Category Archives: Photo

Alcohol in Social Media Pics

I couldn’t disagree more with the suggestion that posting pics of yourself with alcohol on your LinkedIn profile is okay.  Maybe on Facebook, if it is rare, but never, never on LinkedIn. To do so brings into question your judgment, as well as the concern of a hiring manager who doesn’t want to be criticized for hiring someone. Most hiring managers like safe harbors, where they can’t be second-guessed for a hire they have made. If the hired employee wrecks a rental car his first month on the job, and someone sees the beer bottles lined up for a background image on his linkedin profile, that will reflect poorly on the hiring manager. If there is more than one viable candidate (and there always is), then why would any hiring manager take the risk?

Beer Drinking

Posting a Picture of You Drinking a Beer No Longer Hurts Your Career, But This Could

The rest of the article I agree with, and would strongly caution against social media comments or “likes” that you might consider joking or sharing, but still touch on any of these subjects:

  • Anything that could be considered bigoted
  • Anything that could be considered illegal
  • Anything that appears abusive of drugs
  • Anything that appears derogatory of a former employer

Also limit your daytime social media activity.

On the positive side, illustrate your community involvement and volunteering with social media posts.

Job Search Tactics Prezi Webinar March 30, 2017

In case you missed it, or if you just want to review something, I’ve provided links to the Job Search Tactics Prezi, and the audio recording below.

Click Job Search Tactics Visual Prezi (March 30, 2017) for the visual part of the webinar. You may need to register with Prezi, and you will need to ‘drive’ the Prezi yourself with the forward and backward arrows on the bottom of the screen.

The audio is available here:

I recommend getting the visual up and running and then starting the audio, then matching the audio to what you see on the screen. Pause your audio player when you want to take more time to read what is on the screen.

Blue on White O Logo

LinkedIn Photos – Which Would You Choose?

LinkedIn data, shortly after the head-shot photo option was made available, showed that in a typical search result list, profiles with photos (no matter the quality) were seven (7) times more likely to be clicked on and opened than profiles without photos.  I don’t know if that data is still accurate, but when I recruit, I have a strong bias toward prioritizing photo results.  Recruiting is all about identifying the most viable candidates in as short a time, with as little effort, as possible.  LinkedIn has actually been around for quite a while now.  I joined in February 2004.  There have been lots of people who joined, dabbled with it once, and never came back.  There are also lots of people who dabbled with it, then forgot about it, and came back only to discover it was easier to start over with a new profile than track down their old password.  Bottom line:  there are a lot of inactive profiles out there.  For a recruiter, it’s a waste of time to pursue via LinkedIn someone who is inactive on the system. One quick way that recruiters, especially company recruiters who don’t make sourcing alone their livelihood, separate the actives from the inactives is looking for photos.  If you don’t have a photo, you could fall into the category of “probably not very active” on LinkedIn, and a recruiter could miss you.

I strongly recommend you add a photo to your LinkedIn profile that conforms to the User Agreement (head shot).  If you are actively job searching, it should be a fairly formal professional shot.  I have a pinterest board specifically meant to help folks improve their LinkedIn photos.   Have a look through and think about ways you can improve your photo.  Admittedly, mine isn’t as good as it could be.  But if you are actively job searching, you want yours to be the best it can be.

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“There are no rules for good photographs, there are only good photographs.”
― Ansel Adams