment it is worth meeting them for a coffee, so when the right role does come up you are at the forefront of their mind.

6) Be useful to headhunters: It is often beneficial to provide headhunters with names of relevant colleagues or contacts for roles that you are not interested in. This will help you build up a good relationship and trust with a them and, believe me, you will be the first person they turn to when the time is right.

7) Stay in your current job, even if you want to move: This may seem a little harsh in the current economic climate, but it’s better for a headhunter if you’re still in employment. There are a good number of people in the market who will leave their job to focus on searching for a new one. It’s much easier to get a new job when you are already working and you will be in a stronger position when it comes to negotiating terms of employment. This is not always possible given the recent redundancies, but it still holds true.

The executive level recruitment market has become ultra competitive with roles getting filled through established and trusted networks so if you are eager to take the next step in your career make sure to be proactive about it.

Eoin Blake is director of Dublin-based financial services executive search firm Lincoln Search & Selection