🧠 How AI is Making Workplace Gender Gaps Worse and How We Can Fix It

by Alex Funkhouser

Generative AI is radically reshaping the job market—creating new roles, changing some, and phasing out others. But here’s one effect of the transformative technology that’s not as widely talked about: It’s deepening long-standing workplace gender gaps. 

A double disadvantage

According to a recent report from the World Economic Forum and LinkedIn, women systematically face a two-part problem in the ongoing AI transformation. Relatively fewer women are currently in jobs that are being augmented by generative AI, and relatively more are in roles that are being disrupted.

In 2018, 23.5% of AI engineering skill-listers on LinkedIn were women; in early 2025, this number had risen to 29.4%. Over the past five years, the gap narrowed in 74 of the 75 economies with available data.

According to LinkedIn data for the US, 24.1% of men work in augmented occupations, while 20.5% of women do. At the same time, 33.7% of women work in occupations that are being disrupted, compared to 25.5% of men. Related research by LinkedIn shows that the pattern of men’s higher representation in augmented roles holds for 95% of the 74 countries with available data. Examples of occupations that look set to be disrupted in the US include medical administrative assistant (91% female) and office manager (88% female). Augmented fields, meanwhile, include electrical engineer (94% male) and mechanical engineer (89% male).

Read the complete Fast Company article BY Silja Baller: https://www.fastcompany.com/91326871/how-ai-is-making-workplace-gender-gaps-worse-ai-workplace-gender-gap

🔻RED Flags Recruiters Never Ignore

by Alex Funkhouser

11 red flags job recruiters never ignore — Expert advice on how to avoid the most commonly made mistakes

Hiring professionals who see countless job applications every year begin to notice patterns of red flags that can instantly disqualify a candidate. Here, experts share their thoughts on the most commonly made mistakes.

1. Avoid the White Fonting Trick

Surprisingly, many candidates still use the “white fonting” tactic on their résumés. This practice stems from an outdated piece of advice that has spread over time: include extra keywords or copy the entire job description, reduce the font size, and change the color to white. The intention is to make the text invisible to the eye but still detectable by applicant tracking systems. It’s essentially an attempt to game the system.

As a recruiter, I’ve encountered this more times than I can count. However, the moment I highlight the text or open the file in dark mode, the trick becomes glaringly apparent. It immediately raises concerns about the candidate’s integrity, making it a clear red flag.

Indeed, résumés should be keyword-optimized. However, the correct approach is to naturally incorporate relevant terms from the job description into your bullet points. Demonstrate how you’ve applied those skills through concrete examples and results.

Read the complete Fast Company featured article: https://www.fastcompany.com/91325850/11-job-application-red-flags-recruiters-never-ignore-job-application-mistakes

🌷 How To Be Impressive in a Job Interview Without Sounding Like a Braggart

by Alex Funkhouser

Five science-based recommendations to talk about your qualifications in a meaningful and effective way.

Job interviews are the fortune cookies of hiring—vague and often misleading. But companies keep using them, despite research suggesting that typical job interviews are mostly unreliable predictors of future job performance, because they give hiring managers the illusion of insight, and a convenient way to validate gut instinct with zero data.

It’s not that all interviews are useless; some formats, like structured behavioral interviews with scoring rubrics, including AI-based scoring algorithms that match responses to actual outcomes and future performance, can be moderately predictive. But the typical unstructured interview? Oftentimes, it conveys the illusion of predictability by allowing hiring managers and interviewers to unleash their biases and subjective preferences during the interview, and then reactivate those same biases during their job performance ratings and evaluations of those candidates, once they become employees. It’s mostly a personality contest masquerading as a talent evaluation.

So if you want to distinguish yourself, be the person who not only speaks well—but listens even better. For example, after you answer a question, try asking, “Did that answer what you were hoping to learn?” or “Would you like more detail on that?” It’s called being a kind and socially skilled human, and it’s rarer than you think.

The candidates who perform best in interviews are often the ones with the most confidence, charisma, and charm. Unfortunately, these traits are also the calling cards of narcissists, Machiavellians, and the occasional smooth-talking psychopath. What passes for “leadership gravitas” can often be ego dressed in a blazer.

Read the complete Fast company article BY Tomas Chamorro-Premuzic: https://www.fastcompany.com/91317119/how-to-not-sound-like-a-narcissist-in-an-interview

😎 Invest in Miami’s Future: Become a Summer Youth Internship Provider

by Alex Funkhouser

The Summer Youth Internship Program (SYIP) is a powerful initiative by Miami-Dade County Public Schools (M-DCPS) that connects high school students with local businesses for a five-week, paid summer internship. Since its inception in 2016, the program has matched thousands of students with over 900 companies across the county — giving students meaningful work experience and helping employers invest in the next generation.

Why Participate?

• No Cost to Employers: Interns are paid through SYIP grant funding, so there’s no financial burden for hosting.
• Interns Are Covered: Accident insurance is provided for all student interns, ensuring no liability for businesses.
• Flexible Hosting Options: Employers can host interns in-person, remotely, or in a hybrid setup.
• Help Shape the Future: You’ll mentor enthusiastic, career-focused students who bring fresh energy and ideas to your workplace.

How to Get Involved:

1. Register: Visit GetMyInterns.org to create your employer profile.​
2. Orientation: Access the SYIP Employer Orientation Video for guidance on hosting interns.​
3. Interview & Hire: Review student applications, conduct interviews, and select interns that align with your organization’s goals.​

Program Details:

• Internship Dates: July 1 – August 2, 2025 (tentative)
• Schedule: 30 hours per week
• Students earn academic credit and valuable experience

Joining SYIP is a win-win. You make a real difference in the lives of local students — and in turn, you bring fresh talent and perspectives into your organization.

Visit GetMyInterns.org to get started.

Six Steps to Negotiate a High Salary Even in a Tough Job Market

by Alex Funkhouser

It’s hard out there, but that doesn’t mean you can’t still get paid what you’re worth. Here’s exactly how.

It’s no secret: Landing a job in today’s economy can feel overwhelmingly difficult. Qualified candidates regularly apply to hundreds—sometimes even thousands—of positions before receiving that one coveted offer. In fact, over half of unemployed job seekers have been searching for four months or longer, highlighting how competitive the market has become. 

University degrees are no longer a guarantee of success. Even government jobs, once considered safe, are under threat. It’s no wonder many job seekers feel anxious or fearful about asking for more.

Negotiation expert and career coach Ted Leonhardt notes that the fear of asking for higher pay has always been an obstacle. And in today’s volatile environment, that fear can feel even more paralyzing. But he emphasizes: Workers at any level are more vulnerable today than any time in memory, perhaps since the Great Depression. This makes knowing your worth and advocating for yourself all the more essential.

Read the complete Fast Company article BY Arianna O’Dell: https://www.fastcompany.com/91302939/six-steps-to-negotiate-a-high-salary-even-in-a-tough-job-market