The year is 2018, and like it or not social media is here to stay. Nowadays most people use Snapchat, Instagram, Facebook, Pinterest, Twitter, YouTube, and it seems like a hundred other websites and apps. However, the most important of all of these for your career is LinkedIn. A lot of people think that simply having a LinkedIn account is enough because recruiters do not actually look at them, but that could not be further from the truth. LinkedIn is often the first impression recruiters have of a candidate. That’s why it is to your benefit to spend time to ensure you have an up-to-date and engaging profile. There are common mistakes people make that give recruiters a negative impression that you want to avoid.
The Headless Business Man
As a recruiter we want to get to know you. By adding professional picture you instantly make a connection with employers and recruiters. Many people will use company logos, event dates, or brands to promote projects they are currently working on. However, this removes the human connection that social media is supposed to bring. When choosing a picture, choose a professional picture that depicts your most authentic self. The smile and the eyes are a reflection into the heart. Always select a headshot without background clutter.
You Are Accomplished… So What
Under your company and position you have your roles and responsibilities. It is great that you recognize and celebrate your achievements, but do other people? Recommendations from past employers, and senior management are not only impressive, but they build trust. As recruiters we take recommendations at face value. If other people have recognized your accomplishments and skills, we know that you are not tooting your own horn.
Not Understanding the Value of The Secret Search Sections
You might not be aware that there are several highly searchable areas within your linked account that you should take advantage of by including your keywords and titles. It’s even OK to repeat them. The more times you repeat these keywords, the higher your profile will come out in the results page. These highly searchable sections are: Headline (120 characters under your name), Summary Field (a lot of space to work with here), Current Title (100 characters. Use all characters by including your title, but also keywords associated with the job such as: Account Director, advertising, digital, brand, multicultural…). Other searchable areas are: Company Name and Location. The more you include the keywords a recruiter would use when conducting a search, the higher you will appear in the search results.
Not Growing Your Network
You might have been led to believe that size does not matter. In the case of your LinkedIn profile, size does matter. The amount of network connections you have demonstrates your influence in the industry you are associated with. We will have a better impression of candidates who have 500 connections or more but we also understand that this might not be possible if you are just starting out in your career so we take that into consideration as long as you have a solid and complete profile that provides a clear picture of your experience and skills. It’s still important to have a few endorsements within your profile.
You don’t care
What is worse than not having a LinkedIn Profile? Having a LinkedIn Profile with nothing on it. We use LinkedIn to understand your work experience, and skill set. When candidates just put their work history and past positions on LinkedIn with nothing else, it is hard to tell if they have the skills employers are looking for. The more you have on your profile the more you show that you care about your career progression and the more we have to work off of. A complete professional profile is a reflection of you and your passion for your job and skills. It’s a reflection of how much you care about yourself and how others see you. If we come across a profile that has been given no attention and has few network connections, we won’t bother to reach out to you. That’s how important it is to work on your profile and keep it updated and maintained. It’s the difference between being wooed and being ignored by recruiters.
LinkedIn is the first impression that recruiters and employers have of you. For candidates looking for a new job, LinkedIn should be a top priority for you to perfect. Not sure if you LinkedIn Profile shows your experience as well as you would like? Contact us DCAProsearch and we will work with you to make sure it meets and exceeds industry standards.
Hiring managers you know the feeling. You have gone and interviewed dozens of people for the position and now you have narrowed it down to the final three. Any of them would excel in the position, but how do you know which one of them fits perfectly with your company culture? Here are some questions you can ask to find which candidate best fits your company culture.
1.Does the candidate bring something that you do not already have?
Diversity is more than incorporating multi-culturalism to your teams. A strong team consists of different types of people, but also different ways of thinking. Diversity of thought is one of the most essential assets to your company, and we screen our candidates to give you someone unique to your needs plus more. When interviewing, look for the quality or skill that you do not already have. Not only will this allow your team to do more, but it will reveal paths that you never even knew existed before.
2.Is the candidate wearing their interview mask or true face?
Don’t want cookie cutter candidates? Then don’t ask cookie cutter questions. Any serious candidate will be prepared for the average behavioral questions. In addition to the usual interview questions, ask questions to understand how your candidates think.
“It’s Saturday and you’re in your favorite place. What are you doing?”
“You find a pot of gold, how are you using your new found wealth?”
Questions like these allow you to get to know the candidate for more than a tailored STAR method answer. The answer will tell you so much about a person: how they think when faced with such a big question, how they express themselves, and what they care about (or what they think you’ll care about, potentially).
3.How does the candidate apply their skills in everyday setting?
Furthermore, if your position requires certain skills, use the interview to make sure the candidates actively apply the skills you need. If you need someone with strong people skills, ask them to give you the name of the secretary who greeted them at the front desk. If you need a new art director, ask them to readjust the lamps in the room to give you the best lighting for a perfect selfie. The interview is yours, make it fun and tailor it to what you need to know.
4.Will you and the candidate be happy together?
Sure, we may have clicked really well with the candidate, but will you? You want to be certain your company offers the kind of environment and culture your candidate needs to succeed. Ask them straight out about the type of culture and management style that works better for them to be happy and productive in their job. Evaluate if this aligns with what you have in place. You could find a candidate with exceptional qualifications and experience, but if you’re uncomfortable with their personality, communication style or values, they may not be the right fit despite their superior skillset. The cultural fit extends to life and work values, as well. People tend to be happiest working with others who share their basic values and goals.
Every company is unique, and each approach to assessing a candidate’s fit should be tailored to the position you are hiring for. Interviewing is never a one size fits all. Learn more about our recruitment process , or contact us for more information on how we can help you find that match.