With over 500 million users, Linkedin is an absolute goldmine for finding new talent. However, there are some tips you should always keep in mind when using Linkedin for talent searching, which is superb because serial entrepreneur, marketer and author, Deep Patel, has put together a list in Forbes of the do’s and don’ts for just that.

Employment gaps.

With regards to employment gaps, Patel comments: “If the candidate has bounced between different industries. In some instances, whatever they were doing could provide value to your firm, but it could also be an asterisk next to their level of commitment.”

‘Job hopping’.

When it comes to job hopping, Patel advises recruiters to look at how long candidates were at a firm. “With the long-term commitment, you’re going to need from them, you’re going to want to bring on somebody dedicated to both their position and the company for a long time.”

Fake profiles.

“It’s estimated that there are between 16.5 and 33.6 million fake LinkedIn accounts,” Patel notes. “Be careful that these folks could potentially be hackers or expose your feed to spam. Take the extra time to comb through the details of their profile, as well as searching the image to protect yourself.”

Profile lies.

Patel warns to be wary of the information on a person’s profile and recommends you “Take the time to review their timeline of work, as well as how their education and experience played out,” Patel notes. “Just because a company doesn’t exist anymore doesn’t necessarily mean it’s a lie, but do your diligence in checking in with other previous employees as well.”

Language and tone.

When it comes to grammar Patel states: “As their presentation to the professional world, a candidate’s LinkedIn should have little to no grammar mistakes in it.”

Mobile format.

“Approximately 40% of LinkedIn’s traffic is from mobile, which means recruiters are looking for folks on the go,” Patel explains. “With this in mind, candidates need to be mindful of not cluttering their pages with too much information or unnecessary work history. Doing so implies they didn’t consider a mobile approach, and these days, isn’t that something everyone should be mindful of?”