Linkedin Recruitment Advice


As I am sure many of you have seen, especially those with paid Linkedin accounts, on the right hand side of the home screen when you log in is a box showing who has viewed your profile. It shows the number of recent views and if you have a paid account you can click on the link and see who exactly has been taking a look art your profile.

This shows several different types of information depending on the users settings who have been looking at you. It could be just a company or industry that you can see, but often as not you can see the full profile of the person who has been stalking you on Linkedin. As you would expect these are often recruiter’s profiles which is a bit of a surprise, as you would imagine they would want to conceal this.

Now on occasions you will notice the term ‘Anonymous’ come up against who has viewed you. What a lot of people don’t realize is that you can infact go into your settings if you have a premium account and set it so as anyone you look at cannot actually see that you have been sniffing around their profile.

To do this all you need to do is go to the settings page and then navigate to the link for ‘Select what others see when you’ve viewed their profile.’

A pop-up appears and all you need to do now is to select the option you require. By default and Linkedin recommends is that you show who you are, but depending on what you use Linkedin for this may not be the best option. For a recruiter or someone sourcing client leads you may wish to remain anonymous. You may not want to say when you call the contact that you saw them on Linkedin as its just another cold call.

If you select ‘totally anonymous’ then the prospective contact will see none of your details, allowing you to not appear as just another Linkedin stalker.

For those in the sales industry this setting is a very important one, as experienced sales professionals will well understand for reasons of their own.

It can be quite interesting seeing who has looked at you and wondering why? I have received countless cold emails or calls where the person has not admitted to looking at my profile but I can see full well that they have. Some have even denied it asking me if I happen to have a profile.

Yes I do is my response, as you know all too well as you looked at me today. Bye is my next response generally.

LinkedIn, the world’s largest professional network with more than 150 million members, today announced the roll-out of LinkedIn Talent Pipeline to its thousands of corporate recruiting customers worldwide. Talent Pipeline enables recruiters to easily manage all of their talent leads in one place, regardless of the source, helping them recruit top talent more quickly. Talent Pipeline will be included for free as part of LinkedIn’s flagship Recruiter product.

Talent Pipeline addresses a new reality facing recruiters. In a quickly changing business environment, recruiters need to react faster to hiring needs. Simultaneously, the rise of social media and other new sources of potential candidates are driving a shift toward more direct sourcing and recruiters expanding their search beyond active candidates to include ‘passive’ candidates; those professionals not currently looking for their next career opportunity. Professional networks like LinkedIn have made it possible to recruit passive candidates at scale for the first time.

Identifying and building relationships with these potential hires before they enter the formal job application process enables companies to react faster to hiring needs as they arise. In fact, 92 percent of senior leaders in human resources and talent acquisition in the US regard recruiting passive candidates as central to or a part of their recruitment strategy, and 61 percent plan to increase their focus on recruiting passive candidates this year, according to recent research conducted by LinkedIn*.

This strategy makes pipelining a top priority, but the proliferation of sources – from business cards collected at conferences and recruiting events to niche job sites and referrals – makes it difficult for recruiters to track and stay up to date with all their leads. Current pipelining tools fall short, according to 86 percent of survey respondents.

“With the rise in sources of passive talent, recruiters need a simple and intelligent way to grow, track, and stay in touch with their talent pipeline,” said Parker Barrile, head of products for LinkedIn Hiring Solutions. “We’re dedicated to building best-in-class products to help recruiters connect talent with opportunity worldwide, and Talent Pipeline is the next step. It’s an easy extension of the sourcing that recruiting teams already do on the network today.”

Most passive candidates have not applied for a job in the past, so they are not in a company’s Applicant Tracking System (ATS). Many recruiters currently track leads in spreadsheets, which don’t allow for collaboration, or databases which quickly grow stale. Talent Pipeline solves these problems, enabling recruiters to:

  • Import leads and résumés into Recruiter, which are then compared to LinkedIn’s network 150 million members and paired with the relevant profile, which members keep updated even when they aren’t job hunting
  • Search, tag, and share records across the recruiting team like any profile sourced on LinkedIn. And with new tools for adding a lead’s source and status, recruiters can report on and improve the efficiency of their pipeline activities.
  • Evaluate and build relationships with leads, based on the insights provided by the LinkedIn profile, including shared connections, activity updates, recommendations and shared groups.

LinkedIn worked with a number of large recruiters to develop Talent Pipeline, including PepsiCo, Pfizer, Red Hat, First Citizens Bank and Netflix. Existing customers of LinkedIn Recruiter will begin seeing Talent Pipeline incorporated into the platform over the coming weeks.

“This solution will transform what’s possible for our recruiting organization,” said Jim Schnyder, senior recruitment lead at PepsiCo. ‘In Talent Pipeline, we now have a centralized system in which we can create talent pools – based on LinkedIn searches, but also from other sources that we upload to the Recruiter platform, such as our own spreadsheets, random files, and more – that are globally accessible, searchable and editable.”

So you are on Linkedin and maybe not quite actively looking for work, but happy to keep your eyes open just in case the right opportunity comes along to progress your career.

Do you sit there some days wondering why head hunters call your colleagues but never reach out to you? Well I think most people actually don’t really know what head hunters do day to day. It certainly helps to be good at what you do for a living because that way you’ll end up being recommended to a head hunter via someone in their network. But the odd fish will still slip through the net as they say and so it is a wise option to ensure you have an attractive profile on somewhere like Linkedin so as head hunters can proactively find you.

So let’s take a look at 10 things you could do right now to add a little sparkle to your Linkedin profile and start courting approaches from head hunters.

Job Title – An obvious place to keep up to date but it is amazing how often people over look this one. I’d recommend you use an industry standard title here. ‘Public Happy Maker’ may be amusing to some, but if you are a social media manager, then say so. This is one of the first things a head hunter will use as a search criteria when engaging on a new search for talent. This is quite possibly one of the most important elements to your profile so make sure you get it right.

Keywords – Most head hunters will bring their search results back based on relevancy so you want a good mix of keywords representing what you do within your profile. Now don’t go getting spam happy as all user generated content should be written for humans and not search spiders. But saying that, if you do SEO for a living, make sure your profile and job description mentions this a few times. Ensure that other skills you have are mentioned too. Don’t rely on someone ‘reading between the lines’ as more often than not they will just skip to the next profile. Sticking with SEO, if you know web analytics make sure it’s mentioned. Doing on and off page? Get that in too. Mention HTML, link building etc.

Languages – Linkedin has a profile section for adding languages spoken. So many people leave this blank even when they do actually have a second or third language. Keep this up to date as a very high percentage of searches require secondary languages to be spoken.

Endorsements – Social proof is a powerful selling tool. Get recommendations from your former employers and colleagues. Get them from your current work place too. It is a real advantage to have some glowing work based references on your Linkedin profile.

Achievements – These should be added into your profile summary description and the relevant work experience sections. Do you speak at industry events or write for major news sites or blogs? If so add this in. Have you achieved massive savings financially for your employer? Companies like to see things like this. If you saved a competitor of theirs several million then you could do the same for them. Highlight this.

Applications – These are little gems often ignored by people on Linkedin. They can give your profile a major boost if used correctly, from things like wordpress integration and amazons reading list which help drive engagement, to apps such as slideshare where you can showcase presentations of previous work. Check them out on Linkedin and get a few added to your profile to make you stand out even more.

Work History – Keep this up to date and accurate. As with your current job title, make sure all previous are industry standard so a clear history of experience can be seen by a head hunter or potential employer. Keep dates accurate and write a paragraph outlining what you did and achieved there. Check that the company name you enter is the correct one for that employer too as head hunters often search based on particular employers as they have a reputation for only hiring the very best people.

Education – It is amazing how many people don’t think this is relevant once you have been in work for a while. But let’s be honest here, many companies have hiring policies for graduates only or will only look at people from certain universities. Update this and ensure you put in your grade. If the grade is left blank people will presume you failed or got a very low grade. In some countries education is more important than experience (Japan) so if you attended somewhere such as Oxford, Cambridge, Imperial, MIT or Harvard make sure it is on your profile.

Groups – Being in the right groups on Linkedin is key. Use them to engage with other members in discussions and you will soon get onto head hunters radars as they prowl these groups looking for strong talent. It also makes it very easy for them to contact you directly on Linkedin. Pick groups relevant to your industry.

Contact Details – Lastly add some contact details to your profile. Maybe set up an email address on the likes of Gmail that is purely for Linkedin so that head hunters can drop you a mail. No point putting on your work mail as it may not be secure and could be open to abuse by less reputable recruiters. For this reason I would not have a phone number publically listed either. You can add one though and set it so that only 1st degree contacts can see it.

If you take action on these 10 tips you will soon have a well rounded profile on Linkedin and be in a position where you can start to field head hunters calls and see what other opportunities are out there.

Photo courtesy of USFWS Pacific via Flickr. Some rights reserved

Post image for Linkedin or CV?

Linkedin or CV?

by Jake on April 10, 2012

So is Linkedin the new CV? Well quite possibly yes. You may be thinking that by mirroring your profile to your CV they are simply one and the same, but there is a major difference between the two.

What is that difference? Well it’s just the way they work. A traditional CV is very much a reactive document. You want a new job, see a role you like and email it across. Not much has really changed in that respect since the days of post and fax machines. But a Linkedin profile is very much proactive.

It’s there online all the time and if set up right, it can attract potential employers to you. Let us make no mistake, recruiters, head hunters and employers are looking on Linkedin all the time for new talent and a well crafted profile could land you an amazing job opportunity without you even actively looking.

There are now over 150 million users worldwide on Linkedin. That’s a lot of potential opportunities for you across the globe.

Recruiters, whether agency based or in-house view Linkedin as an amazing database of skilled professionals where they can hunt out new talent for their clients or departments. By matching keywords like they would on a normal recruitment database or job board they can find your details and make an approach to you.

Not everyone wants to be approached by recruiters, but let’s be honest, who stays in the same job for their entire lifetime? Not that many of us.

So why not update your profile and be ready for that day when you want to move on up the career ladder? Mirror your CV to your profile. Have accurate job titles and dates of employment. Make your that what you do is clearly set out and add in any achievements that make you stand out from the crowd.

Keywords are essential so get these into your profile too. Don’t spam it full of keywords though as this will simply render it unreadable. Always write for humans as they say. You could also look at the new skills section on Linkedin and get your keywords listed there too.

If you add a photo make sure it’s a professional one. I’d suggest a headshot only and try to smile.

Get your education details in the profile too. Put in the grades you achieved. When recruiters don’t see a grade they automatically think that you didn’t do well. This is probably not the case so make sure it’s clear what your achieved.

Actively chase up recommendations too. Ask colleagues and former managers to recommend you. It goes along way when hunting for a job if a recruiter or hiring manager can see some great recommendations about your work history.

There are a range of apps you can add into your profile too such as Slideshare. Do you speak at conferences? Then add those presentation to your profile. Show people what you are capable of doing.

To ensure you get the best results, always write in the first person and remember to include those keywords relating to your job. If you work in SEO make sure it’s mentioned. If you are a Java developer get that in there as well as related technical skills such as UNIX.

Use the status update too. This will help keep you visible to your connections and join some relevant groups to your industry. Interact in them as the more visible you are, the more likely someone will proactively approach you.

At the end of the day, the one thing you need to take away is the thought that Linkedin is a place where you can showcase your talents and achievements to the world, and at the same time new employers.

Will Linkedin replace the CV? Not yet, but it’s another tool you should have in your pocket of tricks for finding work.