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This week I invited Krista Morris, founder of Virtuoso Resumes, to be our guest blogger. Krista is my “go to” writer for clients who are looking for a new presence via LinkedIn. She has some great tips below that detail how to make your LinkedIn sing.

Welcome, Krista, and thanks for sharing!

A fellow resume writer asked me recently whether I write a lot of LinkedIn profiles. It got me thinking, and I ended up sifting through all the projects I’ve done in the past six months. It turns out more than 60% of my clients ask me to develop a LinkedIn profile, and a full 30% of my new clients don’t even want a resume. They are only interested in leveraging LinkedIn to help them network, job search, or build their existing businesses.

Below are my Five LinkedIn Profile Laws. These are straightforward rules that I have seen work over and over again. They guide my client profile development and are non-negotiable. It’s time to take charge of your online presence and use it to market the best thing you have to offer…yourself.

Write in the first person – Talking about yourself in the 3rd person is stiff and formal, and not even Bob Dole got away with it. Remember that LinkedIn is social media. Yes, it’s for professionals, but for you to really network and make connections, you have to be a real person. NOT cardboard. Cardboard does not add value to an organization and companies don’t hire a one dimensional paper product.
Use your headline – LinkedIn gives you 120 characters, so use them! You need to be searchable by at least a couple of different job titles. Ultimately, you need to use basic SEO principles. If the job title that you are pursuing isn’t in your headline, then no one will find you. If your personal tag line fits into 120 characters with your job title, even better!
Go back only 10-15 years of employment history – I apply the same rules that I use for writing resumes. In many cases, more than 15 years adds too much age or is just too far back that the experience isn’t relevant.
Your profile needs to be 100% complete – LinkedIn states that you are “40 times more likely to receive an opportunity” when your profile is 100% complete. This helpful video series even lists all the requirements for a 100% complete profile. Since LinkedIn changed it’s requirements last year, you have no excuse to leave it unfinished.
Yes, you do need a picture – No, it cannot be the one that your friends took with their cell phones last weekend. I suggest that my clients get professional headshots taken. The picture needs to show a side of your personality that is consistent with your profession. Sales professionals may choose a picture that is friendly or open. Lawyers might want to appear trustworthy, serious, or with integrity. My big point here is that a professional photographer can help bring out a quality that adds to your personal brand.

I hope this inspires you to start creatively developing your online presence! For additional information or questions, I can be reached via my website www.virtuosoresumes.com or you may email me directly at krista@virtuosoresumes.com.

Since the start of my business, I’ve been fortunate to interact with many, learn the ins and outs of small business ownership, and have great conversations with people from all walks of life. As I prepared for this first post, I kept coming back to one topic that has been top of mind with me for a while: Do people leave jobs or leaders?

For some, making a career move is pure aspiration, the next strategic move, or part of the plan. However, for many it’s often about something else. How many times have you heard people say, “I love my leader and the vision of the company, and that is why I stay.” Or, instead, “I have to get out of here – my boss is a tyrant.”

Could it be about leadership?

As a leader or a staff member, when was the last time you really thought about this? For leaders out there, when was the last time you took a pulse check or the temperature of your team? Is your staff engaged? Are they actively providing and soliciting feedback? Are your conversations rich with dialogue, or are you getting just “yes” from everyone?

Below are some quick tips to test the waters. In actively trying one or more of these, you may connect with the employee who is feeling unheard, dissatisfied, or disengaged, and be able to right the ship before you lose great talent. I have found that leaders who engage employees, invest in their success, walk the talk, and give and demand respect, are the ones who create a following and become leaders everyone wants to be around.

Consider these suggestions:

Keep the communication flowing. Reduce resistance by promoting active dialogue and transparency in all you do.
Empower employees. Provide them opportunities to stretch their wings and cut their teeth on something new and different.
Reward and recognize in small and big ways. You’d be amazed how far a thank you goes.
Speak with, don’t speak at or through your employees. Treat them with respect. They notice.
Solicit 360 feedback. You’d be surprised what you hear. It may be going great, or you may need to make some adjustments.
Commit to active, two-way dialogue. Encourage employees to challenge the status quo, to be an active part of the conversation.
Listen. Take the time to actively listen before speaking. Most of us really appreciate when someone truly listens!
Be human and a great example. A few years back I had a leader who truly understood me as a person and supported an important need in my personal life that gave me peace of mind at work. It was a great lesson for me, because when I became a leader, I offered the same opportunity to one of my employees. It was a great leadership example and one that I will never forget. Don’t forget they are not just employees….they are people!

Have you tried any of these tips? What was the result? Do you have other tips to add? Share them in the comments!

Five LinkedIn Profile Laws :: Guest Post by Krista Morris

Do People Leave Jobs or Leaders?