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Position Yourself for Success with Your LinkedIn Profile

Sharp&Carter Linked In Profile

Your LinkedIn profile can be forgotten, especially if you're not actively seeking a new role. You probably add those you work with, people you meet at a networking event and accept requests as they come in, but that's probably as far as it goes. The evolving nature of the hiring environment and increased reliance by recruiters to use a traditional 'headhunting' approach when targeting talent, means that those with a solid LinkedIn profile are positioned for success.

Here, we’ve compiled everything you need to know to craft the perfect profile and get noticed by recruiters.


Many candidates we speak with recall their actions of signing up to regular emails from job boards but do not experience the ‘success’ or engagement they have had when they were looking previously.

One of the primary reasons for this has been the changing nature of the recruitment landscape and increased reliance by recruiters (both agency and in-house) to utilise a more pro-active or traditional ‘headhunting’ approach when targeting talent. Most recruitment processes or ‘job briefs’ follow strict parameters (around industry exposure, company size, years of experience, etc) and job boards can no longer be solely relied upon to find the ideal candidate profile. This has led to a considerable shift away from the traditional job boards towards LinkedIn and its extensive database. The advantage of LinkedIn is, that with a strong profile you can be found by anyone seeking talent, not just by the limited number of recruiters you might know, or roles being advertised. This gives you the chance to turn down roles that don't fit your criteria and for the opportunity to find you, rather than the other way around.


  • Include a professional, or at least high-quality profile picture.

  • Customise your URL, preferably with your name or similar. e.g.

  • A tagline (under your name) that holds meaning to the audience. e.g. "Financial Accountant with FMCG and ASX Listed Experience".

  • A good 10-line summary with key industries, ownership structures, and transferrable skills.

  • A brief description outlining each company that you have previously worked at. Recruiters will typically try to quickly identify a candidate’s brand and/or industry experience. i.e. "ABC Limited is an ASX Listed FMCG business with a turnover of X, employing X staff".

  • Notable achievements as per a good CV.

  • If you’re ‘very active’ in your job search, change your settings/status to outline you’re "open to opportunities".


Industries that are currently experiencing growth include IT (Software and Digital), Healthcare/Aged Care, Manufacturing, Telcos, Utilities, Property and Construction, Not for Profits, FMCG, and Pharmaceuticals.

Additionally, there are plenty of smaller start-ups that have gone beyond the initial growth phase and are now needing expert guidance to help take them through their next stage of growth. The advantage of these newer types of businesses is that often the level of experience with 'relevant industry fit' simply isn't required as they are more open to differing industry backgrounds. Therefore, if your career has links to desirable industries, ensure you’re highlighting them in your CV and LinkedIn profile.


A common frustration with LinkedIn is being approached for a similar, if not identical role that you’re currently working in but for one of your competitors. I.e. you’re currently a Data Analyst for Afterpay and you’ve been approached for the Data Analyst vacancy at Openpay.

This is inevitable, however, to help overcome this and broaden the number of searches you appear in it is critical to highlight on your LinkedIn profile what recruiters typically focus on.

  • Industry Experience - (Health, Retail, FMCG, Consumer Goods, Property are often quite specific)

  • Ownership Structure - (ASX Listed, Multinational, Private/Family, Private Equity, NFP)

  • Transferrable Skills - (Mergers and Acquisitions, Systems Implementations, Growth stories)

  • Progression - (Consistent progression, promotions and added responsibilities)

  • Relevancy - (Experience within the past ten years is generally considered most relevant)

The more commercial a role tends to be, the more weight is usually placed on relevant industry experience. As the technical aspects of the role increase, ownership structure often becomes a consideration.

Another common issue is not being approached for roles that are the ‘next step up’. I.e. you’re currently a Marketing Manager wanting to become a Marketing Director or you’re a Marketing Executive wanting to move laterally into a more specialised role such as Brand Manager. The important thing to consider is that recruiters are increasingly using LinkedIn and their respective databases like a Google search, so ensure you have relevant position titles, acronyms, keywords and skills listed so that you can be found.

Examples below:

  • Marketing Manager - Reporting into the Marketing Director, or Acting Marketing Director, or 2IC to the Marketing Director

  • Marketing Executive - Working alongside the Brand Manager


  • When approached for a role on LinkedIn, ask the recruiter - "Why do you think I'm a good fit for this role?", this will help you manage your expectations.

  • For any role you speak to a recruiter about, asking, "Why has this role come up?" is often a useful question to get a sense of where the company is heading.

  • When the option exists to pick up the phone to apply for a role, take it - you can position your experience and avoid getting lost in the influx of applications.

  • Think 12 months ahead - if it looks like your work situation or preferences are changing, don't wait until the critical moment comes. Looking for the right role can take beyond six months of searching in many cases, and it's not uncommon to miss out on several jobs along the process through no fault of your own.

  • Don't close the door too early on job processes. Many people report saying no to good opportunities because they are told they are 'close' with opportunities they are working through, only to find out that the situation at the back end has changed.

  • Use LinkedIn to re-connect and build your network. Start with your old team members and managers but make sure to utilise the great relationships you built in your broader organisation (supply chain, marketing, HR, etc) and outside of work (friends, family, neighbours, sporting clubs, etc).


If you're currently a job seeker, curious about opportunities currently out there or just want to overhaul your LinkedIn profile and position yourself for success, reach out to us.

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