The massive online course platform, Coursera, is offering a selection of free online courses with certificates until July. That means you have access to free online courses for massively upgrade your career. If you’ve ever thought about learning a new skill by taking an free online course, this is the time to do it.
In normal times, you’d pay $49 a month to use Coursera and make progress towards a certificate. But we’re in coronavirus times. So Coursera is giving away access to free online courses with certificates to help you upskill.
Finding companies hiring during COVID is a huge challenge. If you’ve just been laid off and need a job ASAP, you need to be able to quickly find companies that are still hiring during this pandemic.
Thankfully several websites are keeping lists of companies that are hiring during coronavirus. I’ve been sharing these lists on my podcast for layoffs, but I’m putting my favorite ones below.
Here’s where to look for companies that are still hiring during our global pandemic. Share with anyone you know who has just been laid off.
LinkedIn’s list: Here’s who’s hiring right now
The first is LinkedIn, which offers a daily, continuously updated list of companies still hiring during COVID. Log in to LinkedIn, and find the list of companies still hiring in the top right hand corner box. Under Special Report: Coronavirus, click on Here’s who’s hiring right now
LinkedIn’s list of companies still hiring during COVID cuts across industries, listing major hiring sprees like Instacart’s push to hire 300,000+ contractors to Squarespace hiring 100 workers.
Jobscan: Ultimate List of Companies that Are Still Hiring
Jobscan.co is keeping an updated list of companies that are hiring during covid. Jobscan is resume optimization tool that helps your resume get past the ATS machines (listen this podcast episode where I discuss how to update your resume using automated tools).
Each list offers a summary of the company with links to a company profile on The Muse and an option to explore open jobs. This kind of list makes it easier for job seekers to learn a bit more about the company to learn if it’s a fit before searching for jobs.
In a time of mass layoffs, a lot of consumer facing companies – the brands that job seekers know best – aren’t hiring. Instead, software and enterprise brands dominate. For many job seekers, it may be the first time they encounter a company. Reading a quick overview of a company is a bit more inviting than reading a company name on a spreadsheet.
FlexJobs: 70 Flexible Companies Currently Hiring Remote Jobs
Flexjobs, the paid job search platform for remote jobs, has a list of 70 companies hiring during COVID. While the list is from April, and there is no indication of whether it’s being updated, it’s useful as a starting point for finding a remote job during COVID.
Flexjobs is a paid website. To avoid paying for flexjobs, simply Google the company name and the word “careers” and save your dollars.
Want a guide to the remote job search?
In the guide you’ll get:
250+ companies that hire remote workers
A mega-list of remote job boards
Reflection questions to clarify remote job search goals
The Remote Job Toolkit
Tips to stand out in the remote job search
Curated career resources to support you in your search
The layoff news is bleak. Last week, 3.3 million people filled for unemployment, as COVID-19 spread and states issues stay-at-home orders. We are in a period of mass layoffs. Seeing those company layoff numbers are brutal but this chart from CNBC is what really put it into perspective:
As someone who graduated into the 2008 recession, that chart blew me away. I didn’t get laid off in 2008 but it was nearly impossible to find a good job in those years. I ended up taking loads of random jobs, mostly temporary, to get me through and pay my bills. Family and friends were laid off then too.
Seeing a chart like that just hurt my brain. Most of us know what it felt like to job search or work in crappy jobs during the 2008-2010 period. I’ve been talking with friends and we’re wondering if it’s going to feel like that again. Some say it’s temporary. Others can’t say we can be sure at all because global pandemic!
On top of that, I was laid off two weeks ago. I was contracting as a conversation designer for a conversational AI startup. So I’m joining the ranks of job seekers looking for work. It’s an odd position to be in – a career expert with a new book who has recently been laid off. It’s an identify shift for sure.
So I’m doing something a bit different for the time being. I’m interrupting interviews with career changers on my podcast to talk about layoffs. Instead of interviewing people about their career changes, I’m putting together a series to help job seekers navigate layoffs. Ironically, the last episode I did before our
We don’t talk much about layoffs as a society. Unless a family member or friend goes through it, layoffs are simply a number on the screen as we scroll through our daily news.
I want to change that. I want to talk about layoffs and more importantly I want to talk about how to get through it. From dealing with the initial shock after a layoff, to making a new budget, to finding a new job in a very competitive market, people need help finding their way after a layoff.
I intend to help them. If you know someone who has been laid off, send them my podcast, 50 conversations.
Transitions like this are difficult as the impact is felt by teammates, colleagues, and friends we have known and partnered with through ups and downs. For those who will be leaving, we thank you for your many contributions to Expedia Group and wish you safe travels as you find your next opportunity.
As I read the statement above from Expedia I couldn’t help but wonder if layoffs are just the new normal now. While that statement has obviously been through the corporate PR wash machine, it sounds exactly like what flight attendants say as you leave the plane. “Thank you for flying with us today. If you’re continuing on your journey here at JFK, we wish you safe travels.” Maybe that’s intentional; it’s a travel company after all.
The statement is really an acknowledgement that all jobs are temporary anyway and that we shouldn’t don’t get too comfortable.
Layoffs suck. There’s no denying that. The numbers appear as blips in our feed as we scroll, scroll, scroll, scroll, which makes it easy to ignore. But layoffs are emotional affairs by those who are hit by it. People who are laid off feel shame, sometimes embarrassment, and of course, anger.
But given how frequent layoffs are occurring, and how company layoffs are now applauded as part of a business getting it’s shit in order, we need to change the narrative on layoffs.
There should be no shame in getting laid off. If you’ve been laid off, it’s not always your fault. Its the companies fault for not having their business in line or adapting to the new work realities. It’s their fault for not caring about their employees enough.
Companies continue to talk about employer loyalty without addressing that there isn’t any loyalty to employees. It’s rare to find a company who is loyal to their employees.
As workers, we need to be proactive in our new world of work. We need to always keep in the back of our heads that we may be part of a future layoff. And that means thinking about your work in a totally different way.
I’ve got a new podcast episode that talks about the reality of layoffs. In it, my guest covers how to be proactive in your career and expect the unexpected:
Beyond being abused, there are many ways for this technology to fail. Among the most pressing are misidentifications that can lead to false arrest and accusations. … Mistaken identity is more than an inconvenience and can lead to grave consequences.
If facial recognition technology is being used on your campus, would you know about it? If it is being used, do you know how it’s impacting the communities you serve?
It’s easy to check out when you hear about facial recognition technology. The term still conjure up images of Minority Report or more recently, thoughts of China. Facial recognition use in every day life feels kind of far off if you’re not working in AI or security industry spaces.
If you’re working in a cozy office, it’s easy to ignore the plight of Amazon warehouse workers and scroll right past their stories in your feed.
So I encourage you to watch this short clip from Frontline, not just so you understand what happens behind the scenes when you click on that purchase button. I want you to see how Amazon is shaping our workplaces.
This focus on data-driven management and efficiency over people won’t be limited to Amazon in the future. Amazon is a leader in everything they do. When they experiment with data-driven management and efficiency and it works, others will follow. From the video:
“Amazon is the cutting edge. Other warehouses are starting to adopt these technologies. Other companies are starting to do what Amazon is doing. Data collection can become the standard for all workers. You’re never good enough. You’re never able to keep up.”
Data-driven management mixed with workplace surveillance creates a brutal work environment. This shouldn’t be what we’re building for the future of work.
I don’t know what the solution is. Listen to these stories. Support unions. Don’t order Prime (or order it less). If you’re in tech, don’t use your talents to work for Amazon.
These workers don’t deserve this. This isn’t the future of work we deserve. We have the power to change it.
Just dropping this magnificent podcast episode off here.
Ifeoma Ajunwa, the author of the upcoming book, the Quantified Worker, goes pretty deep on automated hiring systems, and how humans encode bias into AI-powered hiring systems. She shares examples of how hiring platforms powered by AI are problematic and the impact on job seekers:
“A lot of hiring systems make use of machine learning algorithms. Algorithms are basically a step by step process for solving any known problem. What you have is a defined set of inputs and you’re hoping to get a defined set of outputs like hire, don’t hire, or in between. When you have machine learning algorithms, it kind of makes it murkier. You have a defined set of inputs, but the algorithm itself is learning. So the algorithm itself is actually creating new algorithms, which you are not defining. The algorithm is learning to how you react from the choices it gives you. It creates new algorithms from that. It can become murky in terms of discerning what attributes the algorithm is defining as important because it’s constantly changing.”
I spend a lot of time writing and speaking about how new technology reshapes job functions and industries. Specifically, I focus on automation tools, how they alter traditional roles, and how employees can adapt. So I’m always on the look out for new features and tools that automate something a human normally does.
This week, I noticed that LinkedIn offers a new feature: LinkedIn will write your summary for you.
My wife was on LinkedIn the other day, a place she rarely visits. She works in healthcare, isn’t job searching, and has zero reason to update her profile. As such, her profile is a barren place. But she checked in and saw this in place of her empty summary:
When she clicked to expand, she saw this:
Her first reaction was surprise followed by laughter. Though she doesn’t like writing a summary, she told me she’d never write something like that. It’s not her style.
The summary is slightly inaccurate and reads like an outdated objective statement from a resume in the 90’s. It sounds like a corporate website devoid of personality.
But that’s probably the point. A lot of professionally written LinkedIn profiles read like corporate websites. I used to work for an outplacement company that has an entire team dedicated to writing resumes (those resumes which always included an outdated objective statement, much to my disappointment (side note: objective statements are a polarizing topic in resume writing circles. I land firmly on the side of hating them with a passion)). No matter how the resume was written before the review process, they all sounded like the statement above after the resume team worked on it. Standardization is easier than personalization.
Corporate speak written by humans is very popular on LinkedIn and within the resume/LinkedIn writing community. Since this feature was likely trained on data from LinkedIn profiles, it’s not surprising to see this type of summary.
That’s not a bad thing either. Style aside, this feature is actually really helpful. If you can’t afford a professional LinkedIn writer to redo your profile, you’re in a rush, or you’re just not one for words, LinkedIn’s automated summary will most definitely do the trick for you. At the very least, it’ll get you started on writing a summary.
Writing LinkedIn summaries is hard. Writing them with flair and personality is harder. It takes practice and skill for a human to do it well. It’s impressive to see this coming from a machine yet still a good reminder machines still generally suck at creative flair and personality.
I’ve got a sweet spot for automation tools that are creeping into my former industry: career coaching. In my talks, I tell a story about how a machine came for my job when I was a global career coach at Yale School of Management. I use it to show audiences how automation tools aren’t limited to warehouses and accountants, and that we all need to adapt, even career coaches.
Career coaches do many things. They give direction. They review resumes, write cover letters and LinkedIn profiles. They listen to your stories and give you feedback. Career coaching at its heart is a people profession. It’s about relationships and communication.
“It’s insane to think that we should know what we want to do forever or that it’s somehow a better life or we’re a more successful person if we’ve done one thing. I mean, it’s really just outdated. It doesn’t make any sense. You know that’s not true.” – Alexandra, episode 5 of the 50 Conversations podcast for career changers
In my podcast for career changers, there’s a reoccurring theme when it comes to our careers: lifetime careers no longer exist. And while we all kind of know that, it’s so damn refreshing to hear people talk about it openly. It’s even better to hear how people have adapted to this new world of multiple career changes.
I’ve been slowly releasing episodes from my podcast for career changers over the past four months. The goal of the podcast is to both normalize career changes and show the many ways people make a career change.
In the podcast, I ask guests who have changed careers exactly how they did it. It’s a casual conversation, usually under 20 minutes, and perfect for a commute. We chat about the ups and downs of career changes, the many ways to learn new skills, the process of upskilling, and always end with outstanding advice for career changes.
My podcast for career changers is like having a career coach in your pocket; you’re sure to find something in these episodes that resonates with you. It’s better than taking a career assessment any day.
So I’m sharing a round up of episodes that shows you the many ways to change careers. Whether you’re the person who needs a career change but don’t know what to do or someone who just needs career change help these are the podcast episodes for you.