More and more Kenyan job seekers are placing the “#OpenToWork” banner on their LinkedIn profiles, hoping to catch a recruiter’s attention. But is this digital self-labelling helping their chances, or quietly hurting them?
Globally, more than 220 million people have turned on the “open to work” feature, either privately or publicly, according to LinkedIn.
LinkedIn rolled out its “open to work” option in 2020. People can decide if they want to more discreetly signal their status to recruiters only, or to everyone with a public green badge on their profile.
But is it always a smart move? Some recruiters are torn. In a job market where perception is everything, they say that green ring might be saying more than you intend.
Verolyne Isutsa, a HR professional with over seven years of experience, believes that LinkedIn’s “Open to Work” banner can be useful when deployed strategically, but its impact is all about perception.
“My first impression of someone using the banner is that they’re actively job seeking and are open to recruiters reaching out to explore what they can offer,” she says. “We’re now in a time where skills sell faster than academic qualifications, so the banner can signal readiness, which isn’t a bad thing.”
She says the banner does not inherently harm a candidate’s prospects. It can make them easier to discover for recruiters who filter profiles based on availability.
“I don’t think the label is meant to hurt anyone,” she says. “It just depends on how you tailor your page. If the rest of your profile isn’t well-optimised, the banner alone can come off as a sign of desperation, and that can be a red flag for some recruiters.”
Ms Isutsa explains that recruiters often rely on search filters to locate active candidates. Having the banner might increase your chances of being seen, but it won’t seal the deal.
“LinkedIn is full of job seekers. If you want to stand out, your profile has to be clear about your experience, your education, and your professional qualifications,” she says. “Don’t just say you're open to work, back it up with a profile that shows what you bring to the table.”
The silent stigma
She acknowledges that there is still a subtle stigma around publicly declaring unemployment, especially in conservative or image-conscious countries.
“Some people worry about being judged for being unemployed. But I always say — it’s about how you position yourself. Stand out, be visible, and keep your mindset focused. You never know who’s watching.”
For job seekers who may be unsure of how to show they’re available without appearing desperate, Ms Isutsa offers this advice: “Avoid begging. Don’t inbox recruiters with ‘Please just give me a job.’ Instead, highlight your achievements, share insights, and use a confident tone
Verolyne Isutsa, a HR professional with over seven years of experience.
Photo credit: File | Nation Media Group
in your content,” she says. “Saying ‘I’m excited to explore new opportunities’ sounds better than ‘desperately looking.’ Desperation raises questions.”
She encourages fresh graduates to use the banner, but only after building their profiles thoughtfully.
“Make sure your profile reflects the skills you can offer. When a recruiter checks your profile, they should see where you went to school, what experience you have, and what you’re capable of. It should align with what you say,” she adds.
Beyond the banner, Ms Isutsa emphasises that visibility on LinkedIn is more than just posting or adding filters. Real visibility, she says, comes from engagement and optimisation.
“Engage with others, join conversations in your industry, update your headline to reflect what you’re looking for, and make your ‘About’ section results-oriented,” she advises. “LinkedIn gives you tools. Use them.”
When it comes to actual job search strategies, she encourages a multi-pronged approach: “Use everything, DMs, referrals, formal listings. Don’t limit yourself to just one method. You never know where your luck will come from.”
Crowded job market
Sakwa Wangara, a HR practitioner, lecturer at the College of Human Resource Management, and managing director at HRD Ingenuity, a consulting company in Nairobi, believes that while the “Open to Work” banner can signal availability and confidence, it should be backed by substance.
“My first impression when I see someone using the banner is that this is someone who wants to be considered, someone who’s stepping up and putting themselves out there,” he says. “That boldness matters, especially in a crowded job market.”
From his experience, the banner doesn’t hurt a candidate’s chances, at least not from a recruiter’s point of view.
“As recruiters, we’re looking for people who are available and willing to move. The green ring can help,” he explains. “It shows you don’t have to be chased or courted too much. You’re ready.”
However, Mr Wangara is clear that the banner alone won’t get anyone hired.
“Some people think just putting on the green ring increases their chances,” he says. “But if I open your profile and there’s no relevant content, no clear summary, no track record, no evidence of expertise, the banner means nothing.”
He emphasises that visibility on LinkedIn must be intentional. To stand out without appearing desperate, Mr Wangara advises job seekers to participate meaningfully in conversations, share insights from books or work experiences, and position themselves as thought leaders in their space.
“If you’ve had a lightbulb moment from your latest read, share it, but in your voice,” he says. “Don’t just repost something. Add context. Relate it to your experiences. That’s how you start building credibility.”
Still, he cautions against overdoing it. “If you're posting five times a day, people might stop paying attention,” he warns. “Don’t become a noisemaker. Be active, yes, but be strategic, restrained, and consistent with your personal brand.”
Employed and searching
On whether there’s stigma attached to publicly declaring one is job hunting, Mr Wangara acknowledges it exists — especially for those currently employed.
The LinkedIn “#OpenToWork” banner.
Photo credit: Evans Habil | Nation Media Group
“The minute your current employer sees that banner, it may change how they view you,” he says. “But for unemployed job seekers, that worry becomes secondary. When you need a job, you need a job.”
He also notes that due to high unemployment levels in Kenya and the region, the stigma is often silent, and job seekers are increasingly unbothered by it.
“Those who stand out and say, ‘I’m unemployed’ are bolder than the rest of us,” he says. “They’re just focused on getting that opportunity.”
Mr Wangara also stresses the power of networks and visibility beyond LinkedIn.
“You can only hide a cough for so long,” he says. “If you’re not going to openly say you’re job hunting, then get into the right spaces, networking groups, industry chats, professional forums, and show your worth. People notice.”
When are the most effective job search strategies?
“Referrals first, then formal listings, and lastly, DMs,” he says. “I wouldn’t rush into people’s inboxes asking for jobs; that should be the last resort. But if someone can vouch for you, that’s gold. Headhunters come for people who are already visible and validated.”
His advice to fresh graduates? Don’t shy away from the green banner.
“What’s stopping you? Use it,” he urges. “It may just be what catches someone’s eye. But again, back it up with a profile that shows your skills, education, and readiness.”
