Since you're offering advice, I thought I would throw my two cents as a recruiter with over 20 years experience into the mix. I am well aware of who LHH is and what they do.
YOU SAID: "One big lesson is that your LinkedIn profile is your most powerful tool (even above your resume, which is still important). "
This is not true at all in my experience. Your LinkedIn profile is important, yes. But it is not more important than your resume.
Your LI profile is in essence a passive job search tool. If a recruiter happens to run a search in LI for someone with your background and you happen to come up in their search results and they happen to click on your profile, then they will see your LI profile. Or you apply with your resume and they look at your LI profile (which I don't do as a general rule because I have all the info I should need from your resume that you applied with).
Your resume is an active job search tool - and therefore more powerful. It is the tool you use to proactively apply to positions.
I do not care if you have a picture, nor what your picture looks like. When I run a search and get 1,253 results, I can assure you that I do not go through those results critiquing people's pictures. I, myself, have not a picture on my LI profile for many years after receiving one too many creepy messages from creeps.
When you're talking about your "banner", are you referring to the picture at the top of your LI profile? Something else I do not care about.
What is very important is your headline - the line directly below your name. It should accurately reflect what you do/are looking to do.
Things like "servant leader", "passionate about x" or Chief Happiness Officer are - I promise you - are things I have never searched for. PMP Certified Epic Healthcare Informatics Project Manager tells me what you do and if you might be a fit for my open requisition.
Do not agree with the first person/third person. Third person.
Yes, you should have as many skills as appropriate on your profile.
Keywords are just skills or experience that we use in our search strings to find candidates (which is different than applying). Ideally, they should just be an organic part of a person's resume. Loading your resume up with words you think recruiters or hiring managers want to see may get someone to click on your resume but if the experience isn't there, it doesn't matter how many "key words" you stuff your resume with.
The apply button is not a black hole - it should take you right to the Company's job portal, You can easily tell - when you click on the "Apply" button, you should be able to see the URL of the company you're applying to.
Also, for those that don't know - the number of "applicants" showing on LI job postings is not the number of actual applicants - that is the number of people who click through the job posting. LI has no way of knowing whether or not someone completes an application. They have no way of knowing what happens once you leave LI.
REGARDING: "Liking and commenting on meaningful posts (to your role aspirations) gets you noticed as well. Do this regularly to be seen in your potential hiring circles."
One of the recruiters I network with on LI had a post about this a few weeks ago. And I agree with what she had to say - I can assure you that recruiters do not randomly troll LI looking at comments and "reach out to candidates who catch our eye". If I'm looking for candidates on LI, I doing it by running a targeted search.
The job search is a LOT these days - lots of advice being thrown at jobseekers. Trying to give some context on what may and may not be important to recruiters - at least to this one.
Please let me know if you have any questions.
GOOD LUCK IN YOUR JOB SEARCH!
Share your insight
Join an authentic community that helps women support each other at work. Share your professional experience or ask for advice — you can even post anonymously.
34 Comments
Join the conversation