The 4 Things You Need to Attract Recruiters to Your LinkedIn Page

A complete LinkedIn profile can be a beautiful thing to a recruiter. As a Technology and Creative staffing agency, we see a lot of great profiles as well as a lot of “not-so-great” pages. These are the top 4 things you need to attract recruiters to your LinkedIn page.

1. Profile Picture:

This isn’t absolutely mandatory, but it does rub recruiters the wrong way if you don’t have one. On the other hand, if you have a cartoon or design as your picture, that can be iffy as well. It’s a professional site, so you should present yourself accordingly.

The picture should display your body from the chest or neck up as well as clearly show your face. LinkedIn doesn’t allow too much freedom when customizing the size of your profile picture, so you don’t have too much of a choice to be honest. You’ll be able to show only so much through the circular frame on the site, so make sure the picture is clear and sharp.

2. Detailed Job History:

You need to list your job history in detail starting with the most recent position. The more information the better, and the more likely you will appear in LinkedIn search results. Many of the searches recruiters perform on LinkedIn require them to include keywords. If you have those specific keywords on your profile, you show up in the results. If you don’t, the recruiter will never see your profile in that particular search. It’s as simple as that.

If you have only your job title with no detailed description for a role, it makes a recruiter’s search harder. If a recruiter is looking for a Sr. Software Engineer who specializes in Python, he or she wants to see details about Python on your role description. If you just have “Sr. Software Engineer” as your title and nothing in the description, the recruiter doesn’t know if you’re a Python Engineer, Java Engineer, .NET Developer, React Engineer, Node Engineer…you get the idea. Recruiters often hear complaints from candidates about being reached out to for roles that aren’t a match for them, but recruiters don’t have a lot of information to go off of sometimes.

3. Portfolio:

If you’re in a Creative industry, you need an online or digital portfolio. Let us repeat that. If you’re in a Creative industry, you need an online or digital portfolio.

So, what types of roles are considered to be in the “Creative industry” exactly?

These could include Graphic Designers, Videographers, Photographers, Art Directors, Creative Directors, Product Designers, and the like. If you are in a blended Frontend Development Design role, companies will most likely want to see a portfolio from you too, but this varies.

Not only will recruiters look for a link to your portfolio to check out your work, but many companies who partner with Technology and Creative staffing agencies will refuse to interview a candidate until they see a portfolio. They can tell if your completed projects have the “look and feel” they’re wanting. When viewing portfolios, companies can often tell them right away if you’ll be a potential match and decide whether or not to move forward at that time.

4. LinkedIn Summary:

You need to have a summary. It doesn’t have to be extremely long or detailed, but it shouldn’t be blank. Recruiters are able to know upfront what you may be looking for in a role, the technology languages and frameworks you specialize in, what your personality may be like, and what motivates you in your career.

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