Career development

Monica Hills

4w

Hey everyone! I’m a mom on maternity leave. I’ve been home for a year already. My job was expecting me to come back on March 1, but I’m pregnant again and told them I’m going on maternity leave again, so I won’t be returning yet.
They said I can stay home for 4 more months and then that’s it, otherwise they’ll fire me.
Is that even allowed? Can they fire someone who’s pregnant and on maternity... leave? Thanks!

more

5

STEPHEN ANGURIA
8h
You are a true believer!! Go.....produce and fill the world. How I wish the next pregnancy are triplets or quadruplets because it seem you pay more... attention to manufacturing more children than valuing your job more
Sheila Milburn
3w
Yes, they can. And you cant just decide to stay home another year. Do you have Drs orders or a documented medical reason to be home during this... current pregnancy?
Paid or unpaid Maternity leave (ML) is for after you give birth. You have 1 baby and 1 year of ML. Being pregnant does not equal ML. Go back to work until you deliver your next baby. Then you can go back out on ML.
If you want to be a stay at home mom, quit and stay home. Stop taking up space on the roles and preventing your employers from filling the spot and getting work done.
As others have stated, you should read your employee manual. more
2

Career development

14h

ULV to host Women in Business Summit

Marcella Camberos, MBA '10, EdD '22, founder of the Women in Business Summit, returns to ULV on March 21 to inspire the next generation of leaders. (Courtesy Marcella Camberos)

The Women in Business Summit will bring together leaders, students, and professionals at the University of La Verne for a daylong event focused on leadership, entrepreneurship, and emerging models in commerce. Founded and... led by alumna Marcella Camberos, MBA '10, EdD '22, the summit will feature keynote speakers, panel discussions, and breakout sessions highlighting a variety of career pathways.

Camberos, a first-generation Latina with more than 20 years of experience in human resources and career development, said the University of La Verne was a natural setting for the event. She earned both her master's and doctoral degrees at the university and has remained connected to its academic and community-oriented mission.

"The University of La Verne shaped me in every way," Camberos said. "It was a safe space where I was allowed to ask questions, and the faculty were accessible and invested in our growth."

Speakers and panelists at the March 21 summit at the Campus Center Ballroom represent a variety of industries, including brick-and-mortar businesses, e-commerce, hybrid business models, and technology-driven platforms. Sessions are designed to provide attendees with practical insight into entrepreneurship and career development.

"If you're going to come to this summit, you're going to see a variety of business models," Camberos said. "There's really something for everybody, whether you're a student, an emerging leader, or someone already running a business."

The event also highlights women of color in leadership roles, an intentional focus for Camberos. As a Hispanic-Serving Institution, ULV provides a context that aligns with the summit's emphasis on representation and access to leadership opportunities.

"I would have loved to see a successful Latina keynote speaker when I was a student," Camberos said. "This summit is about showing what's possible and making those pathways visible."

Camberos currently leads Velvet Anchor, a leadership development company focused on supporting women, particularly women of color, in building leadership skills and professional confidence. "Coming back to the University of La Verne feels like coming home," Camberos said. "It's meaningful to bring this event to the place that played such a big role in my journey."

Learn more about the Women in Business Summit.

Faculty, staff, and alumni are also eligible for a discounted ticket with the coupon code provided below. more

Katya Damjan

Career development

2d

I wanted to apply for a job at a small company near my home, but they set up an online interview. I said I could come to the office instead, but they said it had to be online.
Later they rejected me because my neighbors were doing repairs and there was noise during the interview. Is that normal? Or were they just looking for an excuse to reject me? Has this happened to anyone?
Thanks

3

Steward Tony Pacheco
15h
You’re responsible for finding a quiet location for an online interview. They may have dinged you for requesting to visit the office because it’s... their process, not yours. That’s would depend on the recruiter? As far as not being hired, you may have the latest & greatest opinion of yourself yes, but recruiting as well as interviewing is scientific. Thats why we make the big bucks. Do not be hard on yourself because for every hundred resumes I would receive as a sr headhunter, only 10 to 20 get phone interviews, 5 gets video interview & 2 will get a face to face with department managers.

You need the same numbers when searching. Get those resume out there, network, and learn some head hunter tricks to improve your odds.

Everyone is using AI today but it’s personality and problems resolution which teams need.

Let me know if you have questions!
You don’t get hired the think NEXT! No time to waste! more
1
Tiana Hercules
1d
Kayta, the world is literally on fire. It’s hard enough to quiet the noise inside our heads let alone a neighbor. That you were able to continue your... interview despite the environment shows your commitment. These jobs need to cut the bs. more

Emilia Allen

Career development

16h

Hi everyone! Today my boss scolded me for reading a book and eating a sandwich at my desk. He said I wasn’t working. I told him it was my lunch break. But he said that if I leave the office for lunch, that’s fine, but if I’m at my desk I should only be working.
I’d gladly go read in the park but it’s still too cold outside. Now I’m not sure what to do. What do you think?

1

Robin Miller
6h
Put up a "AT LUNCH" sign so everyone knows your at lunch. When your finished, clean up your desk and take down the sign.
1
Gladys E. Bustos
8h
You can't do look at hr employee handbook. It could be interpreted your boss or company doesn't give breaks or lunches. Perhaps go to the designated... area to eat. The department of labor can come after the employer. more

Career development

16h

Survey finds Gen Z leaning heavily on parents to navigate challenging job market

ARLINGTON, Va. (7News) -- Driven by anxiety and frustration with a soft job market, Gen Z job seekers are relying on support from a source close to home: their parents.

According to a recent survey from the online platform ResumeTemplates.com, parental involvement in both the job search and early career path of the 18-to-23-year-olds polled is surprisingly high.

"I think they're trying to be... helpful, but unfortunately, it's a little too much in some cases," said Juliet Toothacre, Chief Career Strategist for ResumeTemplates.com.

In January, the company polled 1,000 Gen-Zers who'd searched for jobs within the past two years. Among the findings:

* 75% of Gen-Zers admitted a parent had submitted a job application for them

* 51% said a parent sat in on multiple job interviews.

* 67% said a parent had repeatedly spoken with a manager.

"The interviewing statistics that we got really blew me away, because I felt like it was a high number of parents that were way too involved in the interview process," Toothacre told 7News.

SEE ALSO | Family business ties to Wreaths Across America prompts questions from watchdog group

The survey also found Gen Z men were more likely than women to involve a parent in a career path decision or workplace activity.

A recent report from the National Association of Colleges and Employers found that more than half of employers rate the job market for this year's college seniors as either fair or poor, the highest levels since the pandemic year of 2020-21.

Uncertainty and anxiety in a weak job market may be driving the level of parental involvement, Toothacre said.

At last week's University of Maryland job fair, 85 different employers were on hand to meet face-to-face with the more than 3,000 students who'd registered to attend, according to a school spokesperson.

Ethan Fontenot, a senior majoring in economics, told 7News the job market is bleak.

"It's pretty difficult. I mean, that's why everyone's here, I guess," Fontenot said.

Fontenot said he's sent out hundreds of resumes weekly and has yet to find a promising lead.

"I had an interview the other week where I thought it was going be a real person, but it was just an AI chatbot talking to me," Fontenot said.

Alesya Kolosey, a University of Maryland senior majoring in English, said AI-driven algorithms have been scanning her résumés and discounting her experience.

"So, I get a lot of declining emails, a lot of people who don't even bother to reach out again," Kolosey said.

Allynn Powell, Director of the University of Maryland Career Center, said "people are hiring," but added, "what might be the case is they're hiring in smaller numbers."

"We want to equip parents and families holistically with information on how to support their students but really encourage students in their own development to figure out the tools, the steps, and kind of move in the direction of being autonomous as they go about that job search," Powell said with respect to the degree of parental involvement with this generation of job seekers.

Christina Mitchell, a Talent Acquisition Specialist for MedStar Health, said the company is looking to fill 700 jobs.

"I wouldn't necessarily apply for your child or call for your child, give them the independence to be able to do that themselves," Mitchell said, adding that she's personally experienced parents reaching out on behalf of their children.

Not every Gen Z job seeker is overly dependent on support from home.

Kolosey, the daughter of Ukrainian immigrants, said she has several friends whose parents send emails and resumes, parents who "are very involved in job searches."

Kolosey said she's had to navigate her job search on her own.

"I think being more independent, and kind of having a voice and talking to people is better because, when you're working a job, you're the one working there, not your parents," Kolosey said.

Graduate student Emma McNamara agreed. McNamara, a business management major as an undergraduate student, said she's gotten some help from her mom with networking but is otherwise conducting her own job search.

"I think we're hardworking. I think that we are dedicated and that we want to be innovative and really driven. That's how I would describe our generation," McNamara said.

"Gen Z is smart," Toothacre said. "I think they're more scrappy than people give them credit for and we have to allow them to do that. So, I really hope the parents that are listening, they just give their kids a little bit of space to do that." more

Career development

19h

Why Some Women Lift Others Up and Some Don't

Research links the Queen Bee dynamic to structural workplace pressures.

In many workplaces and professional communities, women often notice a contrast: Some women actively mentor, advocate for, and amplify other women's work. Others appear distant, competitive, or even dismissive toward female peers. While these experiences can feel personal, psychological research suggests that these patterns... are often shaped less by personality and more by the social and organisational environments in which women work.

Supportive networks among women -- through mentorship, sponsorship, and professional advocacy -- can play an important role in career development. Research shows that informal networking and relationship-building can significantly influence professional opportunities and advancement. However, these networks have historically been easier for men to access, which contributes to persistent gender gaps in promotion and visibility (Cullen & Perez-Truglia, 2023).

When women actively support one another by sharing information, recommending colleagues for opportunities, and amplifying achievements, they help counterbalance these structural disadvantages. These behaviours reflect what psychologists often describe as prosocial leadership -- using one's position or influence to help others succeed.

Supportive networks also benefit organisations. When colleagues mentor and advocate for one another, workplaces tend to experience stronger collaboration, greater trust, and better knowledge sharing.

At the same time, some women report encountering female colleagues who appear less supportive or more competitive toward other women. Researchers have explored this dynamic through what is sometimes called the Queen Bee phenomenon, in which some successful women distance themselves from other women in professional settings.

Research suggests that this behaviour may not reflect hostility toward other women but rather adaptation to competitive environments. In settings where women are underrepresented or where leadership opportunities are limited, individuals may feel pressure to emphasise their uniqueness or align with dominant workplace norms (Faniko, Ellemers, & Derks, 2016).

At the same time, gender bias can persist even in professions where women appear numerically well represented. Studies show that when people believe gender inequality has already been solved, they may overlook ongoing biases that continue to shape workplace dynamics (Begeny et al., 2020).

These contrasting experiences highlight an important psychological principle: Context shapes behaviour. When organisations foster inclusive cultures, mentorship structures, and fair opportunities for advancement, collaboration tends to grow naturally. When environments signal that opportunities are scarce or highly competitive, rivalry can increase.

The difference between women who lift others up and those who do not may therefore say less about individual character and more about the cultures and systems surrounding them. Understanding this shifts the conversation away from blaming individuals and toward examining how workplace structures shape professional relationships. more

Martin Firth

Career development

1d

I’m on a trial period at work and I’m not sure if I want to stay at this company. Our workday ends at 7 PM and I go home on time. But my coworkers don’t understand why I don’t stay late. They say I’m not interested in the company and that I don’t care about my job.
I honestly don’t understand, are they jealous or do they just want to control me?

3

Mutoni Janviere
5h
Try to be patience may be there is reasons for that you just stay calm and positive every day no matter what comes on your way.
Mutoni Janviere
5h
Try to be patience may be there is reasons for that you just stay calm and positive every day no matter what comes on your way.

Career development

20h

Too Good to Get Hired?

What's the biggest mistake highly qualified candidates make?

They lead with their résumé instead of the employer's problem. They list:

* Titles

* Years of experience

* Credentials

But hiring managers don't hire experience - they hire solutions. If your résumé reads like a biography instead of a business case, you'll get filtered out.

What should people do differently?

Three... practical shifts:

1. Downshift your résumé strategically. You don't need to list every job from 20 years ago. Focus on relevance, not longevity.

2. De-risk yourself in the interview. Address concerns head-on:

* "I'm excited about the scope of this role."

* "I'm looking for long-term stability."

* "I'm motivated by impact, not title.

Don't make them guess.

3. Speak in outcomes, not experience.

Instead of: "I have 15 years of leadership experience."

Say: "I've led teams that increased revenue by 28% in 12 months."

Results lower fear.

What's one thing viewers can do today if they feel "too qualified"?

Rewrite the top third of your résumé tonight. Instead of a summary about you, write a headline that answers: "What business problem do I solve?" Make it clear, measurable, and specific. That alone can dramatically change response rates. more

Career development

23h

Millennials don't want to quit. They want to get laid off

The job market is tough right now: AI résumé filters, the rise of ghost jobs, and waves of industry-wide layoffs. Many workers cling tightly to their jobs in this environment, a phenomenon known as "job hugging."

But a surprising number of mid-career millennials aren't scrambling to avoid redundancy. Instead, they admit they'd prefer an external push out the door because the alternative --... voluntarily navigating a chaotic job market -- feels far too risky.

And experts say it's a trend that should leave the cohort right below millennials worried.

A recent survey of 2,000 Gen Z and millennial workers in the US by online education platform ELVTR found that 37% of millennials are dissatisfied with their current roles, and 55% feel unsettled in their careers. Nearly six in 10 said they hoped for an external excuse to leave a job they felt stuck in, such as being laid off. more

Career development

1d

Update & Tailor Existing Resume - must return in 3 hours

I already have a solid résumé; it just stops one job short. I've recently stepped into a Mortgage Advising role and I need that position woven seamlessly into the document, keeping the overall length tight and the format fully ATS-friendly. Key points I want brought forward: * Emphasise that every case I've handled so far has delivered strong, measurable value through cross-selling and upselling.... * Keep my earlier Mortgage Advisor experience visible so the progression is clear. Fully qualified and competent status * Work relevant finance-industry keywords into the bullet points without sounding forced. Deliverables I'm expecting: 1. Updated résumé in editable Word format. 2. A clean PDF export suitable for direct applications. I'll supply my current résumé as soon as we start; you refine the language, adjust the layout if you spot quick wins, and hand it back ready to send. I'm looking for it to be turned around in less than 3 hours more

Career development

5d

Four things you should lie about in a job interview

A recruitment specialist - who has "been conducting interviews for years" - has outlined the four questions you should lie about in a job interview.

Taking to Reddit, the expert revealed that there are certain questions she feels are permissible to answer with a fib because being honest may have a negative effect on the interview process.

She went on to dub a job interview as less of an... "exhaustive exam" and more of a "negotiation", where the product the company is hoping to buy is your skills.

With that in mind, she encourages applicants to "have a few tricks" up their sleeves and lie about the following questions.

She advises hopefuls to lie about their previous salary, as human resources professionals are trying to find the most qualified person for the lowest cost to the company.

"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," she shared.

She also encouraged applicants to lie about why they're looking for a new job.

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

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

The recruitment expert added that one should lie about how their previous boss made them feel, otherwise you will be viewed as a "difficult person incapable of leadership".

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

Lastly, she advised applicants to lie about their goals five to ten years in order to seem like a better investment to the company.

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

"The company wants you there for a long time and they're thinking about the future with you.

She then compared the scenario to navigating relationships.

"It's like going on a date and saying you're afraid of commitment," she noted.

Social media users piled into the comments section to give their two cents on the controversial advice.

"Interviews aren't lie detectors, they're sales meetings so stop confessing and start marketing," one person wrote.

Another chimed in: "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)."

"God interviews are so exhausting. Like you need someone to do the job, I need a job to do, cool let's shake hands and see how it goes," one person penned.

Another added: "I learnt all this the hard way. Nobody told me anything. My honesty screwed me over so much. Companies want the best liars. Not the hard workers. At least in all my cases." more

7

Ibidapo 0luwafemi
1d
This is awesome. Thank you for sharing
susan mazala
4d
thank you for the good advise

Career development

1d

The Secret Exams Women Conduct (That Men Don't Even Know They're Writing) - Sirimiri exams

Everyone talks about school exams, board exams, entrance exams, and competitive exams.

Adorable.

The real pressure begins when you start dating a woman.

Because, my friend, welcome to the most unpredictable exam of your life.

No syllabus. No timetable. No sample papers. And heavy negative marking.

Men walk around thinking life has only three major tests: school exams, college exams, and job... interviews.

Incorrect.

There is also the emotional exam.

Conducted daily. Without notice. Without mercy.

For example:

You say, "I'm five minutes away."

This is not information. This is an exam.

If you arrive in five minutes, pass. Ten minutes, borderline. Fifteen minutes, you clearly don't value her time, her feelings, or possibly humanity.

Then comes the legendary line:

"Do whatever you want."

This is a trap exam. There is only one correct answer. You will not know what it is. And "Okay, cool" is absolutely wrong.

Failing these leads directly to the oral exam (also known as The Discussion).

Duration: 2-3 business hours.

Next: the birthday exam.

We say, "Don't get me anything."

Sir. Please. This is an advanced-level exam with an internal assessment. We expect thought. Effort. Memory. Emotion. Possibly fairy lights. Maybe cake at midnight. A handwritten note will fetch extra credit.

Showing up empty-handed? Detained.

Then there's the memory exam.

We once mentioned we love lilies. Or hate raisins. Or had a bad day on 14th August 2018.

If you remember three years later, gold medal. If you forget, repeat the exam next semester.

And let's not ignore the scariest one: the mood exam.

We say, "I'm fine."

You must immediately understand we are not fine. This is telepathy-based testing. No calculator allowed.

But here's the plot twist.

These secret exams aren't actually evil. They're not about control. They're tiny quizzes on attention.

Did you listen? Did you notice? Do you care enough to remember the small stuff?

Because love isn't grand gestures every day.

It's passing the little exam, bringing her favourite chocolate, texting "Reached home?", remembering how she takes her chai.

Pass those? Congratulations.

You're not just clearing the exam. You're topping the class.

Everything else is just bonus marks. more

Career development

1d

The great job hug: Why South Africans are staying in their jobs, but quietly checking out

ManpowerGroup's new 2026 Global Talent Barometer has identified a powerful shift in worker behaviour: the rise of "job hugging". This global report reveals that employees are increasingly choosing safety over satisfaction, holding tightly to the security of their current job while quietly searching for something better.

According to the Global Talent Barometer, 64% of workers worldwide plan to... stay in their current roles, yet 60% are actively job hunting. Nearly one‑third (31%) expect possible job loss in the near future, creating a climate of caution, stress and silent disengagement.

Manpower South Africa says this behaviour is even more pronounced locally. 'In South Africa, people are clinging to their jobs not out of loyalty, but out of necessity,' says Lyndy Van Den Barselaar, Managing Director of Manpower South Africa. 'With unemployment above 32% and more than 8.4 million people struggling to find work, employees are understandably risk‑averse. They stay because they feel they cannot afford to leave, but that doesn't mean they're fulfilled, committed or engaged.'

Why job hugging is surging in South Africa

South Africa's labour market creates the perfect conditions for job hugging:

- Unemployment sits at 32.2% (Stats SA, Q2 2025)

- More than 8.4 million people are actively looking for work

- Youth unemployment remains above 45%

- Economic volatility and rising living costs make job moves feel risky

- Job creation is slow and competition for skilled roles is intense

In this environment, employees increasingly opt for security over satisfaction. Many remain in roles they have outgrown simply because the risk of unemployment feels greater than the discomfort of stagnation, a hallmark of job hugging behaviour.

Van Den Barselaar warns that this creates a dangerous illusion of stability. 'Employers may see low turnover and assume people are happy. But job hugging is not loyalty, its survival. And survival mode is not where innovation, creativity or leadership growth happens.'

How job hugging affects organisations

Job hugging has a measurable impact on organisational performance:

1. Innovation slows down - Employees who feel stuck rarely take risks or propose new ideas.

2. Leadership pipelines stall - High‑potential employees avoid internal moves because they fear instability, leaving succession plans underdeveloped.

3. Productivity quietly erodes - Job huggers stay physically but disengage mentally, a form of "silent stagnation".

4. Culture becomes risk‑averse - When people feel unsafe, they prioritise self‑preservation over collaboration and growth.

5. Future turnover spikes - Once economic conditions improve, job huggers often leave in waves, creating sudden talent gaps.

How to spot job hugging in your workforce

Manpower South Africa highlights several early indicators:

- Long tenure without progression

- Declining participation in development programmes

- Reduced willingness to take on stretch assignments

- A rise in "minimum effort" performance

- Employees expressing fear of change rather than ambition for growth

- Quiet job‑searching behaviour (e.g., browsing online recruitment platforms during breaks)

What executive and leadership teams can do to reduce job hugging

Van Den Barselaar says the solution is not to push people to move, but to create the psychological safety that makes movement feel possible.

1. Build a culture of internal mobility - Employees need to see clear, transparent pathways for growth inside the organisation.

2. Invest in skills development - When people feel capable, they feel confident enough to take on new roles.

3. Strengthen manager‑employee trust - Regular career conversations reduce fear and increase engagement.

4. Address burnout and workload pressure - A workforce in survival mode cannot innovate.

5. Communicate openly about organisational stability - Uncertainty fuels job hugging; clarity reduces it.

6. Reward contribution, not just tenure - This shifts the culture from "stay safe" to "grow boldly".

'Skills confidence is now the new currency of retention,' says Van Den Barselaar. 'When employees feel supported, developed and safe to take risks, job hugging disappears and genuine engagement returns.'

A workforce on pause and a warning for employers

Manpower South Africa says job hugging will remain a defining workforce trend into 2026. The real challenge for employers is not turnover. It's stagnation, as workers remain in their roles but disengage emotionally. To stay competitive, organisations will need to create the conditions that give employees the confidence to grow, move and contribute fully, rather than simply holding on out of fear. more

Anonymous member

Career development

6d

What really is "overqualified"? Should one have to dumb down to secure a job?

1

Miika Lewandowski
2d
I was rejected many times for being overqualified for the job I was applying for.. my motivation was to work in a no brainer position and to enjoy... life. Their position was I might get bored more quickly as I can imagine and would quit the job.. I heard this argument at least five times. It’s annoying. more
11 reply
Sheila Milburn
6d
Having a skill set far beyond what is needed for the position. Not including internships. For ex: an employer may think the code writer that accepts... a data entry job, is a risk. Because they don't expect them to stay in the position long. Which translates to another vacancy and $$s needed for another hiring event.
No, you shouldn't "dumb down".
Is how you end up in an overqualified status. more
3