To Be, or Not to Be: ‘Open to Work’
Recently, I was asked by a few job seekers whether one should display the green ‘Open to Work’ banner on their LinkedIn profile. This isn't a new question, but I couldn’t stop thinking about it amidst the barrage of LinkedIn layoff, restructure, or insolvency posts. Today, I was compelled to better understand what’s stirring up the conversation on the open to work banner once again.
A former Google recruiter has boldly stated recently that the ‘Open to Work’ badge is the "biggest red flag on LinkedIn," painting it as a symbol of desperation. They suggest that “when you look desperate, people don’t want you”. This former recruiter did note that his POV is likely a “hot take”, but went on to stand by that POV. I won't propagate this viewpoint further, as it disheartens me to think about the negative impact such a perspective could have on the earnest job seekers I know and either currently support or have supported.
Drawing from my extensive experience as a hiring manager, recruiter, and Chief People Officer, let me be clear: I have never viewed the ‘Open to Work'‘ status negatively. We must hold more optimism for our fellow professionals than that. If I were to learn that a recruiter within my team was bypassing candidates solely because they've flagged themselves as open to opportunities, it would be grounds for a serious conversation about their role and future on my team. While it may not be an illegal bias, it's a blatant one, and it's one I refuse to condone.
In today's volatile economy, where downsizing is often a harsh reality due to myriad factors—be it funding issues, market downturns, or economic turbulence—judging someone for their employment status is not just unfair; it's counterproductive. People are striving to make ends meet and support their loved ones. Who are we to scrutinize the method by which they signal their availability to the working world?
To those of you weighing the decision of whether to display that you're "Open to Work" as you seek your next professional chapter, I urge you to consider this: If you were in the hiring manager's seat, would it matter to you if a candidate with exceptional experience, the right fit for the role, and the potential to be an asset to your team had that green banner on their LinkedIn profile? If the answer is yes, it might be time for some introspection. However, I have more faith in my network than to assume it would skew your consideration.
Remember the timeless adage: "Be kind, for everyone you meet is fighting a battle you know nothing about." In our pursuit of careers and candidates, let's not forget the humanity that underpins our professional endeavors. The 'Open to Work' banner is not a mark of desperation—it's a beacon of openness and opportunity. Let's treat it as such.
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