by Andy Foote | Mar 27, 2017 | Headline, New Profile 2017, Profile, Summary
That’s just awesome. LinkedIn decided to overhaul everything about the old desktop user interface including your summary, which has now become a 2nd headline. You’re gonna need a bigger boat….because your summary has jumped the shark. Am I being...
by Andy Foote | Jul 20, 2015 | Profile, Publisher, Summary
InfoGraphic design by the exceptionally talented Milos Djurkovic – thanks my friend. LINKEDIN CONSULTING If you liked this article, you’ll love my LinkedIn coaching. If you need help with your Summary, Profile or LinkedIn strategy, I can help. Contact me...
by Andy Foote | May 22, 2014 | Endorsements, Engagement, Marketing, Picture, Popular, Profile, Publisher, Rich Media, Skills, Top Contributor, Visibility, Visuals
People prefer pictures over text. Have you noticed the explosion of info-graphics over the last couple of years? We have an abundance of data to make sense of and share. Mobile devices are most useful when they make our interaction with them simple, intuitive and...
by Andy Foote | Apr 24, 2014 | Headline, LinkedIn, Marketing, Popular, Profile, Search
Here’s the deal: you are boring…..by default. Yep, LinkedIn forces you to think conventionally by automatically inserting your (boringly functional and unremarkable) job Title in your prominent and most widely seen Headline space. This is a problem if you think...
by Andy Foote | Dec 6, 2013 | Activity, All-Star, Gamification, Groups, LinkedIn, Marketing, Profile, Top Contributor
Recently (December 4th) LinkedIn introduced a new way of encouraging its users to contribute in LinkedIn Groups. They launched a new status symbol which can be visible to everyone viewing your Profile. I’ve researched this new feature, here’s my analysis....
by Andy Foote | Nov 9, 2013 | Endorsements, Job Hunting, Job Seeker, Keywords, LinkedIn, Marketing, Profile, Recruiters, Rich Media, Search, SEO, Skills, Summary
Recruiters have one simple aim: to reject you. Think about it. They have a sea of candidates to choose from and limited time in which to do it. Finding the best candidate boils down to 2 processes: search then reject. They want a strong shortlist and though the basic...
