I can’t help but rave about LinkedIn because as a recruiter, I often turn to it myself to find the best and brightest prospects.

Since its launch in 2003, it’s become the world’s largest professional networking platform, with over one billion members and counting.

Here’s more proof: More than 65 million people in more than 200 countries search for jobs on LinkedIn every week, led by 176 million here in the U.S.

For those reasons, I firmly believe that anyone, anywhere who’s in the job market, currently working or not, needs to have positive visibility on LinkedIn.

The best thing about having a LinkedIn profile is that while you’re putting your “resume-lite” out there for everyone to see, you’re not explicitly announcing to your current employer that you’re interested in pursuing other jobs.

That’s especially true since your boss and probably all levels of management also have their own LinkedIn profiles.

What’s more, it’s clearly the go-to site to check out potential hires, making it the first stop for 97% of recruiters and HR staffing professionals like me who are trying to fill a specific role.

The reason is doubly simple: We regard LinkedIn as our primary tool for sourcing candidates, and anything that puts you in our line of sight works to your advantage.

When you’re competing against a sea of applicants, that green “Open to Work” banner serves as a not-so-subtle flag that says, Hey, I’m ready for something new — now!

Let’s go through a list of important issues you’ll need to consider when designing your LinkedIn page, starting at the top.

Your headshot

It’s true that most recruiters can easily discern your gender, age, race, and just about everything else about you from your photo. That’s part of the process, so just accept it.

Why? Because as recruiters, we get very suspicious about a prospect who doesn’t post a photo or, even worse, opts to post a picture of their cat or dog or the big fish they caught.

What are you hiding?

These days, it’s ridiculously easy to take a professional-looking selfie or have a friend take your photo. No wedding photos or wild party pic or inappropriate attire. Look like a professional or look for a job somewhere else.

The headline

Hit recruiters with action words like “change agent” and “super connector” or “trusted troubleshooter.” Avoid “hard worker” and “rock star.” Don’t be shy, unless you are.

Feature section

This is where you showcase who you are and what you bring to the table. Focus on your skills and accomplishments. Include any awards you’ve won, successful presentations you’ve given, and media coverage you’ve received. Don’t be shy.

About you

This is where you sell yourself with your expertise and personality. Like any great writer, make the first few sentences tight and bright, then go from there.

Consider your LinkedIn profile as being just as important as your resume, perhaps more. Give it the same thought and oversight by using proper grammar and accurate spelling. No exceptions.

Don’t forget to post any awards or presentations you’ve made or podcasts you’ve hosted.

Show your sense of humor by posting a shot of you selling lemonade when you were a budding entrepreneur at 8 years old.

What others say about you

This is a great place to let others brag about you, with praise from previous employers, co-workers, and professors. Ask them to write a few sentences that are truthful and convincing.

Contact information

Make it as easy as possible for people to connect with you. I always suggest including a personal, non-business email address and your cell number. Depending on the urgency, some recruiters may want to call or text you right away.

Personally, I often use LinkedIn to research prospects I’m going to meet soon or have heard about and hope to meet.

If their page looks unprofessional or sloppy, I’ll readily turn down the invite. But if I’m impressed, I’ll go out of my way to meet them.

Who knows? That might be you.

Blair is co-founder of Manpower Staffing and can be reached at pblair@manpowersd.com.