Wouldn’t it be nice if you could send recruiters a signal that you’re open to hearing about opportunities?
And wouldn’t it be nicer if you could do that without broadcasting the information to your boss and the rest of the world?
In 2016, LinkedIn launched a feature, Job Preference, that does just that. They say that switching it on makes LinkedIn Recruiter users twice as likely to look at your profile.
If you use Job Preference, here’s how you will show up in LinkedIn Recruiter search results:
How to Use LinkedIn Job Preference
Go to LinkedIn and click Jobs/Preferences/Update Your Preferences. Note the red arrows:
Once there, you can specify your:
- Desired location.
- Experience level (trainee to executive).
- Industry preferences (from LinkedIn’s preset list).
- Company size preferences.
- Preferred field/functional area (from LinkedIn’s preset list).
- Preferred job title (up to three from LinkedIn’s preset list).
- Type of desired employment from full-time to five other options.
- Availability (now or a specific month). And:
- Whether or not LI can tell recruiters you’re open to new opportunities.
- Whether or not LI can share your detailed job preferences with recruiters.
- Whether or not LI can share your profile with recruiters when you apply to jobs.
Items 9 through 11 stay switched on for 90 days, at which point you have to revisit your preferences page and reset them.
Will Your Employer See Your Job Preferences?
Maybe. LinkedIn doesn’t give you any guarantee of protection. However, be sure your current job is linked to your employer’s LinkedIn company page. When you do that, LinkedIn will try to hide you from Recruiter users at your company and its affiliated companies (more here).
If your company’s logo shows on your profile for your current job, then you have linked yourself to its company page.
Reduces Friction in Job Search & Recruiting Cycles
This tool takes a little more friction out of job search and recruiting cycles. It lets you put out a stronger signal of availability with mitigated risk. It lets recruiters prioritize viewing and contacting “warm” prospects if they want to do so.
I like it! You’ll decide if it’s right for you.
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Updated May 2017