Recruitment & HR

Black women lost 91% of all women’s jobs in April. But that number isn’t the whole story — it’s just the tip of the truth. Here’s what’s “under the hood”: 1. This isn’t a fluke. It’s design. We’re overrepresented in jobs labeled essential during crisis and expendable during recovery. Admin, healthcare support, education, retail — sectors that get cut first and protect last. This is occupational segregation, and it’s doing exactly what it was built to do. 2. We were already leaking out of the pipeline. Let’s not pretend this started in April. We’ve been underpromoted, underpaid, and undersponsored — despite being the most educated demographic in the country. So when layoffs come, we aren’t just losing jobs. We’re losing hard-won ground. 3. Post-2020 performative #DEI is dead — and we’re the collateral. Many of us were hired into DEI roles or “diversity-friendly” spaces when companies wanted good press. Now, as backlash builds and budgets shrink, we’re first on the chopping block — again. This is what happens when #equity is cosmetic. 4. The economic damage is generational. 91% job loss isn’t just a stat. It’s a ripple: • Mortgage denials • Career derailment • College fund delays • Entrepreneurship on pause • Healthcare gaps This hits families, not just individuals. 5. Stop calling this a resilience issue. Resilience isn’t a fix for economic exploitation. We are not interested in masking systemic harm with individual hustle. So no, this isn’t just about job loss. It’s about power. It’s about who gets to stay. It’s about who gets protected — and who gets the short end of the stick just for taking up space. Black women are architecting a strategy that doesn’t require permission. Black women are pivoting on purpose, rebranding without code-switching, and rising without waiting for rescue. If this shook you, good. If it lit a fire under you, even better. Now let’s build something they can’t lay off. #RebrandAndRise #CareerNomadNoir #BlackWomenAtWork #StillEmployedStillAfraid #RNA #Layoffs #WorkplaceTruths #StopTheErasure #PowerToPivot #LinkedInNews LinkedIn News #hellomonday #officehours Source: Black Enterprise Magazine, May 2025 Jeffrey McKinney https://lnkd.in/eCMzUd8K

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

The best mentors won't find you, You have to find them. My core values for career development: • Ownership - Taking responsibility for your growth • Courage - Moving through discomfort for what matters • Reciprocity - Creating value, not just taking it What I can't stand is seeing people wait for career opportunities while mistaking passivity for patience. Here's how to ask potential mentors (without feeling awkward): 1/ Be direct about your goals Don't beat around the bush. Tell them exactly what you need. "I was promoted to senior engineer and want to level up my systems architecture skills. Would you be willing to mentor me?" 2/ Tell them why you chose them People appreciate knowing what drew you to them specifically, showing you’ve done your homework. "I'm reaching out because of your experience leading engineering teams at high-growth startups." 3/ Start with a small ask Don't request a long-term commitment right away. "Would you be open to a 30-minute video call to connect?" 4/ Be gracious if rejected Sometimes people don't have bandwidth. That's okay. "I understand you have significant demands on your time." 5/ Ask for alternatives If they decline, their network might be your next opportunity. "Is there anyone you'd recommend I connect with instead?" 6/ Approach with the right mindset Confidence in your goals. Respect for their time. Gratitude for their expertise. I've seen too many careers stall because of fear of rejection. But I promise: The temporary discomfort of reaching out is nothing compared to the permanent pain of career stagnation. Stop waiting for the perfect mentor to appear. Make the first move today. What strategies have worked for you when finding mentors? Image Credit: GraciousQuotes --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

“Women and People of Color are over mentored and under sponsored.” I shared this during yesterday’s Gallup and WOHASU ® Women’s Wellbeing Panel because it’s a reality we must confront. 💡Research from the Center for Talent Innovation reveals the stark truth: • 71% of sponsors say they’re helping protégés advance, but only 30% of protégés agree. • The numbers are even more troubling for Black employees, with just 5% feeling sponsored in their workplaces. Sponsorship isn’t just about guidance—it’s about action. Sponsors advocate, open doors, and use their influence to elevate others. Here’s what sponsorship looks like in practice: • Advocating for high-visibility projects: Recommending someone for a leadership role or a game-changing initiative. • Speaking up in key rooms: Endorsing their abilities and readiness for promotions during executive discussions. • Leveraging personal networks: Making introductions that lead to pivotal career opportunities. I’m forever grateful to my former boss, Jim Clifton, for being not just a mentor but a true sponsor in my career. His advocacy transformed my opportunities and trajectory in ways I’ll never forget. Sponsorship isn’t just a ‘nice-to-have’—it’s a necessity for building equitable workplaces. Who are you sponsoring? How can we do better? Let’s continue this important conversation. #EquityInAction #Leadership #WomenInLeadership #SponsorshipMatters #Gallup #WOHASU

If you think the talent gap in hospitality is someone else’s problem, you are the problem. Stop blaming HR, stop blaming “the new generation,” and stop pretending this is going to fix itself. The industry is in a full-blown leadership crisis, and the clock is ticking. Thousands of GMs and department heads will be needed in the next five years, but the talent pipeline is almost empty. Properties are opening faster than leaders are being developed, and the truth is simple, this is the direct result of years of short-term thinking and cutting corners on people. We obsessed over RevPAR and labor costs instead of developing leaders. We burned out young talent with long hours and no mentorship, then acted shocked when they left. We let toxic mid-level managers drive people out. We told ourselves “great hospitality people are born, not made” and used that excuse to skip proper training. Now, the best people are leaving for other industries, and the next generation does not want to join us. You want to fix this? Start acting like a leader, not a placeholder. Here is the hard truth, no one is coming to save you. If you own, manage, or lead in this industry, this is on you, and here is exactly what you need to do: 1. Mentor, every single week. If you are not actively mentoring at least two people, you are failing. Take real time to guide, coach, and grow them into future leaders. 2. Show the career path, publicly. Post about it, talk about it, celebrate people who move up. If young talent cannot see a future, they will not stay. 3. Stop treating training like an expense. Build real leadership programs, partner with hospitality schools, create internships that teach more than how to fold napkins. 4. Fix your culture fast. People leave managers, not companies. If you have toxic leaders, replace them or train them properly. Hold managers accountable for how they treat their teams. 5. Rebrand what it means to work in hospitality. Right now, the perception is burnout. Start showing the real success stories, the lifestyle, the global opportunities. You have to make this career aspirational again. The brands that own the next decade will be the ones that get this right, now. Not next year. Not “when budgets allow.” Now. This is not a staffing issue. This is a leadership issue, and the future of this industry depends on how we invest in people today. --- I am Scott Eddy, keynote speaker, social media strategist, and the number 15 hospitality influencer in the world. I help hotels, cruise lines, and destinations tell stories that drive revenue and lasting results, through strategy, social media workshops, content, and unforgettable photoshoots. If the way I look at the world of hospitality works for you, and you want to have a conversation about working together, let’s chat: scott@mrscotteddy.com.

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

Whether you like it or NOT the most important decisions about your career are made when you’re not in the room. Your title Your pay Your opportunities All shaped in conversations you are not invited to. As a former leader and exec I've sat in on them. Years ago, I was up for a promotion in another part of the business. I had just started working with a new manager, and when I asked if she would support my candidacy, she said yes. Later, I found out she told someone I was too junior for the role. She didn’t stop the promotion, but she tried to. What protected me was the brand I had already built. And the advocates who already knew my work. → I led a process improvement project with measurable results → I built trust with leaders beyond my team → I earned visibility through recognition programs That reputation made it easier for others to speak up. And harder for her doubt to carry weight. If you’ve ever had a manager say the right things in public but block you in private, you are not alone. When I became a leader, I made it a point to speak up for my team. Not just when it was easy, but especially when they were not in the room to speak for themselves. Because I know what it feels like when someone stays silent or worse they don't protect you at all. If you want to protect your career, start here: → Be consistent Show up the same way in high-stakes rooms and day-to-day meetings → Be clear Speak in a way that leaves no one guessing what you do or why it matters → Be credible Follow through on what you say, and let your results speak without over-explaining Your boss or [insert here] may not be your biggest advocate. But you can still have a strong campaign. And when you become a leader, do not stay quiet in rooms where decisions are made. Because if your name is going to be spoken, make sure it is by someone who protects it. Who spoke your name when you weren’t in the room? Tag them below and thank them. —- Hi, I’m April, and I specialize in helping women leaders prepare for executive roles by enhancing their influence, presence, and communication skills. Executive Material

Whether you have known me for years or maybe just a few minutes, you are likely already aware that I believe the greatest investment a business can make is in its people. That’s because everything comes down to our employees. Their success is our success, and where we go in the future and how we get there depends on their engagement and commitment. That’s why I was surprised and frankly baffled after reading a recent piece in Fortune’s CHRO newsletter - Employee Experience Takes a Back Seat - predicting a downward investment in employee culture based on recent Forrester research. A downward investment?! You might as well start slicing and dicing your revenue, productivity and performance while you’re at it. According to the research, three trends will fuel the EX recession: (1) Reduction in DEI investments  (2) Reduction in employee engagement and culture  (3) How AI will negatively disrupt the HR process Here’s why you can’t afford to backburner EX: Your employee experience is intrinsically linked to your customer experience. You can’t deliver on your customer’s needs and expectations if you’re not delivering on your employees’ needs and expectations – they go hand-in-hand. And – if “investments in employee wellbeing are taking a back seat,” as the article suggests – then this means that the individuals responsible for driving the business are also ‘in the back seat.’ How can a company continue to be successful in this scenario? The answer is that - they can’t.  That’s why I am proud to be on the front lines of making Verizon a great place to work alongside the best HR team. We are continuously analyzing, evolving and augmenting our V Team experience to ensure our people feel valued and have the resources they need to thrive at work and in life. As employers, we must keep the employee experience at the center of everything we do and operate with that as a lens to measure our impact and success. Because we know the difference between a good organization and a great one always comes down to its people. I am proud to be an outlier and buck this trend because nothing is more important than supporting our #VTeam. Check out the research and share your thoughts below: https://lnkd.in/eSK7aXhR #PostItForPositivity #mondaymotivation #employeeengagement #peoplefirst #employeeexperience #lovewhereyouwork

I’ve reviewed 1,000+ LinkedIn profiles over the past 5 years. Here are 8 tips to turn your LinkedIn profile into a job-generating machine: 1. Upgrade Your Profile Picture Like it or not, your profile picture is your first impression. Make it a good one: - Upload your PP to Photofeeler .com - Analyze the feedback - Reshoot/edit your picture based on the data Repeat until your scores are good! 2. Leverage Keywords The right keywords help you show up in more searches. Here's how to find them: - Find 5+ job descriptions for target roles - Paste them all into ResyMatch.io's JD scanner - Save the top 15 skills Weave them into the rest of your profile! 3. Write A Killer Headline I like to use this headline formula: [Keywords] | [Skills] | [Results-Focused Value Proposition] Example for a data scientist: Data Scientist | Python, R, Tableau | I Help Hospitals Use Big Data To Reduce Readmission Rates By 37% 4. Write A Killer About A great About section has 3 parts: - A short paragraph that speaks to your job, years of experience, and value prop. - Five "case study" bullets that showcase specific results. - Your email w/ a CTA for people to connect with you. Include keywords! 5. Leverage Your Featured Section It’s hard to convey your value on a resume or in an About section. This is your chance to show people what you’ve done on your terms. Include things like: - Case studies of your work - Content you’ve created - Posts you’ve written 6. Skills Matter LinkedIn uses profile Skills sections to rank candidates. Here’s how to boost your rank: - Add every keyword from your ResyMatch scan - Choose the top 5 most relevant skills - Ask colleagues, friends, family, & classmates for endorsements (aim for 5) 7. Engage & Support Others Comments can generate tons of profile views! Here’s how: - Find 10+ thought leaders in your target space - Bookmark their post feed - Check their feeds daily - Leave a supportive, valuable comment on each new post Repeat for a minimum of 30 days 8. Create Content! Content is networking at scale. One post can reach more people than your entire connection base. It also allows you to showcase value in your own words, on your own terms. It can feel scary, but only 1% of people do it—and the returns are huge.

Your team’s success hinges on the talent you bring on board. But a slow hiring process can sabotage that success before it even begins. Here’s why dragging out the hiring process is a hidden risk: ⏳ Top Talent Drifts Away: The best candidates aren’t waiting around. 60% of job seekers lose interest if the process drags on. Quick decisions keep them engaged. 🛑 Brand Reputation Takes a Hit: A lengthy process reflects poorly on your company. Negative candidate experiences spread like wildfire, scaring off other top-tier talent. 💸 Costs Skyrocket: Every day a position stays open, your costs climb. Lost productivity and extended recruitment efforts drain your resources. 🔥 Team Burnout: Your current team bears the load when roles go unfilled. This can lead to burnout, decreased morale, and even turnover. 🚪 Opportunities Slip Away: Business moves fast. A delayed hire could mean missed opportunities that your competitors won’t hesitate to grab. Here’s how to avoid the pitfalls: 🎯 Streamline Your Process: Cut unnecessary steps and move quickly. The faster you act, the better your chances of securing top talent. 📅 Set Clear Timelines: Communicate expectations up front. Keeping candidates in the loop maintains their interest and commitment. 🛠 Empower Your Hiring Managers: Give them the authority to make decisions swiftly. Don’t let bureaucracy slow you down. 💡 Focus on Candidate Experience: Even a fast process can be a positive one. Make every interaction count. Did you know that 80% of top candidates are lost to slow hiring processes? That’s a risk you can’t afford to take. In my upcoming post, I’ll share actionable tips to speed up your hiring and secure the talent your team needs. 🚀 Don’t let the best slip away. Act fast, hire smarter!