Open Doors for Your Career with these Top LinkedIn Profile Tips (Part 2)

2. Segment your Experiences

 

Open doorsAs mentioned before, there has to be clarity when talking about your past experiences.

Bad descriptions of your experiences:

  • Confusing fragments of your experiences. Inevitably it will lead to confusion. They won’t know what you are trying to do your career.
  • Using deadpan ‘corporate speak’. It will make your profile sound boring and inhuman. Your profile will be one among hundreds of other term and keyword dense profiles.

 

 

 

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What you should aim for:

  • Tell a story. Add an element of personality. Robots don’t read your summaries, but a tired human being sick of seeing the same old template profile is reading on after another.
  • Make everything cohesive. Think of how to strategically place your experiences and achievements to the greatest effect. Your successes and previous roles should work synergistically, helping tell a compelling journey that leads you to the now. That ‘now’ will culminate in the new role or opportunity you are seeking.

 

An excellent way to break apart your experiences and accomplishments is by segmenting them into these three areas: past, present and the future.

The key here is adding a bit of humanity to what you say. Similar to personal branding, everyone loves hearing about triumphs and failures. Being able to talk about your flaws is something you need to begin. Telling a story about your failings, and how you triumphed is a great story.

It’s something people can relate with, and it resonates with our experiences as human beings. Below are good examples of what it would look like.

 

From failing to pitch an idea at (X), to being awarded rising employee of the year (y), Ben’s four year experience as an international accountant has put him in an ideal position. Combining international accounting practices more cohesively for transparency, and experience as an expat in over four countries has added to an insightful outlook on financial accounting within organisations.’

‘Expat hub has seen great success, now becoming a much-needed norm for (x) companies catering to expats. The creativity and insight portrayed has made easy the transition of employees to other countries, helping increase productivity and excitement from day one. Sharon Bennet Human Resources Manager (x).’

‘Moving on to tackling issues on transparency and legal accounting requirements in foreign markets, strategy is the next step. Clarity of strategy trickles down to processes, and decisions on all fronts will become strategic and beneficial.’

 

Adding failure as flavour is necessary to add that human element to your work experience. Don’t dwell on it as if it’s holding you back, but add it to highlight your achievements. You overcame and ‘learned’, becoming that much better as a professional and person.

Key Tip: Have someone write up a small recommendation on a successful project or a general positive statement. Make sure that person is someone that has weight, such as a lecturer or previous manager.

End with what you want to work towards in the future. Be sure to say why you are moving towards a new career move, and give reasons. Even better, say what you are doing to make things happen, or to realise what you believe the ‘future’ is in your industry.

 

3. Case Studies that Educate and Highlight Problems

The third way you can bring in prospective companies is by creating case studies in the experiences tab on LinkedIn (or any media platform). The purpose is to educate and locate critical issues in your industry.

Questions for creating case studies:

  1. What experiences led you to realise something important?
  2. Did you change anything you did before to lessen problems you faced?
  3. What sort of impact did you have when you sought to change a business process?
  4. Were there any patterns or emerging issues you saw and acted upon?

 

Below is an example of ‘Ben’.

When I first worked abroad, I was overwhelmed with new experiences. There were so many different norms at work, and culturally I had to adjust as well. I am someone that enjoys these changes, loves being faced with the alien.

When I worked in India, my third foreign relocation, I found that my fellow expats suffered drastically the first 3 months. After the ‘honeymoon’ period, they became homesick and weren’t given enough direction and attention by their supervisors. This prompted me to create the ‘expat hub’, involving a blog that was focused on providing expats within (x) a hand.

From this blog, I created robust networks that people could rely on, creating chatting groups and offline meetings. Most importantly, I highlighted the numbers to senior managers: 60% of talented expats gave up because of the attitude and feelings they had toward management. Managers often saw expats as an overt expense, as they are paid well above their wage schemes. But after giving them information on the benefits on having talented expats, one reason being there is an increase of non-transferrable skills, up to 45% and overall funding raised by expats from HQ (15% increases), I received full support from management.

Expats vs. a foreign subsidiary’s management and employees have many barriers. The rudimentary schemes helping expats fit in, and the overall stranger treatment given to expats by the home team and management reaps decreases in productivity and learning. Valuable skills that are needed by foreign branches are lost, and investments spent sending expats over are not realised.

 

Projects made by experienced expats, regardless of profession are needed to create support networks for expats. This needs the attention of the managers at the branch they are sent to, as they need to see the benefits supporting these networks provides them: latest processes in industry breakthroughs, and invaluable transfer of inherent skills.

Educating prospective employers and companies on industry issues and problems are great ways to showcase your insight and expertise. They need critical thinkers and problem solvers.

The above example highlights common issues faced by businesses in similar circumstances. Most importantly, it shows how you tackled these problems, illustrating in detail how you are more than able to address these issues.

 

In Closing

Craft your summary of your experiences and accomplishments. Do it by adding personality, and tell a story. It will bring to you opportunities, and open doors.

All it takes is a few hours of your time. It will strategically place your profile in the hands of companies you dream of working at, and they will come knowing on your door.

 

How do you optimise your profiles to attract career opportunities? What do you think?

Please share your tips and insight in the comments below.

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