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150 | Successfully Utilizing LinkedIn – Jennifer Shappley, LinkedIn

Episode 150 is stay! This week, we discuss with Jennifer Shappley in Nashville, Tennessee. I met up with Jennifer in the course of the LinkedIn Expertise Join convention. LinkedIn hosted over 4K recruiters from over 2K firms from around the globe.

Jennifer is the Senior Director of Expertise Acquisition at LinkedIn in San Francisco, California. She has an extended historical past in expertise acquisition, with expertise in each healthcare and monetary providers.

On right this moment’s episode, Jennifer shares:

  • Why having a LinkedIn account will assist you to together with your job search
  • Ideas for optimizing your LinkedIn profile
  • How recruiters use LinkedIn after they’re searching for candidates
  • Errors job seekers make on LinkedIn and the way to keep away from them

Pay attention and be taught extra! You’ll be able to play the podcast right here, or obtain it on Apple Podcasts or Stitcher.

To be taught extra about Jennifer, discover her profile on LinkedIn. And, make certain you might have your individual LinkedIn profile!

Due to everybody for listening! And, thanks to those that despatched me questions. You’ll be able to ship your inquiries to You can even ship me questions through Twitter. I’m @CopelandCoach. And, on Fb, I’m Copeland Teaching.

Don’t overlook to assist me out. Subscribe on Apple Podcasts and depart me a evaluation!


Copeland Teaching Podcast | Episode 150 | Successfully Utilizing LinkedIn – Jennifer Shappley, LinkedIn

Airdate: October 17, 2017


Welcome to the Copeland Teaching podcast. I’m your host, Angela Copeland. Right here right this moment with me in Nashville is Jennifer Shappley. Jennifer is the Senior Director of Expertise Acquisition at LinkedIn in San Francisco. She has an extended historical past in expertise acquisition with expertise in each well being care and monetary providers. Jennifer, thanks for becoming a member of me right this moment.

JENNIFER SHAPPLEY: Thanks for having me, Angela.

ANGELA COPELAND: So it’s so good to fulfill you. I occurred to have a look at your LinkedIn profile earlier than we received began, and I think that you will have additionally lived in Memphis earlier than.

JENNIFER SHAPPLEY: I did. Sure. So coming again to Nashville is sort of like coming residence for me.

ANGELA COPELAND: So I stay in Memphis. We didn’t chat very a lot earlier than we received began.

JENNIFER SHAPPLEY: No, superb, wow.

ANGELA COPELAND: And we now have a bunch of widespread contacts, and I need to soar into the questions, however I’m curious, have been you in Impression Memphis while you have been in Memphis?

JENNIFER SHAPPLEY: I used to be. I used to be a very early member of Impression Memphis and I really led what was then known as the Promote Memphis pillar. So there have been all these early pillars, and so I co-led that for a number of years.

ANGELA COPELAND: Oh, that’s cool. So I lived there from 2001-2004 and I left till 2006 and I believe we possibly missed one another.

JENNIFER SHAPPLEY: We could have simply—You have been 2001-2004?

ANGELA COPELAND: And I got here again in 2006.

JENNIFER SHAPPLEY: Yeah. That’s superb. That creates some connections really. I could bear in mind your title.

ANGELA COPELAND: I believe we could have labored on the similar firm however at completely different occasions.

JENNIFER SHAPPLEY: What a small world. I really like to fulfill folks from Memphis. That’s superb, particularly that labored with Impression.

ANGELA COPELAND: Yeah, yeah, yeah. Effectively, so we’re right here at LinkedIn Join, which is an annual LinkedIn occasion, and I’m actually excited to speak to somebody who does recruiting for LinkedIn and to speak to you about LinkedIn. So I cowl from the job seeker aspect, and I’m curious, that is like such a given, however do you utilize LinkedIn on your recruiting at LinkedIn?

JENNIFER SHAPPLEY: Surprisingly, we do, sure, so very heavy customers of LinkedIn throughout the group.

ANGELA COPELAND: Oh, that’s nice. So one of many prime questions I get from job seekers on a regular basis, like, every single day, is do I have to have a LinkedIn account? And I’d love to listen to your perspective on that and why it’s so vital.

JENNIFER SHAPPLEY: Yeah, you understand, it’s humorous, I get that query typically from folks too. Generally I take as a right, being such an lively LinkedIn consumer, that some folks nonetheless aren’t fairly positive the way it may benefit them. And I might encourage folks to make use of it, it doesn’t matter what trade they’re in. So I believe generally folks suppose, “I’m not in a company position. Is LinkedIn actually the proper place for me?” And whereas LinkedIn is an incredible platform for locating jobs and discovering that profession alternative, it’s additionally an incredible place simply to community and keep these relationships. And so I really feel like that’s vital it doesn’t matter what job you’re in. So when individuals are not sure about getting on the platform, I’m like, completely, get on there, community, interact. You’ll strengthen the relationships you might have and also you’ll construct new ones.

ANGELA COPELAND: Completely. Effectively so one other query particularly across the community portion that I get actually every single day is, ought to I connect with strangers? Is it a foul factor if I connect with strangers? I can see each side. What’s your perspective on that?

JENNIFER SHAPPLEY: I believe that’s a private desire for folks. My tackle it’s, like, I’ll join in fact with folks that I do know personally, and I’ll join with folks the place we now have, possibly we don’t know one another, however we’ve received shared pursuits. Perhaps it’s anyone that I really feel like I may assist as a result of they’re within the HR recruiting discipline and so they’re thinking about studying extra, or maybe it’s anyone I believe I may be taught from. So I believe there are causes you may need to join with folks that you just don’t personally know, however it’s everybody’s private desire. Some folks need to maintain that community actually small. The advantage of increasing your community and connecting with folks that you just possibly don’t even have that non-public relationships is you begin to enlarge the facility of being on LinkedIn. The broader your community, the broader your second and third diploma community. There’s loads of profit that comes from that.

ANGELA COPELAND: I completely agree. I typically inform folks, if you wish to meet new folks, it’s important to connect with new folks.

JENNIFER SHAPPLEY: Completely. And the place the platform has gone, it’s a lot about digesting info. And so in the event you received extra folks in your community, you’re seeing extra updates, you’re seeing what they’re sharing, and so it’s a possibility so that you can digest info that you just won’t in any other case have seen.

ANGELA COPELAND: Completely. Effectively, so, in relation to our profiles, say we’ve determined we’re going to get a LinkedIn account, we’re going to set it up. From the job seeker’s aspect, what are among the issues that it will be vital for us to do this would assist you to on the recruiting aspect?

JENNIFER SHAPPLEY: So I believe at first is ensure you’ve received a built-out profile, and we’ve received inbuilt to the platform now tips about what it is advisable fill out, so it’s going to immediate you. You don’t have a abstract. Would you want us that will help you write one? And so I encourage folks to not let it simply be this empty shell. In the event you’re going to be on there, put details about what it’s that you just’ve completed, what your expertise and pursuits are. Assist folks assist you to. In the event you’re placing in your profile what you’re thinking about doing, whether or not it’s doing professional bono work or getting concerned in a board or searching for a brand new job alternative, the extra info that you’ve in your profile, the higher that your community might help you and the extra doubtless you’re going to be discovered by that one who can both assist you to discover that subsequent job or join you with a possibility.

ANGELA COPELAND: Completely. Effectively so, generally job seekers ask me, “Is it okay if I paste some issues from my resume, if I say on the expertise part beneath the outline of what I did, would it not be okay if I pasted in from my resume?” Do you might have a perspective on that in any respect?

JENNIFER SHAPPLEY: I believe completely it is smart to stick stuff in out of your resume. I believe you won’t need to carry all the pieces over. I believe, put it in bullet factors, summarize, make it straightforward to digest, take into consideration the format and the way it’s going to look in that medium in your profile, however completely carry info over out of your resume. In the event you’ve received a very robust resume that’s highlighting the abilities that you’ve and the accomplishments that you just’ve made, then don’t reinvent the wheel. Convey that info over into your profile.

ANGELA COPELAND: That makes me really feel higher. I like that perspective lots, really, as a result of I believe that in the event you’re delaying on a LinkedIn profile, it’s higher to repeat and paste than really feel like it is advisable make one thing fully customized after which delay your self doing it in any respect.

JENNIFER SHAPPLEY: .Precisely. It’s like, take away that barrier. If that’s one thing that’s holding you from making a LinkedIn profile, since you’re like, “I didn’t actually take pleasure in creating my resume the primary time. I undoubtedly don’t need to should recreate one thing,” than import that over. Convey that info. For many individuals that’s the place it begins. It’s only a solution to digitize that static resume that’s sitting in your desktop someplace and put it into your profile in order that others can see it.

ANGELA COPELAND: Completely. So I perceive that loads of your LinkedIn profile is searchable on the recruiter aspect. Are you looking for issues like our headline? Are you conscious of what specific elements matter probably the most throughout the profile?

JENNIFER SHAPPLEY: Yeah, like what’s being listed or searched. So once I or a recruiter are looking out, we’re not essentially saying, ooh, trying to pul it from this particular piece, however we’re looking out on sure phrases or phrases that we’re thinking about. It might be a talent set. It might be a job title. The place it jobs from, whether or not it comes from that title discipline or it comes from a reference within the abstract you set in there, doesn’t matter as a lot. It simply issues that you just get discovered. And so I believe being considerate in regards to the phrases you utilize, don’t use simply filler phrases, don’t use generic buzzwords. We see these in all places. However actually articulate what are the issues that you’ve achieved. Take into consideration the knowledge that you just’re placing on the market and put your self within the recruiter’s footwear too. If I have been hiring somebody like me, what would I be searching for? And ensure these issues are highlighted in your profile. That’s going that will help you get discovered.

ANGELA COPELAND: Effectively so from the recruiter aspect, how do you determine while you’re serving to a hiring supervisor to fill a sure place, and also you go into LinkedIn, how do you determine what you’re going to seek for, what you’re going to search for? As a recruiter, how are you aware?

JENNIFER SHAPPLEY: So that you suppose again to the outdated job description. We’re pondering by, like, what are the abilities which are required or most well-liked? What’s the expertise that’s wanted? These are issues that go right into a search filter {that a} recruiter is utilizing. So if I discuss to a hiring supervisor and so they say I would like this individual to have so a few years of this sort of expertise, then that’s what the recruiter goes to search for. There are different issues like, if I’m sitting down with a hiring supervisor, yep, I’ve received this job description right here, I perceive what the fundamental necessities are, however I may additionally be thinking about figuring out who in your workforce is doing rather well. Who have you ever employed that has actually excelled on this job? Go to that individual’s profile. I’m going to now look and see what was on their profile that I can use as a recruiter to assist discover anyone else like them? I even have instruments the place you possibly can inside a recruiter look and see, discover extra folks like this. So along with creating searches off of the expertise, expertise that we’re searching for, there are additionally methods the place we will say this profile was actually profitable. Perhaps I need to discover extra folks like that.

ANGELA COPELAND: That’s such an attention-grabbing level as a result of as a job seeker I can go and take a look at profiles of different folks, possibly who look on that workforce the place I’m making use of to work and possibly type of see, are there any type of components? Do these folks have sure issues of their profile that I’d need to take note of? If I’ve these expertise, possibly I ought to rent these expertise. That’s attention-grabbing. I additionally get loads of questions, I’ve to say, over whether or not we should always have a photograph in our profile. And I’ve my very own opinion, however ought to we now have a photograph in our profile?

JENNIFER SHAPPLEY: You completely ought to have a photograph. One of many issues that I discover is, folks have a photograph, however then folks need to know, like, does it should be an expert headshot? How informal can or not it’s? And so they need to know, what’s an acceptable photograph? So at first, you understand, it’s one thing you’re snug placing your picture on the market, I like to recommend placing a photograph on the market. Then so far as does it should be a company headshot or not, I encourage folks to showcase the persona. I might maintain it skilled, however I see nice pictures of anyone, like, smiling, laughing, possibly it’s extra of a aspect profile, and it actually reveals their persona and it showcases who they’re. I believe what sort of photograph you utilize today, there’s loads of selection in there.

ANGELA COPELAND: I completely agree. I believe it’s actually vital. I get loads of questions. Individuals don’t need to put images. They’re actually uncomfortable, or often I’ll see images the place the individual has a good friend within the photograph with them or possibly they’re in like a promenade costume trying type of outfit at a celebration, or I’ve even seen individuals who use cartoons, and possibly the cartoon is a bit more satisfactory, I’m unsure. I simply favor a straight-on photograph of your face, smiling, nobody else.

JENNIFER SHAPPLEY: Agreed. I believe it’s greatest when it’s simply you. What you’re portraying or placing on the market for future employers or your community is your self, so I might maintain it as simply you. I’ve had folks ask about, like, pets and stuff, and I’m like, you understand, in the event you work at Petco or one thing, there are firms that that’s a part of your model, and that is likely to be one thing. Typically talking, I might persist with make it of your self, however relying on who you need to work for, who you’re, what you’re aspiring to be, there’s alternative for selection in there.

ANGELA COPELAND: I believe that’s a really good solution to put it as a result of it will depend on what your goal market it’s.


ANGELA COPELAND: The probability that you will be working for a pet firm like Petco is pretty small, however if you’re—

JENNIFER SHAPPLEY: If you’re, in the event you’re a canine coach, I imply, we now have folks with quite a lot of completely different backgrounds on LinkedIn, and so possibly you’re a canine sitter, and that is smart, put it on the market. So it’s simply fascinated with understanding your individual private model, what you’re wanting to place on the market, what you’re making an attempt to draw, and doing one thing that’s genuine.

ANGELA COPELAND: As a job seeker, are there sure issues that we may do on LinkedIn that might actually impress you as a recruiter? Like, are there issues that might make us stand out from different candidates that you can imagine?

JENNIFER SHAPPLEY: I believe folks suppose lots about their profile and constructing it out, and that’s vital, however what I like to see is people who find themselves actually thought leaders of their house, people who find themselves simply posting by updates or possibly publishing attention-grabbing insights into the sphere that they’re in. That’s a good way to face out, and so I do know for lots of people the shortform and longform publishing submit is intimidating, apprehensive about writing. That’s positive. Updates. Simply posting info, sharing an article with a fast perception, these issues can completely make you stand out. It reveals that you just’re engaged together with your trade or with no matter you’re specializing in, and it permits you to present your thought management in an area. I believe folks, don’t underestimate the significance of that.

ANGELA COPELAND: Completely. Effectively in order a job seeker I’m questioning if possibly on the flipside there are some issues we should always keep away from that might form of flip you off or simply recruiters on the whole that might make the recruiter say, “Eh, I ought to cross on this individual.” Are there sure issues that we as job seekers are sharing that we should always contemplate not sharing?

JENNIFER SHAPPLEY: I really feel like occasions are altering and there’s not a tough line essentially on what needs to be shared and what shouldn’t. On the whole, I might say steer clear of saying adverse issues about your present employer or previous employers, just like the recommendation we’d give somebody going into an interview. Don’t get into a brand new interview and bash your previous employers or something like that. Concentrate on your self and your individual accomplishments, so I might keep away from that. I believe, like I mentioned, there’s not a tough line. Don’t overlook that you’re, what you’re placing on the market, whether or not or not it’s on our platform or any platform, is obtainable for, relying in your privateness settings, anyone to see, and definitely for future employers to see or future folks that you just join with. And so once more, simply actually take into consideration what’s the model that you just’re wanting to place on the market. Is it one thing that you’d really feel snug with future employers seeing? And take into consideration that earlier than you submit. However be open, be genuine. Don’t be afraid to have a wholesome debate on the platform. I believe there’s loads of room for that. I might simply primarily encourage folks to suppose by, am I okay with anyone sooner or later seeing this if I possibly need to go work at their firm?

ANGELA COPELAND: Completely. I consider it loads of occasions like not sharing one thing you won’t need to share at a cocktail party while you meet somebody new, particularly with, like, our difficult political atmosphere proper now. You may simply need to maintain that to your self, or maintain it on Fb with some good privateness settings, however you simply should keep in mind that you may be judged for what you say, and it’s vital to know that, and it’s one factor if, say, you’re going to work for, like, a political group or a company that has to do with faith, then possibly you align your self to that group, just like the canine photograph.

JENNIFER SHAPPLEY: Yeah. Yeah. It’s all about I believe remembering that all the pieces you set on the market turns into part of your model, and what would you like your model to be. And I believe in the event you simply take into consideration that earlier than you set that info on the market, that’s in all probability one of the best recommendation I may provide you with.

ANGELA COPELAND: Yeah, completely. Effectively so one factor too that’s attention-grabbing with LinkedIn and with the web on the whole is you could seek for jobs in several cities. So one other query I get fairly typically, and I’ll simply let you know type of what I believe, is, folks will ask me, “Effectively, if I need to transfer to Dallas, may I simply put that as my metropolis?” I usually suppose that’s unhealthy. I believe you have to be as trustworthy as you may be, like in the event you don’t stay in Dallas in that state of affairs. However as a recruiter, would you pay attention to that if somebody had, like, the incorrect metropolis or the incorrect location? Wouldn’t it pop up for you?

JENNIFER SHAPPLEY: So we even have made some adjustments not too long ago that actually assist with this. As a result of I’ll should share this podcast with a former coworker, as a result of I bear in mind just a few years in the past, previous to being at LinkedIn, folks knew that I used to be an avid LinkedIn consumer, and so I might typically get questions, and certainly one of them was on the time, her son was thinking about shifting to a brand new metropolis, and he wasn’t positive the way to showcase that. So now, you don’t should essentially showcase this instantly in your externally going through profile, however with our Open Candidates characteristic, you possibly can point out in the event you’re open to relocation, and you’ll share that in order that recruiters can discover it, which didn’t use to be doable. Now additionally, you possibly can put it in your profile as effectively, so in the event you’re and need to put that on the market, then I encourage folks to do this, however for individuals who don’t need to broadcast to the world, you possibly can point out this now by Open Candidates.

ANGELA COPELAND: Oh, that’s attention-grabbing. So one other state of affairs that comes up fairly typically, proper, is, LinkedIn is nice when it comes to discovering the hiring supervisor. Actually, one of many jobs that I had in Memphis, I discovered the Vice President of Digital Advertising and marketing. I used to be working in digital advertising and marketing, and I contacted him and requested him to have lunch with me, and finally it led to a job supply. However I’m curious from form of the recruiting perspective, how does the recruiting workforce on the whole sometimes really feel when you might have a candidate that type of goes round your course of and goes straight to the hiring supervisor instantly? Does that make sense?

JENNIFER SHAPPLEY: So like does the recruiter really feel bypassed?

ANGELA COPELAND: Is that an issue?

JENNIFER SHAPPLEY: Typically talking, actually at LinkedIn, it’s not an issue. Organizations have in all probability completely different cultures and views on issues, so it’s arduous to talk for all firms, however I don’t suppose that’s a foul factor. I believe our platform is about encouraging and constructing relationships and connections, and so if anyone already has a reference to a hiring supervisor or has an intro, a cause they need to attain out to them, I imply truthfully, I believe completed proper, that may be useful within the course of.

ANGELA COPELAND: That’s a great perspective. That’s good suggestions. If we try this, if we plan to do this, would you additionally encourage us to use on-line as effectively and undergo the conventional course of?

JENNIFER SHAPPLEY: Sure, completely, as a result of sooner or later, you’re have to undergo the applying course of, so doubtless in the event you attain out to a hiring supervisor, they’re going to 1, possibly discuss to you, however doubtless put you again into the method, put you in reference to the recruiter or ship you a hyperlink to use. You’re going to nonetheless have to undergo that course of. So truthfully, in the event you’re the hiring supervisor, Angela, almost definitely what I’m going to do is I’ll go forward and apply on-line after which say. “I simply utilized for this job. I additionally wished to succeed in out,” possibly point out a shared connection or some piece of data that connects the each of us, however simply wished to let you understand that I utilized and I’m actually trying ahead to listening to again.

ANGELA COPELAND: That’s nice. That’s actually good.

JENNIFER SHAPPLEY: As a result of by doing that you just’ve taken motion your self, you’ve made it straightforward for, if that hiring supervisor doesn’t even reply, they’ve seen that doubtless and so they’re going to recollect you, and so they don’t have to come back again and be like, “Are you able to please undergo the applying course of?” You’ve completed the motion. You’ve taken the work on your self, and also you’ve simply reached out and possibly put a bit of bit extra recognition to your title. That’s the way in which I might strategy it, and I believe most individuals wouldn’t be bothered by that further step in any respect.

ANGELA COPELAND: I really like that, and loads of candidates are afraid they’re going to offend somebody, and in order that’s very nice suggestions, and I’m positive that it doesn’t all the time apply with each firm, however it’s simply useful to know that it’s a risk.

JENNIFER SHAPPLEY: Yeah, and I imply, clearly, recruiters are like anyone else. They need to be revered within the course of. However that’s not bypassing anyone. That’s, look, I utilized, I went by this course of, however I simply wished to let you understand how I’m and I’m trying ahead to speaking to you. I believe that’s most unlikely to ruffle any feathers.

ANGELA COPELAND: Is there something—I suppose it will in all probability be my final query—is there something that we as job seekers may do to make your life simpler, or is there something we’re doing that makes your life tougher? What ought to we take note? As a result of if we’ve by no means labored in HR, recruiting, it’s arduous to image what we may do higher as job seekers

JENNIFER SHAPPLEY: The extra info you could present, both in your profile or let’s soar to a cellphone display interview while you’re speaking to the recruiter, share as a lot as you possibly can. Have the ability to articulate what are the accomplishments that you just’ve made, what worth you possibly can add. Be one of the best advocate for your self. The extra you possibly can share and assist the recruiter perceive why you’re certified and one of the best candidate for the position, helps the recruiter advocate for you additional down the method. So don’t simply come into an interview passive, ready to see what the questions are. Suppose forward in the way you’re going to reply, what info you need to share. Once more, take into consideration branding. what’s is that you really want the recruiter to know about you after this dialog? And are available ready to share that. With that, hear. Don’t discuss to the entire time. Generally folks get so excited to speak, it’s arduous for the recruiter to get their questions in. You get to the top of the interview, and the recruiter is like, “I solely received by certainly one of my 5 questions,” or no matter it’s. And that’s not useful, as a result of the recruiter hasn’t been in a position to get all the knowledge from you that they want. So I might be considerate forward of time about what you need to get throughout, however ensure you’re listening and looking ahead to cues from the recruiter so that you’re giving them a possibility to ask all the pieces that they want as a way to additional advocate for you.

ANGELA COPELAND: Yeah, that’s an ideal, nice level. I get questions lots about, “Effectively, gosh, they have already got my info in my resume. Why do I’ve to retell them?” And I’m like, “Effectively, they discuss to lots of people.” Additionally it’s vital I believe to speak about issues in plain language, as a result of it’s possible you’ll be speaking to somebody who does a sure sort of software program growth, and if they will’t clarify what they do in a means that’s comprehensible and normal, how are you supposed to assist them? However that’s simply my private tackle it.

JENNIFER SHAPPLEY: Completely. I believe again to doing public talking workshops and stuff. The burden will not be on the viewers, it’s on you, because the communicator. So it’s not on the viewers to decipher and make sense of what you’re telling them. It’s on you to speak clearly in a means that they will perceive, and so I believe that applies rather well to an interview too. The burden’s not on the recruiter to know what it’s that you just’ve completed and the way this jargon applies to their position. It’s on you, the communicator, the candidate on this state of affairs, to elucidate that in a means that they will perceive.

ANGELA COPELAND: Completely. So I believe this query is clear however I’ve to ask it: the place can we go to be taught extra about you and your work?

JENNIFER SHAPPLEY: So, LinkedIn profile is a superb place. So along with simply the historical past and my work expertise, I’ve additionally received there hyperlinks to previous shows and different issues that I’ve completed, which is one other factor I encourage your listeners to do. In the event you’ve spoken up to now, otherwise you’ve received shows, put these in your profile. It’s a good way to share extra about your self. However that’s one of the best place to go to be taught a bit of bit extra about me.

ANGELA COPELAND: Oh, that’s excellent. Effectively Jennifer, thanks a lot for becoming a member of me right this moment. This has been so useful. It’s been nice to fulfill you.


ANGELA COPELAND: And thanks everybody for listening. Due to these of you who despatched me questions. You’ll be able to ship me your questions at You can even ship me questions through Twitter. I’m @CopelandCoach, and on Fb, I’m “Copeland Teaching.” Don’t overlook to assist me out. Subscribe on Apple Podcasts and depart me a evaluation.

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