Networking and job search with LinkedIn

Presentation Contents 1. Understanding LinkedIn
2. Your LinkedIn Presence
3. Finding Jobs on LinkedIn
4. Marketing to Leads
5. Sealing the Deal
2
Take control of your job search with a
structured professional networking,
targeting, and marketing approach.

1.
UNDERSTANDING
LINKEDIN
A nonstop professional
networking event…
3
Photo: John Baker

4
LinkedIn is
the world’s
number one
professional
networking
resource.
NETWORKING
Leverage connections to build your career.
OPPORTUNITIES
Join Groups, follow Companies, and find Jobs.
MARKETING
Find and market to appropriate hiring authorities.

Why
LinkedIn?
They’ve done
most of the
work for you.
5
700M+
MEMBERS
50M+
COMPANIES
20M+
JOBS
36K+
SKILLS
MARKET
RESOURCES
Source: LinkedIn.com About Us, Stats 9/20

Two
platforms,
one purpose:
connecting
talent with
opportunity.
Members use LinkedIn whereas companies use Recruiter.
These “sister sites” overlap to make it easier to:
▪ Find talent with the right skills and experience
▪ Find job openings and potential employers
▪ Communicate efficiently, both on and off platform
Skills
Job Titles
Companies
Keywords
Job Postings
#OpenToWork
InMail
LinkedIn Recruiter
6

Compelling
numbers: LARGE BUSINESSES
93% of the companies on
LinkedIn actively use the
platform to source talent
through a combination of:
▪ Job postings
▪ Connection & employee
referrals
▪ Direct recruiting
▪ Branded content
100% of the Fortune 500
companies utilize LinkedIn’s
Recruiter platform.
SMALL BUSINESSES
LinkedIn’s Recruiter platform
is expensive and may be cost
prohibitive for smaller
company budgets.
65% of small businesses
advertise by word of mouth,
social media pages, and
direct networking.
LinkedIn is the #1 source of
quality hires and the top
sourcing method is through
employee referrals.
7
Sources: LinkedIn.com About Us, Stats;
LinkedIn Hiring Stats; & Jobvite 2019
Recruiting Benchmarking Report

LinkedIn is dynamic - it
never stops moving. Neither
do successful networkers.
8
Strong networkers understand the
importance of making connections and
investing in relationships. Connections
determine the strength of your network,
and LinkedIn is no different.
LinkedIn requires an ongoing investment
to maintain and grow your network so it
will be there when you need it most.
Make professional networking part of
your career development routine so you
can leverage your network to support
your job search, now and in future.
Photo: Sawyer Bengtson

The truth
about
job boards
and small
businesses.
BIG RISKS, LITTLE REWARDS
Job boards sell advertising space. Employers assume 100% of the
risk since they must pay regardless of advertisement performance.
Indeed charges employers for every click. The more companies pay,
the higher the rank in search results – usually upwards of $500/post.
LinkedIn offers individual pay-per-click job posts like Indeed, and
rotating job slots, which require an annual Recruiter subscription and
hefty quarterly payments. Both are challenging for small businesses.
CareerBuilder and Monster offer subscriptions of $500+/month as
well as individual job postings but companies must be willing to invest
$400+ per post for competitive ranking.
Small businesses report only about half of applicants possess any
qualifications required by the jobs for which they applied (low ROI).
9
Sources: LinkedIn; Monster; Indeed;
CareerBuilder; NFIB Small Business
Economic Trends 2020 Report

The largest
job market
lies beyond
job board
advertising.
THE “HIDDEN” JOB MARKET
The high failure rate of job board advertisements makes job posting an
expensive and risky prospect for smaller businesses.
Large companies pipeline internal talent and encourage employee
referrals for sourcing outside hires. Companies will always look to
internal resources before posting jobs or working with third parties.
As many as 85% of job openings go unposted.
Only about 1% of job board applicants receive a job offer, but 19% of
candidates who market directly to a hiring manager receive a job offer.
Invest time on multiple platforms to maximize results and make
networking a core component of your search.
10
Sources: Balance Hidden Job Market;
Jobvite 2019 Recruiting Benchmarking
Report

2.
YOUR LINKEDIN
PRESENCE
Let’s get those ducks in
a row…
11
Photo: Aleks Marinkovic

Lay the
foundation
for success. EMAIL
Create an email
account just for
career search and
networking.
RESUME
Make sure your
resume is complete,
updated, and ATS
compatible.
CONTACTS
Make a search list
of professional
contacts and
references.
12
COMPANIES
Create a “Top 10”
list of potential
target companies
to research.
TEMPLATES
Develop cover
letter, networking,
and tracking
templates.
INTERVIEWING
Practice interview
techniques and
control your
narrative.

Clean house before you begin
networking online.
13
Misbehaving on social media? Employers
will find it. More than 70% search for
applicant social media profiles and 54%
of employers say they have eliminated
candidates based on social media activity.
Restrict what you share on social media.
You cannot control what happens to
information you post.
Google yourself, follow the information
you find to its end, and opt out of public
data sites.
Photo: Jan KopřivaSource: CareerBuilder Study: Employers & Social Media Trends

Your best
marketing
tool is a
polished,
complete
LinkedIn
profile.
YOUR PROFILE
Build a complete and current profile including an appropriate photo.
Select at least 10 skills, including certifications (up to 50). Companies
use these pre-populated skills to find talent on Recruiter. LinkedIn’s AI
technology uses these skills to match you with jobs.
Craft a compelling elevator pitch for your Summary section that
includes industry and discipline keywords and add your networking
email address at the end. This ensures direct contact with employers.
Include 2-3 accomplishments under each job title for an additional
keyword boost that showcases your potential impact for employers.
Complete education and certification sections as applicable. Recruiter
allows employers to search by college degree levels.
14

Make your
profile stand
out both on
and off the
LinkedIn
platform.
VISIBILITY
Set profile visibility to “public” and include your location. LinkedIn’s AI
uses your location to suggest jobs and Recruiter searches within a 25-
mile radius of a position by default (and up to 200 miles total).
Allow your public profile to be indexed by search engines to remove
network search result restrictions.
If unemployed, use your most recent job title or a comparable title as
suggested by LinkedIn as your current title. Recruiter’s AI technology
uses pre-populated job titles as well as hundreds of similar titles to
match you to jobs and suggest your background to employers.
Recruiter users search by current job title regularly. No one searches
for “unemployed” or “looking for work”.
15

Actively
grow your
network.
NETWORK DEVELOPMENT
Connect with current and past professional contacts: supervisors,
colleagues, vendors, customers, instructors, etc. Start with people you
currently know well and work backward from there.
Include a personalized message with invitations. Has it been a while?
Reiterate how you know them and that you would like to connect.
After your invitation has been accepted, follow up with a direct
message to catch up. Don’t jump right to the big ask.
Follow all companies on your target list. LinkedIn will suggest
competitors as well. Companies can see who follows them.
Join relevant industry, discipline, professional society, and alumni
groups to expand your network reach and visibility quickly.
16

Connect with specialized
recruiters to grow your
network quickly.
17
Recruiters have massive networks and
are consistent sources for job leads.
Connecting with recruiters significantly
and quickly extends your networking
visibility and reach on LinkedIn.
Connect with recruiters who work within
your discipline and/or sector. They
understand the industry and your skills.
Follow search firm company pages for
updates, articles, and opportunities.
Photo: Pixabay

Let us know
you’re on the
market and
control who
sees it.
OPEN TO OPPORTUNITIES
Activate LinkedIn’s “Open to Opportunities” feature and complete all
sections with your preferences. New options include showing this
status to all LinkedIn users or only to Recruiter users who are not your
current employer.
Utilize LinkedIn’s new #OpenToWork photo frame for higher visibility
and place the hashtag in your profile summary (visible to all users).
Recruiter showcases the Open to Opportunities designation in its own
“spotlight” search results list. The #OpenToWork option further
highlights these results.
Thoroughly completing this section allows Recruiter users to target
you for the most relevant opportunities, increasing potential fit.
18

3.
FINDING JOBS
ON LINKEDIN
Job posts and the
hidden job market…
19
Photo: Jamie Templeton

Use best
practices for
Messaging
and InMail
settings.
SIMPLE SETTINGS
Set communication preferences to maximize notifications while in
active job search.
Messaging on LinkedIn looks like text bubbles to you, but Recruiter
users get an individual email every time you hit enter. These
fragmented emails derail your marketing efforts and look like spam to
email servers.
Never assume Recruiter users are reading your messages on platform.
You get one chance to make a first impression, so treat LinkedIn
messages like professional emails.
Use the Return key on the app keyboard or click on Messaging  “…”
next to the Send button “Click Send” radio button on the website.
No more fragmented messages.
20

LinkedIn utilizes “quick replies” to indicate interest with a
one-click response. The default sends a blank message to
employers. Not a great look. Let’s do better.
LinkedIn’s
quick replies
are weak.
LOW ACHIEVER?
Your response stays in the
Recruiter pipeline forever.
What are you really saying to a
potential employer when
sending a blank or canned
response?
21
OPPORTUNITY FOR IMPACT
Respond personally and include
contact information for future
reference. That positive
impression shows you are
engaged and also stays in the
Recruiter pipline forever.

Use best
practices for
Messaging
and InMail
responses to
grow your
network.
WINNING STRATEGY & BEST IMPRESSION
Always respond to legitimate LinkedIn messages. Invest in building
company and recruiter relationships even if the role or timing is off.
Take every opportunity to fill your professional piggy bank.
Make the company/recruiter aware of what you are targeting and
what your timeline looks like so they can contact you in future with
relevant opportunities.
Refer network connections who are potential candidates.
Include full contact information and offer to connect on LinkedIn. HR
and recruiting personnel have large industry networks. Connecting
gets you a direct company contact while significantly increasing your
reach and visibility on LinkedIn.
22

Ignoring LinkedIn messages
may hurt your chances of
being contacted in future.
23
InMail and LinkedIn Recruiter seats are
extremely expensive, and companies
require high ROI to justify the cost.
In addition to monthly limits, companies
are penalized when users ignore InMails.
By ignoring messages, you are losing a
connection opportunity today, and
possibly branding yourself as a low-ROI
candidate in future, since message history
remains in Recruiter permanently.
Photo: Gratisography

Work smart
and maintain
a regular
LinkedIn
schedule.
INVEST WISELY
LinkedIn users only average
about 10 minutes per day
on the platform.
Send during the highest read
and response rate times:
from 9-10 am local time,
Tuesday through Thursday.
Utilize LinkedIn daily during
active job search. Check in
weekly to maintain and build
your network thereafter.
ENGAGE FULLY
Respond to messages, and
engage with connections
through groups, shared
content, and status posts.
Be professional, direct, and
patient with messaging.
Avoid personal, political, and
hot-button topics. This is
business. Keep it that way.
Nurture your network after
you land your next job.
Source: Business of Apps LinkedIn Stats 24

Generate
hidden job
leads by
networking.
NETWORKING FOR LEADS
Refresh and rebuild old relationships. Think of networking as your
professional piggy bank and an ongoing investment.
Identify connections who work for your target companies. Ask if they
will forward your resume to HR and departmental hiring managers.
If a contact is uncomfortable directly forwarding your resume, don’t
sweat it. Respect their need for discretion and job security. Instead,
ask if they can provide HR and/or hiring manager contact information.
Always ask a contact before using their name as a referrer.
Reach out to non-target connections to let them know you are on the
market. It’s okay to ask for job leads and contact information within
their companies as long as you have skills and industry experience
that align with their employers’ needs.
25

Tailor your
resume or
set low
expectations.
DANGER, JOB APPLICANT
A staggering 75% of job applicant resumes never make it to a human.
Job postings on LinkedIn and every job board are backed by screening
questions that score resumes based on responses. Most sites can be
set to auto-reject applicants who do not meet required screening
criteria and may even block the user from applying in future.
Most companies use an Applicant Tracking System (ATS) to manage
job applicants. ATS software scores resumes by qualification criteria:
keyword matches against the job posting. Your resume either contains
the keywords or it doesn’t. Low matching = low score = game over.
Job postings (on any site) may redirect to ATS application pages.
Always assume you will encounter an ATS.
26Source: Top Resume Job Search Stats

Your fancy
resume
template may
hurt your job
search.
COURTING THE ATS
The upside of ATS software is that it eliminates human bias. The
downside is that an ATS doesn’t know how to screen for synonyms or
inferred meaning. Make sure your resume contains job posting
keywords where your skills genuinely match their requirements.
ATS software can’t read elements like text boxes, images, or
columns. The most frequently lost data is name/contact information,
and the ATS may create a nameless (orphan) record or fail to create
one at all, usually without error notification. The data is simply lost.
Apply to all job postings using a tailored, ATS-friendly resume in
reverse chronological order, and in MS Word or PDF format.
For multiple roles within one company, use the same company name
followed by division/location, as applicable.
27

Job board
profiles are
the worst.
CONTROLLING YOUR DATA AND YOUR CHANCES
Indeed does not submit your resume by default. Surprised? Most
people are.
Indeed restricts the way employers communicate with applicants (to
make money) and it submits your Indeed profile with a job application,
so employers can’t reply to you directly.
That ATS-friendly, tailored resume you worked so hard to create is a
total loss if Indeed sends your generic profile. Always click Apply 
Choose File to upload a tailored PDF resume when applying.
LinkedIn allows users to apply for jobs using a PDF version of your
LinkedIn profile, but the heavily formatted, multi-column document
LinkedIn creates is not print or ATS compatible. It also lacks the
critical information and keywords your full resume contains.
28

Prepare for
interviews
like the job
depends on
it…because it
does.
A TIME FOR INTROSPECTION
Almost all candidates believe they interview well, but only one gets
the job. Where is the disconnect?
94% of candidates want interview feedback, but only 41% get it.
Take an objective self-assessment and consider how you come across
in interviews. Record yourself answering sample interview questions.
Are you confident or cocky? Thorough or vague? Do you ramble?
Do you come across as a strong team player or a solo act? Do you lead
or manage? Or micromanage (ugh)?
Take advantage of LinkedIn’s Interview Prep resources (under
JobsMore Interview Prep).
29Source: LinkedIn Hiring Stats

4.
MARKETING TO
JOB LEADS
Breaking through and
standing out…
30
Photo: Chevanon Photography

Degrees of
separation
define
LinkedIn’s
free platform
limitations.
LinkedIn restricts free communication via degrees of separation.
 1st Degree: A direct connection you can always message for free
through LinkedIn.
? 2nd Degree: The system may require paid InMail based on
number of connection points.
X 3rd Degree: The system always requires paid InMail but will
display contact name.
X Out of Network: The system always requires paid InMail and will
display "LinkedIn Member" for name.
31
2nd 3rd1st

Displaying an email address
on your LinkedIn profile:
32
Provides a direct and permanent method
of contact 100% of the time.
Shows hiring authorities you know how
to use the platform to communicate.
Increases the likelihood you will be
contacted since it will not require InMail.
Gives you a competitive edge over
InMail-only candidates.
Photo: Adam Solomon

Start direct
marketing
efforts with
connections
on the
LinkedIn
platform.
CONNECTION REFERRALS ON LINKEDIN
60% of jobs are found through networking, and employee-referred
candidates are 20x’s more likely to be pursued than job posting
applicants.
According to LinkedIn, InMail’s success rate is as high as 85%. The
jury is out on that stat, but LinkedIn messaging and InMail responses
are undeniably higher than email.
Still, $40/month is a steep price to pay for a few InMails when you’re
unemployed. Start by networking through contacts who can help you
communicate for free.
If a contact isn’t comfortable forwarding your resume, ask for an email
address and submit a “referred resume” to HR or the hiring manager.
Sources: LinkedIn.com About Us, Stats;
Top Resume Job Search Stats; LinkedIn
Hiring Stats 33

Charging unemployed job
seekers for the privilege of
finding work is bananas.
34
Ask connections for direct hiring manager
and HR personnel contact information.
HR’s job is to screen and pipeline talent
and hiring managers feel the immediate
pain created by vacancies.
Both want to fill openings quickly and
affordably.
Always ask a connection’s permission
before name-dropping. If approved,
include the referrer’s name in the email
subject and first line of the message.
Photo: Karsten Winegeart

Bypass network restrictions:
log out and search LinkedIn
via Google.
35
Most LinkedIn profiles are public and
indexed by search engines. Use Google
to find hidden names from LinkedIn
search results by searching job titles.
Use Google’s site: (site:linkedin.com)
operator to search LinkedIn for HR and
hiring managers via Google.
Search Google for: “@domain.com” to
find email patterns and/or addresses for
direct marketing.
Use public information sites like USA
People Search to find middle initials
and/or full names for email patterns.
Photo: Benjamin Dada Source: Top Resume Job Search Stats

Resume marketing: the fine
line between networking and
spam.
36
Will you end up in a candidate pipeline or
be blocked as spam? That’s up to you, so
use these checklists and market wisely.
Before sending an unsolicited resume:
 Are you from the company’s general
industry?
 Do you possess expertise that can
address their problems/needs?
Before sending a referred resume:
 Are you a fit for the company,
industry, and referred job?
 Did you tailor your resume to the job
description?
Photo: Kai Pilger

5.
SEALING
THE DEAL
Following through to
interview and offer…
37
Photo: Joshua Earle

Interview
aces always:
research,
rehearse,
and revise.
THE GREAT AUDITION
Like an actor preparing for auditions, you have one shot to effectively
deliver your professional narrative.
Research the company thoroughly. If you have an itinerary, research
the interview team and look for common ground.
Use the job description to develop your script. Make a list of direct
responses to every applicable responsibility and/or requirement.
Rehearse your potential answers out loud. Record yourself, if possible.
Deliver succinct “3-D” responses: define the situation, describe your
specific contribution, and deliver the measurable outcome.
Revise and refine your delivery and practice answers as needed.
38

Interview
aces ask
questions.
INTERVIEW THE INTERVIEWERS
A job isn’t a great opportunity unless the fit is mutual. Use interviews
as an opportunity to screen the company, get to know the team, and
qualify roles. Thoughtful questions show you’ve come prepared.
What are the company’s financials? Are they profitable and growing?
Why is the position open, for how long, and when do they plan to fill?
What are the company culture and leadership style like?
What is the department structure? Long-term growth potential?
What comes next in the hiring process and what is the timeline?
39

Dress for success in virtual
and in-person interviews.
40
Keep the focus on your skills and avoid
distractions. Treat virtual interviews like
in-person interviews and follow best
practices.
Ask your recruiter or the interview
scheduler about the company’s dress
code, especially in industrial settings.
When in doubt, wear business formal
with clean or shined, fully closed shoes,
neutral shirt or dress color, and
professional tie or accessories.
Do not wear sleeveless or casual clothing
or open shoes to an interview.
Photo: Emmy E

Interview
aces always
follow up.
FOLLOWING UP POST-INTERVIEW
You are one of many candidates. Seize every opportunity to stand out.
Send a thank you letter to interviewers within 4 hours to reiterate fit
and interest. This is the time period when interview teams are
producing internal feedback. Use it to your advantage.
If working with a recruiter, forward a copy of the post-interview note
and provide interview feedback. Keep your recruiter in the loop.
Follow up weekly thereafter unless given another timeline.
41

You ghost, you’re toast.
42
The average cost per hire in the U.S. is
about $4,000 and can be over 3 times as
much for executive positions.
Few things make a worse impression
than ghosting a company or recruiter
after an interview. ATS keeps track so
we won’t make the same mistake twice.
Not interested? No problem. Interviews
are business assessments, not dates.
Besides, we’re still seeing other people.
Just tell us when it’s not a fit and leave
the door open for future opportunities.
Photo: Andrew MartinSource: Glassdoor Talent Analytics 2019

When is it
okay to talk
about money
during the
interview
process?
MONEY TALK: COMPANY FIRST
It is always acceptable to talk about a company’s financials, but unless
asked, an interview is not the time for a candidate to mention salary.
A good recruiter should be able to answer basic questions about the
company’s financial health and market position.
During your interview ask about the following to get a feel for an
employer’s stability:
▪ Current market share, competitors, and future growth trajectory
▪ Industry challenges and setbacks and how they are addressed
▪ This position’s impact on future success
▪ Short and long-term expansion (organic and M&A activity) and/or
reduction plans
43

When to
negotiate
wages.
MONEY TALK: WAGE NEGOTIATION & RECRUITERS
Wage negotiation begins the moment you start working with a
recruiter. Before considering any job, you should know 4 things:
1. State salary history laws and your rights.
2. Your minimum acceptable base salary (not including bonus).
3. Any cost-of-living differences between current and target
locations. Adjust minimum base accordingly.
4. Maximum threshold for overnight/multi-day travel.
A recruiter can usually tell you what the company’s approved range is
right away, but remember, your skills match with the job description
will determine where you fall within that range.
Be honest with recruiters about salary expectations from the onset to
avoid disappointment and wasted time later in the process.
44

When to
negotiate
wages.
MONEY TALK: WAGE NEGOTIATION & EMPLOYERS
Employers have an approved budget for every open position. This
budget is based on internal (comparable position/department wages)
and external (market conditions) factors. Some pay ranges are posted
with job ads, most are not.
The hiring manager or HR personnel will typically address wages after
the organization and role have been clearly defined so you can make
an informed decision. Wait for the question and be prepared to
answer honestly and within the context of the position.
“What does the job pay?” is a loaded question. It depends on your fit.
Negotiate within reason and in accordance with the current market.
Vacation is usually negotiable, whereas an increased base salary or
sign-on bonus are riskier requests. Start dates are always negotiable.
45

Accepting a
job offer and
navigating
resignation.
THE ACCEPTANCE PROCESS
Verbally accept the offer during a call with your recruiter or the hiring
manager, ask about additional pre-employment paperwork, drug
screenings, and background check requirements. Return the signed
offer letter and all other documents as required. Discuss start date
flexibility in the event your resignation notice period is not accepted.
Be professional and resign in-person, giving two weeks’ notice to
your supervisor. Discuss your exit strategy and lead the transition of
your responsibilities to other department resources. Provide a formal
resignation letter as well.
Avoid engaging in gossip and utilize this time to train coworkers on
procedures, transition your workload, leave on a positive note, and
secure future professional references. Keep looking forward.
46

The terrible business of
counteroffers.
47
Your employer has already told you what
you’re worth to them with your paycheck.
Counteroffers are a band-aid solution that
benefits your employer, not you.
Accepting a counteroffer now may bump
you to the front of the reduction line later.
Making more money in a job or company
you are dissatisfied with does not support
your career goals.
You’ve already decided it’s time to move
on. Honor that commitment to yourself.
Photo: Skitterphoto

One last
thing before
you go...
LEGACY REFERENCES
When preparing to leave a position, think about the team who will be
carrying your workload until a suitable replacement has been found.
Leave them with the support, processes, and tools they will need to
handle the extra responsibilities.
Leaving a positive legacy with your team creates a lasting impression
and converts peers and subordinates into professional references.
Their positive feedback to management will also help ensure a good
reference from your boss.
Move forward knowing you’ve done all you can to leave your former
company and coworkers in a great position.
48

Free access to knowledge
base articles, job search
tools, and a plan to succeed.
49
You have the tools and resources you
need for a successful job search, and an
actionable plan to execute.
Take a deep breath and begin. One step
at a time.
Has this information helped you? Pay it
forward and share these free resources
with other job seekers in your network.
Photo: Prateek Katyal

Credits &
Sources
Special thanks to all who helped to keep
these resources free for job seekers.
50
▪ Template: SlidesCarnival, Photographs: Unsplash, Pexels & Pixabay
▪ NFIB Small Business Economic Trends Report 2020
▪ Glassdoor Talent Analytics 2019
▪ The Balance: Hidden Job Market
▪ Business of Apps LinkedIn Stats
▪ Top Resume: Job Search Stats
▪ CareerBuilder Study: Employers & Social Media Trends
▪ Jobvite 2019 Recruiting Benchmark Report
▪ LinkedIn Platform Stats
▪ LinkedIn Hiring Stats
▪ Zety Job Search Stats

Networking and job search with LinkedIn

More Related Content

What's hot

Similar to Networking and job search with LinkedIn

Recently uploaded

Networking and job search with LinkedIn