Tired of Trudging Through Tons of LinkedIn Trash?

If you’ve been using LinkedIn for any length of time, you’ve probably noticed activity on the once “professional” or business networking site has rapidly deteriorated into a jumble of junk. For many years, there’s been a steady influx of people using the site for anything and everything except what most of us would consider professional purposes.

Examples include:

1)     Posting riddles and jokes

2)     Posting puzzles

3)      Posting word jumbles and math quizzes

4)      Posting lion pictures or cartoons

5)      Posting the same thought, blog link or ad in several groups simultaneously

6)      Posting mindless slogans such as: “hire for character, train for skill”

7)      Posting IQ tests accompanied by “only 10% get this right”

8)      Posting endlessly repeated cliché inspirational quotes

9)      Posting eye charts

10)   Posting content that would be superfluous even on Facebook

11)   Posting irrelevant, off-topic content or comments in groups or discussions

12)   Posting images or other content for the purpose of gathering sympathy “likes”

13)   Posting any approving comments and/or sharing any of the above to further perpetuate such activity

In addition to the above nonsense cluttering up everyone’s timeline, many people also send broadcast messages to all or most of their connections at once. Which means the content is usually irrelevant to the majority of recipients.

LI Logo

Obviously some LinkedIn members are merely using the site to collect connections for assorted reasons beyond the intended purpose of doing so. Typically, these types are indentified by the fact that they don’t bother to actually be acquainted professionally with their targets. Rather, they just randomly send out generic invitations requests knowing that most people are too busy or too lazy to click the ignore or “I don’t know __” response. Once connected, they acquire the ability to add that person’s contact information to their email database or otherwise engage in spamming activity.

So what can be done to reduce or perhaps even eventually eliminate all of this unpleasantness?

For starters, scrutinize each connection invitation, especially those using the default generic language. Examine the profile to at least guestimate whether it might belong to an actual human member of the business world or whether it could just be a phony account set up for nefarious purposes.

Don’t feel obligated to connect with anyone you don’t know. And, don’t hesitate to report or flag obvious spam accounts either.

Contrary to certain opinions, it is perfectly acceptable to only accept new connection requests from those with whom you are already acquainted. Unless you yourself are interested in expanding your own network for the sake of having more connections, it is 100% reasonable to focus on quality versus quantity.

Consider sending a personal reply note when accepting connection requests from strangers. The content could range from your own professional positioning statement, to details about what you do for a living, or anything related to your personal networking philosophy. You can even include a “disclaimer” message suggesting the type of interaction that would and would not be appropriate between the new contact and yourself.

Set the right example by personalizing your own connection requests and only sending them when it makes sense for both parties to connect. For example, remind the person how/when/where you met or refresh his/her memory about how you two know each other if it’s been a while since you were in contact.

Refrain from automatically requesting something from a new connection – especially if you don’t know each other quite well. For instance, if you happen to be looking for a new job, it is not your new network connection’s duty to assist with that process. Nor, it is reasonable to expect a recommendation, referral or introduction to someone else to assist with that process.

Be considerate of your network’s time, resources and professional connections. If you do believe the circumstances are appropriate to request assistance from members of your network, make sure to make it as simple and convenient for them to understand your situation and provide specific information about how they might help.

Be sure to acknowledge and thank anyone for replying, even if they are not able to supply the exact type of help you are seeking.

Finally, don’t be afraid to hide (or better yet DISCONNECT from) anyone that undermines your interest in visiting the site due to their inappropriate actions or unreasonable requests.

If everyone pitched in the counteract these unprofessional acts, those responsible would probably find another place to populate. Just a thought…

Written by Kelly Blokdijk at TalentTalks Talent Optimization Blog @TalentTalks


Leave a Comment

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2014 Edition

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2014 Edition

2014 phone screen

From RecruitingDaily.com – Articles Written By Kelly Blokdijk

How to Become the HR / Recruiting Holiday Hero


Simple Secrets to Make Your Hiring Process Suck Less


HR and Recruiting Professionals: Time to Pull Your Head Out


#SHRM14 Report – Evolution of Work and the Worker


Hiring Habits: Holacracy at Zappos


Picture This: Top Career Motivators for the Best of Us and the Rest of Us



From RecruitingBlogs.com – Articles Written By Kelly Blokdijk

The Ticket Scalper Version of Direct Talent Sourcing


Conundrum of Candidates’ Conjecture


Recruiter Poll Regarding Active Applicant Interactions


Are You Bored With RBC?


Ditch the Double Standard


What Does it Mean to Be Employable?


Does Anything Good Ever Come From Skipping Phone Screens?


Who Should We Blame for Poverty, Debt, Obesity and Robots?


Recruiting: Just a Series of Conversations


Talent Shortage or Trust Shortage


Job Postings Are Not the Enemy


Grunts & Groans Sound Gross


Step Inside The Outhouse That Is LinkedIn


Call for Mr. Hole, First Name: Jack


Wall of Shame


Recruiting Stuff That Made Me Shake My Head This Week



From Human Capital Institute (HCI) – Succession Planning Webinar & Podcast Featuring Kelly Blokdijk

Podcast – Succession Planning


Webinar – Succession Planning



From Bulls Eye Recruiting – Articles Written By Kelly Blokdijk

Proactive Career Management


Mind Your Own Business and Career


What Makes a Tough Job Search Even Tougher?


A Yellow Guitar to Rock Out Your Talent Strategy



From Medium – Articles Written By Kelly Blokdijk

Appetite for Disruption


From the Depths of Obscurity


The Messy Me



From LinkedIn – Articles Written By Kelly Blokdijk on LinkedIn

Employers Dirty Habit of Treating Job Applicants Like Dirt


Why We Need a More Diverse View of Diversity


Could 3 Boring Tips Make Your Job Search Better?


Give Your Network a Hand When You Need Job Search Help


Buzzwords Myths and Absurdities in the Job Market


Resume Reality for REAL


Are Job Hoppers Flakes and Failures?


Is Who Gets Hired the Best Person for the Job?


The #1 Reason for Resume Rejection


Double Trouble Hiring Standards


Why Who’s Viewed Your Profile Doesn’t Matter


Imaginary Talent Shortage Caused by Real Trust Shortage


Ideas, Information and Influence



From TalentTalks Talent Optimization Blog – Article Written By Kelly Blokdijk

Does Every Day Seem Like April Fool’s Day on LinkedIn?



If you like these articles, you may also like some earlier work written by Kelly Blokdijk

TalentTalks Talent Optimization Blog – Talent Topic Compilation 2013 Edition


TalentTalks Talent Optimization Blog – Talent Topic Compilation 2012 Edition


TalentTalks Talent Optimization Blog – Talent Topic Compilation 2011 Edition



Subscribe to TalentTalks Talent Optimization Blog here: https://talenttalks.wordpress.com/

Connect with Kelly Blokdijk on LinkedIn here: http://www.linkedin.com/in/kellyblokdijkattalenttalks

Tweet with Kelly Blokdijk @TalentTalks on Twitter here: http://www.twitter/talenttalks

Like @TalentTalks Facebook page here: http://www.facebook.com/TalentTalks

Get Googly with Kelly Blokdijk on G+ GooglePlus here: https://plus.google.com/u/0/+KellyBlokdijkSPHR/


Note: some articles listed above may have appeared on more than one site and/or been modified from previously posted articles by Kelly Blokdijk

Leave a Comment

13 Ways to Instantly Impress LinkedIn Connections

Remember when you first joined LinkedIn?

Perhaps you initially received an invitation to connect from a business associate… Or, perhaps you heard about the professional networking site and joined on your own… Either way, you most likely noticed a series of changes within the past 11 years of LinkedIn’s existence.

There have been numerous tips shared about how to complete your profile, add a photo, share status updates, participate in groups and of course expand your network. Now that you’ve successfully done all of that, you are probably ready to take the next step and really impress all of your connections with your professionalism, understanding of unwritten etiquette expectations, not to mention your ability to identify and share relevant information with other site members.


So here is a list of the most up-to-date recommendations to do just that:

1)     Post riddles and jokes

2)      Post puzzles

3)      Post word jumbles and math quizzes

4)      Post lion pictures or cartoons

5)      Post same the thought, blog link or ad in several groups simultaneously

6)      Post mindless slogans such as: “hire for character, train for skill”

7)      Post IQ tests accompanied by “only 10% get this right”

8)      Post endlessly repeated cliché inspirational quotes

9)      Post eye charts

10)   Post content that would be superfluous even on Facebook

11)   Post irrelevant, off-topic content or comments in groups or discussions

12)   Post images or other content for the purpose of gathering sympathy “likes”

13)   Post any approving comments and/or sharing any of the above to further perpetuate such activity

Impressive, right? 

Comments (3)

Why You Shouldn’t Care About LinkedIn’s “Who’s Viewed Your Profile”

There could be any number of reasons why someone looks at your LinkedIn profile and why your profile shows up in a search.

LI Logo

A few possibilities include: 

1) Nosy lookie-loos just curious about what you have going on.

2) You’ve changed something on your profile and it shows in their timeline, so they click to see the “news.”

3) A certain word or series of words exists on your profile when someone does a search.

4) People who are unsure about how to build their own profile are checking out what other people have done.

5) Recruiters sourcing for talent or contacts in certain industries or companies.

6) Job seekers looking for connections that may help them land their next gig.

7) Vendors searching for potential customers.

8) You posted a comment in a group discussion and people want to check to see if your comments are worthy of their attention and if you have any credibility to comment on the topic.

9) New LinkedIn members who you may have worked with previously just saw you in their list of people you may know.

10) Connections of other connections see that you just connected with someone else and click to see who you are.

There are plenty of other things that could be going on when someone clicks your profile or you turn up in a search. The main reason I don’t think the tally matters is that you should be concerned with people not just looking at you, but calling, emailing, InMailing or direct messaging you because they found something appealing about you or that they could benefit from.

I often encounter people experimenting with various tactics to increase that “who viewed my profile” number without taking into consideration that gaming the system is not entirely possible, nor does it make much sense to try given the constant algorithm updates. There are some very questionable practices that have unfortunately created a pattern of people doing whatever it takes to stay in view. The majority of time the action, content, sequence and arrangement is geared ONLY to attract views. For some people this is the only goal they care about and that is how they justify those techniques.

What concerns me is that other people tend to mimic these ideas and my not even understand how that looks to those viewing their profile or their activity in general. For example, there are certain people loading their profile or timeline status updates with specific content that looks suspicious to viewers who regularly search LI for particular types of talent. Sure they show up, but then what?

When I (and others like me) see these type of profiles, it is immediately obvious what is going on and I assure you just because it may fool some people, other people will think of you as the fool. If someone is noticed for doing some of those things that they think are impressive, but are in fact harmful, they may never even know. Obviously, not the kind of attention most of us want to attract!

There are plenty of legitimate methods to enhance your LinkedIn profile – to make it reflect the impressive qualities you have to offer. That should be the focus, so when someone does search or look, they like what they find.

Written by Kelly Blokdijk. As a talent optimization advisor Kelly’s professional background “Creating a Voice for Talent” includes 10+ years experience offering exceptional human resources, organization development and recruiting support to diverse organizations. 

Leave a Comment

Talent Topic Compilation 2013 Edition

It’s that time again to bid farewell to another year. Before we race in to the new year, here’s a rear view look at 25 of the talent topics touched upon in 2013. Please feel free to provide feedback and share your favorites with those in your network who might benefit. Wishing everyone a happy, healthy and prosperous 2014!



Wishing all good luck in the new year – praying mantis — https://talenttalks.wordpress.com/2013/01/03/may-2013-bring-mantis-like-mindfulness/

 Some of the worst job search advice EVER — https://talenttalks.wordpress.com/2013/01/11/follow-this-advice-to-knock-yourself-out-of-consideration-for-a-job/

Hidden reality of hidden jobs — https://talenttalks.wordpress.com/2013/01/16/are-the-jobs-hiding-from-you/

Job searching can be a crappy process, don’t make it worse — https://talenttalks.wordpress.com/2013/01/18/how-to-instantly-put-your-job-search-in-the-crapper/

Not all diversity looks like demographic diversity – http://www.ere.net/2013/01/22/talent-diversity-isnt-just-about-demographic-data/

Greatest job seeker gripes (about recruiters) — http://www.recruitingblogs.com/profiles/blogs/follow-up-flubs-fiascoes-and-failures-that-frustrate-candidates

Learning how stuff works is YOUR job — http://www.recruitingblogs.com/profiles/blogs/does-this-thing-come-with-an-instruction-manual

Not all unlucky numbers are bad — https://talenttalks.wordpress.com/2013/03/14/pondering-significance-circumstance-3-13-13/

Can you train a monkey to do your job?


Maybe it’s April Fool’s Day everyday for job candidates — http://www.recruitingblogs.com/profiles/blogs/fooling-around-with-candidates-everyday

Who decided that 80% of jobs are not posted? — http://www.recruitingblogs.com/profiles/blogs/who-is-hiding-all-of-the-jobs

What happens when clueless people become recruiters? — http://www.recruitingblogs.com/profiles/blogs/sucky-slacker-sourcing-strategies

Companies say they want to hire for certain traits, yet end up selecting something else —  http://www.recruitingblogs.com/profiles/blogs/hypocrisy-in-hiring

Overly restrictive job requirements — http://www.recruitingblogs.com/profiles/blogs/is-there-any-responsibility-to-educate-or-enlighten-your-hiring

Recruiters that are crazy, lazy, or both — http://www.recruitingblogs.com/profiles/blogs/these-recruiters-must-be-crazy-to-be-so-lazy

Job search version of 20 questions — https://talenttalks.wordpress.com/2013/08/02/20-questions-for-your-job-search/

Age old issue of old age (and discrimination) — http://www.recruitingblogs.com/profiles/blogs/admit-it-the-big-o-stimulates-quite-a-reaction

Shedding light on the stigma of job hopping — http://wthomsonjr.com/guest-blog–kelly-blokdijk/maybe-you-should-withhold-that-job-hopper-judgment/

#1 reason for resume rejection — https://talenttalks.wordpress.com/2013/08/07/20-questions-for-your-job-search-2/

Opposite of good employer branding — http://www.recruitingblogs.com/profiles/blogs/how-to-cement-your-reputation-as-a-dorkola-recruiter

No need to settle for terrible HR — http://www.tlnt.com/2013/09/04/why-do-we-settle-for-low-information-human-resources/

Is it necessary information or an interview question? — http://www.recruitingblogs.com/profiles/blogs/are-you-sure-you-need-the-answer-to-that-question

We all know what they say about assumptions — http://www.recruitingblogs.com/profiles/blogs/stop-showing-candidates-your-a-s-s-umptions

Everyone believes they know how to pick the best person for the job


Caring enough to cook up creative content — http://www.recruitingblogs.com/profiles/blogs/refried-beans-and-recruiting-blogs

 Talent Topic Compilation Edition 2013 Articles by Kelly Blokdijk http://linkedin.com/in/kellyblokdijkattalenttalks

Kelly Blokdijk on Twitter @TalentTalks

Publication sources include:

TalentTalks Talent Optimization Blog https://talenttalks.wordpress.com/

Recruiting Blogs Dot Com http://recruitingblogs.com

TLNT Dot Com http://tlnt.com

Electronic Recruiting Exchange – ERE Dot Net http://www.ere.net

Bulls Eye Recruiting via http://wthomsonjr.com/

Comments (1)

Reason #1 for resume rejection

When interacting with people looking for jobs over the years, frustration with the entire process always comes up in the conversation. Usually, those getting zero to minimal response rate on their job applications are understandably the most irritated. Some seem mystified and oblivious to potential causes and others automatically assume they know exactly why they aren’t getting called.

While there are always multiple factors in play, one of the most obvious culprits of lack of positive attention is a flawed resume. Despite numerous reports suggesting resumes are dead, they still tend to be almost universally required as a first step in applying for a job across the majority of the business world.

Rejected Image Credit

I’ve often stated that approximately 95% of the resumes I’ve seen could benefit from some form of improvement. Perhaps that figure sounds extreme, but the reason it is so high is that I truly believe (as do many others) that a resume is intended to serve as the best possible first impression a person can make to a prospective employer.

Some people have told me that my standards are too harsh and that it is unfair to judge someone’s entire career from a single document. That opinion may seem reasonable on the surface, but delve into what it represents from a business standpoint to see if it holds true. Let’s consider that a person applying for a professional level job is expected to demonstrate the following in order to be eligible for an interview:

  • Ability to communicate professionally both verbally and in writing with one’s target audience
  • Attention to detail and concern for quality in work-related physical documents or electronic content
  • Comprehension of proper word usage, verb tense, grammar, spelling, punctuation and formatting when producing business-oriented correspondence

The above is an extremely limited list and doesn’t even get into actual hard skills, technical abilities and specific job related experience, training and education. Unfortunately, if lacking, the components listed are precisely the items that will undermine otherwise qualified candidates’ ability to convey their competence in their field.

The reality is, even if not explicitly expressed in the above manner, most occupations require a person to have a reasonable grasp of basic communication skills. If there is any doubt created in a person’s best first impression introduction message such as their resume, cover letter or even online profile, they will miss more opportunities than they will ever know.

Stubborn job seekers prefer to make assumptions about all sorts of possible reasons they aren’t getting any calls. Of course, in some rare cases, there could be some room for blame beyond a badly constructed resume.

But many people just prefer making excuses and speculating about how evil applicant tracking systems, discriminatory HR representatives and biased recruiters are at fault and show no willingness to hold themselves accountable for presenting a positive image. Instead of taking an objective view at how it is perceived when they fail to submit something worthy of being considered for their target job, these job seekers are the primary source of their own aggravation.

Article by Kelly Blokdijk – As a Talent Optimization Coach & Consultant with TalentTalks, Kelly thrives on “Creating a Voice for Talent” by partnering with business professionals and job seekers to build competitive career marketing strategies and compelling, customized communication materials to create a lasting positive impression. TalentTalks consults with the business community on innovative, leading-edge human resource and organization development initiatives to enhance talent management, talent acquisition, corporate communications and employee engagement programs. TalentTalks routinely posts employment market and job search related content on Facebook and Twitter – fans and followers welcome!

Image courtesy of freedigitalphotos.net 

Leave a Comment

20 questions for your job search

Comments (1)

Older Posts »
%d bloggers like this: