Author name: Adept

You’ve landed the job interview and now you’re asked that seemingly loaded question: what are 3 words that describe you? Confounded by choosing the right words to describe yourself, you hit a dead end. “If I select X, will that be the best choice? “If I select Y, what will they think that means?” The answer is: it depends. Everything has changed in 2021 – from the job search strategy, to the way people are hired, to how interviews are being conducted. With new methodologies in place, it’s important to consider the best words to describe yourself in a job interview. The key is to pick the words that are relevant to both the company’s mission and job description as well as current needs. Selecting the right words to describe yourself can put you at the forefront of the selection for the next stage of the interview process. Here are some ideas for selecting words to describe yourself besides the cliché adjectives of detail-oriented, ambitious, and responsible: The idea is to step outside the box and outside of yourself to consider adjectives that are also backed by results and contributions. For example, begin to think about ways in which your ethics have been challenged and how you solved a problem or brought forth a result by being ethical. The key is to describe yourself with action and impact rather than just selecting redundant words to describe yourself. In 2020, you may also consider selecting words that are framed around challenges you’ve faced in leadership, transformation, restructuring, and even crisis management. Remember, the goal when posed with the question, “What are 3 words to describe yourself,” is to paint a canvas that is a masterpiece to the interviewer. When you think about art on a canvas, there are many different shapes, colors, and other items that overlap. Your personality is that artwork and it’s your goal to tell the interviewer the story behind the masterpiece. Be sure to select words that focus on results, contributions, and calls to action.

“Ghosting” is a phenomenon that is becoming an increasingly common problem with employers and employees. If you’re not familiar, “ghosting” involves the abrupt stoppage of communication between one party and another.  For instance, if you recently applied for a job and completed the first interview, most recruiters would respond with a phone call or email to let you know how you did. However, there is a new trend where suddenly you no longer hear from the hiring manager, and they stop responding to calls or emails. Employees are ghosting employers at alarming levels While this phenomenon is becoming all too common, the reverse scenario is also true. Indeed recently released an article about how potential employees are ghosting potential employers.  Their recent study revealed 83% of employers report being ghosted by potential employees in the past two years. This shocking statistic shows how the lack of communication impacts our workforce and creates unnecessary obstacles for employees and employers.  Whatever the reasons for ghosting each other, none seem significant enough to burn bridges. As employers spend time and money recruiting potential employees, they likely have a list of previous recruits who ghosted them.  Even if a job seeker accepted a different job, it’s unwise to burn bridges with other employers they may potentially want to work for in the future. Maintaining honest and open communication is a powerful element that can help you create and maintain professional networking opportunities.  How to avoid being ghosted by employers As a potential employee, few things are worse than a recruiter who suddenly refuses to return your calls or emails. However, there may be a few traits you can show to keep potential employers from ghosting you. 1. Focus on your relevant experience Job seekers need to show potential employers that they are a valuable candidate that may be the perfect fit for the company – either now or in the future. Just as employees should not burn bridges, recruiters understand the importance of maintaining positive relationships with impressive candidates who don’t get the job this go around. There may only be one job opening but five exceptional candidates for a position. If you are one of those five candidates, it’s crucial to show the recruiter how valuable you are and your desire to work for their company one day. Focus on relevance and dedication to minimize the chance of being ghosted. 2. Over-communicate By communicating with your hiring manager throughout the hiring process, you can create open communication lines that are difficult to close. Promptly returning phone calls and emails is essential. Keep your recruiter informed of your desire for the position, as well as your thankfulness for their time and effort in the process. Keep in mind, there is a fine line between effective communication and being annoyingly overbearing. Calling your recruiter every day is a quick way to get ghosted. 3. Don’t keep them waiting From interviews to job offers, avoid unnecessary delays as you work out scheduling or decision making. Focus on making well-informed quick decisions to keep the process moving along. If you take too long to respond, they may find someone else to fill the position. 4. Be respectful throughout the entire process Being humble and respectful will help you build professional relationships that can help you even if you don’t get the job this time around. Always thank the recruiter for their time and maintain positive communication at all times. Even if you get the phone call to try again next time, thank the recruiter for their time and maintain a respectful tone. 5. Leave a good impression As a job seeker, you represent your brand. Even if you don’t own a company, your name is your brand. Telling people they didn’t get the job is just as painful for recruiters as it is for the job seeker. Respond with grace and humility in all aspects of the interview process to leave a good impression. You never know if a recruiter will have another opening in a month and feel the need to give you a call. Keep your head up and maintain your professional brand.

If you’re polishing up your LinkedIn page or about to have an interview, don’t miss our experts’ tips  The signs of spring are all around us: bulbs emerging; blossom unfurling; evenings getting lighter and longer. This is the time of year when many start to feel ready for a new start. Recent research from LinkedIn shows that 75 percent of British workers are considering looking for a new job this year – up 15 per cent on last year. If you’re a Gen Z-er, you’re even more likely to be dusting off your CV: 85 per cent of this age group say they’ll be job hunting in 2024. The biggest factors driving the itchy feet are a higher salary and a better work/life balance. But that doesn’t mean you should be explicit about asking for these things – in fact, sometimes it’s wise to do exactly the opposite. So whether you’re looking for a new role, or wanting to climb the ladder, here’s what the experts recommend to supercharge your career. Don’t ask to work from home You might not like the sound of it, but one of the most valuable things you can do, especially when you’re at the start of a new career, is be prepared to show up – literally. “Businesses actively want people back in the office,” says Katie Drewitt, owner and founder of Manchester-based Intrinsic Resourcing, whose advice is to “go in, and learn from the people around you.” So if you’re a graduate straight out of university who’s never had an office job, don’t ask to work from home in that first interview – not least because you’ll be much more likely to progress to the next stage if you’re willing to show face. (If you do land the job, meanwhile, don’t, whatever you do, pull a sick day on a Monday/your first day. “It’s so immature,” says Drewitt.) Don’t like the idea of getting properly dressed every morning? Think again. “You’re really missing out on what you experience from working alongside people. [If you’re at home] you’re not comparing yourself to your peers – it doesn’t drive that competitiveness.” How to get a job without job experience Polishing up your CV to land that first interview? “Demonstrate you’ve got other interests outside of studying. If you’ve done Camp America, or been in a theatre society or on a team at university it shows you know how to work within a team.” And if you’ve had any sort of job before, even if it’s just in a bar or at a restaurant, put it on there. “It shows you’ve been committed.” If it all seems like a bit of a slog, know it’ll all be worth it one day. “I don’t want to be in an office every day,” admits Drewitt, “but you do have to earn it.” Climbing the ladder? How to spot the perfect next position If you’re established in your industry and raring to go, there are three things to look for when applying for a new job, says Theo Varcoe, senior consultant and specialist legal recruiter at Bishopsgate Search. The first is team structure: you don’t want a long queue of senior personnel ahead of you blocking the way to advancement, and you need enough junior positions below your level to pass the grunt work down. Second, structure aside, what are the opportunities for you? Can you bring in new business, and is there an opportunity to do so? Third, what’s your day going to look like? “You need to have time and in theory, budget, to do business development,” advises Varcoe. “You don’t want to be just a service monkey who works all hours” – not least because when it comes to looking for the next job, you need to have a track record of adding value. The questions to ask during a job interview Experts agree it looks good if you have questions of your own to ask during an interview. If you’re applying at a senior level, especially, you should request detail on performance metrics and how they’re assessed, and what a realistic timeframe for moving up to the next level might be. It’s ok to be picky, because “there are only so many chances to move,” but you also need to think about timing. “Some people just grin and bear a bad situation and then become desperate to get out, and don’t make a discerning decision because they’re fed up,” says Varcoe. “You’ve got to be super-specific and know all the aspects of your life, not just work. What level of autonomy do you want to have? Is this kind of work a dead end? Are the prospects good?” Stay friends with your bosses Mentor relationships are valuable at all stages of your career. “It’s great to have somebody who knows your market or industry, and can advise you on whether your strategy is a good one,” says Varcoe. “Former colleagues are great for that.” So, don’t burn your bridges – stay friends with your former bosses, and one day they might be just the person to give you a helping hand. Career change or break? Own your story Perhaps you’ve taken time out to bring up children, or perhaps you just want a change of direction. How best to navigate the space? The key, says Julia Colegate-Stone, founder of executive search firm Hurston Eliot – who herself pivoted to recruitment 10 years ago after working first as a lawyer and then in banking – is to own your story. “You bring a huge amount of value,” she says. So, “hold the confidence you had pre-career break, and own [the break] as an active decision. This is an opportunity to size up what’s important to you, and for you now.” If you’re changing careers, identify what your transferable skills are and demonstrate how you used them in the past, whether that’s growing a client base, or bringing in x amount of additional revenue. Be realistic about salary – think about what’s realistic for the role you’re applying

In my more than 40 years in business, including being the vice president of human resources at Microsoft, I’ve observed a major shift in how long people stay at a job. When I first started my career in the 1980s, my parents and every career advisor said you needed to stay in a job for a good five years — three years at the bare minimum. Anything less than that, and you were seen as a job-hopper. The first thing hiring managers were taught to look for on a résumé was how long the candidates were in each job and to keep an eagle eye out for any gaps. They wanted to see at least three to five years at each job and certainly not a string of short stints in a row. Job-hopping was seen as a sign of restlessness, immaturity, and an inability to stick through the tough times. Worse, you were seen as disloyal to the company. Today, the pendulum also swings the other way: Younger recruiters look at an employee with 10 years at one company and ask what the problem was. Longer tenures have become their own red flag, and what was once seen as the minimum tenure now puts you in danger of being seen as a relic. So how long is too long, and how short is too short? Like most tough questions, the answer is it depends. Accomplishments are more important than tenure It doesn’t depend on the clock. What matters in your job tenure isn’t how long but rather how much. Not when you did it, but what you did. What a good hiring manager is looking for is whether you’ve made an impact on the business and whether you’re someone who can get things done: They want to see these kinds of accomplishments during your tenure, however long that takes. If you can come into a job, make a difference, and move on in just one year, that’s great. If you stay in a job for more than a decade but show this kind of impact time and again throughout your tenure, wonderful. This is why so many people offering resume advice stress the need to have clear, crisp metrics, numbers, and impact in each job entry. They want you to show that your time, however long, at each role was well spent. Hiring managers don’t want to see you flit from job to job having had little effect on the business. Then you do look restless and unable to work hard on problems. They also don’t want to see someone who did one great thing just to rest in the afterglow of that for years. You’ll look like someone who’s unmotivated to help the business advance. When should you think about job-hopping? It’s common knowledge that the fastest way to get bigger pay today is to change jobs — being a new hire somewhere else is far easier than getting promoted internally. That’s because companies prioritize new hires over their existing employees. They’re faced with needing more talent in a tight job market, and at most companies, the hiring budget is bigger than the promotions-and-raises budget. Advertisement There is also far more understanding of unique situations from hiring managers today. They understand a short stint in a job that was a terrible fit, and they are not frightened by a gap in employment for child or family care or education. They also understand if you get stuck in a bad role, one with an impossible situation, a company on the downturn, or a manager who makes life hard. As a result, tenures that were once labeled as job-hopping are now standard. Three jobs in five years, once the reddest of red flags, is understandable with just the slightest explanation. So if you’re stuck in a bad situation or can’t get competitive compensation, the market today says moving is to your advantage. When should you think about staying at your job long-term? On the other hand, if you are being fairly compensated and the work is still interesting, moving may not be the right choice. Advertisement Even though it’s so much easier than it was in the past, changing jobs still comes at some serious cost. You lose all the internal connections you have worked hard to build. That network helps make your job easier and often more enjoyable. In a new role, you have to reconstruct that from scratch. You also lose all the notoriety you have developed. If you’re a valued employee, your reputation precedes you with each new opportunity. You go into each new situation with positive expectations and banked goodwill. Starting a new job, you have none of that. And there are the simpler, more mundane challenges to a new job: wrestling the differences in every process, finding all the right communication channels, and knowing the go-to resources for everyday problem-solving. Sometimes a new environment is invigorating; often, it’s just a pain. The combination of a strong network and a solid reputation makes every new task you start in your current role easier. If you ensure that you’re constantly working on some new way to have an impact on the business, a long tenure can be very rewarding. Advertisement Make a difference wherever and whenever you are So focus your attention not on how long you’ve been in your job but on what you’ve done while you’ve been there. Try to make a difference in each role. Show that your tenure, however long it was, was just the right length.

If you see one of these phrases in a job description, you might be walking into a nightmare. We’ve become a nation of job hustlers. People only stay at jobs an average of just over four years these days—and that drops to just under three years if you’re a millennial or younger. And more than half of all workers plan to find a new job in the next year. That means you’ve likely read a lot of job descriptions, and know that it’s easy to be fooled. A job that sounds great on paper can be a nightmare in real life. The good news? There are clues to watch out for—red flag phrases that point to a toxic work environment or an employer that won’t value your time or mental health. Employers can’t seem to stop themselves from using these phrases, and are, in fact, using them more and more often—if you know how to decode the language of job descriptions and spot those red flag phrases, you’ll save yourself a lot of heartache. “We’re like a family” There is likely no more transparently toxic phrase in job descriptions than calling a workplace a “family.” It might be intended to evoke a warm, supportive environment, but in reality it usually implies a workplace with zero boundaries and no respect for work/life balance. The phrase often implies an expectation to go beyond your actual duties, to attend non-work events with no additional compensation, and to accept a warm and fuzzy attitude in lieu of actual cash. “Wear many hats” There’s a reason we have job descriptions. They protect both the employer, who can point to them if you fail to perform the duties laid out in one, as well as employees—who can point to them when they’re suddenly asked to take on roles they’re not trained for and don’t want. The phrase “wear many hats” indicates a complete disregard for this key element. It basically means there’s no defined role, and you’ll be doing whatever needs doing whether you’re capable of it or not. It also pretty clearly means that if you do manage to keep all those plates spinning, you’ll just get more duties and responsibility, most likely with zero extra compensation—after all, you were warned. “Work well under pressure” This charming bit of psychological manipulation should send you running for the hills. It’s a variation of a sales tactic: It creates a challenge and a sense of urgency. If you pass up the job, it’s because you can’t handle pressure, not because you don’t want your life to suck—it creates this sense of failure that you want to prove incorrect. The phrase also clearly implies that you’re going to experience a toxic environment where boundaries won’t exist, and any hesitance or pushback will immediately be judged as you wilting under “pressure.” Don’t want to hop on Slack at midnight? Don’t want to come in for an all-hands on Saturday? Skip any job that exalts “pressure.” “Fast-paced environment” Hawking a “fast-paced environment” is a tricky phrase that sounds exciting—you won’t be bored! But it’s a classic sign of a toxic workplace. It indicates an environment where stress is glorified. A healthy workplace should want to avoid stressing out its employees, because stress actually lowers productivity and performance. If the job description implies that stress is seen as natural or beneficial, you’ll be miserable—and, worse, you’ll be working for a company that will never understand why it has high turnover and low performance across the board. “Self-reliant/self-starter” Any company that puts this in a job description is basically admitting that you won’t get much training or support. You might figure things out and wind up enjoying your work—it’s possible. But it will be entirely up to you to learn just about everything, and failures will be entirely on you. The phrase can also indicate that the company isn’t even sure what your role should be, and wants you to figure it out on the fly. “Pay commensurate with experience” Vagueness about compensation is always a red flag. The only reason you want this job is the compensation, so any attempt to obfuscate the pay is a dirty trick from the get-go. Phrases like “commensurate with experience” or “pay is competitive” shift all the power to the employer. You’ll jump through hoops to get through interviews and other steps in the hiring process, and only when you’re psychologically hooked via the sunk costs fallacy do you get to enjoy being lowballed. “Unlimited potential” When this phrase is used in conjunction with vague language around salary and compensation, it’s a bright red flag. Phrases like this are usually paired with wildly broad salary ranges, but usually mean you’re going to be offered a low starting rate and all the “potential” involves commissions and incentives you will probably never achieve. There’s nothing wrong with commission-based compensation as long as it’s clearly stated and up-front. But slippery phrases like this are designed to plant the high-end number in your head without committing to anything. “Rockstar” As anyone who has ever had a job knows, when your boss calls you a “rockstar” or a “godsend” or any other similarly overblown compliment, you can be pretty sure of two things: One, you just went above and beyond in your work, and two, that compliment is all you’re getting by way of compensation for that extra effort. Using these words in a job description is similar to how poisonous animals in the natural world use bright coloring: It’s a warning sign. It usually indicates that the job will be underpaid and overworked. “Flexible working hours” This phrase’s red flag status depends on how it’s used. If there are no other red flags in the job description and the phrase seems to indicate that you can choose your own work schedule within certain parameters, that’s obviously fine. If there are other problematic phrases in that description, however, ask yourself whether “flexible” means your employer is flexible about your schedule, or whether they expect you to be flexible about things like working until midnight or coming on Sundays on a regular basis.

These words keep you on track, serve notice to the other side, and ensure the conversation stays open. Unless it’s your job, few people love the prospect of negotiating. It’s filled with anxiety about getting taken and being laughed at, and even if you’re decent at it, there’s the confrontation aspect and the unavoidable pressure of what you’re trying to do. The obvious thing is money, but it could be time, a parking space, or who gets to go first in the board game. It calls on you to be patient and listen, and it also involves the need to stand firm and be empathetic, a duality that isn’t stress-free and can’t be removed. But you can handle it and it doesn’t have to be a battle. It just means remembering some fundamentals of negotiating: Now, every negotiation is different. But there are common threads in every one. While no words work all the time, the following phrases can help keep you on track, serve notice to the other side, and keep the conversation open until you decide when it’s over. 1. “What’s it like to work here?” Time isn’t limitless but you don’t jump right in. With common transactional deals where you won’t see they won’t see the customer service rep or a car dealer again, you want to start by building rapport, and open-ended questions do that. It could be the above or something like, “How long have you been doing this?”, “What do you like about your job”, or “Who annoys you?” Chances are, they rarely get asked anything like that. They’re more “used to being abused and disregarded,” Shell says. By asking them about themselves, you’ve taken a moment to recognize them — a big part of good communication — and given the interaction dimension, and when you’re not feeling good about what’s being offered, you can ask, “Are there any other options you can think of?” You’re acknowledging the power and insider knowledge that they have and you don’t. It won’t work all the time, but sometimes that person will want to do something for you. 2. “Help me understand why this matters…” No one should lay everything out immediately, but as you talk, you can sense an obstacle. Rather than pop off or walk, you give this invitation to be educated and put the responsibility on the other person to explain the significance. Maybe it’s a dollar figure; maybe something more qualitative. Asking doesn’t mean you have to agree, but it tells them that you’re listening and you can learn something. “You’re digging underneath the request,” Kogan says. 3. “I hear what you’re saying, but what do you think about what I offered?” One difficult point is when what you say isn’t acknowledged. That silence can be unnerving and can cause you to fill it up and start negotiating against yourself. Price says that it’s always a good move to say what you want, smile, and say nothing more, but if that’s too hard, use what she calls a “boomerang response,” a line that doesn’t commit you to anything, prompts the person to talk, while sending the message that you’re not changing your terms. “It’s a way to show you’re confident, and confidence in negotiations is key,” she says. 4. “Wow. That was not what I was expecting to hear.” When the other side comes out strong with an offer, that surge of aggression can make already anxious people more so, causing them to retreat or give away too much. The above response slows things down and makes the other side give their why. That person might not have one – it could have been a play – but if they do, they must voice it and then you can talk about the reasons. “You’ve regained momentum,” Shell says. “It’s a good place to be.” 5. “We’re not agreeing on this point. Let’s come back to it later.” You’re recognizing the impasse and moving it to the side. It keeps you from agreeing to something just to make discomfort go away. While working on other issues, you could continue to build rapport and learn more about what the other person wants, and that momentum might help when you revisit the issue. Or it won’t. It’s okay to say that it won’t work, emphasizing that it’s just “this time” to leave a on a positive note. Just don’t feel beholden to make a deal just because you started on one, an easy trap to fall into. Rather than fearing it was all wasted time, see it as valuable information for the future. “You’re coming out with what you can and can’t do and that you can’t work with this person,” Price says. 6. “Maybe it’s not your intent, but your current approach feels like you’re trying to pressure me.” No matter what you say or do, the other person might have zero interest in collaborating. It’s all about acting tough and getting you to cave. There are many great negotiators with advice, but the best might be from Patrick Swayze in Roadhouse: Be nice until it’s time to not be nice. You want to let them know that what they’re doing won’t work, spelling out the probable outcome: No deal and no one is happy, especially the people being represented, and that can make them change tactics. You can also suggest taking a break, which can cool things down and allow them to reconsider. It takes some brass, but you’re showing yourself to be cool under pressure. It might or might not change the dynamic, but regardless, you can’t feel good about any outcome if you’re playing at someone else’s pace. “You want to be in control of time,” Kogan says. That’s key to being a good negotiator.

Hiring managers often try to offer candidates as little as possible. Fortunately, there are techniques workers can use to get the most out of the negotiation process. When applying for a job, there are lots of variables that impact your decision-making: the location, flexible working, and day-to-day responsibilities. But ultimately, salary is always one of the biggest deciding factors. Too often, employers will dictate lower salaries in a bid to save money. This is one likely reason why employee turnover is so high today. According to Pew, 63% of workers who quit their jobs do so because of low pay. But no one should be paid less than they’re worth. Unfortunately, negotiating a good salary doesn’t come naturally to everyone and can feel uncomfortable. The good news is, practice makes perfect—and if you can refine your techniques, you’ll be able to maximize your salary now and for years to come. Here are five tips for negotiating a higher salary. KNOW YOUR WORTH Before entering into any salary negotiations it’s vital to know what you’re worth. Otherwise, how can you effectively negotiate the right figure? So do some research before the interview process even begins.  Find out the average salary for someone in your position, location, and with your level of experience. You can do this by looking at online job postings. Then, make a list and estimate the average salary for somebody in your position. This will give you a good starting point for your negotiations. Next, you need to think about your own unique selling points and what it is that makes you valuable to employers—this is how you can justify asking for more than the average person in your field.  When you know your worth, you can go into a negotiation with a figure in mind and you can back up your request with data and confidence. SHARE WHAT YOU CAN OFFER During negotiations, you need to convince the hiring manager that you’re worth the money. You should be able to explain clearly and eloquently what you can bring to the table. By clearly setting out what makes you unique and how you can drive the business forward, you demonstrate to employers how you can make a real difference—and, importantly, why you’re worth the salary you’re seeking. Just make sure that everything you’re saying is completely true. Don’t make up figures to seem impressive or embellish your achievements. Make sure you have a few detailed examples you can relay, including figures wherever possible. This way, you’re offering proof and tangible achievements that will influence their salary decisions. NEGOTIATE WITH FACTS, NOT EMOTIONS Negotiating your salary can be an emotional process for a number of reasons. You might feel anxious about asserting yourself. Alternatively, you might feel frustrated that you were offered a lower number than expected in the first place and feel underappreciated. Despite how difficult it may be, try to set your emotions aside during the negotiation process and lead with facts instead. If you lead with your emotions, no matter what they may be, this could cause tension or conflict, and may damage your chances of moving into a higher salary bracket. I recommend going into any negotiation with memorized facts and figures in the forefront of your mind, ready to recite and prove you’re worth the money. THINK ABOUT BENEFITS AND PERKS AS WELL One thing many professionals forget is that salary is not the only part of your pay package. Benefits, savings, and discounts can all contribute to your financial well-being and satisfaction at work, so these should not be ignored. If you’re struggling to push up the pay, consider other ways you can make the most of your money. For example, healthcare plans, life insurance, childcare benefits, and dental care are a few ways you can save your hard-earned cash and increase your overall earnings. DON’T RUSH YOUR DECISION It’s important not to rush a negotiation. You may need to practice your key talking points so that you’re confident in your delivery. You also may need to take your time bargaining for more money, benefits, and other perks to secure the best package. And it’s vital that you take the time you need to prepare for negotiations. Plus, if you’ve been given a job offer, you don’t have to rush to make your decision; tell the recruiter that you need time to consider the position. Sometimes asking for more time like this can encourage them to increase their original offer without much prompting.

They say luck favors the prepared, so when you get your chance for your first round interview — you better get ready! But where do you start? Based on my experience as an ex-recruiter and HR manager, preparing for your first round interview is pretty straightforward because they almost always are with a recruiter and they generally have the same standardized questions. Once you learn how to read between the lines and master these questions, getting to the next round will be a breeze. Watch this video to learn what those 3 questions are and how to nail them. Tell Me About Yourself What sounds like an existential question, is actually the recruiter wanting to know if your experiences and skills align with the role. The common mistake here is to give a step by step walkthrough of all the experiences on your resume, which they already have! Instead of giving a rundown of your experience by simply reading out your resume, I suggest using this 3-step formula: hook + interesting details + wrap up. First, give a broad overview of who you are and why you enjoy this type of work. Next, add some details about your achievements and successful projects — don’t forget to mention metrics! And finally, wrap it up by sharing your interest in the role. Why This Role Or Company It is important for the recruiter to know your genuine interest in the company and/or the role you’re applying to. The last thing they want is to have someone who doesn’t take the job seriously and ends up becoming a liability to the company. Make sure you’ve done your research about the company, their founders, mission and vision, products, and maybe some news about them. Being genuinely interested doesn’t have to mean knowing every nook and cranny, but giving an answer that shows you know the company is a good sign that you would bring value to the team. What Makes You a Good Fit This question simply means that the recruiter wants to know if you have the right skills for the job. To answer this well, be sure to study the job description and pinpoint the specific skills that are required. Align the necessary skills to your previous experiences and it’ll surely give the impression that you will be the right person for the role.

With more than 900 million members on the LinkedIn platform, you might wonder how you can stand out. Indeed many set up their profile and never use it as the task of where to start and how to be heard sees insurmountable. Yet, in today’s competitive job market, having a strong and visible presence on LinkedIn is essential for professionals looking to advance their careers and build valuable connections. In this comprehensive article, I will explore 10 proven strategies to optimise your LinkedIn profile and increase your visibility on the platform. By implementing these techniques, you will enhance your personal brand, attract more relevant connections and potentially unlock new career opportunities. 1. Complete your profile. To make a lasting impression on LinkedIn, it is crucial to have a complete and professional profile. Your profile serves as your online C.V. and should highlight your skills, experiences, and achievements. Follow these steps to optimise and polish your profile. Profile photo and header image: LinkedIn research shows that just having a picture makes your profile 14 times more likely to be viewed by others. Start by adding a high-quality, professional profile photo that reflects your personal brand and showcases your unique personality but to make yourself rank higher in searches, rename the photo file with a keyword for your role eg. financialadviser.jpeg Compelling headline: Craft a compelling headline that captures the essence of your expertise and attracts the attention of potential connections. Use keywords relevant to your industry to optimize your headline for search visibility and remember that only the first 40 characters show when you comment on a post so start your headline with the value that you bring eg. delivering increased ROI on… Featured Section: Utilise the Featured Section on your profile to showcase your most impressive posts, articles, or media files. This section allows you to highlight your expertise and engage your audience with valuable content. Think out the box: Turn your LinkedIn recommendations into images and add them to your featured section. ‘About’ section and work experience: Craft a well-written summary that provides an overview of your professional background, skills, and achievements. Use relevant keywords to optimise your summary for search rankings. In the work experience section, highlight your accomplishments rather than just listing your job resp. responsibilities. Quantify your achievements using numbers and data whenever possible and add your contact details again here to make it as easy as possible for people to reach you. Include a definite call to action eg. If you would like to chat about…contact me here. 2. LinkedIn Creator Mode. Enable the LinkedIn “Creator Mode” to enhance your profile’s visibility. This feature enables you to share content directly on your profile, positioning you as a thought leader in your industry. 3. Utilise relevant keywords. To improve your visibility on LinkedIn, it is crucial to incorporate relevant keywords throughout your profile. These keywords help LinkedIn’s algorithm understand your expertise and connect you with relevant professionals. List your skills in the Skills section of your profile. Use industry-specific keywords to increase your chances of appearing in relevant search results and then follow up and request endorsements from colleagues and connections to validate your expertise in these areas. Enhance your profile with rich media content, such as videos, presentations, or articles, that showcase your skills and expertise. Optimise the titles, descriptions, and tags of these multimedia elements with relevant keywords to improve their visibility in LinkedIn searches. 4. Highlight your accomplishments. When optimising your LinkedIn profile, it is crucial to focus on highlighting your accomplishments rather than just your job responsibilities. By quantifying your achievements and showcasing your unique contributions, you can stand out from the competition. In the work experience section, provide detailed descriptions of your accomplishments in each role. Use specific numbers, metrics, and data to quantify the impact of your work. For example, mention the percentage increase in sales revenue or the number of clients you successfully managed. If you have received any awards, accolades or recognition in your field, be sure to highlight them in the Awards section of your profile. This demonstrates your credibility and expertise to potential employers or clients. Furthermore, request recommendations from colleagues, supervisors, or clients to showcase your professional reputation and credibility. Positive recommendations can significantly enhance your profile’s visibility and attract the attention of potential connections. 5. Engage with others. Active engagement is key to building connections and increasing your visibility on LinkedIn. By participating in conversations, sharing content, and engaging with other users, you can expand your network and establish yourself as a valuable contributor. Join LinkedIn groups relevant to your industry or areas of interest. Engage in group discussions by sharing valuable insights, answering questions, and providing helpful resources. Active participation in groups can help you expand your network, gain visibility, and establish yourself as an authority in your field. 6. Share relevant content. It goes without saying that sharing valuable and relevant content is an effective way to position yourself as an industry expert and increase your visibility on LinkedIn. Industry insights and trends: These demonstrate your expertise and keep your connections informed about the latest developments in your industry. Original content: Create and share your original content, such as blog posts, articles, or videos and be sure to optimise your content with relevant keywords and hashtags for better visibility. Visual content: Include visual content, such as infographics, images, or videos, in your posts. Visuals are highly engaging and can capture the attention of your audience. Use captions, descriptions, and hashtags to optimize the discoverability of your visual content. 7. Customise your LinkedIn URL. Customising your LinkedIn URL can make it easier for people to find and connect with you. A custom URL is more memorable and professional than the default LinkedIn URL. Follow these steps to customize your LinkedIn URL. Edit Your Public Profile & URL: Log in to your LinkedIn account and click on your profile picture in the top right corner of the page. Select “View Profile” from the dropdown menu. On your profile page, click on the “Edit public profile &