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How does an FSL IT recruiter see your LinkedIn Profile?

Written by 
Mateo Jaramillo
,
IT Recruiter
How does an FSL IT recruiter see your LinkedIn Profile?
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Table of contents

The ways of recruiting have changed over time, and the speed with which new technologies have burst into our day-to-day has made the tools we use in active job searches also change. With the complete adoption of the Internet and the need for information that is immediately available, different social networks are being erected in response to the growing need for connectivity, immediacy, and availability. Professional networks, such as LinkedIn, Stack Overflow, Github, Xing, and about.me, are born from his hand, just as social networks are. 

Despite the fact that there are so many professional networks today, LinkedIn is the largest one, with around 810 million registered users and about 310 million active users, according to specialized portals. In turn, it is positioned as the most widely used employability platform for recruitment in the world, with nearly 87% of recruiters registered using it as the main tool for finding talent for their different open positions. Like many other technologies used at Fullstack Labs, we actively apply them to search, attract and recruit the best talent available in the market.

This article seeks to capture, from a recruiter's perspective, the vision we have for a LinkedIn profile. Under the same criteria, how it should be structured to be a winning one when it comes to showing all the condensed information of the general and specific experience of a candidate from the IT and software development industry. 

What do we observe in a LinkedIn profile when starting a selection process?

It is important to highlight that the selection processes can be divided into four different stages: 

  1. Attraction
  2. Recruitment
  3. Application of selection criteria (selection)
  4. Onboarding

LinkedIn plays a fundamental role in the different stages of the selection process; from the possibility of attracting talent through mass messages, job posts, and opening a personal profile as a recruitment point, to the use of its recruiter platform as Applicant Tracking System (ATS) to keep track of candidates throughout the process. Through this platform, you can obtain up-to-date information regarding candidates, industries, and the labor market in general, since it is one of the largest databases with information about companies and professional profiles in the world.

Correctly presenting a professional profile on LinkedIn guarantees visibility and the possibility of being hired. When considering one as promising for a selection process, different aspects are evaluated.

1. Profile Picture 

This is a letter of introduction to the world of work, projecting a type of personality, professionalism, and even one or another important competence. Additionally, it is important to verify the candidate's identity to increase the visibility of the profile and generate a greater sense of trust.

2. About me

Its main objective is to show relevant information about the candidate in the most precise way possible. It is an x-ray of the experience, knowledge, and skills gained throughout the professional journey. Its importance arises from the need to quickly review the candidate's profile.

3. Headline

The objective of this section is to show various key pieces of information when reviewing the profile, such as the current position, the desirable one, and the main technical skills, among others. The keywords or words that are repeated throughout the profile are essential to increase the visibility of the candidate to recruiters. Therefore, this space must be used correctly.

4. Skills and validations

The fundamental goal is to describe the tools and skills used within the labor field throughout the different experiences. Like the keywords in the headline, it allows you to create greater visibility when searching for a specific profile. Similarly, it shows the number of colleagues, former ones, and supervisors that validate whether or not the candidate has a specific skill. 

These four points mentioned above, taken individually, show how each of the sections is interpreted. In general, the evaluation of the profile is not done in a unitary way but holistically. No section makes the others exclusive. However, it does add or decrease points when making the decision to advance or not with the candidate who presents his LinkedIn as a CV or summary.

If an average recruitment day is taken, where the review of the different profiles that arrive by application is carried out as well as those that are attracted, we could definitely find that more than half of them have deficiencies in the points mentioned above. This situation means that the number of viable ones at the presentation level is limited, either due to a lack of valuable content in their summary or because they use unnecessary information. Avoiding making mistakes at the level of structure and presentation ensures a higher chance of approach and acceptance in order to start or open selection processes.

What are the most common mistakes in the presentation of a LinkedIn profile?

1. Do not show a profile photo or one not suitable for the professional context

There are differing views on whether or not a candidate's profile picture is required; those who argue that it is not required believe that it may generate prejudice in the evaluation. On the contrary, those who argue that the profile photo is important believe we need to see a person’s face who is applying, their personal presentation, and their vision of a possible personality, as well as to verify their identity. The photo really adds a lot of value to the profile, from the point of view of showing their disposition, personality, and impact through their image.

2. Write an incomplete name with contractions or using a few words, even some emojis

It is common to use some contractions to shorten the size of our name right in the headline of the page. For example, instead of using "Leonard Steven Di Capreo," we use "Leonard S dC" or "Leonard D.C.". However, displaying the name correctly guarantees that obtaining information is optimal and friendlier for the recruiter.

3. Incorrect use of the headline (the space available for the current position or the one in which the candidate is interested)

This space can provide us with information about the specific knowledge that the candidate possesses. Its fundamental idea is to give visibility to their skills as well as current or previous functions.

4. Failing to provide work experience information or providing incomplete or inaccurate information

When we are reviewing the feasibility of a candidate's profile to be considered within the selection process, it is usual to observe how the information provided in the experience section is inaccurate or not consistent with reality. Its construction must be carried out with the thought that it presents a clear view of the main functions as well as the most representative achievements. This section allows recruiters to decide whether to take a candidate into account and if their profile fits the functions or needs that are specifically being sought.

5. The information contained in the “About me” section does not describe the candidate’s professional experience, knowledge, technical skills, and interests

"About me" is a quick summary that contains the knowledge, experience, and technical skills acquired throughout a professional career. From the perspective of recruitment and selection, it allows us to quickly infer whether the profile meets the minimum requirements sought for the position, giving way to a more exhaustive review. Normally, the condensed or relevant information is used as a description of values, although it does not provide a greater level of detail.

6. Focus the skills section solely on soft ones (competences) and/or values

Candidates often confuse competencies with technical skills and even with values. It is more important to include the technical skills to fill a particular position. They play a crucial role in giving visibility.

7. Add a few people and not create a professional network

It is common to see that some candidates create a LinkedIn profile to have a presence on the platform rather than to be active on it. Only 33% use this network constantly and generate connections with other professionals. Networking and maintaining it ensures close connections with different professionals or decision makers and can favor obtaining better employment opportunities in the future.

Note that the list of common errors could be quite extensive. However, for a practical exercise, the ones approached here are those that an FSL recruiter normally encounters. Many of the problems mentioned above have an easy solution: to be simple and efficient. LinkedIn profiles with greater visibility, more visits, better presentation, and efficiency are usually three times more desired by recruiters and decision makers when starting a selection process.

Powerful tips for a winning LinkedIn profile

Creating a winning profile really does contribute to decision-making within the selection process. Aspects like highlighting keywords, well-structured content, being accurate with roles and achievements across different experiences, and having a proper profile picture ensure visibility from recruiters. There really is no secret formula to having an attractive profile; it is rather the consistency with which the information is updated and the active participation in the creation of a professional network.

1. Use a profile photo

Using a suitable photo increases between 14 and 17 times the possibility that a profile will be seen and better received by different recruiters and decision-makers. The fact of having it, on a psychological level, generates a better impression and a feeling of security.

2. Use keywords in the headline

It is well known that LinkedIn works like a database from the recruiter's perspective, so a couple of tools with Boolean operators are used to search for various profiles on this platform. It is important to highlight that it works through SEO, so the more keywords a profile presents, the greater the possibility of finding it in a search. For example, in this section, you can list 8–10 keywords in your position using the vertical bar as a separator: Full-Stack Developer | Java | Spring | SpringBoot | Hibernate | Microservices | Angular | Typescript.

3. Use at least one first and last name

In the case of being selected for a vacancy, the full name guarantees that we can carry out a more exhaustive search of the profile. It gives us the possibility of accelerating the verification processes and the identity of the candidate, as well as showing a more professional and friendly face.

 4. Provide proper structure to the “About me” section

This section is understood as the resume in an opinion or scientific article. It is a small paragraph of about eight lines where four fundamental aspects must be captured: 

  1. Academic and technical education (certifications or postgraduate courses)
  2. Work experience
  3. Competence or technical expertise
  4. Some necessary soft skills for the position The idea is to integrate all the information in a coherent way. 

Similarly, it is important to highlight a few keywords used in the headline.

5. Experience

It is important to list five main functions in the last three positions that have been filled and three significant achievements in each of them in order to provide a preliminary context as well as add some of the keywords described in the headline and in the "About me" section.

6. Education, courses, and certifications

Because there are various job openings with different needs, it is mandatory to list the certifications that apply to them. It also relates to formal professional education, to clarify which is the main career and if it was completed or not, or how many years studied.

7. Add Skills, endorsement, and recommendations

The keywords proposed in the headline are represented to a greater extent in the skills section, which will also add weight to the search. The endorsements part allows recruiters to infer if the candidate really has experience with a specific skill. Regarding recommendations, it is important to request a few since they can be understood as a type of work and personal reference. They add good appeal and value to the LinkedIn profile.

8. Build a good network

Once the LinkedIn profile is in excellent condition and optimized in each of the areas previously described, making it achieve considerable visibility, it is time to network. It is simply establishing a connection with professional peers, recruiters, and decision-makers. This way, the chances of having a connection with a person who has an available position are greater and, on the other hand, the possibility of finding a better job opening is higher. Networking is devoting a couple of minutes a day to interacting with other professionals so visibility can be increased.

This article sought to provide a holistic perspective of the recruitment process using LinkedIn as the main tool for talent acquisition and management. It is also important to keep in mind that since it is a human gaze, there may be different interpretations and validations. This simple toolbox allows you to maintain an updated and competent profile in the face of new opportunities at FSL.

If you’re interested in learning more about our hiring process, check out how we hire and find the job of your dreams!

Mateo Jaramillo
Written by
Mateo Jaramillo
Mateo Jaramillo

I'm a business administrator with years of proven experience in strategy creation and application for acquiring and attracting talent. I drive clients throughout the whole selection process, delivering the best-qualified talent and ensuring client needs fulfillment.

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