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Do you ever hear your clients use one – or several – of these phrases?
- “I know LinkedIn matters, but I just don’t know what to do with it.”
- “I’m not looking for a job right now – should I even be on the platform?”
- “I don’t want to post. It feels awkward.”
You may be thinking, “I know how to help a client develop a resume with impact and prepare for interviews, but LinkedIn keeps changing and feels like a moving target.”
In today’s job market, where competition is high, timelines are long and visibility matters more than ever, LinkedIn literacy has become a core career development skill, not just a “nice-to-have.” As career development professionals, clients look to us to help them navigate this platform that is becoming increasingly nuanced.
The challenge for career practitioners
You likely learned how to use LinkedIn informally – by experimenting, observing others or figuring it out while supporting clients. While that approach has worked up until now, the platform has evolved quickly and so have hiring practices. It can be hard to feel confident that you have the right level of knowledge to give relevant and up-to-date guidance.
Recruiters and hiring managers are increasingly:
- sourcing talent directly instead of relying on job boards
- reviewing profiles before interviews
- noticing candidates through comments and engagement
At the same time, the clients we support bring diverse contexts and comfort levels:
- students may be unsure how to present their limited experience and skills
- newcomers may be navigating unfamiliar norms of using social media to promote achievements
- mid-career professionals may be cautious about their visibility
Across age, sector and career stage, many clients are exploring how LinkedIn fits into longer-term career development, not just an immediate job search. For practitioners, this raises important questions about how we support credibility, connection and informed participation in digital spaces.
This isn’t about turning clients into influencers. It’s about helping them be found, credible and connected for their longer-term career development, not just a job search.
Here are three practical shifts you can begin using with clients today:
1. From “profile completion” to articulating value and impact
Many clients treat LinkedIn like a form to fill out. The result? Long, forgettable profiles filled with details about skills and responsibilities without results or any connection to their career direction. Try asking your clients: “If someone skimmed your profile for 10 seconds, what would they know you’re good at?” This helps clients move from task-based descriptions to value-based storytelling, whether they’re job searching or simply managing their career long-term.
2. From passive scrolling to visible participation
Posting isn’t the only way to be visible. For many clients, it’s not the right starting point. Thoughtful commenting increases visibility, demonstrates thinking and expertise and often leads to profile views, messages and conversations. If you have a client hesitant to “show up” on LinkedIn, remind them they are showing how they have contributed, sharing the facts of their career versus “selling themselves”.
3. From networking as “asking” to networking as “learning”
Many clients avoid networking because they fear bothering people or being seen as taking versus giving. Using LinkedIn is a form of networking. When we coach networking as learning and relationship-building, not asking for jobs, clients are far more likely to follow through and maybe even enjoy the process.
Career development today includes helping clients manage their professional presence, whether they’re actively looking or not. LinkedIn isn’t just for jobseekers anymore.
