Ask Donna: Does LinkedIn really matter for my job search?

Dear Donna:

I’ve been looking for a job for several months and haven’t gotten much traction. A friend suggested that maybe I need to improve my LinkedIn profile. Right now, I have my work history on it but that is about it. I have never gotten any response to my LinkedIn profile before. It just seems like another thing to manage when I’m busy enough already just applying to jobs.

Does LinkedIn really matter that much for my job search?

Thanks,

Way Too Busy

 

Dear Busy:

I hate to tell you this, but your friend is right. LinkedIn is the new standard that many employers rely on when sourcing new candidates. Let’s take a look at the numbers:

  • There are over 500 million users on LinkedIn.
  • It is estimated that one in every four professionals on the planet are on LinkedIn.
  • Over 89% of recruiters are looking for candidates on LinkedIn.
  • Even if the company didn’t post the ad on LinkedIn, 90% of employers will look at the candidate’s LinkedIn profile before calling them for an interview.
  • Only 35% of job seekers are fully engaged on LinkedIn. (NOTE: while many job seekers are present on LinkedIn, that doesn’t mean they are using all of the tools available.)

Take into consideration that there are literally millions of publicly-posted AND privately-posted jobs on LinkedIn, it only makes sense for anyone seeking a professional-level job should be on the site. In fact, many employers are now allowing candidates to apply with their LinkedIn profile from their company’s application system, or ATS.

However, there’s a lot more to it than just being an online resume. If all that you have is your work history, it’s no wonder that you are not getting any quality contacts from the site.

Here’s what you are missing:

  1. Attracting recruiters

The best LinkedIn profiles will be fully complete and key word rich. This means that you need a compelling headline, a strong summary, concise but powerful work experience descriptions, and a complete skills section that reflects terms for your target job. When recruiters search for candidates on LinkedIn, they find them because of the amount of key words in their LinkedIn profile. If you didn’t bother to fill out your profile, the recruiters won’t bother with contacting you.

But that’s not all: LinkedIn will also favor users who are more active on the site AND those that have more connections, either personal 1st Degree connections or active Group connections.

  1. Giving employers the rest of the picture

When employers check out candidates who applied to their jobs, they are looking for some very important things. Most notably, they want to see Recommendations (which is NOT the same as the Endorsements on your Skills) and community involvement, such as volunteer work, professional organizations, projects, outside courses and so on. They may check out which Groups you belong to and what Companies you are following.

The most important thing they look for is consistency: does your work history coincide with your resume? While I do not suggest copying your resume word-for-word into your LinkedIn profile, the facts must be the same: company names, dates, locations, titles, and so on. Plus, the descriptions within the LinkedIn profile must be consistent. It drives them crazy when they see a highly detailed work history for every single job except the most current one. It looks lazy and sloppy.

  1. Connecting directly with hiring managers, potential colleagues, and industry influencers

Believe it or not, with a little strategic thinking and understanding of how the site works, it is possible to track down and connect with decision makers on LinkedIn. Even if you don’t find the direct hiring manager, connecting with current or past employees of your target companies can give you great insight into their culture and hiring procedures.

  1. Building your reputation

Whether you are posting your own articles or sharing content from other sources, one of the best way to build your brand is to share quality information on a consistent basis. Plus, when people look at your profile, they can all see your past activity, which includes these articles and posts.

  1. This IS a social network

The best thing about LinkedIn are the Groups. In these, you can connect with other professionals that can help your career. Note I said CAREER, not JOB SEARCH. Building a network is a long game, not just the short-term goal of getting a job. I know that some of my favorite people I’ve met in the past few years only know me online. Plus, you can use the Groups for professional development, learning about the trends in your industry. Nothing improves a candidate’s chances like staying on top of the latest developments.

Good luck with your networking. Remember, the old adage that 80% of jobs are found through networking is still very true. It’s just that much of the old school networking has morphed into the digital age through such sites as LinkedIn.

 

Donna Shannon

 

Got a question for Donna? Just email your question to april@personaltouchcareerservices.com

About the author: Donna Shannon is not the feel-good career coach you might expect.  For over eight years, she worked as the grumpy recruiter who never let your resume get through to the hiring manager. Since 2004, she has been teaching effective job search strategies to bypass the corporate guard dogs just like her.  Her book, “How to Get a Job Without Going Crazy” is in its 2nd edition. Through her consulting business, The Personal Touch Career Services, Donna offers top quality resumes, coaching, and specialized training for job seekers across the country.

Ask Donna: Are job fairs worth the effort?

career fair cattle call

Are job fairs just a cattle call?

Dear Donna:

Every now and then, I see a career fair coming to my area. While they all promote the fact that there will be “decision makers” present from top companies, I am not certain that these job fairs are worth the effort. It seems to me that they are a cattle call where I have to compete with tons of other job seekers, or that the employers tend to be the lures for “starting your own business” as a financial advisor or insurance agent. Even when I do get to talk to one of my target companies, it feels like their recruiter just tells me to “apply on the website.”

So, are these job fairs really worth the effort?

  • Time Crunched in Lakewood

 

Hi Time Crunched:

I feel your pain! Having sat on both sides of the conference booth table – as the recruiter and the job seeker – some of your observations are true, but that is not the whole story. In fact, career fairs can be beneficial, depending on your circumstances and the type of job fair it is.

  1. Types of career fairs

Fact: not all job fairs are created equal. To determine if this particular career fair fits with your job search, it is helpful to understand what you are considering.

University Sponsored: held at the college, these career fairs are set up by the institution’s career services department for their students and graduates. Because of the relationships developed by career services, these often lead to valuable conversations with the recruiters about both jobs and internships.

Industry-Specific Fairs: some niche industries, such as IT, luxury private service, aerospace, or other technical fields, have career fairs that are organized by outside entities that then sell the booth space to the different employers. Because the employers know that the fair is designed to attract top talent in their space, it is more likely for the candidates to make a quality connection with the recruiters. One such organization is Expo Experts: http://www.expoexpertsllc.com/.

Sometimes you will also see these fairs as part of the annual convention for the niche industry, just like the Domestic Estate Management Association (DEMA) organizes every year: http://demaconvention.com/index.php/annual-convention/career-day-job-fair

General Job Fairs: these tend to be the “cattle call” that most frustrated job seekers thing of when considering a career fair. These could be organized from any multitude of sources, such as the local business magazine, the county workforce centers, or even third parties. Sometimes these job fairs may be specifically targeting those who are coming out of the military. These also tend to have the greatest variety of employers, including the 100% commission sales jobs, the military branches, and the “be your own boss” opportunities.

  1. When to go

Job fairs can be time consuming. When considering a specific fair, take a look at the participating employers; this is usually listed on the fair’s website. If you are seeing companies and recruiters that you really want to meet face-to-face, make the effort to suit up and show up. If you only see one or two on your list, you might want to consider a more beneficial networking effort, such as contacting those same recruiters and managers through LinkedIn.

  1. What the recruiters are doing

I agree that one of the worst practices that has emerged in the modern career fair is recruiters telling job seekers to “go apply on the website.” Some companies won’t even take your resume anymore! So why did the employer bother to show up?

Recruiters do value meeting the job seeker. If someone comes across as a top candidate, they will make a note of his or her name and credentials. However, this is also true for screening out candidates.  I have been to many job fairs over the years where the recruiters will be nice to someone’s face, and then the moment the candidate walks away, mark the resume as a big “no.” Therefore it is extremely important to put your best foot forward when attending the fair.

  1. Making the right impression

To avoid that big “no,” pay attention to these job fair best practices. First of all, if this is an industry-specific job fair, try to reach out to the recruiters BEFORE the fair itself. Then when you meet the recruiter face-to-face you will be familiar to them. Next, dress the part. A career fair is really a JOB INTERVIEW. Even if they don’t sit down with you individually, that initial 60-second introduction is the same as a screening interview. Be sure that you are wearing proper business attire for your industry. Be sure to bring multiple copies of your resume and business card. Even if they don’t take the paper copy, you need to look prepared.

Finally, follow up. If you don’t bother to send an email or LinkedIn invitation to the people you contacted – which includes other job fair attendees, not just the recruiters or company representatives – then you really did just waste your time.

Good Luck!

Donna Shannon

 

Got a question for Donna? Just email your question to april@personaltouchcareerservices.com

About the author: Donna Shannon is not the feel-good career coach you might expect.  For over eight years, she worked as the grumpy recruiter who never let your resume get through to the hiring manager. Since 2004, she has been teaching effective job search strategies to bypass the corporate guard dogs just like her.  Her book, “How to Get a Job Without Going Crazy” is in its 2nd edition. Through her consulting business, The Personal Touch Career Services, Donna offers top quality resumes, coaching, and specialized training for job seekers across the country. 

Ask Donna: Why won’t the recruiters call me back?

Hey Donna-

I’m a job seeker who has been trying to work with various different recruiters that specialize in my industry. While they don’t work for the company directly, their websites often feature jobs that are a great fit for my experience and skills. Sometimes they even reach out to me on LinkedIn before I even applied!

However, once I apply or do a phone call with them, they go silent. I can’t get them to return my calls or answer my emails. Why are they so rude, especially when they thought I was a great candidate before?

  • Frustrated in Denver

Dear Frustrated:

First and foremost, you need to understand the nature of these recruitment agencies, also known as headhunters or search firms. As talent brokers, they often act like a fine dining steakhouse, sourcing the best raw ingredients to give an exceptional experience to their clientele. With that in mind, realize these facts when it comes to dealing with a recruiter…

  1. You are meat.

I know that sounds harsh, but the sooner you understand that you are the meat – the actual product that a recruiter is selling – the less frustrating your relationship with them will be. You are not their client: the employers are. As such, the employers will always be on the top of their contact list, while candidates may not have the same status.

  1. You might not be on the menu.

Recruiters usually focus on the jobs they are trying to fill right now, even though they will collect resumes and applications for candidates even if they don’t have an immediate opening that fits your skills and experience. If you don’t fit that instant need, you will just be put in the freezer to be stored for later. Of course, anyone in the meat locker usually gets a slower response time.

When a job order is hot and in-demand, recruiters become much more aggressive and consistent about their communication with the candidate. This all relates to the employers’ needs once again. Just because the recruiter pursued you endlessly for one job it doesn’t mean that they will be as diligent with the next job posting.

  1. You can’t tell if the employer has “food sensitivities.”

One reason why an employer chooses to use a recruiter is that they are seeking something very specific, possibly in terms of culture, experience, skills, industry, or achievements. The recruiter knows far more details about the job than the candidates ever will, including the hidden deal breakers (or “allergies”) that they won’t disclose to the job seeker. Just because the job looks perfect to you on paper it doesn’t mean that you are actually the best match for the job. Rather than disclose this confidential information, the recruiter just goes silent.

  1. Become “Grade A Free-Range Organic Beef.”

Ultimately, it is your responsibility to follow up with the recruiter. Don’t just wait for them to call you. Once you are registered with an agency, feel free to call and touch base a couple of times a month, especially if you see a job opening that matches your experience.

Recruiters are often inundated with candidates, especially if they are small, boutique firm that offers employers a personalized experience. This means that they have less staff members to manage candidates than they do for managing client relationships. By becoming responsive on your own communications, including providing any extra information as soon as they need it, it elevates your status as a candidate.

  1. Don’t develop “mad cow disease.”

Just because you want to stay in touch, don’t go completely overboard and turn into a pest that borders on harassment. Don’t call, text, or email every day if they aren’t reaching out to you first. Believe me, they are getting your messages and noting your files, even if they aren’t calling you back right away. Remember, they are dealing with today’s specials and you may not be on the menu. Overloading a recruitment firm can quickly turn into a black mark. Be sure to track your own progress with them, such as the jobs you applied to, who you spoke with, and when. Nothing annoys a recruiter more than a candidate that applies to every single job they posted without showing any forethought or customization to fit the specific job.

  1. Some agencies use wranglers.

Fortunately, some recruiters do believe in building ongoing relationships with their candidates. They may even have dedicated staff members that are devoted to staying in touch with their stable of talent. Over the years, I have seen some recruiters repeated place their top candidates in different jobs. If you are lucky enough to fall in with a recruiter that values their talent as much as the employers, keep up your communication to stay top-of-mind for the next job.

Good Luck!

Donna Shannon

 

Got a question for Donna? Just email your question to april@personaltouchcareerservices.com

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