#OPENTOWORK on LinkedIn for Execs: YES or NO?

#OPENTOWORK on LinkedIn for Execs: YES or NO?

If you don’t feel like reading the whole article, the short answer (supported by the results of our 2024 poll) is: NO. But the topic warrants more than just this one simple answer. It’s a NO that has two “*” to it.

We created a poll on LinkedIn asking, “An experienced manager / executive looking for a job activates the “green frame” on their profile. What do you think about it?”

Overall, almost 250 LinkedIn users participated, with the following results:

• 32% → It might help
• 24% → It’ll make no difference
• 44% → It may do more harm than good

In other words: almost half of the respondents were apprehensive about the idea; two thirds stated their approval for the “green frame”; and less than a third were indifferent about the topic.

This data bears a similarity to the results of our previous polls on the feature. The majority of respondents always voted against the activation of the #OpenToWork frame, but the opposition continues to be just as strong.

The topic remains a controversial one. Our followers also voiced their opinions in the comment section, and their replies were just as varied:

“I used the frame and it worked to my detriment. (…) Since I activated the green frame, it’s been radio silence [from headhunters].”

“I believe that at the moment it could help. Additionally, when activating the “OpenToWork” frame, you can choose the target group, who the frame will be visible to.”

“There’s no shame in this. (…) I used the [#OpenToWork] frame myself and received lots of support. Same thing when I see someone looking for a job – I message them too.”

“For candidates – OK, [but] for freelancers, artisans or employees at agencies open to new contracts there’s a need for a third [kind of] frame.”

“In my opinion, it’s a sign of being open to change and new challenges.”

“Ah, one of my favorite topics. Worse than the frame is only writing articles on LinkedIn “together with AI”. (…) I understand the frame for employers, [as] it helps them find recruiters (sic!) without Premium faster. For candidates looking for a job, it should be enough to change one setting (…) for recruiters to see on their profile that they are open to change. Without any public announcements. (…) Many people activate the frame with a call for help. Well, I recommend starting that help within themselves. (…) Naturally, I expect that there are outliers whom it helped and are going to defend the feature.”

For the longest time, these opinions seemed to vary not only between individuals but also between cultures.

Data for non-Poles vs. Poles

Career Angels was originally founded in Poland. Our origins are further reflected in our huge Polish influence, both within the company and among our clients. As such, we were able to divide the respondents into two groups: Poles and non-Poles – and those results are also worth looking into.

Poles used to be more cautious in both their support and disapproval of the #OpenToWork frame, whereas non-Poles remained very vocal about their disapproval. The current results show that the apprehension towards the feature caught up with the Polish, too.

This shift, combined with a more decisive judgment of the issue by all respondents, may indicate that the views on using the “green frame” have solidified. In the current state of the job market, fewer people claim ignorance and/or indifference regarding the issue. Most candidates understand LinkedIn’s ever-growing impact on job hunting and are less likely to use its features haphazardly.

However, there are two factors that may have negatively influenced the results:

1. The ratio of Polish respondents to non-Polish respondents stands at almost 3:1 this year. This could obscure the real difference between the two groups. Even so, the tendency had seemed to sway towards disapproval of the “green frame” in the past (in 2022: 33% for non-Poles and 34% for Poles), just like in the current poll. We can then more readily assume that the smaller sample of non-Poles still represents the general opinion well enough.
2. The options in the poll were a bit different this year. In previous polls, we split the approving options into the more decisive (“Great!”) and the less decisive one (“It might help”), with only one decisive disapproving one (“It’s not professional!”). The changes this year were made for the sake of clarity and to dissuade people from choosing the indifferent option. Unfortunately, this makes it more difficult to compare previous polls with the current one. Future polls following the same pattern are going to show how much that change actually influenced the results.

So, what’s our verdict?

As career advisors, we recommend our executive clients to err on the side of caution. Especially if you’re a candidate looking for a managerial or executive position.

You have only one career. One reputation. And sometimes only one chance to get the job of your dreams – or at least get an invitation to the recruitment process. And, let’s be honest, the VAST majority of mature candidates on the market do not have the luxury of turning down job offers, saying, “If they don’t accept my green frame, I don’t want to work for them.”

And then again… who are “they”? It’s HR professionals – the people who scour the market for candidates, or hiring managers, verifying candidates’ profiles to make a decision, and each one has their own opinion. Their bias doesn’t reflect the bias of your target company, whose views on the topic may be vastly different. But you’re not part of the company yet. You’re still “at the mercy” of those individuals.

Quoting an Executive Search Consultant, “You know how it is. Candidates who are employed or who are not actively looking are better candidates.” The point isn’t that you should lie about being unemployed, or feel embarrassed that you’re still looking for a job, but there’s no need to advertise it either.

At no point in this verdict have we said a definite NO, because the answer is never that simple. As has been mentioned in the introduction, there are two asterisks (*) to consider. Let us now guide you through them.

The 1st *: the alternatives to the green frame:

• reach out to your network in a personalized, elegant manner (yes, it’s a lot of work, but who said that looking for a job isn’t time-consuming?)
• update the settings in your profile to signal to recruiters – and only recruiters – that you are interested in new opportunities
• research job ads that you’d normally apply to and add relevant skills you have to your profile; bonus: ask your contacts to endorse them
• join initiatives like Challenge Accepted: click here!
• optimize your LinkedIn profile, so that others (and the LinkedIn algorithm) are able to find you
• add the right keywords to your profile, both for the human reader and for the algorithm
• increase your visibility within your target group by sharing valuable content: right now, not even 1% of LinkedIn users contribute, which means that there’s a high chance, if you decide to publish something, that LinkedIn will promote your input to encourage further activity

Note: publish for your target group (potential direct reports) and not for your peers or the industry!

There’s no recruiter in this world who gets up in the morning, sits down at their desk with a hot cup of coffee, and says, “Let’s recruit some candidates with the green frame.” If anything, they may skip your profile as they might assume you are desperate. And desperate candidates usually mean trouble or at least more work.

If you’d like to apply all of the tips above in a consistent and effective way, read our extensive guide on creating a solid LinkedIn profile: click here!

The 2nd *: it MIGHT work…

… if your LinkedIn network consists predominantly of people you know personally, making it an easy channel of communication. You are letting them and only them know what’s going on. This is essentially using the “reach out to your network” tip to the fullest, but works only in very specific circumstances.

On the other hand, if your settings are set to “All LinkedIn members”, everybody will see it – sooner or later. If you are a senior candidate, it’s always better to be cautious with such decisions unless you have the luxury of potentially missing out on recruitment processes. Then you can do whatever you want!

If you are an experienced manager or executive who might need help with their LinkedIn profile, you can request a free LinkedIn Report with feedback on all its sections systematically, as well as a 20-to-30-minute Career Consultation, also free of charge!

• Send a request via this form or directly via e-mail at Contact@CareerAngels.eu | Subject: LinkedIn Report / Blog