This is an important discussion that I believe will accelerate over the next few years, especially for professionals and those in managerial positions. However, I still believe that the discussion is very relevant for all others.
Right now this is the, “which came first the chicken or the egg” argument.
So what do recruiters, HR, and hiring managers screen with first? Your resume or your LinkedIn profile?
One side might argue the resume. The candidate emails the resume or replies to a job posting. The person screening reviews the resume and makes a decision to follow-up or not. So in this example the resume was the deciding factor.
The other side would argue that, more and more before companies incur the expense of posting an ad, they first go to LinkedIn. This is especially true for recruiters. They first go to LinkedIn, and if they can’t find a person on LinkedIn they will post an ad. So here LinkedIn is the most important.
As a retained executive recruiter and job search coach, I would take the position that both are important, but LinkedIn is rapidly passing up the resume, and is at least equal to it.
I take this position because so often, and it is increasing at an alarming rate, after the person screening your resume reads it, the next stop is LinkedIn. They want to see your profile. My partner, Barry Deutsch, and I are being told more and more by our clients that this is what they are doing. I just wrote an article about how one of my clients was considering hiring a person until they looked at their LinkedIn profile. BTW, this is becoming true not only for LinkedIn, but for all social networking sites including Facebook and Twitter.
People screening your resume are becoming more savvy about LinkedIn. I’m not referring to recruiters. We have been using LinkedIn for years. With the explosive growth of LinkedIn due to the recession, companies are rapidly realizing the enormous value of LinkedIn. So much so, (call me crazy) but I believe that within the next few years, the need for resume databases on the job boards will become secondary to social media sites. After all, why would a person pay almost $10,000 to search a database of resumes when the information is free on LinkedIn and other sites? In a world of cost cutting, eliminating this cost just makes sense to me.
So what does this mean to the job seeker?
1) Make sure you have a very complete and compelling LinkedIn Profile. A compelling and complete profile can literally change your search overnight. I have seen this happen with people I do job search coaching with. Unfortunately, only about 10% currently have a compelling and complete profile. That is why when you have one, you stand out.
I can’t stress this enough. 90% of most profiles on LinkedIn are at best fair and most are so incomplete they are worthless. What a golden opportunity to position yourself as the “expert” in your field. In today’s market, companies are searching for the expert. That can be you. LinkedIn has the tools for you to do this. Why so many don’t take advantage of these FREE tools is beyond me. If you know “WHY” please enlighten me.
2) Don’t forget Facebook, Google profiles, and Twitter. These are often overlooked. Why not have a Facebook page that focuses on you as a professional? Use it for your job search, rather than socially. There is an awful lot you can do on Facebook to stand out.
3) Twitter is a great tool that builds awareness. It is easy to use and gives you great exposure. Plus, you can link your tweets back to your LinkedIn status. Now you are killing two birds with one stone.
You have an outstanding opportunity right now (but the window is rapidly closing) to stand out on LinkedIn and be the “EXPERT.” So many people today have such poor profiles that you should take advantage of this by creating a great profile.
How often in your job search have you heard the phrase, “You must differentiate yourself.” Well, this is your opportunity to do so. Why would anyone leave this gaping hole in their resume?
You might qualify to receive a FREE LinkedIn profile assessment, valued at over $300. On March 26th we are having a webinar on how you can leverage LinkedIn to find your next job. We believe this is the most comprehensive webinar we have seen on this topic. We’ll have over 35 slides on how you can build a compelling and complete profile. We will show you step-by-step where the tools are and how you can use them to be the “EXPERT.” These slides and the webinar audio recording are included in the webinar. If you want a profile that puts you in the top 10% then you should CLICK HERE to learn more.
At a minimum you should download our 8-Level LinkedIn Self Assessment Profile. This tool is a great start to building a great profile. CLICK HERE to get yours. It is 100% free.
Finally, if you are on LinkedIn, join our LinkedIn Job Search Networking Group. There are more than 4,800 members. It is one of the fastest growing groups on LinkedIn that focuses on job search issues. CLICK HERE to join.
I welcome your thoughts and comments.
Brad Remillard
Lots of people care!
Your network wants to be given an opportunity to clap for you!
That’s why you should be updating your status every 24-48 hours.
- Your network wants to know how your job search is progressing
- Your network wants to know the type of companies with whom you’re interviewing
- Your network wants to know the executives with whom you’re interviewing
- Your network wants to know the techniques you’re using to generate job leads and referrals
They want to hear about the silly interview questions you’ve been asked, the most intelligent questions, the ones that were easy and ones that stumped you.
Your network wants to be able to support you in your job search. If they don’t know what you’re doing, how could they possibly support you?
Status updates are the amazing simple short statements about what you’re doing that you feel is important to share with you network. You have 140 characters to type a status update. Each time you type a status update, everyone in your network will see it on their home screen when they view network status updates.
This is one of the most powerful tools LinkedIn offers and yet, very few networkers use it – forget effectively – they don’t bother to update their status at all – what a waste of a free networking tool.
I am a master networker. Many of you know that I am a LinkedIn Networking Expert. I teach and coach networking to some of the most successful coaches, CEOs, Presidents, and senior executives. How does a master networker and LinkedIn Networking Expert use status updates in social networking?
SECRET HINT: Think of your status updates as frequent alerts to keep your network aware of what you’re doing, how it might impact them personally, and as a “marketing” tool to keep your “brand” in a top-of-mind presence with them every single time they log onto LinkedIn.
Every day or two, I take a moment and I type a short statement about something I think a large portion of my network on LinkedIn might like to hear about.
- Have I just written an interesting new blog post
- Have i just attended a life-altering workshop on self-motivation
- Did I just read a passage from Daniel Pink’s new book, Linchpin, that I wanted to share before I forget it
Are the 3 ideas I got out of the on-line webinar this morning that Brad Remillard taught on Leveraging LinkedIn in your job search (you like the way I worked that shameless plug into my blog post?) valuable to share with others?
All kidding aside,
My partner, Brad Remillard, will be leading a powerful webinar on March 26th to teach you how to leverage all the LinkedIn tools to find your next job through LinkedIn.
CLICK HERE to sign up right now for this unique LinkedIn Job Search webinar.
Only our private job search network of loyal readers here on our blog, in our LinkedIn Discussion Group, and those who have downloaded our FREE Job Search Tools will receive this special discount.
If you get ONE great idea from this webinar on how to improve your job search, it will have been worth the investment of time. NOT ONLY will you get one idea, I’ll guarantee you’ll get a dozen ideas that you can immediately implement within hours of completing the webinar.
After you finish the webinar, Brad and I would love to hear about the 12 different things you started doing on LinkedIn, such as updating your status more frequently, and which ones immediately started to work for you.
Barry Deutsch
PS – would it help if we put together a status update checklist (like a daily dozen status update ideas) that you could use every day to go down the list and say “I did #2 yesterday, today I’ll do #9)?
At a recent Vistage meeting of about 20 CEOs we were discussing using social media as a way to find people. One of the CEOs indicated it is also a great way to eliminate people.
I wasn’t overly surprised to learn that many hadn’t thought about social media for hiring, but I was surprised to learn that many don’t use it as a screening tool. Obviously, after hearing the story from the one CEO, most will reconsider.
The CEO stated that they had been in the process of interviewing a candidate for a sales position, and like most hiring processes, it takes a couple of weeks to get through all of the interviews. Over this couple of weeks the company started tracking this person’s tweets on Twitter and looked up the candidate’s profile picture.
OOPS a major faux pas.
Apparently as it was relayed in the meeting, this person’s picture was – let’s just say not professional, and the tweets were completely inappropriate as viewed by the company. The language was foul, the topics discussed rather vulgar, and for a professional sales person raised a lot of red flags.
The company was afraid of a sexual harassment lawsuit and how this candidate would communicate with employees and customers. Not to mention what customers would think if they saw this person’s profile picture and followed them on Twitter.
Social media is a double-edged sword. I follow Twitter on a regular basis, and I am surprised at how many people looking for a job use inappropriate language, brag about being lazy, tweet about how glad they are about not working, or demonstrate a lack of willingness to be employed. They come across as wanting a job but not willing to work. This is not what a future employer is seeking.
Take care to ensure that you manage your LinkedIn profile properly and professionally during your job search. Others are watching and listening to you.
If this was helpful to you, it will probably be helpful to others. Please consider passing it on so they too can benefit. You might add it to your Facebook page, update it on your LinkedIn status, or email it to friends or to your network. We all need to help out. One tip can make a huge difference to someone.
GET A FREE LINKEDIN PROFILE ASSESSMENT. On March 26th we are offering a webinar on, “How To Find Your Next Job Using LinkedIn.” We will tell you the number one reason so many recruiters view your profile and never call you. THIS IS NOT A JOKE OR HYPE. It is a fact that most candidates never think of. CLICK HERE to learn more about how to get your FREE profile assessment and the webinar.
Join our LinkedIn Job Search Networking Group and stay connected with the other 4600+ members. CLICK HERE to join.
I welcome your thoughts and comments.
Brad Remillard
Don’t Be A Box-checking Victim
STOP allowing yourself to be box-checked in the interview by recruiters, HR, and hiring managers. You CANNOT SUCCEED in the interview if you are being box-checked against a traditional job description listing precise years of experience, exact industry experience, product knowledge, specific channels, and detailed skills. No one could pass these interviews with flying colors. Successful interviewing requires you to move the interview from a typical interrogation into a conversation about the needs and obstacles in the job. Brad and Barry provide specific examples, tactics, and recommendations in this radio program on how to move every interview from a box-checking interrogation into a conversation about the work that needs to be done.
To listen or download this recording from our audio library CLICK HERE.
You can also join our LinkedIN Job Search Networking Group. CLICK HERE to join
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I recently asked this question on LinkedIn, “How would you rate your LinkedIn profile?” The choices were, poor, fair, good or very good. I wasn’t referring to completeness based on the LinkedIn scale. I wanted to know how you would rate your profile based on how good or compelling it is.
Would a recruiter, HR professional, or hiring authority be so impressed that they can’t wait to contact you? That is the goal of a LinkedIn profile. Why else would you have one if you are in a job search?
So that is my question to you, “How do you rate your LinkedIn profile?” We would really like to know.
Poor
Fair
Good
Very Good
Now the really important question, “How would you rate your resume?” Let us know that too. Just simply send us a comment. You can do that at the bottom of this article.
Did you rate them both the same? Most rate their resume good to very good and their LinkedIn profile poor to fair. WHY?
Both of these are marketing documents. That is all a resume is. It is put together to market you. In our best selling job search workbook,“This Is NOT The Position I Accepted” we don’t like to use the word “resume.” Rather, we prefer to call it your Personal Compelling Marketing Brochure.
Your LinkedIn profile is your online marketing brochure. It must sell you. Your profile can be even more compelling than a resume because of all of the added features LinkedIn allows you to add to your profile. Most are not possible on a resume.
So here is the next set of questions, “How many hours have you dedicated to developing your resume?” My experience is that most candidates spend hours not only developing their resume, but revamping it, changing it, redoing it, updating it, and so on. For many, this is a never ending process.
OK, so then, “How many hours have you dedicated to developing your LinkedIn profile?” We would really like you to be completely honest and answer these questions. Just add your responses to them in the comment box at the bottom.
Still not convinced about why you need a great and compelling profile on LinkedIn? Here are some additional reasons that might convince you.
- For my last three placements, all of the candidates came directly from LinkedIn.
- Two clients recently told me they hired mid-level sales people directly from LinkedIn.
- Before posting an open position on a job board, most recruiters go to LinkedIn first.
- I’m currently working on two searches and I found all of the candidates using LinkedIn.
- LinkedIn now has over 45 million users.
- More and more internal recruiters and HR professionals start their searches on LinkedIn.
- Companies can save thousands of dollars searching LinkedIn versus searching resumes on a job board.
Given all of this, would you reply to a job posting with a fair resume? Would you expect a call back from a hiring authority or recruiter if your resume was “fair?”
If your LinkedIn profile isn’t better than your resume, you are leaving a very valuable tool in your tool box. When I’m coaching job seekers, one of the first items we work on is their LinkedIn profile. It is not uncommon that within two weeks of completing the profile makeover for these candidates, that they start receiving inquiries.
So let us hear from you regarding how you responded to these questions. We are really interested.
Don’t know how to build a great profile?
Get a FREE LinkedIn Profile Assessment. To help you build a great LinkedIn job search strategy, we are having a webinar on March 26. This webinar will ensure you not only have a great profile, but in addition, teach you how to find contacts, how recruiters use LinkedIn, and how to ensure that if someone comes to your profile that you are positioned as the expert. CLICK HERE to learn more.
Also, Barry and I have had extensive discussions regarding LinkedIn on our weekly radio show that airs every Monday at 11 AM PST at www.latalkradio.com on channel 2. We add all of these recordings to our audio library. These recordings are free for you to listen to or download. CLICK HERE to review our audio library.
Finally, consider joining our LinkedIn Job Search Networking Group. There are more than 4,4oo members, and a wealth of articles and discussions to help you in your job search. CLICK HERE to join.
Brad Remillard
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Comments (7)
Groucho Marx once said “I don’t want to belong to any club that would accept me as a member.”
Groucho must not have been conducting a job search when he made that comment.
Joining Groups (like clubs) on LinkedIn is an excellent way to engage with people who hold a similar interest, make new contacts, network, and discover hidden job opportunities.
Your groups display on your LinkedIn Profile. When I click your profile, I can see which groups we have in common. As a recruiter, I usually focus on searches within groups first due to the ease of contacting other group members.
Here are some of the parameters on joining groups on LinkedIn:
LinkedIn allows you to join 50 groups
You can post roughly 7500 news feed items per 24 hour period. These can be multiple feeds within the same 24 hour period into the same group. I have not yet done a test to ascertain the precise number.
You can post unlimited discussions (I have not come across a limit yet within a 24 hours period. Again, I’ve not tried to test the system by posting more than 50 in a 24 hour period.
You can send messages to other group members without using your valuable inmails nor do you have to know the email address. I’m not sure if there is a limit on the number of messages you can send directly to group members. I have yet to hit it if there is a limit.
What groups should I join you might ask?
- Your alumni group
- Geographically based network groups for individuals in your city
- Association or trade groups that focus on your industry, such as Construction or Telecommunications
- Functional specialty groups, such as those for VPs of Marketing or CFOs
- Charitable groups that focus on causes you support
- Job Search Groups, such as the IMPACT Hiring Job Search Discussion Group
Now that I’ve joined a few groups, what should I do next?
Even though in a previous post I suggested you not be a lurker, I give you permission to do short-term lurking. Gain a sense of the culture of the group. Review the other messages in the group first.
- Are group members discussing job search related issues?
- Are group members supportive of each other?
- What type of news feeds are being posted into the group?
- Are there job leads being posted by group members under the jobs tab?
- How passionate are group members in responding to questions or discussion points?
You’ve lurked long enough – it’s time to jump in and become a valuable and active member of the group.
What kind of benefits might I expect from the time investment of doing all these activities within all my groups:
- You’ll be enhancing your PERSONAL BRAND by establishing your involvement, focus, and expertise in the various groups.
- Others will be attracted to you and want to connect with you on LinkedIn directly
- As Hiring Managers and Executives frequent these groups, you’ll become noticed by the individuals who may someday hire you
- You’ll be starting to dramatically expand your connections and the massive net it takes to capture hidden job market leads and referrals.
Barry Deutsch
P.S. Don’t forget about the Webinar my partner, Brad Remillard is teaching on March 26th, titled “How to Find Your Next Job on LinkedIn”. See the promotion for the Webinar in our right-hand sidebar.
Sounds like something you could be arrested for – maybe even a felony conviction.
Seriously, if you want to take your job search to another level, you’ve got to engage in communicating and interacting on the primary social media forum for professionals, managers, and executives.
Studies show that 90% or more of all users of social media (including LinkedIn) are lurkers.
What the heck is a LinkedIn Lurker?
A lurker is someone who reads the news feeds in groups, reads the questions in groups, reads the questions and answers in the Q&A section, and observes the status updates of those to whom they share a 1st degree connection.
Are you a LinkedIn Lurker?
YOU CANNOT CONDUCT AN EFFECTIVE JOB SEARCH BY LURKING?
Lurking is like hiding behind your mother’s skirt when you were 3 years old. Why do we do this as intelligent, sophisticated, cosmopolitan, confident adults? I wrote another article a few months ago on this same subject titled “STOP Being A Job Search Voyeur – Let Your Voice Be Heard“
I don’t get it.
I don’t even buy the introversion excuse since you’re not having to meet these people on-line or build a deep relationship. There is no rejection phobia here either.
Engaging in the conversation on social media sites like LinkedIn, Facebook, and Twitter is just about the most friendly, safest environment to give your job search a little booster shot in the arm.
Here’s a few simple things you could start doing right now:
- How many of you are posting questions in our LinkedIn Discussion Forum and how many of you are helping others in the Group by answering/commenting on the discussions they started?
- Are you looking at the wealth of news feeds in our LinkedIn Discussion Group and commenting on those valuable links?
- When was the last time you commented on a connection’s status update?
We’ll tackle further engagement on LinkedIn in future tactics.
By the way, My Partner, Brad Remillard, will be leading a webinar on March 26th on how to leverage ALL the different elements of LinkedIn to conduct an effective job search.
Click on the link in our sidebar to learn about this very popular webinar.
If there was one place you could invest your time and get the biggest bang for the buck, it would on LinkedIn. Sadly, most job seekers are not leveraging even 10% of the tools, personal branding, engagement opportunities, and other inexpensive techniques to help themselves be found.
Brad and I did a couple of Programs on LinkedIn in our Weekly Radio Show. You can download these from our FREE Job Search Audio Library.
You know it’s much easier to be found than to find the right job.
What’s holding you back right now from signing up for a one-hour webinar (from one of the top experts in this country on using LinkedIn) in which you’ll learn at least a dozen core tactics that you’ll use every day in your job search?
Barry Deutsch
If you’re NOT a member of our LinkedIn Job Search Discussion Group, JOIN US NOW to start your engagement process and move beyond lurking.
I know this is one of the major complaints by candidates. I hear it all the time, “I send them my resume and they don’t reply. Most won’t even return my phone call.” As difficult as it is to say, for the most part these candidates are correct. That doesn’t mean it is right, it just means you are correct.
Similar to most at the manager level and above, when you are working, you are generally overwhelmed with things to do. So you have to prioritize. Some things are high priority and some things go on the low priority list. The low priority items may never get done, or may get done in the next few months. Generally, this depends on what other higher priority items trickle in.
Recruiters are really no different. We have to prioritize our day. Some things are high priority and other things are low priority. If you want to engage recruiters, your job when working with or contacting them should be to move up the priority list. Knowing how I, and many other recruiters prioritize, might help you do this.
Here is how I set priorities regarding the basic duties as a retained recruiter. Contingent recruiters might vary slightly, but when I was a contingent recruiter it wasn’t a whole lot different.
High priority:
- Clients always come first. So some might ask, “Who is your client?” The company paying my fee is the client, not the candidate. Therefore, the company has first priority on my time. That means I will return their phone calls before a candidate’s, I will meet with them prior to a candidate, reply to their emails first, and screen resumes they send me first.
- Candidates on an active search. These are candidates that I’m actively working with on an existing retained search. They could be at any stage within that search which includes, recruiting ones I have identified, interviewing them, returning their calls or emails, reviewing their resume, meeting them, scheduling interviews, following up after an interview, compensation discussions, reference checking, or basically anything I need to do to move the candidate and the search to the next phase.
- Marketing. The next priority for me is marketing. This is meeting with clients and potential clients, attending networking meetings, and making sure I’m out in the market so that when a search comes up I’m the one that gets the call. When that call comes, refer to number 1 above.
Important but not a high priority. These I try to get to by the end of each day. Sometimes they spill over to the next day, but I usually try to complete these within 24 hours.
- Returning emails not related to a search from people I know or have worked with in the past. These are generally people updating me on their search, prior clients with a question, a request unrelated to an active search, general emails, and clearing SPAM. Sometimes I don’t get to these until the afternoon. I scan down the “sent from” and subject lines, and when I see someone I know I will read the email and then reply appropriately.
- Reply to emails and return calls that are a referral. If someone is referring a person to me, I will always reply. I respect the fact that they have taken the time to do this. I feel I owe the reply out of respect to the referring source.
- Return voice mail calls. Basically the same as above. I listen to them and clients get an immediate call. Anything to do with an active search gets a call. Others I evaluate and make a decision on what to do with them. Refer to low priority below for many, not all, of these calls.
Low Priority:
- Return emails from those I don’t know. This is one of those low priorities that tick many candidates off. The good news is that you have a much higher chance of getting a return email than a phone call. I often try to catch up on these on the weekend or at night. Because of the large volume of these, I’m often two weeks behind.
- If you are just sending me an unsolicited resume, I may or may not reply to you. Generally not. I may take a look at the resume to see if it fits an active search. Probably less than 50% of the time I reply. This is why I preach, tweet, and blog, DON’T WASTE YOUR MONEY ON A RESUME SERVICE THAT WILL SEND YOUR RESUME TO 1,200 RECRUITERS. Save your money as most recruiters don’t even look at them. I doubt more than 5% of retained recruiters do.
- If the email is just to introduce yourself to me with no referral, I will probably just delete it. What else can I say? Like me or hate me, that is what will happen. (If it makes you feel better, then “yes” I spend hours late at night reading the hundreds of unsolicited resumes I receive on a weekly basis).
Lowest priority. So low that I have to be bored and/or very lonely to take action. I’m desperate to just talk to someone and my wife and kids are all busy. I have probably already called every person in my contact list, any tech support that I can possibly think of, and if it’s the only way to get out of having to watch Driving Miss Daisy or The English Patient, I will claim I have to return these phone calls.
- These are the voice mails that simply say, “Hi Brad, this is (fill in the blank) please call me at (fill in the number. I probably don’t even recognize the area code).” or “Hi Brad, this is (fill in the blank) I just want to introduce myself to you. Please call me at (fill in the blank).” I will apologize now to all of those I have offended. Sorry, if I didn’t return your call. It is just that I don’t have the time, and I rarely can help you. I know each call is going to take 5–10 minutes, and in the end, I can’t do anything for you. I used to make a list of these calls. When time permitted, I would work my way down the list but over time the list just got too big. For every 3 calls I returned, I added 5 or 6. I stopped adding to the list when it exceeded 100 calls to return. Sorry, but this many calls to return just isn’t possible. Heck, it is hard enough to reply to that many emails.
It isn’t personal, and please don’t take it personally, when recruiters don’t get back to you. Most recruiters are not trying to be rude, but as I said in the first paragraph, we only have so many hours, just like everyone else, and we have to manage our time too.
My guess is that most managers, when working, don’t have time to return calls from all of the sales people that call. My guess is that you also don’t return unsolicited calls you receive at home.
My hope with this article is two-fold:
- The most important of all is to save you money by discouraging you from using a resume blasting service. They are easy to find and often may even call you. When they do call you, do me and yourself a favor, DON’T RETURN THEIR PHONE CALL.
- Give you a path to getting to recruiters. Knowing the path of least resistance should help you. If you can’t get in the highest priority group, you may be able to move into the important but not high priority group. All this takes is some time and getting a referral. Most candidates are capable of getting a referral given all the networking tools available.
You can download for free many tools and resources from our Web site. For example, you can download a sample thank you letter. CLICK HERE to download.
If your search is stalled, you can download an 8-Point Job Search Assessment Scorecard. Use this to identify the areas in your job search that may be causing you to be stalled. CLICK HERE to download.
Finally, if you are a member of LinkedIn, you should join our Job Search Networking Group. Over 4,400 people have. It provides an extensive amount of resources and articles for you to take advantage of. CLICK HERE to join.
I welcome your comments and thoughts.
Brad
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Comments (21)
Brad and I have talked endlessly about how much easier your job search is to found than to find a job. I recently wrote a post on this exact subject.
We did a radio broadcast on how to improve your LinkedIn Profile. We posted our LinkedIn Self-Assessment Scorecard on our site a few months ago – a download that has become one our all-time most popular downloads. You can get the download and quickly understand how to improve your LinkedIn Profile for Job Search.
Not only is building an outstanding LinkedIn Profile a job search best practice, but it is also an integral part of personal branding (another key element of an effective job search).
More importantly, every recruiter, HR pro, and hiring manager will google your name and look up on LinkedIn BEFORE they decide to grant you an interview.
Google Profiles will be the focus of our next blog article, Job Search Tactic Number 2.
- Does your LinkedIn Profile capture a viewer’s attention?
- What elements of your Profile are they drawn to?
- Would I as recruiter feel that I just had to call you after viewing your profile?
- Does your profile scream “you’re not going to find a better person” at me?
- What are the steps in creating an effective job search LinkedIn Profile?
Below we’ll list the key elements of creating an effective profile. We could probably spend an entire blog post series on each element of your LinkedIn Profile.
Here are the LinkedIn Profile Best Practices (in no particular order)”:
- Use a compelling headline
- Complete all the details of your entire career
- List all your accomplishments in detail with as much quantification as possible
- Get a lot of recommendations
- Recommend others
- Include Slideshare Powerpoint presentations of your accomplishments
- List the books you’re ready/comment on other book lists
- Incorporate Your Twitter Feed and Link
- Include a link to your blog
- Include a link to your on-line resume
- Pull your blog’s feed onto your profile using WordPress
- Include links for audio/video files of you talking about your accomplishments and achievements.
- Join Groups that are professionally/geographically appropriate
- Update your status frequently – as in daily
- Dramatically build your network with appropriate contacts
- Make it easy to connect with you – phone #s and email
These are the elements of your LinkedIn Profile that will differentiate you from your peers. Read a couple of our other blog posts on this subject of leveraging your LinkedIn Profile for Job Search, including an article titled “Become a Beacon in Your Job Search” and “Are You Difficult to Connect With on LinkedIn in Your Job Search?“
Barry Deutsch
Don’t forget to join our LinkedIn Job Search Discussion Group to learn more about leveraging your LinkedIn Profile for Job Search.
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Comments (8)
I’m boiling mad!
I’m offended.
Brad and I put in an effort that exceeds most experts in the job search space. Do we deserve grief and abuse for it?
A recent commenter on my last blog posting inferred that Brad and I publish “fluff” and DO NOT provide specific tactics, techniques, tips, tools, and methods to improve your job search. He inferred that we spout theory, but don’t offer practical advice.
This commenter had the audacity to suggest that Brad and I were in a game of playing bait and switch – which infers I sell you one thing (which I don’t have and then try to convince you to buy a more expensive item).
Brad and I make an extraordinary effort to offer FREE audio, tools, templates, samples, examples, illustrations, and other material that might cost you hundreds of dollars – we give it away. Yes – we do ask that you register on our site to receive these FREE items. Yes – we do send you on-going emails to share with you other products, services, new FREE items, and updates to our offerings.
Here’s some examples of FREE job search tools, information, learning that we offer:
Job Search Preparation Self-Assessment
LinkedIn Profile for Job Search Scorecard
Audio Program on the most common Job Search Mistakes
Sample Cover Letter
LinkedIn Job Search Discussion Group
Best Practices and Job Resources from across the Internet
We’re trying to make a living from our expertise – this is our business – it’s not our hobby. We offer our products and services to those individuals who have expressed an interest in our content and find it valuable. At no time have we EVER sent spam, or made inappropriate recommendations.
Maybe the commenter was just mad at me because I “called him out” or folks like him on conducting an INEFFECTIVE JOB SEARCH. Perhaps, he took the message too personal.
However, to respond to these comments, I’m going to start publishing 101 blog articles on job search tactics – might take me a while to do this. These job search tactics and activities will be specific, precise, executable, realistic, action-oriented, time-based, outcome driven, metric capable, measurable, and achievable.
Then, I’m going to put them all in a self-assessment for you to check off how well you’re doing against each one.
It’s not one particular tactic is absolutely critical – it’s the combination of doing all 101 job tactics or activities concurrently that adds up to something quite powerful.
So, like Bobby Flay on the Food Network, I’m throwing down a challenge to our entire job search community:
Offer your job search tactics up in a comment and I’ll let you know if it falls in the 101 or you’ve come up with something even I didn’t consider (as hard as that might be to accept) and I’ll feature your idea in an upcoming blog post.
Secondly, take the challenge of doing every one of the 101 job search tactics and then let us know if one or more contributed to you finding your next great opportunity.
DO YOU ACCEPT THIS JOB SEARCH CHALLENGE?
Brad and I look forward to hearing from about your best job search tactic and how the execution of 101 job search tactics is helping your job hunt.
Barry Deutsch
If you can’t wait for the entire 101 blog article series, quickly jump over to our FREE Resources Library, our other Blog on Job Search Best Practices and Resources, or our LinkedIn Discussion Group. Just those few sources should keep you plenty busy until we finish the 101 articles on job search tactics and activities.
