Or have you ever left an interview, wished you had said something differently, and wondered if it might have cost you the job?

If so, you are not alone.

Employers ask a lot of tough questions, and it is not always obvious what they want to hear.

So in this article, I’m going to reveal what employers talk about “behind the scenes” after your interview and how they really decide who to hire, so you can give better answers, feel more confident, and get more job offers.

7 Topics Employers Discuss After Your Interview

Employers have many concerns when they are considering hiring a new employee. These are the issues discussed most often when evaluating a candidate’s “performance” in interviews.

  1. Are you open-minded and easy to work with?  

The last thing an employer wants to do is hire someone who will disrupt the current team or bring a stubborn or toxic attitude. So it’s common for the hiring team to get together and discuss whether you’ll fit into the existing group.

This is why it’s important to show you’re flexible, easy to work with, open-minded, and “coachable.” Try to show them you’re open to new ideas and open to learning to do the job their way.

You might have some great experience and ideas you can bring to this role, which you should absolutely show off! However, each company does things a bit differently so there will most likely be some learning involved, too.

Make sure you’re demonstrating flexibility and a willingness to learn new things with each person you meet in the interview process. You never know how much influence someone has in a company, or whose opinion the hiring manager will ask before making a final decision.

It is not uncommon for a hiring manager to ask each person you met what they thought of you, and — if one or two people have their doubts — it could cost you the job.

  2. Can you do the job?  

The next thing the employer will discuss is whether you’ll be able to perform the work.

No matter how well you’d fit into the company culture, or how much the hiring manager loves your attitude, they won’t hire you if they don’t think you’re likely to succeed in the role. For your sake as much as theirs, they don’t want to set anyone up for failure.

So, review your own resume before each interview. Be ready to talk about your past work, and how it will help you succeed in their job.

Always try to put your experience in terms of how it will fit into this role. Make the conversation about their job as much as possible and you’ll get more job offers.

I’d recommend never going into an interview without studying the job description, otherwise you’ll struggle with this.

If you don’t have a job description before your interview, ask the person who scheduled your interview for you. They should be able to provide one.

  3. Do you want this job? Will you enjoy the job and stay?  

After the employer determines you can do the job, they will talk about whether you seem to want the job.

It takes a lot of time, effort, and resources to train someone in a new role and employers are afraid of hiring someone who is likely to leave.

This is why they ask questions like:

• “Why are you interested in this position?“
• “What are your career goals?“
• “What other jobs are you interviewing for?”

They want to see that you’ve thought about your job search and career overall, and have specific reasons for wanting their position. They’d like to see that you’ve researched their job and know some of the details about what you’ll be doing for them.

And if you’re in an active job search, they would ideally want to see that you’re interviewing for other similar positions.

In my first recruiting company, we interviewed a young woman who said she was interviewing for HR admin roles primarily, and this was the only Recruiter position she had applied for. This was a big red flag to us and made us worry that:

• She didn’t really know what the job involved or what she was getting into (recruiting is actually a lot like a sales job, and very different from an HR admin role).
• This wasn’t what she really wanted, and she would leave if she found an HR admin job.

This was an entry-level job. We knew she could do the work. We could train anyone as long as they had a good attitude, but we did not hire her because of these concerns.

So if you want more job offers, show them you’re likely to enjoy the role and stay.

You don’t need to say this is your dream job or that you want to stay in this role forever. Employers don’t need to hear that.

However, you should be able to show them that you’ve put thought into this career move, and that this job is on the path toward what you want to be doing in your life overall.

  4. Were you consistent with your answers and explanations?  

Employers are unlikely to hire you if they don’t feel they can trust you, and one way they measure this is through the consistency of your answers.

If you meet with more than one person from a company and are asked about the same topics, you should assume that they will compare notes after.

They will discuss and evaluate your explanations for:

• Why you’re job searching right now.
• Why you left your last job.
• Why you had a gap in employment.
• What you were responsible for and what you accomplished in your previous work.

Make sure you have your facts straight and are consistent when explaining these areas.

If you already had an interview and feel you made a mistake or gave slightly inconsistent answers, it is okay to follow up with one person and clarify what you wish you had said.

Following up to mention something after the interview shows employers you are upfront and thoughtful, you are a good communicator, and you care about their job opportunity.

These are great traits to show — withing reason! Do not become a pest, calling repeatedly. One call is sufficient.

Just make sure you choose one specific thing to clarify if you do this. Do not try to correct three or four points when following up after an interview. You really need to pick your battles when doing this.

  5. How is your mental toughness?  

Most jobs involve some stress, frustration, and the occasional setback, so employers want to make sure you are resilient and able to handle this.

To put their minds at ease, I recommend preparing an example of how you overcome a stressful situation at work in the past.

Review the situation and setting, the problem or challenge, what actions you took and why, and finally – the outcome or result of your efforts and what you learned from it.

This will prepare you to answer common behavioral questions like:

• “Describe a time where you were under a lot of stress at work. How did you deal with it?”
• “Walk me through a difficult day you’ve experienced at work. What happened and how did you handle it?”

Employers ask questions like these a lot, so reviewing one or two past experiences before your interview should help you jump into a clear, confident answer when they ask.

  6. What questions did you ask them?  

Employers want to hire someone who is being careful and selective in their job search and looking for the right fit, not just the first job that is offered to them. Asking great questions is how you demonstrate this, and how you make employers much more eager to hire you.

What are great questions? Questions that help you learn more about the position, group, or company, and show that you’re making a careful decision in your job hunt.

Here’s a great question that very few job seekers ask:

“When you look at the people who have held this role in the past, are there one or two traits that the most successful people seemed to have in common?”

This will suggest that you’re not just concerned with landing a job, but that you want to find a position that will be a great fit for your skills and traits.

Asking this kind of question will build a lot of trust with the interviewer because they will see that you’re working WITH them to try to determine if this is a good match, rather than simply trying to convince them to hire you.

This is what the most in-demand job seekers do:
They treat the interview like a two-way conversation where both sides are trying to determine if it’s a good match.

If you do this, you’ll stand out and win more job offers.

Overall, make sure ask at least one question to each person you meet with; two or three is ideal.

And, prepare at least one opinion-based question, because you can ask this type of question to multiple people — no matter how many people you meet with in a day. No interviewer wants to hear, “Actually, so-and-so answered all of my questions already.”

Here are some of the best opinion-based questions you can ask:

• “What do you wish you’d known before joining the company?“
• “What has allowed you to be successful here?“
• “What is the most challenging part of working here?“
• “What have you found most rewarding about working here?“

  7. How do you compare to other candidates?  

I’ve seen a lot of job seekers fall into the trap of viewing their job search in a “vacuum.”

Here’s what I mean: They only think about themselves and the employers one-on-one.

And it’s not your fault for thinking this way — that’s really all you see of the job application and interview process – you and the employer.

However, the reality is most employers interview a lot of people for each opening; sometimes 10-15 or more. So after they meet with you, they’re going to discuss how you compare to the other candidates.

[I’m not sharing this to scare you. I’m sharing it to motivate you.]

Because once you realize you will be compared with the other candidates, you will be a stronger candidate IF:

• You do that extra company research before the interview.
• You ask some great, unique questions to ask that they probably haven’t heard before.
• You send personalized “thank you” emails to each person you met, mentioning something specific you discussed with them and thanking them for their time.

Employers do notice when you put in the extra effort to go above and beyond what’s expected to land their job.

The Bottom Line on Post Interview Discussions

Now that you know how employers decide who to hire and what they talk about behind the scenes, you can show them you’re the person they should hire for their job. The more you can stand out and impress them in the areas we discussed above, the more job offers you’ll receive.

More About Succeeding at Job Interviews

• Pre-Interview Preparation
• Smart Answers to Interview Questions
• Smart Strategies to Answer to Behavioral Interview Questions
• 50+ Good Questions to Ask in Interviews
• 45 Questions You Should NOT to Ask in Job Interviews
• 50+ Google Searches to Avoid Layoffs and Bad Employers

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post After Your Interview, What Employers Talk About Behind Closed Doors appeared first on Job-Hunt.

They want to know the “right” answers.

The truth is, sometimes memorizing answers just makes you more nervous and costs you job offers. When you plan everything out word-for-word, you may panic as soon as the conversation goes off-script.

Plus, if you’re giving pre-planned answers the whole time, you’ll miss a big chance to build rapport with the hiring manager, which can cost you the job.

In this article, I want to suggest something better than memorization.
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Boost Interview Performance and Beat Anxiety: Treat Your Interview like a Two-Way Street

The reason so many job seekers come to me asking for the “right” interview answers is that they see the interview as a test.

That is not how the employer views it, though. An interview is not an exam, and the interviewers are not usually keeping track of “right” and “wrong” answers.

To the interviewers, the interview is like any business conversation. They have some points they want to share, some questions they want to ask, and they’re hoping you do as well.

They want to get to know you — hear what motivates you, why you want their job, what you enjoy, what you don’t enjoy, etc. This is the type of thing they discuss after you leave the room; not how many “right” vs. “wrong” answers you gave.

They put a lot of weight on their gut feeling and overall impression of you after the interview, and you’ll make a better impression if you treat the interview like a back-and-forth conversation.

That means doing a few key things differently than most job seekers. Below, I am going to share four things you can do in your interviews to feel calm and confident, build great rapport with the interviewer, and convince them that you’re the person they should hire!

4 Steps to Turn Your Interview into a Conversation

Turning a job interview into a two-way conversation be done. This is how:

  1. Ask a lot of questions.  

One of the best ways to catch an employer’s attention is to ask a lot of questions in the interview.

If you want job offers from great employers, you need to seem like you’re being careful in your job search and looking for specific things, not just looking for the first company that will hire you.

Do not go into an interview without being able to explain in detail what you are hoping to find in your next job. If you can’t do this, you’re setting yourself up for failure.

Then, write down questions you would like to ask the employer. You need to make sure to ask the right questions, though. I recommend focusing on three main areas:

• The work you’ll be doing
• The group you’ll be joining
• The company overall

Make sure you’re not asking any questions that are answered on the company website, and avoid asking questions about salary, benefits, working hours, dress code, etc.

Let the employer bring these topics up first. Especially in a first or second interview, you want to seem like you’re 100% focused on learning about the job and the company’s goals, and determining if it’s a good match for you.

  2. Don’t save your questions for the end of the conversation.  

Now, if you’re like most job seekers, you’ve already heard that you should ask questions in every interview. That’s old news. Here’s where we are going to do things a bit differently, though…

Rather than saving your questions for the end, you want to mix them into the conversation.

I’ll give you an example:

Imagine the hiring manager asks,

“Why did you apply for this job?”

You might respond by saying,

“I was laid off two months ago, but prior to that, I was really enjoying leading a small team as a Supervisor, and was improving quickly as a leader.

“I’m looking for an opportunity to continue taking on more leadership in my next role.

“I read through your job description before I applied, and I saw there’s an opportunity to build a team of 3-4 people from scratch and then lead them, so it seemed like a great next step in my career. Can you tell me more about the specifics of what I’d be doing as a leader here?”

See how you are ending your answer with a question?

And you are not asking not just any question.

This question signals to them that you are carefully considering which role to take, and that you are looking for specific things in your job hunt.

This is how to transform the interview into a back-and-forth conversation and show you’re a high-value candidate.

If you are simply responding to a question, stopping, and then waiting for them to fire the next question at you over and over, you are missing a big opportunity to stand out and impress the interviewer.

Read 50+ Smart Questions to Ask the Interviewers for more ideas.

  3. Get feedback as you go.  

There’s another great way to mix questions into the conversation and transform the interview into a relaxed discussion, rather than an interrogation.

I’ll explain…

Have you ever given an answer in an interview and wondered if you shared the info they wanted? Or whether you should keep going or stop?

Here’s an easy solution: Ask for their feedback on your answer.

Imagine they say,

“Can you walk me through what you did in your previous job?”

You might respond by talking for a few minutes, walking them through the main points.

But then you may start wondering if you have shared enough or if you should keep going.

Well, instead of starting to doubt yourself, you can ask something like:

• “Did that answer your question, or should I share more detail?”
• “Does that answer your question?”
• “Is there an area you wanted me to go into more detail on?”

Now you are not only making the interview feel more like a natural, relaxed conversation, but you are also making sure your answers are hitting the mark in terms of what the interviewer wants!

  4. Hold your head high.

I am not talking about posture here (although that is important, too).

I am talking about walking in believing you are the interviewer’s equal.

You are on their level. You are two professionals discussing whether it makes sense to work together. That is the reality of what an interview is, yet many job seekers lower themselves (and lower their confidence) by going in with the mindset that they should just wait for questions and respond.

You have just as much right to ask questions, and you owe it to yourself to gather the information YOU need to know if it’s a job you want to pursue.

Remember – there are thousands of employers out there that you could interview for! You have options, just like the employer does. If you receive more than one job offer, here’s how to choose between multiple offers.

If you do go in with this approach, you will stand out and make a better impression.

The Bottom Line:

In today’s competitive job market, it’s important to do things differently to get noticed. If you approach your interviews like a two-way conversation, it will set you apart, give you more confidence, and allow you to perform your best with much less stress. All of this will help you get more job offers from better employers.

More About Succeeding at Job Interviews

• Pre-Interview Preparation
• Smart Answers to Interview Questions
• Smart Strategies to Answer to Behavioral Interview Questions
• 50+ Good Questions to Ask in Interviews
• 45 Questions You Should NOT to Ask in Job Interviews
• 50+ Google Searches to Avoid Layoffs and Bad Employers

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post How to Beat Interview Anxiety and Get MORE Job Offers appeared first on Job-Hunt.

Being interviewed by a younger hiring manager can be uncomfortable for older job seekers.

But, if you have some tactics ready, interviewing with a younger hiring manager can be pleasant.

And it does NOT need to cost you the job!

7 Ways to Feel Confident and Comfortable with a Younger Hiring Manager

Here are 7 things you can do to feel confident and comfortable when being interviewed by a younger hiring manager.

  1. Be open-minded and “coachable.”  

One concern hiring managers may have when interviewing a candidate older than them is whether you will be flexible and open to new ideas.

Hiring managers want someone who is going to come in and learn to do things their way, regardless of what you have done in the past.

So, while it is great to show off your experience, make sure you also show them you are willing to learn their procedures.

Rather than suggesting that you know the correct (and only) way to do something, make comments like “When we stop learning, we risk getting left behind, and that is bad for both businesses and people.”

The more you can seem ego-free, open-minded, and excited about learning, the more likely you will be to get the job offer.

Doing this will also show the hiring manager that you’re not a threat and that you’re not going to disrupt their ability to lead. This is another important step toward getting the job offer when interviewing with a younger manager.

  2. Show them you’re tech-savvy.  

Study the job description and look for the different technologies that are mentioned. If you have used these tools in the past, brush up on your knowledge and prepare to talk about how you have used them to succeed in past roles.

Make sure you are comfortable talking about the tools needed to do the job you are interviewing for.

If something is new to you, do your best to familiarize yourself before the interview via online tutorials by searching Google or YouTube.

In the interview, it always sounds better to be able to say,

GOOD: “No, I haven’t used that yet. But I anticipated it being a part of this job, and I have already started going through a couple of online tutorials to get a head-start on learning the technology.”

On the other hand,

BAD: “No, I haven’t used that tool.”

That response will leave doubt in the interviewer’s mind about whether you can handle the job.

  3. Demonstrate a team-first approach.  

The more you can seem like a team player, the better. Share stories of past successes you have had as part of a group, talk about how you worked with other team members in your last company, etc.

The hiring manager is not just evaluating you as an individual. They are thinking, “How will this person fit with my current team?”

So, talk about your teamwork skills and experience along with your individual skills in the interview. The result? More job offers.

  4. Sell your experience as the strength that it is.  

Before your interview, remind yourself of all the advantages a company will gain by hiring an experienced candidate.

• You have seen more challenges and different situations.
• You have encountered more struggles that you have been able to learn from.

As a result, you may be seen as more reliable and focused than a younger candidate.

Often it is too easy to think about age discrimination and draw your attention to the potential reasons a hiring manager would not hire someone older than them.

Instead of focusing on the negative, do not forget all the reasons you might be more attractive as an employee!

For example, employers have plenty of concerns about hiring someone in their mid 20’s, too:

• Are they even sure this is the job and career they want?
• Will they come in exhausted from partying the night before?
• Will they quit in 3 months?

These are all stereotypes and are not fair, but I am sharing these to show that every age demographic has some stereotypes they face.

  5. Be open-minded and eliminate negative emotions.  

When you go into an interview with a younger hiring manager, you are hoping they focus on your skills rather than age and give you a fair shot at the job. You want them to keep an open mind when talking to you.

I would suggest that you should do the same for them.

No matter how young they appear, go in with an open mind and try to have a great conversation with them.

Sell yourself, learn about the role, and build a connection just like you would with any interviewer.

But, if you go in with feelings of resentment or tension about the situation, you will perform poorly and cost yourself job offers.

  6. Focus on one single task.  

Job seekers often ask me, “How can I know if my interview is going well?” I always tell them the same thing: Don’t try; you will find out when you hear feedback.

In the interview, you should focus entirely on selling yourself.

If you’re an older job seeker who is interviewing with younger hiring managers, the worst thing you can do is start doubting yourself mid-interview or start thinking about the age gap. This does not help you secure the job, and it may even distract you and hurt your performance.

So in your interview, focus on making a great impression and showing them why you’re the right person for the job. You can worry about everything else (like how you performed, things you wish you had said differently, and what you thought of the hiring manager) after the interview. That is the best way to approach this.

  7. Always build rapport.  

Employers hire people they like, not just people who can perform the job. So, always try to build rapport and find common ground with your interviewer.

When you sit down, look for clues about the hiring manager’s interests (photos on the wall, objects on their desk, etc.). Then, if the opportunity arises, you can ask a question about something you saw. For example, if you saw a photo of a large dog, you could say, “Is that your dog? I have been looking at large dog breeds myself but haven’t made a decision yet.”

Do not force this, and do not steer the conversation off-track if they seem intent on diving into a professional talk right away.

However, do try to get to know them as a person, and be ready to talk on a more personal level if they offer the chance!

Many hiring managers will be happy to spend a few minutes talking about themselves and getting to know you as a person, too.

Getting to know you on a more personal level can help you stick in their mind and boost your odds of getting the job offer, even if another candidate was equally qualified.

The Bottom Line on Younger Hiring Managers

Being interviewed by a younger hiring manager does not need to be uncomfortable, and does not need to cost you job offers! By showing you are team-oriented and adaptable, by focusing on selling yourself instead of worrying about the age gap, and by building a strong connection with the interviewer, you can get job offers from an interviewer of any age.

More About Succeeding at Job Interviews

• Pre-Interview Preparation
• Smart Answers to Interview Questions
• Smart Strategies to Answer to Behavioral Interview Questions
• 50+ Good Questions to Ask in Interviews
• 45 Questions You Should NOT to Ask in Job Interviews
• 50+ Google Searches to Avoid Layoffs and Bad Employers

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post Winning the Interview with a Younger Hiring Manager appeared first on Job-Hunt.

While many things have become more difficult for job seekers, this situation has also created some opportunities you can take advantage of.

One of those opportunities the Coronavirus pandemic has created is online networking. Yes. Really!

Whether you were just laid off or were job searching prior to the epidemic, this is a great time to network online to find a new job.

In this article, I’ll explain why, and show you how you can get started today.

Why This Is a Great Time to Network Online

Because of recent events, people are more receptive to hearing from each other online right now. People are more understanding, more helpful, and less guarded when it comes to receiving messages.

This creates an opportunity that did not exist a few months ago, or was not as easy a few months ago. The pandemic situation is an opportunity to reconnect with past colleagues you wish you had stayed in touch with. It is an opportunity to reach out to new people.

The COVID-19 pandemic is your “ice breaker” for any conversation.

The pandemic provides a reason to contact someone. Reach out to tell them you hope they are doing well and to ask how things are going.

The pandemic also offers a reason to ask for help if you need it – because everyone is going to understand if you are facing hardship in this situation! And most will want to help you.

How to Network Online During COVID-19 (With Examples)

Do NOT ask for favors from everyone, or send long initial messages with complicated requests for help. That still won’t work!

Since you are not the only person messaging someone in a typical day, focus on writing a great message that is genuine and personal — a message that is about them just as much as it is about you.

If you do this, by following the steps below, then you’ll be able to strengthen your network to find a better job.

  1. Catching up with past colleagues  

People can see through it if you only message to ask for a favor, and it rarely works. So, start by checking in with them.

When checking in with an old connection or past colleague, ask how they are doing. Tell them that you are using some of this time at home to reconnect with past colleagues, and you hope they are doing well and staying safe.

After they respond, try to have a back-and-forth conversation that is genuine. If they mention anything that sounds like they could use help with, offer to help.

And while you can update them on your situation early on in the conversation, wait a couple of messages to ask for anything.

After you update them on your situation (for example, telling them that you were laid off recently) and have exchanged a few messages, you can mention what you need help with.

There are a lot of avenues you can take, but the best strategy is to begin with a simple, easy-to-answer question like the examples below.

This is an example of what you could say mid-conversation, after telling them you’ve been laid off:

“I have a question. I’ve been talking to some other colleagues, and it seems that layoffs in my industry have been widespread. So I’m hesitant to search again in this same industry right now when it could be a dead-end. Do you have any sense of the overall health of your industry at the moment? It is a field I have considered pivoting into but I thought you would know a lot better how that industry is doing.”

From here, you can ask if their company is hiring, or if they know others that are. Or, you can tell them you were thinking of applying to a certain position at that company and ask if they know who the hiring manager is.

Or, if they are in the same industry as you, you could say:

“I heard that quite a few companies in our industry are laying people off. How has your company been doing so far? I have not heard of any layoffs from them, so I hope you have had better luck than I have!”

As in the esamples above, ask for one specific piece of information, with a question that is quick and easy to answer.

A simple question, which is not the first thing you discuss, is the best way to open the door to get help from someone.

  2. Reaching out to new potential colleagues  

Next, you may want to connect with new people, including employees at companies you’d like to work for, people on LinkedIn who are connected with hiring managers in your industry, etc.

Just like in the steps above, the best strategy is to ask for something small and simple to start.

If you are coming from a different industry, you could explain that you are considering a changing industries. Then, ask if they think their industry seems to be holding up well so far during COVID-19.

“I have been working in the travel industry for several years. As you know, the travel industry was hit badly by the COVID-19 pandemic. You work for a financial services company, right? How is the financial services industry doing now?”

Or, you could ask how their company seems to be handling the pandemic and adapting so far. You could mention their employer is one of the companies you thought of applying to, but that you thought it made sense to ask first-hand how things are going.

This can get you some good information to use in your job search and will help you work your way toward asking for bigger favors, for example —

“Do you happen to know the hiring manager for this position?”

Employee referral programs often pay the referring employee a very nice fee (averaging over $1,000) for referring someone who becomes a good employee.

Choosing How to Contact Someone

If you have someone’s email address, that is a great way to get in touch. Otherwise, I recommend using LinkedIn.

People expect to receive work-related messages on LinkedIn, so it provides a good platform for communications: ask how someone’s company is doing, check in with former coworkers, and (eventually) ask for a favor or two in your job hunt.

The best channel for you to use will depend on your industry, though. For example, if you are a software engineer in the start-up space, then Twitter may be where your peers are most active online. So think about where people communicate in your industry, too.

The Benefits of Networking

If you follow the steps above, you will learn about more opportunities (including those that have not been posted online yet), and you will have a better idea which companies and industries to target in your job hunt.

Most importantly, you will have a better chance of getting interviewed for the positions you do hear about. Hiring managers prefer to hire someone who comes recommended by someone they know. To the hiring manager, the referral by an employee makes you seem less risky or more likely to succeed (you already have a friend to support you).

Referrals will also help you stand out. If 100 people applied for a job online, they are going to struggle to differentiate themselves. But, if you are the one who sent their resume to someone the hiring manager knows, and that person dropped your resume off on the hiring manager’s desk, you and your resume are going to stand out.

The Bottom Line:

The COVID-19 pandemic has made some things difficult for job seekers, but it has also given you a great reason to reconnect with past colleagues, ask them how they are doing, or even reach out to new contacts to ask how their company or industry is holding up (and then continue the conversation to ask for what you need). If you practice these methods and follow this advice, you will grow your network and find a job faster during the coronavirus pandemic.

More About Coronavirus / COVID-19 Job Search and Income Recovery

• 5 Steps to Successful Job Search During the COVID-19 Pandemic
• How Hiring Happens During This Pandemic Quarantine
• How to Job Search Effectively for Remote Jobs
• Handling Job Loss Worries
• Beating the Job Search Blues
• Guide to Job Loss Recovery
• Guide to Surviving Layoffs
• Guide to Career Change

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.

The post Effective Job Search Networking During the COVID-19 Pandemic appeared first on Job-Hunt.

Company pages have a couple of key sections that you can use to get the attention of these employers, get more interviews, and get more job offers.

The best part is: Most of your competitors are not taking advantage of LinkedIn Company pages and are not paying much attention to this resource.

Leveraging Company pages is an opportunity to do things differently in your job hunt and set yourself apart.

In this article, I’m going to walk you through a few simple yet effective ways to use an employer’s LinkedIn Company page to your advantage to get hired.

How to Find LinkedIn Company Pages

The easiest way to access a Company page on LinkedIn is to type the company name into the search bar. Then, look for the search result that says “Company” next to it. For example, results in a search for Apple:

In the search for apple, the Company page is the third search result, labelled “Company.”

6 Very Smart Ways to Leverage LinkedIn Company Pages

Now that we’ve looked at how to reach any employer’s LinkedIn Company page, let’s talk about the top ways you can use this to your advantage as a job seeker…

  1. Check for mutual connections before applying for a position.  

One step I always recommend taking is to see if you have any mutual connections at a company before applying. Being referred or recommended by someone the company knows or trusts (whether by a current employee or a former employee) makes the best impression and provides an advantage over other job candidates.

You can see mutual connections at a company near the top of the page, as seen in this screenshot:

If you see that you have one or more connections at a company, consider sending them a message before applying online. If you can get them to refer you, then you are a lot more likely to get interviewed.

You could write to them and say:

Hi (name),

I was viewing (company name)’s LinkedIn page, and saw that you work there now. Have you enjoyed it since moving over 2 years ago? I was thinking of applying to the Senior Customer Support Representative position and read some positive company reviews online, but I always like to ask someone first-hand about a company!

That’s a nice way to start a conversation. Then, if they get back to you, you can be more direct, and ask them if they know the hiring manager for the position and/or if they would be willing to refer you.

If you are very close friends with an employee, then you can ask for the referral right away, and skip the message above. But, if the person is not a close friend, start off slow and build rapport by asking a simple question, like whether they’ve enjoyed the company since joining, is the best way to start.

  2. View their current employees.  

Even if you don’t spot a mutual connection,checking a company’s current employees to see if you spot any trends is still worthwhile.

For example, I studied Finance and I worked in Business Development in the past, so when I view Apple’s LinkedIn page, LinkedIn shows me this information:

That could provide a unique angle when writing my cover letter.

For example, I could say,

I noticed on LinkedIn that a few of your current employees in the ___ group followed the same career path that I have taken; first studying finance and then moving into Business Development…”

You are showing them that you have thoroughly researched the company, and then you are pointing out some similarities between yourself and their current employees!

  3. Follow the employer’s Company page.  

When viewing a company’s LinkedIn page, following them is a good idea, too.

Following an employer’s Company page can help you get noticed, and also help them become familiar with your name.

Even if they do not reach out to you immediately, you will still build a bit of familiarity with at least one person on the team (whoever manages the LinkedIn account). In addition, you will now see the news and updates that they share in the future, which will give you another opportunity to leave comments and get your name seen again!

If 100 people applied for a job, but you are the only one who has been commenting on their recent posts and engaging with their brand online, this could be the difference-maker!

  4. Check out recent company news.  

This is a step that you can do briefly while applying, but this is also a must-do before your interview!

If a company invites you to interview, go to their LinkedIn page, and read recent articles and updates.

Find something interesting that they have shared, such as a press release, blog post, or other news-worthy update, and think of a question you can ask about it. In the interview, ask them,

I read your recent LinkedIn update about ___. I had a question about ___.

That is going to excite any interviewer.

  5. Read their “About” section.  

This is another good step to take before your job interview.

You should never go into a job interview without knowing some basic details about the company, like what industry they are in, what they do or sell, and who their typical customer is.

Reading the LinkedIn “About” section will provide you with much of this information very quickly.

  6. View similar companies.  

As a final step, if you look on the right-hand side of your computer screen, each LinkedIn Company page will show you a couple of similar companies in the “People also viewed” section.

This list will give you ideas of other related employers you can apply to!

Now, in the example here, you will see very well-known employers because we started with a huge company – Apple.

But, if you are looking at smaller companies, this step can help you discover new employers that you were not even aware of!

And you can view those Company pages to find even more related (potential) employers!

You can also see any connections you share with each company before clicking on the company’s name.

I attended UMass Dartmouth, so LinkedIn is showing me that that 72 UMass Dartmouth alumni work at Amazon and 38 work at Microsoft.

There is a good chance I attended at the same time as at least a few of those people, and I could reach out to them to try to get referred.

Even if you did not attend university at the same time, you may still find that some alumni are willing to help you get your foot in the door with their employer!

The Bottom Line:

In a competitive job market, you will see a lot more success if you find ways to operate differently than other job seekers and stand out.

LinkedIn Company pages provide an under-utilized way to do this – by allowing you to quickly and easily research employers, get noticed by employers, and turn the interview into a job offer by asking great questions and showing off all of the research you have done.

More About Succeeding on LinkedIn

• 5 Critical LinkedIn Profile Elements
• 6 Ways to Make Your LinkedIn Profile Standout
• Fast Formula for a Powerful LinkedIn Professional Headline
• Secret to Powerful LinkedIn Profile SEO: Leverage Skills & Endorsements
• 5 Steps to Shorter Job Search with LinkedIn
• LinkedIn Eye Candy
• 10 Elements of an Effective LinkedIn Profile
• 12 Steps to Outrank Your Competitors in LinkedIn Search
• LinkedIn SEO

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post How to Leverage LinkedIn’s Secret Information Gold Mine appeared first on Job-Hunt.

So while standing out is not easy, there are still some opportunities to set yourself apart (that most job seekers do not know about and do not take advantage of).

In this article, I will walk you through 6 areas where you can make your LinkedIn profile stand out to recruiters and hiring managers.

6 Ways to Gain Recruiter Attention with Your LinkedIn Profile

You have many opportunities to gain attention on LinkedIn. Start with these six ways to make a big impact for your job search:

  1. Your Headline  

There is no rule that says your LinkedIn headline needs to be your job title, yet most job seekers do not adjust their headline (or take full advantage of the space it offers).

• Add relevant keywords. Your headline is a great place to put keywords to help recruiters find you.For example, rather than saying, “HR Manager,” you could add a bit and say, “HR Manager | Recruiting | Benefits & Payroll.”Now recruiters and employers can see what you specialize in, and they’re far more likely to find you when running searches like, “HR recruiting manager.”
• Add accomplishments. You can also put accomplishments/metrics in your headline. Numbers and symbols stand out visually and show the reader that you’ve accomplished things in your career.For example, if you’re in sales, you could say, “#3 salesperson company-wide in 2019.” If you are in customer service, you could say, “99% customer satisfaction rating” or whatever is accurate for you.The data you could include will vary widely depending on your role and industry, but it’s worth thinking about whether there is a number or metric you can include.

Get creative with your headline and put more than just your last job title, and you will get more attention on LinkedIn.

  2. Recommendations  

In my experience as a recruiter, very few people have recommendations from colleagues, former bosses, and coworkers.

Most people have been endorsed by colleagues for specific skills, but a LinkedIn endorsement is not the same thing as a LinkedIn recommendation.

A recommendation is a personalized, hand-typed endorsement from someone who knows your work, speaking to your accomplishments, your positive traits, or whatever they feel like recommending you for.

And having even one or two recommendations can set your profile apart because many job seekers have zero.

To get started with this:

• Ask a couple of colleagues who know your work well (and think highly of your work) if they can write you a recommendation on LinkedIn.
• Tell them you would be happy to do the same for them if they would like!

You can mention that you read this article talking about how recommendations are a powerful way to distinguish yourself and set your profile apart from the millions of others out there.

  3. Media/Attachments  

Just like recommendations, very few profiles have media or attachments in my experience.

I don’t ever recommend attaching your full resume. It comes across as needy, and it gives millions of strangers access to private data!

But, I do recommend taking advantage of the ability to attach other media.

• You can attach images of awards you’ve received. (I did that myself after winning a LinkedIn Top Voice award for 2019.)
• You can attach PDFs, case studies, projects you’ve completed, research you’ve conducted, etc.

Even one or two attachments can grab a recruiter’s attention! Then, they stop scrolling and start reading your profile more carefully (which is the first step to getting them to call you for that job!)

You can put attachments in your “About” section and in your “Experience” section.

  4. Articles & Activity  

This section of your LinkedIn profile showcases recent posts you’ve made, comments you’ve left, and articles you’ve published.

That last part is what we will focus on here —

Publishing even one short article on LinkedIn can help distinguish you as someone who’s knowledgeable and passionate about your field (which employers will LOVE).

• You can begin writing a new article by going to this page. There’s no minimum word-count, so even writing 400-500 words is a lot better than nothing. (In fact, some of the best LinkedIn articles I’ve read have been 500 words or fewer).
• Make sure to include a great image, a compelling headline, and information that helps readers with a topic you’re knowledgeable about (and looking to gain more opportunities in).

For royalty-free stock images to use in a post, I go to the following two sites: https://burst.shopify.com/ and https://unsplash.com/

Not every recruiter and hiring manager will click through and read the article when they see it on your profile, but they will likely be impressed by the fact that you have published an article either way. Most people have not done this, so it is a great way to stand out as an expert.

  5. Your About Section  

This section appears near the top of your profile, so it is likely to be seen by anyone checking out your information.

Most people have content here, but it is typically quite short and/or generic.

LinkedIn allows a lot of content in this space (you can easily fit multiple paragraphs), so get creative and write something to show employers what’s unique about you.

• You could get a testimonial or two from past colleagues and type it in quotes.
• You can put images/attachments (mentioned earlier) for projects completed, awards won, etc.
• You can talk about what you’re passionate about and what you’re looking to do next.

For more inspiration, read some profiles of other people in your industry and see what stands out about their “About” section. There’s nothing wrong with taking inspiration from other profiles; just don’t plagiarize!

It is often much easier to get ideas for your own profile by browsing other profiles. Staring at your own profile and trying to write brilliant content with no outside reference is often more difficult.

  6. Your Work Experience  

Most people on LinkedIn have filled out their Experience section, but that doesn’t mean you can’t still do more to stand out here.

• Make content easily scanned.Make sure each job is well-formatted and easy to read. That means using bullet points and brief paragraphs (1-2 sentences per paragraph), rather than big paragraphs that make your profile look like a novel.[See LinkedIn Eye Candy for small images you can use as bullets in LinkedIn.]
• Highlight accomplishments.Next, write your bullets in terms of accomplishments and what you’ve actually done, not just what you were responsible for.Instead of writing, “Responsible for responding to customer service requests via phone and email,” you could write, “Responded to 50-75 customer service requests per day via phone and email, with a 99.4% customer satisfaction rate.”Finding metrics/accomplishments isn’t easy in each role, but it’s worth the effort to try. Even if you don’t have numbers and statistics, you should still try to phrase your bullets in terms of what you did.

  Try to start with a verb like “Led” or “Completed,” and avoid the phrase, “Responsible for.”

• Don’t hide promotions.Also, use your Experience section to show progression and advancement within a company, if you have had any.For example, if you were promoted from Sales Associate to Senior Sales Associate, don’t lump everything together on your profile; separate the job titles out and show the dates/responsibilities for each.Employers love seeing advancement like this, both on LinkedIn and on your resume, so combining everything is a missed opportunity.

By putting more details in your Experience section while also making it better-spaced and easier to read, you’ll attract and impress more recruiters and employers.

The Bottom Line on Making Your LinkedIn Profile Stand Out:

LinkedIn has millions of active users, so a few extra steps are needed if you want to get noticed and get interviews on the platform. However, by taking the extra steps above, you can capitalize on the opportunities that other job seekers are missing. As a result, you will stand out and get contacted by recruiters and employers. While it might seem intimidating or difficult to get noticed among so many other people in your industry or function, very few are taking advantage of everything we looked at above. So, view this as an opportunity for you to gain an edge in your job search.

More About Succeeding on LinkedIn

• How to Leverage LinkedIn’s Secret Information Gold Mine
• Catch Recruiter Attention: 5 Critical LinkedIn Profile Elements Recruiters Want
• Secret to Powerful LinkedIn Profile SEO: Leverage Skills & Endorsements
• 5 Steps to Shorter Job Search with LinkedIn
• LinkedIn Eye Candy
• 10 Elements of an Effective LinkedIn Profile
• 12 Steps to Outrank Your Competitors in LinkedIn Search
• LinkedIn SEO

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post 6 Smart Ways to Make Your LinkedIn Profile Stand Out to Recruiters appeared first on Job-Hunt.

I cannot always reply to all of them, due to lack of time.

However, what I have realized is: Certain types of messages are far more likely to get replies from me. Others are not.

After discussing this with colleagues including fellow recruiters, coaches, and other experts, I have found that they follow a similar pattern when deciding which messages to respond to.

4 Ineffective LinkedIn Messages Job Seekers Send (and What to Send Instead)

In this article, I am going to reveal four common messages job seekers send that typically do not get a response. Then, I will share what to send instead. And, then, you will start getting replies from recruiters, hiring managers, and anyone else you are reaching out to in your job hunt.

  1. “Can you take a look at my profile, and see which jobs I’m a fit for?”  

This is a common message received by anyone with “Recruiter” in their LinkedIn headline. While this may get you a quick glance from a desperate or inexperienced recruiter, it is not going to get the best recruiters jumping to help you.

Why this won’t get a response:

Recruiters receive many messages like this each week, and most people who send them are not qualified for any of the roles that the recruiter is working on at the moment.

In fact, some people sending this type of message are not even in the same field or industry as the recruiter. Most likely, this person sent exactly the same message to many recruiters without knowing any of them.

What to send instead:

You will get more replies if you do a bit of research and make it clear that you have checked out their profile to make sure their work aligns with your background.

Then, tell them a bit about what you do so they can get a basic idea without clicking your profile. After that, they are more likely to click and read your full profile and then reply to your message.

Example message:

“Hi [NAME]. I saw you recruit in the sales and marketing here in Chicago. I am a Sales Lead at XYZ Company, and I’m considering a change. Do you know of any Sales Manager positions here in the city? Would love to talk if so. Thank you for your time!”

Why the revised message will likely succeed:

• The sender knows the recruiter’s focus and location and is asking an appropriate question that fits the recruiter’s needs.
• The message is specific about the job seeker’s goals and location which is a match for the recruiter’s location.

Recruiters typically specialize in an industry or niche, so that is important to consider before clicking “send.” Being appropriate and specific rather than generic increases the likelihood that the message will be read and responded to.

  2. “Please look at my resume/LinkedIn, and let me know what to improve”  

While it does only take a few seconds to look at your resume and gather a first impression, writing constructive feedback that will actually help you takes much longer.

Why this won’t get a response:

This request is never just a “small” one, and, while many job seekers ask me for “just 5 minutes” of my time when making this request, analyzing the resume or LinkedIn profile and providing a useful feedback takes much more than 5 minutes.

Like the message above, this places 100% of the workload on the person receiving the message. Assuming the recruiter is successful and occupied with their own day-to-day work, they are very unlikely to stop all of that and work — for free — to answer your request.

What to send instead:

Start small, and ask their opinion on one thing you are debating or struggling with on your resume or LinkedIn profile. Show them you have put thought into this already, and, then, give them one specific question to answer.

This can open the door to building a relationship and getting to know them, and eventually seeing if they’re open to helping with more. However, if you want a reply to your first message, you should always ask for one specific thing.

Example Message:

“Hi, Beth. I really liked your post about resume formatting last week. It was so helpful! Do you have any thoughts on whether a Skills section should appear before or after the Work Experience section? I’m on the fence about this with my own resume.”

Why the revised message will likely succeed:

• By showing you have researched the person or read/followed their work in the past, you greatly boost your chance of hearing a response.
• You are asking one specific question rather than a general one which requires much of their time to analyze and to respond.

Telling them that you have seen arguments for two different approaches is also a great way to get their take on which approach is “right.” Most experts cannot resist the urge to share their opinion if you present two options, and they feel one is right and one is wrong. So this tactic is definitely worth trying!

  3. “Can you forward my resume/LinkedIn to the hiring team for X position?”  

Recruiters and HR staff receive many requests like this every day.

Why this won’t get a response:

Effectively, by sending this message to the hiring team, the recruiter is recommending the candidate. While a recruiter may do this type of favor for a colleague or someone they have spoken to in the past, they are unlikely to do it for a stranger.

What to send instead:

The best way to get around this is to build a relationship before asking.

One conversation-starter that works very well is to tell them you were doing some research and considering applying for the job, but were wondering how they would describe the work environment, and whether they have enjoyed the company since joining.

This is a simple, non-threatening question where you are asking for one person’s genuine opinion (so they will immediately understand why you thought to message them).

Example Message:

“Hi, Tim. I saw an IBM job posting recently for an Enterprise Project Manager role. Is that the group you’re in? I was curious how you have enjoyed the work environment there since coming over from Apple 2 years ago. I have read some great Glassdoor reviews of IBM online but I always like to ask someone first-hand, too.”

Why the revised message will likely succeed:

• This is a small request, so the recipient is more likely to reply.
• You are also confirming that they work in the relevant department/group.
• Finally, you’re showing you have done some research and checked out their profile.

Any time you can add a bit of personalization to your message, you should. Nobody’s going to put more effort into your job search than you’re putting, so making this extra effort goes a long way toward getting people to want to help you.

  4. Messages with attachments  

Why this won’t get a response:

When you receive a message on LinkedIn and open it to begin reading, LinkedIn first shows you the bottom of the message. Then, you scroll up to begin reading at the top.

Why this won’t get a response:

When someone receives a PDF attachment, for example, they see that PDF attachment before they have read a word from you — definitely not the ideal way to start a conversation.

This is too direct/pushy to get a response, and may even stop them from scrolling up to read your message at all. Also, salespeople often attach things to a first message, so that’s one more reason the reader will have their guard up when they see it, and one additional reason to not do this.

What to send instead:

You will be more successful by building a relationship first. Do this by asking a single question or asking their advice on one specific thing, with no attachments. Then, offer to attach the related document later in the conversation, once they know you.

Example Message:

“Hi, Jamie. I am a big fan of your job search content here on LinkedIn! Do you have any thoughts on putting two different Skills sections on a resume? For example, ‘Technical Proficiencies’ and ‘Other Skills’? I’m considering this for my own resume.”

After they reply, you could ask if you can attach your resume to have them take a quick look at the related section. While not everyone will say “yes,” this is a reasonable request and many people will agree to it.

Why the revised message will likely succeed:

• A large attachment will not be the first thing they see in your message.
• They will read your message and understand your request before seeing the document you want them to review.
• You are showing professional courtesy by not assuming they have the time and inclination to analyze your resume (or whatever you want to attach).

With the focus created by your question, this is much more effective than asking them to review your entire resume and send general feedback.

“Cold” Message Success Rules

Any time you’re messaging someone for the first time, follow these rules and you will get more responses.

1. Ask for something small to start
2. Show you have done some research and put in effort already (research into the topic and/or into the person you’re contacting)
3. Personalize the message for this individual. Always have at least one spot that you have personalized, so they know the message is not a cut & paste message sent to multiple people
4. Avoid attachments, which can overwhelm the reader or make your message appear like a sales pitch

In addition, make your message as concise as possible. I read almost every short message I receive; I’m more picky about whether to read a longer one. The reason is simple: It takes far longer to read a lengthy message with multiple, big paragraphs.

Reading one or two short paragraphs takes almost no time, so I usually read them to see what the person wants, even if I am having a busy day. You will notice that all of the templates and sample messages above are short. This is why.

More: Your Guide to LinkedIn Messaging: Connections, InMail and Direct Messages

The Bottom Line on How to Send Recruiters a Message on LinkedIn

Sending direct messages on LinkedIn is a great way to expand your network, get help and advice, and get introduced to hiring managers. And while not every message will get a reply, you can improve your chances of hearing back from people by making a couple of tweaks to your approach. By asking one specific question, personalizing your message, and showing them that you have done research before contacting them, you will get more replies and give yourself a better chance of finding a job on LinkedIn.

More About Succeeding on LinkedIn

• 5 Critical LinkedIn Profile Elements
• 6 Ways to Make Your LinkedIn Profile Standout
• Fast Formula for a Powerful LinkedIn Professional Headline
• Secret to Powerful LinkedIn Profile SEO: Leverage Skills & Endorsements
• 5 Steps to Shorter Job Search with LinkedIn
• LinkedIn Eye Candy
• 10 Elements of an Effective LinkedIn Profile
• 12 Steps to Outrank Your Competitors in LinkedIn Search
• LinkedIn SEO

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

The post How to Send a Message on LinkedIn to a Recruiter appeared first on Job-Hunt.

They can also bring you the occasional career-advancing opportunity even if you are not looking.

It all starts with catching their attention, though.

Recruiters sift through hundreds of LinkedIn profiles in a typical week.

So, they do not have time to read each profile carefully.

Recruiters spend only a couple of seconds deciding whether to contact you or to click “back” and view the next person on their list.

In this article, I’m going to share how the typical recruiter reads your LinkedIn profile and how to grab their attention so you can get more interviews and hear about more opportunities.

The 5 Elements Recruiters Need to Find on Your LinkedIn Profile

You have many opportunities to gain attention on LinkedIn. Start with these five ways to make a big impact for your job search:

  1. Information in Your Headline  

Your LinkedIn headline is the first thing I see when landing on your profile. It is also one of the few things I can see before clicking on your profile when sifting through LinkedIn search results, so that makes it even more important to optimize.

If your headline is totally unrelated to the type of jobs you are applying for, or unrelated to the rest of the content on your profile, that is a big red flag. And, you are out of consideration.

Make sure your LinkedIn headline is clear about what you do and aligns with the types of jobs you want to be considered for.

You can put your role or job title, but add more.

Numbers and metrics are a great way to make your LinkedIn headline stand out.

For example, if you are a Project Manager, your headline could be:

“IT Project Manager at XYZ Company. Leading Projects with Budgets Exceeding $2MM”

Or, you could say:

“IT Project Manager at XYZ Company. 49 Client Projects Completed in 2019”

You can also add an additional keyword to show what industry you’re in (this is a good idea if you want to stay within that industry).

For example, if you’re in the software industry and only want to hear about Project Management jobs in this space, your LinkedIn headline could begin with:

“Software Project Manager”

If you need more ideas of what to put, look at some of your colleagues and peers in your industry. There are thousands of great LinkedIn profiles that you can take inspiration from, and this is much easier than starting with a blank page and trying to write from scratch.

Do not plagiarize, but do take general ideas and make note of what sounds best on other people’s profiles. Use the ideas as inspiration for your own headline.

For more ideas, read Fast Formula for a Powerful LinkedIn Professional Headline.

  2. Your Most Recent Experience  

The next place I look is the top of your Experience section.

I want to see your most recent work, and I am looking for similarities between this and the type of job I am considering you for.

Employers and recruiters want to see evidence that you will be able to step into their job and succeed, and the best indicator of this is relevant past experience.

To know what employers want for their job, study the job description. Then, “tailor” your work experience on LinkedIn to show as much overlap as possible between what you have done and what they need. This can mean:

• Adding content.
• Removing irrelevant content.
• Re-ordering existing content.

For example, assume you are applying for a Customer Service Supervisor role where you would be managing five people, but you have never managed a team before.

Even though you have never managed anyone, highlight any past leadership you have done:

• Training/mentoring people.
• Leading a single project.
• Leading a meeting or small initiative within the company.

And you should re-order your bullet points to put this experience near the top.

Even if something was only 10-20% of your job, if it will demonstrate you will be great for this next job, then list it near the top! Move less-relevant pieces lower down (to the fourth or fifth bullet point, for example).

  3. Your Career Story and History  

Next, I’m scrolling lower down in your Experience section to get a sense of past moves and career progression.

Having relevant experience in your most recent one or two roles is great, but having a long history of relevant work is even better.

So, do not just “tailor” your most recent role to match up with the jobs you’re applying for now. Go back, and tailor the content of your past roles, too.

Also, make sure to show advancement and promotions if you have received any.

For example, Career Progression

Show your career progression like this: if you were a Designer and then got promoted to Lead Designer at the same company, separate those two job titles in your LinkedIn profile.

This is powerful evidence that you’re good at what you do. Why else would that past employer promote you?

So, any time you have been promoted or taken a step up in your career, make sure that accomplishment is clear.

Here’s an example from my own profile:

For example, Unusual Job Titles

If you were given any unusual job titles in the past (like “Customer Happiness Lead”), put a more common, equivalent title after it in LinkedIn.

Check your target employers to see what they call this job.

Here’s how you could handle this situation:

Before: “Customer Happiness Lead”

After: “Customer Happiness Lead (Customer Service Manager)”

This makes it easier for recruiters to understand what you have done and see how you have progressed.

    4. Skills & Keywords  

After checking your work history, I’m going to search your profile for important keywords and skills that are required for the job I’m considering you for.

To do this, I will click on CTRL+F in my web browser, to activate a search of the page I am viewing, and then type in the most important keywords for the role. This is usually between two and four keywords, focused on the skills required for the job I’m filling.

This quick search saves me time and prevents me from having to read your whole profile if you’re missing the top one or two skills that are required for the job.

What does this mean for you as a job seeker? If you are targeting a certain type of job, make sure the essential keywords appear on your profile.

Look at the job descriptions of the positions you’re applying for, and include as many of those skills and keywords as possible and appropriate for you.

Pay extra attention to skills that are listed as “required” and/or skills that appear near the top of the job description. (This usually indicates that they’re more important).

Notice if something is mentioned multiple times. If so, it is more likely to be important to the employer, too.

Once you have identified the most important skills for the types of jobs you want, find ways to include these in your Experience section and your Skills section on your LinkedIn profile.

Not only will this help you get contacted by recruiters, it will also get your profile seen more because these keywords will help your profile appear in more search results when recruiters conduct keyword searches.

For more about leveraging Skills, read Secret to Powerful LinkedIn Profile SEO: Leverage Skills & Endorsements.

  5. Recommendations  

The four areas above are what I look at first as a recruiter. They’re usually enough to decide if the position I am working on is a fit to contact you about.

However, there’s one additional piece of information that can sway my decision, too. That extra piece is LinkedIn Recommendations.

Recommendations are like reviews of your work.

You’d be more likely to buy a product on Amazon if you saw it had good reviews. This is no different; a recruiter is going to be more likely to contact you if they see the same.

So take advantage of this, and ask a couple of people to write you a recommendation. LinkedIn has a special section for this on your profile.

Here’s a template you can use to contact a colleague and ask them to write you a recommendation:

“Hi Name.

I am trying to beef up my LinkedIn profile by getting a couple of recommendations from colleagues. Can you write me a recommendation with a few sentences about my past work and strengths?

I am happy to do the same for you if you would like. Just let me know!”

Even getting one recommendation can help you stand out because most people have zero. Start with one, and then build from there!

The Bottom Line:

Recruiters go through many LinkedIn profiles each day, so they move quickly when searching. However, by understanding how recruiters read your LinkedIn profile and by optimizing it for the type of jobs you want, you can get noticed and get more interviews from recruiters.

More About Succeeding on LinkedIn

• 6 Ways to Make Your LinkedIn Profile Standout
• Fast Formula for a Powerful LinkedIn Professional Headline
• Secret to Powerful LinkedIn Profile SEO: Leverage Skills & Endorsements
• 5 Steps to Shorter Job Search with LinkedIn
• LinkedIn Eye Candy
• 10 Elements of an Effective LinkedIn Profile
• 12 Steps to Outrank Your Competitors in LinkedIn Search
• LinkedIn SEO

About the author…

Biron Clark is a former Executive Recruiter for multiple Fortune 500 firms and venture-funded tech startups, and founder of the job search advice website Career Sidekick. His advice is read by more than one million people a month and has been mentioned/quoted in CNBC, Forbes, Business Insider, Business.com, Yahoo Finance, The Muse, and more. Selected by LinkedIn as one of 10 “Top Voices for Job Search and Careers,” follow Biron on LinkedIn and on Twitter at @bironclark.
More about this author…

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