"Your resume doesn't matter so much to me anymore; I go straight to LinkedIn," one veteran hiring manager recently told a group of recruiters.
It is no secret that LinkedIn is the de facto standard for candidates who wish to promote their online persona to potential employers. That has been the case for a long time. What is new, however, is that in this virtual world where face-to-face meetings are rare or even non-existent, LinkedIn has taken on even more importance as a candidate's billboard to the hiring world.
"Before long, the resume is going to become obsolete," one veteran recruiter noted. Her advice to candidates: "We are in a virtual world, so candidates need to look outside the box to get noticed. The resume is one element. But it can all be done on LinkedIn."
Here are several LinkedIn tips for job seekers:
Candidates should consider doing their own video self-promotion. A 60-second "elevator pitch" video is the perfect length. It should cover who the candidate is and what they bring to the table, with some personality infused throughout. Smiling and being human matters. People want to make that human connection.
The video can be embedded in a LinkedIn profile for all to see, or added to an email signature. Recording a video interview also helps candidates practice for virtual interviews to come.
LinkedIn reports that users spend three times more time watching videos than looking at static content, and 89% of employers said they would watch a video resume if one were submitted to them.
Candidates should make the most of the tagline on their LinkedIn profile. That 120-character area gives hiring managers a snapshot of who someone is and their personality. Hiring managers search keywords to find candidates, so researching terms from target job descriptions is a smart investment.
The most important thing a hiring manager will look at is work history. Candidates should build out their profiles fully. If there are gaps, or if contracting or gig work was done between jobs, that work should be spelled out specifically, with achievements highlighted rather than just roles and responsibilities.
Any new technical certifications earned should be listed in the skills area. Volunteer work should also be included. Hiring managers today are not only looking at hard technical skills, but for qualities that make someone a well-rounded person, and volunteering highlights that.
Candidates should request LinkedIn recommendations from people who can speak to their talents and character. Colleagues, managers, clients, vendors, and mentors providing a recommendation about someone's work and capabilities is the most valuable social boost available on LinkedIn.
Network size matters. Hiring managers will look at how many connections a candidate has and who those connections are. Rather than blindly sending connection requests, adding a personal note produces better results. Something along these lines works well: "I see we have a mutual connection. I am trying to reenter the workforce and build out my network."
Hiring managers also want to see interaction. Joining and participating in user groups, following key individuals in the target industry, staying current on the latest technologies, and commenting on relevant posts all signal engagement and initiative.
Doing even a few of these steps will put a candidate ahead of many competitors. Doing all of them will separate serious job seekers from the rest and leave a strong impression on prospective employers.
Motion Recruitment
