Attention, clarity, and professional communication in LinkedIn posts and resumes

A short video of a dog dancing to “Golden” works for one simple reason: it stops people mid-scroll. Not because it’s profound. Not because it’s informative. But it delivers something easy to process, slightly unexpected, and immediately clear.

In today’s professional landscape, especially on LinkedIn and in resume screening, that same dynamic determines whether a message is read or ignored. Attention is no longer earned through depth alone; it is earned through clarity, fluency, and structure. Research in cognitive psychology consistently shows that when information feels easy to process, people are more likely to engage with it, trust it, and remember it (Reber, Schwarz, & Winkielman, 2004).

This has major implications for how professionals write about themselves.

Attention Is a Cognitive Filter, Not a Moral Judgment

Most professionals assume that if their experience is strong enough, it will “speak for itself.”In reality, human attention works as a filtering system under cognitive load. When time, motivation, or mental energy is limited, people rely on shortcuts to decide what deserves focus (Kahneman, 2011).

This is exactly how recruiters scan resumes and how LinkedIn users consume content. Messages are not rejected because they are wrong, but because they are hard to digest quickly.

According to the Elaboration Likelihood Model, when motivation or ability to deeply process information is low, people rely on peripheral cues such as structure, readability, and perceived coherence rather than substance alone (Petty & Cacioppo, 1986).In other words: clarity becomes persuasion.

LinkedIn Writing and Resume Writing Follow the Same Logic

Although LinkedIn posts and resumes target different audiences, they operate under the same psychological constraints:

• Very limited attention span

• Rapid scanning instead of deep reading

• Immediate judgments about relevance and credibility

  
  

On LinkedIn, the reader asks: “Is this worth stopping for?”In a resume, the reader asks: “Is this person a solution to my problem?”

In both cases, people look for signals - clear indicators of value that reduce uncertainty (Spence, 1973). These signals are not created by buzzwords or volume, but by structured, fluent communication.

Research on employer branding and recruitment shows that clarity and consistency in self-presentation significantly affect perceived fit and competence (Cable & Turban, 2001; Lievens & Slaughter, 2016). Poorly structured information increases cognitive effort, often leading to rejection rather than evaluation.

Practical Insights: Writing That Lowers Cognitive Load (Without Oversimplifying)

1. Writing on LinkedIn: Design for scrolling, not reading

• Start with a tension point, not a conclusion. A clear contrast, misconception, or uncomfortable truth invites attention.

• One idea per paragraph. Short paragraphs reduce cognitive load and increase perceived fluency (Sweller, 1988).

• Use one concrete example instead of multiple abstract claims. Specificity increases credibility faster than general statements.

• End with a reflective question, not a generic call to action. Questions that invite personal experience outperform opinion-based prompts.

  
  

2. Writing a Resume: Assume a 10–15 second scan

• Headline clarity matters. A focused professional title is a strong signaling device.

• Lead with outcomes, not responsibilities. Action + result communicates value more efficiently than task lists.

• Align language with the role. Recruiters respond more positively when terminology matches the organizational context (Lievens & Slaughter, 2016).

• Reduce noise. Every additional line increases cognitive effort and decreases retention.

  
  

3. A simple quality check for both

If a sentence sounds unnatural when read out loud, it is likely too complex. Fluent language is not “less professional” - it is more usable.

Where Professional Support Makes the Difference

I work with professionals, leaders, and job seekers who already have strong experience—but struggle to translate it into messages that land. My work focuses on helping people clarify their professional narrative and turn it into practical outputs: LinkedIn content that feels human and authoritative, and resumes that communicate value quickly and credibly.

The goal is not to “perform” or over-brand, but to reduce friction between what you know about yourself and what others can grasp in seconds.

References

Cable, D. M., & Turban, D. B. (2001). Establishing the dimensions, sources, and value of job seekers’ employer knowledge during recruitment. Research in Personnel and Human Resources Management, 20, 115–163.

Kahneman, D. (2011). Thinking, fast and slow. Farrar, Straus and Giroux.

Lievens, F., & Slaughter, J. E. (2016). Employer image and employer branding: What we know and what we need to know. Annual Review of Organizational Psychology and Organizational Behavior, 3, 407–440.

Petty, R. E., & Cacioppo, J. T. (1986). Communication and persuasion: Central and peripheral routes to attitude change. Springer.

Reber, R., Schwarz, N., & Winkielman, P. (2004). Processing fluency and aesthetic pleasure: Is beauty in the perceiver’s processing experience? Personality and Social Psychology Review, 8(4), 364–382.

Spence, M. (1973). Job market signaling. The Quarterly Journal of Economics, 87(3), 355–374.

Sweller, J. (1988). Cognitive load during problem solving: Effects on learning. Cognitive Science, 12(2), 257–285.