Your LinkedIn profile picture matters more than you think

30.11.2017 / Oliver Rotko

A picture tells a thousand words

We have all heard the phrase “You never get a second chance to make a first impression.” Psychologists Todorov Alexander and Janine Willis from Princeton University studied first impressions in a series of timed experiments. Their findings reveal that when meeting a new person, it takes no more than a tenth of a second for our brains to form a first impression of that person based on their face.

Most of us have been accustomed to making a great first impression during, for example, job interviews, networking events or in any other face-to-face situation. This same principle should, however, also apply to social media, especially on LinkedIn and other professional platforms.

Like it or not, roughly 92% of all recruiters use social media in their work, which means that they will most likely to ask your permission to check your profile on LinkedIn. LinkedIn is the most frequently used platform by recruitment professionals as it allows them to find and easily preview potential candidates or references.

First impressions on LinkedIn are heavily based on the UI (user interface) of the platform and since a radical redesign of LinkedIn’s UI in January 2017, much more emphasis was put on your profile picture. It is the first thing that any recruiter sees before even opening your profile and it continues to dominate the screen real estate even after opening. An eye-tracking study from The Ladders found that recruiters on LinkedIn use an average of 19% of their time looking at profile pictures rather than reading through other relevant information about the candidates. The Ladder goes on to state that, as recruiters only spend an average of 6 seconds reviewing each resumé, not much time is spent on the crucial skills and experience. Your profile picture suddenly seems like a crucial part of your digital resumé, doesn’t it?

Based on all of this information, how to make sure that your profile picture attracts the right attention?

Put some effort into the quality

Bad lighting, blurry or pixelated image or perhaps a weird angle. These are all attributes of a bad picture. While you might not be the most photogenic person in the room, you shouldn’t disregard the impact of a well-shot picture. Ask yourself this question: does a bad picture give a positive or negative image of your work ethics and attitude – hint: this is not a trick question.

Ask someone else to take the photo for you

Whatever you do, try to avoid selfies. In the eyes of a recruiter, selfies fall most likely into the category of unprofessional pictures. You don’t always have to pay a professional photographer. You should rather ask a friend of yours to take the picture with a better camera.

Dress according to your line of business – no suits for startup applicants!

When taking a picture, consider your line of business and the culture that it fits into. If you are an aspiring banker, you should most likely wear a suit – or something other suitable for the picture. On the other hand, if you are applying for a software developer’s role in a gaming company, you might want to wear something more relaxed – something that portrays your personality and interests.

Ask for unbiased opinions

As humans, we are usually blind to our own mistakes. Perhaps you should try to get some unbiased feedback on your photo? You can start by asking your friends, current co-workers and even your LinkedIn network. You could also use a site called PhotoFeeler, where people can give you feedback in masses.

Try something different and test the performance

If you take a random sample of 100 professionals in your field and with the same skills, you can most likely identify similarities. Take, for example, the financial sector. Most profile pictures in that field are conservative, include suits and mild colours with identical facial expressions. How can you differentiate yourself from this mass? Try something different and do some A/B testing. Take a few pictures, change them periodically and check out the results on your LinkedIn profile.

Share this on: Twitter

About the writer:

Oliver Rotko

Oliver Rotko

Marketing Specialist

Read next:

Our happy clients

Client testimonials

  • aTalent's team managed the recruitment process with speed and professionalism. Viljar Männigö, Head of sales and projects, TMB Element
  • For employers who need to effectively recruit talented young people, I recommend aTalent's services warmly. Viljar Männigo, Head of sales and projects, TMB Element
  • Kristjan and Kadri were both professional and friendly. Communication was very good and they grasped our re-quirements well. They presented us with almost perfect candidates fitting our expectations spot on. Working with aTalent has been in every sense a positive experience and we will clearly welcome their services again in the future. Tõnis Haamer, Overall
  • We had been looking for exactly the right person to join our team for a long time, since it was a relatively complicated profile to find from Estonia (or elsewhere). The cooperation with aTalent was very smooth – it only took a couple of weeks from stating our need until finding the right person thanks to their quick operation. Helena Sits, Bondora
  • All of the requirements regarding the process were met in every way possible, the communication was very effective and their recruiter was always available. Our new team member has successfully settled in and we are very satisfied with the cooperation with aTalent. Helena Sits, Bondora
  • We turned to aTalent because we needed young and talented digital specialists to our team. Making the final choices was easy for us thanks to Kadri's fast and thorough research. As a result of productive teamwork we managed to put together a new awesome team of young talents! Jelena Kopõltsova, Sky Media