Hari Srinivasan: recommendation

Transcript context

…What else can that person looking for a job do to improve their chances of a recruiter basically finding them? I feel like that's probably the best tactical thing they can do because a lot of LinkedIn is recruiters reaching out and finding you. There's two things that anyone who's hiring is always going to look for. They're going to look for your skills and capabilities and they're going to look for your intent and interest in the role. A lot of our products and the pathways we try to do are making those things simpler. Maybe we'll just start with interest and we'll move back to skills in a minute. A couple of things we've launched recently, and I think they are symbolic of other ways you can connect. If you go to a company page and you're looking at the company, and I think they have to opt into this in some degree, look, you can say you're interested in that company even though they don't have roles. When the next role comes up, they'll have a signal that this person is actually very interested in this role. That's an easy way to signify from an early stage that you have interest in them. That way, when they open up a role, as you can imagine, they start looking through, they'll have a spotlight on recruiter and they can click out on it and come through. Certainly, you can go into open work and say that this is something that I'm open to work right now, and you can signify to the whole population that this is an area that you want to go for as well. I would encourage both of those in some ways. If you're looking for a role, be open about it and tell the companies that you're looking for it. Those are really high signals of intent. The other thing you can do on LinkedIn is you can actually go through when you say open to work and you can specify particular kinds of jobs and things you're looking for. I think that more detailed intent helps make sure you're showing it to the right place. On the skill side, we talked about it a little bit, but I do think there's a big change. When you were just looking at title, I think you only had one way to really prove that you had the skills. You had to have that title, which is very hard to break in. In a world where you're looking at skills, you can go through and say, "Look, I can do these things and you could put evidence behind it." I'd really encourage people to do that. If you just go to any job post, you can see the skills, you can say add and you can see all the evidence and how you can add it. I would really encourage people to do that because when people are in recruiter and they're looking for skills, profiles pop up and you can scroll over a skill and you can actually see all those evidences. Basically, a recruiter could say, "Oh, this is why I'd recommend you to this hiring manager." I think you will find that that's hopefully a very useful way of doing it. I'm going to lob this question like a fishing line, to see if it catches anything. And if not, we'll move on. Are there any stats that you've seen of just like if you do X, Y, Z, your chances of getting hired or getting people reaching out just go significantly higher?…

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