Rsums gets AI help on LinkedIn | Wells Fargo fires employee who faked work hours

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Thanks to LinkedIn's latest AI features, job seekers can now optimize their resumes and cover letters to move closer to the top of potential employers.

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If you've ever wished there was an easier, faster, or even AI-assisted way to gather all the information on your LinkedIn profile, the website's updated new suite of tools for premium users might be the answer.

The social platform announced Thursday that its premium users will be able to use AI to customize their resumes and cover letters for specific jobs on the job application site. “We'll also help you customize your cover letter, increasing your chances of getting a response and putting you in the best position for your career,” said Ola Levitt, vice president of product management and head of LinkedIn Premium.

The Microsoft-owned platform, which boasts 900 million users worldwide in 2023 (200 million of them in the U.S.), is also adding customized, AI-powered search tools that allow members to search for jobs in more conversational language. No longer do you have to dig deep into filters to find what you're looking for; now, you can simply ask LinkedIn to show you jobs for influencer partnerships manager in Miami with a minimum salary of, say, $80,000.

While the new features are certainly appealing, concerns are growing that AI models may perpetuate certain biases. And since these perks are currently only available to premium members, with paid subscriptions ranging from $30 to $150 per month, the question remains as to how unemployed job seekers will benefit from these tools. Perhaps the users who could most benefit from these features may not have the funds to pay the monthly subscription costs. Here, we've detailed other AI-powered products and the pros and cons of using AI to write your job application.

Have a great week and happy reading!

P.S.: If you're one of the thousands of advertising professionals attending the Cannes Lions festival this week, please go and enjoy the French sunshine on my behalf!

Work Smarter

Actionable insights and advice from Forbes staff and contributors to help you succeed at work, accelerate your career, and lead smarter.

Tips to prevent burnout and plan your no.

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Latina Corporate Women: Nelly Borrero

Lean In released its first-ever State of Latinas in Corporate U.S. report on Thursday, detailing the lack of Latina representation at the highest levels of the workplace. I met with Nelly Borrero, managing director of global inclusion and diversity initiatives at Accenture and author of “Unwavering,” to talk about her own journey and the work Accenture is doing to close this gap. The conversation has been edited for length and clarity.

“I believe that only when we recognize how it works against us do we have the opportunity to adapt and maintain our culture,” Borrero said.

Accenture

Let’s start with your own journey: What made you want to focus your career on DEI? What made you realize this is what I want to do with my life?

I'm glad you asked me that question because that was my experience. The first year was hard. So I started to take on the role of being a change agent. I was the one who pushed through. I don't want anyone else to go through what I went through. So I took on the role at a time when diversity wasn't even a word in the corporate world. And I knew I wanted to do it full time. So I created the first diversity role in the organization and expanded it from New York to the US and the world. When I knew I had the courage to do this, at that moment, I didn't want any other career.

What has been the biggest challenge working in this field?

My biggest challenge, whether it's in-house or working with clients across industries, is first and foremost getting everyone comfortable and understanding that we all show up with biases. Once we reach that understanding and are educated about the impact of that bias, then we have a responsibility to do something about it. So we offer people tolerance and understanding.

For an organization, it's about looking at the facts: Where are the gaps? Why do they appear? How do we address them? What does it take? Then we have a conversation about how the strategy is working, what direction do we need to go, and what resources do we need to make it happen. I think in any culture, especially a very successful culture, it's important to have a perspective of how DEI initiatives continue to generate revenue. It's about making sure that people have a good human experience, that they feel like they belong, and that they can achieve their goals. I always come to the conversation from that perspective, because if we can get people to understand that biases exist, then we can actually start to overcome them.

You know, there's a pretty big gap between Latinas in entry-level roles and C-suite roles. What would you say to someone who is struggling to adjust to the company culture?

First of all, I want to focus on how wonderful our cultural differences are, but then be realistic and recognize that some of our cultural nuances don't work well in a corporate environment.

My goal has been for many decades to [at Accenture and in the workplace] We can have a culture where everyone feels like they can achieve their goals and aspirations. With that being said, when I think about myself as a Latina, and the Latinos and Latin women and Latino communities that I work with, I understand that sometimes we don't even have the courage to dream, or we don't dream big enough. So throughout my career, I've tried to stop and ask myself: Are we aiming for bigger? Should we be aiming for bigger? Are our goals big enough? My focus has been on understanding what the opportunities are and creating an environment where we can support and advocate for people to reach their aspirations.

Let me just say one more thing about this. I'm asked a lot of times if I walk into a conference room as a woman or as a Latina. I always say, I walk into this room as a Latina because I think I look Latina and I think I look Latina, but I also talk Latina. I have a very Nuyorican accent, you know. So when I walk into a room, I know I walk into it with the way I speak. For some, this accent is an indicator of how they perceive my level of intelligence, or lack thereof. Prejudice exists.

Talk a little bit about cultural differences. Does Latin culture clash with traditional American corporate culture?

Corporate culture is evolving. It's certainly evolving, and that's a good thing. But when I think about the beauty of Latinos, it comes from being very down to earth and understanding the importance of relationships, the importance of being involved in the human experience. The respect for elders, the admiration, all that stuff is great. I really love that. I was raised that way. But I also recognize that sometimes when we're very polite in meetings, that politeness can backfire. Sometimes it's not intuitive to interrupt someone and say, “Let me give my perspective.” So when we leave that room, we can become that person that other people say, “I don't have an opinion,” or “I don't want to be involved,” or “I'm not interested.” There's a lot of negative labels that come with that.

So how do we adapt? What can Latina women do?

One thing I've always emphasized is to always apply a standard to myself in terms of, if I'm going to attend this meeting, I'm going to ask at least two questions. That gives me a standard to motivate myself and to show up and make sure my voice is heard. So if you think about our cultural differences in a positive light, it's great. But if you think about it in terms of having to unlearn some of the things that are so ingrained in us, it's not so great. But it's only when we realize that it can work against us that I believe we have an opportunity to adapt and preserve our culture.

Touch Base

News from the world of work

Calling all supporters of work-from-home policies: A new study published in Nature found that working from home for two days and in the office for three days reduced turnover, increased job satisfaction, and had no impact on performance compared to employees who worked in the office full time, reports Jenna McGregor.

Do you use software to stay online all the time? Have you heard of the green status effect? ​​It's worth researching the potential impact. Wells Fargo fired more than two dozen employees last month for mimicking keyboard activity to give the impression they were actively working, according to regulatory filings.

The appeals court last week overturned an earlier court order directing Amazon to refrain from firing pro-union employees, calling into question the specifics of the earlier order. The order came just a week after Amazon's union voted to affiliate with the Teamsters, one of the largest labor unions in the country.

According to Glassdoor's latest Employee Confidence Index, employee trust continues to decline in the post-pandemic era as employees feel increasingly dissatisfied with leadership transparency and communication, writes senior contributor Jack Kelly.

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Number to Know: 26.6% is the percentage of full-time days employees worked from home in May, according to new data from WFH Research. That's the lowest point since spring 2020.

According to a new survey, 80% of American workers struggle with what at work?

A. Productivity

B. Stress

C. Burnout

D. All of the above

Please check if I understand it correctly here.

Sources 1/ https://Google.com/ 2/ https://www.forbes.com/sites/mariagraciasantillanalinares/2024/06/18/rsums-get-an-ai-help-on-linkedinwells-fargo-fires-employees-faking-work/ The mention sources can contact us to remove/changing this article

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