I love LinkedIn! I am not sure how we survived before it. It is one of my lifelines for what I do. I use it to advertise my brand. I also look up candidates, hiring managers, potentials recruits and business targets. If I can’t find you there I will try Facebook as well. Your LinkedIn profile should reflect your professional “brand”. Facebook is obviously very personal and it amazes me how many people do not have their privacy settings set up. The last thing you want is a potential employer to see things that could prevent you from getting your dream job!
Revealed: The worst LinkedIn mistake recruiters make and how to fix it
While employers researching candidates online is not unheard of, new research reveals that the other way around is true as well. And there is one mistake that may cost recruiters top talent.
70% of candidates check out prospective hiring managers’ profile before interviews, according to Social Media Search’s latest survey.
Adam Gordon is the Managing Director at Social Media Search. Speaking exclusively toRecruitment Grapevine, he reveals that there is one severe mistake that may cost employers the best recruits.
Gordon says: “The biggest mistake that hiring managers make is not having any social media presence at all. For those that are online, a key error that they make is having restricted or limited profiles. To address this, best practice is to have a profile which shows that the hiring manager is a great person to work for and represents a business as a desirable employer.”
Social Media Search is a Norman Broadbent Plc company. The company, which recentlyannounced the name of their new CEO, polled 344 people for the survey. The respondents were executive professionals from different sectors and levels.
In response to the results, Social Media Search offers five top tips for hiring managers looking to improve their LinkedIn profiles.
Structure your profile
Make sure your profile is structured so that you can be found quickly. Fill it with key words that your target’s audience would search for to find you.
A strong summary that tells potential candidates who you are and what drives you and your company is instantly engaging.
Content is key
Think about what collateral you could use to demonstrate your (and your company’s) expertise. Examples could include links to videos, white papers, and thought-leadership documents.
The more relevant LinkedIn groups you join, the more likely it is that you’ll share groups with prospective hires.
Make sure that you are easily visible. Share your content as part of your status update. This way, you can share your most useful industry insight with all of these people on a regular basis.