It is a choice that families are able to make. Recruiters don't generally consider staying at home as a caregiver to be a "job".I'm just being honest, especially during this very high time of unemployment with millions of highly qualified candidates on the market. This feature advertises competing priorities from the get go, this signals that a potential employee has already assumed the primary role of "oh my gosh something happened I need to leave" or the "I need to able to leave no later than 4:15 every day to pick my child up from school". You are giving organizations/people a reason to screen you out.(You can certainly use this as your own screening "in" tool/litmus test when looking at companies). If you choose to share it, that opens up an avenue of discussion you may not want to and once open it cannot be shut down easily again. It is illegal in the US for employers to ask you about your marital status or family situation.But I'm going to give you some food for thought (and other actionable ideas.) Keep in mind this one very important concept: your resume and LinkedIn profile are tools to GET YOU THROUGH THE DOOR, talking to a real person. If you are looking to return to the workplace after a caregiver hiatus, using this new feature is certainly an option. I am explicitly discussing long-term absences from the workforce and NOT covid19 job losses.
I want to tackle the recent announcement LinkedIn made about a new "Jobs" option they are rolling out about being a stay at home Mom (or Dad, because I personally know at least 4 families with stay at home fathers, and let's also not discount parental caregivers).
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