I treat LinkedIn like a weekly habit, not a one-off sprint. If you want to attract hiring managers in the UK, consistency beats sporadic activity every time. Below I share the exact weekly routine I use with clients and follow myself — practical actions you can slot into short recurring sessions so your profile becomes visible, credible and approachable to the people who hire.
Why a weekly routine works
Hiring managers in the UK are busy: they skim profiles, click on recent activity, and trust profiles that look active and relevant. A weekly routine keeps your profile fresh for applicant-tracking systems, surfaces you in recruiter searches, and builds micro-connections that lead to conversations. You don’t need hours every day — you need deliberate, varied actions repeated each week.
Tools and prep (30–45 minutes once)
Before you start, spend a single session preparing the essentials. This setup makes weekly maintenance quick and effective.
Update profile photo: professional headshot, neutral background, friendly expression. For remote-friendly roles, a slightly more relaxed image is fine. Avoid heavily cropped group photos.Headline: instead of just a job title, use value-focused phrasing. Example: “Product Manager | Shipping software that reduces churn for SaaS scale-ups.”About section: 3–5 short paragraphs. Start with who you help and what you do, include measurable outcomes and a line about availability (open to opportunities, seeking specific roles). Use UK spelling.Featured section: add one CV-friendly PDF, one recent project link (GitHub, portfolio, SlideShare), and one article or post that shows your thinking.Job preferences: set “Open to work” privately if you don’t want your current employer to know, and specify role types, locations (include remote/relocation if relevant), and salary band where useful.Weekly routine: the 4 short sessions
I break the week into four focused sessions — each takes 20–40 minutes. You can batch them or spread them across your working week.
Session 1 — Monday: set the tone (20–30 minutes)
Check notifications and respond quickly to comments and messages. Hiring managers notice responsiveness.Like and comment on 3–5 posts from people in your target companies or industries. Aim for thoughtful comments: add an insight, ask a concise question or share a relevant stat. Comments with value attract profile views.Share one short post: a 3–5 sentence reflection on a recent industry article, a micro-case study from your work, or a quick tip. End with a question to invite engagement. Use 1–2 relevant hashtags (e.g. #HealthcareHiring #EdTechUK).Session 2 — Wednesday: expand your network (25–40 minutes)
Search for hiring managers and talent partners at target companies. Use filters for location (UK regions), industry and current company.Send 6–10 connection requests with personalised messages. Keep them under 300 characters: mention a shared group, a mutual connection, or a recent company announcement. Example: “Hi Sarah — I enjoyed your comment on X’s article about agile NHS procurement. I work in digital health product and would love to connect.”Follow 3 new companies you’re targeting and save their recent job postings. Following signals interest to their recruiters and keeps you in the loop.Session 3 — Friday: long-form contribution and evidence (35–45 minutes)
Publish one LinkedIn article or a longer post every 2–4 weeks (not necessarily weekly). Use this Friday slot for drafting and scheduling. Topics that attract hiring managers: sector trends, lessons from a project, hiring process insights, or a practical checklist.Request recommendations: send 1–2 short messages asking past managers or peers for a specific recommendation. Give them a one-line prompt they can adapt, like “Could you mention how we reduced onboarding time by X%?”Update your Featured section if you have new evidence (a recent presentation, a project link, or a case study).Session 4 — Weekend micro-check (15–20 minutes)
Scan job alerts for new roles you want to apply for and save them to your jobs list.Endorse skills for 5 connections — this often prompts reciprocation and increases your skill visibility.Review profile analytics: who viewed your profile, and which search terms led people to you. If a hiring manager viewed you, consider a short message: “Thanks for stopping by my profile — I saw you viewed my work on X; happy to share more context if useful.” Keep it polite and low-pressure.Messaging templates that get replies
Keep outreach messages short, specific and value-led. Hiring managers respond when you demonstrate relevance and respect their time.
Connection request: “Hi [Name], I noticed your work on [project/initiative] at [Company]. I’m exploring product roles in UK healthtech and would love to connect.”Follow-up after connection (1–2 days later): “Thanks for connecting, [Name]. If you have two minutes, I’m curious whether [Company] plans to expand [team area] this year — I’ve led similar initiatives and would welcome any pointers.”After profile visit: “Hi [Name], I noticed you viewed my profile — happy to share a quick overview of my experience in [skill] if useful for current hiring.”Content ideas that attract hiring managers
Micro-case studies with outcomes (numbers sell): “We cut time-to-hire by 28% by doing X.”Lessons learned from interviews with hiring managers or recruiters. Tag them with permission.Curated brief insights from industry reports (ONS, HESA, or sector-specific research) — add one original takeaway relevant to hiring.Practical checklists: “Pre-interview checklist for UK civil service interviews” or “3 things to include in a graduate scheme application.”Analytics and iteration
Every month, take 30 minutes to review what’s working. Look at:
Which posts got the most profile views and messages.Which connection requests were accepted and led to replies.Search appearances: which keywords bring you up (e.g. “business analyst London”, “entry-level HR”).Adapt your headline, About section and content topics based on these signals. If “product operations” brings more recruiter views than “project manager,” reflect that stronger phrase in your headline and job titles.
Practical UK-specific tips
Use UK spelling (programme, colour) and include UK locations (London, Edinburgh, Manchester) in your job preferences if you’re local or eligible to work there.If you require sponsorship, be transparent in your About paragraph — many hiring managers screen for eligibility early.For public sector roles, highlight experience with procurement frameworks, governance, or familiar tools like G-Cloud.Make your LinkedIn URL clean (linkedin.com/in/yourname) and include it on your CV and application forms — hiring managers often cross-check.Common mistakes I see
Generic connection requests: they’re ignored. Always personalise.Posting only job-seeking updates (“I’m looking for…”) without sharing expertise or value.Leaving an incomplete profile: missing About, no featured evidence, or outdated job titles.Sending long, unfocused messages — hiring managers appreciate brevity.Do this routine for eight to twelve weeks and you’ll notice a pattern: more profile views from recruiters, more direct messages from hiring managers, and higher-quality conversations. The goal is to be discoverable, credible and helpful — and a simple, repeatable weekly routine gets you there without burning out.
