LinkedIn can be a tool that helps advance your job search and/or career. It can help you connect with hiring managers, be found by recruiters, and keep in touch with your professional connections. Here are 12 things you can do that will help you build your network, connect with recruiters and hiring managers you don’t yet know, improve your online presence, and stay “top of mind” with people you know — and people you want to know.

Give yourself 30 days to do these things:

1. Update your LinkedIn Headline.

2. Check your LinkedIn privacy settings.

3. Add a header image to your LinkedIn profile.

4. Set up your personalized LinkedIn URL.

5. Connect with one of your references on LinkedIn (be sure to personalize your invitation).

6. Send a message to one of your existing contacts.

7. Reconnect with someone on LinkedIn and invite them to meet up with you “offline” (in person) or for a virtual catch up.

8. Send connection requests to two former coworkers.

9. Comment on a LinkedIn Publishing post written by a hiring manager or recruiter.

10. Join a LinkedIn Group (one for your industry, one for your alma mater, and/or one for jobseekers).

11. Ask someone for a LinkedIn Recommendation.

12. Use LinkedIn’s search function to find and connect with someone who went to your college/university that you didn’t know personally but who would be a good addition to your network.

At the end of the 30 days, review your progress. How many LinkedIn connections do you have now, compared to how many you had 30 days ago? How many hiring managers or recruiters are you connected to now? Has your involvement in LinkedIn Groups led to any new job leads?

Next, celebrate your success! By accomplishing these 12 actions, you have improved your LinkedIn profile and grown your network! You’ve proven that you can make LinkedIn an important component in your job search.

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Nancy Segal is a federal human resources training and job search expert. Following her own 30-year federal HR career (much of it at the senior level), she founded Solutions for the Workplace LLC in 2003 to provide an HR management perspective to both federal managers and astute applicants to U.S. government positions. Nancy has unmatched federal career management insight, high standards, and respect for people’s time, and her clients use this to their advantage.