Most job seekers have a LinkedIn profile, and many companies understand how to leverage this extra information in their hiring process. The factors that potential hires highlight in their LinkedIn profile shed light on their character and ability.
However, this can be a double-edged sword. Some LinkedIn profile elements might be red flags to employers. They may even cause the company to remove a candidate from its shortlist altogether.
Below, 13 contributors to Forbes Human Resources Council explore what these elements are and how candidates can fix these issues before they ruin their chances of employment.
Forbes Human Resources Council members share their expert insights.
Photos courtesy of the individual members.1. Inconsistencies
Inconsistencies are a big red flag — for instance, education and experience that does not align with the resume or interviews. I believe candidates should ensure their resumes match the profile information they have on LinkedIn. - Nakisha Griffin, Virtual Enterprise Architects
2. Lack Of Uniqueness
A lack of uniqueness is an immediate turnoff. A LinkedIn profile is all about your personal brand. If it doesn’t pop out at me, I may pass it by. Your page should be unique, express your passions, highlight your accomplishments, explain your journey, have a great headshot and most of all, be professional and polished. How you brand yourself is a reflection of how you’ll brand the organization. I want you to make it pop! - Jennifer Beezer, FOREO Inc.
3. Unprofessional Elements
LinkedIn profiles should remain professional. For recruitment, when I see anything unprofessional on a profile — comments, email addresses, etc. — it's off-putting. If candidates are unable to present a professional LinkedIn profile, it makes me question their judgment. - Kerry Andolina, COMME des GARÇONS/Dover Street Market
4. Misalignment With Resume
A big turnoff is when their LinkedIn profile doesn't align with their resume or application. My recommendation to job seekers is to take time before applying to jobs and interviewing to reconcile your resume and all public professional networking profiles. This shows potential employers that you're serious about your job search and is a predictor of your attention to detail on the job. - Jenna Hinrichsen, Advanced RPO
5. Incomplete Profile
An incomplete profile turns me off. It doesn’t fully represent the person, and ultimately defeats the purpose. The first step to creating an all-star profile is completing all necessary fields, whether you are looking for a job or aiming to increase your network. Another turnoff is when a profile isn’t public. It’s a social network and not making a profile public may make one appear close-minded. - Naveen Bhateja, Medidata Solutions
6. Only Titles And Dates
LinkedIn profiles should be robust and, sometimes, better illustrate a candidate's experience than a simple resume can. I am turned off by job seekers that list only titles and dates in their profile during their search. Your LinkedIn is the perfect venue to show recruiters, hiring managers and business leaders why you will be their next great hire. - Jennifer Marszalek, Home Chef
7. A Bad Photo
A bad photo will do it. We are human, and we can't "unsee" whatever picture you put out there. So make sure it says what you want it to say! A blurry low-quality photo holding a beer at a party is not the best approach for most jobs. It doesn't have to be a professional headshot — just a nice clear photo showcasing you, with a nondistracting background. - Tracy Cote, Zenefits
8. Mistakes And Typos
Mistakes, misspellings and typos are red flags when included on LinkedIn profiles. Not every candidate has a LinkedIn profile. However, once they decide to create one, it’s a reflection of their personal brand, and they must put the same time and effort into polishing it as they do their resume. Failure to do so shows a lack of attention to detail and indifference to marketing and self-promotion. - John Feldmann, Insperity
9. Venting About Former Employer
We've all had highs and lows in our careers. Publicly venting on LinkedIn about a former company, manager or colleague, even in veiled language, is a turnoff. Even worse when it's about a customer. Public venting comes off as sour grapes or passive-aggressive. Flip it around to share your lessons learned constructively. Reflect instead on what you control, your own behavior and performance. - Karen Crone, Paycor, Inc.
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10. A History Of Job Hopping
Typically I have heard managers question or pass over a resume if the candidate is a job hopper. When a manager sees that the person has not been in a role longer than a year and it is a pattern, that oftentimes is the key issue. The candidate should have a story to tell — why the various jobs, mention other honors, perhaps some volunteer work or some notable courses. Highlight more than the jobs. - Heather Smith, Flimp Communications
11. Narcissistic Personal Brand
Me, me, me, me, me, me, me. Too many profiles show that we have become a narcissistic personal branded world. Show the partnerships you've built, the team wins achieved, and the servant leadership you have provided to help others succeed. "I was the leader of a team that transformed our business during extraordinary environments." Say it that way and you will stand out from the crowd. - David Alsop, Ultradent Products, Inc.
12. Having Under 500 Connections
While not appropriate for all roles, having fewer than 500 connections is a red flag to me. Even those that don’t “do” social media typically have that level. It suggests you haven’t spent much time developing your professional network. Those skills and that network are useful as you progress your career, and I’d view a candidate more favorably with more connections. - Karla Reffold, Orpheus Cyber
13. Lack Of Engagement
I want to see regular engagement with the platform. If their profile is out of date, that tells me they only update it when they're looking for a job, and perhaps not even then. It's a red flag for someone who doesn't think about what they're doing. - Courtney Pace, FedEx Employees Credit Assoc.
