It has rolled out new fields for employment gaps like “stay-at-home mom,” “stay-at-home dad” and “stay-at-home parent,” to allow full-time parents and caretakers to more accurately display these jobs.
The new fields will be gradually rolled out across the world.
“We want every LinkedIn member to have an inclusive experience on the platform, no matter who you are as an individual, what your background is, or where you are in your career. And we’ve heard from our members, particularly women and mothers who have temporarily stopped working, that they need more ways to reflect career gaps on their profile due to parenting and other life responsibilities,” director of engineering Bef Ayenew said in a blog.
Additionally, in the coming weeks, if one uses one of these new stay-at-home job descriptions and sets the employment type field to “self-employed”, they will no longer need to specify a company or employer.
In future, LinkedIn will also add a new field specifically for employment gap types to the profile – like “parental leave,” “family care,” or “sabbatical”, so that people can address any gaps in their career journey.
“It’s time to remove the stigma of employment gaps and give people the opportunity to rebrand. And it seems the stigma is already starting to fade. While 72% of job seekers believe there’s a stigma associated with having a career gap, 79% of hiring managers today would hire a candidate with a career gap on their resume,” said Ayenew.
LinkedIn has also introduced new features like the video resume Cover Story that allows users to personalise to better engage with their audience and reach recruiters.
According to a recent US survey, 76% of hiring managers believe seeing a pre-recorded video of a job seeker would be useful.
LinkedIn chief product officer Tomer Cohen said, “For many of us, expressing our authentic self is also about our pronouns. They are core to our identity and how we want to be seen. We’re introducing an optional field at the top of the Profile, displayed next to your name, where you can add your gender pronouns. 70% of job seekers believe it’s important that recruiters and hiring managers know their gender pronouns, and 72% of hiring managers agree and believe it shows respect.”