When recruitment professionals add candidates to their database, they probably smarten up the CVs and do their best to make the most of the candidate’s experience in the statements they write.
It’s good business to do so.
However, these days, many employers look people up on LinkedIn and take a long hard look at their profiles as part of the process they go through when deciding on which candidates to select for a job.
Do your candidates’ LinkedIn profiles add value to their applications and the material you send to your clients? If they don’t, some of your hard work might be wasted.
Does the candidate’s LinkedIn profile have a photograph?
If there isn’t a photograph in the LinkedIn profile is the candidate shy or can’t he or she be bothered to upload one? Are the candidate’s IT skills so rudimentary that it’s beyond his or her capabilities to do so?
Whatever the reason for the omission, it’s a mistake to have no photograph.
When a candidate has no photograph on that LinkedIn profile encourage him or her to upload one. Remind your candidate that the photo should present a professional image. Explain that head and shoulders shots seem to work best and that it’s good to smile in the photograph but grins are best avoided.
Does the candidate have any recommendations and endorsements?
If your candidates haven’t woken up to the fact that LinkedIn® is becoming more social and more active, then give them a wake-up call.
Having no recommendations or endorsements will cause problems. (Having only a few recommendations or endorsements is a problem, too.)
What does it mean when your candidates have either none or only a few endorsements and recommendations?
- Is the candidate too shy to ask for them?
- Is the candidate not very good at his or her job?
- Is this a candidate who doesn’t understand the value of LinkedIn in the task of getting the right job?
If any of these apply to your candidates, it doesn’t reflect well on them, so things need to change.
Remind your candidates that the world is becoming more social.
Online sociability matters. As someone looking for a new role each of your candidates must be able to demonstrate success. Recommendations and endorsements on LinkedIn are a good way to start to show this.
- Advise your candidates to give endorsements and to ask for them.
- Advise your candidates to give recommendations and to ask for them.
Does the candidate’s LinkedIn summary read like a CV?
This is a big problem. People whose summaries read like potted CVs often have no idea of who they want to connect with. They’re not building a professional network and they’re not speaking to the right people via their LinkedIn profiles.
When someone is looking for a new job it’s important to smarten up that LinkedIn summary and to make it an asset in job search. If your candidate hasn’t done some thinking about making that LinkedIn profile work hard, how serious is he or she about getting that new role?
Recruitment professionals and LinkedIn
The points above are all worth noting. If your candidates aren’t optimising LinkedIn to help them with their search for their new job, your life will be more difficult. Weak LinkedIn profiles often indicate a candidate has a poor understanding of what he or she has to offer to the job market. That lack of understanding could lead to poor performance in an interview.
……… So my best advice is to make sure your candidates work hard on their LinkedIn profiles as well as on their personal presentation skills and the impression they make when they go for an interview.
Remind your candidates that a good LinkedIn profile could be the key to success. It’s certainly a candidate’s digital business card. We all know that some people’s business cards are instantly forgettable. The same is true of too many LinkedIn profiles.
If you would like to reproduce this article for your own in-house magazine or journal, please get in touch. If you would like me to help you and your colleagues to use LinkedIn more effectively, let’s talk.