Stand out to recruiters on LinkedIn
If you are looking for a job you must stand out to recruiters on LinkedIn. Here is how to focus on the key areas of your LinkedIn profile.
New year, new job, 51% of currently employed workers said they are watching for or actively seeking a new job (Gallup.)
Is this you?
At the beginning of January, it’s hard to know what the job market is going to do in 2024. In some locations (U.S) it’s buoyant, in others there is greater uncertainty. 4.7 % of jobs in Belgium were vacant in the third quarter of 2023, the highest value in the EU. The Netherlands followed (4.5 %), then Austria (4.2 %), and Germany (4.1 %). This suggests there are jobs out there that organisations are struggling to fill.
If you are casually looking for a job you must appear in any searches that a recruiter carries out via LinkedIn Recruiter, which is where many look for candidates. It’s therefore important to focus on the areas of your profile that the LinkedIn algorithm weights, so that qualified candidates appear in their searches. This is the piece of the process called “pull marketing” or driving recruiter traffic to your profile.
For this to happen you still have to make sure you have the art and science of job search in place. That is you have to tell a compelling narrative (the art) via a complete profile. You also have to make sure you are searchable with appropriate keyword use (the science)
Tips to stand out to recruiters on LinkedIn
1. Update your headline
The LinkedIn profile headline is weighted heavily in LinkedIn’s search algorithms and key to the way a recruiter begins their search. They look for specific job titles, and candidates with a matching job title in their headline will appear higher in results.
Most recruiters start their campaigns by identifying the job titles that potential candidates could be currently holding. If the open role is for H.R. Manager, they might look for H.R. Business Partner, Talent Manager, People Manager, or any associated specialist functions depending on the focus of the role. This could include Talent Acquisition Manager or Learning and Development Manager
If you are not sure what to call yourself check out the roles you want to apply for and align yourself with those.
Your headline is prime real estate and should include targeted job title(s) and any relevant hard skills to the job you are looking for. Recruiters don’t run searches based on personal characteristics (dynamic, confident, resilient) or soft skills (empathy, listening, growth mindset.) You can include those in the body of your profile with a success story to back it up. You can also add relevant academic qualifications, certifications, and languages spoken.
| H.R. Manager | Talent Management | CIPD / SHRM | Workforce Planning | Recruitment | Learning & Development | Organisation Culture | DE & I | B2B | Bilingual (French/English)
If you want to move out of your current area and know the location change that to your target destination. If you are generally mobile add that to your About section. LinkedIn is not strong in this area of conveying general mobility and many organisations want to avoid paying relocation expenses.
Download the 3Plus Podcast: Why all women need a strong LinkedIn profile
3. Check the Open to Work tab
If you are currently employed you won’t want to signal to your employer that you are on the lookout for a new role so probably posting the green open-to-work banner would not be a smart move. You should check the open-to-work tab visible to recruiters so you will appear in any filtered searches.
Keywords are important part of your LinkedIn profile. If you want to attract hiring managers, you need to include the right keywords in all sections.
Recruiters search for keywords by using LinkedIn Recruiter’s built-in skills filtering tool or by entering all relevant terms into the search bar.
You therefore have to integrate relevant keywords into your profile. These will be the hard skills associated with your target role which recruiters key into the system to generate a long list of candidates. Also include the same relevant skills in your profile especially in recent roles as well as your skill section.
You should also list skills and keywords in your “Skills & Endorsements” section are searchable but not weighted as highly as keywords in other sections.
Be careful not to do what we call “stuffing” which is integrating so many keywords into your text it looks weird.
5. Modify your current job title if necessary
Research suggests that most recruiters go directly to the last job you held or your current role, when they scan your LinkedIn profile. If you have a funky non-industry standard job title, such as Happiness Officer or Employee Experience Manager, change it on your profile to one that is more generic.
You can call yourself what you want as long as the content of your job can back up your candidacy. This is a good tip for anyone who might be overqualified or working at a higher level than their job title suggests.
3Plus can help you with our session on How to make the most of LinkedIn for career and business success.