Author: Mill Montejo

If You’re Not on The Web, You’re Dead – Ten Reasons Why

By Mill Montejo the #JobSearchSuperhero

 

Ever since I left Corporate America in 2012 I have worked hard to increase my online presence through many social platforms. The inner geek in me saw the technology changes and direction many industries were taking and are continuing to head into.

If you’re not on the web you may as well be dead

I must share that many of my resume and LinkedIn clients often complain about how the nature of hiring has changed so drastically that they spend months looking for work to no avail. What are they doing wrong? Highly qualified, great references, yet no calls for an interview! The facts are simply this. Gone are the days when you could peruse a help wanted ad in the NY Times send out 40 resumes by “snail mail” and get someone to see or respond. Technology has made it possible for current employers to do more with less. On the bright side, using the same technology new industries have emerged that allow people to employ themselves with the biggest perk being flexible work schedules.

By using crowdsourced data, companies are helping to make life more efficient today for society at large. My goal is to educate clients on how we are entering the height of the technological revolution and there is no placing that ‘genie back in the bottle.’ As hard as it is to hear and accept, if you are not on the web, you may as well be dead.

the tech-genie is never going back into the bottle and is here to stay

So, if you want to be found in today’s changing technological world, you MUST have some type of web presence or you are invisible. You won’t be found and it will be extremely challenging to find that job or get that client if you work for yourself.  We need to adapt and change HOW we get noticed and connect through forums like LinkedIn or your own personal websites. If you are not on the web, you are dead.

 

Here are 10 things everyone should know about the web and how to use it to your advantage:

  1. You have to reinvent yourself. After years of work, today’s job market has changed tremendously. It used to be the norm that you could find ads online, send your resume that read “proven track record in…” Now resumes must be keyword heavy, with no grammatical or spelling errors, and plenty of numbers and facts to back up the “proven track record” you are claiming. There are many experienced job seekers for less available open jobs. It is an employers job market.
  2. Many job seekers still have a hard time believing that they can also find work by selling the skills they have built up through the years whether in school, work, or life.
  3. All they have to do is find a way to solve local people’s problems.
  4. Crowdsourcing apps WORK because people want to find the help that they need easily, quickly, and with the touch of a phone screen

If you have a smartphone in your purse or pocket then you know there is nothing more convenient than summoning it for everything you need

        For Example:

a) I needed a dog sitter quickly to check in on my new puppy on Fathers Day so I went on Rover.com’s app. Within a couple hours, a dog sitter was in my yard meeting my dog.

Need a dog sitter in a hurry? There’s an app for that.

b) I needed a gutter and tree trimming contractor. I found them via my local neighbor recommendations on the Nextdoor app that started as a neighborhood watch app and has grown to include home sales, garage sales, contractor recommendations and more.

Need any type of home services or repairs? There’s an app for that too.

c) Need an order of food picked up at a local restaurant that does not offer delivery? There are people who drive their own vehicles that now provide that service.

Think about where there are needs and sell your skills there. Go where the needs for services are.

5. People want convenience and are willing to spend a little extra, or in different ways to achieve it. Technological advances have put many people out of work, but they are also creating new innovative, and more flexible ways to work. 

6. Going to a new state and need a cheap place to stay for a couple of days? All the hotels booked or too expensive? Check out Airbnb where people like you and me rent out their couches, bedrooms, or garages for temporary use.

7. Need a last-minute ride somewhere local and can’t find a taxi or car service that has available cars? If you’re in an urban area or large city you can see available cars practically circling your home or location on a live map on your phone and summon them for a quick ride.

8. We must accept the fact that this tech-genie will never be put back into the bottle. You must adapt and change to survive in the digital economy and job market.

9. Don’t waste your energy on anger, resentment, fear of the future, and anxiety. If you can, instead turn that into renewed energy and think hard about your skills and how you can market and sell them to your local public.

10. In some cases, your clients don’t even have to be local. Because of the very same technology that’s put you out of work, people can reach and teach others stuff across the globe. If you produce online goods or services that others are willing to pay for then you can work from anywhere and make money.

 

In closing I would say that you have to think of everything as being able to be crowdsourced through an app or a website. Merriam Webster defines crowdsourcing as “the practice of obtaining needed services, ideas, or content by soliciting contributions from a large group of people and especially from the online community rather than from traditional employees or suppliers.” If you teach guitar, get on a crowdsourcing app, if you teach art, do the same. The jobs and exposure could add up to future and steady repeat clients, or recruiters and employers wanting to interview you.

Want us to help you get started, or do it all for you including sending out resumes, Myers-Briggs Testing, and personal reference and background checks on yourself so you know what they’re saying about you? Send us a message at

JobSearchSuperhero.com/contact-form or see all services and schedule a time to chat with us at

TheTalentMill | JobSearchSuperhero Calendar.

JOB SEARCH TIPS BLOG

The Jobseeker’s Guide to Pre-Employment Testing by the Job Search Superhero

If you are a new graduate entering the workforce — or an experienced professional who is considering a job change — you might be surprised when you’re asked to take a test as part of the application and/or interview process. Although you may have been out of school for years, feelings of “test anxiety” can unexpectedly resurface.

Pre-employment screening is now part of the job seeking process at many companies so be prepared.

Pre-employment testing has been around for more than 50 years, and can take on many forms. Some tests — such as drug screenings and background checks — protect companies from hiring an applicant who may be a legal or security risk. Other tests help companies identify candidates who are the right fit for the job based on their skills, personality, values, and motivations. 

Some tests are administered as part of the “screening” process — narrowing down the pool of applicants to those who meet the basic requirements. Others are used as part of the “hiring” process — once a pool of candidates has been identified (or perhaps even initially interviewed), pre-employment tests can be used to further narrow the number of candidates being considered. 

Research estimates that nearly 65 percent of employers use some sort of pre-employment skills test that is designed to confirm that applicants have the skills they say they have. And, according to a survey by the American Management Association, “Almost 90 percent of firms that test job applicants say they will not hire jobseekers when pre-employment testing finds them to be deficient in basic skills.”

With the average length of job tenure at 2.8 years for employees age 25 to 34 — according to a 2016 report by the Bureau of Labor Statistics — more and more hiring managers are turning to objective pre-employment tests to evaluate whether a candidate can do the job, or learn it quickly. 

To the jobseeker’s benefit, tests are more objective than résumé reviews, pre-interview screening calls, and unstructured interviews. Effective assessments are closely tied to the performance of a particular job. Ideally, there would be a correlation: candidates who do well on the test would do well in performing the job, and conversely, those who score poorly on the test would likely perform poorly on the job.

Types of Pre-Employment Tests

The type of testing discussed here does not include drug and physical exams/ability tests and is distinct from the testing required to earn professional certifications and licenses (requirements established by law or by industry standards). The most commonly used assessments included in the pre-employment process fall into two broad categories.

Some tests are closely focused on job-related skills and abilities (hard skills). For example, a software proficiency test, language proficiency exam, or a test that assesses physical and motor abilities). Others assess more personal information, such as personality traits, emotional intelligence, and personal values (soft skills). 

Know all the hurdles ahead of time.

Job Knowledge Tests & Employment Aptitude Tests

Job knowledge tests measure a candidate’s technical or theoretical expertise in a field. These kinds of tests are most useful for jobs that require specialized knowledge or high levels of expertise. For example, an accountant may be asked about basic accounting principles. Some companies invest in custom assessments for major categories of employees (like cable technicians), based on scores of high-performing employees. The results are predictive of performance, especially for low scorers.

While job knowledge tests determine the applicant’s current level of knowledge or skill, cognitive or aptitude tests determine an applicant’s potential ability to perform the job functions once trained — in other words, an applicant’s capacity for learning the required skills to be successful if hired. These tests are usually written or oral and are used to measure a candidate’s reasoning (verbal, numerical, and inductive), memory, perceptual speed and accuracy, as well as skills in arithmetic and reading comprehension.

Cognitive ability tests measure a candidate’s general mental capacity — what most people mean by “intelligence,” although true intelligence has many other aspects as well. These kinds of tests are much more accurate predictors of job performance than interviews or experience.

All jobs require some degree of “people skills.” According to a Harvard Study, 15 percent of the reason a person is hired is based on hard skills, while 85 percent of the reason people excel on the job and are successful is based on their people skills. With this in mind, the most widely used assessments measure soft skills. There are three general categories of tests that assess soft skills: personality tests, integrity tests, and emotional intelligence tests.

 

Personality Tests

When applicants apply for a job online these days, they are increasingly being asked to take personality tests — even before they exchange an email or have a phone interview with a hiring manager. Personality assessments can offer insight into a candidate’s cultural fit and whether their personality can translate into job success. The goal of these tests is to hire people who fit the profile of the ideal employee the organization is seeking.

Personality tests are on the rise. A 2011 report revealed that the use of personality assessments was then increasing by as much as 20 percent per year, and it has grown to a $400-million-a-year industry. There are several reasons driving this trend.

Prior to the Internet era, companies would place a help-wanted ad in a newspaper and be lucky if 30-40 candidates applied; now a single job posting can have hundreds, if not thousands, of applicants. This places an extra burden on recruiters and HR professionals to screen, select, and place candidates in roles that fit their personalities to keep them engaged. According to a 2013 Gallup study, low employee engagement results in 21 percent lower productivity and about 45 percent higher turnover.

Replacing employees is extremely costly; a point made by Susan Stabile, a professor of law at St. John’s University in her article, “The Use of Personality Tests as a Hiring Tool: Is the Benefit Worth the Cost?” Data collected has shown that that the typical cost of replacing a bad hire is about 1.5 times the worker’s salary and benefits. 

Personality traits have been shown to correlate to job performance in different roles. For example, salespeople who score high on extraversion and assertiveness tend to perform better. Additionally, companies are looking for a recruitment tool that gives quantifiable measures and thus can stand up to legal challenges. 

Many personality tests are now delivered online, where they can be processed immediately and evaluated against thousands of other candidates. The test format can vary from a brief written assessment to a long psychological examination. These tests typically measure one or more of five personality dimensions: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience.

 

Integrity Tests

Employee theft and fraud costs a company on average $9 per day per employee in the U.S. Lie detector testing is mostly prohibited by law; however, pre-employment testing may often include integrity or honesty tests. Questions are designed to examine an applicant’s attitude and approach towards risky work behavior, theft, and lying; misuse of company resources, email, and the Internet; use of drugs and alcohol; trust with confidential information; and personal responsibility, including safety and dependability. 

Employee integrity tests take two forms: overt and covert. Overt integrity tests refer directly to dishonest and counterproductive behaviors (theft, cyber-loafing, absenteeism, etc.). Covert testing is personality-based. These tests assess integrity by proxy (e.g., conscientiousness). 

 

Emotional Intelligence Testing

Closely related to integrity, emotional intelligence (EQ) is an individual’s ability to understand his or her own emotions and the emotions of others. Strong emotional intelligence is important for most jobs — and critical for some — since emotionally intelligent people can work well with colleagues, interact with the public, and handle disappointments and frustrations in a mature and professional way. In general, tests that measure EQ have some predictability of job performance.

Often applicant integrity and EQ are assessed simultaneously. For example, the online application for McDonald’s includes 35 questions for jobseekers, and they range from the very job-specific to more general questions. Here’s a sampling: 

  • While you are on break, a customer spills a large drink in a busy area of the restaurant. Cleaning the floors is the job of another team member, but he is taking a customer’s order. What would you do?
  • I am sometimes unkind to others.
  • I often lose my patience with others.
  • I dislike having several things to do on the same day.

With so many types of pre-employment tests what is a jobseeker to do to prepare for one?

Legal and Ethical Considerations of Pre-Employment Testing

Pre-employment assessments are legal; however, companies are required to ensure that their testing does not discriminate on the basis of race, color, sex, national origin, religion, disability, or age. In other words, the test must comply with Equal Employment Opportunity (EEO) laws. To accomplish this, tests must be properly administered (the same to all candidates), validated (measure what they are designed to measure), and related to the job to which you’re applying. 

The Americans with Disabilities Act (ADA) makes it unlawful for private employers with 15 or more employees — and local, state, and federal government employers — to discriminate against qualified applicants with disabilities. This means that employers to whom the ADA applies must take care that any pre-employment testing analyzes skills and does not screen out disabled candidates simply because they are disabled.

To best comply with the requirements of ADA, employers should, whenever possible, avoid giving a pre-employment test that may pose problems for persons with impaired sensory, speaking, or manual skills (and certain learning disabilities, such as dyslexia), unless it is designed to assess skills required to perform the job.

Under the doctrine of disparate impact, employers also may not use hiring practices that — even though neutral on the surface and applied to all applicants — disproportionately exclude members of a protected category. The first U.S. Supreme Court case addressing the issue involved a company’s high school diploma requirement for screening labor applicants. Although the employer was not acting intentionally, this requirement excluded a substantially higher number of African-American applicants than it did Caucasians.

The Employee Polygraph Protection Act (EPPA) of 1988 prohibits most private employers from using lie detector tests — either for pre-employment screening or during the course of employment. Employers generally may not require or request any employee or job applicant to take a lie detector test — or discharge, discipline, or discriminate against an employee or job applicant for refusing to take a test — or for exercising other rights under the Act. There are certain exceptions that apply, such armored car personnel and personnel employed in public safety occupations.

It is absolutely fine to ask which type of screening the company will use.

How to Prepare For a Pre-Employment Test

Job knowledge and aptitude tests are nothing to be afraid of. And, approached with the right attitude, an assessment is actually a great opportunity for jobseekers to stand out from the competition. Most personality tests are designed to be used by psychologists. However, there are some tests available which can be interpreted by non-psychologists. Pre-employment personality, integrity, and EQ tests have no “right” answers; applicants are simply evaluated on the answers they give.

The Sparks Group, a temporary staffing and full-time recruiting services provider, offers this advice: 

  • ​When contacted about an interview, ask the potential employer if you will be expected to complete an assessment. If the answer is “yes,” ask what type of assessment test and approximately how long the test will take. This will give you a rough idea of what to expect.
  • ​Inquire as to how the results of your test will be factored into the hiring decision. Without giving the impression that you lack competency in an area, ask how well you must perform on the assessment test to be considered for the position.
  • ​If you’re being tested on a specific hard skill/occupational area, be sure to review the basic concepts and seek out practice quizzes online. Many practice quizzes are readily available in math, grammar, spelling, and literacy.
  • ​If you’ll be completing a soft skills assessment test, try taking a few practice personality assessment quizzes online (such as the Myers-Briggs personality test). By learning a bit more about your personal and professional behavioral traits, you’ll go into the assessment confident and knowledgeable about your abilities.
  • ​On a soft skills assessment test, try to answer all questions as honestly and consistently as possible. These tests often ask similar questions several times to measure whether you’re being sincere. Consider the organization as you respond — and, when possible — try to align your answers with the company’s corporate style.
  • ​Read all questions carefully. The most common mistake people make on any type of test is misreading questions or failing to properly follow instructions. Don’t let your nerves get the best of you. Take your time and ensure that you fully comprehend what’s being asked.
  • ​After you’ve completed the assessment(s), make a few notes for yourself. This will allow you to speak knowledgably about the assessment process during the interview. Demonstrating that you took the test seriously will show the potential employer your commitment to the position. Don’t be afraid to ask the hiring manager how you did. Even if you receive criticism or negative feedback, knowing how you might improve in the future is invaluable information.

CEB Global has many practice tests available on its website, separated into categories such as verbal or numerical reasoning, personality, reading comprehension, mathematical calculations, and IT knowledge tests. Although they do not attempt to provide you with an exact like-for-like experience of the assessments you may be asked to complete, they do provide a similar testing experience, in terms of question types and formats.

Learn more here:

https://www.cebglobal.com/shldirect/index.php/en/practice-tests/


Popular Pre-Employment Assessments

 

Caliper Profile

Around for about 50 years and widely used by various companies across the U.S., the Caliper Profile evaluates how an individual’s traits will relate to his or her job performance. There are a few different types of questions. Candidates encounter a series of statements from which they must determine the statement that best matches their perspective. Other questions require them to choose the statement that least reflects their perspective.

There may also be true/false questions, as well as questions with a five degree of agreement scale. The Caliper Profile is unique in the sense that it examines both positive and negative qualities to provide a well-rounded picture of an individual.

Gallup StrengthsFinder

This test was created a few decades ago, when research by Gallup suggested that personality assessments focused too much on weaknesses. Based on responses to 177 statements that speak to 34 positive traits that the test-taker might possess — from discipline to communication — the test identifies the top 5 strengths out of all 34 that most strongly represent the prospective employee.

Conducted as an online assessment, two statements are presented on each screen of the test. Respondents must pick the statement that best describes them. They can note that it “strongly describes” them, that their connection to both statements is “neutral,” or it falls somewhere in between.

Unlike the Caliper, Gallup looks at strengths that are real indicators of success, rather than simply flushing out people’s negatives and downside. For example, you may rank highly in positivity, implying that you’d be stellar in a position that has you dealing with rejection on a regular basis — such as at a call center, or in fundraising. Or perhaps, you score as an achiever, suggesting that you might naturally excel at Type-A gigs, like an executive or another high-level manager role.

Myers-Briggs Type Indicator (MBTI)

One of the most well-known tools for mapping employee personalities is the Myers-Briggs Type Indicator (MBTI). According to the test’s publisher, 89 of the Fortune 100companies use the MBTI. The MBTI measures whether an employee’s personality leans toward one of two tendencies in the following groupings: Extraversion vs. Introversion, Intuition vs. Sensing, Thinking vs. Feeling, and Judging vs. Perceiving. An employee can fall into one of 16 personality types. 

The Myers-Brigg Type Indicator allows employers to determine if a candidate would be a good cultural fit for the company and thus be able to transition into a team with ease. The MBTI has 93 questions that are presented at a 7th-grade reading level. The questions are formatted in an A/B format, meaning a question will ask if you prefer A over B.

The Myers-Briggs Type Indicator is not a normalized exam, nor are the questions scaled. It has not been proven valid for recruitment use, but is more appropriate for understanding how a candidate may perform in a group.

The SHL Occupational Personality Questionnaire

One of the most established workplace personality assessments, the SHL Occupational Personality Questionnaire has been around for more than 30 years. Now owned by CEB, the questionnaire helps employers identify behaviors that directly impact job performance — and candidates who are most likely to be dependable workers based on these behaviors.

The test is comprised of 104 questions that measure 32 specific personality characteristics. These are clustered within three domains — relationships with people, thinking style, and feelings and emotions — which align with various occupations.

Predictive Index

The Predictive Index (PI) is a behavioral assessment tool that determines the unique motivators for workplace behavior of employees and helps employers make informed and sound hiring decisions to benefit a company as well as the employees. PI tests are a modern way for employers to pick out the strongest potential employees. 

Since online applications can be easy to falsify — and there is no personal attachment or indication of personality (as in handwriting) — employers need to see what skills you truly possess. The developers of the test claim it is based on reliable scientific research and therefore eliminates the element of human bias, making it highly reliable in the eyes of hiring managers.

Used in a variety of industries — including finance, manufacturing, hospitality, and transportation — the Predictive Index assessment takes approximately 10 minutes to complete, and the results are interpreted immediately. This test utilizes different statements to measure your personality; the best way to answer is to be as honest as possible. Avoiding strong answers and sticking with neutral options results in a lower score.

Criteria Cognitive Aptitude Test (CCAT) 

The CCAT is a general pre-employment aptitude test that measures problem-solving abilities, learning skills, and critical thinking. The CCAT practice test consists of 50 questions in logic, math, verbal ability, and spatial reasoning, and has a 15-minute time limit.

CCAT scores are determined by a raw score, which is simply the number of questions answered correctly. This score can be translated into a percentile to indicate the job applicant’s result compared to others. Each position has a suggested range of raw scores, and once your score is within that suggested range, it means that you are competent for the position.

Kenexa Prove It! Skills Testing

Used frequently by staffing agencies and companies doing large scale hiring — such as staffing a call center — the aim of this test is to “prove” that you have the skills and abilities to use specific programs, such as Word and Excel. 

The length of each assessment varies — from 15-30 minutes for nontechnical assessments, to 45-60 minutes for more technical ones. The assessments are not timed, but this is the average amount of time needed to take them. You can’t skip any questions or return to previous screens to change your answers. But you can take the assessment again — as many times as you wish. Employers will not have access to your results, though a staffing agency might ask you to take one of these tests to determine what you’re best at — to assess which skills on your résumé are provable, and where you might match best.

Profile XT

Primarily used for pre-hire screening, employee selection, onboarding, managing, coaching, and strategic workforce planning, the Profile XT is described as a “Total Person” assessment. Administered online, it measures the job-related qualities that make a person productive — thinking and reasoning style, behavioral traits, and occupational interests — and predicts job success. Using “Job Match Patterns,” the assessment can be customized by company, department, manager, position, geography, or any combination of these factors.

The EQ-i 2.0

Created by Multi-Health Systems, Inc., the EQ-i 2.0 may be the best way to assess a candidate’s emotional intelligence. The assessment breaks down a person’s overall EQ score into five composite scores and 15 “subscales,” which include things like “emotional expression” and “problem solving.” This allows for the assessment to produce truly granular pictures of potential hires.

These are just a few of the many assessment tools being used by HR, recruiters, and hiring managers as part of the screening and hiring process. If you are “invited” to take a test that is not included in this list, don’t panic. Simply doing a Google search of the assessment by name will most likely reveal all kinds of information about the test — and possibly even let you try it out.

 

Although pre-employment testing may appear to be only beneficial to the employer, in reality, the jobseeker also wins. It is far better to be screened out of a position and/or company that does not fit one’s skills, values, and personality than to be hired for the position, and eventually dread going to work every day.

 

The Talent Mill | Help Write Resume | Job Search Superhero staff is always looking for new ways to help our job seeking clients to gain an advantage and prepare for the interview, psychological screening tests, background checks on yourself so you can know what they’re saying before you go on the interview, batch resume sending, interview and other cheat sheets and more. Feel free to fill out our contact form with any questions about our services. 

 

LinkedIn Success To Do List

LinkedIn currently has more than 277 million users in 200 countries and territories around the world, They host 3 million business pages, 2.1 million groups, and 77% of all published jobs. So it’s easy to understand why LinkedIn is the most popular social networking site for professionals, job seekers, and businesses, and enterpreneurs selling their services. About 48% of recruiters post their jobs exclusively on LinkedIn. After the recent Microsoft purchase, LinkedIn is only expected to grow more as Microsoft is certain to integrate some or all of its Office 365 Cloud products with the platform.

Getting to know how to navigate LinkedIn is very important for professionals in active or passive job searches. The following list has been compiled from the collective expertise of knowledgeable recruiters and resume writer colleagues that have spent years assisting job seekers with their career documents as well as LinkedIn profiles.

  • A professional photo
  • A customized profile URL
  • A keyword injected headline
  • A profile summary rich in keywords that sets you apart from the crowd
  • A concise career story that is easy to understand
  • Profile sections structured so that your career trajectory is easy to read
  • Powerful action based statements
  • Quantified achievements per job role
  • At least 50 skills that connections can endorse you for
  • Be a member of at least 2 LinkedIn groups 
  • Have at least 2-3 recommendations or more
  • Showcase certificates and highlight your education

 

Profile Sections Character Counts and Image Dimensions

With the release of the “new desktop experience” for LinkedIn in early 2017, some of the character limits and graphic sizes have changed. This cheat sheet will provide a quick reference to the current guidelines (as of November 2017).

Character counts on LinkedIn include letters, numbers, spaces, and punctuation.

Name field:

First name: 20-character limit

Last name: 40-character limit

Headline:

120-character limit

Summary:

2,000-character limit

Summary preview:

Depending on the device being used (desktop vs. mobile), LinkedIn will show the first two lines of the Summary (and then a prompt to “See More”). The preview is approximately 25-40 words (or 200-250 characters) — again, depending on the device.

Vanity URL (customizing your LinkedIn public profile URL):

30-character limit (5-character minimum)

http://www.linkedin.com/in/________

Cannot use spaces, symbols, or special characters

The customizable part of the URL is not case sensitive (JaneJobseeker, janejobseeker, and Janejobseeker will all point to the same profile).

The URL can be changed up to five times within six months (however, changing your URL frequently is not recommended). If a URL has been used and then changed, that URL will be unavailable for use by anyone for six months.

Website URL (links):

256-character limit

Status Update:

600-character limit

LinkedIn Publishing:

Headline: 100-character limit

Post: 40,000-character limit

Experience:

Job title: 100-character limit

Position description: 2000-character limit (200-character minimum)

Recommendations:

3,000-character limit

LinkedIn Groups:

Conversation title: 200-character limit

Body: 2,000-character limit

Comments: 1,000-character limit

Maximum Number of First Degree Connections:

30,000

Graphics:

Personal Profile Image: 

400 x 400

Maximum File Size: 8MB

Acceptable File Formats: PNG, JPG, GIF

Personal Background Image:

1584 x 396

Maximum File Size: 8 MB

Acceptable File Formats: PNG, JPG, GIF

Getting To Know The New LinkedIn

LinkedIn is currently rolling out what is being called the “new desktop experience.” Every two years or so, LinkedIn makes significant changes to the design and content of its website. The latest update — launched in late 2016/early 2017 — is designed to align the LinkedIn desktop experience with what users of the LinkedIn mobile app have seen for quite some time.

Ryan Roslansky, Vice President for Product at LinkedIn, said in a blog post in September 2016 that “this is the largest redesign since LinkedIn’s inception, and it’s the foundation for our future.”

One important thing to note is that every time LinkedIn rolls out a redesign, features are removed. This is the case with the “new desktop experience.” If you still have the “old” LinkedIn, take some time right now to backup your profile so that if you lose content in sections that are being removed, you can add that information back in.

You’ll know when you have the new look LinkedIn when you sign into your existing account. Not only will the main navigation bar look different, but LinkedIn will let you know your account has been updated to the new look. The rollout began in December 2016 and is expected to be completed by late Spring 2017 for all accounts.

The biggest change is how LinkedIn looks. The old navigation menu has been replaced with a more streamlined version. The old menu bar looked like this:

Old LinkedIn menu bar 

 The new menu bar looks like this:

New LinkedIn menu bar

The second biggest change is that some of the customization features have been removed — specifically, the ability to move around content within key sections (including Work Experience, Education, and Projects).

You used to be able to move one job position above another — great for jobseekers with two jobs at the same time — or reposition Projects in the order of importance (to you). You are no longer able to reposition items, except within the “Featured Skills & Endorsements” section.

The “Featured Skills & Endorsements” section allows the rearranging of items using a “Reorder” function. Click and drag the lines below “Reorder” to put the items in the order you want.

 

Skills & Endorsements section

 

The “Notify Your Network” setting has also changed significantly — that was the old name for the function that kept you from broadcasting profile changes to your network, which was a big alert that you may be preparing for a job search. That setting used to be right on the “Edit Profile” page, but now it’s three pages deep.

 

Here was how the old setting appeared:

                     Old “notify your network” setting toggle                               (used to be at lower right section of home page.)

 

 

 

 

 

 

 

Turning off global notification is now harder to find (it’s under “Privacy & Settings,” then click on “Privacy” and then “Sharing Profile Edits” and you’ll see the “on/off” switch — which I’m sure LinkedIn thinks is more descriptive than the old “Notify Your Network” yes/no).

Old OFF toggle switch for broadcasting activity


 

However, LinkedIn has also added it to the bottom of several of the input boxes — for example, in the “Experience” and “Education” sections.

 

Always use the setting “don’t update my network” – which is now located ‘3 clicks in’ to settings

 

 

But that actually makes it a bit more confusing. If you didn’t know there was a global setting for turning notifications off, you might accidentally be sending out notifications as you’re setting up your profile initially. ←–Be careful and go to settings right off the bat to verify you are not broadcasting all your activities. It’s getting to be more and more platforms leave your profile open by default so it is up to us to verify our own privacy level.


From a content standpoint, LinkedIn has severely reduced the new sections you can add to your profile.


Options for profile sections used to include:

• Education

• Work Experience

• Language

• Volunteering Experience

• Volunteering Opportunities

• Organizations

• Honors & Awards

• Test Scores

• Courses

• Patents

• Causes You Care About

• Supported Organizations

• Projects

• Publications

• Certifications

• Interests

• Personal Details

• Advice for Contacting

• Posts


Now the available profile sections are:

• Work Experience

• Education

• Volunteer Experience

• Skills

• Publications

• Certifications

• Courses

• Projects

• Honors & Awards

• Patents

• Test Scores

• Languages

• Organizations


Content that was previously in the sections that were removed simply disappears from the profile, so you need to go back and re-add information that has been stripped out (specifically, content that was in the “Causes You Care About” and “Supported Organizations” sections should be re-added into the “Volunteer Experience” section).

Another important section that was removed was “Advice for Contacting.” You should include your email address, phone numbers, and social media profile contacts at the bottom of your Summary. Doing this gives possible employment, recruiting, and other contacts a way to reach you outside of LinkedIn.


LinkedIn has also removed the “Profile Strength” indicator and emphasis on profile completeness — which is odd, since according to LinkedIn, users with complete profiles are 40 times more likely to receive opportunities through LinkedIn. Now it’s more difficult to tell when your profile is “complete.”

Here was the old “Profile Strength” indicator:

Old profile strength indicator on home page


 

 

 

 

 

  

Another big change — not unexpected, and not really a feature of the “new desktop experience” — but definitely set in stone now — is the change to InMails. Free accounts used to get a limited number of free InMails. Not anymore. Free accounts receive zero InMail credits, and the number of InMail credits depends on the Premium level selected (Career level gets 3 InMails per month for $24.99, all the way up to Hiring — this level gets 30 InMails for $99.99 per month).

LinkedIn free membership level used to grant you some inMail credits. That has ended and only paid members can send inMails. However if you are in the same group as the person you wish to contact then you can message them from within the group but I would not abuse that trick, lest you find yourself removed from the group for spamming or annoying members.


However, one thing that hasn’t changed is that you can still Message fellow Group members directly (even if they are 2nd or 3rd degree contacts), and that will get you around the InMail requirement. This is a great tip for networking your way to hiring managers within your industry.

If you are a member of a LinkedIn Group with the person you’re trying to contact, you can directly send a Message instead of having to send an InMail. But you can only do it from within the Group. When you are within the Group, click on the member’s name and you will see a “Message” button.

You can still message members of your same group even if on a free plan

 

 

 

 

 

 

 

 

 

 

 

 

If, however, you just search for same person’s profile (outside the Group), you will see an “InMail” button instead. So if there is someone you want to connect with, first search your Groups and see if you are both members of the same Group.

InMail option available for free members from within groups

 

Speaking of Groups, the link to the Groups page is now harder to find. There used to be an Interests tab on the main menu, and Companies and Groups were under that.

Old groups menu location

Now, Groups are in the “More” section on the main navigation bar.

New location for groups

The main Search bar is now the “easiest” way to find Companies and Groups, but it’s definitely not as intuitive.

You can also use the direct URL for the Groups page:

http://www.linkedin.com/Groups


Because the “More” tab includes things like “Learning” and “Post a Job,” most casual users are likely to overlook the “Groups” button there. There also appears to be several versions of the “More” tab:

More products available

 

 

 

 

 

 

 

 

 

More products available 

 

 

 

 

 

 

 

 

 

 

 

This just further demonstrates that LinkedIn is continuing to evolve, even as they roll out the “new look” LinkedIn.

LinkedIn has made a big point of its “real-time messaging” feature that is part of the “new look” LinkedIn. It now functions more like Facebook Messenger than an email, but most jobseekers don’t keep LinkedIn open on their computers (unlike Facebook, which LinkedIn seems to be comparing itself to).

For Connections, LinkedIn no longer asks you to specify how you know the person (Colleague, Classmate, We’ve Done Business Together, Friend, Other, I Don’t Know [name]). This is what the connection request used to look like:

Old connection invite message

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Now, if you click on the “Connect” button within the “People You May Know” section on the “My Network” page, it doesn’t give you the option of customizing the invite. It just sends it.

New connection request options

 

 

 

 

 

 

 

 

 

 

 

 

If you want the “Add a Note” section to customize the LinkedIn connection request (which is highly recommended), you need to click on the person’s LinkedIn profile and then click on the “Connect” button.

 

Connect button where you add a note

 

Once you click on “Connect,” it will open up a new box to customize your LinkedIn invitation.

 

Option to customize invitation to connect always advised

 

 

 


 

 

 

 

 

 

 

LinkedIn’s search capabilities for Free members have also been curtailed. You can search by your connections, location, current company, past company, industry, profile language, nonprofit interests, and schools. However, if you want to search by function, years of experience, and certain other criteria, you must upgrade to a LinkedIn Recruiter or Sales Navigator account. 


Here are the specific search functions LinkedIn has removed from all but the Recruiter and Sales Navigator accounts:

• Years of Experience

• Groups

• Function

• Seniority Level

• Interested In

• Company Size

• When Joined


For most jobseekers, that’s not a huge deal, those criteria can help you find recruiters and hiring managers. The old “Advanced Search” capabilities function is gone:

Old search function changed

Now, using the search box in the main navigation bar, you can “filter” your contacts (this is the new version of “Search”):

 

New people and company search

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

You’ll notice the mention of Premium level to access additional search functions.

There is also a strong emphasis on LinkedIn Publishing with the “new look.” If you’ve written an article recently, right on your home page, it tells you how many “Views of your article” you’ve received on your LinkedIn Publishing article. LinkedIn representatives announced recently that you will be able to search posts using the Search function sometime in the near future. They’re also spending a lot of money ($90 million, by one report) on LinkedIn Publishing — using human editors and algorithms to connect readers with relevant content.


Finally, while Introductions still appear to exist (at least in the Help documentation), LinkedIn is no longer emphasizing them, and the Help documentation on Introductions has been updated quite a bit recently as LinkedIn figures out if Introductions are going away permanently.


For example, the “Introductions — Overview” help page was recently updated:

Requesting an introduction 

 

 

 

 

 

 

 

Speaking of the Help pages, a lot of the Help documentation is currently in the process of being updated and you will see by the dates the ones that have been updated and the ones that haven’t been updated yet.

Display order of skills endorsements

Consequently, there are still a lot of old, inaccurate Help pages still out there that refer to things the way they were before the “new desktop experience.” You can expect that this will continue as LinkedIn works to update and/or replace hundreds of Help pages.

One of the best ways to stay connected with what’s new with LinkedIn is to check out the LinkedIn Blog. You can find it here:

https://blog.linkedin.com/

Follow LinkedIn Blog to stay informed about updates

So here is your to-do list:

• If you don’t yet have the “new look” LinkedIn, backup your existing LinkedIn profile so you don’t lose your information when your account is upgraded. Also, make sure your Work Experience and Education sections are in the order you want them to appear when the upgrade is made.

• If you do have the “new desktop experience” already, double-check your privacy settings. Go to “Privacy & Settings,” then click on “Privacy” and check each setting.

• Re-populate any information that may have been removed with the change to the “new look” — for example, putting your contact information at the bottom of the Summary section, or adding information to the “Volunteer Experience” section.

• Get familiar with where you can find your “Groups” now — either bookmark http://www.linkedin.com/Groups or explore the “More” tab on the main navigation menu.

• Try the “new look” LinkedIn search function on the main navigation menu. Type in a person’s name, company, or Group and explore the filter functions.