Well, the work news just doesn't stop friends. Here's what's brewing.
Incivility is costing companies billions, tariffs are threatening half a million jobs, and that perfect candidate you just interviewed? They might be an AI deep fake!
In this episode, workplace experts (us, Francesca & Mel - hello!) break down:
⏰ 2:15 Workplace Incivility: The $766 BILLION problem spiraling out of control as RTO mandates and layoffs create the perfect storm of toxicity
⏰ 8:20 Tariff Tsunami: How new policies could push unemployment to 4.7% and why your job search might now take 3-9 months
⏰ 14:30 AI Imposters: The shocking prediction that 1 in 4 job applicants could soon be deep fakes (not a typo)
⏰ 19:45 Gender Bias Bombshell: Google searches reveal we're still asking if "women can be CEOs" in 2025 (seriously?!) (Francesca apologizes for the amount of profanity in this segment) (but, she feels it was warranted).
⏰ 23:10 Women Leaders Win: How female-led companies are quietly outperforming during market volatility
🔥 CAREER ADVICE YOU CAN USE TODAY:
- The LinkedIn job search hack that lets you see postings from THE LAST HOUR
- Why economic downturns could be your career's best friend (if you know how to pivot)
- The financial runway you need to prepare TODAY for a tougher job market
- How to network your way to safety when the job market gets shaky
- Why checking in on your burned-out manager might be your smartest career move
Join us we try to make sense out of the work headlines into strategies you can use right now—because work is chaotic enough without having to figure it all out alone!
Thanks for listening!
Hey! We love new friends! Connect with us!
- On The Socials! You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
- The LinkedIn Group: We'd love to have you join the Your Work Friends Group on LinkedIn
- Drop Us a Line: Send us your ideas, questions, comments, complements, whatnot, to friend@yourworkfriends.com
Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from th
Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.
Thanks for listening!
Hey! We love new friends! Connect with us!
- On The Socials! You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
- The LinkedIn Group: We'd love to have you join the Your Work Friends Group on LinkedIn
- Drop Us a Line: Send us your ideas, questions, comments, complements, whatnot, to
Hey, welcome to your work.
(00:32):
Friends, I'm Francesca and I'mMel.
What's going on, Mel?
Speaker 1 (00:38):
Nothing, just eating some two-hour-old pasta.
Speaker 2 (00:42):
You know it's cold, but it's got a good chew.
Yeah, I understand that.
I understand that.
I just I'll tell you don't lookat your 401k right now.
Don't, just don't do it.
Speaker 1 (00:56):
I refuse to look at my 401k right now Cause I might
cry yeah, but we've talked aboutthis cause.
We live through God.
What haven't we lived throughyet?
Jobs right after 9-11, 2008.
I was in New York in 2008watching my friends get walked
out of Lehman.
That was weird.
It was a weird experience.
There's a lot going on as aresult of all this stuff too.
(01:16):
I don't even know what to coverthis week because I was like
there's so much.
Speaker 2 (01:20):
There's so much and I think, listen, there will
continue to be so much, and Ithink, listen, there will
continue to be so much.
Speaker 1 (01:30):
fine, let's take a look at the things that really
move the needle, and that's whatwe're here for.
We're gonna help you get someclarity on some stuff,
especially as it relates to work.
That's our wheelhouse, sohere's my deal.
Speaker 2 (01:38):
I think right now, everyone's like freak out, oh my
god, we're all gonna die, we'renot there right at all, and so
there's reason to keep things onwatch, which we're doing, and I
think there's reasons to belike.
This is not a time to freak out.
This is a time to get anchoredand centered in yourself and do
the good stuff.
I will also say fun fact someof the best times in my career
(02:00):
have been when shit hit the faneconomically.
Speaker 1 (02:04):
Oh yeah, creativity starts to really roar during
times like this.
Speaker 2 (02:09):
Yeah, you can zig when everybody else is zagging
Opportunity.
I'm not trying to Pollyanna theshit out of it, but in my
experience there's opportunity.
What are you talking abouttoday?
Speaker 1 (02:20):
One.
I want to talk about workplaceincivility because, according to
Forbes, it's spiraling out ofcontrol.
In WTF news, popular searchesaround male and female CEOs and
the differences that aredepressing.
Oh, like the Google searchesthat are different between male
and female, oh yeah, yeah, andfor some F-yeah news, because
(02:42):
who couldn't use some F-yeahnews these days?
I want to talk about an articlethat is highlighting how
women-led companies areoutperforming this tariff crash.
Speaker 2 (02:51):
All right.
Speaker 1 (02:51):
So hell yeah women.
Speaker 2 (02:53):
Hell yeah, ladies, let's go.
Okay, so I too am talking abouttariffs, but for my main story
tariffs and the impact on thejob market, fast Company and
CNBC, both widely reporting onit, did some research of my own
Want to talk about what's goingon and what you can potentially
be doing about it to save yourass.
The other thing in my WTF news,I want to talk about AI
imposters in interviewing andgetting jobs.
(03:15):
This is a thing.
It's a huge thing.
And, by the way, I'm nottalking about Chad GPT writing
your resume.
I'm talking about full on deepfakes interviewing and taking
jobs.
So let's talk about that.
And then in my F?
Yeah news, linkedin justdropped their 50 best large
employers to grow your career inthe US for 2025.
(03:35):
Just want to call out a few.
Let's do it.
Give some love.
Yeah, let's do it.
Speaker 1 (03:45):
Diving right in.
I'm going to talk aboutworkplace incivility.
So Forbes put out an articlethis week.
Workplace incivility isspiraling as companies rile up
employees with RTO and layoffs,and new research is warning that
this is a $766 billion problem.
Speaker 2 (04:03):
I feel like anytime you have the word spiraling,
you're going to have a bill or atrill afterwards.
Speaker 1 (04:09):
Workplace incivility is spiking.
According to a new survey, of2000 workers, over half said
they've experiencedmicromanagement, gaslighting or
being shut out of work in thelast year.
What's fueling this?
The perfect storm.
Layoffs, return to office,mandates, political polarization
, burnout at every single level.
So it's not just toxic vibesthat are brewing.
(04:31):
It's a trust crisis, and youand I talk about this a lot.
We've talked about it withreciprocal work, and trust is at
an all-time low right now.
Here's the so what?
People don't feelpsychologically safe right now.
It's wrecking team cultures.
It's slowing productivity.
It's driving turnover.
The kicker Much of this badbehavior is coming from managers
(04:52):
who are so overwhelmed,insecure or unsure about how to
lead through this constantchange.
They don't get enough support.
Managers, we love you.
We're not going to dump on you.
We love you, we know you'restuck in the middle.
It's like the worst position.
You're not getting the supportyou need and, as a result, this
is what's happening.
So I don't know.
(05:13):
Are we becoming less kind atwork or just more stressed?
What do you think?
Speaker 2 (05:17):
Listen when you feel like your ass is up against the
wall, literally or emotionallyor figuratively.
Humans react really poorly.
Sometimes I have, we all do andespecially when you feel like
in that middle management layerwhere you feel like you're
getting it at all sides, it'sreally hard to put your oxygen
(05:38):
mask on and be a servant leaderwhen everybody's screaming at
you.
I will go on record saying Ithink most people, most people,
are trying to do the best theycan with what they have and
sometimes that doesn't look ahundred percent great from the
outside.
You're not winning any frickingNobel peace prizes.
I get that.
It's hard.
(05:59):
And the last thing I'll sayabout this is I could not agree
with you more.
We do not support managers likeyou and I both know this.
The average training spend andI'll go to my grave talking
about this the average trainingspend right now actually used to
be $1,900 last year.
It's now $1,600.
That's on average per employee.
You know where the majority ofthat money is going is executive
(06:20):
development.
Yeah, or tech.
It is not going to yourmanagers Yet we're asking them
to like hold the bag on all thisshit.
Speaker 1 (06:27):
Everything to everyone.
That's the one role that hasthat expectation, and it's just
bullshit, god, yeah, no one'sgoing to be successful in that.
That's what I'm trying to say nono, I think in these
environments to managers,everybody, really you start to
see micromanagement, controlcome in, because what do people
want when things feel out ofcontrol, some semblance of
(06:50):
control?
So you are seeing probablyupticks in things like
micromanagement or this kind ofcontrol environment that rears
its ugly head when this kind ofinsecurity pops out.
And then I don't know, what doyou think it's going to take for
the workplace to feel safeagain?
Speaker 2 (07:09):
a lot.
That's a short answer.
Yeah, it's a 20 minute show,mel.
Yeah, big question.
Yeah, it's a great question.
Listen, where do you start?
We start with going back to thefundamentals of what we know.
Great relationships look likeyou and I talk about that a lot.
Speaker 1 (07:23):
I have a few thoughts I was jotting down, I was
reading this and I'm like, oh,been there, done this.
We've all been in theseenvironments.
Right, it's not new, but Ithink it's definitely getting
worse, just in unprecedentedtimes.
Sure, if you're an individualemployee and you feel like, hey,
my manager's behavior feels off, you might not be alone.
But before jumping ship,consider is your manager burned
(07:46):
out too?
Is this a pattern?
Or is it really a symptom ofthe current pressure?
You know best, right, you're inthis working relationship with
them.
Francesca, you and I talk aboutthe boss-employee relationship
all the time with the work thatwe do.
So have a conversation, justget to the bottom of it.
As you mentioned, I also assumeeveryone leads with positive
(08:07):
intent and they're likely nottrying to be an asshole.
I'm not saying there aren'tassholes out there, but they
might not be Leaders, checkyourself right.
If you're defaulting to controlwhen you feel anxious,
micromanagement might feel saferfor you right now, but that's
gonna kill trust with your team.
So get curious instead ofcontrolling, if you can, and
then for executives, this is asignal.
(08:29):
This is not just about people,but about the cultures that
you're breeding.
So if incivility is rising,your managers likely don't feel
supported or equipped.
So invest in leadershiptraining, as you and I say ad
nauseum, and not justperformance metrics for these
managers, but really invest inthem, give them what they need,
(08:51):
support them through this time.
Speaker 2 (08:57):
We need to talk about tariffs, Mel.
We need to talk about tariffs.
I know everybody else istalking about tariffs.
Well, let's talk about tariffsand especially how they're going
to impact the job market.
It hasn't been nearly as strongas we thought it would be after
Trump was elected in November.
I think the tariffs just had abucket of cold water on the job
market.
You think A little bit.
Fisk Company, CNBC, widelyreporting on it did some
(09:19):
research.
I want to talk about thecurrent situation.
What are the impacts and someadvice for listeners, Because
it's interesting.
Tariffs aren't just taxes ongoods.
It's absolutely going to impactthe job market.
It already has impacted the jobmarket.
Speaker 1 (09:34):
Let me give you an example.
May I just see something I sawthis week?
I would love for you to give mean example.
Okay, okay, someone posted ascreenshot of their receipt from
Fabletics or something.
One of those companies.
Speaker 2 (09:45):
Fuck yeah, fabletics, I know they're so good.
Yeah, I've never tried it, butI see the clothes.
Speaker 1 (09:49):
Me either, but I like the designs and stuff, and then
I'm like, nah, I'm not going tobuy anything, but what they
showed on there was this orderfor $200.
And it was like subtotal taxes,blah, blah, blah.
Tariff cost $44 add to theorder.
It's like, when you see theupcharges on, like DoorDash and
Uber, like it's an immediatecancel and I could go pick that
(10:10):
up.
Maybe I could go pick that up.
So when you think about theimpact of that, though, so think
about that like times 100.
Speaker 2 (10:21):
It's a great example, because when you think about
Fabletics, for example, ifyou're going to increase your
cost by 25% or even 30%, andthen all of a sudden, the amount
of abandoned carts they'regoing to have, the amount of
people that aren't going to buylet's say they even have 30%
less sales what happens then?
Then they stop buying moreinventory, then they stop
investing, then they stop hiring.
(10:42):
It's just this domino effectthe less money people spend, the
less jobs.
That's just pretty much thecase.
What's interesting right now is, as of March of 2025, the job
report came out around 4.2%unemployment.
That's still a relativelystable number, but it's showing
some mixed signals.
(11:03):
Economists project unemploymentcould rise to 4.7% by year end,
just because of tariffs.
That's an additional 500,000people unemployed.
By the way, I'm not eventalking about what's going on
with Doge or companies that weregoing to lay people off anyway.
This is just because of tariffs.
Unemployment raising that 0.3%,that halfa million people
(11:24):
losing their jobs just becauseof tariffs.
That's a conservative estimate.
Fyi, the last time unemploymenthit 4.7% was December 2016.
Okay, so I want everybody tokeep in mind that even though
that's a lot of job loss, it'sstill a relatively good
unemployment number.
Let me give you some other onesfor context.
(11:44):
During COVID, unemployment hit14.7%.
Speaker 1 (11:49):
Yeah.
Speaker 2 (11:50):
We remember that you and I just talked about the
Great Recession 2008, 2009,.
Unemployment reached 10%.
So just putting that in contextof again, tariffs will impact
the job market.
Are we as bad as it was in theGreat Recession?
No, but it doesn't mean itwon't necessarily get there, but
(12:12):
as of now, we're still okay.
Speaker 1 (12:14):
Fingers crossed, it does not Fingers crossed.
Speaker 2 (12:17):
There will be certain industries and certain workers
that are a little bit moreimpacted or vulnerable, most
vulnerable sectors notsurprising Fablet retail,
wholesale trade, manufacturing,agriculture they're going to get
hit.
They've seen the most immediatecuts.
Some businesses have alreadystarted laying off folks, like
Stellantis 900 employees justbecause of the tariffs by the
(12:39):
way, stellantis wasn't doingsuper well before that anyway
but because of thetariff-related stuff 900 people
right away.
Made-in-usa companies couldbenefit, though.
Part of this and the narrativewe're hearing around tariffs is
we want to bring things back tothe US.
We want to bring manufacturingjobs.
That's the thing likemanufacturing domestically.
(13:00):
It could also mean, by the way,services.
That's something that's beingtalked about right now,
especially in the EU Servicesbeing tariffed in tax.
That could also mean that too,but right now it's largely
manufacturing.
Advice for listeners whatadvice would you give folks
Listen?
It was already a hard time tofind a job.
(13:20):
Tariffs are going to make itharder.
What advice?
Speaker 1 (13:21):
would you have.
My number one advice toeverybody is to make sure you're
nurturing your network and yourrelationships, and it doesn't
guarantee that you're going tobe safe or that you're going to
have a job, but if you're laidoff as someone who does career
coaching and have coached peoplethrough this, my most
(13:43):
successful clients are those whonurture their networks
constantly.
Whether they have a job or theydon't, that's where they spend
the majority of their time.
They're building relationshipsor maintaining relationships
that might guide them to thenext thing.
Yeah, so that's my number onepiece of advice, and find a hype
song that you can play each daythat gets you excited for your
(14:04):
day, because it's a rough ride,yeah.
Speaker 2 (14:07):
What about you?
A few other ones I wouldsuggest, because are we in a
full-blown employment crisisright now?
No, should people startpreparing themselves for a much
tougher job market all the waythrough 2026?
Yes, yes, absolutely.
One is expect longer timehorizons for being able to land
a job, anywhere between threemonths to nine months.
(14:29):
That stretch is going to get alot longer.
Three months to nine monthsthat stretch is going to get a
lot longer.
Give yourself that emotional,mental runway of time that it
will take longer, potentially,to find a job.
So, runway of time, emotionally, prepare yourself for that
length.
Financially, if you can startthinking about having a nest egg
just in case caca hits the fan,if you can have at least a
(14:50):
little bit of coverage foryourself obviously unemployment
is still, as of now, availableand that sort of thing, but give
yourself that runway.
I would also argue start tolook at some of those industries
that might feel like they're alittle bit safer right now, made
in America type of companies.
Right now.
You might want to start gettinga sense, or getting yourself
pulsed on where are the pocketsof hiring?
(15:11):
There still are the pockets ofhiring.
There still are organizationsthat are hiring.
I'll talk about that in my FIAnews, but also be on the lookout
for that and sense that andthat's.
Those are the things I would.
I would suggest people do.
It's going to be a little rocky.
Can you come through this?
Yes, I go back to what we saidat the top of the hour, to the
times in my career where Ifast-tracked the shit out of it
(15:31):
was during massive downturns.
Even though this feels like itcould be soft and it could be
scary, look for the opportunity,because they're always there.
Speaker 1 (15:45):
What's your WTF?
I want to end on good news,because it's a little rough and
rocky over here.
All right, my WTF is more of atale as old as time, so you and
I won't be surprised.
And recently Inc put out anarticle that said a new report
analyzed the most popularsearches about male and female
CEOs, and the differences aredepressing.
(16:06):
That was the headline.
So here's the what a new studyfrom Textio analyzed Google
search trends related to maleand female CEOs, and the
differences are pretty grim.
When people search for femaleCEOs, the top related questions
are can women be CEOs?
How do female CEOs balance workand family?
But for male CEOs, the searchesare about success and power.
(16:30):
How?
did male CEO become successful.
What is male CEO's leadershipstyle?
I just want to add a sidebarhere.
Why are we still Googling?
Can women be CEOs in 2025?
Speaker 2 (16:44):
I'd be very curious about what the gender breakdown
of that is.
Just to let's stop that.
Speaker 1 (16:49):
Let's stop that.
Yeah, answer, yes, get off mymind.
I would like to call out andreference a site called Pink
Chip, which covers all of thewomen-led CEOs running major
companies and organizationsglobally.
If you're interested in that,go check it out.
All right, and also the otherthing.
Look, I'm not a parent, but Ihave friends who are parents and
you get this you've been afemale leader.
(17:10):
When we talk about male leaders, we don't ask them about their
parenting styles.
So why is this still a topthing for women?
It's just so interesting.
Speaker 2 (17:20):
We're still not there there are very few women in the
CEO ranks, especially in thefortune one.
It's still not there.
This is what I'm wondering.
Are women Googling that to see?
Is this even possible, Causethey're not seeing the
representation?
Or is it men being dicks?
Speaker 1 (17:42):
Look and this isn't to trash men, right.
I think it's the society we'vegrown up in has created this
conundrum that we're in.
It's just still shocking anddisappointing to see.
By the way, this isn't just asearch quirk.
It's showing how bias is stillreally shaping how we see
leadership.
Male CEOs are assumed competent, strategic, worthy of study,
but female CEOs are stillquestioned for their legitimacy
(18:03):
or their ability to have it all.
So, even though women now leadmore Fortune 500 companies than
ever before 52, people stillGoogle as if it's like a wild
anomaly over here.
So, individual employees, ifyou're a woman in leadership or
striving for it, no bias isstill baked into that public
narrative, but also visibilitymatters.
People Google what they see.
(18:24):
So keep showing up, keep doingyour thing.
Be you Leaders.
If you're mentoring women orchampioning equity, make sure
your recognition goes beyondwork-life balance narratives
when you're talking about women.
Talk about their businessacumen, their strategy, their
growth and publicly, and don'tjust mentor.
Women are over-mentored,sponsor them and executives.
(18:45):
Bias and perception becomesbias and opportunity.
So if your board or leadershipteam is still asking the
question can women lead, evensubtly, you have some cultural
work to do.
That's all.
Speaker 2 (18:58):
That is all read a fucking book, jesus christ.
Read a book.
Speaker 1 (19:05):
Read a book, you have some work report yeah, oh yeah
no, look, I don't, I'm nottrying to generalize, but man, I
saw this article and I was likeson of a bitch.
Still, still, still.
Speaker 2 (19:17):
Why are we here?
All right, what's your WTF news?
So companies are facing adisturbing new threat Fake job
applicants using AI deep fakesto interview for remote position
.
These scammers are usinggenerative AI to fabricate photo
IDs, create employmenthistories and provide real-time
interview answers, sometimeseven using face swapping
technology during videointerviews.
(19:38):
Let me give you some of thenumbers here.
According to Gartner, by 2028,one in four candidates globally
will be fake.
Not a typo One in four.
One in four.
Speaker 1 (19:54):
I feel so bad for recruiters right now.
As a former recruiter, I'm likeoh, my heart aches for that
nightmare.
Speaker 2 (20:00):
My heart aches for recruiters.
My heart aches for any of yourcybersecurity team Because, once
hired, these imposters caninstall malware for ransomware
attacks steal consumer data andtrade secrets or simply collect
a salary that wouldn't otherwisebe qualified for.
It's literally corporateinfiltration.
Gone high tech, literally.
Some of the victims we'reseeing here are cybersecurity
(20:22):
and cryptocurrency firms areseeing the highest surge in fake
applicants, with companiesoffering remote work being
particularly vulnerable totargets because they don't have
to be there in person and theycan literally fake the videos
the whole time.
One Florida-based cybersecuritystartup founder reported every
time we list a job posting, weget 100 North Korean spies
applying to it.
(20:42):
When you look at these resumes,they look amazing.
They use all the right keywordsthat we're looking for 100.
100.
Going back to your thoughtabout networking and the
importance of your network,especially in the job search and
to protect the sanity of everytalent acquisition team, don't
underestimate the power of beingin person and networking and
(21:03):
having those relationships.
Listen, the job market's tough.
It's going to get even morecompetitive with these dumb
things.
Speaker 1 (21:10):
Having worked in recruiting, it's not unheard of
for people to have someone elseshow up for their interview.
That happens more often thanyou think and you're like what
the hell, man?
But this is like just supernext level clearly, but man well
what a time to be alive.
Speaker 2 (21:25):
What a time to be alive Like what a time to be
alive.
Speaker 1 (21:28):
All right, what's your F?
Yeah, my F yeah.
Also related to women-ledcompanies.
Mpw Daily, with EmmaHinchcliffe, said women-led
companies are outperforming thetariff crash.
Huh, I know so yeah.
Speaker 2 (21:44):
Must be all the kids that they're holding on to,
barefoot and pregnant.
Speaker 1 (21:51):
A hundred percent All right.
While markets are reeling fromTrump's latest tariff threats,
women-led businesses are quietlyoutperforming the broader
market.
According to a new S&P Globalreport, companies with female
CEOs, or CFOs, are showinghigher stock performance and
better returns during thiseconomic uncertainty.
It isn't a fluke.
Women-led firms tend to be morerisk-aware, disciplined and
(22:15):
conservative with their spending, which actually pays off.
During volatile times, whileheadlines scream chaos,
women-led companies aresteadying the ship.
It's a compelling case fordiversifying leadership.
I'm just curious what wouldcorporate America look like if
50% of CEOs were women here?
Speaker 2 (22:32):
I mean weather in the storm a little bit better per
the data.
Speaker 1 (22:35):
So this was just some F-yeah news like excited Good
for them yeah.
I love it, I love it.
Speaker 2 (22:40):
What about you?
Okay, so LinkedIn just releasedtheir top companies of 2025,
the 50 best large employers togrow your career, specifically
in the US.
Their methodology looks atcompanies on various elements
career progression, upskillingand LinkedIn is one of the only
organizations that probably hasthis kind of data, because they
can see when people are promoted, they can see when people are
(23:03):
taking starts, they can look atwhat's going on with LinkedIn
learning which, by the way,people can take as an individual
, or companies also purchase itso they can see who's doing what
in the ether and who reallyinvests in your development or
not.
I think everyone should take alook at the list.
It's 50 companies, by the way,all 50 companies are hiring and
have pretty substantial job recson their job sites right now.
(23:26):
I know we just talked about thejob market getting slow, but
all 50 of these companies arehiring and all 50 of these
companies are places wherepeople can see development and
progression.
A couple of the companies slamdunk yes, google's on there and,
by the way, all of Google'ssubsidiaries, like Waymo,
(23:47):
youtube, wiz they're all onthere too.
Alphabet, amazon is on there.
Wells Fargo's on there, butthere's also companies like PwC
and EY, at&t, caterpillar, gm,procter Gamble, Accenture, roche
, apple, eli Lilly, comcast alot of different industries very
big.
I would absolutely take agander at this page.
(24:08):
I would also take a gander atit too, because what's nice
about it is it lists the company, the top US locations, so you
can see where they're located,their most notable skills, like
what they're most known for,some common job titles, their
largest job functions.
That's also really nice, so youcan get a sense of is this their
core competence and what'stheir flex work, availability,
(24:30):
are they remote, are they hybrid?
And so these are just somethings that make it really easy
If you are looking for a job, ifyou're job curious, if you just
want to see how some of thesebig majors are operating from a
development perspective goodlittle report to look at out
this week.
Speaker 1 (24:44):
I like it.
We'll link to it in the shownotes.
Speaker 2 (24:46):
Yeah.
Speaker 1 (24:47):
Very cool.
I actually I'll leave everyonewith a nice little job hack that
I learned this week.
Speaker 2 (24:52):
Of course we want a job hack Mel.
Speaker 1 (24:55):
If you're applying for jobs right now and you may
have seen this, I saw it over onTikTok and I wanted to share
you can do a job search inLinkedIn and if, for the job
that you want, sort by what'sbeen posted in the last 24 hours
and in the top you can changethe time in the URL to match the
last hour, because right nowit's just like minutes in the
(25:16):
URL, so you adjust the minutes.
So instead of 24 hours, you canadjust it to the minutes for
the last hour and it'll show youeverything that's been posted
within the last hour.
Speaker 2 (25:27):
That's huge, because what we're hearing and I know
you're hearing this more thananybody is the minute something
opens up in the first 24 hoursit's a hundred people, a
thousand people have applied toit.
So if you can see the firsthour and be first to market,
that's cool.
Speaker 1 (25:40):
It is very cool.
Also, the other thing forpeople to know is if you see how
many people have applied to ajob on LinkedIn.
That number's not 100% accurate, because all that they can
track is if someone's clicked.
They don't know if they'veactually applied once they've
left LinkedIn.
So don't be discouraged.
Speaker 2 (25:58):
Do not be discouraged .
And, even better, find somebodythat works there and get that
warm intro.
Hell yeah.
Speaker 1 (26:03):
Start networking Number one.
Number one network.
Speaker 2 (26:07):
Mel, what do you always say?
Speaker 1 (26:09):
Network is your net worth?
Speaker 2 (26:11):
We'll end there A hundred percent.
We're going to end there.
We'll end there 100%.
Speaker 1 (26:16):
We're going to end there.
This episode was produced,edited and all things by us
myself, mel Plett and FrancescaRennery.
Our music is by Pink Zebra andif you loved this conversation
and you want to contribute yourthoughts with us, please do.
You can visit us atyourworkfriendscom, but you can
(26:38):
also join us over on LinkedIn.
We have a LinkedIn communitypage and we have the TikToks and
Instagrams, so please join usin the socials and if you like
this and you've benefited fromthis episode and you think
someone else can benefit fromthis episode, please rate and
subscribe.
We'd really appreciate it.
That helps keep us going.
(26:58):
Take care, friends.
Bye, friends.
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