Career development

 1w

Recruiter Reveals Biggest Interview Mistakes Candidates Still Make


A recruiter's viral Reddit post has sparked widespread discussion online after revealing how candidates often damage their chances in job interviews by being "too honest" instead of giving polished, strategic answers.

The post, titled "Things recruiters know you're lying about in interviews (and honestly we expect it)," was shared on the popular subreddit r/recruitinghell. In the lengthy... explanation, the recruiter argued that interviews function more like sales conversations rather than completely transparent discussions, meaning candidates are expected to carefully present themselves instead of sharing every blunt opinion.

One of the biggest mistakes, according to the recruiter, involves speaking negatively about former employers. Candidates who openly criticised toxic managers, poor office culture, or workplace conflicts often unintentionally created doubts in the minds of recruiters. Even when the complaints were genuine, interviewers sometimes viewed such responses as warning signs about how the person might behave in future workplaces.

Instead, the recruiter advised candidates to frame their job changes around growth opportunities, professional learning, career progression, or the desire for greater responsibility.

The post also touched on salary negotiations. The recruiter claimed many companies ask about previous compensation levels to maintain lower salary offers, especially if candidates were underpaid in earlier jobs. Applicants were encouraged to focus discussions around current market value, experience, and skills instead of relying solely on past salary figures.

Another commonly discussed topic involved the famous "Where do you see yourself in five years?" question. According to the recruiter, employers are not necessarily expecting a perfect life plan. Rather, they look for signs of ambition, stability, and commitment to long-term professional growth.

The recruiter further argued that highly talented candidates often undersell themselves during interviews. Many describe their achievements as pure luck or only as team efforts, while less qualified applicants frequently present themselves with far greater confidence.

"A resume is marketing, not autobiography," the recruiter wrote, explaining that resumes are designed to secure interviews rather than document every single career detail.

The post quickly gained attention online, with users sharing personal interview stories. One user wrote that people often say "insane stuff" during interviews, recalling a customer support candidate who answered "I hate people" when asked about his biggest weakness.

Another user admitted struggling with self-confidence during interviews due to being taught from childhood that bragging was wrong. Several commenters agreed that many professionals unknowingly downplay their own accomplishments.

The discussion highlighted how modern hiring processes often reward candidates who know how to position themselves effectively rather than those who simply reveal every detail with complete honesty. more
2   

  • Tony Briscoe

    3
    2h

    Integrity is everything. Oversharing…. That’s a problem. Lying, unacceptable.

James Petchett


Career development 1w
Hi! I recently became the manager of the courier department and everything has been going well. But last week we hired a new courier and he keeps coming to work with his dad. His father tries to get involved in everything and control the work process. I understand he cares about his son, but it’s starting to bother me. How can I politely tell him not to come to our office anymore and not to stick... his nose into our work? Thanks more
1   

  • Tony Briscoe

    2h

    That’s a liability. Have a conversation with him and see if his dad needs a job and wants to work. If he doesn’t then tell him don’t come back based... on company policy. more

  • peter elweu

    5d

    May be you hired a baby. Just lay off the baby.

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Career development

 6d

Chicago woman asked a hiring manager about diversity. Then the manager refused to answer and told her 'we'll get back to you in a couple days'


Job hunting is a struggle, and as Chicago resident Suz Ballout just shared on TikTok, the interview process can sometimes be the test that leads to burnout. After navigating a series of scheduling nightmares, she found herself in a bizarre, dismissive final interview that Ballout declaring, "I'm gonna just stop looking for a job." If the comments are anything to go by, her story resonates with... everyone tired of the repetitive, often soul-crushing nature of modern jobs.

Ballout described her first interview as amazing. They obviously agreed since she got an email 10 minutes later to schedule a follow-up. Meeting that district manager was easier said than done. It wasn't just about the 4 attempts to schedule the meeting; it was the three no-shows. In that third time, she got a call, after she left, to meet hours later, and when he finally showed, she said she "immediately [did] not like this guy's vibe."

Would you like to know what makes this process even more hilarious? She was interviewing for a role at a weed dispensary. He asked the standard questions and then asked for her concerns. Rightfully, she mentioned the communication. He straight-up ignored that and asked for her next question. She was a little taken aback and then, out of curiosity, asked, "What do you do for diversity for your company? What do you do for people of color?" Yeah, that didn't go down well.

The response was jarring to say the least. The manager told her "that's like not really a discussion that I wanna get into right now. Um, I would just be too long. Um, but anyone who comes in here with any background, uh, can get promoted."

After that response, as you would expect, the manager finished the interview by saying they had other candidates and would be in touch in a couple of days. Ballout of course, could read the writing on the wall, so she called the first manager to pull her name from consideration.

While Ballout's experience feels personal and frustrating, it touches on a much larger, systemic issue regarding how companies handle diversity, equity, and inclusion. A study from Stanford Graduate School of Business, highlights a major disconnect between corporate rhetoric and actual internal change. After analyzing 1,300 DEI-related controversies, they found that even when companies face public backlash, their efforts to improve diversity are often surface-level.

According to the report, most companies respond to controversies by modestly increasing hiring, but almost exclusively in lower-paid, junior, or non-core back-office roles. However, companies are not just failing to promote diverse talent. The study found that turnover increased among women and people of color.

The researchers called it "DEI washing." Companies ramp up their diversity-related language on social media and in corporate reports without making meaningful structural changes. As the lead researcher points out, firms often rely on slogans like "people are our greatest asset" but don't commit to it in practice. Then, they face similar controversies the next year. Unfortunately, it echoes Trump's push to cut DEI programs for being 'woke' or to deem them illegal.

TikTok agreed. Users shared their own horror stories, ranging from hiring managers hiding in the back room to avoid onboarding new hires to companies using AI to psychoanalyze candidates based on text-based interviews. For many, the process feels like a complete waste of time that leaves them feeling undervalued.

As one commenter, HRene, wrote, "I am so tired of applying and not hearing anything. It makes me feel worthless and sad. Like I am not good enough despite my years of experience." more
6   

  • Tony Briscoe

    3
    2h

    I can learn about diversity after I get the job. If I don’t feel like it’s a good fit I can leave or work from within to influence and help shift... culture.

    I am not minimizing its importance but if you do true OSINTing you can find out culture through research. This will help you avoid wasting time applying for a job based solely on description and salary. Being intentional is everything.     more

  • Ezekiel Kayanja

    5d

    Hiring managers need sensitization but also candidates should go to interviews with unbiased mind due to their skin colour.

Hussaini Abdulhaleem
Career development 18h

i am a computer science graduate for upto two years now i dont have a job, i have been applying and applying, but nothing has come out of it🤦🏾‍♂️

  • Tony Briscoe

    3
    3h

    Tech is challenging. I work at a university. If you don’t have AI under your belt I highly recommend you take the free classes by Anthropic. It will... get you started and you can leverage your book knowledge to create a solution. As an engineer, don’t think about working for anyone. You have the ability to solve problems. Start small business solutions, do some volunteer work to build your experience. Work on getting your first two to three clients and you will expand from there. more

    1

Anonymous member


Career development 2d
I'm getting really frustrated with these companies and their rejected form letters. I have 21 years of video production experience, including video editing. I've sent hundreds of resumes over the last two years complete with links to my portfolio on YouTube, TikTok, and now Vimeo. As they can see by looking at those links, I produce professional-quality work. I know Final Cut Pro like the... back of my hand, and I've utilized Adobe Photoshop and Final Cut's Motion, so I'm also a graphic artist. Yet all I get is form letters turning me down for employment, and I can barely get an interview. I don't understand with all this experience. I recieved this experience while incarcerated, so I wonder if it's due to me being formerly incarcerated and in my 50s. Can somebody prove me wrong, because I have a lot of experience in this field and don't understand being passed up after being on the outside exactly two years as of tommorrow? more
4   

  • Tony Briscoe

    3h

    I suggest Fivrrr or Upwork. It’s a tough market with so many AI tools doing large portions of the work. Look for opportunities in houses of worship... that stream or universities. more

  • peter elweu

    8h

    It’s likely because of first your age, second your previous incarceration. If you can start your own thing or better off work as an online freelancer,... it’ll save you from all the stress. more

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Darrell Jewell


Career development 18h
My coworker is always borrowing money from people until payday. The amounts are small, but he does it all the time. Sometimes he even borrows money from one coworker to pay back another. I never kept track of exactly how much I lent him or how much he paid back, but I got sick of it and finally said no when he asked again.
Since then, he's been talking badly about me to other coworkers and... spreading rumors. I don't know how to end this situation. Is there a way to get him to leave me alone and stop bothering me?

 more
2   

  • Tony Briscoe

    3h

    Don’t let their emotions and foolishness impact your paper. If you are feeling harassed, that’s why HR is there. I always try to give courtesy before... going to HR and address it directly with documentation and follow up. Most of the time if it’s rumors I couldn’t care less. Keep it moving.  more

    1

  • Kiangwi Isaya

    4h

    Use a mediator within your place of work.

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chisha brandz
Career development 1w
i graduated as a registered nurse 6years ago,i ve been applying for different hospitals,companies but never been lucky enough to get picked or even called for interviews ,its really stressing me out
how do you guys get lucky with jobs,need some practical tips and help,maybe i do it the wrong way?
9   

  • morris ogwal

    6h

    Things are not very easy everywhere my dear, i did bachellors degree in Nutrition and dietetics and worked for and NGO for sometime but due to fund... cut, have been home 3years, done interviews with varrious negative responses like am over qualified, or am asked to pay money to some one in the recruiting team and also did one where some one had already signed a contract a day before our interview and we where just formalising his recruitment process.
     more

  • peter elweu

    20
    8h

    If you can get the book titled Employmentology by Darnell Clarke, it’ll help give you perspective.

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Sebastian Bruder


Career development 3d
When a company doesn’t put the salary in the job ad, is it because they want to change it depending on the candidate’s experience and level? Because it’s pretty stupid when they later ask in the interview “How much do you think your skills are worth?”
I always want to answer: “A million”

4   

  • peter elweu

    8h

    Just helps filter off people who are more about the money than the role.

Career development

 4d

Life after a layoff: Finding ground when the ground shifts


Few things unsettle modern life as quickly as a job layoff. One moment life is filled with meetings, deadlines, and routine. Then, without warning, there is silence where structure used to be.

For many, the first shock comes not from losing the work itself, but from waking up the next morning with nowhere urgent to be.

Difficult as it is, a layoff is not the end of a professional story. It is an... interruption, often painful and unplanned, but not a final verdict on a person's value or future. What happens next depends less on the loss itself and more on how one responds in the days that follow.

Preparing before it happens

Most people avoid thinking about job loss when life feels stable. But preparation is not pessimism. It is simply practical.

A small emergency fund, built gradually, can soften financial shock. Keeping an updated résumé, saving records of accomplishments, and staying connected with trusted colleagues can also make transitions easier when circumstances suddenly change.

It also helps to ask: If my income paused for a month or two, what would I adjust first? That question alone often reveals practical priorities without unnecessary fear.

When the layoff happens

The first days after a layoff are not the time for major decisions. They are for regaining balance.

Rest. Eat something nourishing. Hydrate often. Speak with someone you trust. The mind naturally rushes toward the next opportunity, but the real task at the beginning is simply to steady yourself emotionally and mentally.

Practical steps matter too. Listing essential expenses such as food, medicine, utilities, and transportation can bring clarity. Reviewing separation benefits, pausing non-essential subscriptions, and avoiding emotional spending decisions may help preserve financial breathing room while emotions are still raw.

The emotional weight of losing work

A job is not only a source of income. It is often tied to identity, routine, purpose, and self-worth. Losing it can feel deeply personal, even when it is not.

This is why emotional care matters as much as financial planning.

Grief, anxiety, embarrassment, anger, and uncertainty are all normal responses to sudden change. Talking to a trusted friend, writing in a journal, taking walks, or rebuilding simple daily routines can gradually restore perspective.

Self-confidence often suffers the most. It helps to remember that a layoff is a business decision, not a measure of human worth. Skills remain. Experience remains. The story is still unfolding.

Rebuilding one step at a time

There is often pressure to recover quickly, but rebuilding rarely happens in a straight line. Some days will feel productive. Others may bring uncertainty and discouragement.

What matters is consistency, not speed. Updating one section of a résumé, reconnecting with a former colleague, improving an old skill, or applying thoughtfully to a few opportunities can slowly rebuild momentum. Steady progress usually lasts longer than panic-driven urgency.

Faith during uncertain seasons

In seasons like this, prayer often becomes less about immediate answers and more about trusting in divine timing and care.

There is comfort in remembering that one's worth is not defined by employment status. Even when security feels uncertain, doors can still open in unexpected ways. Our Lord continues to guide, provide, and gently lead us toward what we may not yet see.

Sometimes faith is not dramatic reassurance, but the quiet strength to continue without having every answer. A short prayer before sleep, a few moments of silence in the morning, or surrendering to God what cannot be controlled can bring unexpected peace.

Not as a replacement for action, but as a companion to it.

Moving forward

A layoff disrupts life, but it does not erase capability, dignity, or future opportunity. Many later discover that painful transitions eventually lead to somewhere more aligned, though few would willingly choose such a path.

In the meantime, the focus remains simple: care for yourself, manage what is necessary, and continue moving forward with patience and faith.

Because even in uncertainty, life does not stop. It reshapes itself -- and with God's grace, new doors will open. more
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Career development

 1d

33,675+ Jobs in Atlanta, GA - CareerBuilder®


The employee is occasionally exposed to wet and/or humid conditions; high, precarious places; fumes or airborne particles; toxic or caustic chemicals; outside weather conditions; extreme cold; extreme heat; and risk of electrical shock. Basic knowledge of typical facility and manufacturing support systems including steam, hot water, compressed air, and refrigeration systems.

Career development

 1d

13,150+ Jobs in Orlando, FL - CareerBuilder®


Due to the District's response role and in the total scope of emergency management, this position may at times, be required to provide support before, during and after major storm events and emergency situations, such as hurricanes or other declared emergencies, depending on assigned emergency response role. Candidates claiming veterans Preference must attach supporting documentation and each... submission that includes character of service (for example, DD Form 214 Member Copy #4) along with any other documentation as required by Rule 55A-7, Florida Administrative Code. more

Career development

 1d

22,600+ Jobs in Phoenix, AZ - CareerBuilder®


Here's what to expect when interacting with us:*We'll always reach out via verified LinkedIn profiles or emails ending in @nva.com*We may also contact you via text message from an identified NVA representative for recruiting-related communication*All job opportunities and applications are hosted on our official careers site: careers.nva.com*There is no cost or confidential information required to... apply or be considered for a positionIf you have any doubts about a communication, feel free to visit our careers page to verify authenticity or email us at hiringhub@nva.com. For positions based in Colorado, NVA provides eligible employees with paid sick and safe leave and public health emergency leave in accordance with the requirements of Colorado's Healthy Families and Workplaces Act. more

Career development

 2d

Navigating rejection after a job interview


The emotional rollercoaster of job hunting is a stressful one, from the first application all the way through to, hopefully, an interview and securing a role. I have written before about dealing with professional ghosting, being ignored after sending a job application or even after an initial conversation about a role. But what happens when you have got as far as an interview and then are told 'no... thank you'?

For many, the interview is the final hurdle and it can feel like the job is yours. But it often ends with a 'no', and sometimes even with no reply at all. I have heard many stories and experienced myself the silence that can come after a job interview. I think it's cruel and unprofessional of those recruiting to interview someone and then never follow up to let them know if they have secured a role or not. Dealing with the post-interview rejection, however it comes, is something you can navigate and move forward from.

When you apply for a job, you will begin to imagine life when you have that role. You might think about the salary and the take-home numbers. You might consider how it'll help you clear your overdraft or pay for that next holiday. I am sure, when you apply for a job, you also imagine the workplace and how it'll feel to work for that brand or company.

You might even go so far as to think about the ways in which the job will change your life long-term. Could this be the job you stay in until retirement, or a place where you imagine yourself growing, being promoted and really making an impact? When you are invited for an interview, those dreams get a virtual 'tick'. Someone is saying 'yes, you can dream those dreams because we think you are potentially worthy of this role'.

Following an interview (and perhaps even a second interview), the waiting game is a big emotional challenge. You will go over in your head all the things you said, wondering if you answered in the best way. You'll refresh your emails, and jump at every 'unknown number' that lights up your phone.

If it takes a while for them to come back to you, you will begin to feel a mixture of worry and excitement. Questions will go through your mind, ranging from whether you should contact them, to asking yourself if you should try to move on.

I have been that person refreshing my emails on the Friday of week two when I was told I'd hear within a fortnight - it can become all-consuming! You almost long for any answer, thinking: "It'd be better just to know if it's a no!" even though you are hoping and praying for a 'yes'.

Then, finally the email (it's usually an email) comes. And it's a no. Your stomach flips, your heart sinks. And you go from a 'maybe' and plans about your future career to a huge wallop of rejection. What next?

It's possible that you may cry when you get a job rejection. I have done, many times. There is a simultaneous shock of rejection and a slump in your belly, where it feels like all the emotions that have been battling within you all sink to the bottom like pebbles in a jar of water.

There might also be anger - the feeling that you have been rejected will be strong. Never mind that someone else was the 'slightly better candidate'! Right now, you are smarting. You thought you were in with a chance and that's now been denied.

Finally, there will be an element of shame and failure - especially if you had told other people about the interview. You'll be asked or have to tell them directly that you didn't get the job and go through the grief of knowing someone else will be announcing that they got the role.

All of the above feelings might come out really fast, or over a matter of hours or days.

There is one curveball feeling that you might also experience, and that's relief. If you feel relief not to have secured the role, it's time to think about the kinds of jobs you are going for and your job hunting dealbreakers.

Licking your wounds and regrouping after a job rejection is inevitable. You are allowed to feel sorry for yourself for a short while.

It's also very important not to knee-jerk into more job applications. It's acceptable to take some time, even if it's just a day, to accept the news and not to throw yourself immediately into job hunting again.

One of the biggest frustrations and a question that often goes unanswered after the 'no' following a job interview is 'why?!'. Of course we all want to know why we didn't get the job. We might have had a standard reply, that there was a 'stronger candidate' or that 'your skills didn't quite match what we were looking for'. But those don't truly help you in your job hunt moving forward.

They can feel like platitudes, and can smart and fuel the anger and rejection you feel.

Asking for feedback is something many people consider doing - for some, it is important for their pride, for others it is about knowing what they can do differently next time.

If you are lucky enough to be told 'why' in the rejection email or phone call, that is gold dust because it is something you can then work on and focus on. For example, if someone is told they didn't have a certain skill, or that it was felt you needed more experience in a certain area, you can then go ahead and look for training in that area or focus more on it in your current role.

Replying to a rejection and asking for feedback is very tempting, and it's a personal decision. I would advise against it if there isn't already information in the rejection email. This is because the no will still stand. For me it is a little bit like asking someone why they don't want a second date with you. If they said truly, why, would it make a difference?

Much better to focus your attention forwards than forcing information from someone who has said 'no thank you'.

Going through the job hunting process alone can be challenging and demotivating. A coach can help you focus on goals, as well as the roles that are right for you and the jobs that align with your values and the things you can't and won't compromise on.

I offer a bespoke package for job hunters, which includes CV and LinkedIn edits and support, worksheets on goal setting and job hunting dealbreakers and one on one coaching, with support between sessions on everything from a cover letter to interview questions. more
2   

Career development

 1d

Los Angeles Put a Convicted Murderer on Payroll and Gave Him a "Peace" Badge


A convicted murderer named Michael Angel Alvarez -- street name "Diablo," which you'd think might have raised a flag somewhere in the hiring process -- collected a city paycheck last year for the job of keeping the peace. His title, on actual government paperwork the Justice Department went ahead and photographed for us, was "Peace Ambassador." He made $58,156 in 2025. And according to the feds... who arrested him Friday, he never stopped being an active member of the 18th Street gang the entire time.

A peace ambassador named Diablo. They couldn't have caught that one on the business cards?

Here's the thing nobody at City Hall wants framed and hung in the lobby: Los Angeles didn't hire a reformed guy who turned his life around. They didn't get fooled by a slick résumé. The U.S. Attorney's office says there's "no indication Alvarez has ever stopped associating" with his gang -- and that on recorded jailhouse phone calls after his release, he was discussing "assaulting individuals for breaking gang rules." That's not a violence-prevention specialist. That's a violence enforcement specialist. The man was middle management.

Let's walk through the résumé the city apparently found impressive. First-degree murder conviction in 2002. A sentence of 50 years to life. Released after 24. Then -- and this is the part that really sells the "rehabilitation" story -- convicted again in April 2025 of illegal weapon possession. So in the same year Los Angeles was cutting him peacekeeping checks, he was picking up a fresh gun charge. The arrest Friday was for allegedly possessing body armor as a violent felon. Body armor. Which is what you wear when you anticipate the opposite of peace.

He worked for an outfit called Healing Urban Barrios, one of the nonprofits Los Angeles pays to run its "Peace Ambassador" program. And the program's mission statement is the real punchline, because the city wrote it down where anyone can read it. The Peace Ambassadors are "unarmed workers who have lived experience in the justice or gang systems," hired so that residents "have someone to turn to outside of law enforcement." Read that again slowly. The selling point isn't that these people are qualified. The selling point is that they are NOT the police. "Lived experience in the gang systems" is the job requirement. They put it in the brochure.

Which is how you end up here. When "isn't a cop" is the qualification and "has lived experience in gangs" is the credential, an active 18th Street gangbanger with a body in his past isn't a hiring failure. He's the ideal candidate. He aced the interview. The program worked exactly the way it was built to work -- it just finally got photographed doing it.

And you -- yes, you, the Los Angeles taxpayer who locks your door at night and got a ticket last month for an expired tag -- you are paying for both ends of this. You fund the police you're constantly told to distrust. Then you fund the convicted murderer they tell you to trust instead, to the tune of $450,000 over three years to one nonprofit. You're buying your own mugging on layaway, and they call it equity.

This is where it stops being a weird Los Angeles story and starts being a civilization story. The entire reason a society invents a peace officer is to take the power of violence away from whoever's toughest on the block and hand it to somebody who answers to the law instead of the gang. That was the upgrade. That was the whole deal that separates a city from a turf. Los Angeles just quietly ran the deal in reverse -- handing the title "peace," a salary, and a government letterhead back to the guy with the monopoly on violence, and telling the neighborhood to call him instead of the cops.

So watch what comes next, because the script is already in the printer. The Daily Caller's own reporting notes this isn't the first "violence prevention" worker in a blue city to get arrested for, of all things, violence -- it's a trend, not a fluke. So there will be an "independent review." It will discover "gaps in oversight." It will recommend -- set your watch by it -- more funding, more "community partners," and a fresh round of grants to the same model under a new name. Alvarez will be called an "isolated incident" by the same officials who allocated $450,000 without apparently noticing the first-degree murder conviction or the guy literally nicknamed Diablo. And eighteen months from now, in some other city that watched this and learned nothing, another "Peace Ambassador" with an open federal file will be cutting a ribbon at a community center, smiling for the local news, on a salary signed by people who still won't return the police chief's calls.

The city's website promises residents "someone to turn to outside of law enforcement." Mission accomplished. They got a guy law enforcement was actively looking for. more

Career development

 1d

Thousands of Florida workers reject promotions, study finds


A new study found thousands of Florida workers turned down promotions over the past year as employees weigh whether career advancement is worth the added stress.

The study from Careerminds, a global outplacement and career development firm, surveyed 3,017 employees about "promotion pushback," or workers rejecting career advancement because the trade-offs do not feel worth the reward.

According... to the study, 37% of Florida employees who were offered a promotion over the past year turned it down.

Careerminds estimated that amounts to 189,811 Florida employees rejecting promotions.

The study found workers are increasingly weighing promotions against longer hours, heavier workloads, management responsibilities, increased scrutiny and work-life balance.

Nationally, work-life balance was the top reason workers gave for rejecting or considering rejecting a promotion.

According to the survey, 23% of respondents said they were happy with their current work-life balance and did not want to disrupt it.

Other common reasons included concerns that the pay increase would not be worth the extra responsibility, not wanting more stress, not wanting longer hours and not wanting to manage other people.

The survey also found more than a third of respondents had previously accepted a promotion and later regretted it.

Careerminds said more than half of respondents would need a raise of at least 20% to seriously consider accepting a more stressful role.

The study also found many workers are wary of increased monitoring. Nearly half of respondents said they would be less likely to accept a promotion if the role came with more AI-driven performance tracking or productivity monitoring.

When asked what would make them more likely to accept a promotion, 33% of respondents said a guaranteed "no weekend work" rule would be the most persuasive perk.

Other responses included Fridays off, no people management, a private office or quiet workspace, fewer meetings and the ability to ignore emails after 5 p.m.

Amanda Augustine, a certified professional career coach and resident career expert for Careerminds, said the findings show promotions are no longer viewed as an automatic win.

"A better title alone may not feel worth it if the role also comes with longer hours, higher stress levels, increased monitoring, or a poorer work-life balance," Augustine said.

Augustine said employers may need to rethink how advancement opportunities are structured and communicated.

"Today's employees are looking beyond salary and title; they also want realistic workloads, healthy boundaries, meaningful support, and long-term career stability," Augustine said. more

Career development

 1d

Why Your Hiring Process May Be Your Greatest Security Risk


For years, security professionals have warned employees about suspicious LinkedIn messages, fake recruiters, and unsolicited consulting offers. But according the Defense Counterintelligence and Security Agency (DCSA), foreign adversaries have found an even more effective way to get inside U.S. organizations: applying for jobs.

The latest Targeting U.S. Technologies: A Report of Threats to Cleared... Industry reveals a troubling shift in foreign intelligence collection efforts. Instead of relying primarily on cyber intrusions or technical exploitation, adversaries are increasingly targeting people and business processes. And the most common tactic reported by cleared industry wasn't a sophisticated cyberattack, it was résumé submission. According to DCSA, résumé submissions accounted for 28% of all reported collection attempts, making it the single most frequently observed method used by foreign intelligence entities.

That statistic should be a wake-up call for recruiters, hiring managers, security teams, and anyone working inside the defense industrial base.

The Hiring Process Has Become a Collection Platform

Hiring is built on trust. Organizations want to move quickly to identify talent. Candidates are encouraged to showcase their experience, credentials, technical expertise, and professional networks. Recruiters are trained to engage with applicants, answer questions, and build relationships. Foreign intelligence services understand this.

The DCSA report highlights how adversaries are exploiting academic and professional hiring processes to gain access to sensitive information, establish relationships with cleared personnel, and identify opportunities for future collection efforts.

In some cases, a fake applicant may simply be gathering information about a company's projects, technologies, facilities, or workforce. In others, the objective may be far more ambitious: obtaining employment, gaining insider access, or developing long-term relationships with employees who possess valuable knowledge.

For security-conscious organizations, every résumé should be viewed as more than a potential hire. It may also be a potential intelligence collection attempt.

Why Fake Applications Work

The effectiveness of résumé-based targeting comes down to one simple fact: applying for a job is normal.

Security awareness training teaches employees to be skeptical of suspicious emails, phishing attempts, and unexpected requests. But when a candidate submits an application through a legitimate hiring portal, they are following an expected business process. That normalcy lowers defenses.

A résumé often provides an adversary with a legitimate reason to communicate with recruiters, hiring managers, technical leaders, and even senior executives. Interviews can become opportunities to ask probing questions about programs, technologies, customers, or organizational structures. Even a rejected applicant may walk away with valuable information.

As DCSA notes, today's adversaries are increasingly "hiding in plain sight," leveraging routine business activities rather than relying solely on traditional espionage tradecraft.

The Cleared Workforce Is a High-Value Target

The report identifies aeronautic systems, software, advanced manufacturing capabilities, and other defense-related technologies as top collection priorities for foreign adversaries. Entities from East Asia and the Pacific accounted for the largest share of reported incidents. But the technology itself is only part of the story.

Adversaries increasingly recognize that people are often the fastest route to understanding sensitive programs. Cleared professionals possess institutional knowledge, technical expertise, and access that can be difficult to obtain through cyber means alone.

A fake job applicant can help adversaries identify who works on a program, what skills are in demand, which technologies are receiving investment, and where critical vulnerabilities may exist.

What Recruiters Should Watch For

Not every unusual application represents a threat. But organizations should be alert to indicators that an applicant may be more interested in gathering information than obtaining employment.

Potential red flags include:

* Résumés that appear tailored to gain access to sensitive programs rather than match legitimate qualifications.

* Applicants who ask detailed questions about technologies, customers, classified programs, or facility operations early in the hiring process.

* Candidates whose employment history cannot be independently verified.

* Applications linked to foreign institutions, organizations, or entities known to have connections to foreign governments.

* Repeated applications targeting multiple sensitive positions within the same organization.

* Attempts to move communications off official hiring channels.

Security teams should also remember that modern intelligence operations are often patient. The goal may not be immediate access but relationship-building over months or even years.

What Cleared Candidates Should Pay Attention To

While cleared companies and technologies are the target, candidates are often the bait. Social media is increasingly being used to solicit resumes of cleared professionals, and 'national security' and 'security cleared' resume farms are being used to collect data in mass -- which can then be used to target companies.

Candidates should follow similar advice as cleared recruiters and be wary of job opportunities that are good to be true, unverified careers sites, and employers who appear more interested in your classified work than your work experience.

HR Is Now Part of the Security Team

One of the most important takeaways from the DCSA report is that counterintelligence is no longer confined to security offices and SCIFs. Human resources professionals, recruiters, talent acquisition teams, and hiring managers are increasingly on the front lines of national security.

Organizations that treat hiring solely as a business function may miss critical warning signs. Recruiters should be trained to recognize suspicious behaviors, understand reporting requirements, and coordinate with security personnel when concerns arise.

The report also reinforces the importance of Suspicious Contact Reports and robust insider threat programs. Security teams cannot investigate what they never hear about.

Trust, But Verify

The defense industrial base depends on attracting talented people. Companies cannot stop hiring, nor should they. But the latest DCSA findings underscore an uncomfortable reality: adversaries have adapted to our defenses. Rather than attacking hardened networks, they are exploiting the human processes organizations rely on every day.

The next foreign intelligence collection effort may not arrive through malware, phishing, or a cyber intrusion. It may arrive as a PDF attached to a job application. more

Career development

 2d

As a recent college graduate, I knew I'd have to do more than just send out my résumé. I found my first job from a Facebook post.


Last May, I graduated from Smith College. Now I live in New York and work as a Project Manager at PDS Development, a Brooklyn-based real estate development and consulting firm. My experience with the job application process had nothing to do with LinkedIn, a perfect résumé, or most of the mainstream advice Gen Z has been given about landing a job.

It had everything to do with human... connection.

I've loved all things real estate and design since I was 10 years old. I grew up around it -- spreading garden mulch on Brooklyn investment properties for $15 an hour, shadowing agents at showings, interning at a local architecture firm, and ultimately passing my real estate licensing exam at 18.

Thankfully, I landed my dream job straight out of college in a unique way.

A Facebook post, and seizing the moment

One day, during my junior year, I randomly hopped on Facebook and spotted a post in a community group called "Park Slope Together," formed during COVID to support neighbors and local businesses. A successful real estate developer was looking for administrative assistance, and I was hungry for real-world, working experience -- something not easily accessible as a full-time student in Massachusetts.

Twenty-three people flooded the comments. I messaged him directly on Facebook Messenger, we got on the phone, and within days, he started sending me remote tasks to complete while I finished my studies. The most amusing part? He lived up the street from my childhood home; we were neighbors.

I worked quietly in the background of his operations for two years.

As my last semester of college approached, he said, "You know, if you're ever interested in full-time work, we can talk about what that could look like." It was a no-brainer; I jumped at the opportunity to work with him, someone who was so inspiring to me. His mentorship and generosity felt invaluable. I'm now working full-time at PDS, and I couldn't be happier.

Since starting, I've sourced sites for charter schools and other nonprofit programs, attended RFP site visits, supported loan financing for nonprofits, helped facilitate relationships with financial institutions, and represented the firm at events. The most meaningful part has been the building of relationships with clients, brokers, building owners, and coworkers.

The importance of human connection

In this new era of digital connection, where many people are firing off identical applications, I've found that human connection is what helps people stand out -- nurturing real relationships. I've watched peers navigate the process through digital channels alone, and the contrast is stark.

I've recently started attending real estate events. Though I've struggled with a fear of public speaking, I raised my hand to ask a question during a Q&A. I left feeling proud, and it even opened up conversations after the event.

It's no surprise that much of professional communication happens digitally, and often without a face behind the name. As communication becomes increasingly digitized, it's more important than ever to grow human connections.

Recognizing your existing network

Despite the challenges that come with building a career as a young person, one major advantage is that people want to help you. They think back to when they were just as uncertain in their early 20's.

Accept the help and welcome mentorship.

For those who don't think they already have a strong network: you may not realize it, but you do. You have family, friends, neighbors, teachers, community members, alum. Asking someone to grab a coffee may seem like a small step, but you never know what types of opportunities could come from it.

Don't rush figuring everything out

When I was a kid, I went rock hunting behind my home in Michigan. I found a rock, and something made me grab a marker and write a message on it: "Try new things." I still have the rock, and I often think back to the message.

I've learned to go with the flow and not rush myself to figure out my life. It's easy to feel pressured to follow specific, linear paths, but I've observed that career trajectories (and personal ones for that matter) aren't always as structured as they appear to be.

Three years ago, I would never have expected to be doing the work I'm currently doing, but I was open to the experience of trying something new.

My message to those reading, who may feel lost: Believe in yourself, even when the destination isn't visible. Put yourself out there and meet new people. Try new things. more

Career development

 2d

Identical AI-Generated Resumes Reveal Stark Bias Against Women Who Use AI At Work


If you're using AI for professional work purposes and are wondering if you're being judged for it, it might depend on who you are.

A new study sought to determine whether women -- particularly young women -- would be treated more harshly than their male counterparts for using artificial intelligence in job applications. Zehra Chatoo, a former Meta strategist and the founder of thinktank Code For... Good Now, used AI to generate identical résumés with just one difference: One was for a candidate called Emily Clarke, another for James Clarke.

The résumés were distributed to two groups, who had been told the documents had been created with the help of artificial intelligence.

Reviewers of Emily's résumé were 22% more likely to question whether the individual could be trusted compared to James. The female candidate's CV was also twice as likely to raise doubts about her competence and ability to do her job.

"She can't even write a CV herself -- not sure she has the skills to carry out the job," read some of the feedback on Emily's CV. James's résumé had a different response, with his use of AI justified: "He just needed a bit of help putting it together," was one response.

"When men use AI, we question their effort. When women use AI, we question their integrity. That difference changes the perceived risk of using AI," Chatoo said.

The latest data point feeds into broader concerns about an AI gender gap. In a working paper published last year, Harvard Business School Associate Professor Rembrand Koning put the adoption rate between men and women at about 25%.

Koning identified the concern Chatoo's study exhibits, saying women are concerned about the perception of their work if they use or rely on AI. Koning, a Professor of Business Administration, explained: "Women face greater penalties in being judged as not having expertise in different fields. They might be worried that someone would think even though they got the answer right, they 'cheated' by using ChatGPT."

It's perhaps no surprise, then, that women are generally more risk-averse when it comes to AI, a trend also seen in behavior like investing. A January study from Caltech, which surveyed 3,000 people, found women were consistently more skeptical than men that AI benefits would outweigh its risks, and were less convinced that their professional lives would gain because of the technology.

Their concern may be justified: A Brookings Institute study this year found that of the roles with high AI exposure, but low capacity to adapt to the technological change, 86% were held by women.

Gen Z are the harshest critics

A generational divide is also appearing in Chatoo's study, which surveyed 1,000 British adults: Gen Z men, who have grown up with AI, shared some of the harshest views about Emily's resume.

Of their responses, 3.5 times the number of Gen Z men described Emily's résumé as "weak" compared to James's, whose résumé had a 97% approval rating. By contrast, for the same resume content, Emily's CV was rated strong by 76% of respondents.

"If people believe they will be judged more harshly for using AI, they are less likely to adopt it -- regardless of their capability," Chatoo added. "Closing the AI adoption gap means addressing not just how people use AI, but how that use is evaluated."

Written by Eleanor Pringle for Fortune as "AI generated identical résumés for a man and a woman: Hers was more likely to be labeled 'weak,' while his got a 97% approval rating" and republished with permission. more

Career development

 2d

HR offered a 100% hike to candidate willing to accept lower pay; speechless, he learns it wasn't just about him being the 'strongest candidate'


A viral X post about a job interview is sparking conversations around toxic workplaces, salary negotiations, and ethical hiring practices. The story follows a candidate who agreed to take a lower salary just to escape a bad work environment, only to be surprised with a much higher offer from the interviewer.

The average yearly salary in the United States is an average annual salary of about... $65,000 to $75,000; it would definitely sound unbelievable if any company or organization were ready to give you an unexpected hike for being honest.

A recent post shared on X by career counselor Simons captured that reality, especially when many are trying to leave a toxic workplace through a fictional-style interview scenario that quickly drew attention online for its unexpected ending and message about workplace trust.

According to the post, an HR interviewer asked a candidate about his current salary during a job interview. The candidate reportedly said he was earning around 90k. When asked about salary expectations, he admitted he was unhappy in his current work environment and said he would even accept a lower package if it meant joining a healthier company.

The HR representative then asked whether he would accept 60k. The candidate agreed, saying he had "no other option." The post described the moment as emotionally difficult, reflecting how vulnerable many job seekers can feel during hiring discussions.

Also Read: Employee waits 22 years for leadership handover, only to learn 65-year-old boss refuses to retire as he doesn't want to stay home all day with his wife because she's unemployed

After asking the candidate to wait while the offer letter was prepared, the HR team returned with an envelope containing the final salary package.

To the candidate's surprise, the offer reportedly stated a monthly salary of 120k instead of 60k, a 100 % hike. When the candidate pointed out the difference, the HR representative allegedly responded: "Then what would be the difference between a toxic company and a healthy one?"

Candidate agreed to lower salary to escape toxic workplace, then HR surprised him with a 100% hike

The interviewer reportedly explained that the company's budget for the role had always been 120k and that the candidate was the strongest person selected for the position.

The post ended with the words: "Welcome to the team." The story gained attention because it highlighted a topic many employees relate to: the emotional toll of unhealthy workplaces.

The viral discussion also comes at a time when conversations around employee well-being, work-life balance, and ethical hiring practices continue to grow across industries.

For many readers, the story's central takeaway was simple: employees may forget job titles and pay packages over time, but they often remember how a workplace made them feel. more

Career development

 4d

Tips for a Successful First Job Interview


The first job interview is one of the last steps to getting the job of your dreams. It is especially nerve-wracking if you have just graduated and are looking for a place of work. Perhaps you do not know where to start and who to ask. Everything stresses you out because, in the world of work, you are a beginner.

Getting to the process of a job interview means you have done a lot of things... right. That is, you have managed to get the recruiter interested in your resume. They think you are a promising candidate and can potentially fill the position.

Obviously, a job interview is crucial to getting a job offer, as it allows people from the company to get to know you better. You should pay attention to how to prepare for your first job interview and how to act in the best way possible. Here is what you need to know:

1. Learn information about the company

Forget about coming for an interview without reading or hearing about the organization or the position. It may not be easy to find specific information about the company, but you can look through its website and, if it is a huge company, read the news.

Regarding the interviewer, the basic thing is to see if they are present on social networks such as LinkedIn to know a little about their professional life and what type of content they share. What if they post information about the company or how to get a position?

Look for as much information as possible about the company, its history, values, and what it has recently stood out for. This can help you look responsible.

2. Talk about your professional experience

Recruiters can ask you about your previous job experience. If you do not have it yet, admit it. There is nothing wrong with it. Read your resume and highlight what you would like them to hear. You can talk about your volunteer experience or point out that you had internships.

Speak positively about your previous experience if you have any and describe your most important achievements that are related to the position you are applying for. Try to make it sound like a story to grab the interviewer's attention.

You can also add a speech lasting no more than 2 minutes in which you can express your strengths, abilities, what you are most passionate about that is related to the position, and what you can contribute to the company if you are selected.

3. Dress appropriately

Your resume has managed to generate a positive image that has caught the attention of the recruiter. However, the first impression is key since it allows people from the company to know if you are the right person and if you fit into the culture of the company.

Therefore, it is advisable to do some research on organizational culture. This can give you information about possible dress codes and what type of wear they prefer.

The first impression can be decisive, and the idea is that you should wear clothes according to the sector in which you are presenting yourself as a candidate. Choose formal, well-presented, and neat clothes.

Avoid distractions such as necklines, colorful or large accessories, excess makeup, or too elaborate hairstyles.

4. Be calm

You can be asked questions about your weakness, what you would like to improve in yourself, or anything that may perplex you. Answer calmly and think ahead of time about what to say.

For example, do not expose weaknesses that could pose a problem for that job position. That is, if you are applying for a position that involves the use of technology, do not say that you are bad at it. Instead, you can say that you are still improving what needs to be enhanced.

5. Arrive on time

Go to sleep early and wake up at least an hour before the interview starts. If the interview is virtual, prepare your computer and web camera.

However, it is not necessary to arrive long before the interview. Find out how much time it will take to get from your house to the company's office and plan your journey.

6. Pay attention to your body language

Avoid crossing your arms, hiding your hands, and constantly touching your face. Control the movements of your legs, feet, and trunk. If you do not, it will make seem that you are nervous.

Always look the interviewer in the eyes and try to smile whenever necessary.

7. Listen carefully to the questions

When asked something, try to be polite and attentive. Do not lie or exaggerate. Make it seem effortless and calm.

Do not interrupt the interviewer. Speak without hesitation, and do not go into too much detail. At the end of the interview, you can ask questions about the position, company, or its owners. You can also say that it would be a pleasure to work at the company. Do not forget to thank the recruiter for their time. It will make you look positive in their eyes.

8. Be genuinely interested

If you did not find the information you wanted to know on the website, ask recruiters. You may also want to know specific questions about the salary, if it is possible to work remotely, or anything else. If you do, do not hesitate to ask.

Additionally, ask for their contact information. If you forgot to get it after the interview, you can find the recruiters' contacts on Nuwber.

These small actions will make you look genuinely interested. It can benefit you in the long run.

9. Follow up after the interview

The tips for a successful first job interview are not only related to preparation. It is especially important to follow up after one week. Therefore, if you have not received a response after your interview, a good option is to write an email or make a call.

Get more information about the selection process because some companies clarify that they can take more time. If you know that they take more than a week, wait a bit longer. However, try not to go overboard. Do not write multiple emails asking if they have hired you or not. Be patient and prepare to get the job of your dreams. more
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