How to create an effective LinkedIn profile

Employers are increasingly using LinkedIn as a tool for finding their next great hire, so an impressive online profile is a must, especially for those using the platform’s ‘open to work’ feature. As a leading recruiter, we look at some of the ways professionals can improve their online social status, using the accounatncy and finance industry as an example.

8 minute read
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4 months ago

​LinkedIn is an extremely powerful tool for networking, showcasing your experience and building your reputation. There are almost a billion members on the platform, and 58 million registered companies. Let’s face it, it’s a go-to place for recruiters around the world.

LinkedIn has gone from a formal, corporate digital space to a platform used by many to share their life’s work and more. It’s all about crafting a personal brand– something that shows off your skills, experience and achievements in the most compelling, professional way.

With scope for so much more than a dry CV, LinkedIn provides the space to sell your skills and talents, allowing peers and potential employers a 3D view. It might even be their first impression of you – drawing their interest in what you have to offer – so it’s vital to consider the presentation of your ‘shopfront’ before overhauling your profile.

If your CV is awash with professional qualifications and abbreviations, from CA to ACCA, LinkedIn is the perfect place to illustrate how you’ve put them to use.

LinkedIn profile tips for success

Start with a professional profile photo: Profile pictures on any social media account are a personal choice – not everyone wants a photographic presence, and it is unlikely to make any difference to the role of an accountancy professional. If you do choose a photo, opt for a clear and professional headshot, preferably in business attire, with a neutral background. Remember to smile!

Add a headline: Your headline should be concise and convey your profession and areas of expertise. Use keywords to boost visibility of your profile in searches – which, if in the accountancy industry, might be:

  • Chief Financial Officer: Scale-up tech sector specialist

  • Finance Director | Web based services

  • Financial Controller: Helping deliver outstanding financial management

  • Certified Public Accountant | Serving the financial services industry

  • Certified Public Accountant specialising in taxation and financial reporting

Write a summary that highlights your strengths: You have a maximum of 2,000 characters (around 300-500 words) to create your LinkedIn summary. Try to aim for roughly three sentences to outline your accountancy skills, experience, strengths and career achievements. It should be written from an objective point of view and focus on how you can bring value to a potential employer. Include relevant keywords. It might say: ‘Creative and passionate, results-driven individual that helps companies control and manage their finances.’

LinkedIn uses an algorithm that means your profile may rank higher in searches than others with the same job – it’s all about the language you use to stand out from the crowd, so try to avoid overused phrases. Using a free keyword search tool can help you discover what people are searching for the most.

Customise your URL: LinkedIn allows you to personalise your URL, so you can remove the numbers that may currently be within it, to make it easier to share. When you join LinkedIn, you’ll usually be assigned a URL that contains parts of your first and last name along with a bunch of numbers. Where possible, remove the numbers and make your URL your full first and last name. If this is taken, try adding a middle initial or the industry you work in. Remember to update your new LinkedIn URL on your websites, business cards, and other social media networks.

Consider including your industry and location: Adding your location to your profile boosts your visibility in searches by up to 23 times and helps potential connections/recruiters find you. When recruiters go looking for new talent, location is a key factor – it helps the hiring manager narrow their search and increases your chances of being found.

Showcase your experience: List your past work experience in reverse chronological order, including your job title, company name, and role responsibilities. Highlight your accomplishments and achievements in each role.

I would not tend to regurgitate your CV, but make sure you list your key achievements and use keywords that will ensure you are picked up in searches by prospective recruiters. On a CV, your last 15 years is important, but with LinkedIn you can add as much experience as you like.

One thing I highly recommend is to remove work experience which is no longer relevant to your current profession as it may create ambiguity among the viewers.

  • Always link your job to the company page on LinkedIn.

  • Add a specific job title.

  • Add a description to each work experience.

  • Use keywords in your description.

Include your education and professional certifications: List your educational background, including the degrees and certifications you’ve earned. Highlight any relevant courses or training you’ve completed. While adding an educational institute name in your education section, consider:

  • Entering any extracurricular activities you participated in while attending.

  • Entering any awards or honours you received.

  • Adding rich media such as links or documents to showcase any work undertaken during your time there.

Featured section: This is your chance to showcase your knowledge and thought leadership around your role and industry. You can use the featured section on your profile to showcase the best samples of your work, evidencing your skills and experience.

Include any articles you have written and posts you have created that will resonate with your network, alongside any links to articles/external publications you have published. If you were an integral part of creating revenue and enhanced cash flow for your employer, this would be a great area to showcase that.

Share your skills: One of the most important parts of your LinkedIn profile is your skill list. Did you know that you can add a whole host of key skills to your profile, and even attain endorsements from ex-colleagues and managers?

Adding at least five relevant skills in this section makes you 31 times more likely to be messaged by your connections, but you can add as many as you like. Be warned, the number of skills available on LinkedIn makes it easy to go over the top and inundate your profile with talents that are only vaguely related to your current work. Make sure they’re relevant to your career, such as:

Project management | Planning and execution | Account management | SEC reporting| Audit management| Profit maximisation | Cost control and reduction | Procedure development | Team leadership | Financial reporting | Budget planning | Private equity | Venture capital | Mergers & acquisitions

Request recommendations: A powerful tool in building your professional reputation, recommendations can be sought from former colleagues, supervisors, mentors, tutors, employers or clients to endorse your skills and work ethic. Be courteous even if they decline.

Engage with your network: Stay active on LinkedIn by sharing relevant articles, commenting on posts, and participating in industry groups. This helps expand your network and increase your visibility.

Employers may scan the latest content you have shared, commented on and ‘liked’ on LinkedIn, so be sure to keep it of a professional nature, perhaps highlighting a particular area of interest in the industry. Items from professional magazines or attendance at lectures and seminars, or references to courses you’re taking/considering are ideal and shows a growth mindset. If you can demonstrate a level of knowledge beyond your qualifications, this will be beneficial in interviews and in developing relationships with potential employers.

Building connections: Link in with people in your field who could potentially provide you with useful advice and job opportunities. It doesn’t matter how many connections you have on LinkedIn – even if you have only just created a profile it won’t take long to build them if you’re regularly engaged on the platform.

Consider uploading your CV: While the platform acts as your CV, it is still possible to upload one to improve your chances of finding a suitable role but remember to keep it in sync with the information on LinkedIn. The two should work hand in hand. If you’re yet to enter the world of work, highlight any experience or hobbies that shows your financial acumen or ability to take responsibility in societies, clubs or casual work. Above all, don’t forget to remove any sensitive information.

Make sure you are visible: You need to make sure that LinkedIn is working for you, and this can be changed and amended accordingly in your profile settings. Here you can see what's visible to the public on your profile and turn certain sections on and off. You can also control who can see your connections lists, and, if you want to, can restrict the visibility of your personal network.

LinkedIn is a two-way street, allowing you to research potential employers before applying for roles, just as they might research you. As well as viewing job postings, you can connect with employees at a company, and check reviews by current and former employees.

Dress for the job you want

In recent years, many professionals are using LinkedIn to promote themselves and their experiences in a more personal manner – a trend that took off during the pandemic. Some users are finding human stories draw more engagement than corporate posts, and informality is much more common. While this approach may be good for professionals in marketing or other creative industries, accountancy remains steeped in tradition and formality – and if you’ve done your research and know the type of employers you want to attract and engage with, it’s vital to craft your personal brand accordingly.

Looking for an accountancy professional for your business or considering your next career move? Contact our specialist consultants today.

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Redundancy letter templates & examples
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Redundancy letter templates & examples

​Making redundancies is never a pleasant experience, but it’s sometimes unavoidable and employers need to ensure they navigate the process with sensitivity and professionalism, and adhere to the law, or they may face employment tribunals and unfair dismissal claims.A redundancy letter is a written communication from an employer to an employee that informs them of their job loss due to a reduction in the workforce. To help employers manage this process and ensure they provide employees with clear and concise information, we have compiled a selection of adaptable redundancy letter templates for the various stages of the redundancy procedure.When would you need to write a redundancy letter?Employers may have to write redundancy letters in the following circumstances: Economic downturnsDuring a time of economic decline or recession, businesses may experience a reduction in revenue, leading to reduced demand for their products or services. In such circumstances, businesses may look to reduce their workforce to cut costs. RestructuringCompanies may need to restructure their operations, departments, or teams due to changes in the market, mergers and acquisitions, or changes in leadership, which could lead to redundancies. Technological advancementsWith advancements in technology, businesses may require less manual labour, leading to a reduction in the workforce. Employers may have to make employees redundant where their jobs have been automated or outsourced. What is the difference between voluntary and compulsory redundancy?Voluntary redundancy is when an employer offers an employee the option to leave their job in exchange for a financial package, which could include a lump sum payment, extended notice period, and other benefits. Employees who accept voluntary redundancy do so voluntarily, and their decision is not influenced by their employer.In contrast, compulsory redundancy is when an employer selects an employee to leave their job due to a reduction in the workforce, restructuring, or other reasons. Employees who are made redundant involuntarily do not have a choice in the matter and may be entitled to statutory redundancy pay and other benefits.What are the stages of a redundancy process? The redundancy process can be broken down into stages and logical steps that employers can follow. The stages are: preparation, selection, individual consultations, notice of redundancy, appeals (if applicable), and termination.Stage one: PreparationDuring the preparation stage, you will assess whether redundancy is the only option and is completely necessary before beginning the process. If you are concerned with your employee’s performance or behaviour, then you should go down the disciplinary route instead.Redundancy is a type of dismissal where the employee’s job is no longer required. Ensure that you have covered all alternative options and if you have concluded that redundancy is essential, establish a time frame and prepare the relevant documentation.Stage two: SelectionAt this stage, you will be selecting the people who are under consideration for redundancy. You’ll need to determine the criteria for selecting those employees which should be objective and fair across the workforce.Additionally, now is the time to inform employees of the upcoming redundancies. This should also include those who are not under consideration. You should explain that there is the risk of redundancy, the reason why it’s necessary, roughly how many redundancies you're considering, and what will happen next.Stage three: Individual consultationsThe consultations stage is a hugely important part of the redundancy process, and it’s essential that employers look at this as an open discussion with the employee, rather than using this time to just inform them of their potential redundancy.You should explain why they have been selected and discuss alternative employment in the company. Employees will have the chance to make suggestions as to how the business can retain them and these suggestions should be considered fairly, or the employer may face unfair dismissal claims.Note: there are legal time frames regarding consultations, so make sure you adhere to these.Stage four: Notice of redundancyOnce you have finished consulting with everyone and made your decision, you should meet with each at-risk employee to discuss the outcome. Ideally, do this face to face, but if this is not possible, organise a phone call.Those who have been selected for redundancy should also receive confirmation in writing, by letter or email. We have included a redundancy notice letter template for your ease.Stage five: AppealsIf an employee feels they have been unfairly chosen for redundancy or if they think there were discriminatory issues in the process, it is essential to offer them the opportunity to appeal within a reasonable time frame after they have received their redundancy notice. This could be, for instance, five days. The employee should submit their reasons for appeal in writing. Once you receive an appeal, you should arrange a meeting with the employee as soon as possible.If it becomes clear that the employee was selected unfairly but you still need to make the role redundant, you must manage the situation with great care. This could mean ending the employment of another employee who was informed their job was secure. 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These include:Redundancy consultation letterRedundancy consultation outcome letterInvitation to redundancy outcome meeting letterNotice of redundancy letter

How to effectively manage staff redundancies
5 minute read

How to effectively manage staff redundancies

​Due to the current economic climate, businesses may be presented with some difficult decisions to make regarding their workforce, including redundancy.Employers may have to write redundancy letters during economic downturns - when the business is experiencing a reduction in revenue, when restructuring operations or departments due to changes in the market, or when technological advancements mean jobs have become automated or outsourced.Managing and making staff redundancies across a business is often an unpleasant but necessary task that many employers may have to consider when reducing their headcount. When faced with the prospect of making redundancies, it’s important for employers to manage the process effectively and efficiently to minimise the impact on both the affected employees and the entire business.Here are some steps employers can take to manage staff redundancies:Create a redundancy planHaving a redundancy plan in place will help employers effectively manage every stage of the process, from consultation and planning to notification and evaluation. It’s important to make sure the initial plan includes checks to see if there is a genuine redundancy situation, what the timescales are, and how consultation will take place.For each stage of the plan, a record needs to be kept, ensuring the entire process is accountable to be delivered efficiently and legally. Redundancy plans should include: An explanation as to why redundancies are being made A timetable outlining next stepsThe meeting process for all affected employeesThe meeting process for all unaffected employeesAn outline of the redundancy criteria and selection processHow the announcements will be madeIf redundancies are in fact unavoidable, the latter stages of the plan should also include selection, notices and payments.Be lawful, fair and transparentRedundancy can be seen as a fair reason for dismissal, but should only be used in certain circumstances where the employee’s role no longer exists and/or is no longer required within the business.As such, when considering employees for redundancy, employers should use a selection criteria that is fair and objective, which might include an employee’s:SkillsExperiencePerformanceLength of serviceEmployers must comply with employment laws and regulations when managing redundancies. According to the Equality Act 2010, it’s unlawful to make someone redundant by reason of a protected characteristic. These include age, sex, sexual orientation, marital status, disability, race or religion.Following the correct legal procedure is imperative, as failure to do so can lead to wrongful dismissal claims. Employers should consult with employees and/or their representatives when making decisions that affect their jobs.Offer clear communicationAs with most situations that concern employees, communication is key when it comes to managing redundancies. Be open and honest with employees about the situation – it always helps to explain the reasons for the redundancy and provide as much information as possible about the process.This information can be hard to hear, so employers are encouraged to act sensitively to the emotions of those affected and provide support where necessary. For that reason, the process needs to be transparent, and employees should know what to expect throughout.Alongside the employee, it’s important to remember that redundancies can impact the business in more ways than one – and stakeholders with an interest in the organisation should also receive clear communication. Anyone from customers to suppliers and investors have the right to be informed about any changes, but the focus should be on reassuring them about the future of the business.Remember, communication is there to help to manage any negative impact on the organisation’s reputation or relationships.Provide employee support and guidanceRedundancy can be a traumatic experience for any employee. Therefore, providing the necessary support and guidance to help affected workers cope with the news can go a long way, not only in terms of maintaining best practice but for business reputation.Employers can help employees through:Finding new employmentAccessing training and reskilling opportunitiesCV support and career coachingJob search advice and recommendationsAs redundancy is a last option, it’s worth considering whether there are any suitable alternative roles within the business that impacted employees could be offered.Anyone who has worked for their employer for at least two years at the time their job ends should be offered an alternative role if one is available, or at least be made aware of any opportunities across the business. 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According to research by employment law support firm WorkNest, 74% of employers aren’t providing any training to their line managers on how to handle redundancies – indicating the scale of potential emotional damage that could be routinely occurring though no fault of their own.Staff redundancies can be a challenge, but it’s imperative that the process runs as smoothly as possible. By taking the time to plan, execute and evaluate the task, employers can minimise the impact that redundancies can have on all involved.​

Induction checklist for new staff (downloadable template)
less than one minute
  1. Article

Induction checklist for new staff (downloadable template)

​​Inductions are vital to ensuring new staff settle into an organisation and make a positive impact. Using a straightforward induction checklist can make onboarding simpler and more effective.A concise and well-structured induction checklist for new staff can heighten the entire induction process, helping any new member of the team to get up to speed quickly and efficiently.An induction checklist can remove some of the pressures that managers and HR professionals face when effectively onboarding new team members.Our downloadable induction checklist includes:First day tasksFirst week tasksFirst month tasksTasks after three monthsTasks after six monthsWhile checklists are helpful in ensuring best practice and a thorough employee experience, they shouldn’t turn the induction into a tick-box exercise. Our free induction checklist template is designed to simplify the onboarding process and support your new starters through their first six months.Whether you are looking for guidance to use across your own company, or interested in learning more about what you need to include, this comprehensive checklist is an indispensable tool to help you and your new employees.