Why LinkedIn is your Best Resume

By Kejal Shah, Talent Acquisition Manager

I want to start this conversation by noting 94% of recruiters out there use LinkedIn as their main vetting platform. I must also admit that I fall into that category. Clearly, no bias here..

For the past several years I have seen many candidates reach out to me with copies of their resumes, letters of recommendation, and endless formal references but none of them effectively show all facets of a personal value proposition and what skills they could actually bring to the table through the interviewing process. Now, I will say, having a great resume is important but is not the end-all-means to being hired into a company. Especially with COVID-19 running rampant throughout our workplaces and communities many companies have scaled back their onboarding and maybe don’t look at resumes as much at this time.

If you wish to find a new opportunity that best matches your skills to a company that will appreciate your tremendous value during a time of uncertainty and strong career options; I would suggest considering the research I have done for both career seekers and talent managers across all markets regarding effective usage of LinkedIn…

If we look at the market overall, Kinsta.com quotes a couple of interesting statistics:

  • “[…] A study found that 122 Million people received an interview through LinkedIn, with 35.5 Million having been hired by a person they connected with on the site.”
  • “One good LinkedIn stat for recruiters is that employees sourced through the site are 40% less likely to leave the company within the first 6 months.”

Let’s check out another great resource called expandeddramblings.com:

  • 20,000 US companies use LinkedIn to recruit
  • Keeping your positions up-to-date in your LinkedIn profile makes you 18 times more likely to be found in searches by members and recruiters
  • 100 Million average number of job applications submitted on LinkedIn monthly.”

LinkedIn also does effectively communicate why they are the best means to find a new career on their network platform:

  • “70% of the global workforce is made up of passive talent who aren’t actively job searching, and the remaining 30% are active job seekers.
  • 87% of active and passive candidates are open to new job opportunities.”

While spending time social networking or submitting your resumes through a standard application process might help; LinkedIn truly is the largest reaching market for connection top-talent to fresh, dynamic opportunity and fellow professionals. For my talent managers and recruiters out there; I would submit to you that each industry is different and may require that your resume is the forefront of your hiring process. I would urge to think about how times have changed. The way people connect with our talent management and executive team is entirely different than even just five years ago. Candidates want to reach out through LinkedIn and have a real conversation with leadership teams and if we become too formal and restrictive in our approach, we might miss out on some great people. Do not allow this to happen.. losing great candidates will stunt your corporate growth potential. People wish to know what the culture is like not even just through the recruiters but also the management team training and developing new talent. Also, career opportunities for candidates (before and soon after COVID-19 has passed) will continually become more available in new spaces in the workplace. Candidates will return to the workplaces and we will need to understand their personality on all platforms and not just on paper.

Ultimately that single piece of paper with experience does not carry the same weight it once did. I think we all would agree with this. Not to say, that it isn’t important but that a resume is only a small step of the interviewing process. I have found through personal and professional experience that owning your personal brand on LinkedIn and through the content that we create can make a tremendous impact on the perception people see in us within the LinkedIn and social networking community. Usually, I would submit to you that perception is reality. But this does not mean that every hire from LinkedIn will be a perfect fit or that we should stop using paper resumes all together. I predict within the next 5-8 years paper resumes will, in fact, disappear or moved to fully customizable downloads off LinkedIn. A “One-Stop-Shop”, per say, for employers to hire even more efficiently during and after uncertain times.

So, to all my talent managers and recruiters out there, I invite you to be ready for this shift and start preparing to connect candidates on a much larger scale. As a talent manager, I am a gatekeeper. I hold the key to unlock the future success of the company.




Professional Ghosting

Ghosting is becoming increasingly prevalent in our society. But what started off as a way to turn down a date in the hopes they “got the hint” that you were no longer interested has since transferred to the professional world as well.

Right now, it’s a candidate’s market – there are more jobs out there than there are unemployed individuals, so simple supply and demand tells us that a candidate has quite a few job options to choose from. But what do they do with all the other offers that they ultimately decide are not for them? Some candidates will cease all communication with the other companies, never to return the recruiters emails or phone calls.

It’s not just candidates though who do this – it’s companies too. It happens on both sides. What do companies do with the candidates they take through their interview process but don’t end up hiring? Some of them will also cease all communication, never telling the candidate that they decided to go in a different direction.

But professional ghosting is also still not specific to the recruiting and hiring process. Prospects will ghost you. Sales representatives will sound interested in your business only to never follow back up.

At the end of the day, professional ghosting is a problem across the board in the business world, pointing to a deeper problem that is at the root of all this ghosting.

We don’t want to put ourselves in an awkward situation of turning someone down. People will say that ghosting happens because you don’t want to hurt someone else’s feelings, but is that really true? It’s more that we don’t like the feeling we have while we’re turning someone down rather than being sensitive to someone else’s feelings. It sounds harsh, but it’s true.

Is telling someone you’re no longer interested the best conversation you’re going to have that day? Absolutely not. In fact, it’s straight up awkward and uncomfortable. But isn’t it better to give clarity that you’re not moving forward than to leave the other person wondering for awhile until they realize they’ve just been ghosted? We want people to be honest with us, and receiving a no can actually be a good thing. You know that door is closed and you don’t have to put any more valuable time and energy into it. You can focus your attention on what is going to propel you forward.

So the next time you’re not interested in something or someone – whether it’s in your professional or personal life – instead of just ignoring it and waiting for it to go away, ask yourself if that’s the most mature way to handle the situation. Instead face the slightly uncomfortable moment, politely decline, and move on.

By Allison Walke, Talent Acquisition & Onboarding

How-To Guide: Finding the Right Career Fit

According to the Bureau of Labor Statistics, median job tenure is 4.2 years. Forbes states that 91% of Millennials are expecting to stay at a job no longer than 3 years. So what does that mean? Well, a whole lot of people are struggling to find the right career fit.

People are trying something, finding out it’s not “for them”, and then jumping to the next opportunity. And this vicious cycle can continue on for awhile.

It’s hard to know what you want to do and where you want to work. The interview process is often more tailored to the company finding the right employee fit than giving the candidate ample opportunity to make sure it’s the right career fit for them. So it makes sense that a lot of people find themselves in a job that isn’t fulfilling.

But how exactly do you go about finding the right career fit? There are a few things you can do to better align your next opportunity with your career goals….

Determine what you’re looking for. Or at least, what you’re NOT looking for.

Sometimes it’s hard to know what you want to do next. But it might not be as hard to figure out what you DON’T want to do next. If there were specific things that you didn’t like about your previous job, avoid those things in your job search. Learn from your prior experience. Maybe you hated feeling like an anonymous number at a large corporation? Only look at small to medium sized companies then.

Help to narrow your search down by thinking about the following questions:

  • Would I prefer to work at a large company or a small company?
  • What type of corporate culture do I want to immerse myself in?
  • Would I rather work for a company that sells a tangible product or an intangible service?
  • Where am I at in life? Do I need a job with the flexibility to work from home? Do I want a job with lots of travel opportunities?
  • What kinds of people do I tend to work best with and in what environment?
  • What are my greatest strengths that I can bring to a company?

Do your research!

There are a lot of people who, when they’re looking for a new job, apply to just about every single opportunity they see. While it may not take a ton of time to send off a resume, it’s still a waste to apply to jobs that are not even remotely what you’re looking for. You want a job in the nursing field? Why are you spending your time applying to a logistics company then? Read the job description and make sure that the opportunity at least initially looks like something that would align with your wants and needs.

While the job description and company website should give you some general information about the position and the company, it’s probably not going to give you a full picture. Look at their social media as well – smaller companies especially often use their social media to promote their corporate culture. Use LinkedIn to see who works for the company, and reach out to mutual connections or alumni of your university to get their take on the work environment.

Prepare tons of questions.

During the interview process, there will be lots of opportunities to ask questions, probably to several different employees. Be strategic and have a lot of questions prepared on the top aspects of the company and role that you’re looking for. If culture is really important to you, ask questions about that. Read more about good questions to ask during the interview here. Asking current employees about their experiences with the company is a great way to determine if the environment is going to be the right one for you.

Take time to think about the offer.

If you get a formal job offer, don’t rush into anything. Make sure you see everything in writing, but also give yourself time to think about the job opportunity. No job is ever going to be perfect, but there should be more positives about the role than negatives. You should be excited about the job opportunity! If you aren’t excited and the job doesn’t meet your main qualifications, then you should keep looking. While accepting a job doesn’t mean you’re obligated to stay there forever, it is a big decision and one that is going to affect your daily life for at least some time. The decision shouldn’t be made lightly – you should be confident that you’re making the right decision.

There is no exact science for finding the right career fit, but you can learn from your previous experiences to make a better informed choice next time. Sometimes you don’t really know if you’re going to love a job until after you get settled into it, but by reflecting on what you want, researching companies and applying strategically, preparing questions, and taking time to think about the offer, you can make a good next career move.

By Allison Walke, Talent Acquisition & Onboarding