You used to easily be able to search by a hashtag, see posts, see how many people followed it, etc. There was some chatter that they were doing away with hashtags altogether a few months ago. They have stayed, but you can no longer search tags and easily find the screen to follow, see posts, etc.
Here's the article about the *Premium* feature where you can mark a company as a "Top Choice." It is only available if the company uses "Easy Apply," which is why we didn't see it when I was looking at the Instructor job with the University of Colorado. www.linkedin.com/help/linkedin/answer/a1462229
When you use the career break for a current job, you won't appear in a recruiter's search. If it is for an older break, it may or may not be necessary. Research still shows that candidates with a break experience discrimination. Putting too much emphasis on the gap/break may not be the best strategy. We have an article on gaps and how to fill them here: www.linkedin.com/pulse/4-old-resume-questions-data-you-need-clear-confusion-marie-zimenoff/
As for the "open to work" banner, data shows that it can improve your LinkedIn results. And you only want to use it if you are unemployed ... but research also shows that after 6-9 months, people start to face unemployment bias. So if you do use the green circle, you only want to do so for a few months (3-6 is my recommendation). You can mark that you are open to opportunities without using the green banner by making that information visible to recruiters only. Thanks for the questions, @digital78native
@@CareerThoughtLeaders Before I continue with my response, who would advise an employee to use #careerbreak from their current role, if they're still employed? Now onto my reply: I've used a career break to highlight what I did after I was laid-off in 2017 during a paid sabbatical but that's a story for another day. I used the area to share the origin story of #MHRCF (Momo's HR Consulting Firm) that was birthed out of the laid-off during a sabbatical. During that time, I have been sourced for many opportunities within the field of #HR and no one, not even a recruiter had a negative word to say about it. As the Chief Executive Officer & Founder and most recently promoted to Chief Human Resource Officer of #MHRCF, anyone that discriminates against any #jobseeker #careerchanger, etc. that uses #careerbreaks is ill-equipped and uninformed in they way they source #jobseekers #careerchangers #businesses. @Digital78Native
@@CareerThoughtLeaders These research and results are based on research from 2019. That's 5 years ago, Pre-COVID. Now that we're 4 years post-COVID I'm sure the market and the tone of this research has changed. Would love to see an update from you on this topic to see if there have been changes to the research, data used and results, 4 years post-COVID, @Digital78Native
Very helpful webinar, by the way! Thank you!
Thank you, Thea! Good to see you.
Marie, you mentioned that "hashtags have gotten weird on LinkedIn." I'm intrigued--care to say more?
You used to easily be able to search by a hashtag, see posts, see how many people followed it, etc. There was some chatter that they were doing away with hashtags altogether a few months ago. They have stayed, but you can no longer search tags and easily find the screen to follow, see posts, etc.
Here's the article about the *Premium* feature where you can mark a company as a "Top Choice." It is only available if the company uses "Easy Apply," which is why we didn't see it when I was looking at the Instructor job with the University of Colorado. www.linkedin.com/help/linkedin/answer/a1462229
Marie, what's wrong with using Career Breaks in your profile? and What are you thoughts about the #opentowork banner? @Digital78Native
When you use the career break for a current job, you won't appear in a recruiter's search. If it is for an older break, it may or may not be necessary. Research still shows that candidates with a break experience discrimination. Putting too much emphasis on the gap/break may not be the best strategy. We have an article on gaps and how to fill them here: www.linkedin.com/pulse/4-old-resume-questions-data-you-need-clear-confusion-marie-zimenoff/
As for the "open to work" banner, data shows that it can improve your LinkedIn results. And you only want to use it if you are unemployed ... but research also shows that after 6-9 months, people start to face unemployment bias. So if you do use the green circle, you only want to do so for a few months (3-6 is my recommendation). You can mark that you are open to opportunities without using the green banner by making that information visible to recruiters only. Thanks for the questions, @digital78native
@@CareerThoughtLeaders
Before I continue with my response, who would advise an employee to use #careerbreak from their current role, if they're still employed?
Now onto my reply:
I've used a career break to highlight what I did after I was laid-off in 2017 during a paid sabbatical but that's a story for another day.
I used the area to share the origin story of #MHRCF (Momo's HR Consulting Firm) that was birthed out of the laid-off during a sabbatical.
During that time, I have been sourced for many opportunities within the field of #HR and no one, not even a recruiter had a negative word to say about it.
As the Chief Executive Officer & Founder and most recently promoted to Chief Human Resource Officer of #MHRCF, anyone that discriminates against any #jobseeker #careerchanger, etc. that uses #careerbreaks is ill-equipped and uninformed in they way they source #jobseekers #careerchangers #businesses. @Digital78Native
@@CareerThoughtLeaders
These research and results are based on research from 2019. That's 5 years ago, Pre-COVID. Now that we're 4 years post-COVID I'm sure the market and the tone of this research has changed.
Would love to see an update from you on this topic to see if there have been changes to the research, data used and results, 4 years post-COVID,
@Digital78Native