As a career coach and an advocate for corporate professionals striving to build their personal brands and secure new job opportunities, I find LinkedIn’s recent shift from the “People Also Viewed” feature to “Other Similar Profiles” concerning. This change, while seemingly minor, could have significant implications for how professionals are perceived and discovered on the platform.
Here are my reflections on why this update may be more detrimental than beneficial for those using LinkedIn for career advancement.
The Lost Control Over Personal Branding
One of the most striking issues with the “Other Similar Profiles” feature is the lack of control it offers to users. Unlike the “People Also Viewed” feature, which users could opt out of, this new addition doesn’t seem to allow for such discretion. This change is problematic because personal branding on LinkedIn is not just about how you present yourself but also about how you differentiate yourself from others in your field. With “Other Similar Profiles,” there’s a risk of being involuntarily lumped in with a group of professionals who may share a job title or industry but differ significantly in skills, experiences, and career trajectories. This homogenization can dilute the unique aspects of a professional’s profile, potentially leading to missed opportunities and misrepresentations.
The Profiling Conundrum
The core of my concern lies in the profiling mechanism of the “Other Similar Profiles” feature. LinkedIn’s algorithm, while sophisticated, might not fully grasp the nuances of each professional’s journey. It’s one thing to connect people based on shared industries or job titles but quite another to understand the subtleties that make each professional unique. There’s a risk of creating groups based on superficial or outdated attributes, leading to stereotypes or oversimplifications of professional identities. Such algorithm-driven profiling can inadvertently push professionals into categories that may not align with their current career paths or aspirations.
Impact on Networking and Job Searches
For corporate professionals using LinkedIn to network and explore job opportunities, the relevance of connections and recommendations is crucial. An inaccurate grouping by the algorithm could skew the kind of networking opportunities presented, potentially diverting valuable connections and job prospects. Moreover, this change might make it more challenging for those seeking to change career paths or break into new industries, as they could be continually associated with their previous roles or sectors.
The Ethics of Algorithmic Decision-Making
There’s also a broader conversation to be had about the ethics of algorithmic decision-making in professional contexts. The lack of transparency and control over how one’s profile is grouped and compared raises questions about data privacy and the fairness of such automated processes. Professionals should have a say in how they are represented and with whom they are associated, especially on a platform that serves as a digital representation of their professional selves.
LinkedIn, give us the option to disable the new box
While LinkedIn’s intention with “Other Similar Profiles” might be to enhance networking and discovery on the platform, it’s imperative to consider the implications for individual professionals seeking to stand out and accurately present their careers. As professionals, particularly in corporate settings, strive to craft distinct personal brands and seek relevant opportunities, it’s crucial that tools like LinkedIn support, rather than hinder, these efforts.
In essence, the “Other Similar Profiles” feature, in its current form, seems to overlook the importance of individuality and control in professional branding and networking. LinkedIn, as a platform pivotal to modern professional life, should prioritize features that empower users to shape their professional narrative and make meaningful, relevant connections. As we navigate this evolving digital professional landscape, it’s essential to advocate for tools and features that recognize and celebrate the unique journeys and aspirations of each professional.
Please comment below and tell me what you think of this change. Can you see the positives, are you optimistic? How are you preparing for this change? I am recording an episode of The Job Hunting Podcast about this, and I would really appreciate your views as I prepare my notes.
I am tagging some of my favorite thought leaders so they can read this post and offer their views, pros and cons of this change. (Please contact me via DM if you prefer that I untag you.) Cassandra Goodman Div Pillay Michelle Redfern Gary Ryan Catherine Lopes PhD Susan Colantuono Russell Ayles Mark Mears Karen Eber Kyle Samuels (he/him) Michelle Fotheringham May Samali, MPP, CPCC, PCC Dr. Marianne Roux Sally Pedlow @Briar
