June 24, 2026 • 30 mins
LinkedIn Economist Kory Kantenga Shares Job Market Advice, Career Tips & How To Get Ahead + More
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Speaker 1 (00:04):
What's up his way up at Angela Ye, And this
is exciting because we have Corey Kantega here. He is
the head of Economics Americas at LinkedIn. Thank you for
joining us today.
Speaker 2 (00:14):
Thanks for having me.
Speaker 3 (00:15):
LinkedIn is such a valuable too for me.
Speaker 1 (00:17):
So I'm excited to have you here because you're an
expert on letting us know exactly what's going on. We
see a lot of numbers, a lot of statistics in
the news, and some of it can feel really alarming
to us, right, so I'm glad to have you here
to sit down and kind of break things down as
far as what's going on with employment, also with AI
with unemployment here in the United States.
Speaker 2 (00:37):
Sounds good. It's meant to be alarming because that's what
generates the clicks. But at the end of the day,
you have to come back to what's real, what's actually happening,
and how does that align up with people's experiences.
Speaker 3 (00:48):
Is this a really unique time?
Speaker 1 (00:51):
I know we say this about a lot of different things,
but I mean we've had unprecedented things happening when it
comes to tariffs, when it comes to a positioning globally,
what would you say about the time period that we're in.
Speaker 2 (01:05):
It's not just in the last year or so, the
last six years. We are all living in dog years
in a way. So we had the global pandemic, we
saw things just shut down, unemployment shot up, a lot
of people lost their jobs, and then suddenly things came
roaring back, and we had really few strong years for
job seekers or really few strongers in the job market.
People had so many opportunities and sometimes they wouldn't show
(01:28):
up on the first day of a job they took,
or they quit after the first six months and took
something else total to do. And now now we're living
in the opposite. We're in the upside down where it
is much more challenging. We see hiring down twenty percent
compared to prior to the pandemic. On LinkedIn, things are
running much slower. It's much more advantageous for employers. We
(01:49):
had a big surge in remote work that's pulled back significantly.
Speaker 3 (01:52):
Everyone's like, you got to come into office.
Speaker 2 (01:54):
So it's whiplash. Everyone has whiplash, and young people are
getting a lot of the brunt of it today too.
Speaker 1 (02:00):
Another thing that's been affecting us is AI and people
are so concerned about that now your team sent over
send numbers to me about black professionals and artificial intelligence.
One of these is that nearly half forty seven percent
of black professionals say their company expects them to use
AI in their day to day work, which means that
(02:22):
that's something that we have to make sure that we're
not scared of.
Speaker 2 (02:25):
We have to be on top of that because AI
can either be something that happens to you or it
can be something that happens for you. And at the moment,
we want to be in that ladder position, we want
it to be something that happens for us to provide
those opportunities to move up the ladder, to move into
different roles. So, for example, right now, a lot of
the jobs in the economy being added, they're coming in healthcare. Right,
(02:46):
Black folks, we disproportionately work in healthcare. Black women, especially
work in healthcare. And you think, well, there's all this
AI stuff going on. I'm working at healthcare, I'm a
nurse's aide or I'm a home health aid. I don't
need to worry about that. What's the got to do
with me? That's what you ask yourself. But down the road,
if you want to move up if you want to
go from being a CNA to being an RN. At
some point, when they're taking the notes with patients, when
(03:08):
they're assessing what they need to do, they're going to
be interacting with AI. So it's getting used to that
so that when that opportunity comes along, when you are
ready to upskill and move up that ladder, that you're ready.
You're prepared. You have interacted with it, you know how
to you know how to use it, you know how
to engage with it, and you know what's coming out
of it. Because that's really the key around AI. It's
not just oh yes, I can use it. I can
(03:30):
run something, I can chat GPT this or copilot that.
Speaker 3 (03:32):
I can make a flyer.
Speaker 2 (03:33):
I can make a flyer. But it's what coming out
of this Even work doesn't even makes sense.
Speaker 3 (03:38):
How do we prepare for that.
Speaker 2 (03:40):
We have to use it, we have to try it,
We have to start somewhere just even just getting into it.
Try doing simple things, things that are maybe even low
stakes for you. So, like you said, a flyer, you know,
I'm going to do an event. I'm going to try
and see how can I actually generate flyers. You'll see
like some of the stuff's come out, it's gonna be crap. Yeah,
we can tell, let's see trash.
Speaker 1 (04:00):
And I've just had somebody send an email like I
can tell you used to another person.
Speaker 3 (04:04):
I'm on the thread.
Speaker 1 (04:05):
It's like I can tell this was a chat GPT.
So I was like, ooh, you know, somebody got called out.
Speaker 2 (04:11):
There is nothing more embarrassing today. There's nothing more embarrassing
than someone telling you that I think this was written
by AI, or I think this was AI. This wasn't
even a real person. There's nothing more a worse read
in today's labor market.
Speaker 3 (04:25):
You didn't even take the quotes off.
Speaker 2 (04:29):
You know.
Speaker 1 (04:29):
Up here, iHeart they do guaranteed human when it comes
to on air personalities, and I do feel like there
are certain spaces that I need a human type of interaction,
Like it's so hard you're screaming in your phone, like representative.
Speaker 2 (04:45):
Oh, I don't don't even bother with the just represented
is the first thing I say.
Speaker 3 (04:49):
Sometimes it works and sometimes it doesn't.
Speaker 4 (04:51):
You know.
Speaker 1 (04:52):
Another story that's been making headlines is black women in
the workforce and black women getting pushed out of the
workforce and losing jobs, losing on losing employment at almost
fifty percent, more than any other race of women, even
though we make up fourteen percent. So what can what
do you see? Like, why is it happening? What's the
(05:13):
trend with that?
Speaker 2 (05:15):
The reality is that really shouldn't be a lot of
Black women do work in healthcare, and healthcare is the
only sector adding jobs, So why aren't we benefiting? That's
the question, And it's where those jobs are being added.
A lot of them are being added in doctor's offices,
and that's not where we typically find ourselves working. Or
we're working in healthcare, it's usually skilled nursing facilities, home
(05:35):
health aids. It's on that end of the spectrum. So
we're not getting the benefit of those jobs being added.
So we've either got to upscale ourselves and move where
those jobs are, or figure out what opportunities there are
in other industries where we can actually take advantage of
where there is momentum labor market, there isn't a lot,
that's the reality. Okay, hiring is slow, it's difficult to
(05:57):
find a job. It's very challenging. We see where force
confidence as low as it has ever been on LinkedIn,
so people feel it and it is real. It's very
much real. So the question is how do you strategize
and navigate. So there's a couple of things you can do. First,
do your homework. Where can you find those opportunities? We
know healthcare is doing a lot of hiring. If you're
in healthcare and you're not finding those opportunities, it's clearly
(06:20):
not where you are. So you need to figure out
where it is. If it's in the doctor's offices where
they hiring for medical assistance, So how do I get
trained up? How do I get those roles? And so
there's going to be opportunity there. So it's doing your
homework knowing where to look. Second, what are employers looking for.
They are increasingly looking for people who are AI literate
(06:40):
because they themselves don't fully know what they want to.
Speaker 3 (06:43):
Do what they are somebody to come in and teach
us this.
Speaker 2 (06:45):
Yeah, half of folks are saying, my company wants me
to use AI. But when we look at the numbers,
a lot of companies they either aren't using AI or
they actually don't know how to use AI.
Speaker 3 (06:54):
Yeah, we still have a long road to go.
Speaker 2 (06:55):
We have a long road to go, which is good
news for us because that means we have a chance
to get on top of this. We don't have to
fall behind. And a lot of times, like I said,
technology can happen to you or it can happen for you.
This is one where we've got a lot of information.
There's just an a ton of ways of which we
can communicate and share information that we did not have
twenty years ago, fifty years ago that we have today,
(07:18):
so we can get on top of this. So it's
knowing what employers are looking for. They're increasingly looking for
people or AI literate, and that is not just oh
I can use AI, can use tragbt. No, you know
what you need to put into it and you can
read what's coming out of it and tell people this
is crap, this is nonsense, This doesn't make sense. You've
got to be that human judgment bringing together that effectiveness
(07:40):
of using the machine with your human expertise and developing
expertise if you don't have it today, knowing what's where
do you have an advantage in terms of the expertise
that you have, what is the value that you can
bring to the table, and then having that as a
skill set and then being able to communicate that to
folks who want to hire you.
Speaker 3 (07:58):
Other than healthcare, what other areas do you see growth in.
Speaker 2 (08:02):
There's tons of growth in AI. Of course.
Speaker 4 (08:04):
If you can build and maintain AI tools, if you like,
if you like the little technically, if you like logistical regressions,
there is a job for you.
Speaker 2 (08:15):
You just have to go out and get it. So
there's tons of momentum on that side. Generative AI. There's
increasingly opportunities around what it's called data annotators. So these
are people who are domain experts. So you say, well,
I work as paralegal. I know various legal terms, I
know how to find cases, I know how to evaluate
whether the things that were coming out are legit or not.
(08:37):
And so what you're doing is helping train AI and
those and those kinds of circumstances. And we've seen about
three hundred thousand of those jobs added over the last
few years. So there's a lot of opportunities there. And
that's kind of helping train them all. And you think, well,
once I trained them, alle they gonna fire me. That's true, yeah,
but that's not the case because you know, it turns
out these models degrade very rapidly over time, and if
(08:59):
they do not getting new content and new information. So
that human element is going to be essential, if you know,
the companies claim that these things are going to do
with they For these things to be able to do
what these companies claim they're going to do, they're going
to keep needing human input and human content.
Speaker 1 (09:17):
I want to also talk about other fields like journalism.
You know right now that's been under attack as we
can see, and there's been mergers, there's been a lot
of people getting laid off.
Speaker 3 (09:27):
Then they can't find jobs.
Speaker 1 (09:29):
That is something even amongst my peers, I've been seeing
them having a lot of difficulty coming from a field
like that and then trying to get in the workforce.
You know, freelancing is tough also when those budget cuts
are being made, those freelancers are sometimes the first to go.
But it also is something that is just so necessary.
What do you see when it comes to that field.
Speaker 2 (09:51):
That is an area where we definitely see things running slower. So,
like I said, compared to part of the pandemics twenty
percent slower, overall media is about forty percent slower. Wow,
it's twice As they're running up against long run trends
that we've seen. Technology has really changed the focus of
media quite significantly, and so you have to ask yourself,
(10:13):
well I really wanted to go into print journalism or
one to go into broadcast journalism. Is that the future
of journalism? Maybe? Maybe not? Or the way you're gonna
do is gonna have to be different. So moving into
things like what are those emerging media that's likely to
have pick up? How am I going to actually build
my own audience? So if I'm a freelancer journalist, I'm
(10:35):
not just trying to get a job at the big shops,
but I need to build my own audience. Because if
I can build my own audience, someone's going to see
that and they're going to want to bring that audience
on with them. So that's really part of it is
that entrepreneurial aspect of journalism. Now you need resources to
do anything. Let's let's not pretend like you do not
need capital to get started. But the question is, well,
(10:58):
are there other tools like can these AI tools help
me out? May I'm not going to use them do
my journalism, but can they do my budget? Can they
profree my schedule? Can they proof free? Can they copy edit?
Speaker 1 (11:09):
So?
Speaker 2 (11:09):
Where can you use? What's the tools that are available
now to start to sort of to build yourself as
a journalist. Don't wait on somebody to hire, you hire yourself.
Speaker 1 (11:19):
You know another thing that I feel like the younger generation,
you know, graduating from college. It used to be like
go to school, graduate, get a job.
Speaker 3 (11:27):
And it's not.
Speaker 2 (11:28):
That was the promise.
Speaker 1 (11:28):
Yeah, yeah, that was the promise. And it's certainly shifted.
What's that shift that you see when it comes to
these students who are graduating from school and everybody I
feel like also does want to be an influencer or yeah,
or see somebody online doing something and figuring out, well,
how can I just do some content and make some money?
Speaker 2 (11:48):
Young folks are They're the generation that has done more freelancing,
more content creation than any other we see on LinkedIn.
So they are versed in it, they have experience with it.
They've had access to the technology. I can tell you
that when I was graduating from college, I barely have
Facebook and I didn't want face. I didn't want people
(12:08):
posting pictures of me and I don't want to tag
them pictures of me and my mama see that. So
it was a different times. So they have access to
all these things now that we didn't have then, and
so they're able to take advantage of that. But the
reality is, if you were trying to follow that traditional pathway,
it's it's a rough time. And and everyone say, oh,
(12:29):
it's AI, it's all AI. It's taking the jobs. It's
not AI. Some of it is certain jobs probably are
like a copywriter or a technical writer. But a lot
of it is just the circumstances in the economy. We
had a rapid rise in interest rates. When interest rates
go up, we want to save money. We don't want
to spend that slose things down. We had inflation squeezing
our income, squeezing what we can spend. And then we
(12:50):
have all this uncertainty with changes in our trade policy.
We've had geopolitical conflict around the globe, spike and energy
prices gases in New York. So I don't even know
what y'all guys prices. But I was in Florida recently.
We get our train. It's four dollars. Now, four dollars
is a lot. I mean, in California, four dollars is
a deal. It's a steal.
Speaker 3 (13:09):
You know.
Speaker 2 (13:09):
You see people lined up for miles in California for
four dollars, but in Florida four dollars, it's a lot.
So we've done, we've dealt with a lot of these
shocks on the broad macroeconomic side, and that has slowed
hiring down. And where is it easier to slow hiring
down young people? They don't have as much experience, they
don't have as much knowledge about the company or about
their particular role. They're easy to hire and easy to fire.
(13:31):
So when things slow down in the broader economy, it's
young people who always suffer the most. And that's a
lot of what we're seeing right now.
Speaker 1 (13:38):
I do feel like the opportunity though, where everybody's always
telling me they're looking for somebody to help them with
their content, because people are always in every business trying
to figure out, well, how can we make sure that
we're online, or how can we make sure that we're engaging,
And so I do feel like for the younger generation,
that space of being able to know how to turn
(13:58):
that out for companies is has been valuable for them.
Speaker 2 (14:01):
That's the future of marketing.
Speaker 3 (14:03):
It is not not necessarily advertising, it's nothing.
Speaker 2 (14:06):
But marketing in general. How do you find people, how
do you find your audience? How do you meet them
where they are? How do you find the things that
they're interested in and plug that into what you're doing
to assist them in their life.
Speaker 1 (14:17):
Yeah, and you know, one of the things I'm even
seeing now with entrepreneurs and owning businesses, people are saying,
you have to create these like many series and a
lot of places are doing that. If it's a restaurant,
if it's a store, they're trying to create like these
mini series online to get people to feel connected to
(14:37):
what they have going on.
Speaker 2 (14:39):
Well, you're not gonna be able to do that with
a ah, that's for sure. You're going to be a
person you need because you're trying to get you're trying
to get people to connect. You're trying to put it.
For a lot of companies. The sentiment broadly that we
have right now among a lot of the workforce that
people are frustrated the share of income that's going to labor,
to us folks who are working being the pavement day
to day, it's going down the share of income that's
(15:01):
going to people who own capital, the owners of these
big infrastructure projects of AI they're accumulating more.
Speaker 3 (15:09):
So you might have our first chillionaire coming up soon.
Speaker 2 (15:12):
So people are getting people are you know, their sentiment
around businesses is not the most positive right now, and
it's understandable. So businesses have to find a way to reconnect,
to reconnect with folks, and how do you do that?
You need to show the human side of what you're
actually doing. How are you serving your community, How are
you providing a good or a service that people need
(15:35):
that is helping them, that is helping improve their quality
of life. You have to show that, not tell, you
have to show.
Speaker 3 (15:40):
I agree with that.
Speaker 1 (15:41):
I always say to businesses, we all have a lot
of options of who we want to work with, and
a lot of times we're going to make that choice
based off of what do they represent in our community
and have they showed up for us? Because with DEI
under attack the way it has been, you know, do
you see that as something that is so affecting the workplace?
Speaker 2 (16:03):
I think right now workers don't have the leverage. That's
the reality. So in that sense, you know, a lot
of these changes, we're all just scrambling trying to navigate them.
But people don't forget. They don't forget how you made
them feel, and they don't forget how you treated them,
especially when things weren't going well. Right, that's how people
benchmark you. How did you treat me on my worst day,
(16:23):
Not how you treated me on a good day. How
did you treat me on my worst day? That's what
people are going to remember. And that doesn't just apply
to businesses. That implies to employers as well. So a
lot of a lot of focus a few years ago
was on and we talk a lot about employee we'd
hear a lot about employer branding, employee experience. You don't
hear about that as much as right at all, if
at all, But we will remember. Everyone's going to remember
(16:47):
how certain employers behaved and how they treated their employees. Yes,
you know, in America, we tend to have short memories.
We tend to forget stuff, and then we repeat the
same mistakes over and over again. We do that, Yeah,
we do, we do. But that's okay. But I think
a lot of folks will they will remember this period
when it was really tough in the labor market. Who
were the employers who stood up for them, who supported
their community, who provided opportunities, who provided pathways, and who
(17:12):
were the employers that say you know, we're never going
to hire a young worker over again, right, They're going
to remember that.
Speaker 3 (17:16):
No, you're right about that.
Speaker 1 (17:18):
And I want to do like a little pop culture
moment with you right now if you don't mind.
Speaker 3 (17:22):
Pop culture all right, I don't know if you watch Love.
Speaker 2 (17:24):
Island, I'm the only person who doesn't.
Speaker 1 (17:26):
Okay, Well, you don't need to botch because this person
didn't make it onto this season because before the first
episode aired, they pulled up an old post of hers
from when she was a teenager and she used the
N word. Oh yes, and so she has since, you know,
posted an apology and you know, regrets that she did
that and taking accountability. But that is something that everyone
has to think about when it comes to employment. What
(17:48):
have you posted in the past, and be really cautious
about what you post online? Right, And so what would
you say to a young person who's like, ooh, I
have in the past. I may have deleted it, but
you know, those things still show up. What would you
say to a young person who's like, I was really
stupid and irresponsible when I was younger, but I hope
that an employer doesn't see that.
Speaker 2 (18:08):
What's your professional persona what's your professional profile. That's what matters.
How do you build that? So LinkedIn is the obvious
place where you want to build that. So how are
you presenting yourself out to the world. If you're presenting
yourself out to the world, if you are telling us
what your skills are, if you're telling us what your
capable of, what your projects are, what your successes are,
what your interests are, all that other stuff. You know,
(18:31):
that other stuff is, it's gonna be noise right What
you want is to communicate those clear signals of where
you are bringing value to a potential employer. And of
course some employers are gonna say no, no, we don't
want that, and they're gonna they're gonna shift around during
the time. Sometimes times are good and they're like, you
know what, we don't care about that. And sometimes times
are like, oh, we can't be we can't be anywhere
near it. That's gonna shift over time. So you can't
(18:53):
control that. Don't focus on that. Just focus on showing
up as your best self professionally right now today. That
is the only thing within your power to control some
you know, like I said, sometimes we're going to be
we're going to care about d I we're going to
focus on DEI at the national level, at the state level,
and sometimes we're not. These things have been flow. I've
been around long enough to see that, right, I'm still young,
(19:15):
but are but around long love lot to see that.
But you can only control what you what you are
putting out there. So focus on that profile, that professional persona.
If you were adding value, if you are, if you're undeniable,
if you were an undeniable talent, nobody's going to go
back and be like, oh, you said this thing where
(19:35):
you were fourteen, I don't want.
Speaker 1 (19:36):
You, you know, when you think about LinkedIn, because there's
so I mean, everyone's on LinkedIn, right, I'm on there,
and I have definitely managed to make some great connections
on LinkedIn. How does a person stand out in your
opinion when they're like, okay, you know, I know a
lot of people who have been laid off recently and
it's always a concern. So people want to make sure
(19:58):
that everything is up to date on their profile. But so,
how do you stand out when there's so many people
right now and it doesn't feel like there's that many
opportunities available.
Speaker 2 (20:07):
Don't engage on LinkedIn just that day you got laid
off and do that one.
Speaker 3 (20:11):
Post I'm back.
Speaker 2 (20:14):
I mean those get great, they get very high engagement.
Speaker 3 (20:17):
They do like I never thought this what happened to me?
Speaker 2 (20:20):
Yeah, of course, we have about two million layouts every
month in this country. This can happen to anybody with
that many. Okay, so you always have to stay ready
because if you stay ready, you don't have to get ready.
So that's the key. If you're going to use a professional,
a professional persona professional profile in order to help you
advance your career and support yourself, you got to keep
up with it. You got a list of skills that
(20:42):
you have. Don't let it be outdated. You know, you're
telling us you're using some software program like for Tran.
I use four Tran for my dissertation. Don't judge me
the technical people out there, but like, don't tell me
you're using Fortran and everybody to stay using Julia or whatever. Yeah,
tell me what you're using today, tell me what you
have the skills to do. That's key. Making sure that
(21:03):
you when you have an accomplishment, it's clear on your
profile what your accomplishment is. Don't just log on only
talk about accomplishments. But that is critical as well, being
able to have receipts for what you have done and
then engage with those companies you're interested in. Engage with
those people you want that you see and you say,
I want to be like you. I want to be
you when I grow up professionally, this is what I'm
(21:25):
trying to do, and connect with them. See if you
can have a conversation with them, See if you can
get something going there, Offer your services for opportunities that
may come up. Engage with like I say, engage with
the companies you're interested in. So you got to use
that profile to keep your career moving, to keep momentum.
A lot of people today they feel stuck. Yeah, they
(21:46):
feel like I can't go anywhere. But just because you
are not employed to date does not mean that your
career cannot move, that you cannot find a way to
make progress and keep building your professional persona, because that's
what ultimately what folks are going to see. Yeah, they're
going to see that part of you that you've built it,
that you were engaging. You were engaging with these companies,
you were doing these projects, You did this thing and
(22:06):
that thing, and you have these skills and that skills
and these language abilities, and I see all this stuff,
and you know, I was looking for somebody just like that.
And so one of the things we've been doing is
using AI to actually help you find a job better.
So we do this thing called aipowered job search, meaning
that instead of looking for a particular job title or
a particular role, you just type into the search bar
(22:27):
what you're looking for, and then we match you up
with different jobs and they may be jobs that you
hadn't thought of, right, So it's not just oh yeah,
I really want this project manager lead to job. It's like,
I want to do something that has project management, that's
got media, that's got you know, AI, but I also
really want it to be very human focused. You plug
(22:49):
all those words in and then that will help surface
new opportunities to you. So that's something that we're doing.
Speaker 1 (22:54):
Maybe something you didn't even think think of was an
opportunity and you're like, that actually incorporates the things I'm
interested in.
Speaker 2 (23:00):
That's the key. And that's why it's so important to
list the skills you have, because you may not know
what your skills apply to. And that's something we're trying
to do is take those skills that you've listed, figure
out where they overlap with other opportunities, and then surface
those opportunities that may not even be in the same industry,
Like you're working in healthcare, but you've got a great
skill profile to go and work in bio manufacturing. And
(23:20):
there are lotstually tons of roles because everybody's biosimpics.
Speaker 1 (23:23):
Now, what do you say to a person who is
at a place where layoffs are happening? And sometimes companies
want you to feel lucky to have a job, but
you also feel like it's time to negotiate, you know,
and make more money because you know you deserve it.
Speaker 3 (23:39):
But at the same time you see these cutbacks.
Speaker 2 (23:43):
You always have to bet on yourself if you are
bringing value, and you can demonstrate that clearly, and you
can make a case. You make your case. You may
not be in the driver's seat to decide whether you
should be paid more or not, but if you are
worth something, demand it. Don't just sit back and say, well,
I don't want to you know, I don't want to
rock the boat, or you know, what is there's a
(24:03):
bunch of English analogies English second language. What is it
when you when you want something the person who I
don't know. I'm trying to think of one game of taboo,
like what is it? Something my mom might have even said,
like when you want something, you have to ask for
it otherwise you won't get it.
Speaker 3 (24:23):
Okay, hungry mouse?
Speaker 2 (24:25):
Is it hungry? What is it? Hungry mouse? Something about
hungry mouse?
Speaker 3 (24:29):
Okay, closed mouse, don't get fat, closed mouse.
Speaker 2 (24:31):
Don't get fed. Thank you, I will never forget. Okay,
there you go. So you you have to speak up
about what you want. That that is always critical. At
the same time, you also have to understand what the
market looks like, because you know you go. If you
go into negotiation and say, well, if I don't get
this thing, I'm gonna quit, you're offering an ultimadium. You've
(24:51):
already started out. It is on a very aggressive footing,
and if you don't have an outside option to move
out to find something else or have an alternative, then
you might find yourself not in a strong negotiating position. Right,
So you don't start the negotiation with an ultimatum, right,
Never do that.
Speaker 3 (25:08):
That doesn't work in relationships or in the workplace.
Speaker 2 (25:11):
Definitely not. And the workplace is a relationship. It's a
professional relationship. It's a different kind of relationship, but we
still do. We do matching, We do you know, we
do like the equivalent of speed dating with interviews. We
do long term relationships, we do short term relationships.
Speaker 3 (25:27):
It's you we have affairs.
Speaker 2 (25:29):
Yeh there, Well, people keep talking about that one. You
will hold it? What business they were like? You were
holding out? How many jobs working remote?
Speaker 3 (25:40):
That's hilarious.
Speaker 1 (25:41):
Well, I just want to make sure that we leave
people though, with some hope because I know reading these
headlines can fail daunting. It can make you nervous, It
can make you feel like if you're not employed right now,
it can make you feel like everyone's looking for a job,
how am I ever going to get one? Or you
may feel stuck in a space where you don't necessarily
want to be, but you.
Speaker 3 (26:00):
Have bills to pay. So what type of hope would
you offer to people right now?
Speaker 2 (26:05):
So I'm going to give you just say what's the
advice and then what's the hope? Okay, the advice side,
be flexible. Sometimes you have an idea of what you
want to do and you may not be able to
get there right now. So maybe there's a stepping stone
because the steps you take. They really don't have to
be big, but they need to take you in the
right direction. So focus on that. So maybe there's this
(26:27):
transitional job or transitional role, and don't be close minded
about that. Maybe you can turn that into something else.
So you're working, you know your job, your goal is
to get a job, as you know, a production media manager.
Maybe there's like some side production gig or like some
some side play or show where you can get a
gig help you build some skills and then you have
(26:48):
to have that other day job to pay those bills.
But you're kind of building up those skills.
Speaker 3 (26:53):
You got to take some steps.
Speaker 2 (26:54):
You have to take some steps. So you have to
be flexible about what you can do today, especially in
today's market where there's only one sector that's adding jobs.
Everywhere else is either slowing or not moving very much,
and you can always think about what can I really
do differently say well, you know what, I think I
will just get into AI. I want to do that.
Speaker 1 (27:15):
And everybody should be trying to at least familiarize themselves.
Speaker 2 (27:19):
Familiarize yourselves a little bit with that and see like,
are there are there opportunities.
Speaker 3 (27:25):
And clud to there's lots of stuff.
Speaker 2 (27:28):
There's lots of stuff out there, but that's kind of
the advice. I like, be flexible, be willing to try
different things. Always do that. And then in terms of
the hope side, well, right now we're in a moment
where employers have a lot of leverage that will not
last forever. The reason that won't last forever is because
we have basically slowed labor force growth to almost nothing.
(27:52):
We are not adding people to labor force. There by
some estimates eight people retiring every minute, So the labor
force over time is going to start to shrink and
some of that leverage is going to come back to workers.
So setting yourself up for success today is really important.
Maybe that's the five year, ten year plan. But this
this feeling like employers have all the leverage, they have
(28:14):
all the control. I can't do anything that that time
is not on their side, right, So keep that in mind,
that time is not on their side, and they know
the smart ones know this. Not all of them do,
but the smart ones know this. You know, the bad
ones will just keep treating people how they're treating people,
but the smart ones know this. So just just keep
setting yourself up, keep building on that front. You have
to do that and don't and don't let yourself be
(28:37):
confined by how people have told you you have to
build a career and how you have to build a
living for yourself. There are so many things that I
would have never thought myself to do when I was young,
Like I wouldn't go on the camera and be trying
to get add money and like no, U huh no,
that's again in trouble. But you know you have people
(28:58):
doing very well for themselves.
Speaker 3 (29:00):
Yeah.
Speaker 2 (29:00):
And one thing I think we just we just always
have to keep in mind is we are a community
of resilience. I don't even think we really know how
resilient we are, right and the things that we've survived
to get to where we are today always so we
have to tap into that and we have to support
each other.
Speaker 1 (29:18):
Yeah, and remember that's why people are scared of us
too sometimes and want to repress and take away opportunities
and make sure that we're not on a level playing
field because they know how we excel.
Speaker 2 (29:29):
Yeah. If we can't have Wall Street, we will build
our own.
Speaker 3 (29:32):
That's right. I love that.
Speaker 1 (29:34):
Well, Corey can'taga anytime you are available, we would love
to have you just because right now it is just
a it's a different time for us, but that doesn't
mean that there's not still opportunity for us and that
we can't create those.
Speaker 2 (29:47):
I'm happy to come back anytime, Angela.
Speaker 3 (29:49):
All right, thank you, I appreciate it. He's a busy man,
all right.
Speaker 1 (29:52):
That was Corey can'takea, the head of economics for Americas
at LinkedIn.
Speaker 2 (30:00):
Yeah.
What's up his way up at Angela Ye, And this
is exciting because we have Corey Kantega here. He is
the head of Economics Americas at LinkedIn. Thank you for
joining us today.
Speaker 2 (00:14):
Thanks for having me.
Speaker 3 (00:15):
LinkedIn is such a valuable too for me.
Speaker 1 (00:17):
So I'm excited to have you here because you're an
expert on letting us know exactly what's going on. We
see a lot of numbers, a lot of statistics in
the news, and some of it can feel really alarming
to us, right, so I'm glad to have you here
to sit down and kind of break things down as
far as what's going on with employment, also with AI
with unemployment here in the United States.
Speaker 2 (00:37):
Sounds good. It's meant to be alarming because that's what
generates the clicks. But at the end of the day,
you have to come back to what's real, what's actually happening,
and how does that align up with people's experiences.
Speaker 3 (00:48):
Is this a really unique time?
Speaker 1 (00:51):
I know we say this about a lot of different things,
but I mean we've had unprecedented things happening when it
comes to tariffs, when it comes to a positioning globally,
what would you say about the time period that we're in.
Speaker 2 (01:05):
It's not just in the last year or so, the
last six years. We are all living in dog years
in a way. So we had the global pandemic, we
saw things just shut down, unemployment shot up, a lot
of people lost their jobs, and then suddenly things came
roaring back, and we had really few strong years for
job seekers or really few strongers in the job market.
People had so many opportunities and sometimes they wouldn't show
(01:28):
up on the first day of a job they took,
or they quit after the first six months and took
something else total to do. And now now we're living
in the opposite. We're in the upside down where it
is much more challenging. We see hiring down twenty percent
compared to prior to the pandemic. On LinkedIn, things are
running much slower. It's much more advantageous for employers. We
(01:49):
had a big surge in remote work that's pulled back significantly.
Speaker 3 (01:52):
Everyone's like, you got to come into office.
Speaker 2 (01:54):
So it's whiplash. Everyone has whiplash, and young people are
getting a lot of the brunt of it today too.
Speaker 1 (02:00):
Another thing that's been affecting us is AI and people
are so concerned about that now your team sent over
send numbers to me about black professionals and artificial intelligence.
One of these is that nearly half forty seven percent
of black professionals say their company expects them to use
AI in their day to day work, which means that
(02:22):
that's something that we have to make sure that we're
not scared of.
Speaker 2 (02:25):
We have to be on top of that because AI
can either be something that happens to you or it
can be something that happens for you. And at the moment,
we want to be in that ladder position, we want
it to be something that happens for us to provide
those opportunities to move up the ladder, to move into
different roles. So, for example, right now, a lot of
the jobs in the economy being added, they're coming in healthcare. Right,
(02:46):
Black folks, we disproportionately work in healthcare. Black women, especially
work in healthcare. And you think, well, there's all this
AI stuff going on. I'm working at healthcare, I'm a
nurse's aide or I'm a home health aid. I don't
need to worry about that. What's the got to do
with me? That's what you ask yourself. But down the road,
if you want to move up if you want to
go from being a CNA to being an RN. At
some point, when they're taking the notes with patients, when
(03:08):
they're assessing what they need to do, they're going to
be interacting with AI. So it's getting used to that
so that when that opportunity comes along, when you are
ready to upskill and move up that ladder, that you're ready.
You're prepared. You have interacted with it, you know how
to you know how to use it, you know how
to engage with it, and you know what's coming out
of it. Because that's really the key around AI. It's
not just oh yes, I can use it. I can
(03:30):
run something, I can chat GPT this or copilot that.
Speaker 3 (03:32):
I can make a flyer.
Speaker 2 (03:33):
I can make a flyer. But it's what coming out
of this Even work doesn't even makes sense.
Speaker 3 (03:38):
How do we prepare for that.
Speaker 2 (03:40):
We have to use it, we have to try it,
We have to start somewhere just even just getting into it.
Try doing simple things, things that are maybe even low
stakes for you. So, like you said, a flyer, you know,
I'm going to do an event. I'm going to try
and see how can I actually generate flyers. You'll see
like some of the stuff's come out, it's gonna be crap. Yeah,
we can tell, let's see trash.
Speaker 1 (04:00):
And I've just had somebody send an email like I
can tell you used to another person.
Speaker 3 (04:04):
I'm on the thread.
Speaker 1 (04:05):
It's like I can tell this was a chat GPT.
So I was like, ooh, you know, somebody got called out.
Speaker 2 (04:11):
There is nothing more embarrassing today. There's nothing more embarrassing
than someone telling you that I think this was written
by AI, or I think this was AI. This wasn't
even a real person. There's nothing more a worse read
in today's labor market.
Speaker 3 (04:25):
You didn't even take the quotes off.
Speaker 2 (04:29):
You know.
Speaker 1 (04:29):
Up here, iHeart they do guaranteed human when it comes
to on air personalities, and I do feel like there
are certain spaces that I need a human type of interaction,
Like it's so hard you're screaming in your phone, like representative.
Speaker 2 (04:45):
Oh, I don't don't even bother with the just represented
is the first thing I say.
Speaker 3 (04:49):
Sometimes it works and sometimes it doesn't.
Speaker 4 (04:51):
You know.
Speaker 1 (04:52):
Another story that's been making headlines is black women in
the workforce and black women getting pushed out of the
workforce and losing jobs, losing on losing employment at almost
fifty percent, more than any other race of women, even
though we make up fourteen percent. So what can what
do you see? Like, why is it happening? What's the
(05:13):
trend with that?
Speaker 2 (05:15):
The reality is that really shouldn't be a lot of
Black women do work in healthcare, and healthcare is the
only sector adding jobs, So why aren't we benefiting? That's
the question, And it's where those jobs are being added.
A lot of them are being added in doctor's offices,
and that's not where we typically find ourselves working. Or
we're working in healthcare, it's usually skilled nursing facilities, home
(05:35):
health aids. It's on that end of the spectrum. So
we're not getting the benefit of those jobs being added.
So we've either got to upscale ourselves and move where
those jobs are, or figure out what opportunities there are
in other industries where we can actually take advantage of
where there is momentum labor market, there isn't a lot,
that's the reality. Okay, hiring is slow, it's difficult to
(05:57):
find a job. It's very challenging. We see where force
confidence as low as it has ever been on LinkedIn,
so people feel it and it is real. It's very
much real. So the question is how do you strategize
and navigate. So there's a couple of things you can do. First,
do your homework. Where can you find those opportunities? We
know healthcare is doing a lot of hiring. If you're
in healthcare and you're not finding those opportunities, it's clearly
(06:20):
not where you are. So you need to figure out
where it is. If it's in the doctor's offices where
they hiring for medical assistance, So how do I get
trained up? How do I get those roles? And so
there's going to be opportunity there. So it's doing your
homework knowing where to look. Second, what are employers looking for.
They are increasingly looking for people who are AI literate
(06:40):
because they themselves don't fully know what they want to.
Speaker 3 (06:43):
Do what they are somebody to come in and teach
us this.
Speaker 2 (06:45):
Yeah, half of folks are saying, my company wants me
to use AI. But when we look at the numbers,
a lot of companies they either aren't using AI or
they actually don't know how to use AI.
Speaker 3 (06:54):
Yeah, we still have a long road to go.
Speaker 2 (06:55):
We have a long road to go, which is good
news for us because that means we have a chance
to get on top of this. We don't have to
fall behind. And a lot of times, like I said,
technology can happen to you or it can happen for you.
This is one where we've got a lot of information.
There's just an a ton of ways of which we
can communicate and share information that we did not have
twenty years ago, fifty years ago that we have today,
(07:18):
so we can get on top of this. So it's
knowing what employers are looking for. They're increasingly looking for
people or AI literate, and that is not just oh
I can use AI, can use tragbt. No, you know
what you need to put into it and you can
read what's coming out of it and tell people this
is crap, this is nonsense, This doesn't make sense. You've
got to be that human judgment bringing together that effectiveness
(07:40):
of using the machine with your human expertise and developing
expertise if you don't have it today, knowing what's where
do you have an advantage in terms of the expertise
that you have, what is the value that you can
bring to the table, and then having that as a
skill set and then being able to communicate that to
folks who want to hire you.
Speaker 3 (07:58):
Other than healthcare, what other areas do you see growth in.
Speaker 2 (08:02):
There's tons of growth in AI. Of course.
Speaker 4 (08:04):
If you can build and maintain AI tools, if you like,
if you like the little technically, if you like logistical regressions,
there is a job for you.
Speaker 2 (08:15):
You just have to go out and get it. So
there's tons of momentum on that side. Generative AI. There's
increasingly opportunities around what it's called data annotators. So these
are people who are domain experts. So you say, well,
I work as paralegal. I know various legal terms, I
know how to find cases, I know how to evaluate
whether the things that were coming out are legit or not.
(08:37):
And so what you're doing is helping train AI and
those and those kinds of circumstances. And we've seen about
three hundred thousand of those jobs added over the last
few years. So there's a lot of opportunities there. And
that's kind of helping train them all. And you think, well,
once I trained them, alle they gonna fire me. That's true, yeah,
but that's not the case because you know, it turns
out these models degrade very rapidly over time, and if
(08:59):
they do not getting new content and new information. So
that human element is going to be essential, if you know,
the companies claim that these things are going to do
with they For these things to be able to do
what these companies claim they're going to do, they're going
to keep needing human input and human content.
Speaker 1 (09:17):
I want to also talk about other fields like journalism.
You know right now that's been under attack as we
can see, and there's been mergers, there's been a lot
of people getting laid off.
Speaker 3 (09:27):
Then they can't find jobs.
Speaker 1 (09:29):
That is something even amongst my peers, I've been seeing
them having a lot of difficulty coming from a field
like that and then trying to get in the workforce.
You know, freelancing is tough also when those budget cuts
are being made, those freelancers are sometimes the first to go.
But it also is something that is just so necessary.
What do you see when it comes to that field.
Speaker 2 (09:51):
That is an area where we definitely see things running slower. So,
like I said, compared to part of the pandemics twenty
percent slower, overall media is about forty percent slower. Wow,
it's twice As they're running up against long run trends
that we've seen. Technology has really changed the focus of
media quite significantly, and so you have to ask yourself,
(10:13):
well I really wanted to go into print journalism or
one to go into broadcast journalism. Is that the future
of journalism? Maybe? Maybe not? Or the way you're gonna
do is gonna have to be different. So moving into
things like what are those emerging media that's likely to
have pick up? How am I going to actually build
my own audience? So if I'm a freelancer journalist, I'm
(10:35):
not just trying to get a job at the big shops,
but I need to build my own audience. Because if
I can build my own audience, someone's going to see
that and they're going to want to bring that audience
on with them. So that's really part of it is
that entrepreneurial aspect of journalism. Now you need resources to
do anything. Let's let's not pretend like you do not
need capital to get started. But the question is, well,
(10:58):
are there other tools like can these AI tools help
me out? May I'm not going to use them do
my journalism, but can they do my budget? Can they
profree my schedule? Can they proof free? Can they copy edit?
Speaker 1 (11:09):
So?
Speaker 2 (11:09):
Where can you use? What's the tools that are available
now to start to sort of to build yourself as
a journalist. Don't wait on somebody to hire, you hire yourself.
Speaker 1 (11:19):
You know another thing that I feel like the younger generation,
you know, graduating from college. It used to be like
go to school, graduate, get a job.
Speaker 3 (11:27):
And it's not.
Speaker 2 (11:28):
That was the promise.
Speaker 1 (11:28):
Yeah, yeah, that was the promise. And it's certainly shifted.
What's that shift that you see when it comes to
these students who are graduating from school and everybody I
feel like also does want to be an influencer or yeah,
or see somebody online doing something and figuring out, well,
how can I just do some content and make some money?
Speaker 2 (11:48):
Young folks are They're the generation that has done more freelancing,
more content creation than any other we see on LinkedIn.
So they are versed in it, they have experience with it.
They've had access to the technology. I can tell you
that when I was graduating from college, I barely have
Facebook and I didn't want face. I didn't want people
(12:08):
posting pictures of me and I don't want to tag
them pictures of me and my mama see that. So
it was a different times. So they have access to
all these things now that we didn't have then, and
so they're able to take advantage of that. But the
reality is, if you were trying to follow that traditional pathway,
it's it's a rough time. And and everyone say, oh,
(12:29):
it's AI, it's all AI. It's taking the jobs. It's
not AI. Some of it is certain jobs probably are
like a copywriter or a technical writer. But a lot
of it is just the circumstances in the economy. We
had a rapid rise in interest rates. When interest rates
go up, we want to save money. We don't want
to spend that slose things down. We had inflation squeezing
our income, squeezing what we can spend. And then we
(12:50):
have all this uncertainty with changes in our trade policy.
We've had geopolitical conflict around the globe, spike and energy
prices gases in New York. So I don't even know
what y'all guys prices. But I was in Florida recently.
We get our train. It's four dollars. Now, four dollars
is a lot. I mean, in California, four dollars is
a deal. It's a steal.
Speaker 3 (13:09):
You know.
Speaker 2 (13:09):
You see people lined up for miles in California for
four dollars, but in Florida four dollars, it's a lot.
So we've done, we've dealt with a lot of these
shocks on the broad macroeconomic side, and that has slowed
hiring down. And where is it easier to slow hiring
down young people? They don't have as much experience, they
don't have as much knowledge about the company or about
their particular role. They're easy to hire and easy to fire.
(13:31):
So when things slow down in the broader economy, it's
young people who always suffer the most. And that's a
lot of what we're seeing right now.
Speaker 1 (13:38):
I do feel like the opportunity though, where everybody's always
telling me they're looking for somebody to help them with
their content, because people are always in every business trying
to figure out, well, how can we make sure that
we're online, or how can we make sure that we're engaging,
And so I do feel like for the younger generation,
that space of being able to know how to turn
(13:58):
that out for companies is has been valuable for them.
Speaker 2 (14:01):
That's the future of marketing.
Speaker 3 (14:03):
It is not not necessarily advertising, it's nothing.
Speaker 2 (14:06):
But marketing in general. How do you find people, how
do you find your audience? How do you meet them
where they are? How do you find the things that
they're interested in and plug that into what you're doing
to assist them in their life.
Speaker 1 (14:17):
Yeah, and you know, one of the things I'm even
seeing now with entrepreneurs and owning businesses, people are saying,
you have to create these like many series and a
lot of places are doing that. If it's a restaurant,
if it's a store, they're trying to create like these
mini series online to get people to feel connected to
(14:37):
what they have going on.
Speaker 2 (14:39):
Well, you're not gonna be able to do that with
a ah, that's for sure. You're going to be a
person you need because you're trying to get you're trying
to get people to connect. You're trying to put it.
For a lot of companies. The sentiment broadly that we
have right now among a lot of the workforce that
people are frustrated the share of income that's going to labor,
to us folks who are working being the pavement day
to day, it's going down the share of income that's
(15:01):
going to people who own capital, the owners of these
big infrastructure projects of AI they're accumulating more.
Speaker 3 (15:09):
So you might have our first chillionaire coming up soon.
Speaker 2 (15:12):
So people are getting people are you know, their sentiment
around businesses is not the most positive right now, and
it's understandable. So businesses have to find a way to reconnect,
to reconnect with folks, and how do you do that?
You need to show the human side of what you're
actually doing. How are you serving your community, How are
you providing a good or a service that people need
(15:35):
that is helping them, that is helping improve their quality
of life. You have to show that, not tell, you
have to show.
Speaker 3 (15:40):
I agree with that.
Speaker 1 (15:41):
I always say to businesses, we all have a lot
of options of who we want to work with, and
a lot of times we're going to make that choice
based off of what do they represent in our community
and have they showed up for us? Because with DEI
under attack the way it has been, you know, do
you see that as something that is so affecting the workplace?
Speaker 2 (16:03):
I think right now workers don't have the leverage. That's
the reality. So in that sense, you know, a lot
of these changes, we're all just scrambling trying to navigate them.
But people don't forget. They don't forget how you made
them feel, and they don't forget how you treated them,
especially when things weren't going well. Right, that's how people
benchmark you. How did you treat me on my worst day,
(16:23):
Not how you treated me on a good day. How
did you treat me on my worst day? That's what
people are going to remember. And that doesn't just apply
to businesses. That implies to employers as well. So a
lot of a lot of focus a few years ago
was on and we talk a lot about employee we'd
hear a lot about employer branding, employee experience. You don't
hear about that as much as right at all, if
at all, But we will remember. Everyone's going to remember
(16:47):
how certain employers behaved and how they treated their employees. Yes,
you know, in America, we tend to have short memories.
We tend to forget stuff, and then we repeat the
same mistakes over and over again. We do that, Yeah,
we do, we do. But that's okay. But I think
a lot of folks will they will remember this period
when it was really tough in the labor market. Who
were the employers who stood up for them, who supported
their community, who provided opportunities, who provided pathways, and who
(17:12):
were the employers that say you know, we're never going
to hire a young worker over again, right, They're going
to remember that.
Speaker 3 (17:16):
No, you're right about that.
Speaker 1 (17:18):
And I want to do like a little pop culture
moment with you right now if you don't mind.
Speaker 3 (17:22):
Pop culture all right, I don't know if you watch Love.
Speaker 2 (17:24):
Island, I'm the only person who doesn't.
Speaker 1 (17:26):
Okay, Well, you don't need to botch because this person
didn't make it onto this season because before the first
episode aired, they pulled up an old post of hers
from when she was a teenager and she used the
N word. Oh yes, and so she has since, you know,
posted an apology and you know, regrets that she did
that and taking accountability. But that is something that everyone
has to think about when it comes to employment. What
(17:48):
have you posted in the past, and be really cautious
about what you post online? Right, And so what would
you say to a young person who's like, ooh, I
have in the past. I may have deleted it, but
you know, those things still show up. What would you
say to a young person who's like, I was really
stupid and irresponsible when I was younger, but I hope
that an employer doesn't see that.
Speaker 2 (18:08):
What's your professional persona what's your professional profile. That's what matters.
How do you build that? So LinkedIn is the obvious
place where you want to build that. So how are
you presenting yourself out to the world. If you're presenting
yourself out to the world, if you are telling us
what your skills are, if you're telling us what your
capable of, what your projects are, what your successes are,
what your interests are, all that other stuff. You know,
(18:31):
that other stuff is, it's gonna be noise right What
you want is to communicate those clear signals of where
you are bringing value to a potential employer. And of
course some employers are gonna say no, no, we don't
want that, and they're gonna they're gonna shift around during
the time. Sometimes times are good and they're like, you
know what, we don't care about that. And sometimes times
are like, oh, we can't be we can't be anywhere
near it. That's gonna shift over time. So you can't
(18:53):
control that. Don't focus on that. Just focus on showing
up as your best self professionally right now today. That
is the only thing within your power to control some
you know, like I said, sometimes we're going to be
we're going to care about d I we're going to
focus on DEI at the national level, at the state level,
and sometimes we're not. These things have been flow. I've
been around long enough to see that, right, I'm still young,
(19:15):
but are but around long love lot to see that.
But you can only control what you what you are
putting out there. So focus on that profile, that professional persona.
If you were adding value, if you are, if you're undeniable,
if you were an undeniable talent, nobody's going to go
back and be like, oh, you said this thing where
(19:35):
you were fourteen, I don't want.
Speaker 1 (19:36):
You, you know, when you think about LinkedIn, because there's
so I mean, everyone's on LinkedIn, right, I'm on there,
and I have definitely managed to make some great connections
on LinkedIn. How does a person stand out in your
opinion when they're like, okay, you know, I know a
lot of people who have been laid off recently and
it's always a concern. So people want to make sure
(19:58):
that everything is up to date on their profile. But so,
how do you stand out when there's so many people
right now and it doesn't feel like there's that many
opportunities available.
Speaker 2 (20:07):
Don't engage on LinkedIn just that day you got laid
off and do that one.
Speaker 3 (20:11):
Post I'm back.
Speaker 2 (20:14):
I mean those get great, they get very high engagement.
Speaker 3 (20:17):
They do like I never thought this what happened to me?
Speaker 2 (20:20):
Yeah, of course, we have about two million layouts every
month in this country. This can happen to anybody with
that many. Okay, so you always have to stay ready
because if you stay ready, you don't have to get ready.
So that's the key. If you're going to use a professional,
a professional persona professional profile in order to help you
advance your career and support yourself, you got to keep
up with it. You got a list of skills that
(20:42):
you have. Don't let it be outdated. You know, you're
telling us you're using some software program like for Tran.
I use four Tran for my dissertation. Don't judge me
the technical people out there, but like, don't tell me
you're using Fortran and everybody to stay using Julia or whatever. Yeah,
tell me what you're using today, tell me what you
have the skills to do. That's key. Making sure that
(21:03):
you when you have an accomplishment, it's clear on your
profile what your accomplishment is. Don't just log on only
talk about accomplishments. But that is critical as well, being
able to have receipts for what you have done and
then engage with those companies you're interested in. Engage with
those people you want that you see and you say,
I want to be like you. I want to be
you when I grow up professionally, this is what I'm
(21:25):
trying to do, and connect with them. See if you
can have a conversation with them, See if you can
get something going there, Offer your services for opportunities that
may come up. Engage with like I say, engage with
the companies you're interested in. So you got to use
that profile to keep your career moving, to keep momentum.
A lot of people today they feel stuck. Yeah, they
(21:46):
feel like I can't go anywhere. But just because you
are not employed to date does not mean that your
career cannot move, that you cannot find a way to
make progress and keep building your professional persona, because that's
what ultimately what folks are going to see. Yeah, they're
going to see that part of you that you've built it,
that you were engaging. You were engaging with these companies,
you were doing these projects, You did this thing and
(22:06):
that thing, and you have these skills and that skills
and these language abilities, and I see all this stuff,
and you know, I was looking for somebody just like that.
And so one of the things we've been doing is
using AI to actually help you find a job better.
So we do this thing called aipowered job search, meaning
that instead of looking for a particular job title or
a particular role, you just type into the search bar
(22:27):
what you're looking for, and then we match you up
with different jobs and they may be jobs that you
hadn't thought of, right, So it's not just oh yeah,
I really want this project manager lead to job. It's like,
I want to do something that has project management, that's
got media, that's got you know, AI, but I also
really want it to be very human focused. You plug
(22:49):
all those words in and then that will help surface
new opportunities to you. So that's something that we're doing.
Speaker 1 (22:54):
Maybe something you didn't even think think of was an
opportunity and you're like, that actually incorporates the things I'm
interested in.
Speaker 2 (23:00):
That's the key. And that's why it's so important to
list the skills you have, because you may not know
what your skills apply to. And that's something we're trying
to do is take those skills that you've listed, figure
out where they overlap with other opportunities, and then surface
those opportunities that may not even be in the same industry,
Like you're working in healthcare, but you've got a great
skill profile to go and work in bio manufacturing. And
(23:20):
there are lotstually tons of roles because everybody's biosimpics.
Speaker 1 (23:23):
Now, what do you say to a person who is
at a place where layoffs are happening? And sometimes companies
want you to feel lucky to have a job, but
you also feel like it's time to negotiate, you know,
and make more money because you know you deserve it.
Speaker 3 (23:39):
But at the same time you see these cutbacks.
Speaker 2 (23:43):
You always have to bet on yourself if you are
bringing value, and you can demonstrate that clearly, and you
can make a case. You make your case. You may
not be in the driver's seat to decide whether you
should be paid more or not, but if you are
worth something, demand it. Don't just sit back and say, well,
I don't want to you know, I don't want to
rock the boat, or you know, what is there's a
(24:03):
bunch of English analogies English second language. What is it
when you when you want something the person who I
don't know. I'm trying to think of one game of taboo,
like what is it? Something my mom might have even said,
like when you want something, you have to ask for
it otherwise you won't get it.
Speaker 3 (24:23):
Okay, hungry mouse?
Speaker 2 (24:25):
Is it hungry? What is it? Hungry mouse? Something about
hungry mouse?
Speaker 3 (24:29):
Okay, closed mouse, don't get fat, closed mouse.
Speaker 2 (24:31):
Don't get fed. Thank you, I will never forget. Okay,
there you go. So you you have to speak up
about what you want. That that is always critical. At
the same time, you also have to understand what the
market looks like, because you know you go. If you
go into negotiation and say, well, if I don't get
this thing, I'm gonna quit, you're offering an ultimadium. You've
(24:51):
already started out. It is on a very aggressive footing,
and if you don't have an outside option to move
out to find something else or have an alternative, then
you might find yourself not in a strong negotiating position. Right,
So you don't start the negotiation with an ultimatum, right,
Never do that.
Speaker 3 (25:08):
That doesn't work in relationships or in the workplace.
Speaker 2 (25:11):
Definitely not. And the workplace is a relationship. It's a
professional relationship. It's a different kind of relationship, but we
still do. We do matching, We do you know, we
do like the equivalent of speed dating with interviews. We
do long term relationships, we do short term relationships.
Speaker 3 (25:27):
It's you we have affairs.
Speaker 2 (25:29):
Yeh there, Well, people keep talking about that one. You
will hold it? What business they were like? You were
holding out? How many jobs working remote?
Speaker 3 (25:40):
That's hilarious.
Speaker 1 (25:41):
Well, I just want to make sure that we leave
people though, with some hope because I know reading these
headlines can fail daunting. It can make you nervous, It
can make you feel like if you're not employed right now,
it can make you feel like everyone's looking for a job,
how am I ever going to get one? Or you
may feel stuck in a space where you don't necessarily
want to be, but you.
Speaker 3 (26:00):
Have bills to pay. So what type of hope would
you offer to people right now?
Speaker 2 (26:05):
So I'm going to give you just say what's the
advice and then what's the hope? Okay, the advice side,
be flexible. Sometimes you have an idea of what you
want to do and you may not be able to
get there right now. So maybe there's a stepping stone
because the steps you take. They really don't have to
be big, but they need to take you in the
right direction. So focus on that. So maybe there's this
(26:27):
transitional job or transitional role, and don't be close minded
about that. Maybe you can turn that into something else.
So you're working, you know your job, your goal is
to get a job, as you know, a production media manager.
Maybe there's like some side production gig or like some
some side play or show where you can get a
gig help you build some skills and then you have
(26:48):
to have that other day job to pay those bills.
But you're kind of building up those skills.
Speaker 3 (26:53):
You got to take some steps.
Speaker 2 (26:54):
You have to take some steps. So you have to
be flexible about what you can do today, especially in
today's market where there's only one sector that's adding jobs.
Everywhere else is either slowing or not moving very much,
and you can always think about what can I really
do differently say well, you know what, I think I
will just get into AI. I want to do that.
Speaker 1 (27:15):
And everybody should be trying to at least familiarize themselves.
Speaker 2 (27:19):
Familiarize yourselves a little bit with that and see like,
are there are there opportunities.
Speaker 3 (27:25):
And clud to there's lots of stuff.
Speaker 2 (27:28):
There's lots of stuff out there, but that's kind of
the advice. I like, be flexible, be willing to try
different things. Always do that. And then in terms of
the hope side, well, right now we're in a moment
where employers have a lot of leverage that will not
last forever. The reason that won't last forever is because
we have basically slowed labor force growth to almost nothing.
(27:52):
We are not adding people to labor force. There by
some estimates eight people retiring every minute, So the labor
force over time is going to start to shrink and
some of that leverage is going to come back to workers.
So setting yourself up for success today is really important.
Maybe that's the five year, ten year plan. But this
this feeling like employers have all the leverage, they have
(28:14):
all the control. I can't do anything that that time
is not on their side, right, So keep that in mind,
that time is not on their side, and they know
the smart ones know this. Not all of them do,
but the smart ones know this. You know, the bad
ones will just keep treating people how they're treating people,
but the smart ones know this. So just just keep
setting yourself up, keep building on that front. You have
to do that and don't and don't let yourself be
(28:37):
confined by how people have told you you have to
build a career and how you have to build a
living for yourself. There are so many things that I
would have never thought myself to do when I was young,
Like I wouldn't go on the camera and be trying
to get add money and like no, U huh no,
that's again in trouble. But you know you have people
(28:58):
doing very well for themselves.
Speaker 3 (29:00):
Yeah.
Speaker 2 (29:00):
And one thing I think we just we just always
have to keep in mind is we are a community
of resilience. I don't even think we really know how
resilient we are, right and the things that we've survived
to get to where we are today always so we
have to tap into that and we have to support
each other.
Speaker 1 (29:18):
Yeah, and remember that's why people are scared of us
too sometimes and want to repress and take away opportunities
and make sure that we're not on a level playing
field because they know how we excel.
Speaker 2 (29:29):
Yeah. If we can't have Wall Street, we will build
our own.
Speaker 3 (29:32):
That's right. I love that.
Speaker 1 (29:34):
Well, Corey can'taga anytime you are available, we would love
to have you just because right now it is just
a it's a different time for us, but that doesn't
mean that there's not still opportunity for us and that
we can't create those.
Speaker 2 (29:47):
I'm happy to come back anytime, Angela.
Speaker 3 (29:49):
All right, thank you, I appreciate it. He's a busy man,
all right.
Speaker 1 (29:52):
That was Corey can'takea, the head of economics for Americas
at LinkedIn.
Speaker 2 (30:00):
Yeah.
Way Up With Angela Yee News
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