I asked four hiring experts to weigh in on this topic.

Each of them is actively involved with helping job seekers and engaging in the hiring process on a daily basis.

Sarah Johnston is a former Recruiter, an Executive Job Search Strategist, the Founder of The Briefcase Coach and a Co-Founder of Job Search Journey (an online marketplace for career search resources).
Dan Roth is a Technical Recruiter for the world's most valuable brand, a Recruiting Consultant and the creator of an innovative 3,300+ member LinkedIn group that connects job seekers and hiring authorities on a weekly basis.
Eddianna Rosen is a Technical Recruiter for a Big Five technology company, a DEI champion and a former HR Manager and Recruiter across industries, including Financial Services, Communications and Marketing.
Liz Capants is an Executive Headhunter and the Founder and President of EBC Associates, a global executive search and recruitment firm that has been sourcing and placing top talent for more than 15 years.

I found their insights to be on-target with the feedback I'm currently receiving from clients, colleagues and hiring authorities. I trust that you will find their expert perspectives helpful in this discussion.

Should job seekers be using the Open to Work features on LinkedIn?

LinkedIn states that more than 10 million users have employed the Open to Work (OTW) tools rolled out in 2020. If this many people are announcing their availability, it must be a good idea to do so, right? Not necessarily.

All four of the experts agreed that the decision to use these tools should be made on a case-by-case basis and that there are many factors to consider.

"In my experience, companies do not look more or less favorably upon job seekers with [the OTW frame]. When I was in job search mode, I personally chose to use it...the people that reached out... were often [pitching] low paying and random [jobs]… On the positive, I did feel my colleagues and the general public [were] more open to helping [because of it]." - Dan Roth

Just as Dan demonstrates, it's a good idea to weigh the benefits and risks of using these tools initially, and also to reevaluate throughout your search. Here are a few points to consider.

Pros:

When using the photo frame, it quickly becomes apparent to everyone in your network that you are seeking work, which may prompt your connections to help and share opportunities.
According to LinkedIn, those who used the OTW frame received about 40% more InMails from recruiters. - LinkedIn Blog
LinkedIn data also suggests that turning on the OTW search feature increases the likelihood of getting a Recruiter message by 2x. - LinkedIn Blog

"I think it is a good idea to use the hashtag and photo frame... to help brand and market yourself. With the gig economy and the way the world of work is trending, it's imperative for all of us to share our story and expertise through our brand. We should be branding and marketing ourselves all the time!"

- Liz Capants

Cons:

Our experts (and many other hiring authorities) tend to assume someone using the photo frame is either currently unemployed or self-employed. There can be latent disadvantages to having this be the FIRST thing a potential employer learns about you.
Using the OTW photo banner could make you seem too available or too desperate. - Monster
There are no guarantees that other parties (whom you don't want to know about your job search) won't see your OTW status, even when limiting this information to "recruiters only". - Forbes
Your receipt of spam messages may increase:

"... Whether used or not, recruiter[s] will still find your profile and contact you, given your profile is optimize[d] to... pop up in searches.

I use keywords, related titles, current company... and who is following the company page [in searches]."

- Eddianna Rosen

Since the OTW photo frame may lead employers to assume that you are unemployed, it's important to evaluate your level of risk for unemployment bias.

Does unemployment bias still exist?

Unfortunately, there is a strong body of research and data that demonstrate unemployment bias is still at-play. This includes:

The 2011 EEOC Commission's Public Meeting on the topic.
Several UCLA studies that confirmed: 1) unemployment stigma exists and 2) hiring bias against the unemployed exists.
The 2017 Bureau of Labor Surveys that showed that unemployed job seekers searched 7x harder than the employed and only generated 2x the number of offers, demonstrating that searching while unemployed is less effective.
Data produced by Indeed in 2021 (late into the pandemic) showed that 77% of job seekers and 83% of employers feel it was easier to get a job when you have a job, 70% of people in hiring roles believe unemployment can mean a candidate will be less productive and 64% of job seekers think unemployment can suggest their skills are out of date.
My own LinkedIn poll received 1,800+ responses and 66% of participants said they had experienced unemployment bias in the past year. 54% said they had experienced it multiple times in the past year.

The group of experts also agreed that unemployment bias still exists, although had varied opinions about how frequently this may be an issue in a job search.

"People are generally understanding these days when they see a short employment gap... over 20 million people lost their jobs as a result of the pandemic. I think where you see a real bias is in long-term unemployment. People expect a job search to take 3 to 6 months, but when it takes a year or more, there is often a stigma. Which is unfortunate and unfair."

- Sarah Johnston

Why does unemployment bias exist?

At the heart of unemployment bias are assumptions that have been made by hiring managers, Recruiters and even the general public for decades. These include:

There could be skill decay from being out of work for a period of time. - European Economic Review
"Rational herding" (if others have interviewed the person and not hired them, there must be an issue.) - Science Direct
Negative characteristics or an attitude led to the person's termination. - Annual Review of Psychology
The unemployed candidate is less productive and will require more training or support. - Indeed
There is less offer competition and a bigger pool of passive candidates (the 70% of working professionals who are not currently seeking a new role) than active candidates (the 30% who are currently applying for positions). - Finance Online
Passive candidates are more likely to make an impact than active candidates. - LinkedIn

How do we stop unemployment bias?

Hugo Britt, a Content Writer and Co-Founder of discontent wrote a compelling blog post for Accurate that provided the following notions to end unemployment bias: raise awareness, be empathetic towards unemployed candidates, listen to candidates and re-evaluate job descriptions and job requirements. My recommendations are similar:

1. Challenge Status Quo & Educate

Many high profile Recruiters and LinkedIn influencers have been using their platforms to normalize unemployment, which is a great start to shifting public perceptions.
As Hugo suggests, organizations should include unemployment bias within their unconscious bias training programs. He further states that "Recruiters and hiring managers, in particular, must be encouraged to challenge the stigma surrounding unemployment and be instructed not to filter out candidates based on their employment status."

Hiring teams can respectfully challenge biased thinking with data and facts, such as:

"Active candidates are often more mentally ready to tackle a new challenge. They've had time to process a transition and are looking for change." - Sarah Johnston

"[Active candidates] are more engaged in the process." - Liz Capants

"[Active candidates] are more likely to be open minded about coaching during the process." - Eddianna Rosen

2. Empathy

By recognizing the psychological impacts of unemployment, we can offer greater empathy and understanding for those who have been out of the workforce. Hugo speaks to the additional stress that unemployed candidates are facing, including financial insecurity, uncertainty about their future and reduced confidence. When considering this pressure and stress, a sign of insecurity or desperation does not need to be a red flag.

"Job seekers often feel that when an employer turns them down or shows bias that is a reflection on them. The truth is, if you run into this situation, do not get down on yourself. You would not want to work for a company that shows a lack of empathy and understanding when it comes to what people go through in life. A good company will look for reasons TO hire you instead of reasons NOT to."

- Dan Roth

How can I avoid unemployment bias in my job search?

Whether considering unemployment bias or not, you should always lead with the value that you can provide an employer (rather than your employment status or any other unrelated details). Here are a few additional strategies that can help:

Providing a reason for losing your job (that is not your fault) can lessen unemployment bias. - UCLA
Explanations for gaps can help avoid negative assumptions. - Forbes
Demonstrating a growth mindset by sharing what you've learned from the experience.
Sharing how you've maintained or grown your skills during the period of unemployment (through professional development courses, webinars or certification programs). - Forbes
Showcasing ways that you grew your network throughout this time (e.g., joined industry or field associations, reconnected with former colleagues, started a membership in networking groups). - Dr John Sullivan
Leveraging time off to give back to your community (e.g., volunteering, joining community organizations or offering pro bono consultations). Who knows who you might meet (and what opportunities could arise) while doing so and many companies seek candidates who volunteer.
Developing compelling job search tools (e.g., resume, LinkedIn profile, cover letters) that differentiate you from other candidates and increase your chances of pulling up in Recruiter searches.

"There are many skills acquired through volunteering, as well as parenting, that are highly transferrable. Examples include: time management, organizational skills, problem solving, research and communication."

- Liz Capants

"Job seekers need to control their messaging. They have to position themselves as the best person for the job. Unemployed job seekers often hesitate to spend money on headshots or a professional resume because they are watching their budgets... Sometimes you have to spend money to make money."

- Sarah Johnston

While unemployment bias has not disappeared, there are ways to avoid discrimination and position yourself optimally while unemployed. There are many voices raising awareness about unemployment stigma (hopefully yours will be one of them now) and the pandemic has made many aware that even exceptional employees can be laid off. We are seeing strong growth in the use of LinkedIn's OTW features and also understand that these tools aren't the right solution for every job seeker.