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Create ResumeA strong LinkedIn About section in Australia should quickly explain who you are, what you do, what problems you help solve, and why your experience is relevant to the roles, clients, or opportunities you want next. It should not read like a copied resume summary or a motivational speech about being passionate. Recruiters and hiring managers use your LinkedIn About section to understand your professional positioning, not your life story. The best About sections are clear, specific, searchable, and human. They give enough context to make someone keep reading, but not so much that the reader has to work hard to understand your value. In the Australian job market, where recruiters often cross check LinkedIn before shortlisting or approaching candidates, this section can quietly strengthen or weaken your credibility.
Your LinkedIn About section is not just a polite introduction. It is one of the few places on your profile where you can control the story.
A resume is usually read in a structured way. Job title, company, dates, responsibilities, achievements. LinkedIn is different. People skim, jump around, compare, and make quick judgements. A recruiter may land on your profile after searching for a specific skill. A hiring manager may check your LinkedIn after reading your resume. A potential client may want to know whether you understand their world. Your About section needs to help all of them reach the right conclusion quickly.
In practical terms, your LinkedIn About section should answer these questions:
What do you do professionally?
What type of work, industry, function, or problem are you strongest in?
What level are you operating at?
What makes your background relevant or credible?
What kind of opportunity, audience, employer, or client are you trying to attract?
Australian hiring can be direct, practical, and relationship driven. Employers want capability, but they also want evidence that you understand context, communication, accountability, and how work actually gets done.
LinkedIn plays a bigger role than many candidates realise. Recruiters use it to source talent, verify career details, understand professional positioning, and assess whether someone looks aligned with a role before making contact. Hiring managers often use it after receiving a resume, especially for professional, corporate, technical, consulting, sales, marketing, HR, finance, operations, health, education, construction, government, and leadership roles.
Your About section can influence several hiring moments:
Whether a recruiter contacts you after finding your profile in search
Whether your profile supports or weakens your resume
Whether your career direction looks clear
Whether your expertise is easy to understand
Whether your communication style feels credible
What should someone remember about you after reading it?
This is where many candidates go wrong. They treat the About section like a personality paragraph. They write things like “I am a passionate and results driven professional who thrives in fast paced environments”. I have seen that line, or a version of it, far too many times. It tells me nothing. It sounds professional, but it does not create professional clarity.
The strongest LinkedIn About sections do not try to impress everyone. They make it easy for the right people to understand your fit.
Whether your experience looks relevant to the Australian market
Whether you appear senior, junior, specialised, generalist, commercial, technical, strategic, or operational
The quiet truth is that recruiters do not always read every word. But they notice clarity. They notice relevance. They notice when a profile feels considered. They also notice when a candidate has copied generic wording from somewhere else and hoped for the best.
A good About section will not magically get you hired. That is not how recruitment works. But a weak one can create doubt, especially when your resume is strong but your LinkedIn profile feels vague, outdated, or misaligned.
The biggest misconception is that your LinkedIn About section needs to “sell yourself”.
I understand why candidates think this. LinkedIn can feel like a marketplace where everyone is performing confidence. But hiring decision makers are not looking for the loudest self promotion. They are looking for professional relevance.
There is a difference between selling yourself and positioning yourself.
Selling yourself often sounds like this:
Weak Example
“I am a highly motivated, dynamic and passionate professional with excellent communication skills and a strong ability to work in teams or independently.”
This sounds safe, but it is empty. It gives the reader no industry, no function, no level, no proof, and no reason to continue.
Positioning yourself sounds like this:
Good Example
“I work in B2B marketing across SaaS and professional services, with a focus on lead generation, content strategy, campaign performance, and helping sales teams convert stronger pipeline.”
This gives me something to work with. I can see function, industry exposure, commercial relevance, and the type of work the person understands.
That is the real job of the LinkedIn About section. Not to shout “hire me”, but to make your value obvious enough that the right person does not have to decode your profile like a mildly irritating puzzle.
A strong LinkedIn About section usually follows a simple structure. It does not need to be complicated. In fact, complicated is usually where profiles start to sound artificial.
Use this structure:
Start with a clear professional positioning statement
Explain your core areas of expertise
Add practical proof through scope, outcomes, industries, tools, clients, projects, or responsibilities
Show how you work or what problems you solve
End with a clear direction or invitation where appropriate
The structure matters because most readers skim. They need the first few lines to tell them whether they are in the right place.
Your opening should tell the reader exactly what you do. Not in a stiff way. Not in a desperate way. Just clearly.
Weak Example
“I am an ambitious professional with a strong desire to grow and contribute to organisational success.”
This could belong to almost anyone.
Good Example
“I am a project coordinator in the Australian construction sector, supporting commercial building projects through scheduling, stakeholder coordination, documentation, procurement tracking, and site administration.”
Now I know who this person is, where they operate, and what they actually touch in the job.
Your first line should reduce confusion. That is its job.
The About section is not a dumping ground for every skill you have ever used. Recruiters do not need a shopping list. They need a coherent picture.
Instead of writing every tool, task, and responsibility, group your strengths into meaningful areas.
For example, instead of:
Admin
Reporting
Excel
Stakeholders
Meetings
Invoices
Data entry
Customer service
You could write:
“My background sits across business administration, reporting, stakeholder support, process coordination, customer communication, and financial administration.”
This sounds more mature because it groups tasks into professional capability.
Your LinkedIn About section should support your resume, not duplicate it. You can include evidence, but keep it readable.
Good proof might include:
Industries you have worked in
Types of clients or stakeholders you support
Size or complexity of projects
Regions or markets you understand
Systems, tools, or platforms you use
Commercial outcomes you contribute to
Leadership scope
Compliance, regulatory, or operational context
Specialist areas of knowledge
For example:
“I have worked across multi site retail operations, supporting workforce planning, rostering, store performance reporting, customer experience initiatives, and communication between head office and frontline teams.”
That tells me much more than “strong organisational skills”.
This is where your tone becomes useful. A good About section does not just say what you do. It gives a sense of how you think.
For example:
“I am at my best in roles where priorities move quickly, stakeholders need clear communication, and the work requires someone who can bring structure without slowing everyone down.”
That line gives me working style, environment fit, and practical value. It also avoids the overused “fast paced environment” cliché by explaining what fast paced actually means.
If you are job searching, open to consulting, building your network, or targeting a specific type of role, you can say so. But keep it professional.
For example:
“I am particularly interested in roles where I can combine operations, stakeholder management, and process improvement in a growing Australian business.”
Or:
“I connect with people across marketing, SaaS, professional services, and commercial growth, especially where content, pipeline, and sales alignment are part of the conversation.”
Not every About section needs a call to action. But it should leave the reader with direction.
Recruiters are not reading your LinkedIn About section like an English teacher. They are scanning for hiring signals.
When I review a profile, I am usually looking for alignment. Does this person make sense for the role, industry, level, and salary band I am working with? Do they understand the kind of work the employer needs done? Is there enough evidence to justify contacting them?
Recruiters often notice:
Whether your profile matches the roles you appear to be targeting
Whether your language sounds senior enough for your level
Whether your skills are specific or generic
Whether your industry context is clear
Whether your career direction feels intentional or scattered
Whether your About section supports your job titles and experience
Whether you sound like someone who understands the commercial reality of the role
Here is the part candidates often miss: recruiters are not only asking “Can this person do the job?” They are also asking “Can I explain this person to the hiring manager?”
That matters.
A clear LinkedIn About section gives recruiters language they can use when introducing you. A vague one gives them extra work. And in recruitment, extra work is not your friend.
These examples are not meant to be copied word for word. They are here to show structure, tone, and positioning. A good LinkedIn About section should sound like you, but clearer.
Good Example
“I am an early career marketing professional based in Australia, with experience across content creation, social media coordination, campaign support, reporting, and customer communication.
My work has included supporting digital campaigns, preparing content calendars, tracking engagement, assisting with email marketing, and helping teams keep projects moving across multiple channels. I enjoy the practical side of marketing, where creativity needs to connect with audience behaviour, brand consistency, and measurable outcomes.
I am building my career in marketing roles where I can keep developing across content, campaigns, analytics, and stakeholder communication. I am particularly interested in teams that value curiosity, clear writing, practical execution, and a strong understanding of the customer.”
Why this works: It does not pretend the person is more senior than they are. It still sounds capable. It gives recruiters enough keywords and context without inflating the candidate.
Good Example
“I work in operations and business improvement, supporting Australian organisations to improve processes, reduce friction, coordinate stakeholders, and turn messy workflows into clearer systems.
My background includes process mapping, reporting, internal communication, project coordination, vendor management, documentation, and cross functional support across growing teams. I am often the person who sits between the problem and the people affected by it, which means I care about practical solutions, not beautiful processes that nobody actually follows.
I am strongest in environments where the business is growing, priorities are shifting, and teams need someone who can create structure while still being commercial, calm, and realistic.”
Why this works: It gives capability, context, and working style. It also contains a small piece of real workplace truth, which makes it feel human rather than polished into blandness.
Good Example
“I am a senior finance professional with experience across commercial finance, budgeting, forecasting, management reporting, business partnering, and financial decision support for Australian organisations.
I work closely with leadership teams to translate financial data into practical business insight. My experience includes supporting annual planning, performance analysis, cost control, revenue forecasting, board reporting, and operational decision making across complex stakeholder environments.
What I bring is not only technical finance capability, but the ability to explain numbers in a way that helps non finance leaders make better decisions. I am interested in roles where finance is treated as a commercial partner, not just a reporting function.”
Why this works: It shows seniority through judgement and business impact, not through loud adjectives. It explains the value behind the tasks.
Good Example
“I am moving into human resources after building a background in customer service, administration, conflict resolution, compliance focused documentation, and frontline team support.
Across my previous roles, I have worked closely with people, policies, managers, and customers in situations where communication, fairness, confidentiality, and practical problem solving mattered. That experience has shaped my interest in HR, especially employee support, recruitment coordination, onboarding, workplace communication, and people operations.
I am now focused on HR coordinator and people support roles where I can combine my operational background with formal HR learning and a strong understanding of how workplace issues affect real people, not just processes.”
Why this works: It does not hide the career change. It connects transferable experience to the new direction. That is exactly what career changers need to do.
Good Example
“I help Australian businesses improve their recruitment, candidate experience, hiring communication, and talent attraction through practical, commercially realistic advice.
My work sits between recruitment strategy and the messy reality of hiring. That includes job ads, candidate positioning, interview process design, hiring manager communication, recruitment content, and helping businesses understand why strong candidates drop out or lose interest.
I care about recruitment that is clear, honest, and useful. Not performative hiring theatre. Not job ads that ask for everything and explain nothing. I work best with businesses that want to improve how they attract, assess, and communicate with talent.”
Why this works: It has personality, but it is still commercially clear. It tells the reader exactly who the person helps and what problems they solve.
A strong LinkedIn About section in Australia should include the details that help people understand your professional value quickly.
Useful elements include:
Your current profession, function, or target role
Your industry or sector experience
Your strongest areas of capability
The types of problems you solve
The kinds of stakeholders, clients, teams, or customers you work with
Relevant tools, platforms, systems, or methodologies
Your level of responsibility or scope
Commercial, operational, technical, creative, or strategic outcomes
Your working style where it genuinely matters
Your career direction or opportunity focus
Not every profile needs all of these. The right content depends on your level, industry, and goal.
For example, a software engineer may need to mention technologies, product context, systems, collaboration, and engineering problems. A teacher may need to explain curriculum areas, student support, classroom approach, and school environment. A sales professional may need to cover market, customer type, revenue responsibility, pipeline, account management, and growth strategy.
The mistake is treating every About section the same. A graduate, a general manager, a nurse, a product owner, and a procurement specialist should not sound like they came from the same template.
Some LinkedIn About sections do more harm than candidates realise. Not because they are offensive or badly written, but because they are forgettable.
Avoid these common mistakes.
Words like passionate, motivated, hardworking, dynamic, dedicated, enthusiastic, and results driven are not automatically bad. The problem is that candidates often use them instead of evidence.
If you are results driven, show the kind of results. If you are strategic, explain the decisions or problems you work on. If you are people focused, explain whether that means customer service, leadership, HR, stakeholder management, consulting, coaching, or something else.
Your About section should not be a compressed resume. LinkedIn allows more personality and context. Use that space to explain your positioning, not repeat every responsibility.
A resume summary is usually tight and role targeted. A LinkedIn About section can be slightly broader, especially if you are open to more than one type of opportunity.
This happens a lot with early career candidates. They use phrases like “strategic leader”, “commercial expert”, or “trusted advisor” when their experience does not yet support that level of positioning.
Ambition is fine. Inflation is not. Recruiters notice when the language is bigger than the evidence.
A better approach is to sound clear, capable, and credible at your current level.
If your About section says you are interested in “new opportunities where I can grow and make an impact”, that tells recruiters almost nothing.
What kind of opportunities? In what function? At what level? In what industry? With what strengths?
You do not need to narrow yourself into one tiny box, but you do need to provide enough direction that the right people can recognise you.
LinkedIn is searchable, so keywords matter. But keyword stuffing makes your profile unpleasant to read.
The best approach is to use natural language that includes the terms recruiters actually search for. For example, a procurement professional might naturally mention supplier management, contract negotiation, sourcing, vendor relationships, cost optimisation, category management, and stakeholder engagement. Those terms belong because they describe the work.
Do not write a paragraph that sounds like a search engine sneezed on it.
LinkedIn search matters, especially if you want recruiters to find you. Recruiters often search by job title, skill, location, industry, tool, certification, or function.
Your About section can improve your visibility by including the right keywords naturally.
Useful keyword areas include:
Current and target job titles
Core skills and specialisations
Industry terms
Tools and systems
Certifications or qualifications
Customer or stakeholder types
Project types
Methodologies
Location or market context where relevant
For example, if you are a project manager in Australia, your About section might naturally include terms such as project delivery, stakeholder management, governance, risk management, budget tracking, Agile, change management, vendors, reporting, and delivery timelines.
If you are an HR professional, it might include employee relations, recruitment, onboarding, performance management, HRIS, policy, compliance, workforce planning, and manager support.
The key is relevance. Add terms that reflect what you actually do and what you want to be found for.
One recruiter reality candidates often miss is that search visibility only gets you seen. It does not get you trusted. Once someone lands on your profile, the writing still needs to make sense. Keywords open the door. Clarity keeps people reading.
A good LinkedIn About section is usually long enough to create context, but short enough to respect the reader’s attention.
For most Australian professionals, a strong About section is often around three to six short paragraphs. That is enough to cover who you are, what you do, your expertise, your proof points, and your direction.
Too short can be a problem if it gives no substance. For example:
“I am a finance professional passionate about business improvement and growth.”
That is not enough.
Too long can also be a problem if it turns into a career autobiography. Most people do not need your full origin story, every job transition, or a dramatic explanation of why you love your field.
A useful test is this: after reading your About section, could a recruiter explain your profile to a hiring manager in one or two sentences?
If yes, your section is probably doing its job.
If no, it may be too vague, too scattered, or too focused on the wrong details.
Use this as a practical starting point. Do not copy it blindly. Replace the placeholders with specific details that reflect your role, industry, and goals.
Template
“I am a [profession or target role] with experience across [core areas of expertise], working within [industry, sector, or business context].
My background includes [specific responsibilities, projects, tools, stakeholder groups, or commercial areas]. I have worked on [types of problems, outcomes, clients, systems, projects, or environments], with a focus on [practical value you bring].
I am strongest in environments where [working style, business context, or problem type]. I bring [key strengths] and a practical approach to [main function or outcome].
I am interested in connecting with people across [industry, function, hiring area, client type, or opportunity focus].”
Here is how that might look when filled in for a supply chain professional:
Good Example
“I am a supply chain and logistics professional with experience across inventory management, demand planning, supplier coordination, freight, reporting, and operational support within Australian retail and FMCG environments.
My background includes working with internal teams, external suppliers, warehouse partners, and customer facing stakeholders to improve stock availability, reduce delays, support forecasting, and keep operational information moving clearly between teams.
I am strongest in roles where accuracy, communication, and commercial urgency all matter. I enjoy work that sits close to real business outcomes, where supply chain decisions affect customers, costs, and service levels.”
This works because it is specific, practical, and believable.
Your career situation should shape your About section. The same structure will not work for everyone.
Be clear about your target direction without sounding desperate.
You can write:
“I am currently exploring opportunities in customer success, account management, and client support roles within SaaS, technology, and professional services.”
That is better than:
“I am urgently looking for a new role and open to anything.”
Recruiters need direction. “Open to anything” usually sounds flexible to the candidate, but unfocused to the recruiter.
You do not need to announce your job search publicly. Focus on your expertise and the work you want to be known for.
For example:
“My work sits across commercial analysis, business partnering, forecasting, and helping operational leaders understand the financial impact of their decisions.”
This attracts relevant approaches without making your profile sound like a job ad for yourself.
Your About section needs to connect the old experience to the new direction. Do not expect the reader to do that work for you.
Explain the transferable logic. Show why the move makes sense.
For example:
“After building experience in hospitality operations, team supervision, customer communication, rostering, and issue resolution, I am moving into HR support roles where I can apply that frontline people experience in a more structured people operations environment.”
That gives the reader a bridge.
Do not write like every other leader on LinkedIn. Senior profiles often become vague because people lean too heavily on strategy words.
Instead of saying “I drive transformation and lead high performing teams”, explain what kind of transformation, what kind of teams, what kind of commercial environment, and what kind of decisions you influence.
Senior writing should show judgement. It should not sound like a leadership poster in a boardroom kitchen.
Do not overinflate. Your strength is not decades of experience. Your strength might be education, projects, internships, technical skills, customer service, volunteer work, practical learning, and career direction.
A clear graduate About section is far stronger than one trying to sound executive.
For example:
“I am a commerce graduate with a focus on accounting, financial analysis, business reporting, and client service. Through university projects, part time work, and internship experience, I have developed strong skills in Excel, communication, problem solving, and working with deadlines.”
That is grounded and credible.
Before you update your LinkedIn About section, read it like a recruiter who has no time and too many tabs open.
Ask yourself:
Is my profession or target direction clear in the first two lines?
Would someone understand my industry, function, and level?
Have I used specific examples instead of vague adjectives?
Does this support the roles or opportunities I actually want?
Are the right keywords included naturally?
Does it sound like a real person wrote it?
Have I avoided copying my resume summary word for word?
Have I removed empty phrases that do not prove anything?
Can a recruiter quickly explain what I do?
Does the tone fit the Australian market and my professional level?
The best LinkedIn About sections do not try to sound impressive. They make the reader think, “Right, I get what this person does.”
That is the win.
Your LinkedIn About section should make your professional value easier to understand. That is the whole point.
Do not use it to perform confidence. Do not use it to hide behind corporate language. Do not make recruiters guess where you fit. The Australian job market rewards clarity more than most candidates realise. Employers want to know what you do, where you have done it, what problems you understand, and whether your profile makes sense for their environment.
The strongest About sections are specific without being robotic, confident without being inflated, and human without becoming too personal.
Write it like you are helping a busy recruiter or hiring manager understand you quickly. Because in many cases, that is exactly what is happening.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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