When you apply for a role, this is how the screening process of your application is likely to unfold.
A recruiter (or HR manager) will receive your resume and give it a quick scan. If, after that, they’re curious about you, they’ll go on LinkedIn to gather information about you.
More often than not, it’s that information which sways them either in favour of inviting you for an interview, or to send you one of those “Thanks for applying, but unfortunately the level of competition for the role was extremely high and I’m unable to advance your application…” letters.
This is one of the reasons why your LinkedIn profile can’t be a simple re-hash of your resume. Instead, it needs to act as a sequel to it; one that deepens a recruiter’s understanding of who you are as an employee.
This is particularly true for senior management and executive roles.
Glimpse Into The Future Of LinkedIn And Resumes.
I think it’s always helpful to understand not just the features, but the philosophy of the tools I use; it helps me understand not only just the “what” and the “how”, but also “where to” and “why”.
If you’re also curious about what the job-search process might look like in the near future, check out this interview with LinkedIn CEO Jeff Weiner: