Women in HR

About Women in HR

The Women in HR podcast features insights and conversations with senior female HR leaders building careers aligned with their strengths, not just their job titles.

Publisher

RENEE CONKLIN

Category

business

Language

en

Explicit

No

First episode

9 Jan 2026

Latest episode

27 Oct 2026

Latest episodes

14 episodes in the feed.

1. 

   27 Oct 2026

   Find your strength first: Shonny Kim’s advice for HR careers in the age of AI

   Shonny Kim almost said no to this podcast because of self-doubt, then found that preparing for the conversation became aself-discovery journey. She talks about why HR can be bolder with its own succession planning, why AI cannot replace on-the-ground experience in a market, and how she thinks about AI as a trusted first officer while sheremains the captain. KEY TAKEAWAYS Shonny’s first reaction to the podcast invitation was that she wasn’t ready and wasn’t senior enough, but she realized everyone’s storyhas value, and preparing for the interview became a self-discovery journey. She believes HR can be bolder in succession planning and senior hiring, giving more weight to transferable skills instead of defaultingto candidates with the same industry background. She sees AI as a way to prepare for a new market and reduce culture shock, but says the judgment built by working on the ground, andlearning from local colleagues, cannot be replaced. She describes her relationship with AI as captain and first officer, where she is the captain who stays accountable for every decision. Her advice for HR professionals worried about AI is to find the unique strength they already have and look at where else it can be applied,instead of building a skill that isn’t naturally strong. CONNECT Connect with Shonny on LinkedIn: https://www.linkedin.com/in/shonnykimhr1210 (https://www.linkedin.com/in/shonnykimhr1210) Connect with Renee on LinkedIn: https://www.linkedin.com/in/reneeconklin/ (https://www.linkedin.com/in/reneeconklin/) RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter atnews.rchrconsulting.com/newsletter for more resources on building astrengths-aligned career. KEYWORDS HR careers, AI in HR, HR succession planning, transferable skills, strengths coaching, cross-market HR experience, self-doubt, women inHR, executive coaching

2. 

   13 Oct 2026

   What AI won't replace in HR, with Astrid Kirchner

   EPISODE SUMMARY Astrid Kirchner, Global HR Partner and Deputy Global Head of HR at Vizrt, joins Renee Conklin to talk about a career built across three industries and two continents. Astrid has twice stepped away from full-time HR leadership for extended independent travel and returned both times. She also talks about the redundancy that unexpectedly led her to a role in Austria after years in Hong Kong, and shares her perspective on what stays human in HR as AI reshapes the profession. KEY TAKEAWAYS She believes the core content of HR work, restructuring, developing people, succession planning, and performance management, stays consistent across industries even when the pressure points differ. Her move to Vizrt in Austria followed a redundancy in Hong Kong and was not her original plan, but she says the role has given her more exposure than any previous position. Astrid has intentionally stepped away from full-time HR roles twice to travel independently around the world (and returned to HR work both times!) She credits a combination of optimism and pragmatism, including planning her finances before stepping away, for making career risks possible. Building trust and credibility with business stakeholders is the part of HR she believes AI will not replace. CONNECT Connect with Astrid on LinkedIn: https://www.linkedin.com/in/astridkirchner/ Connect with Renee Conklin on LinkedIn: https://www.linkedin.com/in/reneeconklin/ RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths-aligned career. KEYWORDS HR careers, career break, career transition, HR leadership, AI in HR, industry switch, women in HR, executive coaching, talent management, Vizrt, career risk, optimism and pragmatism

3. 

   29 Sept 2026

   Samantha Buttle on why value-add HR isn't strategic HR

   SUMMARY Renee Conklin sits down with Samantha Buttle, Head of HR at Chaos Theory, to talk about what it takes to build trust in a new role, why being strategic and adding value are not the same thing, and why the most useful HR careers rarely move in a straight line. Samantha also shares how she's using AI to extend her own capacity, and why confidentiality, not ambition, is the real constraint on how far she can take it. KEY TAKEAWAYS Patience built more trust in Samantha's first year at Chaos Theory than any strategy could have. Curiosity, not assumption, is what makes HR effective in an organization with different norms than the ones you're used to. Being strategic and adding value are not the same thing, and confusing them can hold HR back from the seat it wants. A portfolio career, including moves that didn't work out, built more range than a straight line up the ladder would have. Authenticity with leadership isn't a soft skill in HR, it's the thing that determines whether the work is even possible. AI is already extending what one HR person can do, from market research to building new skills for a team, without adding headcount. Confidentiality, not lack of ambition, is the real constraint on how far HR can take AI right now. CONNECT Connect with Samantha Buttle: linkedin.com/in/samantha-buttle/ Connect with Renee Conklin: linkedin.com/in/reneeconklin RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths-aligned career. KEYWORDS HR leadership, career navigation, strategic HR, HR careers APAC, portfolio career, authentic leadership, workplace AI, AI in HR, women in HR, HR confidentiality

4. 

   15 Sept 2026

   Mukta Arya on the one skill that will save your HR career

   SUMMARY Renee Conklin is joined by Mukta Arya, Chief Human Resources Officer for Asia Pacific at Societe Generale, based in Hong Kong. Mukta has spent nearly three decades in HR and 20 years at Societe Generale, moving through five roles across India, Hong Kong, and Singapore before becoming CHRO. She and Renee talk about what has kept her at one company for two decades, how internal mobility functions as a retention strategy, how AI is currently showing up inside her HR team, and the one skill she believes will separate HR leaders who thrive over the next five years from those who get sidelined. KEY TAKEAWAYS Internal mobility across geography and function, not compensation or title, has been the strongest retention lever in Mukta's own career. A short-term assignment or role change can reignite motivation, but sustaining curiosity long term has to be driven by the individual, not the organization. AI's clearest value right now is efficiency, but Mukta expects its bigger long-term contribution to be effectiveness, freeing HR to spend more time on advisory and creative work. Mukta frames AI as a partner to HR, not a replacement for it: HR with AI, not AI instead of HR. Curiosity, not a technical skill or certification, is the factor Mukta believes will separate HR leaders who thrive from those who get sidelined by AI. Societe Generale invests in HR's own development through a global HR academy, regional strategic development programs, and a dedicated HR for HR function, but Mukta is clear that growth is ultimately each employee's own responsibility. CONNECT Mukta Arya on LinkedIn: https://www.linkedin.com/in/muktaarya/ Renee Conklin on LinkedIn: https://www.linkedin.com/in/reneeconklin/ RC HR CONSULTING NEWSLETTER If this episode resonated with you, join the newsletter at news.rchrconsulting.com/newsletter for more resources on building a strengths aligned HR career. KEYWORDS HR leadership, AI in HR, career navigation, internal mobility, CHRO, Societe Generale, curiosity, Asia Pacific, women in HR, future of HR careers, upskilling, retention

5. 

   13 May 2026

   The hardest career problem I ever had to solve was my own.

   This is the Season 1 finale of Women in HR — and it's a personal one. In this episode, I share my own story of feeling stuck as a senior HR leader. The 3am wake-ups. The redundancies. The mentor who asked me what I wanted and the silence that followed. And what finally helped me move forward. If you've ever wondered how someone who spends her career helping others with theirs could completely lose the thread of her own — this episode is for you. What you'll learn Why 42% of HR professionals are considering leaving the profession entirely — and why that number doesn't surprise me How career stagnation spreads beyond work into your relationships, your health, and your sense of self Why the most capable women in HR are often the most stuck — and the six factors that stack up to keep them there Why finding a new job doesn't fix the underlying problem Three strategies to start moving: the career audit, building before you need it, and knowing your strengths Resources mentioned Career Audit: resources.rchrconsulting.com/careeraudit 2025 HR Mental Wellbeing Report: https://hrzone.com/the-mental-health-of-hr-what-1400-voices-tell-us-about-a-profession-in-distress/ VIA Character Strengths Survey: viacharacter.org RC HR Newsletter: news.rchrconsulting.com/newsletter Chapter timestamps Welcome and season 1 finale The data: what's really happening in HR My story: the café, the redundancy, and standing frozen How being stuck spreads Why this happens to the most capable women Why the obvious solution doesn't work Three strategies to start moving Close and newsletter CTA Keywords women in HR, HR leadership, career stagnation, feeling stuck, HR burnout, senior HR leaders, career coaching, HR career, imposter syndrome, career transition, HR wellbeing, career audit, executive coaching, women in leadership, APAC HR, career development, job satisfaction, HR professionals

6. 

   29 Apr 2026

   From Google to growth stage start-ups: Clarissa Wang on designing an HR career with intention

   Episode summary Clarissa Wang has built her HR career across some of the world’s most recognizable organizations including Google, Salesforce and Heidrick & Struggles. Today she leads people strategy at Endowus (https://endowus.com/)a rapidly scaling Singapore-based wealth management platform. In this conversation, Clarissa and Renee explore what it really takes to scale cultureacross multiple markets, why “I don’t know” is one of the most powerful things a leader can say, how AI is reshaping the day-to-day work of HR, and what it means to be a solo people leader at the top of a growing organization. Key takeaways •       Culture cannot be exported from headquarters — sharedvalues and purpose are the anchor, not uniformity across sites. •       Culture is not owned by HR; when HR waves the flag alone, culture becomes a poster rather than a lived reality. •       Saying “I don’t know” is a leadership strength, not a gap — seniority does not equal certainty. •       AI can automate onboarding, surface themes from engagement data, and replace expensive compensation benchmarking tools, but HRjudgment cannot be outsourced to it. •       As administrative work disappears, HR leaders face a real identity shift toward strategy, frameworks, and judgment. •       Every career move Clarissa made was guided by one question: what can I learn here, and what can I give? •       Loneliness at the top is real for solo HR leaders — building a tribe through coaching, LinkedIn, and peer communities is adeliberate act, not an accident. Connect with Clarissa: https://www.linkedin.com/in/clarissawang/KeywordsHR leadership, culture scaling, APAC HR, AI in HR, solo HR leader, HR community, career design, growth mindset, people strategy, Endowus, senior female HR leaders, HR career development, Heidrick & Struggles, Google, Salesforce

7. 

   15 Apr 2026

   The “one more year” plan: what delayed career moves are really costing you

   Summary In this solo episode, Reneeunpacks one of the most common patterns she sees in her coaching work: thehabit of delaying a career move while waiting for the “right moment.” Whetheryou’re thinking about leaving your company, going for an internal promotion, orrenegotiating your current role, the logic of waiting can feel sound. Reneemakes the case that it isn’t — and that the cost of inaction is higher thanmost people realize. She walks through three distinctscenarios, each with its own version of the cost of waiting: the financial costfor those considering an external move, the leverage cost for those ready for apromotion, and the career capital cost for those who need to reshape their rolefrom the inside. The episode closes with three concrete actions listeners cantake right now, whatever their situation. Key Takeaways •       The “one more year” plan applies to three groups: those considering an external move, those ready for an internal promotion, and thosewho need to renegotiate their current role. •       For external moves, the financial cost of waiting is concrete and calculable. A conservative 15% salary uplift on a USD 230,000base, including bonus, adds up to over USD 40,000 per year in foregone compensation. •       For internal promotions, the cost is about leverage. The best time to make a case for promotion is at a peak of momentum, not afterwaiting for things to calm down. •       For role renegotiation, the cost is career capital: every year spent in a role that underuses your strengths is a year not spentbuilding the skills and visibility your next move will depend on. •       Loss aversion, a well-documented psychological principle, explains why the invisible cost of waiting feels less real than thevisible risks of acting. •       The pattern is the same regardless of scenario: one reasonable reason to wait becomes two, two becomes three, and before long you’ve been “almost ready” for two years. •       You don’t have to be ready to start. One conversation, one update, one outreach is enough to build momentum. The formula mentioned in the episode For those considering an external move, Renee shares a simple formula to calculate your annual cost of waiting: Annual cost of waiting =(Current base salary × 0.15) + (Monthly salary × months of bonus × 0.15) Plug in your own salary andbonus to find your number. Three actions you can take 1.    Set a real deadline, not a milestone. 2.    Make the cost visible. 3.    Start building from where you are. Chapters Intro and welcome What the “one more year” plan sounds like Three types of career move The financial cost of waiting: external moves The formula: calculating your annual cost The leverage cost: internal promotions The career capital cost : renegotiating your role Why we all wait: loss aversion The pattern: one reason becomes two Three actions to take right now Keywords HR career development, senior HRleaders, career coaching, women in HR, career transition, internal promotion,salary negotiation, role renegotiation, loss aversion, career capital, jobsearch strategy, APAC HR, strengths-aligned career, career momentum, HRleadership ResourcesJoin Renee’s newsletter: news.rchrconsulting.com/newsletter Connect with Renee on LinkedIn:linkedin.com/in/reneeconklin

8. 

   1 Apr 2026

   See the human first, Rachael Fitzpatrick, Global HRBP, Maxeon Solar Technologies

   Summary Rachael Fitzpatrick, Global HR Business Partner at Maxeon Solar Technologies, joins the podcast to share how 25+ years across tech, shipping, insurance, and solar energy have shaped her approach to HR leadership. Rachael discusses how she's built trust quickly when moving between vastly different industries, why networking (not job boards) is what gets you across the line when switching sectors, and how volunteering at Changi Prison taught her to lead with less judgment and more calm. She also opens up about her unconventional stress management technique (singing, loudly) and makes the case for HR leaders to adopt a coaching approach with their stakeholders without waiting until they feel "ready." Find Rachael here: https://www.linkedin.com/in/rachael-fitzpatrick-b617871/ Key takeaways Humans are humans regardless of industry. The fundamentals of what people need don't change, but how you deliver it in different environments does. Learning the business language, understanding cultural nuances and listening first is what earns credibility. Switching industries requires relationships, not job applications. Rachael's own move from software to manufacturing came through networking, not through applying online. Volunteering at Changi Prison reinforced a core HR principle: leave your judgment at the door and see the human in front of you. Most people have good intentions; some just faced higher hurdles. The Changi experience brought more calm to Rachael's leadership. When you've seen a wider spectrum of human situations, the surprises that walk through your office door become easier to navigate. Rachael uses singing lessons and karaoke to process the emotional weight of her HR role. You don't need ICF certification to coach your stakeholders. Get the basics of coaching conversations and start applying them immediately. Don't stay stuck in fixing mode. When coaching business partners, be prepared for them to not take your advice. If they made a different call, work through the outcome together. That's how you build trust for the next conversation. Ask "What outcome are you looking for from this conversation?" to figure out whether your stakeholder needs a coaching conversation or an HR answer. Chapters Introduction Building trust across different industries Why "at my last company" doesn't work Switching industries through networking Mentorship and Mentor Walks A rising tide lifts all boats Volunteering at Changi Prison Leading with calm after seeing a wider human spectrum Singing your HR frustrations out Taking a coaching approach as an HR leader Just start: you don't need to be fully certified Knowing when to coach vs. when to advise Keywords HR business partner, coaching approach, industry switching, mentorship, building trust, HR leadership, emotional wellbeing, stress management, stakeholder coaching, career transitions, networking, APAC HR

9. 

   18 Mar 2026

   Why high-performing HR leaders hit career walls (and how to break through)

   Episode summary You're brilliant at developing everyone else's career. But what about your own? In this solo episode, Renee Conklin shares three patterns she sees repeatedly in the senior female HR leaders she coaches, patterns that are quietly holding them back from their next career step. Drawing on Sally Helgesen and Marshall Goldsmith's book "How Women Rise," Renee breaks down why intelligent, capable HR leaders get stuck and what to do about it. Whether you're targeting a Head of HR, CPO, or CHRO role, or simply feel like you've plateaued in your current position, this episode will help you identify the habits holding you back and take one concrete step forward. Takeaways Why the relationship-building skills you've worked hard to develop may not be benefiting your career The hidden assumptions behind "I don't want to use people" Why your expertise, can become the thing that keeps you stuck What perfectionism is doing to your ability to delegate, prioritize, and take risks Three specific actions you can take this week to start breaking through Three Reflection Questions What is one relationship you could be leveraging right now to advance your HR career? What is one area of expertise you could let go of to make space for something more strategic? Which will you practice this week: delegating, prioritizing, or taking a calculated risk? Resources"How Women Rise: Break the 12 habits holding you back from your next raise, promotion, or job (https://www.amazon.sg/How-Women-Rise-Holding-Promotion/dp/0316440124)" by Sally Helgesen and Marshall GoldsmithKey wordsHR career development, senior HR leader, women in HR, HR career coach, CHRO, Head of HR, CPO, career plateau, career transition HR, HR career APAC, career coaching HR Singapore

10. 

    4 Mar 2026

    Building credibility in HR - Catherine Chow, Head of HR , Nestlé Hong Kong

    Summary Catherine Chow, Head of HR at Nestlé Hong Kong, shares insights from her 20 year career in HR. In this conversation, Catherine discusses the gap between how HR sees itself versus how the business sees HR, the challenge of building credibility in male-dominated industries like manufacturing and automotive, and the cultural dynamics of working across Hong Kong and Mainland China. She opens up about career moves she made for the wrong reasons—chasing titles instead of fit—and the red flags she overlooked. Catherine closes with powerful advice on self-advocacy for women in HR: your competency won't speak for itself, so stop waiting for opportunities to fall in your lap. Connect with Catherine here: https://www.linkedin.com/in/catherine-chow-kawing/ Takeaways HR is still viewed as operational "firefighters" rather than strategic partners in many APAC organizations Women in HR face a double challenge: the function is seen as nurturing and supportive, which can undermine strategic voice Building credibility starts with speaking the business language—understand their pain points and prove you can solve problems Cultural context matters: in Chinese business culture, there's a belief that competency will speak for itself, but in commercial environments you must advocate for yourself Red flags to watch: being drawn to bigger titles or scope without examining if the role actually fits your strengths HR professionals excel at advocating for others but struggle to promote themselves Don't let self-doubt eliminate your previous achievements Chapters Introduction - Meet Catherine Chow and her 20-year HR career across APAC The perception gap - How HR sees itself versus how business sees HR, and why it's harder for women Speaking their language - Building credibility in male-dominated industries through business acumen Cultural balancing act - Navigating APAC norms while pushing for progressive HR practices Career red flags - When bigger titles lead to wrong moves and what to watch for The self-advocacy gap - Why HR professionals struggle to promote themselves and what to do instead You are good enough - Final advice on trusting yourself and voicing your aspirations Keywords women in HR, HR leadership, self-advocacy, career development, Asia Pacific HR, building credibility, female HR leaders, strategic HR, business partnering, imposter syndrome, cultural dynamics, Hong Kong HR, career progression, male-dominated industries, HR career advice

11. 

    2 Feb 2026

    Why your accomplished HR career isn't helping your job search

    Summary In this episode of the Women in HR podcast, host Renee Conklin discusses the unique challenges faced by accomplished HR professionalsin their job searches. She highlights how their behind-the-scenes roles can hinder their visibility and self-promotion, which are crucial for a successful job search. Renee emphasizes the importance of building a support network anddeveloping a tailored job search strategy that aligns with your strengths and experience. The conversation also touches on the emotional toll of job searching and the need for community and accountability. Takeaways Accomplished HR leaders often struggle with self-promotion. Visibility is crucial for a successful jobsearch. Many HR professionals default to passive jobsearch strategies. Isolation intensifies during job searches for HR professionals. Support and validation are essential during the job search process. A tailored job search strategy is necessary for success. Building a peer community can alleviate feelings of loneliness. Internal work is needed to uncover truestrengths. A growth mindset is vital for careeradvancement. Job search strategies should align with personal strengths. Chapters 00:00 The Job Search Dilemma for HR Professionals 03:08 The Challenges of Self-Promotion 05:56 The Importance of Strategy, Support, and Structure 08:42 Building a Community and Mindset Shift Keywords: HR career, job search, self-promotion,visibility, networking, women in HR, job search strategy, support, isolation,personal brand

12. 

    2 Feb 2026

    From redundant to regional lead: Sarah Boulton's job search journey

    In this episode, Sarah Boulton shares her personal experience of overcoming redundancy, rebuilding confidence, and landing a senior role at MSD. She emphasizes the power of networking, self-reflection, and strategic patience in a competitive job market-valuable insights for HR leaders seeking their next opportunity. Key Topics The importance of networking before you need it Overcoming the stigma of redundancy and rebuilding confidence Strategic self-reflection to identify what you truly want from your career How to maintain patience and resilience during a job search Practical tips on scheduling your job hunt and networking efforts The value of intentionality in networking conversations Recognizing transferable skills within your industry The role of community and peer support during career transitions How to balance work-life priorities during a job search Timestamps 00:00 - Introducing Sarah Bolton and her careerbackground 01:00 - How Sarah secured her role at MSD amidcompetitive market conditions 02:39 - Navigating career changes and redundancy in senior HR roles 03:19 - Key lessons from networking and focusing priorities 05:00 - The importance of self-confidence and valuing your experience 06:16 - How Sarah's participation in the Job Search Accelerator boosted her clarity 07:20 - Networking strategies: Building genuineconnections with purpose 08:33 - The significance of asking for help and removing stigma around job transitions 09:48 - Balancing personal life and patience during unemployment or career shifts 11:35 - Recognizing that staying within your expertise can be advantageous 12:56 - The critical role of networking in securingstrategic opportunities 14:24 - Practical advice on scheduling and managing your job search efforts 15:39 - The importance of enjoying the present while planning for the future 18:12 - Evolving your networking approach to include knowledge sharing and relationship building 19:12 - Crafting your personal message and valueproposition in networking 20:11 - Giving more than you receive and buildingreciprocal relationships 21:42 - Final thoughts and gratitude for the shared journey Resources & Links Sarah Bolton's LinkedIn (https://www.linkedin.com/in/sarah-jane-boulton/) Job Search Accelerator for Women in HR (subscribepage.io/BeJ6jP) Keywords HR career transitions Networking strategies Job search tips Redundancy recovery Career self-reflection Work-life balance Transferable skills Professional development HR leadership

13. 

    22 Jan 2026

    Empowering Women in HR - Yvonne Tan, former SE Asia CPO, Dentsu

    In this episode of the Women in HR podcast, host Renee Conklin speaks with Yvonne Tan, a seasoned HR professional with over 25 yearsof experience. We discussed Yvonne's diverse background in HR, the importance of networking and vulnerability in job searching, and the impact of social media on career opportunities. Yvonne shares her insights on maintaining an abundance mindset, the significance of authenticity in HR, and the challenges of balancing motherhood with a career in HR. The conversation also touches on the complexities of navigating HR roles and advocating for employees within organizations. In this conversation, Yvonne Tan shares her insights on the evolving role of HR professionals, emphasizing the importance of self-assessment, communication skills, and personal branding. She encourages HR leaders to embrace fearlessness and curiosity in their careers, while also highlighting the need for self-care and mental agility. The discussion touches on the value of Toastmasters in developing public speaking skills and thesignificance of building trust and integrity in the workplace. Connect with Yvonne here: https://www.linkedin.com/in/yvonnetan/ Takeaways Networking and vulnerability can lead to unexpected opportunities. Social media can amplify job search efforts when used intentionally. An abundance mindset fosters gratitude and community support. Authenticity in HR helps build trust and connection. HR professionals must prioritize their own wellness to support others. Balancing career and motherhood is a common challenge for women in HR. HR roles require a balance between compliance and nurturing talent. Devise a plan to enhance your HR skills. Communication skills can elevate your professional presence. Lean in with curiosity to learn and grow. Be fearless in your approach to HR challenges. Invest in your personal and professional brand. Self-assessment is crucial for career alignment. Public speaking can enhance your influence in HR. Follow up on commitments to build trust. Encourage others to find their strengths. Chapters 00:00 Introduction to Yvonne Tan's HR Journey 03:02 The Power of Networking and Vulnerability 05:45 Intentional Job Searching and Social Media Impact 08:58 The Importance of Gratitude and Abundance Mindset 11:58 Authenticity in HR and Balancing Career withMotherhood 15:07 Navigating HR Challenges and Standing Up for Employees 18:19 Empowering HR Professionals 21:52 The Importance of Communication Skills 24:56 Embracing Fearlessness in HR 30:44 Building Personal and Professional Brands Keywords HR, networking, vulnerability, job search, social media, gratitude, authenticity, motherhood, career, employee advocacy, HR,communication skills, personal branding, professional development, leadership,self-assessment, Toastmasters, empowerment, career growth, fearlessness

14. 

    9 Jan 2026

    Don't Self Reject - Why the LinkedIn numbers are lying to you

    Self-rejection is the biggest barrier senior HR leaders face in their job search—and most don't even realize they're doing it. When you see "100+ applicants" on a LinkedIn job posting, you assume the competition is fierce. But what if that number is a lie? Renee Conklin reveals the truth: 20-25% of applicants never finish their LinkedIn Easy Apply, and 30-80% don't meet basic job requirements. That means the real qualified candidate pool is much smaller than you think. But here's what matters more: if you're not applying, it'snot because of the numbers. It's because of the voice in your head telling you that you're not quite ready. This episode breaks down the difference between real market barriers and confidence barriers—and why senior female HR leaders talk themselves out of opportunities before anyone else gets the chance to rejectthem. Renee walks through a real client story of self-rejection, explains why networking and recruiter relationships matter more than online applications, and challenges you to stop the self-doubt and start applying for roles you'requalified for. If you're feeling stuck in your HR career and wondering whether you're ready for the next move, this episode is for you.Key takeaways Don't panic about the number of applicants you see. 20 to 25% of applicants never finish the application. Women often self-reject due to confidence issues. Imposter syndrome can masquerade as pragmatism. Focus on your qualifications, not the applicant numbers. Networkingshould be prioritized in your job search. Take action despite self-doubt. Chapters 00:00 Introduction to Women in HR Podcast 00:45 Understanding LinkedIn Applicant Numbers 03:14 The Real Barrier: Self-Doubt and Confidence 06:00 Sally's Story: A Case Study in Self-Rejection 08:11 Networking: The Key to Job Search Success 09:06 Call to Action: Apply for That Role! Sign up to our newsletter at rchrconsulting.com Learn more about the "Job Search Accelerator for Women in HR" here: subscribepage.io/BeJ6jP

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