Nancy Stones


Career development 1d

If you found out a coworker with the same responsibilities was earning 25% more than you, would you ask for a raise immediately or start looking for a new job? Why?

  • Miriam Moyo

    1h

    I would look at when did they start working ., education .. any reason ? .. there must be a reason .. comparison may not be completely right .. if... this bothers me I would inquire from HR to understand why .. when being employed maybe you friend had better negotiated but you accepted the offer .. if you must, ask without fights .. if not happy look for another job and resign.,
    Another way on this is to wait for you best increment because you work excellently and this will be noticed .     more

  • Miriam Moyo

    1h

    I would look at when did they start working ., education .. any reason ? .. there must be a reason .. comparison may not be completely right .. if... this bothers me I would inquire from HR to understand why .. when being employed maybe you friend had better negotiated but you accepted the offer .. if you must, ask without fights .. if not happy look for another job and resign.,
    Another way on this is to wait for you best increment because you work excellently and this will be noticed .     more

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Mick Miles


Career development 3d
Would you accept a job that pays 30% more if it required you to be in the office five days a week instead of working remotely? What would ultimately drive your decision?
10   
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Career development

 4h

Keke Palmer Brings KeyTV And Industry Expertise To UCLA Film And Theater Students


KeyTV, Palmer's digital media network, aims to amplify underrepresented voices and prepare students for careers in creator-driven media through the partnership with UCLA.

Class is in session with Keke Palmer.

The actor, entrepreneur, and entertainment powerhouse is adding another title to her impressive résumé, joining the University of California, Los Angeles (UCLA) School of Theater, Film and... Television as an artist in residence, according to a news release. Through a five-year partnership, Palmer will bring her expertise to campus for mentorship opportunities and quarterly workshops on pitching, distribution strategy, business ownership, career sustainability, and personal brand development.

Inside Keke Palmer's New UCLA Residency

The program, titled "From Blocking to Broadcast," launches during the 2026-27 academic year and will connect students with real-world entertainment industry experience in content packaging, marketing, and digital audience engagement, the news release noted. The initiative is designed to help amplify underrepresented voices while allowing students to create original content for Palmer's digital media network, KeyTV.

"UCLA TFT is a place where artists learn to be in practice, to experience trial and error, to take projects off the page," Palmer said, per the release. "That is also the mission of KeyTV. We know that education is key to democratizing opportunities, and I am eager to both learn from and support UCLA TFT students."

As part of the partnership, students will develop and produce original multimedia projects, working alongside faculty while receiving mentorship from Palmer. KeyTV will distribute at least three projects each year, pending quality review.

Students may produce a range of projects -- including video podcasts, television pilots, music videos, and musical or dance theater productions -- guided by faculty expertise, academic goals, and Palmer's creative background, per the release.

The initiative also aims to prepare students for an evolving media landscape, helping them navigate emerging technologies such as generative AI while building careers in creator-driven media.

"It is no small feat to pursue higher education, especially at a prestigious institution. I look forward to listening, encouraging, and offering them more than one chance to succeed," Palmer added.

KeyTV's Impact On The Creator Economy

Palmer launched KeyTV in 2022 as a digital media platform dedicated to content created by BIPOC storytellers, according to the news release. The company has produced nearly 30 original projects and recently introduced KeyTV Days at Special Academy, a six-week program designed to support aspiring creatives from underrepresented communities.

In announcing the partnership, university leaders praised Palmer's commitment to mentorship and collaboration, noting that her career reflects a belief in creating opportunities for others while helping emerging artists develop their unique voices.

"Diverse voices matter more than ever," said Dean Celine Parreñas Shimizu. "People of color and the underrepresented have always made counter cinemas and birthed social movements grounded in cinema as technology of resistance. Bringing an artist of Keke's caliber into the spaces where our students are learning to develop their stories will inspire them to see and believe what is possible when you are willing to work hard and are committed to educating and uplifting one another."

The post Keke Palmer Brings KeyTV And Industry Expertise To UCLA Film And Theater Students appeared first on AfroTech.

The post Keke Palmer Brings KeyTV And Industry Expertise To UCLA Film And Theater Students appeared first on AfroTech. more

Career development

 5h

My classmates laughed at me for being a garbage collector's son -- Then I made them regret it


My classmates made fun of me because I'm the son of a garbage collector -- but at graduation, I only said one sentence, and the whole gym went dead silent and started crying.

I'm Daniel (18M), and my life has always smelled like diesel, bleach, and old food rotting in plastic bags.

My mom didn't grow up wanting to grab trash cans at 4 a.m.

She wanted to be a nurse.

She was in nursing school,... married, with a little apartment and a husband who worked construction.

Then one day, his harness failed.

The fall killed him before the ambulance even got there.

After that, we were constantly battling hospital bills, the funeral costs, and everything she owed for school.

Overnight, she went from "future nurse" to "widow with no degree and a kid."

Nobody was lining up to hire her.

The city sanitation department didn't care about degrees or gaps on a résumé.

They cared if you'd show up before sunrise and keep showing up.

So she put on a reflective vest, climbed onto the back of a truck, and became "the trash lady."

Which made me "trash lady's kid." That name stuck.

In elementary school, kids would wrinkle their noses when I sat down.

"You smell like the garbage truck," they'd say.

"Careful, he bites."

By middle school, it was routine.

If I walked by, people would pinch their noses in slow motion.

If we did group work, I'd be the last pick, the spare chair.

I learned the layout of every school hallway because I was always looking for places to eat alone.

My favorite spot ended up being behind the vending machines by the old auditorium.

Quiet. Dusty. Safe.

At home, though, I was a different person.

"How was school, mi amor?" Mom would ask, peeling off rubber gloves, fingers red and swollen.

I'd kick my shoes off and lean on the counter.

"It was good," I'd say. "We're doing a project. I sat with some friends. Teacher says I'm doing great."

She'd light up.

"Of course. You're the smartest boy in the world."

I couldn't tell her that some days I didn't say 10 words out loud at school.

That I ate lunch alone.

That when her truck turned down our street while kids were around, I pretended not to see her wave.

She already carried my dad's death, the debt, the double shifts.

I wasn't going to add "My kid is miserable" to her pile.

So I made one promise to myself: If she was going to break her body for me, I was going to make it worth it.

Education became my escape plan.

We didn't have money for tutors, prep classes, or fancy programs.

What I had was a library card, a beat-up laptop Mom bought with recycled can money, and a lot of stubbornness.

I'd camp in the library until closing.

Algebra, physics, whatever I could find.

At night, Mom would dump bags of cans on the kitchen floor to sort.

I'd sit at the table doing homework while she worked on the ground.

Every once in a while, she'd nod at my notebook.

"You understand all that?"

"Mostly," I'd say.

"You're going to go further than me."

High school started, and the jokes got quieter but sharper.

People didn't yell "trash boy" anymore.

They did stuff like:

Slide their chairs an inch away when I sat.

Make fake gagging sounds under their breath.

Send each other snaps of the garbage truck outside and laugh, glancing at me.

If there were group chats with pictures of my mom, I never saw them.

I could've told a counselor or a teacher.

But then they'd call home.

And then Mom would know.

So I swallowed it and focused on grades.

That's when Mr. Anderson showed up in my life.

He was my 11th-grade math teacher.

Late 30s, messy hair, tie always loose, coffee permanently attached to his hand.

One day, he walked past my desk and stopped.

I was doing extra problems I'd printed off a college website.

"Those aren't from the book."

I jerked my hand back like I'd been caught cheating.

"Uh, yeah, I just... like this stuff."

He dragged over a chair and sat next to me like we were equals.

"You like this stuff?"

"It makes sense. Numbers don't care who your mom works for."

He stared at me for a second. Then he said, "Have you ever thought about engineering? Or computer science?"

I laughed. "Those schools are for rich kids. We can't even afford the application fee."

"Fee waivers exist. Financial aid exists. Smart poor kids exist. You're one of them."

I shrugged, embarrassed.

From then on, he kind of became my unofficial coach.

He gave me old competition problems "for fun."

He'd let me eat lunch in his classroom, claiming he "needed help grading."

He'd talk about algorithms and data structures like it was gossip.

He also showed me websites for schools I'd only heard of on TV.

"Places like this would fight over you," he said, pointing at one.

"Not if they see my address."

He sighed. "Daniel, your zip code is not a prison."

By senior year, my GPA was the highest in the class.

People started calling me "the smart kid."

Some said it with respect, some said it like it was a disease.

"Of course, he got an A. It's not like he has a life."

"Teachers feel bad for him. That's why."

Meanwhile, Mom was pulling double routes to pay off the last of the hospital bills.

One afternoon, Mr. Anderson asked me to stay after class.

He dropped a brochure on my desk.

Big fancy logo.

I recognized it right away.

One of the top engineering institutes in the country.

"I want you to apply here," he said.

I stared at it like it might catch fire.

"Yeah, okay. Hilarious."

"I'm serious. They have full rides for students like you. I checked."

"I can't just leave my mom. She cleans offices at night, too. I help."

"I'm not saying it'll be easy. I'm saying you deserve the chance to choose. Let them tell you no. Don't tell yourself no first."

So we did it in secret.

After school, I'd sit in his classroom and work on essays.

The first draft I wrote was some generic "I like math, I want to help people" garbage.

He read it and shook his head.

"This could be anyone. Where are you?"

So I started over.

I wrote about 4 a.m. alarms and orange vests.

About my dad's empty boots by the door.

About Mom studying drug dosages once and then hauling medical waste now.

About lying to her face when she asked if I had friends.

When I finished reading, Mr. Anderson was quiet for a long second. Then he cleared his throat.

"Yeah. Send that one."

I told Mom I was applying to "some schools abroad," but I didn't say which.

I couldn't stand the idea of watching her get excited and then having to say, "Never mind."

The rejection, if it came, would be mine alone.

The email arrived on a Tuesday.

I was half-asleep, eating cereal dust.

My phone buzzed.

Admissions Decision.

My hands shook as I opened it.

"Dear Daniel, congratulations..."

I stopped, blinked hard, then read it again.

Full ride.

Grants.

Work-study.

Housing.

The whole thing.

I laughed, then slapped a hand over my mouth.

Mom was in the shower.

By the time she came out, I'd printed the letter and folded it.

"All I'll say is it's good news," I told her, handing it over.

She read slowly.

Her hand flew to her mouth.

"Is this... real?"

"It's real," I said.

"You're going to college," she said. "You're really going."

She hugged me so hard my spine popped.

"I told your father," she cried into my shoulder. "I told him you would do this."

We celebrated with a big cake and a plastic "CONGRATS" banner.

She kept saying, "My son is going to college overseas," like a spell.

I decided I'd save the full reveal -- the school's name, the scholarship, everything -- for graduation.

Make it the moment she'd remember forever.

Graduation day came.

The gym was packed.

Caps, gowns, screaming siblings, parents in their best clothes.

I spotted Mom all the way in the back bleachers, sitting as straight as she could, hair done, phone ready.

Closer to the stage, I saw Mr. Anderson leaning against the wall with the teachers.

He gave me a small nod.

We sang the national anthem.

The boring speeches.

Names being called.

My heart pounded harder with each row.

Then: "Our valedictorian, Daniel."

The applause sounded... weird.

Half polite, half surprised.

I walked up to the mic.

I already knew how I wanted to start.

"My mom has been picking up your trash for years," I said, voice steady.

The room went still.

A few people shifted.

Nobody laughed.

"I'm Daniel," I went on, "and a lot of you know me as 'trash lady's kid.'"

Nervous chuckles floated up, then died.

"What most of you don't know," I said, "is that my mom was a nursing student before my dad died in a construction accident. She dropped out to work in sanitation so I could eat."

I swallowed.

"And almost every day since first grade, some version of 'trash' has followed me around this school."

I listed a few things, voice calm:

People pinching their noses.

Gagging noises.

Snaps of the garbage truck.

Chairs sliding away.

"In all that time," I said, "there's one person I never told."

I looked up at the back row.

Mom was leaning forward, eyes wide.

"My mom," I said. "Every day she came home exhausted and asked, 'How was school?' and every day I lied. I told her I had friends. That everyone was nice. Because I didn't want her to think she'd failed me."

She pressed her hands over her face.

"I'm telling the truth now," I said, voice cracking just a little, "because she deserves to know what she was really fighting against."

I took a breath.

"But I also didn't do this alone. I had a teacher who saw past my hoodie and my last name."

I glanced at the staff.

"Mr. Anderson," I said, "thank you for the extra problems, the fee waivers, the essay drafts, and for saying 'why not you' until I started believing it."

He wiped his eyes with the back of his hand.

"Mom," I said, turning back to the bleachers, "you thought giving up nursing school meant you failed. You thought picking up trash made you less. But everything I've done is built on your getting up at 3:30 a.m."

I pulled the folded letter from my gown.

"So here's what your sacrifice turned into," I said. "That college abroad that I told you about? It's not just any college."

The gym leaned in.

"In the fall," I said, "I'm going to one of the top engineering institutes in the world. On a full scholarship."

For half a second, there was total silence.

Then the place exploded.

People shouted.

Clapped.

Someone yelled, "NO WAY!"

My mom shot to her feet, screaming her lungs out.

"My son!" she yelled. "My son is going to the best school!"

Her voice cracked, and she started crying.

I could feel my own throat closing up.

"I'm not saying this to flex," I added, once it calmed down a little. "I'm saying it because some of you are like me. Your parents clean, drive, fix, lift, haul. You're embarrassed. You shouldn't be."

I looked around the gym.

"Your parents' job doesn't define your worth," I said. "And neither does it dictate theirs. Respect the people who pick up after you. Their kids might be the ones up here next."

I finished with, "Mom... this one is for you. Thank you."

When I walked away from the mic, people were on their feet.

Some of the same classmates who'd joked about my mom had tears on their faces.

I don't know if it was guilt or just emotion.

I just know the "trash kid" walked back to his seat to a standing ovation.

After the ceremony, in the parking lot, Mom practically tackled me.

She hugged me so hard my cap fell off.

"You went through all that?" she whispered. "And I didn't know?"

"I didn't want to hurt you," I said.

She cupped my face in both hands.

"You were trying to protect me," she said. "But I'm your mother. Next time, let me protect you too, okay?"

I laughed, eyes still wet.

"Okay," I said. "Deal."

That night, we sat at our little kitchen table.

My diploma and the acceptance letter lay between us like something holy.

I could still smell the faint mix of bleach and trash on her uniform hanging by the door.

For the first time, it didn't make me feel small.

It made me feel like I was standing on someone's shoulders.

I'm still "trash lady's kid."

Always will be.

But now, when I hear it in my head, it doesn't sound like an insult.

It sounds like a title I earned the hard way.

And in a few months, when I step onto that campus, I'll know exactly who got me there.

The woman who spent a decade picking up everyone else's garbage so I could pick up the life she once dreamed of for herself.

This story is inspired by the real experiences of our readers. We believe that every story carries a lesson that can bring light to others. To protect everyone's privacy, our editors may change names, locations, and certain details while keeping the heart of the story true. Images are for illustration only. If you'd like to share your own experience, please contact us via email. more

Career development

 6h

My classmates laughed at me for being a garbage collector's son -- Then I made them regret it


My classmates made fun of me because I'm the son of a garbage collector -- but at graduation, I only said one sentence, and the whole gym went dead silent and started crying.

I'm Daniel (18M), and my life has always smelled like diesel, bleach, and old food rotting in plastic bags.

My mom didn't grow up wanting to grab trash cans at 4 a.m.

She wanted to be a nurse.

She was in nursing school,... married, with a little apartment and a husband who worked construction.

Then one day, his harness failed.

The fall killed him before the ambulance even got there.

After that, we were constantly battling hospital bills, the funeral costs, and everything she owed for school.

Overnight, she went from "future nurse" to "widow with no degree and a kid."

Nobody was lining up to hire her.

The city sanitation department didn't care about degrees or gaps on a résumé.

They cared if you'd show up before sunrise and keep showing up.

So she put on a reflective vest, climbed onto the back of a truck, and became "the trash lady."

Which made me "trash lady's kid." That name stuck.

In elementary school, kids would wrinkle their noses when I sat down.

"You smell like the garbage truck," they'd say.

"Careful, he bites."

By middle school, it was routine.

If I walked by, people would pinch their noses in slow motion.

If we did group work, I'd be the last pick, the spare chair.

I learned the layout of every school hallway because I was always looking for places to eat alone.

My favorite spot ended up being behind the vending machines by the old auditorium.

Quiet. Dusty. Safe.

At home, though, I was a different person.

"How was school, mi amor?" Mom would ask, peeling off rubber gloves, fingers red and swollen.

I'd kick my shoes off and lean on the counter.

"It was good," I'd say. "We're doing a project. I sat with some friends. Teacher says I'm doing great."

She'd light up.

"Of course. You're the smartest boy in the world."

I couldn't tell her that some days I didn't say 10 words out loud at school.

That I ate lunch alone.

That when her truck turned down our street while kids were around, I pretended not to see her wave.

She already carried my dad's death, the debt, the double shifts.

I wasn't going to add "My kid is miserable" to her pile.

So I made one promise to myself: If she was going to break her body for me, I was going to make it worth it.

Education became my escape plan.

We didn't have money for tutors, prep classes, or fancy programs.

What I had was a library card, a beat-up laptop Mom bought with recycled can money, and a lot of stubbornness.

I'd camp in the library until closing.

Algebra, physics, whatever I could find.

At night, Mom would dump bags of cans on the kitchen floor to sort.

I'd sit at the table doing homework while she worked on the ground.

Every once in a while, she'd nod at my notebook.

"You understand all that?"

"Mostly," I'd say.

"You're going to go further than me."

High school started, and the jokes got quieter but sharper.

People didn't yell "trash boy" anymore.

They did stuff like:

Slide their chairs an inch away when I sat.

Make fake gagging sounds under their breath.

Send each other snaps of the garbage truck outside and laugh, glancing at me.

If there were group chats with pictures of my mom, I never saw them.

I could've told a counselor or a teacher.

But then they'd call home.

And then Mom would know.

So I swallowed it and focused on grades.

That's when Mr. Anderson showed up in my life.

He was my 11th-grade math teacher.

Late 30s, messy hair, tie always loose, coffee permanently attached to his hand.

One day, he walked past my desk and stopped.

I was doing extra problems I'd printed off a college website.

"Those aren't from the book."

I jerked my hand back like I'd been caught cheating.

"Uh, yeah, I just... like this stuff."

He dragged over a chair and sat next to me like we were equals.

"You like this stuff?"

"It makes sense. Numbers don't care who your mom works for."

He stared at me for a second. Then he said, "Have you ever thought about engineering? Or computer science?"

I laughed. "Those schools are for rich kids. We can't even afford the application fee."

"Fee waivers exist. Financial aid exists. Smart poor kids exist. You're one of them."

I shrugged, embarrassed.

From then on, he kind of became my unofficial coach.

He gave me old competition problems "for fun."

He'd let me eat lunch in his classroom, claiming he "needed help grading."

He'd talk about algorithms and data structures like it was gossip.

He also showed me websites for schools I'd only heard of on TV.

"Places like this would fight over you," he said, pointing at one.

"Not if they see my address."

He sighed. "Daniel, your zip code is not a prison."

By senior year, my GPA was the highest in the class.

People started calling me "the smart kid."

Some said it with respect, some said it like it was a disease.

"Of course, he got an A. It's not like he has a life."

"Teachers feel bad for him. That's why."

Meanwhile, Mom was pulling double routes to pay off the last of the hospital bills.

One afternoon, Mr. Anderson asked me to stay after class.

He dropped a brochure on my desk.

Big fancy logo.

I recognized it right away.

One of the top engineering institutes in the country.

"I want you to apply here," he said.

I stared at it like it might catch fire.

"Yeah, okay. Hilarious."

"I'm serious. They have full rides for students like you. I checked."

"I can't just leave my mom. She cleans offices at night, too. I help."

"I'm not saying it'll be easy. I'm saying you deserve the chance to choose. Let them tell you no. Don't tell yourself no first."

So we did it in secret.

After school, I'd sit in his classroom and work on essays.

The first draft I wrote was some generic "I like math, I want to help people" garbage.

He read it and shook his head.

"This could be anyone. Where are you?"

So I started over.

I wrote about 4 a.m. alarms and orange vests.

About my dad's empty boots by the door.

About Mom studying drug dosages once and then hauling medical waste now.

About lying to her face when she asked if I had friends.

When I finished reading, Mr. Anderson was quiet for a long second. Then he cleared his throat.

"Yeah. Send that one."

I told Mom I was applying to "some schools abroad," but I didn't say which.

I couldn't stand the idea of watching her get excited and then having to say, "Never mind."

The rejection, if it came, would be mine alone.

The email arrived on a Tuesday.

I was half-asleep, eating cereal dust.

My phone buzzed.

Admissions Decision.

My hands shook as I opened it.

"Dear Daniel, congratulations..."

I stopped, blinked hard, then read it again.

Full ride.

Grants.

Work-study.

Housing.

The whole thing.

I laughed, then slapped a hand over my mouth.

Mom was in the shower.

By the time she came out, I'd printed the letter and folded it.

"All I'll say is it's good news," I told her, handing it over.

She read slowly.

Her hand flew to her mouth.

"Is this... real?"

"It's real," I said.

"You're going to college," she said. "You're really going."

She hugged me so hard my spine popped.

"I told your father," she cried into my shoulder. "I told him you would do this."

We celebrated with a big cake and a plastic "CONGRATS" banner.

She kept saying, "My son is going to college overseas," like a spell.

I decided I'd save the full reveal -- the school's name, the scholarship, everything -- for graduation.

Make it the moment she'd remember forever.

Graduation day came.

The gym was packed.

Caps, gowns, screaming siblings, parents in their best clothes.

I spotted Mom all the way in the back bleachers, sitting as straight as she could, hair done, phone ready.

Closer to the stage, I saw Mr. Anderson leaning against the wall with the teachers.

He gave me a small nod.

We sang the national anthem.

The boring speeches.

Names being called.

My heart pounded harder with each row.

Then: "Our valedictorian, Daniel."

The applause sounded... weird.

Half polite, half surprised.

I walked up to the mic.

I already knew how I wanted to start.

"My mom has been picking up your trash for years," I said, voice steady.

The room went still.

A few people shifted.

Nobody laughed.

"I'm Daniel," I went on, "and a lot of you know me as 'trash lady's kid.'"

Nervous chuckles floated up, then died.

"What most of you don't know," I said, "is that my mom was a nursing student before my dad died in a construction accident. She dropped out to work in sanitation so I could eat."

I swallowed.

"And almost every day since first grade, some version of 'trash' has followed me around this school."

I listed a few things, voice calm:

People pinching their noses.

Gagging noises.

Snaps of the garbage truck.

Chairs sliding away.

"In all that time," I said, "there's one person I never told."

I looked up at the back row.

Mom was leaning forward, eyes wide.

"My mom," I said. "Every day she came home exhausted and asked, 'How was school?' and every day I lied. I told her I had friends. That everyone was nice. Because I didn't want her to think she'd failed me."

She pressed her hands over her face.

"I'm telling the truth now," I said, voice cracking just a little, "because she deserves to know what she was really fighting against."

I took a breath.

"But I also didn't do this alone. I had a teacher who saw past my hoodie and my last name."

I glanced at the staff.

"Mr. Anderson," I said, "thank you for the extra problems, the fee waivers, the essay drafts, and for saying 'why not you' until I started believing it."

He wiped his eyes with the back of his hand.

"Mom," I said, turning back to the bleachers, "you thought giving up nursing school meant you failed. You thought picking up trash made you less. But everything I've done is built on your getting up at 3:30 a.m."

I pulled the folded letter from my gown.

"So here's what your sacrifice turned into," I said. "That college abroad that I told you about? It's not just any college."

The gym leaned in.

"In the fall," I said, "I'm going to one of the top engineering institutes in the world. On a full scholarship."

For half a second, there was total silence.

Then the place exploded.

People shouted.

Clapped.

Someone yelled, "NO WAY!"

My mom shot to her feet, screaming her lungs out.

"My son!" she yelled. "My son is going to the best school!"

Her voice cracked, and she started crying.

I could feel my own throat closing up.

"I'm not saying this to flex," I added, once it calmed down a little. "I'm saying it because some of you are like me. Your parents clean, drive, fix, lift, haul. You're embarrassed. You shouldn't be."

I looked around the gym.

"Your parents' job doesn't define your worth," I said. "And neither does it dictate theirs. Respect the people who pick up after you. Their kids might be the ones up here next."

I finished with, "Mom... this one is for you. Thank you."

When I walked away from the mic, people were on their feet.

Some of the same classmates who'd joked about my mom had tears on their faces.

I don't know if it was guilt or just emotion.

I just know the "trash kid" walked back to his seat to a standing ovation.

After the ceremony, in the parking lot, Mom practically tackled me.

She hugged me so hard my cap fell off.

"You went through all that?" she whispered. "And I didn't know?"

"I didn't want to hurt you," I said.

She cupped my face in both hands.

"You were trying to protect me," she said. "But I'm your mother. Next time, let me protect you too, okay?"

I laughed, eyes still wet.

"Okay," I said. "Deal."

That night, we sat at our little kitchen table.

My diploma and the acceptance letter lay between us like something holy.

I could still smell the faint mix of bleach and trash on her uniform hanging by the door.

For the first time, it didn't make me feel small.

It made me feel like I was standing on someone's shoulders.

I'm still "trash lady's kid."

Always will be.

But now, when I hear it in my head, it doesn't sound like an insult.

It sounds like a title I earned the hard way.

And in a few months, when I step onto that campus, I'll know exactly who got me there.

The woman who spent a decade picking up everyone else's garbage so I could pick up the life she once dreamed of for herself.

This story is inspired by the real experiences of our readers. We believe that every story carries a lesson that can bring light to others. To protect everyone's privacy, our editors may change names, locations, and certain details while keeping the heart of the story true. Images are for illustration only. If you'd like to share your own experience, please contact us via email. more

Career development

 6h

Council Post: 10 Ways Candidates Proved Their Value Beyond AI-Generated Applications


In a world where AI can help almost anyone create a polished résumé or cover letter, hiring managers are asking a new question: How do you tell who can actually do the work? Many employers are looking beyond résumés for proof that a candidate can actually think, solve problems and create value.

Below, members of Forbes Human Resources Council share examples that caught their attention -- and... whether those candidates ultimately got the job. Whether through creative portfolios, original analyses or unconventional approaches to demonstrating their skills, candidates are finding memorable ways to showcase what AI can't replicate. more

Career development

 8h

Dear Class Of 2026: The Skills That Will Actually Get You Hired


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Congratulations 2026 college grads! Now, a reality check: you are entering the most constrained entry-level job market in five years.

The Cengage Group's 2025 Graduate Employability Report found that only 30% of 2025 graduates find jobs in their field, while 48% feel unprepared to even apply for entry-level positions. No need... to panic. The skills you need to stand out can be built right now , and most have little to do with your GPA or major.

In the age of AI, the most competitive graduates are not the ones who know the most. They are the ones who can think, connect, adapt, and ask better questions than any algorithm.

What Employers Are Looking For Right Now

The skills gap is real, but may not be what graduates expect. It is the gap between what employers actually want and what higher education believes it has prepared students for. Cengage's 2025 report found that while nearly 9 in 10 educators believe their students are workforce-ready, almost half of graduates say they feel unprepared to even apply for entry-level jobs.

Technical skills get you in the door. Human skills keep you there and move you up.

Marty Grimminck, CEO of International Connector, has spent over 20 years in workforce development with young people across the U.S., Canada, and globally. What she consistently sees mirrors what hiring leaders across industries confirm: "What consistently stands out to employers are skills like communication, adaptability, confidence, professionalism, and the ability to engage with different kinds of people and situations."

From conversations with hiring and operational leaders across industries, including group discussions within executive communities like Samudra, skills such as emotional intelligence, resilience, and curiosity are in high demand.

Here is what organizations are actually looking for in college graduates:

As one senior talent leader at Verizon put it: "It's easier to teach someone a technical skill than how to be resilient and find creative solutions to problems. That's why candidates must highlight their appetite for continuous growth and intellectual curiosity."

The Skills That Actually Matter: Beyond the Resume

Let's stop calling them soft skills. Career development experts now call empathy, critical thinking, and collaboration "power skills" and say proficiency in all three is required to succeed in most jobs. And they are precisely the skills many graduates currently lack.

Elyse Klaidman, CEO and founder of Xperiential, an experiential learning company preparing young people for the real world, shared via email, "Most students have fewer opportunities to practice these skills in meaningful ways, even though they're increasingly expected to demonstrate them. In the era of AI that we live in, these skills have to become core."

Empathy and Emotional Intelligence

From my own work and research, empathy is the ability to see, understand, and where appropriate, feel another person's perspective. By welcoming and synthesizing diverse perspectives, teams make smarter business decisions. In remote and hybrid environments especially, empathy bridges the gap when you cannot read body language or build relationships over lunch. It shows up in how you write an email, give feedback, stay emotionally regulated in crisis, and ask for help.

To demonstrate it: show examples of collaborating within diverse groups and navigating conflict. Take genuine interest in the interviewer and organization beyond what they can do for you. Share a time you received difficult feedback and how you moved forward.

Curiosity and a Research Mindset

Employers want graduates who ask better questions, not just ones who know more answers. Curiosity drives innovation, surfaces blind spots, and helps teams adapt when the playbook changes. Grimminck notes that the students who tend to stand out are not always the ones with perfect credentials -- they are the ones who ask thoughtful questions, build confidence through experience, and adapt when things don't go perfectly.

Show up to interviews with informed questions. Propose ideas nobody asked for. Volunteer to investigate something nobody has figured out yet.

Critical Thinking and Ambiguity Tolerance

AI can generate answers. It cannot always tell you which answer matters, why it matters, or what to do when the situation does not fit any template. That is where critical thinkers win. Organizations need humans who can interrogate and discern AI output without blindly taking it as gospel.

NACE's Job Outlook 2025 survey found a roughly 25 percentage point gap between how proficient students believe they are in critical thinking and how employers actually rate them -- making it one of the most significant readiness gaps in the workforce today.

Resilience and Adaptability

Resilience does not mean staying calm at all times. It is the ability to experience the highs and lows and return quickly to equilibrium. That ability to absorb setbacks, recalibrate, and keep going is built through experience, not just the classroom -- and it is exactly what employers are watching for in early-career candidates.

"Students have become used to environments where work is evaluated once and graded, rather than repeated cycles of feedback and revision, as opposed to seeing feedback and iteration as how learning happens," Klaidman further noted.,

This is also the skill most directly tied to self-awareness and empathy for yourself: recognizing your struggles, asking for support, and treating failures as data rather than judgments. Talk about times in work or life when you faced a curveball and how you responded - whether a layoff, an irate customer, or a personal challenge.

Grimminck puts it plainly: "What we often see firsthand is not laziness, but overwhelm and uncertainty caused by growing up in an environment of constant distraction, comparison, and rapidly changing expectations." The antidote is building real-world resilience before you need it.

Communication and Collaboration

In remote and hybrid work, communication is everything. The ability to write clearly, speak confidently, listen actively, and collaborate across difference is what helps a new graduate shine -- and what too many are missing.

Grimminck sees this firsthand: "Many young people are growing up in environments where constant digital stimulation competes for their attention. They are digitally fluent but haven't always developed the interpersonal confidence and real-world navigation skills that come from in-person interaction."

Brush up with trusted mentors on workplace etiquette. Practice writing professional emails. Volunteer to run or recap a meeting. Follow up on conversations in writing to signal reliability and clarity.

Navigating the Transition: Empathy for Yourself and Others

The first job is hard. The gap between academic culture and workplace culture is real in the best of times, let alone right now. Leadership paradigms and organizational structures are changing faster than the reality-bending landscapes in Inception -- and it catches most graduates off guard.

Expect ambiguity, feedback that stings, and moments where you feel like you do not belong. This is normal. It is not a signal to quit. It is a signal to get curious.

Empathy for yourself means giving yourself grace through the learning curve, asking questions without shame, and resisting the urge to perform competence you do not yet have. Empathy for others means recognizing that your manager is also navigating pressure, your colleagues have context you don't, and building trust takes time.

If you are entering a remote or hybrid role: connection does not happen automatically. Reach out, show up, follow up. That intentionality is what gets you noticed, mentored, and promoted.

Three Actions College Grads Can Take to Get Hired

1. Run an original research project.

Ever wonder why some experience at work, school, or even your favorite store had to be so hard? Pick a question your intended industry has not fully answered. Use AI to gather data and create a prototype, but apply your own analysis and point of view. Write it up. Share it. It is less about being right and more about your exploration process. This signals curiosity, critical thinking, and comfort with ambiguity in one move -- exactly what hiring managers say they cannot find enough of. Grimminck's CareerReady Connect program was built on this very insight: students who are actively engaged rather than just spoken to build confidence and begin thinking differently about what is possible.

2. Practice asking impact-driven questions -- out loud, in every setting.

Replace "What should I know?" with "What problem is this team trying to solve that nobody has cracked yet?" or "Where do you see the most untapped growth potential in this industry? What are competitors missing?" Questions that drive toward impact signal strategic thinking and make you memorable. Practice until it becomes instinct.

3. Build your empathy muscle deliberately.

Seek out a role, project, or volunteer experience that puts you in relationship with people whose backgrounds, perspectives, or challenges differ from yours. Empathy is not a personality trait. It is a practiced skill. As Grimminck notes, some of the most valuable growth comes from experiences that simply teach you how to work with people, communicate effectively, and navigate environments outside your comfort zone. The graduates who can demonstrate empathy in interviews, in teamwork, and in how they communicate will stand out in a field of equally credentialed candidates.

The Future Belongs to the Curious and the Connected

AI is not your competition. Rigidity is. The graduates who will thrive are the ones who stay curious, keep connecting, embrace discomfort as a teacher, and lead with both empathy and accountability from day one.

Your degree got you to the starting line. What you do with your humanity is what will carry you forward.

This article was originally published on Forbes.com more

Career development

 8h

What Do You Do When a Potential Employer Asks for a Writing Sample?


Depending on the job you're applying for, a writing sample might be a requirement of the applicant screening process. Employers, for many professional jobs, place a high value on writing skills when screening applicants.

That's especially the case when writing is a component of the job. In order to ensure candidates have the skills they need, it is not uncommon for hiring managers to request a... writing sample in addition to a resume or cover letter when they conduct their initial review of candidates. Or, you may be asked to bring a writing sample to a job interview.

Here's information regarding when companies request writing samples and how to submit them. You'll also find tips about choosing a writing sample as well as about how to write one.

When Do Employers Request a Writing Sample?

A writing sample is a common requirement for writing-intensive jobs in journalism, content development, publishing, public relations, communications, research, and consulting. However, you may be asked to provide a writing sample, or other examples of your work, for other types of positions.

For example, if you are applying for a position as an executive assistant to the CEO of a Fortune 500 company, and they will need you to write some of their correspondence, your writing skills are key.

Employer requirements vary as to what is asked for, and when during the application process applicants are asked to submit their sample. So remember, what you will be asked for depends entirely on the job and the company.

Choosing a Writing Sample

The most important consideration when choosing a writing sample should be quality. Make sure the writing is your very best and have it reviewed for content, spelling, and grammar before submitting; carefully proofread your sample.

If you don't have professional writing experience, you may have other options. For example, an academic paper that was well-received by a faculty member will suffice as a sample if you're applying for a job at a university.

A published article, either in print or online, is another good option. If you have a blog, feel free to submit your best blog post. If you've written posts on LinkedIn with content that relates to the job, go ahead and use that. If you're lucky enough to have published articles, especially for media jobs, that will bolster your credentials as a candidate.

Match the Sample With the Job

Another important factor is relevance. Whenever possible, you should always match the type of writing in your sample to the kind of writing required in your target job.

For example, a journalistically styled piece (or a press release that tells a story) is most suitable for media-related jobs, while an academic paper works best for a research job.

Write a Sample for the Job

Don't be intimidated if you don't have a writing sample to submit. It's always an option to compose a piece especially geared towards a particular position.

In fact, the hiring manager might appreciate your initiative. Just make sure the sample reflects your strongest writing.

Follow the Employer's Directions

Carefully follow any guidelines that your prospective employer provides regarding length or format.

If you're providing an academic sample, you can extract a segment from a longer paper if your sample is self-contained and understandable on its own. If you do this, then label your excerpt something like, "Introduction and Conclusion from a 30-page Thesis entitled The Evolution of Gender Roles in Post Industrial America."

Generally, directions for how to submit a writing sample are included in the job posting or provided by the employer. You may be asked either to email your writing sample with your resume and cover letter or to upload it to an online portal along with your other application materials.

Bring a Writing Sample to an Interview

If you're asked to bring a writing sample to an interview, print several copies. This way, you'll have enough for whomever you might meet with. The easiest way to bring them is in a portfolio along with extra copies of your resume and a list of references. If the interview is remote, email your writing sample to the hiring manager in advance.

When applying for jobs where writing is involved, be proactive. Even if an employer hasn't requested a sample, you can bring one to the interview or post samples on their website. more

Career development

 1w

I got laid off from IBM over 2 years ago and I'm still unemployed. I don't want my kids to feel like anything is wrong.


This as-told-to essay is based on a conversation with Fatema Ali, a job seeker in her 30s who lives in Texas. She previously worked for IBM as a project manager before being laid off in 2024. The following has been edited for length and clarity.

In early 2024, I began to worry that my time at IBM could be coming to an end.

I was a delivery project manager based in the Dallas area and had been... working remotely since joining IBM in 2018. That January, IBM announced that all US managers would be required to report to an office or client location at least three days a week or risk losing their jobs. There was an office about 15 minutes from my home, and I started going in regularly.

In February, my manager started warning me that broader layoffs could be on the horizon. By the time I was laid off in April, I wasn't completely surprised.

More than two years later, I'm still looking for full-time work.

My husband and I were suddenly both out of work at the same time

What made the layoff more difficult was that a few months earlier, my husband had left his job to pursue a startup idea that wasn't yet generating income. We had three children to support, and suddenly neither of us had a traditional full-time job.

One thing working in our favor was that we had already paid off our house. That gave us some breathing room and relieved some financial pressure.

Even so, there was a lot of financial uncertainty. We cut back where we could and tried to live more simply, including traveling less with the kids. For a period, we were largely living off savings and the severance I received, which amounted to about three months of salary.

I started looking for work immediately, both inside and outside IBM. There was one promising internal opportunity I applied for, but it would've required me to move to North Carolina. I had recently bought a home in Texas, had family nearby, and didn't want to uproot my three children.

Instead, I focused on finding opportunities closer to home, primarily in project and program management, while also applying for roles in higher education, nonprofits, and government.

The job search feels harder than it did during the Great Recession

When I graduated from college in 2008 during the Great Recession, the job market was difficult. Looking back, it almost feels like a walk in the park compared with what I've experienced over the last two years. Back then, I was getting more interview opportunities.

One of the most frustrating parts of the process has been dealing with applicant tracking systems. I have dozens of résumé versions for different roles because I know résumés can be filtered out if they're missing the right keywords. It feels like strong candidates can be overlooked before anyone has a chance to review their experience.

I can spend hours tailoring an application and never speak with a human recruiter. It's become a nightmare.

I try to reach out to people in my network. If I see a mutual connection who works at an organization where I'm applying, I'll try to reconnect with them directly. Simply applying online without a referral has become one of my least effective job-search strategies.

I've landed a few interviews over the last two years and have made it through multiple rounds with some employers. In many cases, companies ultimately chose an internal candidate or someone with more experience in a specific area. Occasionally, I check LinkedIn to try to figure out who ended up getting the role based on their title and start date.

I've tried to make the most of my time away from work

While I've been looking for work since my layoff, I haven't always been consistent with my applications. I spent time helping my husband with his startup and devoted a lot of time to caring for my youngest child.

Last year, my husband decided to focus less on his startup and return to the workforce, landing a new job in November. That provided some financial relief for our family.

As my children have gotten older, I've also had more freedom to focus on my career again. By the middle of last year, I became much more consistent with my job search.

While I'm still looking for work, I've scaled back my job search somewhat in recent months to spend more time pursuing projects with my husband, notably P1loop, an app we launched together. My husband used his experience as an iOS developer to help build it.

The app is designed to help teams communicate about urgent operational issues. It isn't generating any income yet, but we're hopeful. My layoff experience has forced me to rethink stability, take a risk, and try to build something meaningful from scratch.

The biggest lesson I've learned is patience

I've been working since I was 19, and I'm looking forward to returning to work.

My job search has been stressful, but I didn't want that pressure to show on my face. I don't want my children to feel like there is anything wrong. I want to carry on with the day and stay grounded as best as I can.

Being unemployed hasn't felt like much of a break. When you're dealing with financial uncertainty, caring for children, looking for work, and trying to build something new, your mind is always racing.

My best advice to anyone going through this is to stay patient, whether you've worked really hard and things are going exactly the way you hoped, or things aren't falling into place yet.

While I'm still looking for the right opportunity, I've learned the importance of staying the course. more
11   

  • Naliaka Kisia

    9h

    Wow, I actually thought it was easier in the developed countries. Job hunting has become something else.

  • Debbie Satterfield

    1w

    I am in the same unemployed, physical, mental and financial situation for greater than a year. I've become numb to the rejection emails. Some days I... think it would be easier to get admitted to a mental institution.  more

Load more...

Jenson Lane


Career development 4d
Is job hopping every 2–3 years still the best way to grow your salary, or do employers see it as a red flag? I'm curious whether hiring managers and candidates view this differently.
2   

  • Hussaian Umar

    9h

    Depending on the job

  • Victor Akanbi

    2d

    0m
    HRM will always find fault with you jumping jobs. I faced similar scenerio in an interview where the senior HR critized my CV having worked for 3... companies in 4 years but the real question is are we supposed to miss opportunity that comes with more growth, more compensation but to just stick to the present role with less growth. more

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Career development

 10h

5 Reasons to Volunteer with CorpsAfrica and Kickstart Your Career - Newsy Today


CorpsAfrica is currently recruiting young professionals across 11 African nations for year-long rural development fellowships, a model gaining traction as a formal bridge between university graduation and long-term career placement. According to the organization, the program mandates one year of immersive service in underserved communities, focusing on locally-led initiatives in sectors like... agriculture, education, and healthcare.

Why Is Volunteerism Becoming a Career Strategy?

Career development experts identify structured volunteer service as a primary mechanism for overcoming the "experience gap" that frequently prevents recent graduates from securing formal employment. By placing participants in field-based roles, organizations like CorpsAfrica provide tangible project management and community engagement data for a resume. Unlike traditional internships that often focus on administrative tasks, these fellowships require participants to navigate complex logistical challenges in rural settings. This practical exposure to proposal writing and sustainable development practices provides a measurable competitive advantage in sectors such as public service, international development, and social entrepreneurship.

How Does Grassroots Development Differ from Traditional Aid?

CorpsAfrica operates on a community-driven model that prioritizes local ownership over foreign-led intervention. According to the organization's operational framework, volunteers do not arrive with pre-packaged solutions. Instead, they reside in rural areas for 12 months to facilitate a process where residents identify their own primary needs, such as clean water access or food security. This approach contrasts with traditional top-down development, which often faces criticism for failing to account for local cultural nuances or long-term maintenance requirements. By embedding young professionals within the communities they serve, the program aims to ensure that projects remain functional long after the volunteer's service year concludes.

What Are the Requirements to Apply?

To be eligible for a CorpsAfrica fellowship, an applicant must meet five specific criteria established by the organization:

* Must be at least 21 years old.

* Must hold a university degree or demonstrate equivalent professional experience.

* Must be a citizen of the country where they are applying to serve.

* Must commit to a full one-year term in a rural or remote location.

* Must prioritize community service over financial compensation.

How Can Applicants Avoid Recruitment Scams?

As competition for professional development opportunities grows, CorpsAfrica has issued a formal warning regarding fraudulent recruitment communications. The organization confirms that all legitimate correspondence originates from verified "@corpsafrica.org" email addresses. Applicants are advised to disregard any offers of employment or volunteer placement sent via public email services like Gmail, Yahoo, or Outlook. If an applicant receives a suspicious message, the organization requests that it be reported directly to their official channels to prevent impersonation scams.

Frequently Asked Questions

Is the CorpsAfrica volunteer program a paid position?

No. According to the organization, the program is based on the principles of service rather than financial gain, though it is designed to provide significant professional development and networking value.

Can international applicants apply for the program?

No. CorpsAfrica explicitly requires that applicants be citizens of the country where they apply, emphasizing a model of local citizens serving their own communities.

What is the deadline for upcoming applications?

Deadlines vary by region. Currently, the cutoff for South Africa is 30 June 2026, for Côte d'Ivoire is 8 July 2026, and for The Gambia is 25 July 2026.

What happens after the one-year service term?

The organization reports that many former volunteers leverage their field experience to transition into roles within nonprofit leadership, government, and the private sector, utilizing the professional networks built during their service year.

Are you looking for more opportunities to build your professional profile in the development sector? Subscribe to our newsletter for regular updates on fellowships, workshops, and career-advancement programs across the continent. more

Career development

 10h

West Alabama teens learn essential job application skills at workforce development summit


TUSCALOOSA, Ala. (WBRC) - Job skills don't always come naturally. Some are taught and then practiced over time so you're more prepared for a job interview and then keeping that position.

Tuscaloosa One Place hosted its first ever teen workforce development summit, inviting teenagers eager to get a job but don't have the experience to confidently apply for one.

More than two dozen gathered to... learn the basics, leaving more confident on how to get a job.

Career coaches talking to small groups, teaching them about several aspects of searching for jobs and how to get hired.

The teenagers in attendance got examples about writing good resumes and cover letters, how to dress for job interviews, what questions to expect and how to best answer them.

Gracie Powell, the media relations manager for Tuscaloosa One Place, said the program is an adaptation of their adult lunch and learn course.

"Through our workforce development program, we do a four-week program for adults," Powell said. "It just goes over the same types of skills, resumes, cover letters and then we have some in-depth job search career counseling."

The teenagers met for a three-hour session geared towards them while a similar course for adults lasts nearly a month.

Get news alerts in the Apple App Store and Google Play Store or subscribe to our email newsletter here. more

Anonymous member


Career development 2d
Have you ever stayed in a job you disliked simply because the market felt too risky to leave? At what point do you decide it's time to move on?
2   

  • kedi john

    11h

    I think the good approach is continuing earning from the job while searching for that of ur passion rather than quitting to sit back at home jobless

    1

  • EMMANUEL OKWARE

    11h

    Save for three months leaving expenses and now quit

Load more...

Career development

 11h

31 Times People Ruined An Interview In Seconds


While you're at it, don't forget to check out a conversation with hiring consultant and owner of Hire Possibilities Carolyn Illman, who kindly agreed to give some pointers on how to recover from fumbling a job interview question.

Not me, but a friend. They got asked "how's your grammar?" They HEARD "how's your grandma?" So they answered "she's fine, thanks..." in a very confused tone. Thankfully... the interviewers laughed, and they got the job.

leeenielou , Andrea Piacquadio/pexels Report

"Whats your background" *I Look behind myself and back around to video call* "Well it's a sort of mirror?" .... "I mean what is your background in work?" .... I still haven't recovered from that.

LucidTopiary , Matilda Wormwood/pexels Report

About five minutes in & the third generic interview question I got asked: "What would you say is your main weakness?" Aaand I pulled out a pre-printed business card and handed it to him that just said: 'I tend to over prepare'. It'd got a good laugh at previous interviews and broke the ice, but this dude looked at me like I'd just slapped his mother and I got a "thanks for your time, we'll be in touch".

Daedricbob , Andrea Piacquadio/pexels Report

High-stakes interviews combined with jittery nerves can make a person completely miss the mark on a question, even though they've prepared for it well in advance. It can also be the fault of an interviewer who failed to clearly formulate the query.

However, according to the hiring consultant and owner of Hire Possibilities, Carolyn Illman, the latter happens rarely and isn't used with the intention of testing their interviewee. "It doesn't build trust in an interview and doesn't result in gathering the information they need to know if this person is going to be a good hire," she tells Bored Panda.

But if an ambiguous question happens to pop up, similarly to the person who started this discussion, Illman advises always assuming that it's related to your professional career. "It's great to ask up front before you get too far," she notes. "For example, many interviewees have asked me, 'I have two examples for this question, X and Y- which sounds more like what you're looking for?'"

"Do you have a driving licence and your own car?" "Yes" "Is it clean?" "Er, yeah, I washed it the other day actually" "I meant the licence...".

User , Pixabay/pexels Report

Slept in for the interview, quickly cleaned up, got ready, shaved my face and rushed out the door into a taxi. Made it just in time. Unfortunately, not passing a mirror on my way out did me a disservice. I sat down opposite the panel and they all had very strange expressions on their face. I'd cut my neck quite badly while shaving and didn't notice and apparently had touched the blood at some point and smeared it on my face too like some sort of lopsided war paint. Didn't realise until I'd left the interview and saw my reflection in a shop window. I did not get the job.

Beneficial-Way4428 , cottonbro studio/pexels Report

Not me, but my mum often talks about the time she was interviewing for a grad job after a group exercise with the other applicants. The interviewer stated that she thought she came across as a bit defensive, and my mum replied with "no I'm not".

Pretend_Canary Report

But if your mouth works faster than your brain and you accidentally let a foolish answer slip, it's possible to recover. For this, try not to get too hung up about it. Instead, focus on maintaining a professional appearance, remaining calm, and mentally preparing to answer another question coming your way. It might be beneficial to take deep breaths, smile, and maintain eye contact.

If the interviewer is seasoned, they'll also make sure that the interviewee feels comfortable and keeps the conversation flowing, says Illman. Therefore, the candidate shouldn't feel responsible for making up for a question they might not have answered flawlessly.

"It's also perfectly okay to circle back on a question during a natural break in the conversation and say, "You know, I'm realizing I could probably answer your question better. Can I give you a little more information?" The interviewer may choose that it's best to move on, but at least it shows self-awareness from the candidate," the hiring consultant says.

I was 18 and had applied to be a GP receptionist whilst trying to figure out what I wanted to do with life, had just dropped out of uni so was in a bad place. I'd been plagued by spam calls in recent days, and I got a 'no caller ID' call and answered it with silence...there was also silence on the other end. After about 10 seconds I say "so are you going to say something? what do you want?" in an annoyed tone. Turns out it was the GP receptionist calling me to test my phone manner as a screening process. I didn't get the job!

TastyDragonfruit3000 , Ketut Subiyanto/pexels Report

Was given the wrong directions to the place (I'd lived in the city about 2 days and it was an hours walk away roughly, in the days before smartphones too). Realised I was at the wrong place and knew I was screwed 10 mins before the interview. Phoned them and apologised, then made my way there over an hour late Got the job anyway.

Alanthedrum , Sora Shimazaki/pexels Report

When I was a teen I was dropping CVs into various businesses, one of them the manager asked if I was free to have an interview there and then. First question he asked was if I knew what they did as a company. I had literally no idea. Didn't even know the company name. It was a very short interview.

GiffGiffGiff , Karolina Grabowska/pexels Report

Besides, most times, the awkward situations are all in our heads. The slight quiver in your voice when you listed your weaknesses or your vagueness about your five-year goals may be much more obvious to you than to anyone else, and it often doesn't have that much of an impact on your interview.

However, if an interviewee feels tested during the meeting and is uncomfortable with the way it's going, she advises thinking again about whether the organization is a good fit for them. "Companies should be aware that this practice can break trust and result in a bad customer experience for candidates.

Aged 21 going for a summer sales job, was asked how do you make a sale about the buyer? 'well I like to personalise it, if the person is old, like you.....' Never recovered. I am now a systems architect, so i definitely failed upwards.

Murky-Sun9552 , cottonbro studi/pexels Report

Had two interviews lined up...one in the AM and one in the PM at competing firms. Only a special kind of idiot would get them mixed up...

Coop3rman , energepic.com/pexels Report

Was told I had a colourful CV. "Thanks, it's just a Microsoft Word template".

leugeneskabs , Karolina Grabowska/pexels Report

An alternative to smoothing things over after a failed interview is to send a short thank-you note. The follow-up email should include only the most important mistakes and omissions from the meeting. After thanking the employer for their time, move on to additional information.

"How do you think you could successfully differentiate when working with people, based on different race, culture and genders?" "Doesn't bother me in the slightest that your black and a woman, happy to work for you" "I'm talking about our customers not me".

zephyrthewonderdog , Christina Morillo/pexels Report

Not to be cocky but I'm pretty solid at interviews. Even when I'm super nervous I seem to pull it outta the bag. I do remember one interview, it was just for a bar job and it was purely to get me by for a few months before I went traveling so I wasn't super invested and didn't really do any research or mental preparation. During the interview the team asked me where I saw myself in 5 to 10 years time. Normally I'd fluff this and give some nonsense about wanting to further my career within the company once my experience had grown but I knew this job wasn't the end goal it was just something to get me by so I was totally honest. I said I didn't know, I've actually never known what I wanted to do with my life and that's why I've bounced from one city to the next, from one job to the next and in truth I'm not that bothered where I'm going to be in 10 years time as long as I'm happy !!! They just looked at me dumbfounded and offered me a supervisors position when all I wanted was to be bar staff. Since then I've done loads of different things but when I turned 30 (maybe a bit later tbf) I realised I had to get serious and work hard so I actually committed to chasing promotions in my job, I worked harder then everyone else and did every ounce of overtime. I became a supervisor, then a manager. I paid off my dept and got a mortgage on my first home, right now I'm working hard to renovate that place and turn it into something I can really take pride in. But if you wanna know the truth, the last 10+ years I've been utterly f*****g miserable. Working so hard and making work such a strong focus of my life has utterly killed me. My mental and physical health have taken a battering. And because of that I've been thinking loads about that interview I had when I was younger and I want to go back and give that kid a big hug because somewhere on this journey I forgot what the old me had said and I was so much f*****g smarter back when I was young then the man I am now. I've actually taken a step back, I work a simple min wage job now, I don't earn as much but I also don't work as much. In truth it's a struggle to pay the bills but I'm trying to find my way back to who I was. So don't worry about the interviews you failed or the opportunities you've missed cos works not as important as being happy, peace out m***********s and sorry for the long winded tale 🤘.

British-Pilgrim Report

When I was 19 I went for an interview for a retail job and had 2 interviewers, the assistant manager and one of the team leaders. I instantly recognised the team leader as a friend of a friend I'd seen around at several parties. I proceeded to give him a warm greeting and conducted the remaining interview with the sort of familiarity you'd expect from someone you know. I was thinking the whole time I've got the job in the bag and how fortunate it was I knew the interviewer. About half way through though I realised he was looking at me like I'm a complete werido and I wasn't sure why. I ended up getting the job and about 6 weeks passed before I casually mentioned our mutual friend Adam, and he was like 'Ahh you know Adam!'. Turns out the whole time he didn't recognise me and thought I was gay for him.

Streams0fDreams , Tima Miroshnichenko/pexels Report

Job search company The Muse provides an example of this: "Since we were talking about my social media experience, I should also mention that as part of my internship at Smith Media, I wrote weekly blog posts and initiated a campaign to boost the company's Facebook followers to over 3,000. This experience, along with the rest of my background, would really allow me to shine as your new social media specialist."

This note adds any details that you forgot to mention but doesn't count them as mistakes, rather than you saying, "I'm so sorry, but I completely forgot to mention one of my internships!"

Apparently I blew it by my appearance. Set the scene: its March 2022, the year where March was scorching hot. I've just been made redudant as a contact centre manager for one of the biggest brand names in the world, amd we wore smart casual. I turn up, haircut day before, trimmed a small beard. Medium brown chinos, ironed shirt (coloured, a nice one from Next). I am 2nd interview now, and it's with the owner. I have 16 years experience in the industry. Owner turns up to interview in a polo, denim shorts, and white socks all the way up to his shin, and white reeboks (you can tell i'm not at all bitter about this). He had asked me to give him a presentation on launching a new product, covering all areas but reasonably light on the minutia of detail as he wanted it 10 mins, so lots of headers, with summaries as to pro/cons. I went all out, created a branding (not using his and explained I didn't want him to be concerned with me having a document that looked official which he did actually credit me for). Practised my 10 minutes to not stumbling anywhere, and added a spare two minutes just in case. Presentation ends, he is silent, so I quickly run through my two minutes. Hands shake, off I go into the 30 degrees of freak British weather. Call from the recruiter: "He says you didn't dress smart, what the f*** where you thinking?! He also says you went over the 10 minute mark for presentation, so he's passing you up". I argued that everyone was dressed "lower" than I was, it was non-client facing with smart cas attire as the rule. I also explained the silence and why I went over. I think I dodged a bullet, personally, and it took a year to fill the role from my understanding.

User , Henri Mathieu-Saint-Laurent/pexels Report

Don't worry my friend. I was once asked "how did you get here?" and they were actually asking how I travelled there. Except I f****d up even more by saying "through the entrance" and pointed towards the door. I was 17 and it was a bag of nerves for my first job interview and knew I'd f****d it there and then.

LHM1989 , David Howard/flickr Report

Not me but a friend who travelled to the interview in Germany by Lufthansa. Interview hadn't yet started : Which airline did you use ? Answer : Luftwaffe.

ItsReallyOnlyMe , Priit Tammets/flickr Report

I went for an interview with a company that provided parts to the military. So it was very secure and locked down...so I arrive early expecting a 10 minute wait but the previous interview finished early so I was caught off guard. Fact was I'd had the curry in the fridge last night ..the one that was 3 days old...but smelt OK. Anyway, I start the interview and my stomach roars....once twice and then I say...sorry I think I'm having some food poisoning cna I use your toilet. So, as this is a secure facility the main interviewer...the guy who signed me in...had to [working woman] me to the toilet. They waited outside the stall while I unleashed the mother of all diarrhea. I'm not talking about a quiet stream either. I'm talking about explosive..... And it went on and on and on. I was there for 15 minutes easy. I finally leave...sweaty and tired. Bruised and battered (we've all been there)...and left the stall...to come face to face with rhe interviewer who'd been there the whole f*****g time. 'Are you OK?' He asked nicely with a face failed to hide his disgust.... 'No'...I replied. Then for some reason I was like...'but we can continue' [why?] was I thinking. He gave me an out and I f****d it up....so back into the interview room...I mumbled some answers....sweating like a junky and honestly after 2 more generic 'why do u want this job'type questions they said...'well we have what we need...thanks' No hand shakes...escorted ro the exit. In the glass door I see them exchanging looks. I cnst balme them.

bluecheese2040 , MART PRODUCTION/pexels Report

[to be honest] if that ends any chance of a job I'd be amazed. I'd see it as a nice way to disarm any nerves and laugh at the error. Anyway not an interview, but an 8 hour lab exam for a certification that starts with four questions. You need to get three right. I knew I'd only got two right. So that was 10 minutes into an 8 hour lab exam.

SignificantRatio2407 , Ketut Subiyanto/pexels Report

Went for an interview at a media company that focuses on kids. Covered my background, good. Why did I want this role? Also good. Then they asked me why I thought I was a good fit for the role. Among other things, I told them I knew that audience well, having a four year old kid of my own. I was 22 at the time. Saw the woman's face turn to stone as she did the maths. Knew I wasn't getting it.

AndyVale , cottonbro studio/pexels Report

Right at the start, by not showing up. Even though I'd spent hours preparing for the interview. I'd applied to work for a British organisation with a base in Belgium. The interview was via video link. When they told me the time of the interview, I didn't think to convert it to UK time. So I showed up an hour late. They weren't impressed, and I didn't get the job.

David84874 , Andrea Piacquadio/pexels Report

It was one of my first job interviews since I was only 18/19, but I asked them what the notice period was. The look on their faces was priceless and obviously I did not get the job.

tigerspicelatte , Tima Miroshnichenko/pexels Report

The building was confusing and I walked through the wrong door. The interviewer saw and told the receptionist "I definitely don't want that one". I went and got very drunk in the pub opposite instead.

Own_Air_5945 , Esranur Kalay/pexels Report

I was pulling into the car park and some d******d tried to overtake me at the entrance we had a shouting match with visual aids turned out he was the guy I was interviewing with. Went through the motions I wasn't selected.

Ancient-Range- Report

So, for context, this was the third and final stage of an application for a high, but not director, level position. First interview - with a (non managing) director (we'll call them Bob for ease). Went really well. I am told this role is not a practical, day to day position and is more about strategy. Second interview - Same non managing director as above, along with two other high level hires who I would be working with. Went really well. It is reinforced to me that the position isn't a nitty gritty position but to take ownership of expansion. Third interview - I am prepped as I am meeting the managing director & owner - we'll call him Fred. I was asked to prepare an overview of my priorities for domestic expansion. Arrive at the meeting, met Bob who was very enthusiastic about me being there, but takes me to one side before we begin and says, "So, when you meet Fred, he's very keen to hear about your strategy for international expansion..." **pause**, "... and I think we mentioned before that Fred can be very direct... " **pause "**so just take 10 minutes and come up when ready". Fair enough I think, thinking on your feet etc is a good skill to display. So, came up with a quick pitch and went upstairs. Fred comes in, says rather disparagingly, "oh, you're looking very smart aren't you?" to which I reply, "Well, you've got to make an effort!" So we're 10 seconds in... Fred sits down and asks, "So what do you understand about this role?" "Well, as I understand from Bob, this is a strategic role rather than hands on..." "No, that's not correct at all. It's very much hands on." Fred stands up and says, "Bob, can I have a quick word" and leaves the room with a very embarrassed Bob. I sit there awkwardly for a few minutes. Bob comes in and sheepishly thanks me for my time. I think I could have phrased "hands on" better, but still, Jesus Christ...

meisobear Report

When I was 18 and had little experience, I put in my CV that I was fluent in French, which is a lie. The person who interviewed me was Tunisian, and spoke fluent French. She spoke to me in French as she entered the room. The interview was over before she'd even sat down.

JamDoughnutMan , cottonbro studio/pexels Report

"Tell me how you got here today?" is very open to interpretation. I'd have done the same as you.

User , Sora Shimazaki/pexels Report

1. "Meet me in the Adam and Eve pub." Went to the wrong Adam and Eve pub... 2. Pushed a pull door. Several times. "I'm here for the interview." "There is no interview or job vacancy." "What about the sign that says help wanted." "No, there is no sign.".

mysp2m2cc0unt Report

Had a job interview at a place in the middle of nowhere (pre GPS on your phone). Had a quick look on the map before I left, got lost and ended up in a village with a very similiar name. Thought, sod it, I'm so late I might as well go home but on the way back found myself driving past the right place. Thought, sod it, and went in for the interview. Had a comment about 'thought you weren't coming', went through with the interview...didn't get it. But....about a week later they got in touch and said the original person they offered it to had said no, so did I want the job. I said no (mostly based on the commute) and I judged them for offering the job to a candidate who turned up 45mins late for the interview.

GSV_honestmistake , Kampus Production/pexels Report

Not sure if it's "messed up" but after about 7 minutes in, it became quite clear the job was not what was advertised and I bluntly told them not to waste any more of my time if they weren't interested in what I was actually here to interview for. I've also "failed" an interview before it even started, went down to London to interview for a new client (contract position) I signed myself in 30 minutes early, was told where everything would be. 45 minutes after the interview was supposed to start, I still hadn't been called in, despite the fact that I could see the two interviewers sat in a glass office together for the duration. I dropped my expenses invoice with the receptionist and left, went to the cafe downstairs and got myself a coffee. Phone rang 5 minutes later and I told them they could either come downstairs and join me for coffee or put the phone down. I dragged the director of engineering down 8 floors, let him buy me another coffee and then told him I was no longer interested. I've had an argument in an interview before, which I'm fairly certain cost me the job. The "technical specialist" made a point that was demonstrably wrong, I thought it might be an attempt to catch me out, so I told him he was wrong, articulated why, and it descended into an argument from there. Didn't get the job, but wasn't too upset about it as I'd have been working for a weapons grade lemon. Worst in terms of time to failure was probably when I was 17 and was voluntold to go and interview for the local Waitrose. Told them I was only here because my mum nagged me into it, I had no interest in working for them and customer facing work was not my forte. Two and a half hours of group interview nonsense later I got to leave. If you ever get the opportunity, interview for some jobs you're not interested in and see how far you can push being useless before they actually close the interview and tell you to go away. It's quite entertaining. Every now and then you'll still get a job offer, which is even more confusing.

User , Yan Krukau/pexels Report

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Career development

 12h

Why Career Development Is Becoming One of the Strongest Retention Strategies - HR Daily Advisor


There's a shift in how employees think about their careers, and the companies paying closest attention are the ones building stronger, more loyal teams. Workers today place a higher premium on growth, development, and long-term opportunity than many employers have historically recognized. Traditional workplace perks like wellness stipends, or flexible Fridays, are certainly worthwhile, but they're... unlikely to keep talented people committed if they can't see a future inside the organization.

For fast-growing companies especially, the retention conversation has to go deeper. Developing visible career pathways, internal mobility, thoughtful succession planning, and mentorship are the foundation of a retention strategy that holds up over time.

The U.S. Bureau of Labor Statistics tracks voluntary separations every month through its Job Openings and Labor Turnover Survey, and the data consistently shows a workforce that will leave when conditions fall short of expectations. The BLS Monthly Labor Review identified lack of advancement opportunities as one of the top reasons workers voluntarily left their jobs, placing it alongside pay as a priority. Addressing compensation while deprioritizing development leaves a gap that talented employees will eventually walk through.

What Companies Get Wrong About Retention

It's a common mistake organizations make, to treat retention and compensation as the same conversation, while pushing career development to the back burner until turnover forces the issue. Retention is not a reactive problem with a reactive fix. It's a culture question, and the answer starts with whether employees can see what comes next for them.

Every employee benefits from understanding what growth is attainable in their role, and development conversations that aren't limited to annual review cycles, build the sense of investment that keeps people committed and less inclined to look elsewhere.

That kind of development does not have to be complicated or reserved for a formal leadership track. A voluntary training program, for example, can help employees build specialized skills through hands-on learning, interactive coursework and milestone-based incentives, giving them a clearer path to certifications, advanced responsibilities and long-term growth inside the company.

Making mobility visible and celebrated, rather than tucking it into a job board that gets little traffic, turns internal movement into something employees actively pursue. It's important to recognize people who step into new challenges or earn certifications through structured programs as it reinforces the message that growth within the company is possible.

Some organizations also make mobility visible by promoting early and often. When strong performers earn a first promotion within six to nine months, then step into mentor or captain-style roles where they support a few colleagues while still doing their own work; employees can see that leadership growth is not abstract. It is something people around them are actively doing.

Succession planning demands a similarly broad lens. When an organization reserves succession conversations for the C-suite, it misses the chance to build a resilient pipeline at every level of the business. In high-growth environments especially, succession planning requires identifying future capability gaps and building development plans today that will close those gaps before they become critical, which is done by assessing both performance and potential on a rolling basis.

Performance management carries the same challenge. An annual or semi-annual review process can't keep pace with the speed at which fast-growing organizations evolve. The cadence of performance conversations has to match the cadence of the business, which involves:

* More frequent check-ins

* Clearer near-term expectations

* Managers who are equipped to coach rather than just evaluate

Within a continuous feedback culture, promotions and performance conversations are an ongoing dialogue.

In practice, that can look like HR and leadership reviewing performance metrics and KPIs each month to spot coaching needs, development gaps and emerging talent. It keeps the organization closer to what is happening with its people, and it makes both promotions and performance conversations feel less like a surprise.

Building a Development Culture

Putting these principles into practice requires both structure and commitment. Clear career paths give employees a concrete picture of what advancement looks like and what performance markers will get them there, replacing guesswork with genuine agency over their own growth.

Connecting development opportunities to milestones and incentives strengthens motivation. Layering hands-on learning with certification pathways and role-based advancement creates clear evidence that effort leads somewhere. When employees can point to tangible progress, whether that's a new credential, a promotion, or an expanded scope of responsibility, they're more likely to see the organization as a place worth growing with.

Mentorship is key in this ecosystem. The Bureau of Labor Statistics projects employment of training and development specialists to grow 11% from 2024 to 2034, much faster than the average for all occupations, showing just how broadly organizations are recognizing the strategic value of learning infrastructure.

The organizational payoff of getting this right extends well beyond retention. Internal mobility ensures that employees know the company well, while giving employees new challenges that re-energize their commitment. A strong focus on internal development reduces dependence on external hiring and the ramp-up time and culture risk that comes with it. Additionally, a workforce that feels connected to its own growth inside an organization tends to be more engaged, more productive, and more willing to invest in the company's success the way the company has invested in theirs.

Jenn Harrold is the Senior Vice President of Human Resources at NewDay USA and an HR leader focused on talent strategy, organizational development, and growth. With more than 20 years of experience spanning technology, omni-channel retail, fintech, and logistics, she partners closely with executive leadership to align people strategy with business goals and help emerging growth companies and SMBs scale through talent and culture. Jenn has a track record of leading transformative initiatives that drive engagement and performance, with deep expertise in performance management, retention, succession planning, and change management. A purpose-driven leader, she is committed to mentorship, community, and building high-performing teams that unlock organizational potential. more

Career development

 13h

I'm a former recruiter turned content creator. Don't customize your résumé, don't overdo LinkedIn, and 10 other tips for job seekers.


* Emily Durham transitioned from recruitment to content creation and now advises on job market strategies.

* She says résumé customization is outdated and that you should craft a single, solid résumé.

* Effective networking is relational, not transactional; ask valuable questions to build connections.

This as-told-to essay is based on a conversation with Emily Durham, a 30-year-old author,... content creator, podcaster, entrepreneur, and former recruiter who lives in Toronto. It has been edited for length and clarity.

Before becoming Emily The Recruiter, a content creator with nearly one million TikTok followers, I held a variety of recruitment roles for nearly 10 years. I worked at a couple of large banks and some large tech companies, and focused on all career stages.

I noticed that early-career folks weren't passing interviews or didn't know how to advocate for higher salaries. I would be on the phone with candidates, offering them a salary, and they'd say, OK, yeah, I'll take it. I'd then find myself egging them on, trying to get them to negotiate more.

I didn't have time to prepare each candidate for every interview round the way I wanted to. One day in 2019, I recorded a 30-minute podcast episode on how not to mess up an interview and how to negotiate. Within three weeks, it took off. From there, I posted to my podcast, Clock In with Emily Durham, regularly, and within the same year, to TikTok and Instagram, too.

Between content creation and recruiting, I was working 75 to 80 hours a week and sleeping only four hours a night -- I knew something had to give. In 2024, I quit my job to pursue content creation full time.

If I were advising my best friend -- or myself -- on how to navigate today's job market, these are the 12 tips I would give.

1. Don't: Customize your résumé for every job

I would never customize my résumé for every job I'm applying to. I think it's incredibly dated advice, and it solves the wrong problem. The problem today is that no one's seeing it. You spend all this time on the "perfect piece of paper," and Susie from HR won't be reading it.

Why? Often, people who customize their résumés each time use AI to help, and everyone else does, too. You think it's standing out, but it's not. Recruiters can tell your résumé has been touched by AI.

2. Do: Make one solid résumé

Instead, having a résumé you wrote stands out so much more than having a cookie-cutter, perfect résumé that reads like all of the other applicants.

I'd focus on having one really solid résumé. I'd look at the roles I truly want at my ideal companies, then examine the job descriptions and the recurring words. These would include technical skills, leadership, data, and analytics.

Then, I'd cross-reference it with two or three more job descriptions and see how many of those repeat. That's usually a good indicator of your keywords. If you're feeling super stuck or overwhelmed, you can also ask AI to validate the keywords you found.

Integrate those keywords into your résumé by making sure that they're included in how you describe your work. So, instead of saying, "I worked with spreadsheets," say, "I analyzed data," and now you actually have those qualifications there.

You would also never catch me dead doing or recommending high-volume AI applications. The day I use an AI scraper to apply for 1,000 jobs a day, I'll be sick.

3. Don't: Treat networking like a transaction

After getting my one solid résumé, I'd spend the rest of my time networking on LinkedIn and in person so I'm visible.

One big networking mistake is treating it like a transaction. This can look like reaching out to someone you don't know and saying something like, "Hey, I'm Emily. I'm looking for a marketing role. Are you hiring? Can you refer me?" People aren't going to refer you because they don't know you.

I probably get 100 of these messages a day. Because you think this is good outreach, I'm not going to refer you.

4. Do: Butter people up by asking valuable questions

People need to feel like you're buttering them up a little before you ask for something from them -- that's how our brains work. Instead, get them on the phone and ask three or four questions about their career. Genuinely learn from them.

Then, at the end of the call, you could say something like, "I'm actually looking for a role. Do you happen to know anyone who is hiring in your company or in your network?" This way, you're treating it as a relationship rather than a transaction.

Attending in-person events hosted by companies can help. Companies are truly hiring at these events, and a lot of orgs and agencies are hosting their own in-house mixers once a quarter that people can attend.

If you've connected with someone once, you want to keep that relationship warm. This could mean sending a nice little check-in email every three to four months to see how they're doing.

5. Don't: Overdo, or underdo LinkedIn

One mistake is refusing to post on LinkedIn because you don't want to be an influencer. You're not being an influencer when you post on LinkedIn -- you're building your personal brand, and that's the difference. Not posting or interacting at all won't help you.

The other mistake is taking it too far. Don't write AI-slop posts. If I see one more "my wife cheated on me, and here's what I learned about B2B sales" post -- that's not quite doing what you think it's going to do.

Instead, keep it simple. We don't need to be revolutionizing space.

6. Do: Keep your LinkedIn updated

As a job seeker, I'd be posting on LinkedIn once a week. It can be as simple as resharing articles that are relevant to your industry.

Twice a week, I would comment on posts from companies I want to work at or from people who work there. Besides having a complete profile, posting like that is enough to push you into the algorithm, so you become a bit more relevant.

I don't think you need to be an influencer to get recognized, but I do think having content you can share about the value of your work online really matters. Whether that's LinkedIn, GitHub for engineers, or a portfolio for UX designers, people need to be able to interact with the work you've done and the brand you've built.

10 years ago, I'd say you don't have to post on LinkedIn, but today it's kind of required.

7. Don't: Give companies an excuse to not hire you

In a market where candidates get taken advantage of, employers should be held accountable. We see it in the uptick in ghosting, lowball offers, and candidates getting case studies that clearly ask them to work for free. It's valid that you want to express yourself, but doing it on LinkedIn is something to be cautious of.

Other recruiters -- especially recruiters who, frankly, might not be great at their jobs -- might be scared to reach out to you because they're scared to be put on blast.

Instead, I'd go to a website like Glassdoor or Fishbowl, since those sites are anonymous but still have the same impact. That stuff genuinely impacts how a company is perceived, but it protects you a little bit more. You can also reach out to that company's generic careers email if you'd like to give direct feedback.

Be careful on LinkedIn. The reality is, in an era when companies are finding every excuse not to give us a chance, you don't want to give them another reason.

8. Do: Ask the interviewer about their weekend

Don't skip small talk. Some people get right into business when the recruiter asks, how are you? They say, 'good,' and keep it moving.

At the end of the day, people want to hire people that they want to work with, so instead use small talk as an opportunity to ask them a few questions. Such as "What did you do this weekend?" You're easier to remember and harder to ghost when you do this.

9. Don't: Forget the basics

If you're not prepared for the basic questions, that's a problem. You know you're going to get asked: "Tell me about yourself," "Why do you want to work here?" and "Why are you looking for a job?" Those are guaranteed.

People's attention spans are about a minute and a half per answer. If you're giving two-, three-, or four-minute interview answers, you've already lost them.

Using lots of filler words, or pretending that you have the answers when you don't, is a mistake. Keep it short instead.

10. Do: Be freeflowing, no scripts

One of the biggest ones I see more and more in the age of AI is people reading off scripts, especially in virtual interviews, where you've got your notes, and it's clear you're reading. Interviews are conversations, not interrogations.

You want to show that you have the skills and cultural alignment, and you can only do that by being a person -- well-prepared but free-flowing, not scripted.

11. Don't: Overly use the word 'we'

Avoid overly using the word "we" instead of "I." When you're asked about the quality of your work, and you say, "We did this" or "our team did that," it can sound great because you're being inclusive, but recruiters want to hear what you did.

They're hiring you, not the whole team. If everything is through the lens of "we," they may assume you didn't have a big role. You need balance -- maybe 30% "we," but the rest should be specific about your individual contributions. If you can't say that clearly, the recruiter will assume it wasn't much.

12. Do: Turn off social media when needed

Don't fall into doomscrolling. We talk about social media doomscrolling all the time, but LinkedIn doomscrolling is real, too.

When you're in the job search, it's OK to not open LinkedIn beyond what you need to build your brand. A lot of what you're seeing is intense highlight reels, and we don't actually know how people are performing at work.

I would urge people to disconnect during their job search process. It's also OK to mute keywords like "job hunting" on TikTok, because seeing someone on day 1,000 of job hunting can add to anxiety unnecessarily.

If today were day one of my job search

I would structure my job search in shifts. For example, Mondays are for applying, Tuesdays are for reaching out on LinkedIn, and Wednesdays are for attending networking events.

Treating it like shift work helps prevent burnout, because even if you do everything right, it can still take time. You have to preserve your sanity.

Read the original article on Business Insider more

Career development

 13h

I'm a former recruiter turned content creator. Don't customize your résumé, don't overdo LinkedIn, and 10 other tips for job seekers.


This as-told-to essay is based on a conversation with Emily Durham, a 30-year-old author, content creator, podcaster, entrepreneur, and former recruiter who lives in Toronto. It has been edited for length and clarity.

Before becoming Emily The Recruiter, a content creator with nearly one million TikTok followers, I held a variety of recruitment roles for nearly 10 years. I worked at a couple of... large banks and some large tech companies, and focused on all career stages.

I noticed that early-career folks weren't passing interviews or didn't know how to advocate for higher salaries. I would be on the phone with candidates, offering them a salary, and they'd say, OK, yeah, I'll take it. I'd then find myself egging them on, trying to get them to negotiate more.

I didn't have time to prepare each candidate for every interview round the way I wanted to. One day in 2019, I recorded a 30-minute podcast episode on how not to mess up an interview and how to negotiate. Within three weeks, it took off. From there, I posted to my podcast, Clock In with Emily Durham, regularly, and within the same year, to TikTok and Instagram, too.

Between content creation and recruiting, I was working 75 to 80 hours a week and sleeping only four hours a night -- I knew something had to give. In 2024, I quit my job to pursue content creation full time.

If I were advising my best friend -- or myself -- on how to navigate today's job market, these are the 12 tips I would give.

1. Don't: Customize your résumé for every job

I would never customize my résumé for every job I'm applying to. I think it's incredibly dated advice, and it solves the wrong problem. The problem today is that no one's seeing it. You spend all this time on the "perfect piece of paper," and Susie from HR won't be reading it.

Why? Often, people who customize their résumés each time use AI to help, and everyone else does, too. You think it's standing out, but it's not. Recruiters can tell your résumé has been touched by AI.

2. Do: Make one solid résumé

Instead, having a résumé you wrote stands out so much more than having a cookie-cutter, perfect résumé that reads like all of the other applicants.

I'd focus on having one really solid résumé. I'd look at the roles I truly want at my ideal companies, then examine the job descriptions and the recurring words. These would include technical skills, leadership, data, and analytics.

Then, I'd cross-reference it with two or three more job descriptions and see how many of those repeat. That's usually a good indicator of your keywords. If you're feeling super stuck or overwhelmed, you can also ask AI to validate the keywords you found.

Integrate those keywords into your résumé by making sure that they're included in how you describe your work. So, instead of saying, "I worked with spreadsheets," say, "I analyzed data," and now you actually have those qualifications there.

You would also never catch me dead doing or recommending high-volume AI applications. The day I use an AI scraper to apply for 1,000 jobs a day, I'll be sick.

3. Don't: Treat networking like a transaction

After getting my one solid résumé, I'd spend the rest of my time networking on LinkedIn and in person so I'm visible.

One big networking mistake is treating it like a transaction. This can look like reaching out to someone you don't know and saying something like, "Hey, I'm Emily. I'm looking for a marketing role. Are you hiring? Can you refer me?" People aren't going to refer you because they don't know you.

I probably get 100 of these messages a day. Because you think this is good outreach, I'm not going to refer you.

4. Do: Butter people up by asking valuable questions

People need to feel like you're buttering them up a little before you ask for something from them -- that's how our brains work. Instead, get them on the phone and ask three or four questions about their career. Genuinely learn from them.

Then, at the end of the call, you could say something like, "I'm actually looking for a role. Do you happen to know anyone who is hiring in your company or in your network?" This way, you're treating it as a relationship rather than a transaction.

Attending in-person events hosted by companies can help. Companies are truly hiring at these events, and a lot of orgs and agencies are hosting their own in-house mixers once a quarter that people can attend.

If you've connected with someone once, you want to keep that relationship warm. This could mean sending a nice little check-in email every three to four months to see how they're doing.

5. Don't: Overdo, or underdo LinkedIn

One mistake is refusing to post on LinkedIn because you don't want to be an influencer. You're not being an influencer when you post on LinkedIn -- you're building your personal brand, and that's the difference. Not posting or interacting at all won't help you.

The other mistake is taking it too far. Don't write AI-slop posts. If I see one more "my wife cheated on me, and here's what I learned about B2B sales" post -- that's not quite doing what you think it's going to do.

Instead, keep it simple. We don't need to be revolutionizing space.

6. Do: Keep your LinkedIn updated

As a job seeker, I'd be posting on LinkedIn once a week. It can be as simple as resharing articles that are relevant to your industry.

Twice a week, I would comment on posts from companies I want to work at or from people who work there. Besides having a complete profile, posting like that is enough to push you into the algorithm, so you become a bit more relevant.

I don't think you need to be an influencer to get recognized, but I do think having content you can share about the value of your work online really matters. Whether that's LinkedIn, GitHub for engineers, or a portfolio for UX designers, people need to be able to interact with the work you've done and the brand you've built.

10 years ago, I'd say you don't have to post on LinkedIn, but today it's kind of required.

7. Don't: Give companies an excuse to not hire you

In a market where candidates get taken advantage of, employers should be held accountable. We see it in the uptick in ghosting, lowball offers, and candidates getting case studies that clearly ask them to work for free. It's valid that you want to express yourself, but doing it on LinkedIn is something to be cautious of.

Other recruiters -- especially recruiters who, frankly, might not be great at their jobs -- might be scared to reach out to you because they're scared to be put on blast.

Instead, I'd go to a website like Glassdoor or Fishbowl, since those sites are anonymous but still have the same impact. That stuff genuinely impacts how a company is perceived, but it protects you a little bit more. You can also reach out to that company's generic careers email if you'd like to give direct feedback.

Be careful on LinkedIn. The reality is, in an era when companies are finding every excuse not to give us a chance, you don't want to give them another reason.

8. Do: Ask the interviewer about their weekend

Don't skip small talk. Some people get right into business when the recruiter asks, how are you? They say, 'good,' and keep it moving.

At the end of the day, people want to hire people that they want to work with, so instead use small talk as an opportunity to ask them a few questions. Such as "What did you do this weekend?" You're easier to remember and harder to ghost when you do this.

9. Don't: Forget the basics

If you're not prepared for the basic questions, that's a problem. You know you're going to get asked: "Tell me about yourself," "Why do you want to work here?" and "Why are you looking for a job?" Those are guaranteed.

People's attention spans are about a minute and a half per answer. If you're giving two-, three-, or four-minute interview answers, you've already lost them.

Using lots of filler words, or pretending that you have the answers when you don't, is a mistake. Keep it short instead.

10. Do: Be freeflowing, no scripts

One of the biggest ones I see more and more in the age of AI is people reading off scripts, especially in virtual interviews, where you've got your notes, and it's clear you're reading. Interviews are conversations, not interrogations.

You want to show that you have the skills and cultural alignment, and you can only do that by being a person -- well-prepared but free-flowing, not scripted.

11. Don't: Overly use the word 'we'

Avoid overly using the word "we" instead of "I." When you're asked about the quality of your work, and you say, "We did this" or "our team did that," it can sound great because you're being inclusive, but recruiters want to hear what you did.

They're hiring you, not the whole team. If everything is through the lens of "we," they may assume you didn't have a big role. You need balance -- maybe 30% "we," but the rest should be specific about your individual contributions. If you can't say that clearly, the recruiter will assume it wasn't much.

12. Do: Turn off social media when needed

Don't fall into doomscrolling. We talk about social media doomscrolling all the time, but LinkedIn doomscrolling is real, too.

When you're in the job search, it's OK to not open LinkedIn beyond what you need to build your brand. A lot of what you're seeing is intense highlight reels, and we don't actually know how people are performing at work.

I would urge people to disconnect during their job search process. It's also OK to mute keywords like "job hunting" on TikTok, because seeing someone on day 1,000 of job hunting can add to anxiety unnecessarily.

If today were day one of my job search

I would structure my job search in shifts. For example, Mondays are for applying, Tuesdays are for reaching out on LinkedIn, and Wednesdays are for attending networking events.

Treating it like shift work helps prevent burnout, because even if you do everything right, it can still take time. You have to preserve your sanity. more

Career development

 14h

How to Evaluate and Hire Skilled iOS Developers


If you want to hire iOS developers who can actually ship a stable product, you are facing something trickier than scanning résumés for the word "Swift." A shiny CV almost never tells you whether the person can calmly untangle a tangled codebase the night before an App Store deadline. Picking the right engineer mixes logic with gut feeling. And the effort pays off.

Why One Hire Can Make or Break... Your App

An iPhone app lives inside strict walls. Apple writes the rules, the review process forgives nothing and users walk away from a laggy screen in seconds. A weak hire can freeze a release for weeks. A strong one carries a feature from sketch to store with barely a stumble.

Picture it. Would you hand a brand new product line to someone who has never survived an App Store review? Likely not. The price of a bad choice shows up later as crashes, sour ratings and a queue of refund requests.

The Skills That Truly Count

Decide what "skilled" means for your case before you talk to anyone. A payment app leans on different muscles than a streaming service does. Yet a handful of competencies stay steady across nearly every serious role.

A capable engineer speaks Swift fluently and reads Objective-C without flinching, since plenty of older modules still rely on it. They know Xcode, Interface Builder, Core Data, Core Animation and Core Graphics deeply. Comfort with Apple's Human Interface Guidelines splits the builders whose apps feel native from those who wrestle the platform the whole way.

Here is a quick map of areas worth probing:

How to Read Technical Expertise

Trivia quizzes reveal little. The real signal hides in how a candidate thinks. Ask them to walk you through a modular architecture they once built and explain the reasoning behind it. Then push gently. A confident engineer leans into the question. A shaky one starts spilling buzzwords.

Three zones reward close attention. Architecture judgment shows how they shape code for growth. Implementation quality shows whether the work stays clean and testable instead of clever and fragile. Delivery fit shows how smoothly they sit beside project managers and the rest of the team.

One practical trick beats a dozen scripted answers. Hand over a short test task tied to a real module. A single honest afternoon of coding teaches you plenty.

The Soft Skills Everyone Skips

Brilliant code means little if its author vanishes for three days and ships something nobody else can read. Clear communication, real ownership and the nerve to flag risks early are quiet superpowers. Watch what a candidate asks during the interview. Do they wonder about your users, or only about the stack? The strongest people care about both.

Why On-Device AI Now Matters

Something shifted these past few years. Apple keeps moving intelligence onto the device itself and Core ML sits right at the heart of that move. A developer who grasps it can personalize content, sort images and automate decisions without firing every request off to the cloud. For finance, health and retail products, that skill is sliding from "nice bonus" toward "basic expectation."

Five Companies Worth a Look for iOS Talent

Building an in-house pipeline sometimes drags on too long, so leaning on an established partner makes sense. Below sit five names that surface often in iOS hiring talk, with Andersen at the top.

1. Andersen

Andersen opens access to 130+ iOS developers across FinTech, eCommerce, Healthcare and more, with delivery experience spanning 500+ companies. Roughly forty-five percent of its iOS staff are senior specialists or team leads which trims review cycles and keeps each project tied to real business goals.

The setup stays refreshingly clear. You describe the product, the team matches the skills and engineers start with less delivery risk.

2. Toptal

Toptal builds its reputation on a strict vetting funnel that lets through only a thin slice of applicants.

Teams reach for it when they want freelance specialists quickly and already hold solid internal oversight to keep quality and deadlines in check. It shines for narrow, well defined slices of work rather than sprawling roadmaps that wander as they grow.

3. Andela

Andela links businesses with distributed engineers, often across emerging tech regions. The model suits companies that feel at home with remote collaboration and want to scale capacity gradually. Time-zone planning becomes part of the deal, so steady async communication matters more here than in most arrangements.

4. BairesDev

BairesDev pairs nearshore delivery with sizable team builds which appeals to firms that need many hands fast.

Companies across the Americas favor it for time-zone overlap, since shared working hours cut the lag out of daily collaboration. When a project demands a comfortable working hour window and broad staffing flexibility, it tends to earn a place on the shortlist.

That said, the strength shows most on bigger builds. For a single tightly scoped feature, the scale can feel heavier than the task requires.

5. EPAM

EPAM runs at enterprise scale with deep engineering and consulting roots, fitting organizations that steer complex, long horizon programs demanding process maturity and heavyweight governance. Smaller teams may find it more than they need. Larger ones tend to value the structure.

What Skilled Teams Can Actually Build

Strong developers rarely stay boxed into one app type. Their range usually stretches across several categories which hands you flexibility as priorities shift.

* Native iOS applications and enterprise solutions;

* Payment apps with Apple Pay integration;

* Wearable apps for Apple Watch;

* IoT and AI-powered apps for connected hardware;

* Cross-platform mobile products.

What Hiring Really Costs

Budget surprises sink projects faster than bugs do, so set expectations early. Rates swing with region and seniority. Public salary data from platforms such as Glassdoor and Upwork puts many offshore and nearshore specialists in the $35 to $90 per hour band. Senior US-based roles often pass $120 to $180 per hour and top earners in large tech markets can climb beyond $200,000 a year.

Conclusion

Hiring a skilled iOS developer comes down to clarity. Know the skills you need, test for genuine thinking rather than memorized facts and never wave off communication. Build an internal team or partner with a provider like Andersen, the destination stays identical which is shipping reliable apps that users actually keep. Spend real time on the evaluation. The right engineer repays you on every release that goes live without drama.

FAQ

Can a great iOS developer also clean up someone else's messy code?

Yes and watching them try it is one of the sharpest tests around. Turning tangled Objective-C into tidy Swift exposes patience, judgment and true platform depth in one go.

Should I worry if a candidate has never published to the App Store?

A little, honestly. Submission, metadata and review compliance carry quirks that only experience hammers in. Someone who has shipped already knows where the traps wait.

Is a freelancer riskier than a dedicated team?

That depends on your oversight. Freelancers fit tight, well-defined tasks. For long roadmaps with shifting scope, a dedicated team tends to guard continuity far better.

How fast can I realistically onboard a developer?

Shortlisting might take a couple of days, interviews a few more and start dates hinge on access setup. Responsive stakeholders speed the whole thing up.

Does on-device AI knowledge really sway my hiring call?

More than most expect. Core ML now shapes personalization and privacy inside apps, so an engineer who understands it quietly hands your product an edge. more

Career development

 15h

HRTech And The Rise Of AI Career Companions


Career development has long been recognized as an essential part of workforce management. In the past, organizations have used structured career planning models to lead employees through predetermined career paths. Such frameworks were often reinforced via annual performance reviews, manager appraisals, and periodic development conversations. These approaches worked in a more stable business... environment but were designed for a workforce where job roles evolved slowly, and career paths were fairly predictable.

For decades, annual performance reviews were the primary tool for discussing employee growth and future opportunities. Career progression was often tied to seniority, the organization's structure, and fixed competency frameworks. Employees typically received career guidance once or twice a year, and development plans did not vary much between review cycles. These methods provided structure but often weren't flexible enough to respond to rapidly changing workforce needs.

One of the biggest drawbacks of traditional career development models is their "one-size-fits-all" approach. People have different hopes and dreams, different strengths and learning styles, and different career goals. Yet many companies still try to use cookie-cutter career frameworks for all their employees. As industries become more dynamic and roles change faster than ever, static development plans often don't provide employees with the personalized support they need to succeed.

At the same time, expectations of the work force are changing. Today's employees want more personalized career advice, continuous feedback, and more visibility into future career paths. They want personalized recommendations that help them understand what skills to develop, what roles to pursue, and how to navigate an increasingly complex professional landscape. This growing demand is pushing organisations to rethink the delivery and management of career development through modern HRTech solutions.

Also driving this transformation is the rise of skills-based organizations. Companies are moving away from traditional job-based models to a greater focus on skills, capabilities, and agility. As organizations strive to fill critical roles, internal talent mobility has become a strategic priority, and many companies are opting to develop their current employees instead of relying on external hiring. Consequently, HRTech platforms are changing to offer more insight into workforce skills, career paths, and development opportunities.

The rapid development of new technologies and new business models has also made career planning more complex. Today's employees are confronted with an ever-growing number of potential career paths, many of which did not exist just a few years ago. New skills are always appearing, the jobs people want you to do are changing, and career paths are becoming less linear. Traditional development tools often fall short in this environment, not reflecting workforce realities. The challenge is creating opportunities for HRTech innovation that can offer real-time coaching and personalized career support.

Artificial intelligence is now transforming employee development and workforce planning in ways that were previously unimaginable. Based on skills, learning behaviors, career aspirations and opportunities in the organization, AI-powered systems can generate highly personalized recommendations. These technologies empower employees to make informed decisions while also helping organizations align workforce development to future business needs. As AI becomes further integrated into talent management processes, HRTech is evolving from static planning models to continuous career intelligence.

This evolution has led to AI Career Companions, the next age of career development technology. Unlike traditional career management systems, AI Career Companions offer continuous, personalized coaching that adapts as each employee moves along their unique path.

They function as digital career advisors, guiding individuals in identifying skill gaps, exploring internal opportunities, tracking development progress, and making proactive career decisions. With organizations adopting this new approach, HRTech is turning career development from an administrative, once-in-a-while event into a continuous, smart, employee-centered experience.

The modern workplace is evolving faster than ever. New technologies, shifting workforce expectations and rapidly evolving skill requirements are changing the way employees construct their careers. The old-style development frameworks with annual reviews and fixed career ladders don't fly in today's dynamic work environment.

Therefore, increasing numbers of organizations are adopting HR tech solutions driven by artificial intelligence to provide personalized career guidance and ongoing development support to their employees. At the core of this transformation are AI Career Companions - intelligent systems that help employees navigate their career journeys more effectively.

Career Companions: What You Should Know?

AI Career Companions are intelligent digital career guides that offer personalized career advice, learning recommendations, and development insights. Unlike traditional career management systems, which are concerned primarily with documentation and tracking of performance, these systems actively support the employee in his/her career.

AI Career Companions are based on the idea of an always-on career coach that can understand a person's goals, skills, experiences and aspirations. Using advanced analytics and machine learning these solutions can suggest actions that support employee development.

Modern HR tech platforms are integrating AI Career Companions to go beyond static career planning and create dynamic, employee-centered development experiences. Rather than waiting for yearly appraisals, employees receive ongoing support that is personalized to their needs and professional goals.

a) Why Career Development Must Be Reinvented?

The fast rate of change in the workplace is making career development more complex. New roles are emerging all the time, existing roles are evolving and skills required to succeed are constantly changing.

The demand for reinvention has been fueled by several factors:

* New skill needs are arising from rapid technological change.

* More often than past generations, workers are changing roles.

* Career development is less linear and more individualized.

* Organizations require more workforce agility.

* Workers want continuous development support, not periodic reviews.

These realities often challenge traditional approaches to keep up. This is where HR tech solutions can provide tremendous value, offering real-time insights and personalized guidance.

b) The Shift From Career Planning to Career Navigation

Traditionally, career development was about planning. Employees selected a target role, learned what skills they needed, and moved toward a defined destination. The world today needs a different approach.

Today's careers are like journeys, not ladders. Throughout their careers, employees often take different paths, change functions and acquire new skills. As a result, organizations are shifting from career planning to career navigation.

AI Career Companions offer real-time decision support, helping employees to assess opportunities, establish priorities for development and adapt to changing circumstances. Innovative HR tech gives employees the ability to always see potential career options and new growth opportunities.

Continuous learning and adaptation have become necessary parts of long-term career success.

c) AI as a Personal Career Coach

AI-driven guidance helps employees remain agile while ensuring their development efforts are in sync with future workforce needs.

One of the most powerful features of AI Career Companions is their ability to act as personal career coaches. These systems can offer individualized support that would be difficult to provide at scale using traditional approaches.

Important coaching skills are:

* Personalized career recommendations

* Goal-setting assistance

* Skills development planning

* Learning pathway suggestions

* Progress tracking and feedback

HR tech allows employers to provide meaningful career guidance for every employee, regardless of role, location, or experience level.

Key Features of AI Career Companions

AI Career Companions are changing the way employees develop, offering ongoing, personalized support over the course of a person's career journey. Unlike traditional career management tools, these intelligent systems analyze skills, goals, learning progress and organizational opportunities to make real-time recommendations.

As organizations adopt sophisticated HRTech solutions, AI Career Companions are becoming essential tools for employees to navigate their career growth, develop new capabilities, and discover opportunities for long-term success.

a) Personalized Career Pathing

Career growth is very personal. The strengths, interests, aspirations and experiences of employees are not the same. AI Career Companions provide data-driven insights to create customized career paths that match the individual's specific situation.

These systems analyze a multitude of parameters to search for possible opportunities and growth paths. Advanced HR tech tools can analyze internal job openings, needed skills and the interests of employees to recommend appropriate next steps.

Benefits of personalized career pathing:

* Enhanced career clarity

* Increased employee engagement

* More internal mobility

* Greater workforce retention

* Better matching of talent to business needs

This helps employees understand their options and helps organizations build more transparent and supportive development environments.

b) Identifying the Skills Gap

Workforce development: "Knowing what we can do now and what we need to do in the future is important. AI Career Companions are great at pinpointing gaps in skills and suggesting specific actions to close them.

These systems continuously assess employee skills and measure them against the needs of the organization and market trends. This provides the employees with actionable guidance on the areas they need to improve.

Important functions:

* Current skills assessment

* Identify new emerging competencies

* Focus on development opportunities

* Focusing learning efforts on career goals

* Leading workforce transformation initiatives

One reason HR tech is becoming a core part of modern talent strategies is the ability to identify skill gaps accurately.

c) Continuous Learning Recommendations

Learning can no longer be restricted to occasional training programs. Employees need to keep adding new capabilities to stay effective in changing workplaces.

AI Career Companions ease this process by recommending personalized learning paths based on individual goals, skill gaps, and organizational priorities.

Suggestions may be made to employees to:

* Online courses

* Certificates

* Internal education programs

* Project based learning opportunities

* Educational resources specific to the industry

Smart HR technology platforms make learning more relevant, timely, and effective. Employees get access to development opportunities right when they need them.

d) Internal Talent Mobility Guidance

Many organizations have a wealth of untapped talent sitting right under their noses. But employees often can't see the available opportunities.

AI Career Companions tackle this problem by helping workers to find jobs, projects and assignments that match their skills and aspirations. These systems facilitate internal mobility and help in workforce agility.

Key advantages are:

* Better retention of employees

* Lower recruiting costs

* Improved workforce utilization

* More cross-functional collaboration

* Greater flexibility in the organization

Today's HR tech solutions help organizations connect employees to opportunities that may otherwise go unrecognized.

e) Career Goal Tracking and Progress Monitoring

Goals are important, but so is measuring progress. AI Career Companions help employees map their development journey and assess their progress over time.

These systems are designed to help you track milestones, learning activities you've completed, skills you've acquired, and long-term goals. Employees get a clearer picture of how they're doing and can adjust their plans if needed.

Effective tracking supports:

* More accountability

* Greater motivation

* More transparent development routes

* Making better decisions

* Career success in the long run

With the ability to monitor progress within HR tech platforms, organizations can develop more structured and measurable development programs.

f) Suggestions for Mentoring and Networking

Professional growth is often as much about relationships as technical skills. Career development is affected by mentors, peers and professional networks.

AI Career Companions can identify useful connections within an organization and recommend mentorships based on employee goals and experiences. These recommendations support people in forming meaningful relationships that advance learning and progress.

Networking support can include:

* Matching mentors

* Groups for peer learning

* Opportunities for cross-functional collaboration

* Communities of knowledge sharing

* Networks for professional development

They help build stronger organizational cultures and more engaged employees, and that's one of the things that HR tech platforms enable.

As AI continues to transform the face of workforce development, AI Career Companions are emerging as one of the most transformational innovations in HR tech. They're helping organizations break the mold of traditional development by offering personalized guidance, continuous learning support and smart career recommendations. By providing employees with real-time insights and customized growth opportunities, AI Career Companions are opening the door to a future where career development is a continuous, data-informed, and deeply personalized journey.

Technologies Behind AI Career Assistants

AI Career Companions are revolutionizing the way career development is done by offering employees personalized support, intelligent recommendations, and ongoing learning assistance. At the center of these capabilities is a sophisticated ecosystem of technologies that enable organizations to understand workforce potential, predict future skill needs and deliver personalized career experiences at scale. As modern HR tech continues to grow, these technologies are becoming key components of talent management and workforce development strategies.

a) Artificial Intelligence and Machine Learning

AI Career Companions is built on artificial intelligence and machine learning. These technologies enable systems to analyze employee behaviors, learning patterns, career aspirations and performance data to provide meaningful recommendations.

Unlike traditional career development tools that are based on predefined rules, AI-powered systems learn continuously from employee interactions. All learning activities, career decisions, skill assessments, and workplace experiences contribute to improving the quality of future recommendations.

AI and machine learning enable the following key functions:

* Behavioral analysis

* Customized career advice

* Skill Prediction

* Learning to recognize patterns

* Employee Engagement Research

With advanced HR tech companies can provide career advice tailored to the unique path of individual employees, instead of generic development plans.

b) Skills Intelligence Platforms

Skill intelligence platforms are vital for organizations to understand their workforce's capabilities. These systems create dynamic inventories of employee skills and make skills visible across the enterprise.

Traditional job descriptions tend to be written in a way that doesn't fully reflect the wide range of skills employees bring to the table. Skills intelligence platforms address this challenge by constantly updating workforce profiles with learning activities, certifications, project experience and performance outcomes.

Today's HR tech platforms use skills intelligence to help identify the strengths of your workforce, discover hidden talent and drive strategic planning initiatives.

Key capabilities include:

* Skills mapping across the organisation

* Dynamic tracking of competencies

* Assessment of workforce capability

* Identification of skills gap

* Evaluations of future workforce readiness

These platforms provide real-time insight into organizational talent and enable better workforce decisions.

c) Conversational Interfaces and Generative AI

Generative AI is transforming how employees interact with career development systems. Employees can engage in natural conversations with AI Career Companions, instead of having to navigate complicated dashboards or dig through static resources.

These chatbots provide real-time responses to career questions, offer personalized recommendations, and guide employees through development options. Employees can engage in intuitive interactions to discuss career aspirations, explore learning opportunities, and receive personalized recommendations.

Integrating generative AI into HRTech platforms offers a more user-friendly and engaging experience. Career support is offered when employees want it, not just in scheduled meetings or through formal development programs.

Personalized conversational guidance offers:

* Career development

* Planning for development

* Recommendations for learning

* Goal setting

* Opportunity discovery

This technology gives employees more access to career support, while also allowing organizations to scale personalized guidance throughout the workforce.

d) Predictive Workforce Analytics

Predictive workforce analytics enables organizations to forecast future talent demands and career trends before they occur. They offer actionable insights from the past data, market conditions, workforce patterns, and business goals to allow strategic decision-making.

AI Career Companions use predictive analytics to recommend career moves that are aligned with future opportunities. They give employees a view into the skills they'll be increasingly asked to have, and let them get ahead of changing workforce needs.

Predictive capabilities are:

* Predicting Future Skills

* Career risk factor identification

* Predicted talent shortage

* Workforce trends analysis

* Provide succession planning support

HR tech is becoming more data-centric and predictive analytics is helping organizations move from reactive talent management to proactive workforce planning.

e) Talent Marketplace Integration

Internal talent marketplaces are a powerful tool for career development and workforce mobility. These platforms match employees to projects, assignments, roles and opportunities suited to their skill set and aspirations.

AI Career Companions are integrated with talent marketplaces to surface relevant opportunities that support the growth of the employee, as well as the needs of the organization. Employees can gain experience through temporary assignments, cross-functional projects and internal gig opportunities, rather than waiting for traditional promotions.

Advanced matching algorithms consider a variety of factors when recommending opportunities, including employee interests, competency levels, career goals, and business priorities.

Talent marketplaces and HR tech are enabling organizations to unlock hidden workforce potential and improve employee engagement and retention.

f) Integration with Learning Management System (LMS)

Learning Management Systems are still a major part of workforce development. Today's LMS platforms are more than content repositories -- they are evolving into intelligent learning ecosystems.

AI Career Companions team up with LMS platforms to offer personalized learning journeys. Instead of giving employees a generic catalog of training, these systems recommend specific courses, certifications and learning paths based on the individual's needs.

Automated learning journeys ensure that employees are exposed to the right development at the right time. This combination also allows you to grow over time, but also makes planning your career development easier.

HR tech creates a connected environment where learning, career development and workforce planning are seamlessly integrated within an LMS to drive long-term employee success.

Catch more HRTech Insights: HRTech Interview With Hari Kolam, CEO and Co-founder of Findem: Featuring Findem's GliderAI

Business Benefits for Organizations

Implementing AI Career Companions offers great benefits to organizations. These solutions help organizations improve employee experience, upskill workforce skills, increase retention and build more agile talent ecosystems. As organizations spend money on advanced **HR technology**, the strategic benefits keep increasing.

a) Enhanced Employee Retention

Employee retention continues to be one of the biggest workforce challenges facing organizations today. "If workers don't feel they have support to grow their careers, they're more likely to look for opportunities elsewhere."

This helps solve the problem with the provision of continuous development support and increased visibility into future opportunities. Workers feel assured that their company is dedicated to their long-term success.

The advantages are:

* Lower voluntary turnover

* A more fulfilling career

* Greater employee loyalty

* More stable workforce

* Improved employee experiences

By leveraging HR tech to drive career progression, organizations can significantly improve retention outcomes.

b) Improved Internal Mobility

Many organizations already have qualified talent in the workforce but struggle to fill positions. AI Career Companions provide more visibility into internal opportunities and help match employees to appropriate roles to address this challenge.

Internal mobility creates a more agile workforce, while reducing recruitment costs and onboarding challenges.

The main benefits are:

* Quicker role completion

* Increased workforce usage

* More opportunities to develop employees

* Reduced brain drain

* Enhanced organizational agility

One of the biggest value-adds of modern HRTech platforms is supporting internal mobility.

c) Better Workforce Planning

Strategic workforce planning relies on precise knowledge of future talent requirements and the capabilities of the current workforce. AI Career Companions give organizations important data to help with long term planning.

Leaders are able to recognize the emergence of skills gaps, the trajectory of development trends, and the readiness of the workforce. These insights allow for more effective talent investment decisions and support organizational growth objectives. With the evolution of HR tech platforms, workforce planning is becoming more predictive than reactive.

d) Higher Employee Engagement

Employees who know the way to development and feel supported on their development journey are more engaged. AI Career Companions deliver personalized experiences that allow employees to own their careers.

Stronger links between employees and organisations is built by more transparency and continued guidance. Employees can be confident that their input and objectives are appreciated and accepted.

This increased engagement results in higher productivity, better performance and greater organizational commitment.

e) Accelerated Upskilling and Reskilling

With the pace of technological change being so fast, organizations need to build workforce capabilities all the time. AI Career Companions expedite upskilling and reskilling by surfacing development priorities and suggesting relevant learning opportunities.

Focus resources where they will have the greatest impact rather than relying on broad training initiatives. This focused approach helps to speed the pace of workforce transformation and achieve digital transformation objectives. HR tech 's ability to customize learning paths increases the efficiency and effectiveness of workforce development.

f) Better Talent Acquisition Outcomes

AI Career Companions help companies improve their talent acquisition plans by building internal talent pipelines. The higher the organization's internal recruitment, the better it is equipped to fill future vacancies internally.

Internal development reduces recruitment costs, speeds up time to productivity and improves workforce stability. Organizations also benefit from retention of institutional knowledge and from the maintenance of a stronger cultural alignment.

With the evolution of **HR technology**, the line between talent acquisition and talent development is becoming blurry. AI Career Companions address this gap by continually preparing employees for the opportunities of tomorrow, creating a sustainable talent ecosystem that works for individuals and organizations alike.

Benefits for Employees

AI Career Companions are changing how employees think about professional growth and career development. Traditional career management in the past was based on occasional conversations with managers, annual reviews, or limited access to mentoring resources. Today, next-generation HRTech tools are making career guidance more accessible, personalised and ongoing.

AI Career Companions empower employees with data-driven insights, personalised recommendations and continuous support to navigate increasingly complex career journeys. As organizations continue to invest in intelligent workforce technologies, there are significant advantages for employees well beyond traditional development programs.

a) Scalable Individualized Career Counseling

One of the biggest benefits of AI Career Companions is the ability to provide each employee with personalized career guidance, regardless of their role, location or seniority. Resource constraints meant that personalized coaching was traditionally reserved for senior leaders and high-potential employees. This dynamic is changing with AI democratizing access to career support.

Modern HRTech platforms analyze employee skills, experience, career aspirations and learning activities and generate personalised recommendations. Employees receive development support that's tailored to their specific situation, not cookie-cutter development guidance. This personalization allows employees to identify opportunities that match their career goals and organizational needs.

Democratization of career support gives all employees access to meaningful development resources. AI Career Companions can offer relevant recommendations for your long-term success, whether you are just starting your career or preparing for executive leadership.

b) Greater Career Visibility

The issue is that many employees are not aware of the extent of opportunities that exist within their organizations. Conventional career structures often emphasize linear advancement trajectories and restrict exposure to other developmental opportunities.

This is where AI Career Companions come to the rescue to solve this problem by giving employees a holistic view of possible career opportunities. With sophisticated HRTech systems, employees can find several pathways, learn about required competencies and find opportunities that are aligned with their interests and abilities.

More visibility into career paths helps employees make better choices about their futures. Today, people can get data-driven insights on potential roles, required skills, and growth path without relying only on manager recommendations or organizational assumptions. This transparency helps to create an internal culture of mobility and growth within organizations, pushing employees to take a more active part in managing their careers.

c) Skills development acceleration

The workplace today is changing so rapidly that continuous learning is a necessity. With new technologies, business models and industry needs ever evolving, so too are expectations of the workforce. Employees who can quickly acquire relevant skills are better positioned to thrive in this environment.

AI Career Companions speed up the skills development by recognizing the gaps in competencies and recommending the related learning opportunities. No longer do employees have to wade through long training catalogs, but instead receive personalized recommendations based on their goals and organizational priorities.

Smart HRTech platforms make learning more focused and effective. Employees spend less time looking for development resources and more time creating valuable capabilities. This tailored approach enhances learning results and enables quicker career advancement.

The ability to pick up new skills quickly is especially important as organizations place more emphasis on adaptability and agility in the workforce. Employees are provided development opportunities that are aligned with changing business needs and new career options.

d) Greater Career Confidence

Career decisions are often full of uncertainty. Employees may find it difficult to know what opportunities to pursue, what skills to develop, or how to reach long term goals. This uncertainty can cause people to hesitate and fail to engage with development initiatives.

These problems can be solved with evidence-based guidance and actionable recommendations from AI Career Companions. Data-driven decisions boost employee confidence vs. assumption-based decisions.

Modern HRTech systems examine workforce trends, organizational opportunities and employee capabilities to generate insights that lead to better decision making. This enables people to be able to take on career development with more clarity and confidence.

When employees know what their options are and get consistent direction, they're more likely to set stretch goals, seek out learning opportunities and take the reins on their own development.

e) Continuous Professional Development

It's often cyclical in traditional development programs, providing support during annual reviews or planned training sessions. The other side is that AI Career Companions provide ongoing professional development to employees through the career journey.

This continued support helps employees to adjust to change, find new opportunities and positively respond to the changing needs of the workforce. Modern HRTech tools keep tabs on progress, refresh recommendations and provide relevant guidance when employee goals and organizational requirements evolve.

Lifelong learning is also fostered by continuing professional development. Employees are able to access resources, recommendations and insights at any time they need to. This breeds a culture where growth is not a one-time event but a continuous process.

f) Better Work-Life Alignment

Careers are becoming more dynamic, and continuous development will be key to helping employees stay competitive and resilient. Different people have different ideas of career success. Leadership opportunities, flexibility, learning opportunities or meaningful work are among the reasons employees stay. The usual paradigms of career are often ill-equipped to accommodate these diverse perspectives.

AI Career Companions helps employees to match career choices with their own values and life goals. Modern HRTech systems can learn an individual's preferences and can suggest opportunities that support both career growth and personal well-being.

This personalized approach allows employees to build their own paths to growth in line with their individual definitions of success. AI-powered guidance can help to find the right options, whether someone is looking for more responsibility, more flexibility, or a particular expertise.

Challenges and Ethical Concerns

AI Career Companions have great benefits, but organizations also should consider major challenges and ethical issues. Successful implementation requires careful attention to privacy, fairness, transparency and employee trust. As HRTech gets smarter and more powerful, it will require good stewardship to ensure good outcomes.

a) Data Privacy and Employee Trust

AI Career Companions take advantage of huge amounts of employee data to provide tailored recommendations. This may include career history, learning records, performance data, skills assessment and development goals.

Such information is very sensitive and organizations need to have robust privacy protections and governance frameworks in place. "Employees want to be confident that their information is being handled responsibly and used appropriately.

Trust is a key element of successful HRTech adoption. When employees know how their data will be collected, stored, and used, they can understand how it can help their career -- without infringing their privacy.

Companies that take ethical data management seriously will be more successful in gaining employee buy-in and achieving long-term success.

b) AI Bias in Career Recommendations

Artificial intelligence systems are trained on historical data. If the data is biased, the recommendations might inadvertently reinforce existing inequalities or patterns in the workforce.

For example, biased historical promotion data can inform future recommendations, limiting opportunities for certain groups. This risk highlights the importance of making AI design fair and inclusive.

Responsible HRTech providers have a duty to continually test algorithms for potential bias and build safeguards that will deliver fair results. Inclusive design practices can help AI Career Companions ensure that they support diversity and equal opportunity across the workforce. Proactively addressing bias is important to maintain employee trust and build fair development experiences.

c) Transparency and explainability

Employees are more likely to trust AI-generated recommendations when they have a clear understanding of how recommendations are generated. Transparency and explainability are therefore key for AI Career Companion adoption.

Modern HRTech systems need to be able to clearly articulate why certain opportunities, learning resources or career paths are being recommended. Employees have to understand what's behind these recommendations. Explainable career intelligence builds confidence, giving employees the power to make informed decisions. It also promotes accountability in that recommendations can be evaluated and understood by employees and organizational leaders.

d) Getting the Balance Right Between Automation and Human Direction

Career development is essentially a human process and AI can be a valuable tool but technology can't do it all, and employees benefit greatly from mentorship, coaching, and emotional support that technology alone can't provide.

Organizations should see AI Career Companions as a way of augmenting - not replacing - human guidance. Successful HRTech programs blend smart automation with manager, mentor and talent development support.

Hybrid development models give employees data-driven insights and the human perspective. This balance can lead to more meaningful and effective career development experiences.

e) Too Much Reliance on Predictive Career Models

Predictive technologies can help identify likely career paths and development opportunities, but they should not dictate an employee's future. Dependence on predictive models can inadvertently restrict exploration, creativity and personal development.

Encourage employees to take on unconventional opportunities and try new skills, and to challenge assumptions about what they are capable of. Sophisticated HRTech needs to be flexible, not hardwired to a particular outcome.

Organizations should ensure predictive recommendations are suggestive and not prescriptive. This approach gives employees the freedom to stay autonomous but still provides helpful guidance.

Challenges in Integration and Adoption

AI Career Companions are often integrated across multiple HR systems, learning platforms, talent marketplaces and workforce analytics tools. Technical complexity can be barriers to successful deployment.

Another challenge is employee buy-in. The most advanced HRTech solutions will not provide value if employees don't trust or actively use them. Organizations need to invest in change management, communication and training initiatives to facilitate adoption.

For it to succeed, it has to be technically ready and culturally aligned. Companies that can successfully manage these factors will be better positioned to realize the full potential of AI Career Companions and build a more personalized, equitable and future-ready workforce.

Future Outlook

Artificial intelligence, workforce analytics and intelligent talent management platforms are leading to rapid advances in the future of career development. As organisations continue to struggle with skills shortages, workforce transformation and changing employee expectations, traditional career planning approaches are becoming less and less effective.

Next generation HRTech solutions will break free from static development frameworks to build intelligent ecosystems that guide employees throughout their careers. This shift is built on the back of AI Career Companions, which allow organizations to deliver constant, personalized, and proactive career support at scale.

a) Always-On Ecosystems for Career Development

For decades, career development was about yearly performance reviews and the occasional chat between employees and managers. Though these processes gave some direction, they could not always keep pace with the fast changing needs of the workforce. The future of HRTech is about creating always-on career development ecosystems that provide continuous support, not periodic interventions.

These ecosystems will offer real-time career intelligence that evolves with employees' goals, skills and experiences. Rather than waiting for annual discussions, workers will get continuous recommendations on learning opportunities, skill development priorities and possible career moves. The ongoing process enables employees to make the right choices when opportunities come along, not after the fact.

Adaptive development journeys will become central to future career management. AI Career Companions will update recommendations as employees acquire new skills, complete projects, and form new interests. This proactive guidance ensures that development plans stay relevant and aligned with both individual aspirations and organizational goals. Thanks to advanced HRTech, career growth will become a living process, not a static roadmap.

b) AI-Powered Internal Talent Marketplaces

Internal talent marketplaces will be at the heart of the future workforce. These platforms will connect employees with projects, assignments, mentorship and full-time roles based on skills, interests and development goals.

Future HRTech systems will be AI-powered, dynamically matching employees to the right opportunities, fostering personal growth and business requirements. Instead of traditional promotions, employees will have the opportunity to work on project-based assignments, cross-functional initiatives, and short-term internal gigs that accelerate learning and career progression.

This evolution is the bedrock of the rise of skills-first organizations where opportunities are distributed based on capabilities, not job titles. Employees will enjoy increased flexibility in pursuing diverse career trajectories, while organizations will gain enhanced workforce agility and talent utilization.

As AI-powered marketplaces mature, organizations will have unprecedented visibility into internal talent pools. This will reduce the need to recruit from outside and increase opportunities for employees to move up. The implementation of these marketplaces into HRTech ecosystems will allow organizations to find hidden talent and build more dynamic career experiences.

c) Predictive Career Navigation

The next wave of career development tools will move beyond reactive guidance to predictive career navigation. AI Career Companions will anticipate future opportunities by analyzing workforce trends, market demands, organizational priorities and individual career trajectories.

The predictive ability will enable employees to see which skills are likely to be useful in the future and how their current development decisions can affect the long term. Sophisticated HRTech will not only anticipate changes in job skills, but also surface new career paths and suggest steps employees can take to remain relevant.

Predictive workforce intelligence will also be a benefit for organizations. Leaders will be able to anticipate future talent needs and invest in specific development initiatives before skill shortages occur. This proactive strategy builds workforce resilience and prepares the organization to meet future challenges.

Predictive career navigation is a major change from traditional workforce planning. With the help of HRTech and its smart guidance, employees and employers will be able to prepare for market shifts ahead of time instead of reacting to them.

d) Digital Career Twins

One of the most innovative emerging concepts in workforce technology is that of digital career twins. These digital avatars of employees will carry skills, experiences, aspirations, performance data, learning histories and development potential in a dynamic digital profile.

AI Career Companions will use digital career twins to simulate possible career paths and evaluate different development scenarios. This can help employees to consider questions such as how the certification they are pursuing may impact on future opportunities, or what the transition to a different role may mean for their long-term career development.

Advanced HRTech will enable scenario-based career modelling to help employees make better-informed decisions and reduce uncertainty. Organizations can also use digital twins to identify leadership potential, support succession planning and improve workforce development strategies.

With AI systems gaining access to more and more workforce data, personalized growth simulations will become increasingly advanced tools. Envisioning potential futures enables employees to grasp the ramifications of various career choices and progress along development tracks with heightened assurance.

e) Hyper-Personalized Workforce Development

Personalization is a major trend in many industries and workforce development is no different. Future HRTech platforms will deliver highly personalized experiences that are aligned with each employee's unique goals, strengths, preferences and circumstances.

AI Career Companions will provide context-sensitive suggestions based on real-time insights into employee performance, learning progression, career goals, and organizational opportunities. That degree of personalization means the guidance will be relevant and actionable.

Success metrics will also become more personalized. Instead of measuring all employees against standardized benchmarks, organizations will understand that career success looks different for different people. Some employees may prefer leadership opportunities, while others appreciate flexibility, specialization or work-life balance.

Hyper-personalized development experiences enable organizations to support a wider range of career aspirations, while also enhancing employee engagement and satisfaction. HRTech is changing, and personalisation will become one of the most important drivers of workforce success.

f) The Convergence of HRTech, Learning and Workforce Intelligence

The future of work will be shaped by the convergence of multiple technologies to create integrated talent development ecosystems. Learning management systems, workforce analytics platforms, talent marketplaces, performance management tools and AI Career Companions will increasingly become integrated components of a unified workforce intelligence system.

This convergence will enable organizations to deliver seamless employee experiences that link career development, learning, workforce planning and talent management. Employees won't need to jump through multiple disconnected systems anymore to manage their growth. Instead unified HRTech platforms will emerge as the one stop shop for career guidance, learning recommendations, opportunity discovery and progress tracking.

Integrated career ecosystems will facilitate greater collaboration between employees, managers, mentors and talent leaders. Data will flow seamlessly between systems creating a full understanding of workforce capability and development needs.

End-to-end employee growth management will determine future organizations. HRTech will enable companies to create more agile, flexible and future-proof workforces by merging workforce intelligence and personalized coaching.

HRTech Is Changing How We Think About Career Development from Periodic Planning to Ongoing Coaching

The nature of career development is changing profoundly. The old way of planning - annual reviews, fixed career ladders, static development plans - is fast becoming history. The modern organization is working in environments where skills are developing rapidly, workforce expectations are constantly changing and career paths are seldom linear.

This means ongoing development, not periodic career conversations. AI-enabled guidance helps employees access support when they need it, so they can adapt to changing opportunities and workforce demands. Career growth is no longer a one-off administrative task, it becomes a continuous and dynamic process through intelligent HRTech platforms.

AI Career Companions: Scaling Personalized Workforce Development

One of the major advantages of AI Career Companions is that they can provide personalized support to each employee. In the past, it was hard to deliver personalized career coaching at scale. Today, HRTech innovations enable organizations to receive personalized suggestions, developmental ideas, and learning advice.

This tailored approach enhances engagement, boosts retention and fast-tracks skill development. Employees see more opportunities, while organizations gain stronger workforce capabilities and better talent utilization. AI Career Companions are helping to build more adaptive, resilient workforces that are able to thrive in rapidly changing business environments.

The Future Workplace May Provide Every Employee With a Dedicated AI Career Advisor

Perhaps the workplace of the future is one where everyone has their own AI Career Advisor. These smart companions will be constant development partners, providing advice, recommendations and support over the course of an individual's career.

AI-powered advisors will be available anytime, anywhere, unlike traditional coaching models. Employees can explore career options, identify skill gaps and get development recommendations whenever questions arise. This democratization of career support is one of the most disruptive opportunities in modern HRTech.

Career development is shifting from a reactive HR process to a proactive, intelligence-driven experience. Organizations that embrace AI Career Companions will experience big wins in talent retention, workforce agility, employee engagement and skills development.

The future of HRTech is the creation of personalized, data-driven career journeys that enable employees to continually learn, adapt and grow. As workforce expectations evolve, AI Career Companions will be increasingly important tools to help individuals navigate complexity and enable organizations to build stronger, more future-ready talent ecosystems.

Ultimately, the organizations that will win over the next decade will be those that see career development not as a periodic activity, but as an ongoing partnership between employees, technology and opportunity. With smart HRTech, the future of work will be more customized, flexible and empowering than ever. more

Career development

 15h

Job Interview Preparation: Step-by-Step Guide to Get Hired Faster


Landing a job interview is an exciting milestone, but success depends on more than just having the right qualifications. Employers evaluate communication skills, confidence, clarity of thought, and cultural fit within minutes. That's why understanding how to approach the process strategically is essential. A structured approach to interview success can significantly improve your chances of getting... hired.

This guide breaks down a practical, step-by-step system to help you perform at your best. Whether you're a student, career switcher, or experienced professional, these insights will help you build confidence, reduce stress, and stand out.

Why Interview Preparation Matters

Many candidates underestimate the level of readiness required to perform well. Recruiters often meet dozens of applicants for a single role, which means small differences in communication and confidence can have a big impact.

Strong interview preparation helps you communicate your value clearly, stay composed under pressure, and respond with structure instead of hesitation. It also ensures that your answers reflect both your experience and the employer's expectations. Most importantly, it allows you to present yourself as someone who understands the role, the company, and the industry context.

Step 1: Understand the Job Description Thoroughly

Before anything else, read the job description carefully and interpret what the employer is really asking for. Instead of simply scanning responsibilities, focus on the skills, outcomes, and behaviors the company expects.

Try rewriting the job description in your own words. This helps you connect your experience with what the employer actually needs. For example, if the role emphasizes "cross-functional collaboration," think of situations where you worked with multiple teams to achieve a shared goal. This mental alignment becomes the foundation of your responses during the interview.

Step 2: Research the Company in Depth

Company research is often the difference between a generic answer and a memorable one. Start by understanding what the company does, who it serves, and what problems it solves. Then move deeper into recent news, product updates, leadership direction, and industry positioning.

Instead of memorizing facts, focus on understanding patterns. For instance, if a company is expanding into new markets or investing heavily in technology, that tells you what kind of talent they value. This allows you to align your answers with their priorities naturally.

You should also get a sense of workplace culture by reading employee reviews and observing how the company communicates online. This helps you adjust your tone and examples during the conversation.

Step 3: Identify the Interview Format Early

Different interview formats require slightly different approaches. A phone interview focuses heavily on clarity of speech, while video interviews require attention to presence, tone, and technical setup. In-person interviews add another layer where body language and timing become more important. Panel interviews require you to engage multiple stakeholders without losing focus.

Understanding the format in advance allows you to adjust your communication style and avoid surprises on the day of the interview.

Step 4: Build a Strong Personal Introduction

Your self-introduction sets the tone for the entire conversation. Instead of listing your entire work history, focus on a structured story that connects your background, strengths, and goals.

A strong introduction typically includes your current role or academic background, a few key achievements, and why the role you're applying for makes sense for your career path. Keep it concise but meaningful. The goal is to sound natural while guiding the interviewer toward your strongest points.

Step 5: Practice Common Interview Questions

Most interviews include predictable questions designed to understand your personality, motivation, and problem-solving approach.

You should be ready to explain why you want the role, what strengths you bring, how you handle weaknesses, and why you are a strong fit for the position. Instead of memorizing answers, focus on building adaptable frameworks that allow you to respond naturally.

A useful method is to prepare story-based responses so that your answers feel authentic rather than rehearsed.

Step 6: Master Behavioral Questions Using Structure

Behavioral questions are designed to evaluate how you acted in real situations. The most effective way to answer them is by using a structured storytelling approach: explain the situation, describe your responsibility, outline the actions you took, and conclude with measurable results.

This approach ensures clarity and prevents rambling. It also helps you highlight impact rather than just describing tasks. Interviewers are far more interested in outcomes than effort alone.

Step 7: Prepare Evidence of Your Achievements

Instead of making general claims about your abilities, support your answers with real examples. Think about moments where you improved a process, solved a problem, led a project, or contributed to measurable success.

Quantifying your impact makes your responses more credible. Even small achievements become powerful when explained with context and outcomes. This is one of the most overlooked areas of interview success.

Step 8: Conduct a Mock Interview Session

Practicing out loud is one of the most effective ways to improve performance. A mock interview helps you identify gaps in clarity, structure, and confidence that you may not notice on your own.

Ask someone to simulate a real interview environment or record yourself answering questions. Pay attention to pacing, filler words, and clarity of expression. This reflection process often leads to immediate improvement.

Effective interview preparation often reduces nervousness because confidence grows when you know you've done the work.

Step 9: Prepare Questions for the Interviewer

At the end of the interview, you'll usually be given the opportunity to ask questions. This is not a formality-it is a chance to show curiosity and strategic thinking.

You can ask about team priorities, success expectations, or growth opportunities within the role. The goal is to demonstrate that you are thinking beyond just getting hired and are instead focused on long-term contribution.

Step 10: Plan Your Professional Presentation

Your appearance and setup contribute to the first impression you make. Choose attire that fits the company culture while still maintaining professionalism. Make sure everything is clean, comfortable, and distraction-free.

For virtual interviews, ensure your background is tidy, lighting is clear, and audio quality is reliable. Small technical issues can affect perception more than expected.

Step 11: Organize Everything Before the Interview

Preparation the day before helps reduce unnecessary stress. Make sure your resume is ready, your device is charged, and your interview link or location details are confirmed.

If the interview is virtual, close unnecessary applications and ensure your internet connection is stable. If it is in person, plan your route in advance so you arrive calmly rather than rushed.

Step 12: Manage Anxiety Effectively

It is normal to feel nervous before an interview, even for experienced professionals. What matters is how you manage that energy.

Good sleep, controlled breathing, and mental rehearsal can significantly improve performance. Arriving early also helps you settle into the environment and reduce pressure. Confidence grows when your mind is clear and your preparation feels complete.

Step 13: Demonstrate Strong Communication During the Interview

How you communicate is just as important as what you say. Listen carefully to each question before responding, avoid interrupting, and maintain steady eye contact. Speak clearly and avoid rushing through answers.

Interviewers respond positively to candidates who show both confidence and attentiveness. Balance enthusiasm with professionalism to leave a strong impression.

Step 14: Follow Up Professionally After the Interview

A thoughtful follow-up message can reinforce your interest and keep you memorable. Send a short thank-you email within 24 hours, referencing something specific from your conversation and reaffirming your interest in the role.

This simple step often strengthens your final impression with hiring managers.

Common Interview Mistakes to Avoid

Many candidates lose opportunities not because they lack skills, but because of avoidable mistakes. These include failing to research the company, giving vague answers, speaking negatively about previous employers, or forgetting to ask thoughtful questions.

Another common issue is lack of structure in responses, which can make even strong experience sound unclear. Avoiding these mistakes helps ensure your performance reflects your true ability.

Strong interview preparation minimizes these mistakes and helps you maintain a professional image throughout the hiring process.

Final Thoughts

Knowing how to prepare for a job interview step by step can dramatically improve your chances of success. It is not just about answering questions correctly, but about presenting yourself with clarity, confidence, and intention.

The most successful candidates rarely rely on luck. They invest time in interview preparation, understand employer expectations, and communicate their value with confidence. By following the strategies outlined in this guide, you'll be well-positioned to make a memorable impression and move closer to securing your next career opportunity. Consistent interview preparation not only improves interview outcomes but also strengthens your long-term professional growth and career advancement. more