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What Do Recruiters Look For On LinkedIn?

What Do Recruiters Look For On LinkedIn?

If you aren’t using LinkedIn as part of your job search, you may want to start cracking! According to a recent infographic, 89 percent of recruiters have used LinkedIn to fill a position at some point, and 97 percent of all HR and staffing professionals use LinkedIn for their recruiting efforts. In addition, the use of the site in recruiting is expected to rise this year.

Have I convinced you yet? I hope so!

Once you’ve hopped on the LinkedIn job searching bandwagon, you want to stand out to these recruiters. To do so, it’s important to understand what they are actually looking for. Let’s explore some things to keep in mind:

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Complete profile

A complete profile is such an important factor—it’s how you can show recruiters who you really are to the full extent. Apart from the obvious profile additions such as job history, consider creating a biography that tells the story of you as a professional, and lists some goals you’d like to achieve. This can be a great first impression for a recruiter, especially if you don’t have a relationship with them.

Quick tip: A profile with a targeted headline not only shows that you’re job searching, it helps you to stand out in a keyword search. For instance, a headline that reads something like, “Experienced Advertising Account Executive Seeking Employment in NYC” contains the valuable keywords recruiters are looking for.

Recommendations

A thumbs-up from a member of your network does more than boost your profile; it lets a recruiter know that others can vouch for you. After all, referrals are one of the number one sources of hire. When you have enough recommendations in your LinkedIn profile, a recruiter may be curious enough to consider you as a candidate.

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Quick tip: When asking for a recommendation, try to suggest specific events or instances that show why you’re a candidate of value. For example: if you helped your team to acquire 10 new clients over the course of the year, ask a member of your network to note this.

Results

When it comes right down to it, recruiters and employers want to know what you can do for them, so, the outcomes of your efforts become a very important addition to your LinkedIn profile. When you note your work experience, don’t just list your job duties; list what those job duties resulted in. A recruiter can then see where your strengths lie, and what those strengths can do for an organization.

Quick tip: Numbers are an excellent way to denote duties and results. Not only are they measurable, they provide a recruiter with real evidence in regards to your skills. So, a result along the lines of: “Created a new company website, which led to a 15 percent increase in Web traffic,” clearly indicates the duty, but also the result.

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Activity

LinkedIn isn’t just about you—it’s about participating in external activities beyond your profile, which helps to build your brand. Taking part in industry groups, answering questions, connecting with others, posting articles, and endorsing members of your network, as well as updating your profile often, are all ways to show your activity. This helps the recruiter to see that you’re not only active, but that you have real interest in your space.

Quick tip: Participating in industry discussions or groups is a great way for recruiters to see you. More often than not, they are checking out these discussions or groups as a way to find candidates. With that in mind, showing off your knowledge and being memorable is yet another way to illustrate why you’re a great candidate.

So, get your job search using LinkedIn! When you do so, recruiters will be able to see why you’re the best candidate for the job.

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What do you think? What are some other things recruiters look for on LinkedIn?

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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