{"id":82613,"date":"2022-05-27T06:52:00","date_gmt":"2022-05-27T10:52:00","guid":{"rendered":"https:\/\/isarta.com\/news\/?p=82613"},"modified":"2022-05-27T09:25:12","modified_gmt":"2022-05-27T13:25:12","slug":"heres-how-recruiters-are-influenced-by-your-linkedin-photo","status":"publish","type":"post","link":"https:\/\/isarta.com\/news\/heres-how-recruiters-are-influenced-by-your-linkedin-photo\/","title":{"rendered":"Here’s how recruiters are influenced by your LinkedIn photo"},"content":{"rendered":"\n

In theory, recruiters should not be prospecting based on the appearance of candidates, but on their pure skills. A recent survey<\/a> conducted by Passeport-photo.online with more than 200 decision-makers and HR professionals suggests that the reality\u2026 is a bit more complicated than that.<\/strong><\/p>\n\n\n\n

The paradox is this: in the Passeport-photo.online survey, the vast majority of recruiters agree that one should not “judge a book by its cover” (82%) and that a candidate should be chosen “solely on the basis of his or her skills” (78%)\u2026 while, in the same breath, 71% of survey participants claim to have already rejected at least one application because of their profile picture. And, more worryingly, nearly 4 out of 10 recruiters admit to doing so on a regular basis!<\/p>\n\n\n\n

\"L\u2019attribut<\/figure>\n\n\n\n

In other words, the LinkedIn photo is a part of the recruiting process that, while it may not get us a job\u2026 it may lose us one. No recruiter would be stupid enough to hire a candidate based on his or her photo alone\u2026 however, the risk of being left out of the process is very real.<\/p>\n\n\n\n

The authors of the survey asked participants if the photo could be useful in deciding between two candidates with comparable skill sets. And 41% of respondents answered – without flinching – that the photo could be a “deciding factor”. Among survey participants, business leaders were the most likely (90%) to say yes, followed by managers at 60% and HR professionals at 50%.<\/p>\n\n\n\n

\"L\u2019attribut<\/figure>\n\n\n\n

The weight of a “visual” first impression<\/strong><\/p>\n\n\n\n

If we go deeper into the survey results, we realize that LinkedIn recruiters attribute a particular meaning to this first “visual” contact with the candidate:<\/p>\n\n\n\n

96% use the LinkedIn photo to build their confidence in the candidate;
95% consider this photo as a “business card”;
80% think it allows them to “get to know the person better”.
The authors of the survey explain the situation as follows:<\/p>\n\n\n\n

Several biases can affect our judgment – there is false uniqueness bias, fundamental attribution error, or social comparison bias. But the one that plays the most is the halo effect. This cognitive bias attributes credit to a person in one aspect of their life based on a judgment made in another aspect.”<\/p><\/blockquote>\n\n\n\n

In other words, we will tend to give a person credit on their skills if we think they have a nice style of dress. In the same way that a well-dressed doctor – with coat and equipment – will reassure us of his or her expertise.<\/p>\n\n\n\n

Mistakes to avoid<\/strong><\/p>\n\n\n\n

In conclusion, the Passeport-photo.online study reports 7 elements that recruiters themselves have identified as “red flags” to avoid on a LinkedIn photo. Here they are:<\/p>\n\n\n\n

  • 75%, lack of facial visibility;<\/li>
  • 67%, low resolution photo;<\/li>
  • 49%, vacation photo<\/li>
  • 38%, lack of authenticity;<\/li>
  • 28%, use a corporate photo instead of a personal one<\/li>
  • 23%, dress too casual;<\/li>
  • 15%, lack of smile.<\/li><\/ul>\n\n\n\n

    What to remember? No smile, that’s fine\u2026 But no to the vacations. Recruiters are looking for seriousness. To your Linkedin profiles!<\/p>\n","protected":false},"excerpt":{"rendered":"

    In theory, recruiters should not be prospecting based on the appearance of candidates, but on their pure skills. In theory…<\/p>\n","protected":false},"author":88,"featured_media":82616,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[161],"_links":{"self":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82613"}],"collection":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/users\/88"}],"replies":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/comments?post=82613"}],"version-history":[{"count":1,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82613\/revisions"}],"predecessor-version":[{"id":82617,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/posts\/82613\/revisions\/82617"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/media\/82616"}],"wp:attachment":[{"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/media?parent=82613"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/categories?post=82613"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/isarta.com\/news\/wp-json\/wp\/v2\/tags?post=82613"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}