The Ultimate LinkedIn Guide, Part 1: How to Optimize Your Profile

This article is the first part of a three-part series that will guide you through LinkedIn.

In today’s article, we’ll look at how to optimize every section of your profile. Next week, we’ll discuss connecting with LinkedIn members. In the third and final part, we’ll examine ways to engage with your network connections.

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Consider this article a checklist that can help you stay on track when crafting a great LinkedIn profile. This article contains all the same checklist items I use when guiding my own clients through the process.

Brand or Message

This is more important than many people realize. If you don’t create your profile with a clear brand or message in mind, you’ll have an unfocused profile. Consider the following sections components of your branding strategy.

Optimizing Your Profile

Although keywords are not enough to raise your profile to the top of a recruiter’s search results, they are still important. Keep in mind that some areas of your profile are weighed more heavily than others when it comes to keywords — specifically, your headline and job titles.

Major Profile Sections

As we go through each section below, check off the ones you feel are strong. If you can’t check off some of the sections, read about how to make them stronger.

1. Background Image

Your background image is your first chance to brand yourself on your profile. It is important to use a photo that is relevant to your work or what you enjoy doing. Your image should be sized at 1,584 by 396 pixels for the best results.

2. Profile Photo

If you think a photo is unnecessary, you are sadly mistaken. A profile sans photo gives the impression you can’t be trusted. In addition, people won’t recognize and remember you. LinkedIn says profiles with photos are 21 times more likely to be viewed than those without.

Your photo is a huge part of your brand. You don’t have to necessarily dress to the nines for it. Just look professional and presentable.

3. Headline

Perhaps the most critical component of your branding, your headline tells readers your title and areas of expertise. Don’t scrimp on this one — it carries a lot of weight when optimizing your profile. You have 120 characters to use — make them count.

4. Hyperlinked Information

Fairly new on the scene, this is a welcome change. (See boxed section of photo below.) When they click on the information in this box, readers are brought to your place of employment, education, contact info, and/or your connections.

Hyperlink area

5. Summary

Much has been written about LinkedIn summaries, so I’m going to spare you the verbiage and simply say your summary must tell your story. It needs to articulate your passion for what you do, how well you do it, and a call to action (how you can be reached). You have 2,000 characters, so I would use them all.

6. Dashboard

The dashboard area contains a lot of handy information: views of your profile, views of your latest post, and the number of searches you’ve appeared in. In addition, you can ask for career advice, turn on “career interests,” and check out the salary range for your position.

dashboard2

7. Articles and Activities

This area below your dashboard is visible to everyone who visits your profile. Visitors will see how many articles you’ve written and the number of posts you’ve shared. When I see very little info in the activities section, that means you haven’t made an effort to engage with your network. (More on this in the third part of this series.)

8. Experience

Too often, people skimp on the details in their experience section. This is particularly the case with C-level job seekers. You don’t need to include everything, but your major accomplishments are required. Note: Your job titles carry significant weight in terms of keywords.

9. Education

Don’t be afraid to add a little more character here than you would on your resume. Were you a D1 athlete? Mention that under “Activities and Societies.” Did you complete your degree while working full-time? Mention that in the “Description” area.

10. Volunteer

Don’t neglect this area. Employers appreciate people who give to their communities. This is also a section where you can showcase your personality. Your volunteerism doesn’t have to be job-related. If it is, list it in your experience section.

11. Skills and Endorsements

You can list a total of 50 skills, and others can endorse you for those skills. Take advantage of this section, as recruiters pay attention to the number and types of skills you have. When you apply for a job through LinkedIn’s “Easy Apply” feature, the number of skills you have for the job are counted.

New Skills and Recommendations Section

12. Recommendations

Once considered one of the top features, recommendations have been relegated to the basement of your profile. Should you continue to ask for and write recommendations in light of this change? In my opinion, yes. Recruiters will continue to read them.

13. Accomplishments

One of the major blunders LinkedIn has committed is anchoring this section in the basement of the profile. I say this because important information lies within, including lists of projects, organizations, publications, and patents.

14. Interests

This section shows visitors your interests in influencers, companies, groups, and schools. Recruiters might glean some information about you, based on the groups you’ve joined and the companies and schools you follow.

Profile Extras

15. Rich Media Areas

Rich media areas reside in your summary (shown below), experience, and education sections. Here, you can post videos, audio files, documents, and PowerPoint presentations. See this as your online portfolio.

Media Area

16. LinkedIn Publishing

LinkedIn gives you the opportunity to blog on topics of interest and share the posts with your connections. If you’re consistent in blogging, you’ll develop a following. Promoting your blog is entirely up to you. In the past, whenever you published, your connections would receive notification of your posts. Not so anymore.

17. Video

Video is becoming more important to standing out on social media. A good video must contain content that is relevant to your network. Small technical things like smiling, proper lighting and sound, and a steady camera are important. This video from Steph Cartwright is a good example of what your videos should look like, if you choose to make any.


If you are diligent about completing the sections of your profile covered here, you will be a third of the way toward a great LinkedIn campaign. Keep an eye out for part two of the Ultimate LinkedIn Guide, coming next week!

This post originally appeared on recruiter.com.

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2 areas where self-promotion is important for introverts

As my wife and I were driving our daughter home from a summer camp in Maine, where she was employed as a counselor, my daughter brought up a topic that is familiar with those who prefer introversion. The topic was self-promotion, which many introverts struggle with.

work

She began be telling us that she worked harder than some of the counselors, but didn’t get recognized for it. In fact, those very counselors who weren’t as effective were given praise in moments when she should have. I asked her why, and she told me that they were constantly in the ear of the supervisors, being their friend and talking about the great things they did.

I couldn’t resist the temptation to put on my Myers-Briggs Type Indicator hat and give her some advice. I told her that in the future she’ll need to promote herself better. That self-promotion comes harder to introverts because they’re not as outspoken about it.

It’s not that introverts don’t want to be recognized, it’s just that they find it awkward doing what my daughter had described about the other counselors who were getting the recognition. I emphasized to my daughter that she has to be more proactive about promoting herself in the two most important areas in her life, the job search and then work.

So how can she and other introverts promote themselves in important areas of their lives?

Job search

Writing is something with which introverts are comfortable. It allows them to process their thoughts and speak (through writing) intelligently. Therefore, their written communications will in all likelihood outshine extraverts, who are more prone to talking. Introverts are stronger when it comes to writing resumes, cover letters, and their LinkedIn profiles.

Although introverts are not as comfortable with networking as extraverts, they possess the strength of listening and asking relevant questions. Introverts also prefer smaller groups, so a buddy group might be more to their liking. When it comes to conversation, introverts would rather talk in depth than have longer more shallow conversations. It’s not that extraverts are better networkers; they don’t get overwhelmed by people as much as introverts do.

In interviews introverts tend not to be as animated and spontaneous as their counterpart. They don’t display the bravado extraverts do. However, what they lack in display of enthusiasm, they bring more preparation to the table. I recently conducted a mock interview with a client who rates 20 out of 21 points as an introvert. She defied everything I’ve just written. She came across as confident, at sometimes animated, smiled and laughed on key. Through her answers I got the sense she had researched the company and position and, as a result, was well prepared. This can be a strength of introverts.

At work

As I state in my story about my daughter, introverts need to be more “friendly” with their direct supervisors. I’m not suggesting they appear in their supervisor’s office three times a day. It’s only natural for supervisors and managers to feel well liked, so visiting them or catching them in the hallway just to talk is a good thing. The frequent encounter is not kissing up to the supervisor; it’s building and nurturing a relationship.

As mentioned earlier, introverts’ strengths lie mostly in writing. In my opinion if extraverts are going to promote themselves through oral communications, why shouldn’t introverts promote themselves through written communications. I’m speaking of email. When I accomplish something at work, I send an email about my accomplishment to my manager. Sometimes I’ll cc the director of the organization.

If introverts take this approach, they must be sure to include anyone who helped them with a project, solved a problem, provided excellent customer service. In other words, not come across as self-serving.

The direct approach is sometimes best. Introverts must also be willing to knock on their manager’s door and talk about the accomplishment they’ve achieved. They shouldn’t come across as boastful, but they should show pride in their accomplishment.

The other day I went to my manager and told her I needed more clients to counsel (showing initiative). Before she could ask why, I told her that many of my clients were landing jobs. This made me feel somewhat awkward, but I knew it was a time when I had to point out my accomplishments…in a “by-the-way manner.” It was well taken by my manager.

One bit of advice I have for introverts, as well as exraverts, is not to use meetings as a way to blatantly tout their successes. If the timing is right, introverts should mention their accomplishments, while also acknowledging a team effort. Anyone who talks in “I” terms only comes across as self-centered. Eyes will start to roll when this happens.


Perhaps it’s the awkwardness of self-promotion that prevents introverts from getting promoted more often than extraverts. Introverts make excellent workers, as my daughter illustrates; but they don’t get the recognition, again as my daughter illustrates. I hope in the future she learns how to be more forthcoming with her accomplishments.

Photo: recruiter.com

 

Should Candidates Send a LinkedIn Invite after the First Interview?

A client of mine recently asked if she should send an invitation to a recruiter to join her LinkedIn network. After the first interview. I thought for a moment and said, “Why don’t you wait until the process is complete. If you get the job, send an invite. If you don’t get the job, still send an invite.”

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To confirm the advice I gave my client was sound, I thought of asking recruiters what they thought. So I turned to the Facebook group, Recruiters Online. What I expected was a firm “nay” on candidates sending a LinkedIn invite after the first interview.

What I got was the exact opposite. In fact approximately 98% of the recruiters were in favor of candidates sending them a LinkedIn invite after the first interview. One recruiter wrote, “What’s the problem?” As if saying, “This is a dumb question.” Dumb as it may be, I was a bit taken aback.

These recruiters reminded me that what’s important in any situation is building one’s LinkedIn network. Here are just a few of the answers I received from approximately 70 recruiters who weighed in.

Kendra Saddler,I usually sign off a promising screening call with, ‘Hey good talk, whatever happens, let’s keep in touch, I’d be honored to accept your Linked invitation.”

Michele Vincent, “If I was interviewing candidates other than skilled trades workers, I would expect [a candidate sending me an invite] and appreciate this — especially if I was interviewing for a marketing or sales position.”

Wendy Donohue Mazurk, “Obviously [I appreciate an invite] as I am interested in them or we wouldn’t be speaking. I also would send them one. Isn’t that the point of LinkedIn?”

Glenn Gutmacher, “If I’m interested in a candidate and we’ve gotten to the interview stage, that candidate wants as much insight as possible into 1) my company (e.g., see which relevant hiring managers I know) and 2) in case it doesn’t work out, [I can refer them to] outside companies who may have similar roles.

“Conversely, I’m appreciative because that candidate’s network should be chock-full of relevant talent for similar roles, and I’ll get a lot more potential candidates by perusing their network.”

Scott Axel, “Yes, and I find it professional and a good sign to indicate actual interest in the role.”

Nick Livingston,I consider it the modern ‘Thank you, our conversation was worth the time and regardless of what transpires in the short term, you’re someone worth keeping in touch with’.”

Julie Lynn, “I definitely connect with people that are interviewing with my clients whether or not they get the job.”

A Leigh Johnson, “They can invite but I probably won’t accept it until our business concludes, positive or negative.”
Jennifer Sherrard,I would expect it if I haven’t already connected with them.”

Steve LowiszAccepting a LinkedIn invite from a candidate you interview shows you are actually interested in people and not just going through the motions. If the candidate gives you the time to interview the least you can do is show some level of gratitude and accept their invitation—even if the are not the right fit. It’s a small world and people know other people.”


These are just some of the comments I received from my innocuous question, so I thought. Some of the respondents were polite in their answers, while others considered the question “crazy,” as one person wrote.

From now on when my clients ask me if they should send a LinkedIn invite to a recruiter after the first interview, I’ll confidently tell them that more than 70 recruiters I polled said to do it. What more proof do I need?

Photo: recruiter.com

 

 

5 reasons why LinkedIn Recommendations should get more respect

In my house the basement is designated for the stuff we barely use or bicycles that my kids ride in warm weather. It’s not the type of basement that is a furnished “man cave.” I give it no thought until the furnace or water heater need repair, or I have to retrieve the lawnmower to cut the grass.

basement

So when I consider the LinkedIn profile and how you can no longer move certain sections around at will, I think about one important section that is, as I tell my LinkedIn workshop attendees, buried in the basement like my furnace and water heater.

LinkedIn has made a statement. Like my forgotten stuff and rarely used bicycles, recommendations have lost the value they once had. We encourage business people and job seekers to ask for recommendations, but given that they’ve are shunned by LinkedIn, why should we talk about them as if they’re a valuable piece of the profile?

What we talk about now are endorsements. But recommendations, to many, are more substantive than endorsements; they mean more.  (Read about my love/hate relationship with endorsements here.)

Do you remember when recommendations were required to meet 100% completion or All Star status? No longer is that the case. That’s right, you must have at least five endorsements on your way to stardom.

Below are five reasons why recommendations should get more respect.

1. Once considered one of the most important sections of the profile. Recommendations were once the rave of the LinkedIn profile; some considered them the profile’s best feature. Recruiters only had to read them to see your excellence. They could make a quick decision on whether to contact you or not.

But recommendations are more difficult to write than endorsements are to give. So eventually we’ve seen the number of recommendations decrease in favor of the all popular endorsements, which promote engagement and…laziness.

2. Say more about the recipient. This argument is so old that I’m tired of saying it, but I will. A recommendation is a testament, in the words of others, of your excellence. And we know the words of others say more about you than what you say about yourself. If written with thoughtfulness, a recommendation can be gold.

A three-year-old article (to this day) from FastCompany,  Is this part of you LinkedIn profile hurting your job search?, describes the virtues of recommendations. But it also warns against accepting recommendations that are fluffy.

3. Say something about the writer. People who supervised you are demonstrating their authority and the values they hold in an employee. When asked to write a recommendation for you without any guidance, they are going to think about what makes you a great employee. If they value teamwork, communication skills, expertise, problem solving; these values will show in their writing.

I always advise my clients to take care when they write recommendations for others. In other words, produce well-written recommendations. The reason is obvious; visitors are going to make judgments on your content, as well as how you write.

4. They are testimonials for business owners. When LinkedIn delegated recommendations to the basement, I heard a collective grown from business owners who relied not on their supervisors’ praise, but on the most important people, their customers. The reason for their disappointment was obvious; recommendations were great advertisement; they were testimonies of the greatness of their work.

One self-employed résumé writer had approximately 70 recommendations which he proudly displayed after his Summary section. In fact, he made a point of mentioning his recommendations in the Summary. He knew the importance of recommendations to his business. But one day poof they went, landing in the basement.

5. Can be used as excerpts for quotes on your résumé. Many of my clients have used excerpts from their LinkedIn recommendations as such. And it makes sense. If you are in an industry where quotes are acceptable as résumé fodder, go for it. The proof is there; the recommendations are on your profile.


Recommendations are valued by recruiters, so why are they designated to the basement? What can those of us do about the disrespect LinkedIn has shown recommendations?

We can write occasional updates expressing our concern or outrage. We can begin discussions in “official” LinkedIn groups. Finally, we can write long posts like this one, hoping that others will feel the outrage that I feel.

Photo: Flickr, Wm

 

5 reasons why you shouldn’t ignore your LinkedIn profile Experience section

So your LinkedIn profile Summary is personalized with first-person point of view and shows accomplishments to pack a powerful punch. You tell a story that includes who you are, why you do what you do, and how well you do it. Your Summary kicks ass.

linkedin-alone

Having a stunning Summary is great, but when your Experience section consists only of bare essentials, such as your titles, company names, and years of employment; your LinkedIn profile lacks the punch that propels you to the top of the list. It is incomplete

Many Recruiters see your Experience section as the most important part of your profile. They’re looking for your years of experience, the companies for which you worked, and accomplishments with quantified results. In addition, you must include keywords for search engine optimization (SEO).

So here are five reasons why you shouldn’t ignore your LinkedIn Experience section.

1. Start utilizing SEO by expanding your title. Did you know that the titles of your positions are weighed heavily in terms of keywords? This is a simple fix. Instead of simply listing your title and where you work, e.g., CEO at ABC Company; add some of your areas of expertise.

Better, CEO at ABC Company ~ New Business Development | Global Strategic Relationships | Marketing and Sales

If you are currently looking for work and have decided to list an end date for your previous position, simply leave out the company name.

Note: you are limited to 100 words.

2. Your experience section needs to tell a better story. A quick fix of copying the content of your résumé to your profile is the first step in building your Experience section; however, you’re not done yet. You still have to modify your profile to make it more personal, a networking document. This means your point of view should be first person and, of course, include quantified results.

Take, for example, an accomplishment statement from a résumé: Volunteered to training  5 office staff on new database software. All team members were more productive, increasing the team’s output by 75%.

Better: I extended my training expertise by volunteering to train 5 office staff on our new database software. All members of the team were more productive as a result of my patient training style, increasing the team’s output by 75%.

3. Your position doesn’t tell it all.  You’re a director, CEO, or CFO, so you think that says it all. Wrong! Executive Résumé Writer, Laura Smith-Proulx believes the more relevant information, the better; particularly when you’re trying to differentiate yourself from other executives. She writes:

The key to a strategic message in your CFO résumé is to do MORE with the details – taking the hard facts of budgets managed, teams directed, or cost savings achieved to fold in personal brand messages.

At the very least, your leadership as a director of an organization plays an essential role in its success. What is the scope of your authority? How have you helped the organization grow? Have you contributed to the community or charities? Have you turned around failing companies and made them more profitable? Remember, you’re representing the organization. Or perhaps you’re passively looking for another job.

4. The power of LinkedIn is greater than you think. LinkedIn’s search engine is extremely powerful. If you have the proper, and numerous, skills (keywords), your chances of being found by recruiters are great. Don’t forget to emphasize the quantified accomplishments!

Businesses are looking to connect or employ people with expertise; and although you have what they need, without the skills listed your message isn’t crystal clear.

A recruiter would like to read how you developed a fund-raising process that resulted in hundreds of thousands of dollars, but your Experience section is nothing more than company names, titles, and years of employment. Lost opportunity.

Suppose you find yourself out of a job and suddenly need to connect with others who can help you in a big way. Rushing to create an Experience section that warrants the assistance you need is a bit late and will lengthen your job search.

5. Finally, more isn’t always better. There are two ways you can look at your position descriptions; you can stick with the accomplishments, or you can mimic your résumé. I’m in the opinion that your accomplishments alone would impress recruiters more than all your duties and a few accomplishments.

You’re probably proud of those duties and don’t want to let them go. Here’s the thing, accomplishments speak much louder than duties. Unless you can turn those duties into accomplishments with quantified results (or perhaps qualify them), I suggest you ditch them.


These are five reasons why you require an Experience section that is strong and worthy of your greatness. Your Summary is a great start; now you need to follow it with an Experience section to support it.

Use “See Alumni” to connect with your alumni with 3 steps

Every year, I have the honor of critiquing my fellow alumni’s LinkedIn profiles. The event takes place on the 32nd floor of a building that overlooks Boston, where the alumni and current students of my alma mater come dressed to the nines and ready to get their profiles critiqued.

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One thing that immediately grabs my attention is the size of a person’s LinkedIn network. In many cases, the number is quite low. When I ask the participants why, most say it’s because they have just started using LinkedIn. They ask with whom they should connect and how.

In a previous post, I explained the who and the how of connecting on LinkedIn, in which I stated your fellow alumni were at the top of the pyramid of connections — meaning this was the lowest tier of potential connections. But for current students or recent grads, the alumni network can actually be the key to building a successful network on LinkedIn.

To help you connect with other alumni from your school, LinkedIn has a neat feature called “See Alumni” (formerly “Find Alumni”) which is located on your alma mater’s page.

Here is the process of getting to this feature when you need it:

  1. Type your school’s name into LinkedIn’s search field.
  2. Select your school.
  3. Click “See Alumni.”

1. Using the ‘See Alumni’ Feature

Assuming you haven’t made any connections with alumni from your school, you’ll want to change that right away. Your fellow alumni are probably currently employed, and they may know of opportunities — or at least people with whom you can connect. Don’t ignore older alumni who may have attended your alma mater before you!

When you first use the “See Alumni” feature, you’ll land on a page that looks like this:

See Alumni 1

Click “Next” on the right-hand side of the page to go to a screen that looks like this:

See Alumni 2

Now, look at the section titled “How you are connected” on the right-hand side of the screen. You will most likely see that you have few, if any, first-degree connections. That’s alright — we’re going to focus on your second-degree connections.

Select your second degrees by clicking on the appropriate bar. The screen will shift to only show you information about your second-degree connections.

You can narrow down the results even further by using the other categories — “What they are skilled at,” “What they studied,” “Where they work,” etc. (See above screenshots.) For example, I have 7,774 alumni in my second-degree connections, but I can narrow my results down to a much more manageable five people if I set each category to the following:

– What they are skilled at: Social media
– What they studied: Marketing
– What they do: Media and communications
– Where they work: Boston Ballet
– Where they live: Greater Boston Area

2. Connecting With Fellow Alumni

One of the advantages you have when connecting with fellow alumni is the common bond you share through going to the same school. You’ll want to mention this when you personalize your invitation.

Under no circumstances should you send the default LinkedIn invite; that’s plain laziness. Instead, you should write the kind of personalized, professional note LinkedIn members expect from each other. To write a truly personalized note, be sure to read through a person’s profile before sending off your invitation!

Here’s an example invitation:

Dear Mr. Schmidt,

As you’re an alumnus at the University of Virginia and are in the field of marketing communications, I’d like to take this time to reach out and invite you to my network. Feel free to contact me if I can be of any assistance.

3. Completing the Process

Your new invite accepts your personalized invitation because both of you share an interest in social media and, most importantly, are alumni of the same school.

Where many people fall down in the process is not following through. In your message, you offered assistance, so stay true to your word by contacting Mr. Schmidt via email when he accepts your invite.

Prepare a list of questions you’d like to ask Mr. Schmidt regarding the line of work he does. Make them intelligent questions — don’t waste his time. Ask him if he might know of anyone with whom you could also speak.


As I explain to the alumni and current students of my alma mater, the process of building relationships can be a long one, but developing long-lasting relationships is the key to their future success. Your fellow alumni can definitely be a secret weapon for networking on LinkedIn, so be sure to utilize the “See Alumni” feature!

This post originally appeared on recruiter.com

Photo: recruiter.com

3 ways job seekers can get found on LinkedIn

I’m often asked by my clients how they can be found by recruiters on LinkedIn. That’s a great question, and contrary to what my job seekers think, optimizing your profile with keywords is not enough. Sure, having a profile that contains the proper keywords is important, but being found by recruiters takes more commitment than that.

Found

What we’re talking about is your ranking on LinkedIn — that is, how high up you appear in search results when recruiters look for people like you. The higher you rank, the more likely it is that recruiters will contact you.

The recruiters with whom I have spoken about this say they rarely look beyond the fourth page of results. At 10 profiles per page, that means recruiters will only look at the first 40 profiles. If you’re below No. 40, you’re probably not getting a call.

So, how do you improve your rank? There are three factors at play.

1. Keywords matter, but they’re not everything

You do need to include the right keywords throughout your profile, but according to LinkedIn, balance of keywords matters more than abundance. In other words: Don’t stuff your profile with repeated words, as this is considered spamming.

According to LinkedIn itself:

More keywords aren’t always better. Our advice would be to avoid overfilling your profile with keywords and only include the keywords that best reflect your expertise and experience. If you integrate an extended list of keywords into your profile, it’s likely that your profile will be filtered out by our spam detection algorithms, which will negatively impact your appearance in search results.

Where do keywords matter most? Every keyword is important throughout your profile, but the areas weighed heavier than others are the Headline and titles of your positions in the Experience section.

So, yes, keywords are important, but take LinkedIn’s advice and don’t overdo it.

2. Maintain an extensive network…with the proper people

You are deemed more relevant to a search — and thus ranked higher in the results — if you are connected to the searcher. Here’s how LinkedIn explains it:

The more connections you have, the more likely you will have a connection to the searcher. Closer connections, such as a 2nd-degree connection compared to a 3rd-degree connection, improve the likelihood your profile may appear in searches.

The more people you have in your LinkedIn network, the more connections you have. The more connections you have, the more likely it is that you will have some connection to a searcher who is looking for someone like you. Keep in mind we’re talking about connecting with the proper people — people who will actually be meaningful members of your network. You don’t have to accept every invite you receive just to build a network.

You can see how many searches you’ve recently appeared in by visiting your profile’s dashboard. When you click on the number, you’ll see where the searchers work, which occupations they hold, and the keywords they searched. This last bit of information can be valuable, as you’ll get a sense of whether you’re using the proper keywords to brand yourself.

dashboard2

It’s also important to note the number of people who visit your profile, as this will give you an idea of your LinkedIn presence. You can find this number on your homepage under your headshot, as well as in your profile’s dashboard.

3. Engage with your connections

LinkedIn is a professional networking site. As such, LinkedIn wants you to network with like-minded people. A safe number of interactions on LinkedIn is twice a day, four times a week. I suggest to my LinkedIn workshop attendees that they engage with their connections daily. (I break my own rule.)

Participate in discussions, create your own discussions, share articles, write articles, ask questions, and provide tips about your industry. The most obvious way to engage with your connections is by writing direct messages. You can include as many as 50 people in a group message; although one-on-one messages are more intimate.

Read: 6 ways to be engaged on LinkedIn, not just active.

This aspect of your LinkedIn campaign is often overlooked. Many people believe that “set it and forget it” is the approach to take — that a great profile alone will draw people to them. Or to amass a ton of connections will do the trick. Both are important, but more engagement on LinkedIn is also essential to improving your search results.


In the end, note that LinkedIn’s algorithm for search appearances isn’t an exact science. LinkedIn writes:

Unlike standard search engines, we generate relevance uniquely for each member. The order of a search result is determined in part by the profile, activity [engagement], and connections of the person who is searching.

If you want to be found on LinkedIn, you must create a complete profile containing the proper keywords, develop a strong network to engage with, and stay active on the platform. If you do this, you’ll appear higher when recruiters search for someone with your experience and talents.

This post originally appeared on recruiter.com.