Wow, this is the kind of framework I've seen tailored for engineers, creatives, management consultants, and others—but no one seems to have created one specifically for people in investor relations." That got me thinking: maybe it's time to write it myself.
Hemant, I’ve noticed that many engineers don’t naturally lean into concepts like relational capital or servant leadership the way their peers in sales, marketing, or product roles do. But when they truly understand these ideas, they’re all in.
I wanted to share a resource I think would resonate, especially with my engineer friends. It's the Ferrazzi Greenlight Relationship Action Plan—a fantastic framework for identifying and nurturing the key relationships that can shape your career. Here's the link: Ferrazzi Greenlight Relationship Action Plan [https://ferrazzigreenlight.app.box.com/s/ivdo8jlm09t15ikx7g3mj557z6a9d0jt]. I’ve found it incredibly valuable, and I hope it’s helpful to others too!
I would be curious to know if the talent acquisition teams okay attention to this personal branding in LinkedIn. It's true that maybe my mind is still thinking in the 9-5 job and this post might be targeting people with another kind of work.
This LinkedIn advice misses the mark because it focuses on surface-level elements rather than LinkedIn’s real function: being a search database for recruiters.
Here’s why:
1. Profile Appearance Over Optimization:
Emphasizing profile photos and catchy headlines misleads users. Headhunters don’t care about aesthetics; they care about finding profiles that match their search criteria.
2. Irrelevant Headline Suggestions:
The headline suggestions provided are generic and lack the specific, keyword-rich content that recruiters use to find candidates. You need to include industry-specific terms and roles.
3. Misplaced Focus on Summary:
While a good summary helps, it’s secondary to keyword optimization. If your summary doesn’t contain keywords relevant to your target roles, recruiters won’t even find you.
4. Achievements Without Context:
Including measurable achievements is great, but again, if these lack relevant keywords, they won’t help your profile’s visibility.
5. Posting Frequency Doesn’t Improve Searchability:
Posting consistently might help with engagement on the platform but has zero impact on how often you appear in recruiter searches. LinkedIn’s algorithm for search visibility is entirely different from its content engagement algorithm.
Overall, this advice perpetuates common myths and doesn’t help job seekers leverage LinkedIn’s search function effectively.
You’re still conflating personal branding and job search with advice like: “Pro Tip: Don’t skip listing your skills—LinkedIn’s algorithm uses them to match you with opportunities.”
Let’s be clear: Microsoft’s primary revenue stream from LinkedIn comes from its database, not the social media side. The social component exists solely to keep users engaged on the platform. Recent algorithm changes, which significantly reduced post reach, illustrate this perfectly. They’re not optimizing for visibility; they’re optimizing for user retention and data monetization.
interesting read, I found some things I could improve.
Thanks, Hemant.
Wow, I am learning most things from you :)
Wow, this is the kind of framework I've seen tailored for engineers, creatives, management consultants, and others—but no one seems to have created one specifically for people in investor relations." That got me thinking: maybe it's time to write it myself.
Hemant, I’ve noticed that many engineers don’t naturally lean into concepts like relational capital or servant leadership the way their peers in sales, marketing, or product roles do. But when they truly understand these ideas, they’re all in.
I wanted to share a resource I think would resonate, especially with my engineer friends. It's the Ferrazzi Greenlight Relationship Action Plan—a fantastic framework for identifying and nurturing the key relationships that can shape your career. Here's the link: Ferrazzi Greenlight Relationship Action Plan [https://ferrazzigreenlight.app.box.com/s/ivdo8jlm09t15ikx7g3mj557z6a9d0jt]. I’ve found it incredibly valuable, and I hope it’s helpful to others too!
Thanks for sharing Hemant!
Did this worked for you? 🧐
I would be curious to know if the talent acquisition teams okay attention to this personal branding in LinkedIn. It's true that maybe my mind is still thinking in the 9-5 job and this post might be targeting people with another kind of work.
Keep the great work mate!
I think it has definitely helped. Of course, you don’t want to post irrelevant things which can go against you.
But recruiters love the fact that you have a personal brand. I think of it as mentoring at a larger scale
This LinkedIn advice misses the mark because it focuses on surface-level elements rather than LinkedIn’s real function: being a search database for recruiters.
Here’s why:
1. Profile Appearance Over Optimization:
Emphasizing profile photos and catchy headlines misleads users. Headhunters don’t care about aesthetics; they care about finding profiles that match their search criteria.
2. Irrelevant Headline Suggestions:
The headline suggestions provided are generic and lack the specific, keyword-rich content that recruiters use to find candidates. You need to include industry-specific terms and roles.
3. Misplaced Focus on Summary:
While a good summary helps, it’s secondary to keyword optimization. If your summary doesn’t contain keywords relevant to your target roles, recruiters won’t even find you.
4. Achievements Without Context:
Including measurable achievements is great, but again, if these lack relevant keywords, they won’t help your profile’s visibility.
5. Posting Frequency Doesn’t Improve Searchability:
Posting consistently might help with engagement on the platform but has zero impact on how often you appear in recruiter searches. LinkedIn’s algorithm for search visibility is entirely different from its content engagement algorithm.
Overall, this advice perpetuates common myths and doesn’t help job seekers leverage LinkedIn’s search function effectively.
My post is in context with building a personal brand and not getting into recruiter searches
These are two completely different things
Once you have a decent personal brand, you don’t even need to be in searches.
You’re still conflating personal branding and job search with advice like: “Pro Tip: Don’t skip listing your skills—LinkedIn’s algorithm uses them to match you with opportunities.”
Let’s be clear: Microsoft’s primary revenue stream from LinkedIn comes from its database, not the social media side. The social component exists solely to keep users engaged on the platform. Recent algorithm changes, which significantly reduced post reach, illustrate this perfectly. They’re not optimizing for visibility; they’re optimizing for user retention and data monetization.