LinkedIn main purpose is not on the job application page, but more for you to connect with people that are hiring. The job application page have low success rate but I have gotten multiple jobs from the connections I've made on the site.

Recruiters and hiring managers will post the hiring positions there and you reach out to them directly. When your profile is good, the hiring managers and recruiters will reach out to you directly via LinkedIn message.

A proper profile picture with good description on your job is important. Highlight impact, not job scope.

Bad example:
1. My role in XXX company is to write software for XXX client
2. Manage client relationships
3. Developed XXX tool

Good example:
1. Developed software for XXX client which generated XXX revenue in 2022, growing business revenue by x%.
2. Managed and grew client size from 5 to 10 in a year, increasing/defending sales by X%.
3. Developed XXX tool and successfully roll out to XXX teams, enabling cost saving by X%/saving X manual labour hours a year.

All these numbers can be ballpark, as long as it's not too far off from reality. Just don't make up fake stuff then you will be getting better responses.

Example of words you should use in your cv: https://hwpi.harvard.edu/files/ocs/files/he...etter-guide.pdf

Another piece of advice is spam apply whichever job you think it’s worth trying, don’t have to hesitate and pick only those you are comfortable with. Just be sure to manage the conversation properly and reject if it doesn’t fit you. Don’t ghost the person contacting you - everyone deserve to have a closure, be professional.

Salary wise you can always filter when they give you the first call.

Have a range in your mind, on the first call ask for their budget range to filter. Don’t filter yourself out first from the job post itself. You’re supposed to build a huge upper funnel and filter when they reach out, let the recruiter filter you from their pile first, it’s their job. If you filter yourself out then you’ll be missing out on opportunities.

If you’re building your profile correctly, LinkedIn is the place where employer look for you, not you look for employer. Jobstreet on the other hand is where employee look for employer.

Most MNC in LinkedIn and SME in Jobstreet too.

This post has been edited by LovelyPotato: Jun 23 2023, 02:55 PM

Generally you need these 3 things to score an interview:

1. Good introduction, write and practice a 3 minute introduction that talks about your background. Talk about your name, how you arrived where you’re at (your career journey), and what and how you contribute to your company (while highlighting your skill set)

For example, I’ve been working in xxx area for the past 5 years, specialising in XXX. My role is primarily to understand stakeholder requirement/pain point, liaise with the right stakeholder/help them solve their problem.

Then highlight impact, like help them save time/money and etc.

Instead of talking what you do specifically in a job, tell them from a strategic view and give them a story of your journey. Don’t need to go into details, then end the introduction asking if there’s any part that they need more details.

(If you don’t have a strong story, then can use the grandmother way - talk about your job 1, job 2, job 3, why you move from one job to another) - don’t have to talk all the way to fresh grad, just last 3 jobs should be fine.

2. Prepare 5 examples that you can use to answer almost any question with STAR format. STAR is Situation, Task, Action, Result.

For example, at a time where there’s a crisis (describe the crisis), what is needed to be done to fix the situation, what you did, and then highlight the outcome (customer happy/saved x amount of money/improved company efficiency etc.)

Generally the question be like tell me a time where you face a tough situation/tell me your strength/tell me a time when you work with a tough stakeholder/one time you failed/behind schedule. Develop your story to cover as much scenario as possible.

3. Interview is a two way street. Ask questions. Don’t just let the interviewer ask you questions. More interaction = better. From my experience if interviewer talk more than me, I tends to get the job offer.

Do some research about the role/interviewer and ask questions that might fit their role. In fact a hard question is even better, like what’s their thought on something that’s industry specific (make them think). Depending on your role and your interviewer, you should design the question along the line.

Mid/low tier manager should be more cater around their expertise (tools the team use and what’s the direction on their management), higher executive level/C level should be more strategic questions (ie what they think of the economy of X country/industry trend).

This post has been edited by LovelyPotato: Jun 23 2023, 03:36 PM