Connections Critical for LinkedIn Impact

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In yesterday’s Advisor, we got the first 6 of consultant Donna Serdula’s tips for maximizing the impact of your LinkedIn page. Today, the rest of the story, plus an introduction to a guide specially directed at smaller or even one-person HR departments.

[Go here for tips 1 to 5]

6. Build Connections

It’s important to have a lot of connections, Serdula says. This is because first connections can look at each other’s first connections. You get to see their updates/posts, and if they know someone you want to know, you can ask for an introduction via LinkedIn. You also can endorse each other’s skills.

LinkedIn is based on three degrees of separation. Having more connections helps you get found.  When you search LinkedIn, you are searching only your network (including second and third connections). So the more connections you have, the more you get when you search, and the more people can find you in their search.

LIONs (LinkedIn open networkers) are bigger users. An easy way to open/build your network is to connect to someone who has many connections. You can use LinkedIn to learn something about someone in another company that you can use (e.g., speaks Italian).

Also, connecting with competitors isn’t bad. You can keep up with what they are doing.

7. Join Groups

When you join a group on LinkedIn, all those group members are added to your searchable network. So, think about it. What kind of groups would your potential clients join? Those are the groups you want to join.

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8. Consider Paying for LinkedIn

Social networks that are free are free because you are the product being sold to marketers. When you pay, you are no longer the product and you get a lot of features. There is a personal-plus plan on LinkedIn that is $7.95 a month, but it’s somewhat hidden as an option.

9. Make Updates Carefully and Considerately

When making updates to your profile, turn off broadcast/notifications so that people don’t get a dozen notifications from you (changed headline, updated skills, etc.), and turn notifications back on before your last change so that people can see that you’ve updated and have the opportunity to look at your new profile.

10. Recognize that LinkedIn Is Give and Take

With LinkedIn, you can’t have a “take, take, take” mindset. You want to educate, inspire, and give. People will give you business if you can show them how you can add value/help them.

You need to help other people before people will want to help you, Serdula says.

Meanwhile, while you are working on your LinkedIn page, the job hasn’t stopped.  From hiring to firing, HR’s never easy, and in a small department, it’s just that much tougher.

BLR’s Managing an HR Department of One® is unique in addressing the special pressures small HR departments face. Here are some of its features:

• Explanation of how HR supports organizational goals. This section explains how to probe for what your top management really wants and how to build credibility in your ability to deliver it.
• Overview of compliance responsibilities through a really useful, 2-page chart of 23 separate laws that HR needs to comply with. These range from the well-known Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), and new healthcare reform legislation, to lesser-known but equally critical rules, such as Executive Order 11246. Also included are examples of federal and state posting requirements. (Proper postings are among the first things a visiting inspector looks for—especially now that the minimum wage has been repeatedly changing.)

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• Training guidelines. No matter the size of your company, expect to conduct training. Some of it is required by law; some of it just makes good business sense. Managing an HR Department of One walks you through how to train efficiently and effectively with a minimum of time and money.
• Prewritten forms, policies, and checklists. These are enormous work savers! Managing an HR Department of One has 46 such forms, from job applications and background check sheets to performance appraisals and leave requests, in both paper and PDF format.

If you’d like a more complete look at what Managing an HR Department of One covers, click the Table of Contents link below. Or, better yet, take a look at the entire program. We’ll send it to you for 30 days’ evaluation in your own office with no obligation to buy. Click here, and we’ll be happy to make the arrangements.