Guide to LinkedIn Profiles: Green and Red Flags

It clearly states the person’s value proposition: Here you should be able to find the pinpoints of what a professional can offer—like their current role, expertise, and their main career focus. A good headline can be: “Marketing Director | Specializing in Brand Development & Digital Campaigns | Data-Driven Strategy Expert.”

Use of strategic keywords: As recruiters and companies, we use a combination of keywords every time we search for a candidate—called the Boolean search. Including them in their headline, aligned with job goals, makes it much easier for us to find them and means they know exactly what they want in their career.

Use of vague titles and terms: This isn’t a list of random things. Headlines like “Specialist,” “Consultant,” or “Expert” without specifying the field can be problematic. It not only makes it hard for us to find them but also reflects a lack of clarity about their specific skills or industry focus.

It looks like they are trying to sell themselves: A headline that sounds too much like a sales pitch can be off-putting. For example, “The best marketer you’ll ever hire” or “Unbeatable software developer” can come across as unprofessional and exaggerated.

The picture is taken in an appropriate setting: They took the photo with good lighting, wearing suitable clothes for the context—not necessarily formal—and in a place where outside factors don’t distract from the main focus: the candidate. This says a lot about their professionalism and personal brand.

They show a friendly and approachable expression: I’m not saying they need a huge smile. A soft smile, direct eye contact, and a relaxed posture can make a positive first impression. It also portrays trustworthiness, confidence, openness, and approachability.

The photo doesn’t match the professional context: Selfies, travel photos, or pictures with friends belong on Instagram or Facebook, not LinkedIn. It’s a sign the candidate doesn’t value professionalism and might not fit into a workplace that values attention to detail and proper business manners.

Poor quality image or no image at all: A blurry, grainy, or dark photo can make a candidate look unprofessional, inattentive to details, and tech-inexperienced—it doesn’t take much to get a clear photo. This hurts their presentation and suggests they don’t care about projecting a professional image. Even worse is having no profile picture, which reflects a lack of interest in being noticed on the network.

The text is concise but impactful: It’s brief yet powerful, clearly outlining key achievements, skills, and career goals. It gives a compelling snapshot of their professional identity, making a strong impression without overwhelming the reader. This reflects clarity, focus, and effective communication.

Clear and structured description: A description that goes from broad to specific is a good sign. Starting with their profession, years of experience, industries or companies, processes they’ve managed, and technical skills reveal they are methodical and organized, making it easier for us to find the info we need.

Vague description or no description at all: If a candidate’s “About” section is too vague or missing, it’s a red flag. It suggests a lack of effort or clarity about their professional identity, making it hard for recruiters to understand their qualifications and experience. You might want to skip these profiles because they don’t say much.

The text is way too long and confusing: When there’s too much text and no clear structure, it’s hard to read. You can’t grasp the candidate’s main strengths and experiences, and we probably won’t take the time to read it. This also shows poor communication skills, which are crucial in any role.

They are very active on the network: Candidates who engage with industry content, join discussions, and leave thoughtful comments show they are proactive and up-to-date with trends. This further suggests they value continuous learning and networking, which is the whole point of LinkedIn.

Positive Contributions: Candidates who support coworkers or peers and engage in interesting and constructive conversations show a collaborative and positive attitude. Additionally, this suggests they value teamwork and will likely be great cultural fits for your company.

Controversial posts: Those who get into debates or post controversial opinions on LinkedIn are a big no for me. First, this isn’t X. Second, they might harm your company’s reputation if they get the chance. Finally, they’re likely not a good cultural fit.

Complaints about previous employers: Publicly criticizing former employers—on LinkedIn or any other social media platform—is a major red flag. It suggests a lack of professionalism and discretion. They might also speak poorly about your company if they leave, indicating potential issues with confidentiality and loyalty.

Responsibilities are also achievements: Candidates who turn job responsibilities into measurable achievements stand out. For example, instead of just listing duties, they might say, “Led a talent acquisition team that increased company revenue by 80%.” This reveals their impact, effectiveness, and results-driven approach.

It contains measurable achievements: Look for candidates who list specific achievements with numbers. Instead of saying “managed a team,” they should say, “Built a team that beat KPIs by 120%.” Numbers demonstrate they can drive success, proving they know what they’re doing.

No responsibilities listed: A candidate who doesn’t list any responsibilities might not be very interested in new career opportunities. Beyond that, this lack of detail makes it hard for us to understand their role and impact in each position.

High job turnover without justification: Frequent job switching without explanation can be a red flag. Some things are out of our control, and that’s fine. Saying they moved quickly due to layoffs gives us context. Without this, we might assume they are job hoppers.

They received or gave recommendations: Recommendations from past coworkers and managers add a lot of value. They show the candidate’s work ethic, skills, and contributions. Plus, people who write recommendations for others often get them in return, showing they value professional relationships and support their peers.

English proficiency: For international jobs, having a profile in English is important. It helps recruiters worldwide understand the candidate’s qualifications. A well-written English profile shows language skills, attention to detail, and readiness to work in the global market.

Accomplishments and certifications: Listing achievements and certifications reveals ongoing learning and a commitment to growth. It highlights specific successes and expertise, boosting credibility and showing dedication to staying competitive.

Relevant skills and endorsements: A list of skills, endorsed by colleagues and peers, adds credibility and highlights the candidate’s strengths. It demonstrates peer recognition and expertise in key areas.

Grammatical errors or typos in profiles: A LinkedIn profile with grammatical errors or typos indicates a lack of attention to detail and professionalism. It suggests the candidate is careless and doesn’t value clear communication. These mistakes can also make their experience and qualifications hard to understand.

Outdated information: Profiles with outdated job titles, companies, or skills show a lack of engagement and interest in seeking out new opportunities. This also makes it hard for us to see the candidate’s current relevance and fit for the job.