Anonymous member


Career development 6d
Hi, you’re going to laugh, but my situation is a total mess. My direct manager is now my ex-girlfriend. It’s crazy, we broke up a year ago because she drove me nuts with all her nitpicking and control issues. I was the one who ended it.
Now I feel like I might have to quit. She clearly hates me and is constantly finding fault with everything I do.
What should I do?

1   

  • SR Palmer

    3h

    Look for another job. It's not worth the stress however if she's harassing you it's a reportable offense.

  • Nandudu Edisa

    9h

    Hello, any job connection here, diploma in pharmacy, am really jobless

Load more...

Career development

 8h

CBSE Career Counsellor Mandate: Promise Meets Reality


For almost a hundred years, India's educational policies have acknowledged the significance of guidance and counselling in educational institutions. From the Acharya Narendra Dev Committee Report in 1939 to the National Education Policy (NEP) of 2020, various policy documents have emphasised that students require organised assistance to manage their education, personal lives, and... careers.

However, even with this longstanding agreement, career guidance in schools has mostly remained marginal - integrated into general counselling, provided informally by educators, or reliant on an unregulated private sector.

The recent change to the Central Board of Secondary Education (CBSE) 's Affiliation Bye Laws marks a significant shift from previous practices. By requiring schools to appoint a dedicated Career Counsellor, separate from the wellness and counselling teacher, CBSE has, for the first time, acknowledged career guidance as a specialised role within the educational system.

This change comes at a crucial time when academic pressures, student mental health, and uncertainty regarding future paths after school are closely linked.

The goal of this initiative is both timely and promising. Nonetheless, whether India's educational institutions are adequately equipped to meet this expectation remains a crucial and unresolved issue.

Until now, the CBSE's affiliation guidelines mandated that schools hire a counselling and wellness teacher, implicitly suggesting that socio-emotional support alone would be adequate to tackle students' academic and career-related issues.

The updated clause notably shifts away from this assumption. It recognizes that career guidance necessitates a unique set of skills-such as career assessment, understanding the job market, knowledge of higher education options, research abilities, and collaboration with parents, universities, and industry representatives.

This acknowledgement aligns with global research indicating that career guidance provided by qualified professionals is significantly more effective than approaches that solely offer information.

It also mirrors the actual experiences of students, for whom worries about exams, subject streams, and future paths are often closely linked to mental health challenges.

The timing of the announcement is also important. In 2025, the Supreme Court of India delivered two significant rulings that highlighted the importance of mental health in educational settings.

One of these rulings provided a set of 21 guidelines, explicitly advocating career guidance for both students and parents and acknowledging the relationship between academic stress, career uncertainty, and mental health challenges.

Therefore, CBSE's directive can be viewed as both a response to the imperatives of the NEP and a move to align with judicial concerns.

The notification implicitly recognizes a key limitation: the severe lack of trained career counsellors in India. This is highlighted by the option for schools to appoint a "trained teacher" where a career counsellor is not available, giving them a two-year period to obtain the necessary qualifications and skills.

While this provision is practical, it also reveals the weaknesses within the system. In India, career services are predominantly provided by individuals who lack formal training as career development professionals.

The field is mainly populated by teachers, social workers, human resource managers, IT professionals, industry representatives, and well-intentioned entrepreneurs.

Numerous private career counselling businesses are operated by self-taught individuals who entered the profession in response to increasing demand rather than through conventional training.

There are very few academic programs in India specifically designed to train career counselors. Currently, the country reportedly has only one dedicated postgraduate degree program in career guidance, and a small number of diploma and certificate courses.

Moreover, in guidance and counselling programs, career development is typically confined to a single paper or module.

The NCERT's International Diploma in Guidance and Counselling (IDGC) stands out as a significant exception, but even in this case, only a small segment of the curriculum addresses career development.

When considering the size of India's school system and the extensive need, the scale of these programs appears quite limited.

The CBSE's announcement outlines the minimum educational requirements for career counsellors and states that the Board should provide 50 hours of preferred capacity-building programs.

Although this is a significant move, it brings forth numerous unanswered questions. Who will create and present these programs? What criteria will be used to evaluate their quality and effectiveness? How will skills be assessed, certified, and regularly updated? What ethical principles will guide the field, and who will be responsible for enforcing them?

Currently, career guidance in India is neither well professionalised nor well regulated. There is no universally recognised competency framework, accreditation mechanism, or binding code of professional conduct.

While professional associations contribute positively through networking and advocacy, their ability to regulate practices remains limited. Without a reliable quality assurance framework, there is a significant risk that the initiative will devolve into mere procedural compliance rather than providing genuine support for students.

In practice, particularly in states with numerous schools and scarce resources, educators will continually bear a significant share of the burden for career counselling. This situation arises not from preference but from necessity.

Teachers are already guiding students and families, moulding aspirations, and managing expectations-frequently without adequate training, time, or support from their institutions. It is essential to recognise this reality rather than oppose it.

Making career guidance and counselling mandatory in teacher education programs and providing structured, practice-focused training in career counselling has become essential.

Additionally, flexible delivery models-such as school-complex or hub-and-spoke arrangements, in which trained professionals provide support to groups of schools on a part-time or consultative basis-might serve as a practical short-term solution.

It is also vital to establish clear boundaries. While information-based sessions can be conducted by trained educators or subject-matter experts, more in-depth career counselling-particularly when it relates to psychological vulnerability-should be provided by qualified professionals. Uninformed guidance, even with good intentions, can cause significant and lasting damage.

The CBSE directive is not the definitive solution, but it represents a crucial starting point. It indicates a long-overdue acknowledgement that making a career choice is not a singular decision or just an issue of information, but rather a developmental journey that necessitates skilled professional assistance.

To actualise this potential, India must urgently focus on: enhancing and reinforcing academic programs in career guidance; establishing national competency and accreditation systems; integrating career guidance into educator training; and nurturing professional communities dedicated to ethical, context-aware practices.

If this institutional framework is thoughtfully and promptly constructed, CBSE's ambitious directive could mark a true turning point-not only for educational institutions but also for how India equips its youth to navigate work, identity, and purpose amid an unpredictable world.

(Professor Sachin Kumar is an Educationist and Career Development Practitioner with two and a half decades of experience) more

Career development

 11h

I Land $10K/Month+ Contracts -- Here's the CV Strategy I Use


I update my CV every single quarter. Not because I'm always job hunting -- because I'm always landing contracts.

Over the past few years, I've consistently signed $10K/month+ contracts as a developer, see my LinkedIn. People ask me what my secret is. There's no secret. I just never let my CV go stale. Every new project, every new skill, every measurable outcome -- it goes on the CV immediately.... When an opportunity shows up, I'm ready in minutes, not days. I work fully remotely, always.

Most developers do the opposite. They ignore their CV for a year, then panic-edit it the night before a deadline. They send a version they're not proud of and wonder why they never hear back.

I decided to pack everything I've learned about developer CVs into a tool so you don't have to figure it out the hard way.

Developer CVs go stale faster than any other profession's. You learn a new framework, ship a project, switch teams -- and none of it makes it to your resume until you're suddenly job hunting again.

On top of that, ATS (Applicant Tracking Systems) reject an estimated 75% of resumes before a human ever sees them. Your two-column creative design might look great as a PDF, but if the ATS can't parse it, it's as if you never applied.

Pick your target role -- Frontend Developer, Full-Stack Developer, DevOps Engineer, or 5 other options. The AI generates an ATS-optimized CV in about 30 seconds: structure, keywords, section content, and professional formatting.

I created 3 templates based on what actually works:

Click any of those to see a live example -- no signup needed.

Features available with a free 7-day trial: Customize fonts (5 families), accent colors (8 options), and font sizes. Add your photo or keep it text-only. Download as PDF, share public link if needed.

Already have a CV? Upload the PDF. The AI extracts your work experience, education, skills, and everything else, then restructures it into a clean, editable template. We extract as much data as possible; some sections still need manual editing.

AI Slop? Maybe, but I find it useful for adding relevant keywords, and just following its recommendations with common sense. One click gives you:

You stop guessing whether your CV will make it past the filters. You know.

Full transparency -- BigDevSoon is a paid coding platform I run, and the CV Builder is part of it. I'm biased.

But I built this because I wanted to update my own CV without a hassle. I wouldn't ship it if I hadn't tested it as a solution to my own bottleneck.

I wanted something that understood developer roles specifically -- the difference between "React" and "React Native" in a skills section, the importance of listing specific project outcomes, and the right keywords for a Full-Stack Developer vs. a DevOps Engineer.

So I packed everything I know into this tool. The templates, the keyword strategies, the ATS optimization -- it's all in there.

The CV Builder is live at app.bigdevsoon.me/cv-builder.

There's a free 7-day trial -- you can generate your first CV, run the AI report, and export the PDF before you pay anything. If you're actively job hunting or freelancing, it's worth the 30 seconds to see what comes out.

What role would you generate first? I'm curious -- drop it in the comments.

If you have feedback or feature requests for the CV Builder, I'd love to hear them. I'm actively iterating on it. more

Career development

 11h

Gen Z Job Searches Now Come With a Plus-One: Mom or Dad


New Zety report reveals the rise of career co-piloting, with 67% of Gen Z regularly receiving career advice from parents.

GUAYNABO, Puerto Rico, February 19, 2026 /PRNewswire/ -- Gen Z is entering the workforce in a job market defined by uncertainty, rapid change, and higher expectations for how quickly early-career employees should perform. Many are meeting that challenge with a new kind of... support system: their parents. Zety®, a leading resume templates service, today released its Career Co-Piloting Report, revealing the surprising ways parents are guiding Gen Z through the job market.

The survey of 1,001 Gen Z employees in the U.S. shows that 44% have had their parents help write or edit their résumé/CV, while 21% report parents directly contacting a potential employer or recruiter on their behalf.

From first applications to negotiating offers, parents are firmly in the driver's seat for many Gen Z workers.

Key Findings

* Résumé stage support is common: 44% of Gen Z workers say their parents have helped write or edit their résumé/CV.

* Many parents engage with employers directly: 1 in 5 say a parent has contacted a potential employer or recruiter on their behalf.

* Parental involvement extends to interviews: 20% say a parent has joined a job interview (15% in person, 5% virtually).

* Negotiation help is often advisory, but sometimes direct: 28% report parents helping with pay or benefits negotiations (18% offered advice; 10% negotiated directly with the employer).

* Parents rival managers in influence: Nearly one-third (32%) cite their parents as the main influence on career decisions, another 32% point to their boss, and 34% say both have an equal influence.

"What's most striking isn't that parents are involved, it's how involved they've become," said Jasmine Escalera, career expert at Zety. "We're seeing parents move beyond advice and into action, from résumé edits to interview prep and even negotiating offers. I call this phenomenon 'Career Co-Piloting,' where parents take a hands-on role in early career decisions, helping their children gain confidence, direction, and control as they launch into the professional world."

Parents Are Involved Early in the Application Process

Support from parents often begins during the initial stages of applying for jobs:

* 44% of Gen Z workers say their parents helped write or edit their résumé/CV.

* 21% admit their parents contacted a potential employer or recruiter on their behalf.

How Often Parents Join Interviews

Parental involvement doesn't always stop once an application is submitted. For some Gen Z workers, parents are also present during the interview process:

* 5% have joined a virtual interview.

* 15% have joined an in-person interview.

* 80% had no involvement during interviews.

From Interview Room to Negotiation Table

After interviewing, many parents of Gen Z take an active role in negotiating pay, benefits, or job offers on their child's behalf:

* 10% have negotiated directly with the employer.

* 18% gave their child advice directly.

* 72% had no involvement with negotiations.

Who Guides Gen Z Career Decisions

Beyond hiring, parents maintain an ongoing presence in their Gen Z child's professional life:

* 67% say their parents regularly provide advice on career decisions.

* More than half (56%) have had parents visit their workplace outside of formal events.

When asked who has the greatest influence over their career choices, responses were nearly evenly split:

* Parents have the most influence (32%)

* Boss has the most influence (35%)

* Both have about equal influence (34%)

Still, Gen Z draws a line between guidance and overreach: 55% say they would feel embarrassed or upset if their parents contacted their boss without their knowledge.

For detailed insights on the Career Co-Piloting Report, access the full study at https://zety.com/blog/career-copiloting-report or contact Skyler Acevedo, at skyler.acevedo@bold.com.

Methodology

The findings presented are based on a nationally representative survey conducted by Zety using Pollfish on January 26, 2026. The survey collected responses from 1,001 Gen Z workers and examined self-reported, one-time or occasional parental involvement across key stages of early career development, including job applications, interviews, salary negotiations, workplace interactions, and ongoing career decision-making.

They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. The sample was composed of 66% female, 33% male and 1% nonbinary respondents. All participants were screened to ensure they were currently residing in the U.S., actively employed, and part of the Gen Z generation (aged 18-27) at the time of the survey. The data collection adhered to Pollfish's quality control standards to ensure the accuracy and reliability of the results.

About Zety

Zety resume templates and Zety's resume and cover letter generator are trusted by 12 million users each year. With 100s of options to choose from, including professionally designed resume templates to beat the ATS, users can create a professional resume in less than 15 minutes. Since 2016, Zety's career blog has provided free data-driven insights to over 40 million readers annually, empowering professionals at every stage. The editorial team includes Certified Professional Resume Writers, with the best career advice and evidence-based findings featured in Business Insider, CNBC, and Forbes, among others. Follow Zety on Facebook, LinkedIn, YouTube, X, and Instagram for free expert career tips and updates. more

Career development

 1d

Are cover letters still relevant or are they Victorian-era essay? Employees debate whether HR actually reads them


A Reddit post sparked debate on cover letter relevance, with one user claiming ditching them improved callback rates by focusing on resume alignment. While some recruiters reportedly ignore them, others insist on their importance, highlighting industry variations and the overall confusion in modern job hunting.

A blunt Reddit post has reignited one of the most exhausting debates in modern job... hunting: are cover letters still worth the effort, or are they just outdated rituals nobody truly reads anymore? The discussion, sparked by a user who says ditching cover letters actually improved their callback rate, quickly turned into a crowded comment section filled with contradictions, frustration, and lived hiring experiences.

The original post came from Reddit user. According to them, job seekers are "wasting HOURS" writing elaborate cover letters that recruiters barely glance at, if at all. They argued that once they stopped obsessing over perfectly crafted letters and instead focused on aligning their resumes with job descriptions, interview invites started coming in.

In their post,the user described spending entire afternoons polishing cover letters to sound like the ideal "cultural fit," only to see no results. The turning point, they said, was treating the job search like a data-matching exercise rather than a creative writing project.

From their perspective, recruiters are overwhelmed with hundreds of applications and are more interested in whether candidates can do the job, not whether they can write what they called a "Victorian era essay" about passion and purpose. Their workaround? If a portal requires a cover letter, they upload a short note expressing interest in the role and direct recruiters back to the resume. "It is not about being lazy," they wrote.

The comments that followed showed just how divided job seekers are. Another user pointed out that every cover letter discussion splits the same way: some hiring managers swear they haven't read one in years, while others insist they won't consider a candidate without one. With no clear consensus, many applicants feel forced to play it safe.

That confusion resonated with the another user, who summed up the broader job-search chaos. They listed conflicting advice applicants hear daily, from messaging hiring managers versus never contacting them, to tailoring applications for hours versus mass-applying as fast as possible. "What are we actually supposed to do?" they asked. "It's a hellscape out here."

Not everyone agreed with the original post. Several users pushed back hard. Someone said they were explicitly told they landed an interview because of their cover letter. While others as well echoed that sentiment, saying interviewers often referenced details from their letters.

Others stressed industry differences. One Reddit user, who hires in nonprofit policy work, said cover letters are just as important as resumes for evaluating communication skills and mission alignment.

Meanwhile, some commenters landed in the middle. One usummed it up neatly: "Nobody reads them, but they all check if you made an effort to include.

The thread never reached a clear verdict. Some users argued applicant tracking systems still scan cover letters and can flag inconsistencies. Others admitted they use AI tools to generate them quickly, seeing the letter more as a checkbox than a storytelling opportunity.

What's clear is that the job market feels inconsistent and opaque. Whether cover letters are ignored, skimmed, or carefully read seems to depend heavily on the role, the industry.

Do recruiters actually read cover letters anymore?

Some do, some don't. The Reddit thread shows practices vary widely by industry and hiring manager.

Is skipping a cover letter risky?

It can be. While some candidates see no downside, others report landing interviews specifically because of theirs. more
2   

  • Maryann MacIntosh

    12h

    If you cannot take the time to express yourself as it relates to your interest in the position and how it can benefit the company, I question your... ability to be the right person for the job. Cover letters are an introduction of your character. more

  • Career Specialist

    15h

    Yes, it’s still important. It makes you stand out from other job seekers. It highlights details that may not be in your resume and shows what makes... you different. more

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Career development

 12h

Gen Z Job Searches Now Come With a Plus-One: Mom or Dad | Weekly Voice


New Zety report reveals the rise of career co-piloting, with 67% of Gen Z regularly receiving career advice from parents.

GUAYNABO, Puerto Rico, February 19, 2026 /PRNewswire/ -- Gen Z is entering the workforce in a job market defined by uncertainty, rapid change, and higher expectations for how quickly early-career employees should perform. Many are meeting that challenge with a new kind of... support system: their parents. Zety®, a leading resume templates service, today released its Career Co-Piloting Report, revealing the surprising ways parents are guiding Gen Z through the job market.

The survey of 1,001 Gen Z employees in the U.S. shows that 44% have had their parents help write or edit their résumé/CV, while 21% report parents directly contacting a potential employer or recruiter on their behalf.

From first applications to negotiating offers, parents are firmly in the driver's seat for many Gen Z workers.

Key Findings

"What's most striking isn't that parents are involved, it's how involved they've become," said Jasmine Escalera, career expert at Zety. "We're seeing parents move beyond advice and into action, from résumé edits to interview prep and even negotiating offers. I call this phenomenon 'Career Co-Piloting,' where parents take a hands-on role in early career decisions, helping their children gain confidence, direction, and control as they launch into the professional world."

Parents Are Involved Early in the Application Process

Support from parents often begins during the initial stages of applying for jobs:

How Often Parents Join Interviews

Parental involvement doesn't always stop once an application is submitted. For some Gen Z workers, parents are also present during the interview process:

From Interview Room to Negotiation Table

After interviewing, many parents of Gen Z take an active role in negotiating pay, benefits, or job offers on their child's behalf:

Who Guides Gen Z Career Decisions

Beyond hiring, parents maintain an ongoing presence in their Gen Z child's professional life:

When asked who has the greatest influence over their career choices, responses were nearly evenly split:

Still, Gen Z draws a line between guidance and overreach: 55% say they would feel embarrassed or upset if their parents contacted their boss without their knowledge.

For detailed insights on the Career Co-Piloting Report, access the full study at https://zety.com/blog/career-copiloting-report or contact Skyler Acevedo, at skyler.acevedo@bold.com.

Methodology

The findings presented are based on a nationally representative survey conducted by Zety using Pollfish on January 26, 2026. The survey collected responses from 1,001 Gen Z workers and examined self-reported, one-time or occasional parental involvement across key stages of early career development, including job applications, interviews, salary negotiations, workplace interactions, and ongoing career decision-making.

They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. The sample was composed of 66% female, 33% male and 1% nonbinary respondents. All participants were screened to ensure they were currently residing in the U.S., actively employed, and part of the Gen Z generation (aged 18-27) at the time of the survey. The data collection adhered to Pollfish's quality control standards to ensure the accuracy and reliability of the results.

About Zety

Zety resume templates and Zety's resume and cover letter generator are trusted by 12 million users each year. With 100s of options to choose from, including professionally designed resume templates to beat the ATS, users can create a professional resume in less than 15 minutes. Since 2016, Zety's career blog has provided free data-driven insights to over 40 million readers annually, empowering professionals at every stage. The editorial team includes Certified Professional Resume Writers, with the best career advice and evidence-based findings featured in Business Insider, CNBC, and Forbes, among others. Follow Zety on Facebook, LinkedIn, YouTube, X, and Instagram for free expert career tips and updates. more

David Tyler


Career development 2d
We work at a big company, and there are a few women around 50 who love setting up single coworkers. They’ve already gotten two couples married. Now they’ve clearly decided to set me up too.
They act like it’s no big deal, but it’s getting annoying. People keep hinting at things. When I go into the kitchen, they leave so I’m alone with that girl. They’re always finding reasons for us to do things... together.
It’s really frustrating. How can I make them stop? If I want a relationship, I’ll handle it myself.
Thanks for any advice

 more
1   

  • FRANCIS WANYINA

    12h

    Do not prove to them that you are also love blind as they did to the two. Disprove them by focusing on STRICTLY what matters at workplace. Their traps... will only get those blind ones.  more

  • Randall Giancaterino

    20h

    It sounds like they do not have enough work to do.

    1
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Career development

 14h

How to Put Your LinkedIn Profile on a Metal Business Card


In today's digital age, networking isn't just about exchanging phone numbers or email addresses. It's about connecting on platforms where professional relationships thrive -- and LinkedIn is the king of professional networking. But here's the twist: what if you could merge the timeless elegance of a metal business card with the modern convenience of LinkedIn? That's exactly what we're diving into... today.

Why Metal Business Cards Are Trending

Metal business cards are no longer just a novelty. They've become a statement piece for professionals who want to stand out.

Durability Meets Style

Unlike paper cards that bend, tear, or fade, metal cards are built to last. They're sleek, modern, and instantly memorable.

Luxury Branding

Metal cards scream premium. They align perfectly with industries where first impressions matter -- think finance, tech, luxury goods, and creative services.

Why Add LinkedIn to Your Business Card?

Your LinkedIn profile is essentially your digital résumé. Adding it to your card bridges the gap between offline and online networking.

Instant Professional Connection

Instead of waiting for someone to search your name, you give them direct access to your profile.

Showcasing Your Expertise

Your card becomes more than contact info -- it becomes a gateway to your career achievements, endorsements, and portfolio.

Ways to Put LinkedIn on a Metal Business Card

There are several creative ways to integrate LinkedIn into your card design. Let's break them down.

Option 1: Engraved LinkedIn URL

The simplest method is engraving your custom LinkedIn URL directly onto the card.

* Example: linkedin.com/in/yourname

* Clean, professional, and easy to type.

Option 2: QR Code Integration

QR codes are the modern shortcut.

* Scan the code → instantly land on your LinkedIn profile.

* Perfect for tech‑savvy audiences and quick networking events.

Option 3: NFC Chip Embedding

Near Field Communication (NFC) chips can be embedded into metal cards.

* Tap the card with a smartphone → LinkedIn profile opens.

* It's futuristic, seamless, and highly impressive.

Design Considerations

Adding LinkedIn isn't just about functionality -- it's about design harmony.

Placement Matters

* Top corner for subtlety.

* Center for bold emphasis.

* Back of the card for a clean front design.

Balancing Minimalism and Information

Metal cards look best when uncluttered. Keep text minimal and let the LinkedIn link or QR code do the heavy lifting.

Font and Engraving Choices

Choose fonts that are legible when engraved. Sans‑serif fonts often work best for clarity.

Benefits of LinkedIn Integration

So why go through the effort? Let's explore the advantages.

Seamless Networking - No more fumbling with spelling names or searching through LinkedIn. One scan or tap, and you're connected.

Enhanced Professional Image - It shows you're forward‑thinking and tech‑savvy.

Memorable First Impressions - People remember the professional who hands them a sleek metal card that connects directly to LinkedIn.

Cost vs. Value

Metal cards with LinkedIn integration may cost more than traditional paper cards, but the ROI is undeniable.

Long‑Term Durability - You won't need to reprint cards every few months.

Brand Perception - Premium cards elevate your brand image, making the investment worthwhile.

Best Industries for LinkedIn Metal Cards

While any professional can benefit, some industries shine brighter with this innovation.

Tech, Startups & Digital Nomads - Show off your digital edge.

Finance and Consulting - Project authority and professionalism.

Creative Industries - Designers, marketers, and artists can showcase their flair with unique card designs.

Practical Tips for Implementation

Ready to create your own? Here are actionable steps.

Step 1: Customize Your LinkedIn URL

Make sure your LinkedIn URL is short and personalized. Example: linkedin.com/in/johndoe.

Step 2: Decide on Format

Choose between engraving, QR code, or NFC chip.

Step 3: Test Before Printing

Ensure QR codes scan properly and NFC chips are encoded and work across devices.

Step 4: Keep Branding Consistent

Match your card design with your overall brand identity.

Common Mistakes to Avoid

Even premium cards can fall flat if not executed properly.

Overcrowding the Design - Too much text or graphics ruins the sleek look.

Ignoring Functionality - A QR code that doesn't scan or a broken NFC chip defeats the purpose.

Not Updating LinkedIn - Your card is only as strong as your LinkedIn profile. Keep it fresh and relevant.

When to Use a URL Shortener -- and When to Avoid It - URL shorteners can be a lifesaver when you're dealing with long, clunky links. They make your URLs cleaner, easier to share, and trackable. But here's the catch: not everyone trusts shortened links. Some recipients worry they might hide spam or unsafe destinations.

So, when should you use one? Stick to shortened links for custom URLs that are too long or when you want to track clicks. And when you do, choose a reputable provider or better yet, a branded short domain that clearly points back to your landing page. That way, you get the benefits of trust and analytics without sacrificing credibility.

Future of Networking Cards

The fusion of physical and digital networking is only growing. Expect more innovations like smart cards, augmented reality integrations, and AI‑driven contact sharing.

Conclusion

Putting your LinkedIn profile on a metal business card is more than a design choice -- it's a strategic move. It combines the timeless elegance of physical networking with the digital power of LinkedIn. Whether you engrave your URL, add a QR code, or embed an NFC chip, you're creating a card that's durable, stylish, and unforgettable. In a world where first impressions matter, this small detail can make a huge difference.

At Pure Metal Cards, we offer the widest range of metals and card finishes available and customization options to bring your vision to life. Whether you're a startup founder, luxury brand, or creative professional, we'll help you design a card that's as unforgettable as your brand.

Ready to upgrade your business card game? Explore our metal card collection and make your next impression your best one yet. more

Career development

 17h

8 Things Job Candidates Say -- or Don't Say -- That Turn Hiring Managers Off


Saying the wrong thing in interviews has more downsides than just second-guessing responses or feeling embarrassed. It can also keep biopharma professionals from getting coveted job offers.

To learn what candidates say that makes hiring managers not hire them, BioSpace collected feedback from managers as well as talent acquisition and recruiting experts and dove into a related Reddit thread. In... some cases, it turned out that what applicants said wasn't the only reason they missed the mark. What they didn't say also proved critical.

Money is a prime reason many biopharma professionals pursue jobs, as noted in a career planning survey late last year that informed the BioSpace 2026 U.S. Life Sciences Employment Outlook report. When asked what was motivating them to look for a new position, the No. 2 response was "I want more money" (53%).

That said, talking about money during a job interview can be costly. One hiring manager BioSpace surveyed this month shared that they didn't hire a candidate because "When asked why they were interested in the role, they answered 'I'm just doing this for the money.'"

Career development is critical to biopharma professionals, according to the career planning survey. Asked what was motivating them to look for a new job, the No. 1 answer was "I want more growth opportunities" (67%).

However, inquiring about career development during interviews doesn't sit well with every hiring manager. One commented in this month's BioSpace survey that they tend to raise their eyebrows when applicants want to know when they'll be promoted. Similarly, in the Reddit thread, a commenter wrote that "I've had candidates literally tell us they considered the job they were interviewing for a stepping stone and that they planned to move on after a short stint."

The biggest mistake applicants make is discussing their experience without connecting it to what the hiring manager needs to solve, according to Bryan Blair, vice president of biotech and pharma recruiting at GQR Global Markets.

"The candidates who get offers do something different: they study the company's pipeline, understand what stage the organization is at, and frame every answer around 'here's the specific challenge you're facing, and here's how my experience maps to solving it," he told BioSpace in a written response.

Leslie Loveless, CEO and managing partner of Slone Partners, a life sciences and healthcare executive and fractional talent search firm, had a similar observation. She told BioSpace in a written response that the best candidates tailor their conversations to the employer's priorities and clearly articulate how their skills and results translate to solutions for the company.

Candidates don't always want to talk honestly about their challenges or missteps, according to Eric Celidonio, founder and managing partner of biopharma recruiting firm Sci.bio Recruiting. He told BioSpace in a written response that while candidates come in with their highlight reels, hiring managers are seeking humility and an understanding of how applicants deal with failure and pressure, learn from mistakes and take ownership when things don't go perfectly.

"It's really important for candidates to sound out real examples of where they went wrong and areas of development," Celidonio advised. "That kind of self-awareness builds trust quickly. When candidates stick only to polished success stories, they often come across as less sincere and  authentic, especially in leadership or highly specialized roles."

When candidates don't have direct experience in an area highlighted in a job description, a common piece of advice is to talk about their transferable skills. However, not all skills transfer. For example, in the Reddit thread, one person wrote, "The guy came into the interview with a Hawaiian shirt and his animal research experience was diy catching wild raccoons and releasing them."

Another Reddit commenter shared that when asked about their experience with mentorship, a leadership candidate's example was they offered advice to someone in an Instagram comment.

In the BioSpace survey this month, one hiring manager expressed frustration with applicants not researching the company before interviewing. They uncover that issue when they ask, "So once you found out about this role and decided to apply did you get a chance to do any research on the brand/drug?"

"The amount of people who don't even do the basic level research on the brand they are applying for is staggering," the hiring manager wrote. "I just had an MSL candidate who didn't even read the PI ahead of the interview. The answer to that one question tells a lot about the candidate. If you're not going to put in the effort now (even basic) how can I trust your gonna do it in the actual role."

For one of this month's BioSpace survey participants, a job candidate's approach to work, which they described as a "maverick mindset," was an issue. The applicant told the hiring manager they have their own way of doing things, like to improvise and like thinking outside the box when executing tasks.

"Creativity can be a wonderful thing, especially when solving problems and improving processes," the survey participant wrote. "However, this mindset can be problematic on a highly regulated production floor, where precision and adherence to an established process are critical. I want someone who understands the need to dig into and successfully execute a production process as written before seeking to change it."

Sometimes, biopharma professionals interview for jobs they're not crazy about -- and they don't always keep their dislike for the work to themselves.

For example, one Reddit commenter wrote that an applicant said "I hate pipetting" for a job that would mostly involve pipetting. Another noted that a candidate for a lab-based senior research associate job said he didn't want to be in a lab.

It's worth noting that it's not always what job candidates say that keeps them from getting the job. Sometimes, it's about what they do, noted Laura Helmick, founder and managing partner of LHB Clinical, a life sciences recruiting firm. She told BioSpace in a written response that hiring managers have told her they didn't move forward with candidates for reasons including not making eye contact or fidgeting on video, rocking in an office chair, pausing too long to answer a question, rambling and vaping.

Vaping popped up in the Reddit thread as well, with a commenter noting an applicant vaped on camera multiple times during an interview.

"Didn't even attempt to hide it," they wrote. "I'm a super chill person but if you can't go 30 min without a puff in a professional setting, you're probably not ready for this job." more

Career development

 19h

Staying authentic: Why your foundation matters more than ever in career growth - Businessday NG


In today's professional landscape, it's tempting to equate success with visible accomplishments: degrees, certifications, leadership roles, and global exposure. Yet, true career resilience -- and the kind of impact that separates great leaders from the rest -- stems from something far less tangible: the foundational values and beliefs that anchor us. Staying authentic isn't just about excellence... in your craft; it's about maintaining a compass that guides your decisions, shapes your behaviour, and informs the legacy you leave behind.

The world around us is evolving faster than ever. Advanced technologies, shifting cultural expectations, and fluid market dynamics are reshaping not just how we work but how we define relevance and influence. Strategies once considered bulletproof are now subject to recalibration as industries face disruption, talent becomes globally mobile, and economic cycles test even the most robust organisations. In this environment, leaders who can navigate change without losing their grounding hold a distinct advantage.

The leadership differentiator: Foundational values

Consider two high-performing professionals. Both have impressive résumés, global experience, and cross-functional leadership skills. On paper, they might appear equally capable. Yet, organisations increasingly evaluate how these individuals behave under pressure, how they collaborate across teams, and how they translate their values into tangible results. This is not a soft skill -- it is a strategic differentiator. Leaders with strong foundational values consistently demonstrate accountability, integrity, and resilience, creating performance outcomes that endure even amid volatility.

Personal culture plays a pivotal role here. Professionals navigating new geographies or global markets often feel pressure to "fit in" by mimicking dominant behaviours. While adaptability is essential, authenticity should never be sacrificed. Your values -- shaped by upbringing, experiences, and personal ethos -- are the root system that supports your professional tree. They determine how you approach conflict, lead teams, and make decisions when conventional playbooks fall short. Adaptation without authenticity is camouflage; adaptation with authenticity is strategic leadership.

Translating values into strategic impact

Take, for example, a senior leader stepping into a multinational project with tight deadlines and diverse cultural norms. Their success is not measured solely by completing tasks on time but by how they mobilise teams, build trust, and foster collaboration across boundaries. Leaders who integrate their foundational values into their decision-making -- such as fairness, transparency, and accountability -- consistently inspire engagement, reduce friction, and elevate performance outcomes. In essence, values are not just ethical guidelines; they are operational levers that directly impact execution, team cohesion, and organisational agility.

Another illustration lies in talent development. Strategic leaders recognise that high-potential employees bring more than technical expertise -- they bring behavioural drivers shaped by personal culture and experiences. Leaders who identify, nurture, and align these drivers with organisational goals unlock a multiplier effect: increased innovation, higher retention, and more effective performance. In this way, authenticity becomes both a personal advantage and an organisational asset.

Leadership in the age of disruption

In a volatile market, where talent is abundant but opportunities are scarce, leaders who emphasise authenticity position themselves for long-term relevance. This is particularly critical in environments where strategies are being re-engineered to withstand economic pressures. Technical skills can be taught. Processes can be optimised. But the ability to make principled decisions under pressure, to maintain consistency in relationships, and to uphold a professional ethos in the face of uncertainty -- these are irreplaceable leadership traits.

Think of leadership as a ship navigating stormy seas. The sails -- your skills, knowledge, and experiences -- catch the wind. But the rudder -- the values and principles that guide your behaviour -- ensures you stay on course. Without a rudder, even the fastest ship can drift off course. With a strong rudder, you navigate turbulence with precision, inspiring confidence in your crew and reaching your destination with purpose.

Authenticity as a strategic career lever

In practical terms, staying authentic requires intentional reflection and deliberate alignment. Ask yourself:

Which values guide my decision-making when no one is watching?

How do my foundational beliefs shape the way I approach accountability, collaboration, and innovation?

Am I leveraging my authentic self to inspire and influence others, or am I simply conforming to expectations?

Leaders who answer these questions honestly gain clarity in strategy, direction, and impact. They move beyond transactional performance to transformational leadership -- where outcomes are measured not only by deliverables but by culture, trust, and sustainable influence.

The bottom line

In an era defined by constant change, staying true to your foundation is more than a moral choice -- it is a strategic advantage. Leaders who cultivate authenticity harness their values as guiding principles, translating them into tangible outcomes for themselves, their teams, and their organisations. Skills may open doors, but values ensure longevity, credibility, and impact.

Authenticity is not static; it is dynamic. It evolves alongside your experiences, but its core remains steadfast. Those who embrace it do not merely survive market shifts -- they shape them, leaving a legacy that endures far beyond the next trend or technology.

In leadership, as in life, it is not the credentials that define you -- it is the foundation you build and the authenticity with which you navigate every challenge that ultimately sets you apart. Stay grounded. Stay authentic. Let your values guide your strategy, and the results will speak for themselves. more

Career development

 21h

Blue Jacket needs clothing donations for job training academy


FORT WAYNE, Ind. (WPTA) - Leaders with the local nonprofit Blue Jacket say they need clothing donations for people going through their job training academy.

One of the many services Blue Jacket offers is a two-week pre-employment training called the Blue Jacket Academy to help people with barriers find jobs.

"It's intense by design because we want individuals to show through their efforts that... they want to be a good employee. So, how to get employment is the first part, how to be a good employee is the second part," said CEO Tony Hudson.

A big part of the program is attire. Students enrolled in the academy get to pick out free business attire to wear for future job interviews.

"It allows them to confidently walk into a job interview. Look the part, be the part, and say - I'm gonna be the best employee for you to take a chance on me," Hudson said.

Last year, they gave out 3,650 articles of clothing to people enrolled in the academy.

"That was double what we were expecting. So that also leaves us with a deficit of being able to serve the people who are going through it this year. Right now, we have 20 people that have been coming in today to be outfitted for clothes for the Blue Jacket Academy, and we just don't have enough clothes," Hudson said.

He says there is a big need for all kinds of professional attire.

"Dresses, suits, ties, belts. It doesn't really matter; we'll accept it, because everything goes a really long way for us," Hudson said. more

Career development

 23h

The LinkedIn Easy Apply Trap: Why 200 Applications Gets You 3 Callbacks


I'll be honest with you -- when I was building SIRA, I kept seeing the same pattern over and over. Developers would message me saying something like: "I've applied to 200 jobs this month and got 3 responses. What am I doing wrong?"

Two hundred applications. Three responses.

That's not a strategy problem. That's a trap -- and LinkedIn's Easy Apply button is the door that leads into it.

Easy... Apply launched to make job hunting easier. And it did -- just not for you. It made it easier for companies to get flooded with thousands of applications per role. One mid-size startup I spoke to last year told me they received 1,400 applications for a senior backend role. Their recruiting team was three people.

You do the math.

Here's what actually happens when you hit that Easy Apply button:

The irony? The more convenient it is to apply, the less seriously each application is taken. By the candidate. By the recruiter. By everyone.

I get why developers do it. It feels productive. You hit 10 apply buttons in an hour, then 20 the next day, and you're thinking "statistically, something has to work."

But here's the uncomfortable truth: a 1% response rate on 200 applications is worse than a 40% response rate on 10 targeted ones.

Why? Because the 200-application approach trains you to write generic resumes. You stop tailoring. You stop thinking about who you're writing for. You become a resume-submitting machine, and machines don't get hired.

The targeted approach wins -- not just in numbers, but in quality. A recruiter who receives a resume that clearly speaks to their specific role is already having a different experience.

Most devs hear "tailor your resume" and think: change the job title, maybe swap a keyword. That's surface-level tailoring. It barely helps.

Here's what most developers get wrong about ATS systems: they're not smart, but they're consistent. They look for exact (or near-exact) keyword matches.

If the job post says "React.js" and your resume says "ReactJS", some systems will not match those. I know. It sounds insane. But this is 2026 and many companies are still running ATS software from 2015.

When I built the keyword analysis feature in SIRA, one of the first things I discovered was that minor variations tank match scores. Developers lose points for:

The fix isn't complicated once you know what's happening. But most people never find out -- they just get rejected and assume the market is brutal.

If I were job hunting today, here's exactly how I'd spend 2 weeks:

Could I get more applications done? Yes. Would it help? Based on everything I've seen building SIRA -- no. Quality over quantity is not a cliché here. It's statistically demonstrable.

There's a psychological cost that nobody talks about. When you're sending 10 applications a day with almost zero response, it starts to mess with your head. Developers who are genuinely great at their craft start questioning themselves. They think something is wrong with them when the real problem is the approach.

I've talked to engineers with 8+ years of experience, shipped products used by millions, who felt completely worthless after a month of ghosted Easy Apply submissions. That's the real damage.

You're not broken. The approach is broken.

Easy Apply isn't evil -- it's just a tool designed for volume, not quality. And volume is exactly the wrong strategy when you're competing against hundreds of applicants with similar credentials.

The developers I see getting hired fast in 2026 are doing the opposite of spraying applications. They're going deep on fewer targets, speaking directly to company pain, and making it dead-simple for a recruiter to say "yes, this person gets it."

If you're mid-search right now and the responses aren't coming -- stop. Cut your application rate in half and double the time per application. See what happens.

And if you want a shortcut for the ATS and keyword matching part, I built SIRA specifically for this. Drop your resume and a job description, and it'll show you exactly where you're losing points before a human ever sees it. There's also a Telegram bot if you want to run a quick check on mobile.

Quick question for the comments: Have you ever landed a job specifically because of a targeted, non-Easy-Apply application? What made it work? I'm genuinely curious what the patterns look like from different people's experiences. more

Career development

 1d

Recruiter: The three things you MUST lie about in a job interview


A hiring professional has made a surprisingly candid admission about the job interview process.

Her revelation? When interviewing potential candidates, she expects them to lie in answer to certain standard job interview questions.

'I've been conducting interviews for years, and I know when someone is lying to me,' the recruiter shared in an job interview tips online discussion post.

'But let me... tell you, lying about the university you attended or why you left your job is not quite the same.'

The hiring expert went on to outline three specific job interview questions where she feels it's permissible to lie because being overly truthful could work against you.

The first instance, she says, is when answering the question "Why are you looking for a new job?".

'Don't tell us you didn't like your previous work environment. That makes you seem like a difficult person to recruiters and makes us think you might cause problems in this job,' she explained.

'Instead, say you're looking for new professional challenges.'

A recruiter shared the three standard job interview questions where she would expect the applicant's answer to contain a few white lies (Picture: stock image)

The second situation where honesty isn't necessarily the best policy is if a recruiter asks, "How did your old boss make you feel?".'

'Look, I've worked with some real jerks in the office, and everyone knew it,' she admitted.

'But even though we all know tyrants exist in companies, don't tell anyone at another company that your old boss was one, because we're not from there, and again, we'll see you as a difficult person incapable of leadership.'

The third instance where a white lie could be prudent is in response to the classic interview question: "Where do you see yourself in five to ten years?"

She explained that even if you have grand plans that are far beyond the scope of the job you're applying for, it's best to keep those thoughts to yourself.

'Although I also see myself running a farm with cows, I'm not going to tell people at the company,' she joked.

'The company wants you there for a long time and they're thinking about the future with you. It's like going on a date and saying you're afraid of commitment.'

Her job interview advice, shared in a Reddit post, explained that candidates need to reframe their understanding of a job interview as 'a negotiation, where the product the company wants to buy is your skills' rather than 'an exhaustive exam'.

A hiring professional said job candidates needed to reframe their understanding of job interview from it being an 'exhaustive exam', to 'a negotiation, where the product the company wants to buy is your skills' rather than 'an exhaustive exam' (Picture: stock image)

The recruiter explained that this is why she 'a good negotiator at the interview table' to do a little 'lying', citing the above as reasonable times to bend the truth.

She also highlighted two other interview moments where being straightforward isn't always in a job applicant's best interest.

Returning to the interview-as-negotiation concept, the expert suggested you should very carefully consider whether to reveal your actual salary from your previous company.

'HR professionals are usually paid to find the most qualified candidates at the lowest cost to the company,' she explained.

'That's why, during negotiations, if they pressure you to reveal your salary (which we will pressure you to do), don't give the real amount if you want a bigger raise.'

Another circumstance where she felt embellishment is acceptable is if it helps you better 'sell yourself' to a potential employer.

'I've interviewed top professionals who are far superior to an entire department, but they don't see themselves as such, and during the interview, they sabotage themselves,' she explained.

'Don't use expressions like, "Well, I didn't do it alone, I had help." Instead, say, "We faced problems along the way, but we managed to solve them." That positions you as a leader and humble.'

The woman's advice generated thousands of replies - many agreeing that they felt it was acceptable to lie about particular factors during a job interview.

Many replies to the recruiter's job interview advice felt her suggestions were spot on. But some comments were frustrated about the game playing that sometimes occurred during the hiring process (Picture: stock image)

'Interviews aren't lie detectors, they're sales meetings, so stop confessing and start marketing,' read one reply that had received thousands of upvotes.

'Thanks for the honesty and clarity. Lying is not an ethical question, it is a tool you should learn to use. Lie and practise it to become successful, or don't and be a low-pay, confused loser.'

'It's wild how much of the interview process is just performance art,' another admitted. 'You just have to package your genuine skills into the narrative they want to hear.'

A fellow recruiter thought the advice was spot on, offering additional suggestions.

'I also recommend lying about values/culture. Do pre-emptive research on what the company's values or culture are and ensure during the interview you align your values with the company,' they explained.

'I've seen many good candidates on paper who come across as someone who doesn't give a c**p during the interview. I get that realistically, people need work to earn money and shouldn't have to pretend. But if you're already giving "cbf" attitude even before getting hired, then it says a lot about what your work ethic is going to be like.'

However, many replies to the post expressed frustration at the games involved with the job interview process.

'I wish we could get rid of all this pretence and posturing and just be honest,' read one reply. 'I feel like both companies and employees are always putting on a show and pretending to be what we are not.'

'God, interviews are so exhausting,' agreed another. 'Like, you need someone to do the job, I need a job to do - cool, let's shake hands and see how it goes.' more

Career development

 1d

2026 NFL Odds: Which teams with new coaches will see an uptick in wins?


2026 NFL Odds: Which teams with new coaches will see an uptick in wins?

The NFL's annual coaching carousel doesn't just reshuffle sidelines -- it quietly reshapes betting markets, locker room identities, and in many cases the trajectory of entire franchises. Entering the 2026 season, ten teams will begin the year with new head coaches. Oddsmakers have already drawn a sharp line between expected... risers and potential fallers in the win column. Which teams with new coaches will see an uptick in wins in 2026?

Here's the fascinating part: only three of those teams are projected to regress in total wins, while seven are expected to improve. That split says less about coaching résumés and more about roster timelines, quarterback stability, and how quickly new systems can take hold.

Below is a deeper, non-generic look at what those win totals really signal. But first, here's a recap of the NFL's new coaches for 2026.

These teams share one defining trait: structural transition. New coaches here aren't simply tweaking schemes -- they're installing culture, redefining quarterback plans, and often resetting expectations.

Win totals in the mid-five range usually mean sportsbooks expect competitive losses rather than outright collapse. For both franchises, the real 2026 victory would be:

Historically, first-year coaches in true rebuilds often beat perception in Year 2, not Year 1. So the betting intrigue isn't just the over/under -- it's whether these teams show enough cohesion to become 2027 sleeper candidates.

Both rosters carry high-variance talent. That makes coaching impact more dramatic:

These are classic "swing outcome" teams where coaching psychology matters as much as play-calling.

A 5.5 number here feels different. Unlike pure rebuilds, Miami's roster suggests underachievement correction rather than teardown.

That makes the new coach's job uniquely pressure-packed: win quickly or risk the label of wasted talent.

Falcons (8.5), Giants (8.5), Steelers (8.5)

Eight-and-a-half is the NFL's most revealing number. It implies:

Both teams sit in the league's most delicate balance -- good enough to contend, flawed enough to miss.

For new coaches, success hinges on:

Historically, this tier produces the largest Year-1 coaching jumps, because talent is already playoff-adjacent.

The Steelers rarely live in transition. That alone makes this situation compelling.

An 8.5 projection signals sportsbooks expect:

If the offense modernizes quickly, this number could look one of the softest overs on the board.

If not, regression becomes real for the first time in years.

Ravens (10.5), Bills (10.5)

New coaches almost never inherit double-digit win expectations. That's what makes these two cases fascinating.

Unlike Baltimore, Buffalo's total reflects skepticism.

Oddsmakers projecting fewer wins typically point to:

This is the rare contender where Year-1 coaching impact could swing playoff seeding dramatically.

Across the past two decades:

That historical lens aligns almost perfectly with the 2026 totals.

The most important takeaway isn't which teams go over or under.

It's this: Coaching impact shows up fastest where talent already exists.

Every offseason promises transformation. But in 2026, the league's coaching reset isn't evenly distributed -- it's surgically concentrated at the NFL's most fragile competitive tiers.

That's what makes this season intriguing for fans and bettors alike:

We may receive affiliate commissions if you sign up through links on our site. Read our full Affiliate Disclosure. more

Career development

 1d

'Tell lies': Recruiter shares unique tips about interview questions and answers; previous salary, CV, long-term goals | Today News


A Reddit user claims job interviews are more about negotiation than truth. Candidates should present their value, handle sensitive questions such as salary, and frame job changes positively.

A Reddit user who claims to be a recruiter has explained that job interviews often work more like negotiations than strict truth tests. The recruiter says candidates should focus on presenting their skills... and value while also managing certain sensitive questions carefully.

According to the post, one common area is previous salary. Since companies try to hire strong candidates at the lowest cost, applicants may feel pressure to reveal their exact pay. The recruiter suggests not disclosing the real figure if the goal is a higher offer.

"If they pressure you to reveal your salary (which we will pressure you to do), don't give the real amount if you want a bigger raise," says the post.

Another point involves the reason for leaving a job. Speaking negatively about a past workplace can make a candidate appear difficult. So, it is safer to frame the move as a search for growth or new challenges.

The post also advises avoiding harsh comments about former bosses even if the experience was poor. Recruiters may question the applicant's attitude or leadership ability.

"We'll see you as a difficult person incapable of leadership," says the post.

The Reddit post further states that applicants often hide certain personal truths to align with company expectations. For example, candidates should not reveal their long-term dreams that do not involve the company. Employers want someone who plans to stay and grow with the organisation.

"It's like going on a date and saying you're afraid of commitment," the post adds.

The post also stresses the importance of confident self-presentation. Many highly-skilled professionals speak too modestly and downplay their own achievements.

"Say, 'We faced problems along the way, but we managed to solve them.' That positions you as a leader and humble," the Reddit post suggests.

Another key point is the role of the CV. According to the post, a resume must clearly highlight strengths and real accomplishments. The CV works like a quick marketing document, creating a first impression in seconds.

Free digital tools now make it easier to design strong CVs, so a weak presentation has little excuse.

"Treat it like a marketing company where you have to sell yourself in five seconds. You have no excuse with the number of free tools available for this," the post adds.

This report is based on user-generated content from social media. LiveMint has not independently verified the claims and does not endorse them.

"Before you walk in the building for the interview, you first need to learn how to own the air you breathe and the ground you walk. Be confident, knowing the last question is about money and that you said it all to ask for a large starting salary. Even if you don't have any experience!" suggested another.

One user posted, "TBH I can tell when people are lying, but I respect it. Like, someone's going to shy away from saying they're jumping for a better salary, I know when they are, but I don't care. I respect the lie, and I'd do the same thing."

"Literally, treat all interviews as acting auditions and do/say whatever you think they'll like best until it gets down to the real details (pay, hours, etc)," came from another. more

Career development

 1d

New Director Aims to "Elevate" Work of Westside Community Center -- The Anderson Observer


The new director of Anderson's Westside Community Center tells the story as if it were already a parable, one she has had time to turn over and polish. As a girl, Treca Yvette DeShields lined baby dolls in a row and instructed them to "write your alphabets, say your ABCs," playing school in a house where, she now realizes, she was rehearsing a vocation she had not yet named.

On Tuesday after, in... a ceremony the board deliberately titled a "Passing of the Torch," that private script was made public when she was formally welcomed as Westside's new director, a role she has held since Jan. 1.

For more than three decades, Westside Community Center has been a working thesis about what a neighborhood institution can be. Under its founding director, Dr. Beatrice Thompson, the low-slung structure on West Franklin Street became a hybrid of after-school classroom, informal social-service office, and civic commons, serving a part of Anderson where "Westside" is as much shorthand for racial and economic divides as it is a quadrant on a map. The center's programming -- homework help, youth mentorship, community meetings -- has earned it a reputation as "the haven on the hill," a place where the city's abstractions about empowerment and engagement are translated into a child sounding out a new word or a parent filling out a job application.

DeShields arrives, as the board's announcement puts it, with "extensive experience in nonprofit leadership, mental health advocacy, youth and family services, and community engagement," a résumé that maps neatly onto the overlapping crises that now define everyday life for many Westside families.

Her own map begins in small-town South Carolina. She describes herself as an only child in her mother's home, "the baby" in her father's, a configuration that left her both indulged and observant. In her recollection, the baby dolls she lined up for lessons were less a fantasy of domestic life than an early experiment in persuasion -- she talked to them, carried on conversations, insisted they perform. As a teenager, she briefly flirted with an alternative narrative: skip college, go straight to work. The plan lasted a week.

"This is not what I want to do the rest of my life," DeShields remembers thinking, before pivoting, abruptly, back toward school with the urgency of someone who feels a door closing.

The more decisive turning point came later, and it was not the sort that appears in a guidance counselor's brochure. One weekend, home from college and not, as she puts it, "quite where I needed to be" despite a recent profession of faith, she went to an old hangout and got into a fight with another young woman. She recalls the details clinically: a turtleneck shirt, a cut on her hand she assumed would require a simple stitch, a sudden collapse in the hospital. When she fell, she tipped to her left, revealing that her entire right side had been opened up; she had been cut nine times, seven of the wounds deep enough that "had I been cut a hair deeper, I would have lost my life." On the gurney, she says, she experienced what she describes as an out-of-body encounter with God and heard an ultimatum: decide, today, what you are going to do.

If this sounds like the sort of stark conversion narrative common in Black church memoirs, DeShields treats it less as melodrama than as an administrative deadline.

"I promised him that day that I would serve him till I die," she said, and within a few years the promise had taken organizational form. In Clinton, South Carolina, where she settled into church life, she started a youth group called Save Our Youth, building it into a 100-voice gospel choir that doubled as a liberal-arts collective. The teenagers rehearsed music but also staged plays and other performances, traveling to churches and events across South Carolina and neighboring states, sometimes opening for Shirley Caesar, the gospel legend whose name still functions as a kind of shorthand for a certain style of ecstatic yet precise performance.

The precocity of this operation is something she seems to appreciate more fully in retrospect. "I have parents now, and we sit back and look," she says. "I was only 17 years old." Because she had graduated high school early -- her birthday is in October -- she was legally an adolescent but practically a tour manager, arranging buses and hotel rooms, fielding questions from adults who inexplicably listened to her.

She invokes these logistics with a kind of retrospective wonder -- How was I able to get a bus? How was I able to get hotel rooms at 17? -- but also with the dawning recognition that this was, as she puts it, "the leader in the making." The pattern is familiar to anyone who has spent time in Southern churches: a teenager given the keys to a ministry, learning governance on the fly.

By the time Anderson County Council honored her in 2025 for "35 years of ministry, mentorship, and tireless advocacy for the youth and families" of the region, that early experiment had become a career. She founded Love Zone Ministries and The Zone Services Inc., a multicultural community-service center whose mission statement reads like a condensed version of contemporary social-work jargon: prevention, outreach, wellness, leadership development, family strengthening. Her programs moved in and out of schools, churches, and community centers across South Carolina, occupying the same kinds of spaces that Westside now offers: multipurpose rooms where a counseling session might share a wall with a basketball game, and where a flyer about trauma-informed practice might sit next to a sign-up sheet for a college tour.

In Anderson, the word "Westside" carries its own load of history. It evokes a cluster of schools and voting precincts, but also a set of long-running conversations about race, industry, and neglect. The community center, perched on a hill at 1100 West Franklin Street, has long tried to serve as a counter-narrative -- a "haven," as its website puts it, where residents can come for tutoring, summer programs, and the less measurable comfort of being recognized by name. Under Thompson, the strategy was to make the building porous: invite in partners, volunteers, and organizations, train teenagers not only to receive help but to provide it, and, in doing so, complicate the idea of who, exactly, counts as a client.

The ceremony on Tuesday attempted to stage continuity rather than rupture. The board, in its public statement, paired "legacy" with "confidence," expressing gratitude for Thompson's "service, excellence, and deep community roots" while affirming its trust in DeShields to "carry the torch forward." Residents and local officials gathered in what was billed as "A Moment of Black History Carried Forward," a Black History Month program that used the leadership transition as an occasion to narrate Westside itself as part of a longer Black institutional history in Anderson. There were refreshments, testimonies, and the kind of lightly formalized blessing that marks many Southern civic rites.

For all the ceremonial language, the practical questions facing DeShields are concrete. The boundaries between school, clinic, and community center have blurred; children arrive with needs that do not fit neatly into a single program category. Her background in mental-health advocacy suggests that Westside may lean further into counseling and trauma-informed care, embedding those practices into settings once devoted primarily to homework help and recreation. Her experience in leadership development and family-strengthening initiatives points toward programs that treat teenagers not simply as recipients of services but as emerging staff, board members, and civic actors -- the same logic that once allowed a 17-year-old choir director in Clinton to book buses and hotel rooms.

In her interview with The. Anderson Observer, she tends to return to that early ultimatum on a hospital table, the sense that she was, quite literally, cut into purpose. Yet the work ahead of her at Westside is less about personal destiny than about institutional stewardship: budgets to balance, grants to pursue, thresholds to keep open. The board's bet is that the skills required to navigate those systems -- the acronyms, the audits, the meetings downtown -- are not incompatible with the ones required to know which grandmother to call when a teenager stops showing up for tutoring. If they are right, the haven on the hill will continue, as it has for three decades, to convert the abstract nouns of press releases -- education, empowerment, engagement -- back into daily verbs, carried out by people who remember what it is to stand, briefly, on the edge of another life and choose this one instead. more

Career development

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Online Courses for Career Advancement: 2024 Course Guide


The future of professional success is being rewritten by digital education. Online courses for career advancement have evolved into practical, credentialed programs that rival traditional classroom training. In today's ever-changing workforce, self-paced courses and career development courses are more accessible, affordable, and relevant than ever before -- ushering in a new era of lifelong... learning for students, professionals, and forward-thinking organizations.

Professional development is no longer limited by physical boundaries or rigid schedules. Accredited online professional development courses and certifications build essential skills for your career and grant learners the flexibility to adapt, upskill, and optimize their knowledge at their own pace. Whether you're an experienced manager, an aspiring entrepreneur, or a recent graduate planning your dream job, enrolling in an online course can help you unlock new opportunities, enhance your skills, and receive a certificate respected by employers everywhere.

This 2024 course guide delivers a data-backed look at career development courses and certifications, including key trends in online learning, the best platforms (like Coursera and edX), critical professional skills, and practical strategies for aligning courses to your personalized learning path. We'll also provide expert insights, real success stories, and step-by-step guidance -- so you can make informed decisions about your next move. Let's explore how online education is closing the gap between career plans and professional advancement.

Career development refers to the ongoing process of gaining new knowledge, practical experience, and professional skills to optimize your career path and align with job market trends. The traditional classroom could never keep pace with today's fast-paced workplace transformation -- but online career development courses and certifications are bridging that gap in truly revolutionary ways.

Self-paced courses are the educational breakthrough students and working professionals have long demanded. No commute, no fixed class time, no compromise. Courses may span a few hours or several months, enabling customized learning journeys that fit personal and organizational needs. According to data from Coursera and LinkedIn, over 74% of learners credit self-paced courses for helping them adapt quickly to workforce needs and secure interview skills for new positions.

The integration of AI, project management, digital literacy, and data analysis into development courses is a defining trend. Training programs like Coursera's "AI for Everyone" or edX's "Introduction to Project Management" offer accessible, beginner-friendly content with an industry focus. Over 65% of students enrolled in AI courses in 2023 received a certificate and reported improvements in their current job performance and job prospects.

The best online professional development courses prioritize essential skills: communication skills, cultural sensitivity, problem solving, resilience, and adaptability. Many successful graduates highlight the value of soft skills -- especially in fast-evolving fields like human resources, teamwork, and entrepreneurship -- as the real key to career success. Consider mentorship and networking functions now integrated into popular career development platforms; these tools for career development foster not just individual competency, but also community growth.

Course selection is foundational to successful career development. Industry trends and personal learning goals must align for maximum impact -- whether you want to launch your own business, strengthen leadership, or simply improve your job prospects.

Not all online learning platforms are equal. Ensure your course is delivered by an accredited college or leading education provider. Accreditation secures the quality standards employers expect. Entities like Coursera, edX, and even LinkedIn Learning offer certificates that verify skill acquisition and are recognized by human resources and hiring managers worldwide.

Project management and business writing are among the most sought-after career development courses and certifications. These training and development programs emphasize organizational, negotiation, and communication skills -- critical for roles in leadership, management, and workforce recruitment. Another booming area is digital transformation skills, including software development, finance, and digital marketing.

Courses can help you build invaluable professional relationships through LinkedIn integration, peer forums, and live mentorship sessions. A career counselor or expert advisor often guides you through learning pathway evaluation, résumé building, cover letter best practices, and interview techniques that make you stand out. Data from LinkedIn shows learners who engage in robust course communities are 30% more likely to reach their career goals and land a dream job in popular career fields.

Turning educational achievement into real-world advancement is why online professional development courses are transformative.

Lifelong learning and upskilling are vital for staying relevant in the ever-changing job market. Courses include modules on psychological resilience, adaptability, and overcoming obstacles. This is especially crucial in today's fast-paced work environments, where employees shift roles and industries more often than ever. A 2023 industry survey found that 92% of professionals who continued to keep learning through online career development courses reported higher job satisfaction and greater career success.

Career advancement today means more than technical expertise. Building a strong personal brand through social skills, résumé optimization, targeted cover letter writing, and proactive job search strategies sets you apart. Many development courses dedicate specialized units to these essential tactics -- helping you make informed decisions about your next career step and networking efforts.

"After completing a project management specialization on Coursera, I received a certificate, landed several interviews, and ultimately secured my dream job," shares Janelle, a former marketing coordinator. Such testimonials illustrate how online learning paths help professionals adapt to new industries, enhance their appeal to recruiters, and thrive on their professional journey.

Online career development courses and certifications have made professional advancement an achievable, affordable reality for learners worldwide. Digital education removes barriers, optimizes learning for real job market needs, and equips students with the hard and soft skills required for lifelong career satisfaction. Whether you're starting your journey or seeking new skills for your current job, online learning empowers you to make informed decisions, keep learning, and achieve the successful career development you envision.

The future of career advancement is here and accessible. Explore your next course, connect with expert mentorship, and enhance your professional skills -- because your development never stops. Start your learning journey today and write the next chapter of your professional story.

What are the best career development courses online?

The best online career development courses include those with clear learning outcomes, accredited certificates, and up-to-date industry content. Platforms like Coursera, edX, and LinkedIn Learning offer highly-rated programs in project management, business writing, AI, digital literacy, and leadership. Evaluate courses based on reviews, employer recognition, and their alignment with your career path.

So, how exactly does lifelong learning help with career progression?

Lifelong learning ensures professionals keep their skills relevant in an ever-changing workforce. Regularly enrolling in online professional development courses allows you to upskill, adapt to new technologies, and enhance both technical and soft skills. This continuous improvement significantly increases your value to employers and opens doors to new opportunities.

Will I receive a certificate when I graduate?

Yes, most online career development courses and certifications include an official certificate upon successful completion. Receiving a certificate demonstrates new skill acquisition and can be shared with employers, added to your résumé, and used to bolster your personal branding. Always check course details to ensure the certificate is accredited and recognized.

The future of career advancement belongs to proactive, informed learners. Let's keep learning and advancing -- together. more

Career development

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How to Ace a Job Interview With an AI


AI video interviews are increasingly common in hiring, requiring candidates to answer questions on camera for AI assessment before human review.

If you're applying for jobs, you better get used to being interviewed by AI.

As the use of artificial-intelligence tools in hiring continues to expand, it isn't unusual for job candidates to be interviewed by an AI platform rather than a human -- at... least initially.

In these AI video interviews, candidates typically see a screen with a written question and their face in a camera frame with a prompt to respond via video. Sometimes the question will require a typed-in or multiple-choice response rather than a video answer. Just like with any job interview, the questions can be both basic ("What does good customer service mean to you?" ) or technical ("What approach would you take to identify the root cause of a $100,000 variance during the consolidation of three international subsidiaries?").

You may have just one opportunity to rerecord an answer; if you flub that, there's no taking it back. The platform usually provides no response beyond a matter-of-fact acknowledgment that your answer was submitted. But behind the scenes it is noting and scoring your answers for an assessment it will give to the hiring company. A human eventually reviews the submissions.

The experience can be awkward or unnerving for many candidates. So we consulted recruiters, career consultants and people who run AI hiring platforms for tips on how to ace an AI job interview. First off, they say, don't act like a robot yourself. Here are some of their other tips:

Practice in the same manner in which you will be evaluated: on video with no one to look at and under time pressure. "AI is evaluating delivery, pacing, confidence and clarity, not just content," says J.T. O'Donnell, chief executive of career-coaching site Work It Daily.

Candidates can easily fall into the trap of sounding too scripted or robotic because without facial cues from a human interviewer, they have no idea how their answers are being received. "Even though candidates aren't speaking to a person live, they should still prepare and communicate as if they are," says Ben Sesser, chief executive officer of AI-interview platform BrightHire.

Record yourself answering six to eight common questions on topics such as leadership, conflict and customer handling, says Conor Grennan, CEO of AI consulting company AI Mindset. Then review the recording on mute, just watching your presence and body language. Next, play the recording audio-only, to listen for pacing, filler words and clarity. Finally, watch the video with sound on. Repeat until you feel you could respond this way in your sleep.

Some of the AI interview platforms offer practice sessions or coaches who work with job candidates in mock AI interviews.

Many applicants try to load their responses with keywords they think the algorithm wants to see. That's a mistake, experts say.

"You want to use relevant industry terminology naturally, but don't game it by just keyword stuffing," says Keith Wolf, managing partner at recruiting firm Murray Resources, adding that "most AI systems are smart enough to detect when someone is being overly robotic." Indeed, Willo, a job-candidate assessment platform, says it uses AI detection technology to note when applicants are relying on AI or keywords in their responses to win over an algorithm.

Try to speak naturally -- not too fast or for too long -- and focus more on the structure and clarity of your answers than how many keywords are in them. It's all right to show personality or use appropriate humor. "Expressing personality, tone or emotion doesn't confuse the system, nor is it considered a mistake," says Prem Kumar, CEO of AI interviewing platform Humanly.

As with any interview, provide specific examples of skills you have, how you have used those skills to solve a problem, metrics to back up what your resolution achieved and how you would use those same skill sets at the company, advises Tessa White, founder of career-consulting company the Job Doctor.

Executives from AI interview platforms say the systems generally don't score job candidates based on eye contact or facial expressions. But since a human eventually will review your interview, career consultants and recruiters advise looking directly at the camera when recording responses -- in much the same way you would look at a human interviewer during an in-person interview.

It may feel awkward at first, but it "makes a huge difference in how engaged you appear" overall, says Wolf.

What's more, some systems are trained to note if it appears a candidate is reading from notes or looking up answers. Looking away from the camera for extended periods could generate such concerns, says Teri Parker de Leon, executive director of the career management center at Duke University's Fuqua School of Business. You don't want to give the impression that you have a script or are cheating in some way.

AI platforms also don't score candidates on attire, but career consultants and experts say dressing professionally for AI interviews can have its benefits.

"Your attire can be important for your general attitude and demeanor," says Duke's de Leon. "Putting on a suit or business-casual outfit may put you in the right 'head space' for the interview."

In general, treat the video as if having a meeting with a human -- after all, a human reviewer will see the video later. You wouldn't show up to an in-person interview shirtless, would you?

This may be obvious but it bears repeating: Make sure you have a strong Wi-Fi connection, close tabs, turn notifications off and silence phones and other distractions before joining an AI interview.

"Muffled audio is fatal," says Grennan of AI Mindset. "If the system can't transcribe you accurately, you get a zero on that question." He recommends using a headset or external microphone for best results.

Make sure you're in a quiet environment. The number of candidates who don't do such digital due-diligence "is quite alarming to me," says Euan Cameron, CEO of Willo. "I've even seen people doing them in the car or doing them on a moving train," he says. "These aren't good ideas."

An AI interviewer generally won't take note of your background or lighting. Still, it's probably best to avoid anything weird or embarrassing since a human reviewer eventually will see it. more

Career development

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The Productivity Olympics: How To Opt Out and Slow Down


This article is written by a student writer from the Her Campus at FSU chapter and does not reflect the views of Her Campus.

There's an unspoken competition happening, and no one officially signed up for it. Still, every week can feel like a qualifying round for what I deem the Productivity Olympics. You know the one. It starts with a casual "I'm so busy" and somehow turns into a full résumé of... everything someone has done before noon.

By 9 a.m., group chats are already buzzing. Laptops open, headphones on, iced coffee in hand. Someone's reviewing for an exam they have in three weeks. Someone else is editing something, answering emails, and updating their planner at the same time.

There's always that one person who casually mentions they went to the gym at 6 a.m., went to class or work, went to a meeting, and now they're "just here to get a little work done," which somehow means four hours of uninterrupted productivity.

What are the Productivity Olympics?

Scroll any social feed, and you'll see it too: morning routines, packed calendars, and perfectly timed resets. Everyone looks booked, busy, and on top of it. Somewhere along the way, being busy stopped being something we do and started being something we are.

It becomes the first thing we say when someone asks how we're doing, almost like proof that we're trying hard enough. Slowing down can feel uncomfortable, even wrong, because we're so used to measuring our worth by how full our days look.

The thing is, our generation runs on ambition. Everyone's involved in something, or maybe even five things. There are meetings, applications, side hustles, workouts, social plans, and the constant pressure to build a life that looks impressive on paper and effortless in reality.

It's motivating, but it's also... a lot. Somewhere between comparing schedules and comparing milestones, it becomes easy to feel like you're always slightly behind.

The Productivity Olympics aren't always loud. Sometimes they show up quietly, like when you feel guilty for taking a break because someone else is working, or when you open your planner and start mentally ranking your day against everyone else's.

There's this idea that if you're not busy, you're wasting time. That rest has to be earned. That if someone else is doing more, you should be too. Even downtime starts to feel like something you have to justify.

The Reality and How to Slow Down

Here's the reality: most of us are just trying to keep up with our own lives. The girl with the packed schedule is probably exhausted. The guy pulling an all-nighter is probably stressed. The person who seems like they have it all together definitely has at least one tab open titled "due tonight."

Productivity looks impressive from the outside, but it's rarely as perfect as it seems. A lot of it is just people doing their best and hoping it's enough. There's nothing wrong with being driven. Caring about what you're building, your goals, your future -- that's a good thing.

Still, not everything has to be a competition. You're allowed to close your laptop and go on a walk, skip the 6 a.m. workout, or have a day that isn't optimized, scheduled, and perfectly efficient. You're allowed to do things slowly, or not at all, without feeling like you're falling behind someone else's timeline.

Opting out of the Productivity Olympics doesn't mean that you're falling behind. It just means that you're choosing a pace that actually works for you, and honestly, that might be the most productive thing you can do. more

Career development

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How To Navigate Long-Term Unemployment In Today's Job Market


Headline unemployment remains relatively low. And yet a growing share of job seekers have been out of work for six months or longer. For many, re-entry is proving slower and more disorienting than expected. As CNBC recently reported, long-term unemployment is becoming a status quo in parts of today's labor market.

If the economy is "fine," why are so many capable people stuck?

For those living... it, long-term unemployment is not a statistic. It feels like sending résumés into a void or being told you are "overqualified" one week and "not the right fit" the next. The system you knew how to navigate no longer operates the same way.

The easy explanation is cautious employers and longer hiring cycles. The harder explanation is structural: many professionals are looking for yesterday's job in tomorrow's job market.

How To Reposition Your Job Search During Long-Term Unemployment

If you have been unemployed for six months or longer and are wondering how to get hired again or survive long-term unemployment, the answer may not lie in sending more applications. It may lie in repositioning yourself for how today's job market actually works.

Treating the job search as a transaction -- find an opening, submit a tailored résumé and wait -- no longer works reliably because roles are evolving before they are formally defined. Organizations increasingly hire around emerging gaps that do not translate neatly into traditional job titles or prior experience.

That is why conversations matter more than applications.

Not the transactional "I'm looking for a job" call. Few people respond well to that. What you want instead are curiosity-driven conversations designed to understand where the work is moving, how problems are being framed and what capabilities are becoming more valuable.

Embark on a "coffee journey." Start with people you already know who are doing work that interests you. Talk to them about what is changing in their field. What new pressures are emerging? What tools are reshaping the way work gets done? What challenges feel unresolved? Then ask who else you should speak to.

This is more than networking. It is research.

As you expand your circle from people you know to people you do not yet know, two shifts occur. First, you begin to describe what you actually know how to do, independent of your previous title. In conversation, you naturally draw on past experiences to engage with current problems. You recognize where your experience is relevant, even if it once carried a different label. A former marketing manager may realize her deeper capability lies in translating customer insight into strategic decisions. An operations leader may recognize that what he brings is systems thinking across complex environments.

Second, you learn to tell the story of your skills in the language the market is using today. You discover adjacent spaces where that capability matters. The marketing manager who once saw herself narrowly as a brand lead may find opportunities in product strategy or customer experience. The operations leader may see openings in transformation initiatives or cross-functional redesign efforts. You begin to recognize needs before they are formalized into job postings. What once felt like a fixed career path starts to branch.

The coffee conversations lead you to a clearer understanding of where your capabilities intersect with emerging needs. They shift your focus from chasing openings to identifying opportunity.

How To Redefine Your Professional Identity During Long-Term Unemployment

Even with that clarity, long-term unemployment can destabilize identity. The longer someone is out of work, the more tightly they cling to their last title as proof of competence.

But employers are not hiring your past. They are hiring their future. That requires more than describing your experience. It calls for reframing how you understand and present your value.

Repositioning begins by asking different questions. What problems do you consistently solve well? What decisions improve when you are involved? What patterns do you see faster than others?

You are detaching your professional identity from job titles and anchoring it in transferable value. In a market where roles morph quickly, job titles are fluid. Capabilities are portable. The ability to synthesize information, manage ambiguity, design processes, build trust or interpret data travels across industries. Over time, that clarity becomes your personal brand, grounded in value and trust, and it opens doors to new possibilities.

How To Upgrade Your Skills For Today's Job Market

Professional stagnation used to be a hidden risk of long-term unemployment. Today it can become an opportunity. Work inside organizations continues to evolve. AI tools are being integrated into daily workflows. Teams collaborate across geographies and time zones. Data fluency is becoming expected rather than optional. If you are out of work, you have something many employed professionals lack: time to learn deliberately.

Employers are far more likely to hire someone who can elevate the team's capabilities, not just fill a slot. That means demonstrating familiarity with emerging tools, new operating models and the changing language of your field.

In a market that rewards learning velocity, forward motion signals adaptability. Experiment with AI tools in your domain. Take on short-term or project-based work that stretches your exposure. Volunteer in a nonprofit navigating digital transformation. Write publicly about how your field is evolving. Teach what you know in new contexts.

Even modest forward moves signal adaptability. And adaptability is increasingly the currency of employability.

How To Make Money And Stay Motivated During Long-Term Unemployment

Financial pressure is real. If you are asking how to make money while unemployed, the answer may not be waiting for the next full-time role.

Project-based consulting, fractional roles, teaching, advisory engagements and contract work can generate income while expanding your network, exposing you to new challenges and accelerating your learning. You do not need to decide that you are done with salaried employment. But you also should not confine yourself to one narrow version of what your next step is supposed to look like.

Careers are becoming more portfolio-based over time. Many professionals will combine employment and independent work across a lifetime. Long-term unemployment can become the moment that opens that broader model.

The key is to treat interim work as strategic, not temporary. Instead of asking, "How do I get back to where I was?" begin asking, "Where does my capability create leverage in the opportunity that is emerging?"

Those who treat this period as repositioning rather than waiting often discover it becomes an inflection point. In a world where careers will stretch across multiple identities, industries and models of work, learning to reposition may be the most important skill of all. more