Career development

Anonymous member

7h

Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.

1

Carolyn Rose
13m
If they are under your leadership, I would suggest some type of motivation or training to teach them how to not be complacent or make excuses. If... they are very good at what they do and have the required skills, you can also make sure they have the resources necessary to weed out excuses and complacency. Rewards for a job well done are always in order. more

Ethan Cole

Career development

1d

I’m finishing college and going to lots of job interviews right now. I want to find a place where I’ll actually enjoy working. But my parents are trying to get me a job through their friends. I don’t want that, because I’ll feel like I owe them and their friends too. I want to achieve things on my own. Some people say I’m just being young and should accept the help. But I don’t feel comfortable... with that.
What would you do in my situation? Thanks

more

5

Lon Lindsey
10h
The other side of the coin in today's world is "it is not what you know but who you know!" Consider that as you look for employment. It's not a bad... thing to know the right people like your parents and friends! LOL. more
Lon Lindsey
10h
I would do what you want so you can prove yourself which will also increase your confidence in yourself. It's a really helpful experience to do it on... your own! It's nice your parents want to help and I understand that. You could always fall back on that kind of help if you need to. more

Career development

13h

The Trend of Workplace Attire for Graduation Season Surges: COOFANDY Crafts the First Suit Exclusively for Graduates

As the 2026 graduation season reaches its peak, college graduates across the country are stepping out of campus and ushering in a significant transition from student life to the professional world. At this pivotal moment, often referred to as a coming-of-age ceremony, a well-fitting workplace outfit is not just a symbol of an upgraded image but also serves as the first business card for job... interviews, internships, and daily business settings.

According to data from multiple recruitment platforms, the job market is highly competitive this spring, with over 70% of HR professionals stating that interview attire directly influences their initial assessment of a candidate's professionalism. Meanwhile, topics such as workplace attire and interview suits have gained significant traction on social media, with how to project a professional image becoming a hot topic of discussion among graduates.

Workplace Attire Trend: Casual Business Style Takes Center Stage

Currently, workplace culture is gradually shifting towards a casual business approach. Whether it's tech companies, startups, or youth-oriented departments in traditional industries, there is a growing preference for attire that maintains professionalism whileexuding vitality. For fresh graduates, a suit that is overly formal and rigid can make them appear. On the other hand, overly casual attire may undermine their professional image. Therefore, suit jackets and dress pants that feature a tailored fit, breathable fabrics, and versatile styling options are becoming essential items during graduation season.

Recognizing this demand, COOFANDY, a brand specializing in young men's business attire, has recently launched a range of workplace outfits for graduates that combine comfort with stylish design. The brand emphasizes fabric features such as lightweight, wrinkle-resistant, and elastic, aiming to address the common drawbacks of traditional suits, such as heaviness, rigidity, and difficulty in maintenance, and helping new professionals smoothly transition from campus to the workplace in terms of image.

COOFANDY: Crafting Professional and Fashionable Workplace Gear for Young People

COOFANDY's graduate collection mainly features two core product combinations, each tailored to formal interview and casual business office settings:

1. Classic Interview Suit Combination: Knitted Casual Suit Jacket + Elastic-Waist Dress Pants

For graduates attending interviews in traditional industries such as banking and consulting, COOFANDY recommends a men's classic tailored suit paired with stretch-waist flat-front dress pants. The suit offers a well-fitted cut and comfortable fabric, meeting the dress code requirements for formal occasions while also being suitable for daily workplace wear. Paired with the brand's elastic-waist wrinkle-resistant dress pants, it forms a complete and formal interview ensemble, helping graduates effortlessly transition from campus to the office.

2. Casual Business Outfit: Single-Button Sports Jacket + Tailored Suit Pants

For graduates entering more relaxed workplace environments in industries like the internet, creative fields, and marketing, COOFANDY offers a more fashionable combination of a single-button lightweight sports jacket and tailored suit pants. The jacket features a perforated lapel and single-button design, exuding a sense of competence without sacrificing vitality. The tailored suit pants provide both a visually appealing fit and freedom of movement. This ensemble can be paired with a T-shirt and jeans for a street-style look or with a shirt and dress shoes for impromptu meetings, offering two distinct styles from a single suit. It is an excellent choice for budget-conscious graduates who need to adapt to various occasions flexibly.

Dressing as an Attitude: COOFANDY Empowers Youth with Workplace Confidence

At this critical juncture of transitioning from campus to the workplace, attire is no longer just a daily choice but a silent form of self-introduction. It conveys one's attitude, professionalism, and serious preparation for the future. For fresh graduates, the first suit represents the most significant sense of ritual in this coming-of-age ceremony.

COOFANDY deeply understands the significance of this transformation. Therefore, the brand integrates exquisite tailoring, comfortable fabrics, and multi-scenario adaptability into every piece of clothing, enabling young people to switch effortlessly between formal and casual settings and handle interviews, meetings, and daily office work with ease.

Choose Your First Suit and Embark on a New Professional Journey

The 2026 graduation season is here, with key moments such as job interviews and workplace onboarding arriving one after another. COOFANDY's full range of workplace suit items covers all scenarios, including formal interviews, daily commutes, and casual business settings, providing graduates with a one-stop dressing solution.

Starting today, graduates can visit COOFANDY's brand page to select their "first suit" and embark on their professional careers with confidence and poise.

For more information, please visit the COOFANDY website and Amazon storefront, or connect with COOFANDY on Facebook and Instagram.

COOFANDY

Charlotte Liu

pr@coofandy.com

New York, US

https://coofandy.com

Related Items:tailored suit pants, Workplace Attire Trend more

Career development

14h

7 Smart Ways To Prepare for a Layoff While You Still Have a Job - AOL

Preparing for a possible pink slip in your not-so-distant future can help you find a new job faster and stay afloat financially in the interim. In order to brace yourself for job loss, take these steps now.

If your resume is updated, you'll be able to start applying for jobs the day you're laid off. You'll need to customize it for each position, but having a generic version ready to go will be a... huge start.

This is the first impression you'll make on potential employers, so take the time to create a polished and professional document. Most employers (77%) cite typos or bad grammar as an instant deal breaker and 34% aren't interested in resumes without quantifiable results, according to CareerBuilder.

Over the years, you've made a lot of connections in your industry -- and now is the time to leverage them. Reach out to former managers, colleagues, clients, classmates and friends to see if they know of any openings that might be a good match for you.

If you don't want your current employer to know you're seeking new opportunities, ask them to exercise discretion.

A traditional full-time job isn't the only way to earn money. Finding alternative ways to earn cash now can help you pay the bills if your steady paycheck disappears for a while.

When it comes to side gigs, the sky's the limit. You could leverage skills from your current job -- like an accountant might become a tax preparer -- or find a part-time job -- such as delivering pizza on the weekend.

More than half (56%) of employers offer tax-free tuition assistance to employees, according to the Society for Human Resource Management. If your employer offers continuing education benefits, take advantage of them now.

Enroll in an online course you can complete relatively quickly and that will make you a more competitive candidate. You could also start a degree program you might not be able to complete before you lose your job. This will show potential employers you're ambitious while paving the way to a brighter future.

Keep Financial Literacy Month going -- learn how the MoneyLion app helps you track, manage and move your money in one place

Hiring decisions aren't made overnight. In fact, it takes companies an average of 36 days to fill an open position, according to the Society for Human Resource Management (SHRM).

If you feel like your current job situation is unstable, getting a head start on your search can reduce the amount of time you're unemployed, if you do lose your job. If you're offered a new job before you actually lose your current one, getting ahead of the situation can help you avoid having to be unemployed at all.

There's a common misconception that potential employers don't actually perform reference checks, but that isn't the case. Nearly all employers (96%) conduct at least one type of employment background screening, according to HR.com.

Prepare for this now by deciding who you'd like to speak on your behalf. Unless otherwise noted, references need to be professional in nature and should be limited to people you've worked with directly, such as former managers, colleagues, clients or teachers.

Only choose people you have a good relationship with, who you're certain will sing your praises. Since being a reference requires both a time commitment and sharing their contact information, always ask permission before adding someone to your list.

If you lose your job, you'll likely be eligible for a variety of financial assistance programs. Learning about your options now will allow you to spring into action immediately if you're laid off.

Each state sets its own unemployment guidelines, so find out eligibility criteria for your state. You might also qualify for additional government assistance, including SNAP -- Supplemental Nutrition Assistance Program -- benefits and free or discounted health insurance through the Affordable Care Act. more

Career development

14h

Elon Musk Drops Résumés For Tesla AI Hiring, Seeks Proof Of Problem-Solving Ability - The News Chronicle

Elon Musk has introduced a different hiring approach for a specialized engineering team at Tesla, asking candidates to submit brief evidence of technical achievements instead of traditional résumés and cover letters.

The change applies to recruitment for Tesla's AI chip design effort linked to its Dojo3 supercomputer project.

In a post published in January 2026 on X, Musk had said applicants... should provide "3 bullet points on the toughest technical problems you've solved."

Musk has for some time questioned the value of résumés in identifying strong candidates.

In a February 6, 2026, interview with Stripe cofounder John Collison and podcaster Dwarkesh Patel, he said hiring decisions should rely more on direct interaction than on written profiles.

"The résumé may seem very impressive, but if the conversation after 20 minutes is not 'Wow,' you should believe the conversation, not the paper," Musk said.

He added that employers should look for "evidence of exceptional ability," which may be seen in a small number of meaningful accomplishments rather than a full career summary.

Recruiters continue to report the growing difficulty of distinguishing candidates based on written applications. The use of artificial intelligence tools has also enabled applicants to produce polished résumés and cover letters at scale, often with similar language and formatting.

According to a 2023 report by TestGorilla, about three-quarters of companies globally now use skills-based assessments, up from 56% the previous year.

Hiring expert John Sullivan said the trend has been reinforced by AI, "When every résumé is perfect, has no spelling errors, flaws of any kind, imagine how many you have to sort," he said, noting that strong performance at work does not always correlate with a well-written résumé.

Musk's preference for concise evidence of performance has appeared in other settings. In early 2026, while heading the Department of Government Efficiency, he asked public-sector employees to submit five bullet points on recent accomplishments, warning that nonresponse would be treated as resignation.

Reports indicate that more than 250,000 federal employees were affected during that period.

Across his companies, Musk has emphasized execution as the main criterion: "If somebody gets things done, I love them, and if they don't, I hate them," he said in the February interview. more

Career development

14h

Mid-Level Interviewer - Soft Skills

I'm looking for someone who can step in as the primary interviewer for a series of upcoming mid-level hiring rounds. Your task is to run each interview end-to-end, probe beyond résumé highlights, and give me a clear read on every candidate's soft-skill profile -- communication, collaboration style, problem-solving approach, and cultural fit. Here's how I picture the flow: I'll forward you the job... description, résumés, and any must-ask technical questions in advance. You'll schedule a 30- to 45-minute video call with each applicant, guide the conversation toward real-world scenarios, and take structured notes. Afterward, I need a concise report for each person that scores their soft skills against my rubric and flags any concerns or standout strengths. Deliverables * Calendar invites sent and confirmed with all candidates * Live video interviews conducted (recording optional) * One-page assessment per candidate focused on soft-skill fit If you're comfortable owning the interview room, can read between the lines, and enjoy helping companies land the right people, I'd like to hear how you would approach this. more

Career development

17h

How to Use ChatGPT for Job Search

Career development

18h

Ranking the current NBA playoff duos

When the NBA playoffs arrive, the game changes -- possessions slow down, defensive schemes sharpen, and every weakness is relentlessly exposed. In that environment, star power alone isn't enough. What truly separates contenders from pretenders is the strength of their duos -- the partnerships that can withstand pressure, adapt on the fly, and consistently deliver when the margin for error... disappears.

Across today's league, these duos take many forms. Some dominate through chemistry built over years of shared playoff battles, operating with a near-telepathic understanding of where each other will be.

Others are newer, driven by raw talent and upside, still discovering just how dangerous they can become together. Whether it's a guard-big combination controlling the tempo or two wings overwhelming opponents with versatility, the best duos force defenses into impossible choices.

RELATED: NBA franchises with most seasons without NBA title

What makes ranking them so compelling is the tension between résumé and projection. Do you prioritize the pairs who have already proven they can win at the highest level, or the ones whose ceiling suggests they're next in line to take over? The answer isn't always straightforward, especially in a league where the gap between contenders can be razor-thin.

This list leans into both realities -- respecting postseason success while recognizing emerging dominance. Because in the playoffs, it's not just about who's the most talented -- it's about who you trust when everything is on the line.

Maxey and Embiid remain one of the league's most potent offensive pairings, but their postseason résumé continues to raise legitimate concerns. Embiid's dominance in the regular season has not consistently translated due to injuries and fluctuating efficiency under playoff pressure. Maxey injects pace, shooting, and shot creation, often elevating the offense when it stagnates. Still, until this duo proves it can sustain elite production deep into the playoffs, skepticism is warranted.

Brunson and Towns form an offensively dynamic pairing built on shot creation and floor spacing. Brunson has already established himself as a reliable playoff performer, thriving in high-pressure situations with his poise and scoring craft. Towns adds a unique dimension as a big who can stretch defenses while still scoring inside. However, defensive consistency and physicality against elite postseason opponents would remain the primary question marks.

Cunningham and Duren represent a young, ascending duo with clear long-term potential. Cade's size and playmaking allow him to control tempo and create opportunities across all three levels. Duren complements him as a physical interior presence who excels in rebounding and finishing around the rim. While their chemistry is promising, their current standing reflects inexperience and the need for further development on both ends.

RELATED: Longest active playoff droughts in the NBA

This duo combines Wembanyama's generational defensive impact with Fox's explosive speed and scoring ability. Wembanyama already alters games with his length and instincts, while Fox thrives in transition and late-game situations. Together, they create constant pressure on opposing defenses in both the half court and open floor.

Mitchell and Mobley offer a strong inside-out dynamic that translates well to playoff basketball. Mitchell is a proven high-level scorer in the postseason, capable of carrying offensive loads in critical moments. Mobley anchors the defense with elite versatility, protecting the rim while also switching effectively. As Mobley's offensive game continues to evolve, this duo's overall impact will only grow.

RELATED: NBA players with most points in single game

Gilgeous-Alexander and Holmgren form one of the most modern and scalable duos in today's NBA. SGA dictates tempo with elite efficiency and control, consistently getting to his spots and producing at a high level. Holmgren adds rim protection and perimeter skill, giving the Thunder a rare blend of size and spacing. Their trajectory is steeply upward, but they are still building a postseason résumé.

Jokić and Murray remain the gold standard for playoff execution, anchored by their championship success and seamless chemistry. Jokić's playmaking vision and scoring efficiency make him the centerpiece of one of the most effective offenses in the league. Murray complements him perfectly with timely shot-making and the ability to elevate in big moments. Their two-man game is as precise and reliable as any in modern basketball.

Tatum and Brown remain the most complete two-way wing tandem in basketball, blending elite scoring with switchable, high-level defense. Their playoff experience is extensive, including multiple deep runs and a Finals appearance, which shows in their composure under pressure. Tatum's shot creation and Brown's downhill explosiveness complement each other seamlessly. When both are locked in, Boston operates with a level of versatility that few teams can match.

In the end, playoff success is dictated by which duos can consistently impose their identity against elite competition. While some pairings have already validated themselves under championship pressure, others are still writing their postseason story. As the league continues to evolve, these rankings will inevitably shift -- but the importance of elite duos will remain constant. more

Career development

19h

Is your teen struggling to find a job? Here's how you can help

It's a question I've heard from my kids more than once after they've experienced the disappointment of unsuccessful job applications: "Dad, can you help me with my résumé?"

Rejection is tough, especially when you're doing all the right things and employment prospects don't turn out despite repeated attempts. It happens in the publishing industry I work in, too: A writer can send a publisher a... great query letter that checks all the boxes - great hook, it's personalized, articulates the genre and word count, lists comparable titles - and not get published; often, they never even hear back. That's the reality many youth face, with summer fast approaching and employment scarce. It's tough to explain why they're not getting hired when they have done everything well - written a cover letter, tailored the résumé to the job, and followed up with the right person.

I know this is not an isolated concern. It's a struggle that's showing up in many households. In March, the unemployment rate among youth aged 15-24 was 13.8 per cent, about double the national average (across all age groups) of 6.7 per cent, according to Statistics Canada.

There are several contributing factors, from labour shifts following the COVID-19 pandemic to higher employer expectations and fewer entry-level openings. I remember my first job at a community centre canteen in Winnipeg. It was a straightforward role, and it gave me a little extra spending money. Now, those kinds of starter positions often require prior experience. But how can a teen who has not previously had a job have experience? The first step into work is no longer built for beginners.

What should you say to teens feeling pressured to fit in?

I don't think it's an issue of motivation. From what I see, for the most part, teenagers are trying. And just like for new writers trying to break into publishing, it's hard for young job seekers not to take silence or rejection personally. Of course, as parents, we have to temper expectations, and rejection is a reality of life. But rejection hits different when there hasn't been a first yes, and repeated failure without feedback can erode confidence.

What can you do when your child is doing everything they can to land some kind of entry-level job, but keeps running into a brick wall? Maybe the answer is to simply encourage persistence while having empathy as they navigate rejection.

You can also step in and offer practical support where appropriate. When your kid asks for help with a résumé, it's easy to look it over and do some editing. You could suggest places that might be hiring or put them in touch with people in your own network willing to share career advice.

In a tight job market where the rules have changed, how we support youth on the path to employment may have to change, too. Here are a few other ways to do that.

Have a conversation with your teen about how there is more competition and are fewer roles available. In that chat, try to separate the effort they are putting into their job search from the outcome of rejection or silence. In this way, they can maintain realistic expectations while reducing difficult emotions such as self-blame.

Make the process visible

Get involved with the job search without taking away a teen's agency or independence. Look through postings of potential jobs together, and in so doing, see if you can help them identify requirements they might be missing and need to work on. This is also an opportunity to point out that if they are not successful, it's more about fit or timing than anything to do with them as a person. This turns discouragement into encouragement, and they're more likely to keep searching.

Adjust the strategy, not the effort

With publishing, it never really works to send a query and sample writing to a bunch of different publishers, hoping that something will hit. The same is true for a job search. Encourage your teen to target applications to job postings that are a good match for their education, experience and interests; it's not about volume. You can also suggest little shifts in approach, such as how and when to follow up, or how to prepare for an interview.

Protect confidence during silence

As an overthinker myself, I read into almost everything. I'm hardwired to do it, even though I've learned to manage the tendency. For young applicants, not getting a response can be difficult, and acknowledging that difficulty is important so they can avoid over-interpreting rejection. It's very likely not about them, and you can help by focusing feedback on controllable factors: tweaking the résumé, finding more suitable targets for searches, or working on a cover letter.

Acknowledge small wins

Any sort of progress is a step in the right direction, and sometimes the small things are what you can build on. Nurture a sense of accomplishment in your teen for applying to a job or getting a response (even if it's not the kind they were looking for), or celebrate the fact they got an interview, whether it led to them getting a job offer or not. Spend time breaking down what went well in the interview and what they might do differently next time. Emphasizing exposure instead of immediate success can go a long way.

Searching for a job, for a teen, may not look the way it used to. The path isn't as clear, the barriers are a little higher, and the first step isn't as simple. But they're still trying to take it. So, maybe our role isn't only to help them get there, but to make sure they keep going when the road gets rocky. more

Career development

19h

What We Learned Supporting Fired Federal Workers (opinion)

A little over a year ago, in February 2025, I worked with colleagues to launch an initiative to support fired federal workers and others impacted by wide-ranging federal cuts and policy changes.

It started with a conversation with my colleague Aurora Cruz-Torres, immediately after the Trump administration started firing people at the United States Agency for International Development, about how... we could use our skills in career advising to help. And then, as federal firings expanded and grants were cut across the nonprofit and research ecosystems, it grew. Ultimately, the program involved more than 100 volunteers and offered support to more than 1,000 impacted workers. That support was always free and took the form of one-on-one advising sessions, asynchronous résumé reviews and a series of workshops on career transitions.

More than half of the volunteers were members of the Graduate Career Consortium, the leading professional organization in graduate-level career and professional development, and we formed the GCC Public Service Committee to facilitate the work. GCC members were a particularly good fit for this project because the needs of impacted workers often resembled those of graduate students and postdocs transitioning to new careers after years of specialized work.

My role was pretty simple. As requests for support came in through an online form, I read the requester's narrative of what had happened to them, the description of the help they needed and their background. Then I matched them with an adviser who could help. A straightforward job, but one that gave me a broad perspective on what was happening in the DOGE era and its individual and collective reverberations. As request after request after request came in, I heard stories of disruption, confusion and resilience. And through facilitating meetings with volunteers to support one another, I heard even more about ongoing struggles and emerging needs.

In this article, I use that experience to share four things my collaborators and I learned by supporting workers in the chaotic year of 2025. As chaos continues in 2026, I hope these lessons help us all figure out how to continue showing up for one another.

We worked with people who managed tens of millions of dollars in grants to help communities fight HIV/AIDS and hunger. We worked with countless scientists and public health professionals who developed disease treatment and prevention strategies. We worked with people who funded humanistic research and public history programs across the country. We worked with people who ran programs that help refugees find community and stability in their new homes. And many, many more.

These were incredibly smart, dedicated people who were working to solve so many different problems in our world. My day job involves working with graduate students and postdoctoral scholars, so I'm not a stranger to being a little overwhelmed by the scope and scale of brilliance in the world. But I mostly work with people as they start to transition from school into the world, and this initiative was a great reminder of just how much good they go on to do with their skills.

And so, at times, all of this was almost heartening. So many brilliant people in the world! But it was also often heartbreaking. All these brilliant people, ripped out of public service!

So how could we help?

Whenever we gathered our volunteer advisers together to share experiences and advice for one another, this problem always came up. Many of the people we supported had spent years (in many cases decades) building careers in highly specialized fields, and then out of nowhere those fields didn't really exist anymore. Even if they wrote pitch-perfect résumés and networked for hours a day, they were going to struggle to transition to something new. And all this while feeling deeply frustrated and scared.

So what can you really accomplish in a couple of 30-minute conversations, given a situation like this? You're probably not going to solve all of their problems (if only!), and you'll be lucky to identify a few immediately actionable, transformative next steps. But you can be a calm, thoughtful partner. You can offer empathy, encouragement and maybe some new ideas. And that can be enough to move forward.

Laura Coutts, one of our advisers, offered her fellow volunteers a metaphor to capture this: "I have a small mantra for myself while everything is upside down with the job market: I'm the old man who runs the bait shop. I can't feasibly get into everyone's boat and help them catch a fish. And it doesn't help to run around, raving about how the weather is awful and the fish aren't biting. My job is to sell the bait, share tidbits of wisdom and encourage the fisherpeople to stick with it."

And in the conversations I had with fired federal workers, I also heard their consistent and strongly held desire to keep working in public service. Even when that wasn't possible right now and a worker was seeking support for a corporate job search, they almost always spoke of their hope to return in the future. I also saw this in all of the mutual support efforts that emerged from within the (former) federal workforce, like Grounded Idealist, Career Pivot and a number of LinkedIn-based mutual aid groups.

What had driven them to their work in the federal government was a desire to contribute to their communities and help other people. And as much as the crisis physically and institutionally scattered them, that core drive remained.

This ethos also drove our volunteers' commitment to this initiative, which was designed and framed as mutual support. Volunteers regularly told me that they were happy to feel like they were able to help, even if their own jobs felt unstable (several did, indeed, lose their positions) and even if it never felt like enough. As Kristine Lodge, one of our advisers put it, "I remind myself that, although résumé reviews feel like a small drop in the bucket, to the people who receive my feedback, it's a reminder that they are not alone; they are part of a wider community who cares about them." Or as another adviser said, "In a moment where so many of us are feeling powerless to stop the forces impacting our institutions and students, being able to provide some support for these dedicated public servants has been very meaningful."

And so I maintain some hope that the we can persist.

But it also helped me really see and appreciate these workers in a way that headlines couldn't. These firings were in the news, but as big stories about big numbers -- numbers almost too big to wrap your head around and so tempting to look away from. This project reminded me that those big numbers were made up of people.

When wild, terrible things are happening and everyone is struggling, it may be easy to withdraw into yourself and focus only on your own path forward. But that's exactly when it's so important to listen to one another.

Telling stories, and hearing them, is an important part of how we understand ourselves. And so opening space for workers to sit with and share their stories and their struggles was crucial. "I also spend time during each session to ask each person about how their office experienced the layoffs," said adviser Rachel Bernard. "I think just telling the story helps them, both because they start to recognize how inconceivable it all is, but they also start to process and develop a narrative around what's going on."

Stories are also how we recognize how intertwined we all are, how our struggles are connected. That sense of solidarity, of seeing and hearing one another, was at the root of this whole effort.

And it offers a guide to what matters as unstable federal policies and a disordered job market continue to impact us all in different but interrelated ways. We can be there for international students and workers as visa policy changes make them feel unwelcome. We can listen when LGBTQ+ workers talk about feeling unsafe in more and more places. We can hear the frustrations of those who spent years training for fields suddenly transformed by technological or economic upheaval. Then we can work to figure out what comes next, together.

Or, as one impacted worker put it to me, "It's been rough, but I'm so glad to find community in this chaos." more

Career development

23h

How To Make A Great First Impression In Interviews

Making a positive first impression during a job interview is more important than many candidates might realize. In most cases, interviewers start forming opinions about you within the first few minutes of the meeting. From your punctuality to the way you present yourself, every detail matters. When you understand how to stand out in the right way, you increase your chances of success with every... interview opportunity. If you want to learn how to answer tell me about yourself question, it's also a critical element of making that all-important first impression.

Beyond sharing your qualifications and experience, mastering your first impression requires careful preparation, genuine enthusiasm, and a clear understanding of how non-verbal cues contribute to your professional presence. The impression you create can have a lasting impact on your overall candidacy, regardless of your resume or achievements. Interviewers look for not just technical skills, but also signs of reliability, professionalism, and cultural fit, all of which can be communicated in these sensitive first moments.

Being methodical in your preparation, from researching the company to rehearsing answers, is key. Your approach during the first few minutes should be intentional and well-practiced, as these actions reveal your motivation and professionalism.

Arrive on Time

Punctuality remains a foundational element of professionalism in any job interview. Arriving on time, or ideally a few minutes early, sends a strong message about how seriously you take the position. It suggests that you respect the interviewer's time and are dependable. Planning your commute, checking traffic conditions, and factoring in potential delays are essential steps. According to Forbes, giving yourself extra time to settle in before the interview can help you appear and feel more composed.

Dress Appropriately

What you wear to an interview is a powerful form of non-verbal communication. The right attire demonstrates respect for both the interviewer and the organization's culture. Some companies are more traditional, expecting formal suits, while others embrace business casual or even creative styles. If you're uncertain, choose a safe, professional outfit, erring on the side of being slightly overdressed rather than underdressed. Doing some research on the company's dress code via their website or social media can give valuable insights on expectations.

Maintain Positive Body Language

Your posture, gestures, and the way you make eye contact can speak volumes before you say a single word. Positive body language, such as sitting upright, making eye contact, and offering a firm handshake, projects self-assurance and engagement. Avoid fidgeting or crossing your arms, as these behaviors may signal nervousness or defensiveness. Behavioral experts frequently emphasize that more than half of our communication is non-verbal, underscoring the importance of self-awareness in these situations.

Engage in Active Listening

During the interview, demonstrate your interest by practicing active listening. Focus completely on what the interviewer is saying, nod thoughtfully, and make it clear through your responses that you understand the questions. This means pausing before answering, avoiding interruptions, and keeping your responses relevant to the question. These behaviors reflect not only your communication skills but also your respect for the interviewer, making a memorable impression.

Prepare Insightful Questions

As interviews draw to a close, you'll often be invited to ask questions. Asking thoughtful, well-researched questions allows you to stand out as a candidate who is genuinely invested in the role and the company. Go beyond general questions and ask about current projects, departmental challenges, or opportunities for growth. This not only highlights your enthusiasm but also signals your intent to be a contributing team member.

Be Authentic

One of the most attractive qualities in a potential hire is authenticity. While it's crucial to present your best professional self, do not oversell or misrepresent your experience, skills, or personality. Authenticity builds trust and rapport, helping you make a lasting impression and set the stage for a positive relationship with your future employer. Companies value genuine individuals who bring their true selves to work every day.

Practice and Prepare

Effective interview preparation extends well beyond knowing your resume. Rehearse your responses to common questions and practice introducing yourself succinctly. Anticipating the types of questions you may be asked and preparing thoughtful responses can greatly reduce anxiety and boost your confidence. Familiarize yourself with the company's mission, the team, recent advancements, and ongoing initiatives. This holistic approach to preparation helps you enter the interview with a clear mind and show genuine enthusiasm for the company's vision and values.

Conclusion

Making a great first impression in an interview is a nuanced skill that intertwines punctuality, a professional appearance, positive body language, active listening, and insightful engagement. Emphasize authenticity and thorough preparation. Focus on the unique value you can offer and ensure you connect meaningfully with your interviewer from the outset. With these strategies, you will stand out as a polished, confident candidate poised for success. more

Career development

23h

Elon Musk bans résumés and cover letters in hiring for his chip team. These are the 3 bullet points he's looking for instead

It takes hours for some people to craft a résumé and cover letter, listing past experience and accomplishments on a sheet of paper -- details your interviewer is likely to ask you to explain face-to-face anyway. That redundant, time-consuming process has forced many to ditch the career materials, and Elon Musk is leading the charge.

The Tesla and SpaceX CEO is now asking anyone who wants to join... his AI5 chip design team to nix the conventional cover letter and résumé in favor of just three short bullet points.

In a January X post Musk said he was looking for applicants to join Tesla as it restarts work on the AI supercomputer project Dojo3. To be considered, all applicants have to do is to submit "3 bullet points on the toughest technical problems you've solved," Musk wrote in the X post.

The move is characteristic of the CEO, who during his time at the helm of the Department of Government Efficiency, issued a directive asking government workers to email five bullet points of recent accomplishments amid a mass firing campaign that led to the termination of more than 250,000 federal employees. "Failure to respond will be taken as a resignation," Musk said in an X post last February. Musk also brought that tactic to X (formerly Twitter) when he took over as the social media platform's CEO.

Musk also tends to opt for conversation over credentials. In a February interview with Stripe cofounder John Collison and tech podcaster Dwarkesh Patel during a joint episode of their podcasts, the tech CEO said "the résumé may seem very impressive," Musk said. "But if the conversation after 20 minutes is not 'Wow,' you should believe the conversation, not the paper."

While a résumé is still required to apply for most other jobs at Tesla in the U.S. -- with some positions even calling for an "evidence of excellence" statement -- Musk's unconventional request follows a growing trend in skills-based hiring. Almost three-quarters of companies are using skills-based assessments during the hiring process, according to a report from skills assessment platform TestGorilla's The State of Skills-Based Hiring 2023 report. Surveying 3,000 employees and employers from around the world, the results marked a sharp uptick from only 56% of companies employing skills-based assessments from the prior year.

AI is making every résumé look identical, and that's a nightmare for recruiters

AI has thrown fresh fire on that trend. According to hiring experts, AI has had a democratizing effect on the application process. Because of the technology, all résumés and cover letters look the same, spelling a hiring nightmare for recruiters who are left to emphasize other parts of the hiring process to differentiate among candidates.

"AI is killing the résumé and the résumé has been bad for a long time, but AI makes it so much worse," hiring expert Dr. John Sullivan, dubbed the "Michael Jordan of hiring" by Fast Company, told Fortune. "When every résumé is perfect, has no spelling errors, flaws of any kind, imagine how many you have to sort in order to determine who you're going to interview." Sullivan said AI allows applicants to perfect their résumé, adding keywords that bypass ATS résumé checkers and check for spelling and grammar errors which otherwise tend to disqualify candidates.

Sullivan said the résumé has been obsolete for quite some time, especially when it comes to finding top talent. "There's just no correlation between a great résumé and being good on the job," Sullivan said. From his time in recruiting, including work with Agilent Technologies and HP, he said it was actually the best employees who often had the worst résumés.

"Top-tier employees are often so busy performing high-level work that they don't have the time or the need to look for a job or update their career materials," Sullivan said.

A version of this story was published on Fortune.com on Feb. 20, 2026.

More on Elon Musk: The billionaire is escalating a feud with a Delaware judge over a LinkedIn post reaction. Musk's Boring Company is tunneling under Nashville, and it's attracting backlash from residents. It turns out DOGE used ChatGPT to flag DEI-related grants, which led to the cancellation of a museum's HVAC replacement.

This story was originally featured on Fortune.com

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Career development

3d

I've applied to 1,000 jobs since earning my master's and am still unemployed. I'm frustrated because I thought I did everything right.

I'm frustrated because I thought I did everything right, but I'm now focusing on freelancing.

For most of my life, I believed in a very specific formula: work hard in school, build a strong résumé, study abroad, learn languages, get a master's degree, and be globally aware.

I studied journalism and media, and I leaned into storytelling early on. I spent time abroad multiple times in Rome,... Florence, Kuwait, and Scotland. I learned how to navigate new cultures, new systems, and new expectations. I became fluent in spaces that were not designed for a first-generation student like me.

After graduating, I went on to earn my master's degree in international affairs as part of the inaugural cohort at John Cabot University in Rome (again). I focused on global justice, human rights, and representation. I contributed to research on the gig economy, attended UN conferences both in Italy and Azerbaijan, and built what I thought was a strong, competitive profile.

I completed my MA degree early, believing I had done everything right. But I still can't find a job.

Since graduating, I've applied to over 1,000 jobs.

That includes roles in Rome with UN agencies, NGOs, and humanitarian organizations. It also includes jobs across the US -- in-person, hybrid, and remote roles. I applied to communications positions, research roles, media jobs, and anything that aligned with my background in storytelling and global affairs.

I tailored résumés. I wrote cover letters that took hours. I researched organizations, memorized their missions, reached out to every connection, and prepared for interviews like they were exams.

Out of all those applications, I've gotten 15 interviews. Only two of those moved me to a second round. Less than five of the roles I interviewed for were actually filled.

For the rest, I watched the same job postings reappear weeks or months later. Were those even real positions?

It started to feel like I wasn't competing for jobs. I was competing for the possibility of a job.

Rejection is one thing. Uncertainty is another.

When you don't get a job, you can usually point to something. Maybe someone had more experience. Maybe you didn't interview well. Maybe the role just wasn't the right fit.

But what do you do when there's no outcome at all? When positions stay open indefinitely. When companies repost roles without hiring. When you make it through multiple steps and still hear nothing back.

It creates this constant loop in your mind. You start questioning everything: your degree, your experience, and the choices you made.

I did everything I was told would make me employable. Yet, I've never felt more unsure about where I stand.

At some point, I had to shift my focus from waiting to building.

During undergrad, I spent four years working in publicity and creative marketing. That became the one thing I could return to when the job market kept shutting me out.

Now, I freelance as a creative director and marketing professional. I design campaigns, create visual content, and work with clients to build cohesive brand identities. I've worked on everything from social media strategy to email marketing to photoshoots to editorial visuals.

It's not stable or the full-time role I desire for myself. But it's something I built myself.

Freelancing has taught me how to trust my skills in a different way. It's shown me that I don't need permission to create meaningful work.

Still, there's a difference between surviving and feeling secure. I'm still trying to figure out how to bridge that gap.

For a long time, I was chasing stability as it was defined for me: a full time job, steady paycheck, and clear title. But not having that has pushed me to ask a different question. What kind of work do I actually want to be doing?

The answer keeps bringing me back to storytelling.

I want to be a creative director who focuses on telling BIPOC stories with care and accuracy. I want to create media that doesn't flatten people into stereotypes or reduce cultures into trends. I want to build projects that feel honest, layered, and intentional.

That's the work I've been drawn to for years. It's also the work I kept putting off because I thought I needed something more "stable" first.

Now, I'm starting to see that maybe the path I was following was never designed to lead me there.

I don't have a clean ending to this story.

I'm still applying for jobs while freelancing, and trying to make sense of a system that feels unpredictable and, at times, impossible to navigate.

But I also know this: the effort I've put in hasn't been wasted. It just didn't lead me where I expected. Maybe that means I have to build something different instead. more

4

Tara Neavins
1d
Perseverance pays off. Keep at it. Horrible job market right now. Way to be creative and to believe in yourself. If not tried already, you might... consider applying to the Foreign Service. more
Kahutia Hernandez
1d
Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

Marketing
Psychology
Econometrics
Social work
Nursing/Health Sciences
Engineering
Business/Management
English/Literature/Creative Writing

You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

Regards more

Career development

1d

Streamlined Job Application Submission Assistance

I need support submitting 100 job applications on the applicant's behalf. I will give you the résumé, plus any screening answers I want used. Your job is simply to drop the information into each portal -- no cover-letter tailoring or extra writing is required. Payment terms are straightforward: $0.10 for every application that matches my instructions and can be verified by confirmation email or... tracking link, for a total of 100 submissions. What you'll do * Log in with the credentials or guest options I provide. * Complete each form accurately, attach the résumé, and hit submit. * Record every submission in a shared spreadsheet (company, role, date, confirmation link or screenshot). Accuracy is critical here; I'm paying per correctly filed application, so attention to detail and basic familiarity with portals like LinkedIn, Indeed, Lever, Workday, and Greenhouse will make this quick work. If these terms fit and you can finish all 100 applications within a week of receiving the materials, let's get started. If there are any questions on the application that are not my screening answers, tell me or skip to the next application. more

Maria Peres

Career development

4d

I work as a waitress in a small restaurant. When another waitress job opened, I suggested hiring my 19-year-old daughter. She needs a part-time job while studying. But the manager said no. He thinks we might be dishonest and cheat him. I don’t understand how we could do that or why it’s a problem when my daughter works with me. Can you explain?

Sheila Milburn
1d
Its understandable. Even without theft or collusion.
If you need leave due to a family emergency chances are she'll need off also. If one of you... gets fired. Will the other quit. If one gets the flu does the other get it. There are too many chances of double absences. Family vacations, events, etc could lead to staffing problems. more
Kahutia Hernandez
1d
Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

Marketing
Psychology
Econometrics
Social work
Nursing/Health Sciences
Engineering
Business/Management
English/Literature/Creative Writing

You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

Regards more