What Do LinkedIn Experience Levels Actually Mean?

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You know how there is a lot of content right now about #recruiters and #hiringmanagers posting jobs that require us to be experts for entry level positions? I have 'liked' a lot of those articles on LinkedIn lately 😅. But was it just confirmation bias that when I saw posts like the above, it felt like this was happening a lot?

So I made a very scientific study of it... by creating a quick chart on the 5* LinkedIn Experience Levels vs. Years of Experience required (explicitly stated) on the job postings that have been targeted to me today:

*Internship also exists, but I'm looking for full-time employment so that level was filtered out.

I've worked hard in my career and earned my Director title many years ago. After 12+ years in my field, it is a bit discouraging that the majority of job postings that target me are considered 'mid-senior' and not 'director'. 😰

But could that just be a framing issue?

Framing is a cognitive bias that impacts our decision making when the the same information is presented in different ways. I link to a few sources throughout this article, feel free to check them out below.^

We clearly don't have a clear consensus if five years of experience means you have the 'seniority' to be an Associate or an Executive. Maybe the problem isn't with the recruiters and hiring managers... but with trying to limit any position to one of six levels on LinkedIn, which has become the de facto platform for networking.

I remember a time when people were giving themselves job titles as ninjas and gurus; by using this platform, we've streamlined this significantly. But 660 million users'^^ varied experiences can be narrowed down to six categories? We could demand a bit more differentiation from the platform itself. LinkedIn could split up Mid-Level and Senior! AKA'Mid-Level Individual Contributor' vs 'Mid-Level Manager' ?

On the #jobseeker end, the problem with poor framing: the company appears to be seeking out a skilled worker but signaling they will not be paying a salary commensurate with experience.

On the #hiring manager side, the poor framing could stem from a strict vertical corporate structure, misunderstanding on how long it takes to truly learn certain skills, internal miscommunication about the position itself, etc.

Millions upon millions of us are using LinkedIn, and the company (and Microsoft) are doing fine^^^. I think we should be asking what LinkedIn could do to help make it easier for both sides! Maybe I'm being very short-sighted because I have spent too much time in (ad)tech - or perhaps my suggestions are a bit too industry specific as I'm operating in a bubble. How is it in your industry?

Yes, experience level is just one part of the process. There are a ton of other boxes we all need to check off (on both sides - job seekers and hiring managers alike) in this matchmaking process. So I probably just need to remember that hey, it's just part of the job and we'll get through it together. 😉

Sources:

^ https://boycewire.com/framing-effect-definition-and-examples/#Positive-and-Negative-Framing-Examples

^^ https://techjury.net/blog/linkedin-statistics/

^^^ https://news.linkedin.com/2020/july/linkedin-business-highlights-from-microsoft-s-fy20-q4-earnings

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Share 279 21 Comments Pam Long 4mo

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As a marketer on LinkedIn this is incredibly frustrating. I'm targeting engineers in mid- to upper-level positions (by job title) with 7+ years of experience. Demographics show I'm reaching my desired years of experience but more than half of my ad impressions are to "entry level." Which is it, LinkedIn, because those are two very different things!!

Like Reply 1 Reaction Esther Martínez Saladié 11mo

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Great article, I'm actively looking for my next challenge and just realized that if #recruiters filter by "Senior", I'm not in their list anymore. And I have over 15 years of experience! Thank you Mary B. - very interesting post and comments indeed! LinkedIn Help please can you assist? #barcelonayeswecan #reconnectingonlinkedin

Like Reply 5 Reactions 6 Reactions Chloie Brandrick 1y

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The experience levels are especially confusing UK vs US-wise, because 'executive' (US) means senior, but 'executive' (UK) is typically quite junior (in my experience).

Like Reply 3 Reactions 4 Reactions Penny Christensen, Ed.D. 1y

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There are industries, such as K-12 education, where you can be mid-senior, and yet LinkedIn considers the applicant Entry Level. I recently noted I was categorized as Entry Leve after 27 years in my industry, and 16 years in educational technology, but because there are so few titles in K12 education I am still entry level. This is not accurate, LinkedIn.

Like Reply 1 Reaction Thasha S. 1y

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As a job seeker, i'd appreciate a far more effective and accurate filtering system for roles suitable to my years of experience. The algorithms constantly suggest roles that are "easy apply" which require 8-10 years of working experience that i don't have in that field. So it appears to me that it doesn't quite take into account the relevance or suitability in actual role. Ideally when job posters put up roles, the Experience Level Titles should be linked to years of experience. If that is too costly/ time-heavy to create, maybe there could be a filter that allows job seekers to narrow down roles based on years of relevant experience ? LinkedIn - What do you think? any insights or context to this ? please do share!

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