Chances are, if you’re reading this, you’re on LinkedIn. The most widely used social network with a professional focus, LinkedIn had 467 million members last quarter. But just having a LinkedIn account isn’t enough. If your profile isn’t optimized, you could be missing out on opportunities — even if you don’t think you’re looking for a job right now.
In this week’s roundup, we look at a guide to optimizing your LinkedIn profile, plus ways to get your job search back on track, and a reading list for modern managers.
Natalie Severt at UptoWork: How to Optimize Your LinkedIn Profile
“The first thing you will want to do to optimize your LinkedIn profile is to max out its capabilities,” writes Severt. “To do that, you have to feed the platform quite a bit of information. …Once you’ve provided enough information, the circle will reach ‘All-Star’ level. And that’s where you want to be.”
It’s worth it to make the effort, Severt says, because, “Users who fully complete their profiles are 40x more likely to receive opportunities on LinkedIn.”
To find out how to get your profile to All-Star status, read this guide.
Hannah Morgan at Career Sherpa: 6 Ways to Get Your Job Search Back on Track
Sooner or later, most job seekers reach a lull in the process. Maybe they’re not getting past the first interview, or maybe they’re getting to the last round, but consistently lose out to the other top candidate. Whatever the problem, the only solution is to do some soul-searching.
“Here’s the deal. You need to figure out where in the process you’re getting eliminated,” Morgan writes. “If you’re not hearing back after applying for jobs, then you’ll need help with your resume and application. If you’ve had interviews, but no job offers, you’ll want to brush up on your interviewing skills. You can try these tips to improve your outcomes and keep a positive outlook during your job search.
Morgan’s tips include understanding the applicant tracking system, networking differently — and always thinking like a hiring manager. Find out how to fix what’s broken in your search, with this advice.
Mark Crowley at TalentCulture: 5 Books That Predict the Future of Workplace Leadership
Leadership has changed. Crowley explains:
Traditional leadership theory espouses that workers should be treated like any other input: squeeze as much out of them as possible and pay them as little as possible.
This idea originated at a time when work was far less complex and people were more easily replaceable. Under a scenario like this, managers were taught to ignore the human aspect of employees—or heart—and to be indifferent to their needs. Companies motivated performance with pay, often the only reward workers received.
But today’s workers have greatly evolved in what they need and want in exchange for their work. It’s simply a stunning fact that pay now ranks fifth in importance to people as a driver of their engagement, loyalty, and productivity all around the world.
If you’re a manager who wants to inspire workers to become more engaged, these books might help get you started.
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