LinkedIn endorsements are dumb. Here’s the data.
Aline Lerner
44726

“I took a look at whether having any endorsements in the first place mattered with respect to interview performance. If I’m honest, I was hoping there’d be a negative correlation. That is, if you don’t have endorsements, you’re a better coder. After running some significance testing, though, it became clear that having any endorsements at all (or not) doesn’t matter. So, where does this leave us? As long as there’s money to be made in peddling low-signal proxies, endorsements won’t go away and probably won’t get much better. It is my hope, though, that any recruiters reading this will take a second look at the candidates they’re sourcing and try to, where possible, look at each candidate as more than the sum of their buzzword parts.”

I get endorsed all the time, from people that not only have never worked with me, but have never even met me. I still get recruiters’ e-mails and phone calls asking me if I am interested in work I am in no way qualified for simply because I used a word (or phrase) in the resume that “got a hit.” Most of these recruiters have no idea what my expertise is and simply pass on my resume to the manager of the department that hired them, and “let the chips fall where they may”.

I have only had a couple of very competent recruiters who knew exactly what my expertise is and got me in the door. These recruiters were so successful in their placements that my interview with the department managers were liken to a social call than anything else. I already had the position, it was just a matter of meeting face-to-face.

There is one question I ended up answering on my resume because I got tired of answering it over the phone. My resume is a two-page document where my experience is listed on the first page and my skill sets are answered on the second page. It has been the most effective format for getting interviews I ever found. It leaves the hiring manager with no doubts about who he is hiring; and I waste no time being interviewed for positions I am not qualified for. But the one question that every recruiter asks me is my salary range / consultant rate. I insist that s/he find the answer at the bottom of my resume, just so I know they have actually seen the entire resume. It turns out that most of them have not.

Right now I only entertain offers from recruiters without Indian accents because the latter tend to call from home using cell phones that make it impossible for me to understand them.

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