Category Archives: Career Search

Three reasons why the Bait and Switch is downright evil

Have you, as a job seeker, experienced the bait and switch? Have you been called by a recruiter, invited in for an interview, only to find out that the “marketing” role was to sell Ginsu Knives?

evil person

I recall the Skype session I had with a woman like it was yesterday. I also recall how angry I was because it was your typical bait and switch. The woman, who I’ll call Joan, told me she had some referrals for me. I, not knowing better, believed her and was waiting with anticipation for the our Skype session to begin.

We arranged a time to talk. She sent me an email to put our “date” on my Google calendar. I told my wife I couldn’t pick up the kids at school. Would she mind leaving work early to get them? Yes, she reluctantly agreed.

The session began with small talk. Joan asked me what I do for work, even wanted to hear my personal commercial. Her inquiries were making this conversation sound legit. Why would she refer someone to me if I didn’t know what I do?

There were plenty of people who needed help with their resumes and LinkedIn profiles. Joan was overloaded with work and needed to know who to send to me; she would handle her core customers. Things were sounding good.

Would there be a referral fee, I asked. No, she said. There were other ways I could help her….

That’s when the conversation started to take a turn. At that point Joan told me to type in a website. What I saw in front of me was a website displaying hygienic products for men and women. My confusion lasted but a second, before I realized what was happening.

The bait and switch.

I gave Joan way too much time to explain the products to me before I told her that I was sorry; I was not interested in what she was selling, what she wanted me to sell.

She asked me why. There was sooo much money to make, and all from the comfort of my own home. She could teach me. The marketing material is included, she ended.

No, sorry.

How much time had I wasted? Twenty minutes. I inconvenienced my wife, who had to leave work early to pick up the kids. I felt like I’d been had. To say I felt violated would be too strong. I’m sure, though, that many people have felt violated by the bait and switch.

Some of my clients have told me they’ve been contacted by recruiters who have asked them cursory questions until grilling them about some of their LinkedIn connections. The recruiters raised their hopes; all along they knew my clients were not a fit. The recruiters were only after my clients’ connections

The bait and switch is evil

1. It’s dishonest. Ye who does the bait and switch must know there’s something inherently dishonest in promising one thing and deliver another. One thing I can honestly say is that I don’t go back on my promises to my kids. I believe in honesty.

Honesty is an important trait in an individual. Many employers seek honest employees, people they can trust to carry out the work required of them. When employees are dishonest, their bosses lose trust in them. They lose trust in everyone.

2. It hurts the violator’s reputation. I will never conduct business with John again. In fact, I’ve dropped her from my network. The taste she left in my mouth was so bitter that I can’t ever see interacting with her.

If anyone goes out of their way to ask about Joan, what choice do I have but tell the truth? None. I can only tell whomever asks to run for the hills. This woman’s reputation is definitely tarnished.

3. It gives sales a bad name. You don’t have to be a sales person to sell. We’re all salespeople because we all persuade. But once you persuade someone to listen to what you have to say and deliver another product, you give the art of selling a bad name.

Be honest. In your email, direct LinkedIn message, in an interview, or on the phone. Ask the person, in my case, “I have a pyramid scheme I’d like you to participate in. Are you interested?” This message is direct and doesn’t reek of a stereotypical used car salesman.

Recently I was shopping for cars for my daughter. We saw a Volks Wagon Jetta listed on Car Fax being sold at a car dealership 20 minutes from our home. My daughter was very excited. I called the dealership and specifically asked if the car was available. The woman who answered the phone told me it was.

You guessed it. When my expectant daughter and I arrived, the sales manager met us on the lot with, “To make a long story short, the car is at a different location. But there are similar cars on our lot.”

I responded with, “To make this short, we’re leaving.” My daughter didn’t understand my abruptness and why I was mean to the sales manager. She said, “That’s so rude.” I told her that we just got baited and switched.

“Baited and Switched? What does that mean?” she asked.

“It means someone tells you one thing and does another. Just like what happened now. It’s evil.”

“It sucks,” she said.

“Yes it does. Yes it does.”

Have you been the victim of a bait and switch? I’d love to hear your story.

Photo: Flickr, Rob DePaolo

3 reasons why the LinkedIn Summary is key for career changers

I often come across job seekers who need a career change. They’ve had enough with their former career and want something more rewarding. I should know the feeling, as I have changed my career three times.

LinkedIn Flag

The LinkedIn profile is designed much like a chronological résumé, and there’s nothing you can do about it. The order goes: Summary, Experience, and Education. The more extraneous sections follow.

The Experience section is typically the most important one of the big three. The Summary is also important, but LinkedIn’s recent move to truncate it, as well as remove its header, leads one to believe that LinkedIn has demoted it. Wouldn’t you agree?

1. Career changers, listen up!

If you’re changing your career, your friend is not the Experience section. Rather, your friend is the Summary section, which is now truncated in the Snapshot area. It’s in the Summary where you will express your value to potential employers, not the Experience section.


This said, it’s important that the first two lines of your Summary (outlined above) entice viewers to read the rest of it. If or when LinkedIn returns to the complete Summary, this may not be as important.

2. Career changers can’t rely on the Experience section alone

Your Experience section will consist of responsibilities and accomplishments that don’t necessarily match those of your new career. You need to showcase the skills and experience that will make your transition almost seamlessly.

A typical chronological format wouldn’t work with your résumé, so why would it work with your LinkedIn profile? Presenting a chronological document would require the employer to search for your relevant skills, like a needle in a haystack.

Therefore your message needs to be delivered before the Experience section, and it needs to be delivered clearly.

3. This is where the Summary comes to the rescue

How do you show your value on LinkedIn? The answer is quite simple; you showcase your value in the Summary section, and you focus mostly on the accomplishment statements that highlight relevant transferable skills.

Take this career-changer scenario: you’ve been a public relations manager in technology for seven years but want to change to a program coordinator in the nonprofit.

The ability to make this change might seem like a leap to some, but with strong transferable skills, e.g., program coordination, communications, leadership, and outreach, you have a great chance of making this happen.

Using this career-change scenario, your Summary will include an introduction, three or more paragraphs describing your strong transferable skills, and a conclusion stating your career goals.

Intro (with strong opening statement)


I develop programs that consistently increase participation by 80%. My enthusiasm for working with colleagues to produce results for the organization is evident by my willingness to collaborate on multiple projects. 

Learn how I’ve demonstrated skills in program coordination, communications, leadership, and outreach.

Value-added body (strong transferable skills in all CAPS)


I’ve demonstrated strong program coordination, as demonstrated by supervising events and services, including work allocation, training, and problem resolution. Further, I’ve Increased sales leads 150% from Q1 to Q4, 2016, by creating a community outreach event.


My president trusted my writing abilities to the point where she stopped proofing the ghost articles I wrote. As well, I wrote press releases and spoke at trade shows with no supervision. Currently I write a blog addressing marketing strategies.


Within two months of becoming the MARCOM writer, I was promoted to public relations manager, where I oversaw a staff of five. I also communicated directly with the director of sales in weekly meetings. I was acknowledged by the VP of marketing as a “natural born leader.”


Read what the VP of Sales at XYZ, Inc: “Tom has opened new territories that have resulted in increased sales. He is extremely adept at creating relationships with important partners, VARs, OEMs, the Media, and most importantly our customers.” Jack Jones

Conclude with career goals


With strong transferable skills to bring to your organization, I am excited to contribute as a versatile program coordinator. I have proven experience in program coordination, communications (both written and oral), leadership, and outreach. I can be reached at (email) and (telephone number).

As a career-changer, the Summary is the most important section of your profile. Simply writing a brief Summary and relying on your Experience section will make it more difficult to help employers understand how your previous experience can be transferable to your new career.

There are 5 LinkedIn contributors; which one are you?

Spending as much time on LinkedIn as I do, I notice how often my network contributes. Some are consistent and strike an even balance, others do not. In this post, I’m going to address the five types of Linked contributors.

Man on phone 2

I’ve always asserted that there are three components of your LinkedIn success:

Creating a profile;

connecting with LI members; and

engaging with your connections.

It’s the third component that can be as important as the other two. By engaging with your connections, it keeps you top of mind. I use the familiar cliche when I explain the importance of engagement by saying, “Out of sight, out of mind.”

The five types of LinkedIn contributors

1. The non-contributor. Some of you might relate to this. You were an accountant until recently laid off. While you were working, one of your colleagues—maybe your colleague—said, “Hey, you should join LinkedIn. I hear it’s important to be on it.”

So you joined, not quite sure why, and let your profile sit. You accumulated 10 connections, because these were the 10 people you knew at work. You would get invitations, which sat in your My Network queue.

Now that you’re looking for work, you have no activity to speak of. In other words you’re nonexistent. You’re not getting any hits from recruiters, have no endorsements, not getting invites, don’t know how to share an update.

There’s a lot of work ahead for you.

Read why LinkedIn might not be for you.

2. Enough to be dangerous. If this is you, I want to say it’s almost worse than not contributing. You’re trying to do what you’ve been told by someone who was kind enough to give you advice. Perhaps your heart just isn’t into it.

Your profile is strong. There’s no problem here. In fact, you hired someone to write it for you. You were pumped when it was done. The person who wrote your profile mentioned numerous times that you have to 1) connect with ten quality connections a week and 2) engage with them.

The problem is that you are forgetting the last piece. You’re hoping that optimizing your profile with keywords will draw recruiters to you. However, optimizing your profile with keywords only works if you’re active and well connected.

You have potential, though.

3. Busting your ass to catch up. Someone managed to get it through your head that being a contributor on LinkedIn is crucial to being found. Your profile is strong and your network in good shape.

You’ve been contributing, which includes: sharing articles, mentioning industry trends, giving sage advice, asking questions, sharing news about your colleagues. All good stuff, but it’s gonna take awhile before your getting noticed like you want.

I see you on LinkedIn contributing like a fiend. I see you six times a day. I won’t say your engagement reeks of desperation, but…. Here’s the thing, there is such thing as contributing too much.

It will take time to establish yourself, so be patient.

4. Addicted to LinkedIn. This is a bad thing, but you can’t help yourself. The worst thing you did was install the LinkedIn app on your phone. Just like people who are constantly checking their Instagram or Facebook accounts, you’re opening your LinkedIn app.

In fact, you’re posting updates and answering questions while you’re waiting for your son to get out of school, your wife to get off the train, during family gatherings. Yes, you’re concealing your phone underneath the table.

What’s alarming is the number of times you’re sharing updates. Ten times a day is a possibility. Five times a day is a definite. As well, you’re following your connections on a daily basis. You feel you know them as if you met them in person.

I tell my LinkedIn workshop that at minimum they should be on LinkedIn four days a week. Their jaws drop. After pausing, I tell them that the optimum amount should be every day; yes, this includes Sunday. And I finish by telling them not to be like me.

Perhaps you should seek professional help.

5. Strike a nice balance. I’ve seen people who’ve disappeared for months, if not years, only to return with enthusiasm. This isn’t you. You are on LinkedIn almost every day. You share posts twice or three times a day. They are relevant to your LinkedIn community.

You’re also consistent in contributing on LinkedIn. People know when you will share updates and look forward to your posts. I envy you. Yes, I envy you because I am a member of the fifth type of contributor.

Keep doing what you’re doing.

Now that you’ve learned about the five types of LinkedIn contributors, which one are you? Are you barely on LinkedIn to the point where you shouldn’t bother or are you a LinkedIn addict like me. Or, do you strike a nice balance? I would love to hear your story, and I promise not to judge.

How could I judge?

Pre-suasion: Unity is about we and me

brianBrian Ahearn is one of my favorite writers because his message is so clear and relevant. This guest post addresses Unity, one of Cialdini’s seven principles of influence. Read Brian’s story to the end. It’s quite moving.

My father is a Marine. He served from 1962-1967, having done a couple of tours in Vietnam. You might be thinking, “No, he was a Marine,” but you’d be wrong. If you’ve ever met anyone who served in that branch they always say, “I am,” not, “I was,” because they’re Marines for life.

Something I’ve always noticed about my father is this; when he meets another Marine, particularly one who has seen combat, you’d think he was closer to them than me, his own flesh and blood. My father wrote about his Marine experience and opened with this:

“Once while with friends, I was asked the most significant thing I had ever done in my life. My answer was quick and to the point, ‘Being a Marine and leading men in combat!’ My wife Jo, whom I dearly love, looked sad. I then said, ‘Marrying you was the second best.’”

His experience is a perfect example of Robert Cialdini’s seventh principle of influence – unity. Unity, a recent addition to Cialdini’s long-standing six principles of influence, goes well beyond the principle of liking.

Liking tells us it’s easier for us to say yes to people we know and like. One way to engage liking is by referring to what you have in common with another person. Commonalities could include having the same hobbies, growing up in the same town, attending the same college, or cheering for the same sports team to name just a few.

Unity goes beyond liking because it taps into having a shared identity with another person, which is much deeper than simply having something in common. Cialdini puts it this way, “The relationships that lead people to favor another most effectively are not those that allow them to say, ‘Oh, that person is like us.’ They are ones that allow people to say, ‘Oh, that person is of us.’”

I would imagine people who attended the same college and played the same sport, even if they played at different times, feel a very strong sense of unity too. For example, in Columbus, Ohio, there’s nothing bigger than Ohio State football. If someone played ball for the Buckeyes they’re part of a lifelong brotherhood. I’m sure former players at Notre Dame, USC, Alabama and other programs feel the same way.

Other examples might include:

  • Being part of a fraternity or sorority.
  • Connecting with distant relatives.
  • Growing up in the same neighborhood.
  • Winning the same award (Grammy, Oscar, Nobel Prize).

In a sense, each of these makes you part of a certain club or class that sets you apart. When you engage another person on the level of unity it’s as if you’ve connected on liking but on steroids. It’s much more powerful because, as Cialdini writes, “We is the shared me.”

Don’t worry, you don’t need to be a jock, Marine, frat boy or award winning actor/actress to connect on unity. In Pre-suasion Cialdini sites some activities that can lead to a sense of unity and that’s what we will explore next week.

Brian Ahearn, CMCT®
Chief Influence Officer at influencePEOPLE
Brian Ahearn, CMCT®, is a sales trainer, coach and consultant whose specialty is applying persuasion and influence in sales and customer service situations. He is one of 20 individuals in the world who currently hold the CMCT designation. Brian’s blog, Influence PEOPLE, is followed by people in 200 countries and made the Online Psychology Degree Guide Top 30 Psychology Blogs in 2012.

8 reasons why brevity is important in your job search and at work

I began reading what started as a great blog post. The topic interested me, the writing was humorous and demonstrated expertise. I was settling in for a good read, but there was one major problem; this post was too long.*


When the scroll bar was only a third way down the page, I was wondering when this darn thing was going to end. So I scrolled down the rest of the way only to find out that, yes, my suspicion was correct, I was reading a novel on the topic of the résumé.

Sadly, I stopped reading this promising article.

My purpose today is not to write about the ideal length of a blog post. No, I’m writing about the importance of why brevity is important in your job search and at work.

Brevity in your written communications

1. The debate over the one- or two-page résumé has some merit. My answer to this one has always been, it depends. If you can write a one-page résumé that covers all your relevant accomplishments, do it.

Otherwise your two-page résumé has to be compelling enough for the reviewer to read. Often we’re in love with our own words, but this doesn’t mean others will, especially if what you write is superfluous.

2. Jack Dorsey, the creator of Twitter, had something going when he launched a social media application that allows users to tweet only 140 characters, including spaces. At first I was frustrated with the limitation—and I still think it’s too short—but I’ve since come to see the brilliance of this model.

The twesume was created to make the hiring process quicker. One simply wrote a 140-character tweet with their résumé attached. If the recipient was drawn to the tweet, they would open the applicant’s résumé. Sadly, the twesume didn’t take hold.

3. Thankfully LinkedIn puts limits on characters for its profile sections. For example, you’re only allowed 2,000 characters for the Summary and Employment sections, 120 for your Headline, and other character limitations.

This has caused me to think more carefully about what I write on my profile. These limits have also kept the length of prose under control for those who, like me, tend to be verbose.

4. Don’t you hate long e-mail messages? If you’re nodding in total agreement, you and I are on board with this one. The general rule is that if your e-mail to a supervisor or colleague exceeds two paragraphs, get your butt of your chair and go to his office.

A good rule of thumb is to write your brief message in the Subject Header, e.g., Meet for a marketing meeting at 2pm in the White room on Tuesday, 11/18. The body of the e-mail can contain the topics to be discussed.

Brevity in your verbal communications

5. The interview is not a time when you want to ramble on about irrelevant details. Answer the questions as concisely as possible, while still demonstrating value. If the interviewer needs to know more, he’ll ask for clarification or deliver a follow-up question.

Many people have lost the job opportunity because they talked too much. When I conduct mock interviews, I sometimes feel as though I’ll nod off and lose my concentration.

I’m not the only one who feels this way. People who’ve interviewed others will concur that long answers can be so painful that they’ll end the interview before asking the remaining questions.


6. Brevity is also important when you’re networking. People generally like to be listened to, not talked at. Allow your networking partners to explain their situation and needs, and then try to come up with solutions.

Conversely, your networking partners should want to hear about you. On occasion you’ll come across people who don’t get the listening aspect and will make your networking experience painful. Do people the favor of listening to what they have to say, and give your advice with concise answers.

7. At work you must practice brevity whenever possible. It’s said that extraverts tend to talk more than introverts, whereas introverts are better listeners. Try to be an ambiverta mixture of the two dichotomies. Apply the proper amount of listening and talking.

Keep this in mind when you’re speaking with your manager, as she is extremely busy. So state your business as clearly as possible and listen carefully to her suggestions. The same applies to meetings. Don’t dominate them by interrupting and talking on too long.

I’m brought back to the blog post I couldn’t finish which I’m sure is very good, based on the number of comments it received. It’s a shame I’ll never find out, and I wonder if those who provided comments actually read the whole post.

*Many believe the appropriate length is 750 words maximum. I’ve failed this rule by 30 words.

Photo: Flickr, jamelah e.


2 important work-life balance components in the job search

This post originally appeared in

Work-life balance in the job search? Doesn’t that only apply to employment? When I ask my clients what values they look for in their future companies, a majority of them say work-life balance. So why not apply this value to the job search?

work life balance

Recently, I posted a question to my LinkedIn tribe. The question was, “….How many hours a week should one dedicate to the job search? Do you lean more toward 40, 35, 30, 25? And why?” As I’m writing, the comments keep rolling in.

I’m sure many people reading this are wondering how one can possibly quantify the number of hours in a week they should dedicate to the job search. This is like guessing how many marbles are in a fish bowl.

I will say that you’ll be prone to burnout if you lean toward 40 hours a week of relentless job search. You need to have work-life balance for your search, as you must have for your next job. For the record, I’m leaning toward 25 hours of dedicated job search activities.

1. Looking for a Job is a Job

This is a mantra of job-search pundits. They tell their clients that to find a job is a full-time job in itself. I believe this to be true if you examine the nature of work and realize that the number of hours actually spent working is not 40.

One person who responded to my question provided this link to an article that states the actual hours of productive time at work is close to three hours. I find this hard to believe, but when you think of the time employees waste, it seems plausible.

We take breaks, extend our lunch time, use meetings to socialize, and linger longer in our colleagues’ cubes than we should. Even when we are focused we are distracted by email, text messages, a phone call from a family member, etc.

Like people who are employed and successful at what they do, job seekers are more productive when their searches are focused and planned. It’s helpful to break down the activities involved in your job search, select a few to prioritize, and stick to them.

Let’s look at some common job-search activities. I’ve listed them in order of my personal priorities:

  1. In-Person networking in your community and small groups
  2. Networking at formal events
  3. Writing approach letters to companies of interest
  4. Volunteering
  5. Online networking
  6. Contacting recruiters or staffing agencies
  7. Calling on your alumni
  8. Using job boards

Your list of priorities might differ from mine, which is fine. I see the job search as being more proactive. I advise that you choose four or maybe five of these activities, as trying to accomplish more would spread you thin.

2. But You Can’t Forget About Life

Employees who are fortunate to have work-life balance are not anchored to their desk or in the field. They have the time to see their children’s events, go to a movie and dinner, hike and walk, actually vacation on their vacations, etc. Why should it be different for people in the job hunt?

If you’re looking for work, your state of mind is already frazzled, perhaps you’re depressed. Worries about money and feeling of failing might come into play. You might fear about the future, especially if you’re an older worker or your industry is unhealthy.

Your first instinct after losing a job might be to lick your wounds and take some time off. I advise no more than a week. I also advise that you take structured time off. For instance, you rise every morning at the same time as you did when working. You take a morning walk or hit the gym. You take some time to reflect. In a week, you will be looking for work in earnest.

I knew a man who confessed to me that he was spending easily 60 hours a week looking for work. He also told me that his marriage was in ruins and that his health was failing. When I told him to take it easy, he sullenly told me that he had to find a job.

My concern for people who are in the job search is the tendency for burn out. Spending six hours a day, seven days a week behind one’s computer is some job seekers’ idea of a productive job search.

Linda Ferrante added this to the LinkedIn discussion, “I do not recommend making it a 40 hour a week thing. Just a couple hours per day, but make it at YOUR peak performance times. Also take time to be active: go for a walk, clean the house, walk at the mall, volunteer. Do something that makes you feel productive!”

Ingrid Golbloom Bloch, MA MBTI Certified believes it’s important to have a structured job search with action items and goals. She also believes job seekers should reward themselves when they’ve met their goals. This could mean a run, a trip to the gym, or “getting a great cup of coffee at a local shop to get out of the house or going to the movies at the end of the week (during the day!)”

For some, it may seem frivolous to treat themselves to rewards and even time off from the job search, but unemployed people are using a great deal of energy on the emotions of their situation.

“If I have a client that has been laid off, they might be dealing with some tough emotions that are going to use up some of their available energy.” Sabrina WoodsHolistic Coach

Wellness can’t be overlooked. Perhaps, being unemployed requires more attention to wellness and less attention to spending unproductive time in front of a computer looking for jobs on,, and (dear I say) LinkedIn.

If trying to enjoy life’s pleasures while looking for employment, doesn’t work for you, I suggest seeking therapy. Many people do. It’s not unusual and, as tell my clients, totally normal. When things are dark, don’t hesitate to get professional help.

Back to My LinkedIn Post

Most of the people who responded to my question were in agreement that a 40-hour a week job search is unhealthy. There were a few who live by the old saying job-search pundits would use, but I wonder if they realize that a full-time job search should also include life balance. Or do they really believe that anyone is capable of dedicating all their week to a job search? I certainly don’t.

Photo: Flickr, Alan Barry Consultants LLC


Great news! LinkedIn returns the expanded Experience section

LinkedIn has done it again; it’s made a change to our profiles. This is a welcome change and hopefully a return to the old LinkedIn profile. Get ready for this—we can now see most of our positions expanded. 

LinkedIn Flag

I noticed this change when I was working with a client. Pleasantly surprised, I expressed my glee. My client, though, didn’t make the connection. He didn’t realize that only the first position used to be expanded; the others were truncated.

Immediately I reached out to my network to ask them if they noticed the change. “Do my eyes deceive me or has LinkedIn expanded the positions in the Experience section?” With, the blink of an eye, some of my connections responded with affirmation.

Others were unaware of what I was speaking of. They hadn’t received the update yet. With LinkedIn, changes aren’t made across the board at the same time. One of my connections wrote back a few days later when she received the expanded Experience section.

What was wrong with the truncated Experience section?

In a previous popular post, I complained:

Again the new model of more is less is in play in the Experience section. One is able to see the entire first job listed but must click to see more for each of the remaining jobs.

My concern here is that a person with a feeble current or most recent job will not show as much value as someone who has a more extensive and accomplish-laden job to show. Also, people who have two jobs must choose which one to demonstrate first.

Or, we can simply rely on visitors to click on every job to see their descriptions.

The answer to the final sentence in my post is, no. We couldn’t always expect people to click on the previous positions; thereby raising the possibility of your visitors missing some very important information, including your rich media.

For example, under my second position I have links to two podcasts in which I was interviewed for my knowledge on LinkedIn. Previously, this was not immediately visible without expanding my second position.

You might have been frustrated because you don’t have rich media examples under your first position, but have plenty of it under your previous positions. Now you don’t have to worry about people not seeing your rich media under your second or third positions.

LinkedIn hasn’t expanded all position, however. This might be a good thing, as it cuts down the verbiage seen on users’ profiles. And this was LinkedIn’s intention—to streamline and make the profiles more readable. In order to see all of a person’s Experience section, one must click See more positions.

LinkedIn hasn’t expanded the Summary section. Perhaps this is a good thing. While some don’t read the Summary, many do. I personally think this section is important in telling one’s story.

Just make sure your first 235 or so characters count, as they’re the only ones immediately available. I suggest using a branding statement that expresses your value to recruiters and other visitors.

LinkedIn, take it a step further

To make my LinkedIn experience complete, I’d like to see the return of the photos of the people who’ve written me recommendations. If you don’t remember said photos, they resided under each position showing who wrote recommendations for LinkedIn members. A nice touch.

What’s more, I’d like to see a link between the positions/companies and the Recommendations section. Currently, recommendations are arranged in the order of when they were written. This gives visitors no sense of the companies from which the recommendations came.

I’m sure recruiters don’t appreciate not being able to link recommendations to the respective positions.

When teaching LinkedIn, I’m never surprised when I come across a change made over night. In this case it is a pleasant change, and I am glad that I don’t have a reason to complain. I don’t like to come across as a downer, I really don’t.

Photo from Coletivo Mambembe,