Want more people to contact you on LinkedIn? Make it EASY for them.

Many people think that if someone wants to contact them, they’ll simply send an InMail.

Maybe they will; maybe they won’t.

Relying On InMail

When I was a recruiter, I spent hours on LinkedIn searching for candidates to fill open positions.

If I found a candidate who looked like they were perfect for our client’s job, I would send them an InMail and track down their email address just to make sure.

But, not if they were a “maybe.”
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If you’re looking for a new opportunity or potential clients, you need to be on LinkedIn. At this writing, there are 850 million members in 200 countries around the globe, according to LinkedIn stats.

So that means while LinkedIn is full of opportunities, it’s also a big, noisy place. One of the best ways to stand out is with a profile video. Uploading a profile video, which plays silently for three seconds when someone clicks on your profile, gives people the chance to “meet” you: to learn a bit about who you are and what you do.

We’ve all heard the adage that people prefer to hire and work with people they know, like and trust. Creating a LinkedIn profile video can help move the getting-to-know-you process forward.

This feature was first rolled out in 2021 as Cover Story. It was updated and renamed Profile Video in early 2022. The change included providing stats on how many people have viewed your video.

Despite being widely available, many members still haven’t uploaded a profile video. They’ve decided to pass on a feature that can help them immediately stand out.

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I can’t count the number of times I’ve seen someone describe themselves as a team player on their resume. I can say it’s way too many.

However, descriptors like team-player and out-of-the-box thinker make hiring managers cringe according to a 2021 CareerBuilder survey* of hiring managers and human resources pros.

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Despite our seemingly 24/7 business culture, most job seekers think you can’t find a job during the holiday season. Even looking for work from Thanksgiving to January 1st is widely considered a waste of time.

This is a big holiday myth.

HUGE.

I say that from personal experience.

In 2006, when I was still working in corporate, my phone rang just as I arrived home from our company’s holiday party. Although I had applied for a few positions, I was shocked to find that someone from HR at one of them was calling to conduct a screening interview.

The conversation went well and a few days later someone else called to set up a face-to-face interview with the hiring manager. The interview was scheduled during the week between Christmas and New Year’s.

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The Great Resignation and an improving economy, which has turned passive lookers into active jobseekers, have increased competition for open positions. That means, if you want to find a new job, you may have to work harder than you have in a decade.

Sitting at your computer responding to ads won’t cut it. You need a multipronged job search plan.

These 7 job search strategies work if you work them.

#1 Make a list of target employers, companies where you would most like to work. See who you may be able to connect with at those businesses by sharing your list with friends, family, and former colleagues.

#2 Check the career sections of your target employers for open positions. According to Glassdoor for Employers, ads on job boards get an average of 250 applications, cited in Inc.  So it’s likely you’ll have less competition when applying directly through the company’s website.

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LinkedIn is your face to the business world. It’s often the place recruiters looking for candidates will meet you. It’s the place recruiters and employers who are impressed with your resume will go to learn more about you. While LinkedIn is considered a business platform, it’s important to remember that it’s also a social network. Like many things, you’ll get as much out of LinkedIn as you put into it.

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You may get away with updating the resume you’ve had since college or hastily putting together a resume on your own early in your career. However, once you reach the executive level or are targeting senior executive roles, you need a results-driven executive resume that tells a powerful career story.

The Career Ladder Myth

Most people think of climbing a career ladder. But the career ladder is a myth. It’s a career pyramid. Competition isn’t as tough for early careerists or even mid-level managers because there are a lot of jobs at those levels. As you move into Director, VP, SVP, and the C-Suite roles, however, there are not as many jobs.

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People like to hire, work with, work for, etc. people they know and like. The best way to have a wide circle of people who can recommend or refer you for whatever is to have a wide circle of people who know, like, and understand the value you bring.

Networking on business and social platforms like LinkedIn and, more recently, Clubhouse is a wonderful way to expand your circle. But as in-person networking resumes, it’s time to start preparing for that as well.

For many, in-person networking events means stepping out of our comfort zone. Stepping into a room full of strangers can be a little scary. If we’re fine with that, we may not be quite sure what to do when we get there.

While reading this may not make you eager to sign up for an association dinner, mastering the following techniques can help you become more comfortable and, as a result, become a better connector.

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Working at something you’re passionate about doesn’t automatically lead to job satisfaction. A large paycheck alone won’t necessarily make you happy at work either. It turns out, being on a career path with opportunities to move forward is almost as coveted as getting a raise.

The majority of professionals of all ages, responding to a 2019 CNBC/survey Monkey* online poll, said that more training or learning opportunities would most improve their job satisfaction after a higher salary. Having more paid time off came in second, and a more flexible schedule was third.

The survey noted that dissatisfied workers are more likely to cite a lack of career advancement than not feeling well compensated. “Four in 10 workers give their companies a negative rating on how well they help their employees advance their careers,” said Jon Cohen, SurveyMonkey Chief Research Officer.

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