Are LinkedIn profiles 'The Problem'?

Should we be rethinking our recruiting practices? After all, some of these companies are in the business to make money off of things we used to do ourselves.

DISCLAIMER: I'm not trying to bash LinkedIn, or any resource being used to create connections, camaraderie, or highlight what and who we know to help us get advance on our paths. #LinkedInROCKS

Buuuuut, given that LinkedIn has become the go-to platform for recruiters and professionals seeking connections, it's morphed into more of a social media platform. They say those who can't do, teach; well, those who can't TikTok- LinkedIn. So much so that a well-constructed profile can be the difference between landing an interview and being overlooked. The reliance on surface-level cues like a profile photo, endorsements, or shared content can inadvertently fuel unconscious bias🚨. In some cases, this informal practice may tread into legally questionable territory.

Ooh look, another DISCLAIMER: LinkedIn has taken steps to mitigate bias; but they've still got work to do.

But First...Let me take a Selfie

We spend way too much time chasing the perfect selfie across any and every platform imaginable. If you tilt your head, squint your eyes, and soften that smile just a bit, you too can achieve the natural "approachable" look you're going for. LinkedIn photo ops are no different, except maybe they're worse. Stats show that profiles with photos can get up to 21× more views and 36× more messages than those without one (Forbes), and I LOVE that you US!

But here’s the kicker, visibility isn’t always opportunity. That smile and cool, calm aesthetic might open doors for some, while quietly closing them for others. Unconscious bias tied to age, race, attractiveness, or disability can slip in before anyone even reads your headline.

One user saw their response rate spike after uploading a professional photo; another watched it tank when they switched to a more mature look. Moral of the story? Your photo can be doing a lot more behind the scenes than just sitting there looking pretty.

Is Engagement Hurting You?

Beyond photos, endorsements from colleagues and your network, or even the posts you choose to share on your feed, carry weight that you may not realize is hurting your chances.

• Posts or shared opinions, especially on sensitive or divisive topics, can overshadow qualifications. A manager on Reddit confessed:

  “If I find someone has a link to an antisemitic group on their page, it’s an instant disqualifier…” (Reddit)

If the norm is to unfollow/disassociate, basically "cancel" people who have different views or beliefs across social media platforms, sometimes even in person, then who's to say that's not playing a role in the selection process of who gets contacted for an opportunity?

I recognize that the post I made that likely brought you to read this may trigger some feelings and side-eyes that could impact my opportunities in the future, but it's a catch-22. If I say it, it's a problem, but if I say nothing, the issue is still there. The only difference is that I may implode from keeping my thoughts to myself.

Can they do that?

We've seen how changes in DEI laws and regulations are going to impact this. The irony is that the primary premise of DEI is to do away with the assumptions of who can or cannot do the job based on gender, race or age. Now we find ourselves walking this fine line and trying to figure out, if any of those details were the reason we didn't get picked for even an interview, let alone the job. While LinkedIn profile pictures alone may not explicitly violate laws everywhere, they certainly don't help ensure a level playing field.

“Employers asking for pics seem to have found a creative way to practice racism, and ageism and reinforce the Beauty Bias.” (Reddit)

Hey, LinkedIn- what are you doing?

Well, bonus points for LinkedIn 🏆 because it’s taken steps to address bias, and ok, we shouldn't expect perfection, but when we look at the bigger picture of LinkedIn being around since 2003 and DEI laws and guidelines being in place since the 1960s (we can say 1970s if you want to account for ACTUAL adoption.)

• Back in 2021, LinkedIn launched the “hide names and photos” feature for Recruiter licenses, allowing recruiters to mask personal visuals when sourcing candidates (RecruitingDaily, tcommunity.linkedin.com).

• They've also got fairness frameworks. The LiFT toolkit and fairness-aware ranking system, meant to improve equitable representation in Talent Search results (arXiv).

• And as of early 2023, they've emphasized focus on skills-based recruiting and tools to help recruiters focus on proficiency over pedigrees (WIRED).

  
  

These are all great efforts, but how are you just now taking action? Hello...you have ONE JOB! 🤨

Ok, so what can WE do?

Not saying or trying to imply there's a foolproof approach, and I'm not the expert, but bring enough thought and experience to this topic. Here are some tips from both perspectives on how we can approach this moving forward:

1. Prioritize anonymized screening:

   • EMPLOYERS/RECRUITERS: Support or adopt tools like LinkedIn’s photo/name-hiding feature, or third-party solutions like the “antibias” Chrome extension that strips visuals during review (Medium).

   • JOB SEEKERS: Make sure your profile headline, skills, and About section communicate your strongest qualifications without relying on your name, image, or school prestige to make the first impression.

2. Focus on skills, referrals, and achievements, NOT visuals:

   • EMPLOYERS/RECRUITERS: Evaluate candidates based on demonstrable qualifications, rather than perceived maturity, attractiveness, or “culture fit.”

   • JOB SEEKERS: Lead with metrics, case studies, and portfolio links that showcase results. Ask for recommendations that emphasize impact and collaboration, not just personality traits.

3. Promote compliance:

   • EMPLOYERS/RECRUITERS: Avoid rewarding profile pictures that reveal protected characteristics, particularly in jurisdictions with strict anti-discrimination laws.

   • JOB SEEKERS: If concerned about bias, use a neutral, professional headshot and avoid unnecessary personal details that may highlight protected characteristics unless they are relevant to the role (e.g., diversity advocacy work).

4. Say YES to diversifying your approach:

   • EMPLOYERS/RECRUITERS: Multiple perspectives can counteract individual biases.

   • JOB SEEKERS: Write your profile to appeal to varied audiences—use a mix of technical keywords, industry language, and plain business terms so specialists and generalists alike can connect with your content.

5. Promote greater awareness and training:

   • EMPLOYERS: Educate recruiters and hiring managers about the psychological biases that visuals evoke, like the “halo effect,” which often rewards attractive candidates regardless of fit (Business Insider).

   • JOB SEEKERS: Audit your profile for elements that might be unconsciously interpreted. Ensure that your achievements, not assumptions, are front and center.

LinkedIn and other networking powerhouses, can be sneaky little bias machines. Whether it's photos, graduation years, endorsements, even the memes you “like” can nudge someone’s perception before they’ve read a single bullet on your résumé.

That’s why it’s worth giving your profile(s) a gentle bias-proof makeover, and why companies should treat them as tools, not a crystal balls.

Even if we start collectively using the tips and features to help, real progress comes when job seekers put their best skills forward and employers commit to looking past the surface fluff. Skills first, snap judgments NEVER.

• teenvogue.com

• Business Insider

Thanks for coming to my TEDtalk 😜. What other aspects of recruiting are we possibly investing too much trust in?