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Its a . . . well, weird job market out there, to put it diplomatically. If youve suddenly found yourself looking for work among what feels like a never-ending onslaught of layoffs, youre not alone. Now more than ever, standing out is essential to landing your dream job. In that spirit, LinkedIn Learning offers a variety of free courses that can help you sharpen your skills, boost your confidence, and navigate the job-seeking landscape with ease. Here are six free LinkedIn Learning courses that can assist you in finding a new job. Polish up your résumé This 2.5-hour course covers everything you need to know about creating a résumé that showcases your skills, experiences, and achievements effectively. You’ll learn how to format your résumé, choose the right keywords, and tailor it to different job applications.Additionally, the course provides tips on avoiding common mistakes and how to use action verbs to highlight your accomplishments. By the end, you’ll ideally have a polished résumé that sets you apart from other candidates. Ace your interviews Interviews can be nerve-wracking, but preparation is key to success. This 1.25-hour course offers expert advice on how to answer common interview questions confidently and effectively. You’ll learn how to research the company, understand the job requirements, and prepare responses to questions about your skills, experiences, and career goals. Also covered techniques for handling tricky questions, such as addressing gaps in your employment history or explaining why you left your previous job. Keep your wits about you Youve sent out hundreds of résumés. The fish arent biting. The ones that are result in rejection. Youre getting discouraged. This quick course is a half-hour pick-me-up that teaches you strategies for setting realistic goals, staying organized, and managing stress. It also provides techniques for building self-confidence, overcoming self-doubt, and staying motivated even when the going gets tough. Land a job on LinkedIn Love it or hate it, LinkedIn is still a powerful tool for job seekers. This hour-long course teaches you how to finesse your LinkedIn profile to make it more attractive to recruiters and hiring managers. You’ll learn how to create a compelling headline, write a professional summary, and showcase your skills and experiences. The course also covers strategies for networking with industry professionals, joining relevant LinkedIn groups, and utilizing the platform’s job search features. Land a job not on LinkedIn (or anywhere else) Not all job opportunities are advertised publicly, and many great positions are found through networking and personal connections. This half-hour course reveals strategies for tapping into the hidden job market, where you can discover unadvertised positions and reach out to potential employers directly. You’ll learn how to identify key contacts, craft persuasive outreach messages, and build meaningful professional relationships. The class also covers techniques for conducting informational interviews and leveraging your network to uncover hidden opportunities. Always be networking Even if youre not looking for a new job, building a strong professional network is more important than ever. This 40-minute course offers practical strategies for connecting with industry professionals, joining relevant online communities, and using social media to your advantage. You’ll learn how to create an engaging online presence, share valuable content, and participate in virtual events and discussions. Along with all that, youll get tips for maintaining and nurturing your network over time, ensuring that you have a solid support system as you navigate your career.
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Hundreds of thousands of peopleincluding meare heading to Austin, Texas, for the SXSW Conference and Festivals to learn, share, and meet others who are eager to propel business and culture forward. In perusing the lineup for this years conference, I was pleasantly surprised. In addition to Understood.orgs session, the agenda has half a dozen panels or meetups focused on some flavor of neurodiversityfrom the science behind neuroinclusive office design to learning to love your tricky brain. As a neurodivergent leader at Understood.org, I often find myself the lone neurodiversity advocate in professional settingscreatively connecting dots to make the business (as well as the moral and ethical) case for why people who learn and think differently shouldnt be overlooked at work, at school, and in the world. So, looking at the agenda, Im thrilled! Its incredible to see that people plan to proactively discuss people who learn and think differently at such an influential event. But Im also cautious. Because I dont want neurodiversity to get buzzword treatment. Weve seen it before: The viral business focus or philosophy that dominates headlines and conference agendas for a certain period of time and thenpoof! It disappears. Empathetic leadership during the COVID-19 pandemic-era. Fail smart before that. We cant let neurodiversity get labeled as a trend, because its not a trend. Neurodiversity is the future, and its critical for business growth. The future is grounded in neurodiversity Research shows that 53% of Gen Z identify as neurodivergent, and this revelation comes at a critical moment when Gen Z now outnumbers baby boomers in the workplace. This means that more than half of middle managersincluding those who will grow into future leaderslearn and think differently. Their neurodivergence may mean they have different expectations around ways of working, sharing information, and flexibility. Todays business leaders must understand the upcoming generation of talent so that they can unlock their full potential. This should also be a wake-up call for brands. Every brand leader is trying to better understand and penetrate the Gen Z market. Recognizing that more than half of these consumers identify as neurodivergent can potentially open up new opportunitiesfrom product development to marketing. Its estimated that neurodivergent consumers boast almost $2 trillion in spending power. In short, organizations are leaving talent and money on the table if they dont consider the neurodivergent population. Accessibility is a competitive advantage At a moment when there is sensitivity around language related to equity and opportunity, we must make sure accessibility remains. Accessibility helps everyone. Its often the first step toward building environments where people feel included, and its also an unlock for business growth. When people can access information easily, theyre enabled to do their best work. This is especially important for neurodivergent talent, who can offer creativity and unique problem-solving skills when granted the right support. In fact, Gartner research has shown that cognitively diverse and inclusive decision-making teams lead to exceeding financial goals for 75% of organizations. Its one of the reasons Understood.org leverages the principles of universal design in our operations. Universal design is a simple concept, whether its applied to architecture, education, or product design: If you design for the fringes, it benefits everyone. We know that using AI tools to take notes and provide captioning is beneficial to all, and that its particularly impactful for people with sensory or processing issues. We understand that using larger text sizes and bullet points in documents increases readability, and that these guidelines are especially helpful for our dyslexic talent. We adopted these practices so that the one-third of Understood employees who identify as neurodivergent dont need to ask for formal accommodations to do their job. Support is available to everyone and helps everyone. While language may change, the work to build accessible environments for your workforce or your customers shouldnt. Employers should view it for what it is: a competitive advantage, because it provides people with the opportunity to participate, engage, and play to their strengths. Where do we go from here? Im optimistic about neurodiversity being discussed openly at marquee events. Im encouraged by the inquiries we receive from leading companies wanting to be more supportive of neurodivergent employees or customers. I look at Google, which helped launch The Neu Project, and Hinge, which conducted in-depth research to improve the dating experience for users with ADHD. These brands get it. So, lets continue talking about neurodiversity at conferences. Lets continue celebrating the strengths while acknowledging the challenges. And lets continue to push organizations to embrace neurodiversitynot just with words, but with action. Those that do will reap the benefits to their bottom line and do right in their world. Nathan Friedman is copresident and chief marketing officer of Understood.org. The Fast Company Impact Council is a private membership community of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual membership dues for access to peer learning and thought leadership opportunities, events and more.
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Lindsay Orr was active and healthy, running marathons and hiking all around Colorado. During pregnancy, she developed a persistent headache and dangerously high blood pressurehallmark symptoms of preeclampsia, a leading cause of preterm birth as well as maternal mortality and morbidity. She was induced at 32 weeks to save her and her babys life. Now, two years later, she continues to experience the long-term impact of preeclampsia as Lindsay developed chronic high blood pressure, a condition she never had before pregnancy. Pregnancy complications like preeclampsia, preterm birth, and fetal growth restriction are dangerous for mom and baby. These complications can strike without warningsending pregnancies into a crisis overnight. For women like Lindsay who are healthy and dont have risk factors for complications like preeclampsia, the experience is harrowing and surreal in what should be the most joyous time of a parents life. Its unacceptable for so many women, families, and doctors that the U.S. lags behind every major industrialized nation in addressing the maternal health crisis. Its heartbreaking that 20% of pregnant women experience the crisis of a pregnancy complication. It creates traumalong-term physical and mental health impacts on womenand also influences childrens health outcomes. A prenatal model designed 100 years ago As investment has lagged in obstetrics and pregnancy health, the prenatal care model for mothers health has remained largely unchanged over the past 100 years. Yet, rates of complications like preeclampsia continue to rise and preterm birth is at the highest level it has ever been in the U.S. We must understand whats going on biologically in pregnancy to reverse these trends. In the absence of biologically-driven approaches, overstretched and underresourced OB/GYNs and care teams have had to rely on generalized characteristics and demographics. Those include age, BMI, race, and socioeconomic status, to try to identify who may be at risk for pregnancy complications. The U.S. Preventative Services Taskforce guidelines define these as moderate risk factors. Unfortunately, 80% of pregnancies have at least one of these moderate risk factors, making it a poor indicator of who is truly at high risk for preeclampsia. Its no wonder that patients, clinicians, and care teams have little guidance on where to focus to create a personalized care plan to reduce preeclampsia risk. Some who have no risk factors end up developing severe forms of preeclampsia, and most with moderate risk factors have normal, uneventful pregnancies. The status quo isnt working. Women deserve better. Moms deserve better. Families deserve better. We need to understand the biology of women and their pregnancy journey if we want to make progress in understanding how to more precisely prevent, treat, and manage diseases that impact women. A new era of pregnancy health To create healthier futures for moms and babies, we need scientific advancements to better understand whats happening in pregnancy so we can prevent crises caused by complications and preterm birth before they happen. This idea is not new, of course. Five-year survival rates for breast cancer went from a toss-up to around 90% once we brought to bear the scientific understanding of breast cancers molecular drivers. Mirvies foundational, first-of-its-kind study uncovers insights we never knew about pregnancy. We examined the biology of nearly 11,000 diverse pregnancies from women enrolled across the United States and collected thousands of RNA transcripts and hundreds of clinical details from each patient, translating into millions of data points. Using this rich dataset, combined with advanced machine learning, Mirvie has identified unique molecular signatures to predict the risk of preeclampsia, preterm birth, and severe fetal growth restriction, months in advance. What does this mean for clinicians? Physicians and care teams can move away from generalized risk factors and move toward a personalized care approach driven by a precision understanding of the disease. By identifying care plans and monitoring methods for the right patients at the right time, clinicians and care teams can create better outcomes for mom and baby. Personalized medicine is the standard of care in fields like oncology and cardiology. Being able to finally understand which pregnancies are truly at high risk for complications based on ones biology can allow women to plan ahead and do everything possible prevent dangerous complications like preeclampsia by adhering to evidence-based strategies like taking daily aspirin, monitoring blood pressure regularly, and incorporating lifestyle changes like diet and exercise. Then we can potentially prevent disease, near-death experiences, long NICU stays, and trauma. With this type of information, we can shift toward personalized patient care and precision medicine by developing new, targeted therapies in the future. At a molecular level, we are closer to understanding whos most at-risk for pregnancy complications and how biology impacts those at highest risk. Similar to the breakthroughs made in breast cancer in the 1990s, obstetrics can move towards a new standard of care steeped in biology, tailoring care and treatment based on the molecular characteristics of each pregnancy. What gives me hope is that by finally being able to predict the risk of complications like preeclampsia, we can usher in a new standard of care that is preventive, and reverse course on the maternal health crisis. Maneesh Jain is cofounder and CEO of Mirvie. The Fast Company Impact Council is a private membership community of influential leaders, experts, executives, and entrepreneurs who share their insights with our audience. Members pay annual membership dues for access to peer learning and thought leadership opportunities, events and more.
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E-Commerce
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