Post by account_disabled on Dec 20, 2023 11:46:54 GMT 2
The search engine. LinkedIn's algorithm is powerful but quite basic. Technically speaking, it does not search for keywords but for character strings. That is to say that for LinkedIn, there is a difference between: telecom and telecoms agri-food and agro-food director and director CFO and DAF Managing Director and General Manager. One of the principles of writing a LinkedIn profile is that you put free text. One of the principles of searching for profiles on LinkedIn is that you put free text there. This observation having been made, the more we broaden and the more we diversify the semantics of our profile, the more likely we are to stand out in numerous searches and, conversely, the wider we search, the more profiles we find.
The key to profile content is not about quantity but quality. For a client, I created a fairly Email Data concise profile (160 words in the summary, 240 words in the experience for just under 15 years of professional experience). Results: 4 hunter contacts with appointment proposals in the half day following the profile being put online. Certainly there are many profiles which have less content, but it is still quite short. According to Business Insider, a recruiter spends 6 seconds on your LinkedIn profile and on average they use more than 7 keywords. So you ONLY stand out if your profile contains the recruiter's 7 or 8 key words (in their exact spelling, to the nearest character). The more you optimize your profile, the more you must develop your visibility (this however assumes that there is demand for your skills).
We can say that if your content is really well done, this is enough for the visibility of your profile. You alone are responsible for the quality of your profile. When looking for a job, you need to find it and be reassured in particular about your skills. If you are looking for clients (salesperson, consultant, coach, etc.), it is better to design it as a sales funnel. Example of a good LinkedIn profile (in a service delivery approach). BE SEEN This is a very different LinkedIn lever from the previous one. We move from “make sure we find you” to “make sure we see you”. This has nothing to do with. In the first case, as we have just seen, it is based on the content of the profile (summary, professional experience, training, etc.).
The key to profile content is not about quantity but quality. For a client, I created a fairly Email Data concise profile (160 words in the summary, 240 words in the experience for just under 15 years of professional experience). Results: 4 hunter contacts with appointment proposals in the half day following the profile being put online. Certainly there are many profiles which have less content, but it is still quite short. According to Business Insider, a recruiter spends 6 seconds on your LinkedIn profile and on average they use more than 7 keywords. So you ONLY stand out if your profile contains the recruiter's 7 or 8 key words (in their exact spelling, to the nearest character). The more you optimize your profile, the more you must develop your visibility (this however assumes that there is demand for your skills).
We can say that if your content is really well done, this is enough for the visibility of your profile. You alone are responsible for the quality of your profile. When looking for a job, you need to find it and be reassured in particular about your skills. If you are looking for clients (salesperson, consultant, coach, etc.), it is better to design it as a sales funnel. Example of a good LinkedIn profile (in a service delivery approach). BE SEEN This is a very different LinkedIn lever from the previous one. We move from “make sure we find you” to “make sure we see you”. This has nothing to do with. In the first case, as we have just seen, it is based on the content of the profile (summary, professional experience, training, etc.).