I’m a big fan of college football. If you want to see a great resignation, look at D1 football every year from late November until January. Sometime last month, I even saw a TikTok where this kid was scrolling a head-coaching job and applying with his LinkedIn profile.
I couldn’t find the actual post but it made me laugh. I’m pretty sure those coach hiring conversations happen on sneaky calls and meetings in discrete places. I mean, can you imagine the uproar if you could see that your favorite coach was applying to go to your rival? I can just imagine the chants right now. I’m not going to write any because I imagine they are full of bad words.
Also, do you think football coaches are looking for a job on LinkedIn? I don’t. I mean, really, I don’t think they are casually creating Boolean strings. That’s why most coaches don’t have LinkedIn profiles.
A Recruiter’s LinkedIn Profile Shouldn’t Suck
If you’re a recruiting or talent pro considering joining the almost 4 million people that quit their jobs each month in Q3 of 2021, you better have a great LinkedIn profile. New year, new job and all that.
The Labor Department has reported that 4.4 million people quit their jobs in September. That’s 3% of the nation’s entire workforce. In August, 4.3 million people quit, and pre-pandemic only 3.6 million people were quitting. The amount of folks leaving their jobs is on the rise as people realize how they should be treated.
Lucky for you, recruiters are in demand. But your profile still needs to look good – for candidates, for companies, and everyone else. I mean, you literally recruit people based on their LinkedIn profile. Yours can’t suck. You’re setting a bad example.
A 3-Point LinkedIn Profile Audit
There are 3 things you can optimize to make your profile better right now. Things recruiters look at. I know you know this, but I think we forget when looking at our own profile.
- Instead of a stock photo for the header, use a Canva template to create a graphic that tells people how to contact you. So straightforward, but common sense most people skip.
- Look at your headline. Please don’t write “I am a…” or “Great connections welcome” or something. Put the job title you want there.
- Get recommendations and ask for specifics. Here’s how I tell people to ask: “I’m looking for recommendations on my work in X project. I want to talk about…”
- More advice here.
Even if you aren’t looking, you and your entire talent team should rewrite their LinkedIn profiles. New this year, I’m offering a two-hour writing session where we can rework your team’s profiles live. I spent the last year writing them one-on-one and now I can help your team rewrite them in just two hours. No homework. Sound good? Let’s talk.
Kat Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive job postings that will get the right person to apply faster.
Before founding Three Ears Media, Katrina was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Katrina knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Katrina is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers. When not speaking, writing, or training, you’ll find Katrina traveling the country in their van or spending some much needed downtime with the dogs that inspired the name Three Ears Media.