Career development

Anonymous member

15h

I’m in a difficult situation at work. We broke up with a guy from another department, we dated and even lived together for a year. Now it feels uncomfortable to see him at the office and in the kitchen. It’s also hard to deal with coworkers asking questions and showing sympathy about our breakup. I don’t want to change jobs, and I don’t have anywhere else to go.
How can I get coworkers to ask... fewer questions and make work feel more comfortable? Thank you

more

1

Luke Lukaria
31m
Sorry for the breakup. Answer all their questions with no lies and eventually no more questions will pop up
Greg Samuel Mwebaze
7h
Sorry for that!. However, it feels insecure on your side but it's easy to deal with the coworkers if they're making it difficult for you with... questions. First, accept the break up with your X and be open with whoever asks questions about it because some people need reality to settle their minds. I promise you'll be good to go more

Career development

3h

Indeed Hires 72andSunny as Global Creative AOR Amid AI Job Market Disruption

Job hunting site Indeed has named Stagwell's 72andSunny its global creative agency of record as AI irrevocably reshapes the job market.

The appointment expands a years-long project-based relationship into a partnership spanning creative, strategy, brand marketing, and product marketing. 72andSunny's previous work with Indeed includes global campaign "The World Can Work Better," which launched... across the U.S., France, and the U.K. in 2023.

Indeed's media spend is estimated at $167 million annually, according to COMvergence.

"We've spent years building a foundation of creative excellence with 72andSunny and are thrilled to deepen that collaboration," said Jennifer Warren, vp of marketing at Indeed, in a statement. more

Career development

5h

The job market is so bad that 'reverse recruiters' are charging $1,500 a month just to help people look for jobs | Fortune

Today, job seekers often send hundreds of applications into the void of applicant tracking systems, where their materials may never be seen by human eyes. For many, the job search has become a full-time job in itself. Some, though, are outsourcing it. That's where the reverse recruiter comes in.

Reverse Recruiting Agency helps find, apply to, and secure jobs on behalf of the worker, not the... company. It charges $1,500 a month for their services (though clients get their first-month fee refunded), plus 10% of the job seeker's first-year salary upon job acceptance. That $1,500 gets you personalized résumé editing services, 50 to 100 applications per week, career coaching, interview prep, and several other job readiness services, according to the company's website.

Today, more than half of U.S. job seekers are spending six months or more shooting out résumés before landing a job, according to LinkedIn's 2025 Workplace Confidence survey. Some people have even reported applying to hundreds of jobs before landing a single interview. Long-term unemployment rate, or those lacking work for 27 weeks or longer, is also on the rise, at about 25.6% as of last month, according to Bureau of Labor Statistics data. That's putting pressure on folks to get a job.

Alex Shinkarovsky, founder of Reverse Recruiting Agency, said in an interview with Fortune that this company has helped 45 clients so far, with 25 more active clients. Most clients, he describes, are high-performers coming from a range of backgrounds, from data science, program management, and engineering. Even a top exec from Apple has consulted for his help, he said.

"Most of the people who are hiring us now are awesome candidates, as in, they're not struggling now," Shinkarovsky told Fortune.

Although the company helps to submit 50 to 100 applications per week, Shinkarovsky said still may not be enough to beat the odds. On average, he said his company submits 863 applications per client before they land a job offer. For difficult career searches -- those facing visa complications, ageism, or location constraints -- it takes up to 924 applications.

Still, Shinkarovsky said his company is slashing the time it takes to find a role in half. The average time it takes to score a job offer is about 12.7 weeks for the standard role switch with the company's help, compared to 24.3 weeks across the market, according to a Reverse Recruiting Agency analysis.

The rules of the game are changing, shifting the knowledge required to score an interview. The logical conclusion of a job market that prizes volume over quality is a flood of AI-generated résumés and cover letters. And recruiting experts say that's become the norm. In fact, the whole job search ecosystem is rife with AI, as applicants submit AI-generated materials and recruiters use AI to sort through applications, many of whom are ghosting applicants because of the technology.

"It's fundamentally broken," Shinkarovsky said. The founder clarified the company's workers don't use AI to submit applications on behalf of their clients, save for some résumé optimization functions as well as outreach on LinkedIn.

He suggests that Congress could address the issue by implementing a verification system for job seekers, similar to a voter ID, to add friction to the application funnel. "That would cut out almost all the slop right away," he said. more

Rita Morton

Career development

3d

Hello! We’re a small travel agency with a close team of women. Recently, a young guy was hired as a sales manager. But he has no basic knowledge, he doesn’t even know where China or South America are. I don’t understand how he’s going to sell tours to clients.
The owner thinks he’ll learn and do fine. But maybe he doesn't realize how little he knows? Should I tell the owner or stay out of it? I’m... worried we could lose customers because of him. Thanks

more

10

Prince Kambuluka
9h
He can always learn in this digital world.all he needs is you people to be by his side and help him out then in few months he will b okay
Kimani Trapp
11h
You women better help that young man; it could be a test. What if that young man is the son or nephew of the owner and wants to see who will help him... and teach him about the company because his Father or Mother is having him trained by the best woman in the company to help him and when he becomes your boss, the one that helped will be the only one there with a raise and higher position. That's why you always have to be kind to people because you never know who is. It's a lesson I learned at a young age. more

Career development

11h

Comprehensive Support for International Students to Bolster Hong Kong's Talent Attraction and Retention | dagangnews

ManpowerGroup Greater China and Beacon Group Partner with FGA Trust and Payment Asia to Launch "Talent in HK" Program

HONG KONG SAR -

* ManpowerGroup Greater China (2180.HK): As the exclusive career development partner of the project, ManpowerGroup will leverage its extensive network and expertise to provide career planning, internship matching, and employment guidance, bridging the gap between... graduation and professional life, and help students to have a smooth transition from academies to careers.

* Beacon Group (parent company BExcellent Group Holdings Limited 1775.HK): As one of the initiators of the project with 37 years of experience in the education sector, Beacon Group will provide personalized academic consulting and profile enhancement, provide better guidance and adaptation for candidates to pursuit their study in Hong Kong. Its deep roots in the education sector help families navigate educational choices and avoid scams or unnecessary hurdles.

* FGA Trust (TCSP license: TC008341): As the structural architect and asset trustee, FGA Trust will establish a specialized trust framework with individual sub-accounts for each student. This ensures funds for tuition, housing, and living expenses are managed with clear traceability, mitigating risks of fraud or improper spending.

* Payment Asia: As the primary channel partner, Payment Asia provides secure and compliant collection channels, ensuring the seamless transfer of funds into the program's dedicated accounts.

The issuer is solely responsible for the content of this announcement.

FGA Trust

FGA Trust (TCSP License No. TC008341) is a premier trust and fiduciary services provider headquartered in Hong Kong, offering comprehensive wealth solutions to an international clientele. We specialize in trustee services, all-asset custody, and strategic financial planning. This core expertise is uniquely enhanced by our integrated lifestyle management, delivering a truly holistic approach to wealth preservation and growth.

Disclaimer: This press release is not a document produced by DagangNews. DagangNews shall not bear responsibility for its content. In case you have any questions about this press release, please refer to the contact person/entity mentioned in the text of the press release. - DagangNews.com more

Career development

15h

The Open-Source Résumé That Became a Philosophy: Inside Sahil Lavingia's Radical Experiment in Public Self-Improvement

Sahil Lavingia, the founder and CEO of Gumroad, has turned his personal skills inventory into an open-source project on GitHub -- and in doing so, has sparked a quiet but meaningful conversation about transparency, self-assessment, and what it means to grow in public.

The repository, simply called "skills" and hosted under Lavingia's GitHub handle, is exactly what it sounds like: a structured,... version-controlled list of the skills he possesses, wants to develop, and is actively working on. It's a README file. Nothing more. But the implications are far more interesting than the format suggests.

At first glance, the project reads like a personal tracker. Lavingia catalogs competencies across categories -- writing, design, engineering, management, among others -- and rates himself with a candid, sometimes blunt honesty that most executives would never risk in a public forum. There's no corporate veneer here. No polished LinkedIn summary designed to impress recruiters. Instead, it's a living document that admits gaps, acknowledges weaknesses, and invites the world to watch as those gaps either close or persist.

That's the part that matters.

Lavingia has long been a proponent of building in public. Gumroad, the creator economy platform he founded in 2011, has itself been an exercise in radical transparency -- the company has published its financials openly, discussed layoffs candidly, and operated with a level of openness that most venture-backed startups would consider reckless. The skills repository is an extension of that same instinct, applied not to a company but to a person.

The concept isn't entirely new. Developers have long maintained public dotfiles and configuration repositories. Engineers share their learning paths on GitHub. But a CEO doing it -- a founder with a public profile and real stakes -- that's different. It carries risk. Investors, partners, and employees can all see what the person running the company believes he's bad at.

And yet, that vulnerability appears to be the point.

The repository's structure is deliberately simple. Markdown. No fancy tooling, no web app, no gamification. Just text organized into sections that reflect how Lavingia thinks about personal development. Skills are grouped loosely, and each one carries a self-assigned proficiency level. Some are marked as areas of active focus. Others sit dormant, acknowledged but not prioritized. The commit history -- visible to anyone -- shows when entries were added, modified, or removed. It's a changelog for a human being.

This approach resonates with a broader movement in tech culture that values learning over credentialing. The traditional résumé is a static artifact, a snapshot frozen in time and designed to present the best possible version of a candidate. Lavingia's skills repo is the opposite. Dynamic. Honest. Sometimes unflattering. It treats professional development as an iterative process -- not unlike software itself.

The open-source community has responded with predictable curiosity. Forks of the repository exist, with other developers and professionals creating their own versions. Some have added more structure. Others have stripped it down further. A few have turned it into a template, encouraging friends and colleagues to do the same. The project has become, in a small way, a format -- a genre of self-documentation that didn't exist before.

So why does this matter beyond the personal branding of one Silicon Valley founder?

Because it challenges a deeply held assumption in professional culture: that admitting what you don't know is a liability. In most corporate environments, competence is performed. Managers project confidence. Executives speak in certainties. The incentive structure rewards appearing capable, not being transparent about capability gaps. Lavingia's repository flips that dynamic. It says: here's what I'm working with, here's where I'm weak, and here's what I'm doing about it.

The timing is relevant. The tech industry is in the middle of a significant reckoning with how it evaluates talent. The rise of AI tools has made certain technical skills less scarce while elevating others -- critical thinking, taste, communication, the ability to manage ambiguity. Traditional skill taxonomies are breaking down. A public, evolving skills document may actually be a more useful signal of a person's trajectory than a degree or a job title.

Lavingia himself has written extensively about the future of work, the creator economy, and the value of small teams. His 2020 book, The Minimalist Entrepreneur, argued for building businesses that are profitable, sustainable, and human-scaled. The skills repository fits neatly into that philosophy. It's minimal. It's sustainable -- requiring only occasional updates. And it's human in a way that most professional self-presentation is not.

There are limitations, of course. Self-assessment is inherently subjective. Lavingia's ratings of his own abilities are just that -- his own ratings. There's no external validation built into the system, no peer review, no 360-degree feedback mechanism. A cynic might argue that the whole exercise is performative humility, a carefully curated display of vulnerability designed to generate goodwill and social media engagement. That criticism isn't entirely without merit. But it also misses the larger point: even if the motivation is partly strategic, the format itself is genuinely useful.

Consider the alternative. Most professionals have no structured way to track their own development over time. They rely on annual performance reviews -- if they get them at all -- or vague personal goals that fade by February. A version-controlled skills document, even a private one, would give anyone a clearer picture of where they've been and where they're headed. Making it public just adds accountability.

The repository also raises interesting questions about what counts as a "skill" in the first place. Lavingia includes items that traditional HR frameworks would never categorize as competencies -- things like taste, judgment, and the ability to say no. These are soft, squishy, hard-to-measure qualities. But they're often the ones that determine whether a founder succeeds or fails. By including them alongside more conventional entries like "Python" or "financial modeling," Lavingia is implicitly arguing that the distinction between hard and soft skills is less meaningful than we pretend.

GitHub, as a platform, adds an unexpected layer of meaning to the project. Version control -- the core technology underlying Git -- was designed to track changes to code over time. Applying it to personal development creates a metaphor that's almost too perfect: every commit is a small act of self-revision, every diff a record of growth or course correction. The medium is the message, as Marshall McLuhan might have said. And the message here is that people, like software, are never finished.

Other founders and public figures have experimented with similar ideas. Some maintain public "now" pages -- a concept popularized by Derek Sivers -- that describe what they're currently focused on. Others publish annual reviews or quarterly goals. But few have used a developer tool like GitHub to do it, and fewer still have framed the exercise as open-source, explicitly inviting others to fork and adapt the format for themselves.

The project has no license file, no contributing guidelines, no issue tracker full of feature requests. It's not trying to be a product. It's trying to be an example. And in that simplicity lies its power.

Whether Lavingia's skills repository becomes a widely adopted practice or remains a niche curiosity is beside the point. What it demonstrates -- that transparency about one's own capabilities can be a strength rather than a weakness, that professional growth can be tracked with the same tools we use to build software, and that vulnerability and leadership are not mutually exclusive -- is worth paying attention to. Especially now, when the definition of what makes someone valuable in the workplace is shifting faster than most people can keep up with.

The repo sits there on GitHub, public and unadorned. Forty-odd lines of Markdown. No pitch deck. No manifesto. Just a person saying: this is where I am. Fork it if you want. more

Career development

16h

The Power of Small Decisions That Lead to Big Success

This is not normally successful due to a single breakthrough. In most instances, it is the outcome of little choices continuously taken.

Dramatic changes or immediate results are expected by many of us and it is a matter of fact that sustainable growth normally involves gradual growth and intelligent decision-making on the way.

In business, career development or in personal growth, having a... skill to look at small yet significant actions can be able to shift your future.

The Hidden Impact of Everyday Choices

Our decisions are dozens, and each of them influences our advancement. Others seem to be irrelevant now to the manner of our squandering another hour, whether we are able to learn something new or whether we have challenged ourselves.

But these small choices accumulate weeks, months and years.

The competence of asking a single question: Will this decision take me where I want to be is the habit successful people have developed.

Clarity is created through this attitude. You begin to do things with a purpose rather than reaction.

Why Growth Happens Step by Step

It is simple to think that success is associated with individuals who take a significant step or take a huge risk. Although dramatic steps might be effective occasionally, the majority of the accomplishments are in regular progress.

Consider sportsmen, businessmen or artists. They gain momentum as they advance their skills, learn through their mistakes and perfect their strategies.

A single minor enhancement may not be much. Nevertheless, hundreds of small advances throughout the years can lead to incredible outcomes.

Having consistency generates a feeling of reassurance and reassurance brings larger opportunities.

Learning to Focus on What Truly Matters

Distraction is one of the problems that many individuals encounter. The contemporary world presents the world of unlimited information, prospects and ideas that are in rivalry.

This is the reason why effective people are focused. They select a path and follow it to the extent that they achieve positive gains.

Businesses also work the same way. When organizations are present at an industry event, say, they need to make decisions on how to make an appearance. Some organizations invest in larger presentations such as a 10x20 trade show booth to showcase multiple products and create a stronger visual presence. Some like a smaller arrangement to keep their messaging within a narrow scope.

Both methods have their way the trick is purposefulness.

Having your objectives in mind, everything is more deliberate.

Turning Challenges Into Learning Opportunities

At times the failure has a discouraging effect. Nevertheless, a lot of the most successful individuals perceive difficulties as feedback.

They do not say, Why did this happen to me, but, What can I learn out of the experience I had?

This change of attitude transforms hurdles into stepping stones.

Experimentation is a requirement to grow. All attempts will not be successful, but you can use all attempts as a source of information that will help to perfect your strategy.

Such lessons accumulate expertise over time.

The Value of Simplicity

The other mistake that the majority of people make is the excessive overthinking of how they can make their way to success. They believe that they need elaborate arrangements, elaborate mechanisms or perfect timings.

Practically, simple principles are the most likely to be the best:

* Focus on delivering value

* Keep learning consistently

* Build strong relationships

* Wait even where you believe that you are not achieving.

These ideas may not appear to be fancy, but they are powerful in that they are frequently used.

This philosophy has been consistent in most businesses because they will present their brand in any competitive conditions. They also do not cram the visitors with a lot of information, but rather prepare clear and concise displays. Even a smaller setup like a 10x10 exhibit booth can be highly effective when the message is clear and the presentation is thoughtful.

Simplicity will make people understand what you have to sell and why it is necessary.

Building Momentum Over Time

Momentum is a force that is powerful in personal and professional development.

Just by making regular action, even the little winnings start adding up. The wins give you confidence and confidence makes you take bigger strides.

Opportunities are also attracted by momentum. Individuals and organizations with signs of improvement and dedication attract people.

Successful people do not wait till they get the right moment, they just begin with what they have and get better as time goes by.

Creating a Long-Term Vision

The day-to-day activities might be vital; however, one is also required to have a long-term vision. Vision clarity determines the difference between the amount of effort one invests in a day.

Ask yourself:

* In five years, what would I like my destiny to be?

* What is the difference I would like to make?

* What are the skills or knowledge that will help me to get there?

Once a goal is determined, then it becomes easier to take the path.

Every little act is a component of a greater adventure.

Success Is Built One Step at a Time

The idea of seeking shortcuts is appealing, yet nothing can guarantee a person success better than a straightforward way to success: hard work, smart choices, and the desire to continue the process of improvement.

Supreme success does not come in a day. They are developed through patience, discipline and the ability to move on despite the time it takes to bear fruits.

The positive fact is that this process can be initiated by any person. You do not have to have an ideal plan or a fantastic pool of resources. The motive it takes is just to take the next step and the next step after that.

Those steps might go a lot far than you can even imagine, as time passes.

Special Thanks to Betty Holland for Her Input in This Article

Betty Holland is an author of entrepreneurship, marketing strategy, and growth of a business. Their work focuses on practical information and real-world experience, discussing how firms can develop stronger brands, reach out to the audience and expand in competitive sectors. more

Career development

16h

Mid-Level CV Revamp

My current résumé has served me well, but I now want it to open doors to a new mid-level position. The core content is there; what's missing is the sharp, targeted presentation that hiring managers (and their ATS filters) expect today. I need you to rework the document with special attention to two areas: the Work Experience section, which should tell a results-focused story, and the Skills... section, which must highlight both hard and soft skills in a way that passes keyword scans yet still reads naturally to a human. Education can stay largely as is; a light polish is fine. You will: * Re-structure and rewrite the CV so that triumphs and metrics stand out at a glance. * Weave relevant industry keywords throughout, ensuring ATS compatibility without keyword stuffing. * Deliver an editable Word file and a clean PDF ready to send out, along with a brief note explaining any major changes you made so I can speak to them in interviews. Success for me is simple: when I submit the new CV, I should start getting interview calls for mid-level roles that match my background. If you're confident in modern CV formatting, persuasive wording, and keyword optimisation, let's get started. more

Gina Sloan

Career development

1d

Hello! I love baking and often bring cakes or cookies to share with my coworkers. At my last job everyone liked it. But at my new job some women in my department are upset. They say I’m trying to impress the boss and make them gain weight.
I just enjoy taking a break and having tea with something sweet. And I don’t want to eat it alone, so I share with everyone.
Now I’m wondering is it really a... bad thing to share baking with coworkers?

more

4

Randall Giancaterino
18h
Based on the information that you have provided: The negative reaction indicate insecurity issues with the complainers. Those folks do not have to eat... the goodies. They also could consider looking to impress supervisors with their own actions. separate from being concerned about your actions. Do what you have to do (within reason) to adjust to your new job environment. :) more
3
hobcapital MCFL
20h
some women can just be bitter. please share with those who want it. simple
2

Career development

18h

LinkedIn Profile Optimization for Online Learners: Pro Guide

The digital revolution in education has democratized access to skills, credentials, and transformational learning. LinkedIn -- now the world's largest professional network -- provides a platform where what you learn online can immediately impact your résumé, interview opportunities, and talent acquisition outcomes. The reality is clear: optimizing your LinkedIn profile is no longer optional for... students and professionals. It's the fastest boost for visibility to potential employers and a formidable bridge from online education to real-world career opportunities.

This evolution isn't lost on forward-thinking learners. Where a paper CV was once enough, a strategic LinkedIn profile now stands as your living portfolio, personal brand hub, and connection request magnet. With LinkedIn Learning credentials, digital badges, and targeted endorsement of skills listed, online learners can stand out in the crowded job market by leveraging optimization best practices. In this pro guide, you'll gain actionable tips and tricks to optimise your profile, from crafting a standout headline to requesting impactful recommendations. Whether you're preparing your first internship application or pursuing a graduate degree, these strategies give recruiters and hiring managers the full view of your professional achievements and ambitions.

Let's explore how online learners can create the best LinkedIn profile -- one that showcases your journey, passion, and expertise to the recruiters and employers that matter most.

The data is clear: a strategic approach to LinkedIn profile optimization is essential for students and professionals seeking the next step in their educational or career trajectory. Optimizing your profile is about much more than entering job titles. Every section of your profile is an opportunity to showcase your authentic story and professionalism.

Your profile picture and headline create critical first impressions. A high-quality, professional headshot signals credibility. Most studies show that profiles with a professional photo receive up to 14 times more profile views. Use natural light, a clear background, and attire that fits your industry or education sector. If you need an accessible photo editor, Canva offers templates and cropping tools ideal for LinkedIn.

A powerful headline does more than repeat your job title or major. Go beyond "Business Student" or "Web Developer" by including key skills and a value proposition. For instance:

Optimizing your headline with keywords relevant to your role or program increases your chances of ranking in recruiter search results. Remember, the headline is visible in search listings, connection requests, and shares -- make each word count.

The summary, or "About" section, is your storyline. This is where you express your motivations, professional brand, and aspirations in three to five short paragraphs. Use concise, easy-to-read bullet points to highlight achievements and online certifications. Include quantifiable results -- like "Completed Google Project Management Certificate with 98% assessment score" or "Volunteered 50 hours tutoring first-year STEM students."

Work experience sections should detail not only formal positions but relevant projects, internships, and volunteer work. Where possible, use bullet points and action verbs: "Designed a mobile app with 3,000 downloads," or "Managed peer study sessions as teaching assistant for Professor Chang's management course."

Skills listed play a pivotal role in recruiter searches and employer evaluation. Research shows that candidates with at least five relevant skills receive 17 times more profile views. Select keywords tied to your field (e.g., "JavaScript," "Instructional Design," "Financial Modeling"). Ask classmates, professors, or project collaborators to endorse those skills -- endorsement acts as a testimonial of your expertise.

Request recommendations from managers, colleagues, or professors directly through LinkedIn. Be specific in your ask: "Could you reflect on my performance leading our capstone project?" Recommendations add unparalleled social proof, allowing your abilities and character to shine from another's perspective.

Online learning provides a trove of accomplishments that can be prominently showcased in your LinkedIn profile. The right profile section allows each new credential, badge, or project to shine.

Whether you're attending college, switching fields, or pursuing a graduate degree, treat the education and certification sections as pillars of your professional identity. Clearly list every school you have attended, online and offline. Add LinkedIn Learning courses, relevant MOOCs, and recent micro-credentials. Accreditation matters -- make sure to include in your profile which programs carry official recognition.

For certifications, mention issuing organizations and the month/year awarded. If you completed a noteworthy project or achieved a significant milestone (such as "AWS Certified Solutions Architect"), write one impactful bullet under the credential for extra context.

Learning is only as valuable as your ability to apply and communicate your skills. Use your profile's Experience section not only for paid work but also for impactful volunteer projects, open-source contributions, and academic competitions. Describe your role, scope, and outcome.

Regularly share industry insights or top posts on your feed. For example, after finishing a certificate in digital marketing, pen a post about what you learned and tag relevant hashtags, such as #DigitalMarketing or #OnlineLearning. LinkedIn's algorithm boosts active contributors, which increases your profile's reach to employers and recruiters.

LinkedIn Learning badges provide immediate validation of digital skills, boosting your online presence and credibility. When you finish a course, display the badge directly on your profile and mention it with a sentence or two in your summary or experience.

Remember to regularly update your choices in privacy and visibility settings -- opt into "Open to Work" or "Open to Internship" if actively seeking. The mobile app makes these updates seamless on the go.

Recruiters use LinkedIn's powerful search engine to find candidates with the right skills, background, and career goals. SEO optimization isn't just for websites -- it's essential for your LinkedIn profile, too.

Identify the relevant skills and keywords commonly found in job postings for your target roles. Integrate these terms into your headline, summary, skills, and even in bullet points describing your experience. For example, if you're targeting instructional design roles:

Use LinkedIn's own keyword suggestions or scan job listings for repeat terms. This not only increases your visibility to potential employers but aligns your profile with the search behavior of recruiters.

Every section of your profile can help attract attention. Use the Featured section to pin posts, share PDF résumés, or display top posts. Complete every section of your profile for "All-Star" status -- LinkedIn research shows that profiles marked as complete are 40 times more likely to receive opportunities.

Customize your LinkedIn URL for professionalism (e.g., linkedin.com/in/yourfullname). Add your name pronunciation if available. These small touches make your profile easy to remember and find in search results.

Profiles are living documents. Set a monthly calendar reminder to review and update accomplishments, skills, and endorsements. This ensures your profile reflects your most current experience and keeps you ahead in the competitive job market.

Don't overlook privacy -- periodically review your HTTP cookie and privacy settings to align with your preferences. Update your brand messaging as you complete new courses, transition roles, or earn additional certifications.

The right profile is about more than showcasing learning; it's about building relationships that accelerate career opportunities.

Send personalized connection requests after networking events, webinars, or online courses. Reference shared experiences ("We were both in Professor Gupta's digital transformation class") to build rapport. A robust network increases your reach -- studies show the majority of jobs are filled through referrals or direct connections.

Join and engage in LinkedIn groups related to your field -- education management, career guidance, or graduate degree forums -- to discover new opportunities and share industry insights. Sharing content and commenting on relevant posts helps establish your voice and grows your visibility.

Ask for resourceful, specific recommendations after completing projects or internships. Offer testimonials in return -- for classmates, coworkers, or even professors. Endorsement is a two-way street. The more you endorse those skills in your network, the more likely they'll return the favor -- building a robust endorsement record for your skill set.

Support your network by highlighting fellow students or professionals in your top posts section. This not only lifts others up but strengthens your own standing as a community contributor and thought leader.

The education world is transforming -- remote credentials, digital badges, and personalized skill sets are driving the workforce of tomorrow. LinkedIn profile optimization is no longer about simply updating your CV. It's about building a professional digital presence that gives you the opportunity to showcase your expertise, connect with the right employers, and access top career opportunities.

Standout online learners understand this shift. By following the best practices of LinkedIn optimization -- crafting an impactful headline, showcasing digital credentials, leveraging endorsements, and amplifying online presence -- you're not just preparing for your next job search; you're establishing a sustainable foundation for lifelong career advancement.

Ready to take the next step? Apply these strategies, update your profile, and join the ranks of future-ready professionals shaping what comes next in education and employment. The journey from online education to career impact starts with one powerful profile. more

Career development

20h

NX Direct Showcases Advancement Success Stories from its Atlanta Team | Weekly Voice

Four NX Direct team members standing together, representing the company's focus on mentorship and career advancement.

Advancement stories show how NX Direct helps early-career professionals gain real-world experience, build leadership skills, and grow confidence.

ATLANTA, GA, UNITED STATES, March 24, 2026 /EINPresswire.com/ -- NX Direct is highlighting a series of recent advancement milestones... within its Atlanta team, reinforcing the company's commitment to internal growth and long-term career development. These promotion stories reflect how the organization's development model continues to translate into measurable career success for individuals within the team.

Across NX Direct, team members have progressed into leadership roles by consistently demonstrating performance and a willingness to grow. This focus on advancement is supported by a structure that prioritizes real-world experience, mentorship, and clear expectations. As individuals take on increasing responsibility, they develop the skills and confidence to advance within the organization while gaining a clearer understanding of how each role contributes to overall success.

One example is Mitchell Babb, who began his career at NX Direct and quickly distinguished himself through consistent performance. He achieved top 10 sales representative status nationwide while continuing to build his leadership capabilities. His progression ultimately led to the launch of his own sales office, marking a significant step in his professional journey. Milestones such as hiring his first employee, creating his company logo, and signing the lease on his first office space reflect the level of growth enabled by the company's development model. These moments represent the transition from individual contributor to leader, shaped by hands-on experience and accountability.

Mitchell's experience reflects a broader pattern seen across the organization. Team members continue to advance by applying what they learn instantly, gaining confidence through their daily responsibilities, and deepening their understanding of how the business operates. These NX Direct promotion stories highlight the company's emphasis on internal growth in Atlanta, where advancement is directly tied to performance rather than tenure.

Their approach is centered on providing consistent exposure to real-world responsibilities while maintaining a clear path for progression. Development is integrated into daily operations, allowing individuals to strengthen communication, improve decision-making, and refine leadership abilities through direct experience. This structure supports steady growth while preparing team members to handle new challenges as they step into expanded roles and take on greater responsibility over time.

By prioritizing a grow-from-within philosophy, NX Direct continues to build a team of leaders who have developed within the organization. This approach reinforces consistency across the business and supports long-term success by ensuring that those stepping into leadership roles bring both experience and perspective. It also creates an environment where advancement is both visible and attainable for those committed to their development.

As NX Direct continues to grow its presence in Atlanta, these stories of advancement reflect the opportunities available. By highlighting real examples of career success at NX Direct, the company strengthens its credibility and demonstrates a continued commitment to developing professionals through experience-driven growth, offering a clear path for individuals seeking long-term progression within the sales industry.

About NX Direct

NX Direct is a sales and marketing firm based in Atlanta, GA, specializing in customer acquisition and career development in sales. With a mission to provide exceptional service for clients and real growth opportunities for its team, NX Direct focuses on hands-on training, leadership development, and performance-based advancement. The company is dedicated to developing leaders, cultivating a team-first culture, and achieving long-term success for both clients and professionals.

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Career development

21h

Dual ATS-Friendly Resumes

PROJECT DESCRIPTION I need two separate, fully ATS-optimised resumes for an early-career professional with experience in program operations, data reporting, and sales & marketing support. One version must align with current Indian hiring conventions, while the other should follow international standards for the US, UK, and wider Europe. The role focus is on Operations, Program Management, Business... Operations, and Entry-Level Analyst roles -- so each document must highlight measurable impact, cross-functional collaboration, data-driven decision-making, and process improvements that modern Applicant Tracking Systems prioritise. My experience includes improving user retention by 20%, enhancing reporting accuracy, managing financial documentation, and contributing to program effectiveness with a 30% improvement. These achievements should be clearly positioned using strong action verbs and quantified results. WHAT I WILL HAND OVER My existing résumé Career summary and work experience details Key achievements with metrics (retention growth, reporting accuracy, program impact) Skills (Advanced Excel, reporting, operations, coordination) Target job descriptions (if required) WHAT I EXPECT BACK * An India-specific résumé that fits local length, section order, and contact norms while remaining 100% machine-readable * A second résumé tailored to global standards -- crisp one-pager or concise two-pager format, with location-agnostic contact details and internationally aligned formatting * Both resumes should clearly highlight: Quantified achievements and impact Operations and program management experience Data reporting and analytical skills Sales and marketing internship exposure * Final files delivered in editable Microsoft Word or Google Docs format, along with PDF versions ready for direct job applications ATS OPTIMISATION REQUIREMENT Prove you understand how modern ATS parsers such as Workday ATS system, Taleo ATS system, Greenhouse ATS system, and Lever ATS system scan resumes for keywords, formatting, and standard section headings. The resumes should: Use clean, ATS-friendly formatting (no tables, graphics, or complex designs) Include relevant keywords such as: Program Operations Data Analysis & Reporting Process Optimization Business Operations Stakeholder Coordination Sales Support & Market Analysis Highlight measurable outcomes (retention growth, efficiency improvements, reporting accuracy) Present internships and current role as strong professional experience Be optimized for recruiter keyword searches If you use tools like Jobscan resume optimizer or similar optimisation platforms, please mention that in your process. REVISION POLICY * Minimum 2-3 rounds of revisions included to refine content, formatting, and keyword optimisation * Revisions should cover: Content improvements (bullet points, achievements, wording) ATS keyword alignment Formatting adjustments * Final delivery should reflect all agreed changes before project closure WHAT I'M LOOKING FOR Please share: Samples of resumes created for operations, analyst, or business roles A brief outline of your ATS optimisation and resume-writing process Tools or platforms you use Estimated turnaround time I'm looking to partner with a writer who can translate my experience in operations, data reporting, and program coordination into two clean, keyword-rich resumes that pass ATS screening and improve my chances of securing interview opportunities in both Indian and international job markets. more

Career development

1d

Access Careers Centre | Career Development Software

Our AI-driven career development software is designed to enhance staff development and boost student and graduate employability through personalised learning plans. With CPD-accredited content and practical tools, we support professional growth at all career stages. Trusted by academic institutions, businesses, and career firms of all sizes, our intuitive platform elevates employability and... productivity.

Our career development software is an adaptable Digital Learning Solution designed to be tailored to your business or academic institution, no matter how large or small.

Whether you're seeking customised professional development courses or an individual development program, Access Careers Centre delivers unparalleled flexibility. Thanks to an intuitive platform and scalable features, our software can be adapted to fit your precise needs.

Discover a solution that seamlessly integrates with your L&D framework, offering comprehensive support in career development strategies and providing your employees with essential skills for career development. With AI-powered career coaching and personalised learning plans, our software ensures that your team acquires the skills to develop for career growth.

Explore AI tools for training and development that elevate employability and productivity, giving your staff and students a competitive edge in their career journeys. more

Career development

1d

Stephen Mihm: AI is hastening the résumé's demise. Good riddance

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Artificial intelligence isn't just being blamed for killing jobs; it's exposing the fundamental flaw in one of hiring's oldest tools: the résumé.

Thanks to AI, any applicant can churn out a polished, professional-looking version with a few basic prompts -- regardless of their qualifications. Frustrated companies have responded in kind by deploying the technology to sort the submissions.

The methods may have changed, but this is a familiar tug-of-war. For close to a century, the résumé has been the focus of an intense struggle between job seekers hoping to present themselves in the most flattering light and employers eager to find the best candidate. But its usefulness was short-lived at best and should have been replaced with a better way to evaluate job seekers long ago.

Though it's possible to find documents that look vaguely like a résumé prior to the 1920s, the version we know today came into its own that decade. Researchers in what's now known as industrial and organizational psychology grappled with a challenge confronting large corporations: what was the best way to screen the applications of hundreds of job candidates about whom next to nothing was known?

Up until then, many employers placed great reliance on a "Letter of Application," or what we would simply call a cover letter. Then, as now, it invited applicants to explain why they were particularly qualified or well-suited for a particular job, noting their experience, talents, and temperament.

Donald Laird, a professor at Colgate University, thought it was ridiculous that managers would rely on these letters to pick the best candidates. In his popular 1925 book, The Psychology of Selecting Men, he heaped scorn on the cover letter. He pointed to a number of real-world experiments showing that applicants tended to overstate their qualifications and otherwise mislead potential employers.

Nonetheless, managers put great faith in them. To counter this, Lairdpublicized a number of tests that demonstrated how managers could be easily gulled by the inflated self-assessments of job applicants, or simply react in subjective, unpredictable ways. A candidate whom one manager ranked first would be ranked last by another. When shown the same letters a month later, some managers completely reversed their initial judgment.

Laird and other members of the industrial and organizational psychology field advocated for "scientific" methods of assessing job candidates, such as objective tests of skill -- for example, a typing test. They also advanced the heretical idea that the standard "Letter of Application" should come with a sobering chaser: a dull, just-the-facts recitation of the applicant's job history, education, references and other objective data. Initially, researchers called it a "data sheet" or "qualifications brief." Whatever the name, make no mistake: the résumé had arrived.

Applicants quickly realized that the new addition, far from being an obstacle to selling themselves, could be a useful tool in the struggle to stand out from others. In a confession from 1952, one job candidate described how he had typed up his résumé and then brought it to a copy shop, paying extra for a printing process that "makes each piece look as if it is a hand-typed original" -- proof that the résumé in question had been specially prepared for this one position. Then he sent out 100 copies to different organizations.

With that hack, job candidates began submitting résumés regardless of whether a job opening asked for one. In 1958, the Wall Street Journal interviewed an executive from a placement firm, who reported: "We send out about 50,000 resumes a week. Ten years ago, it was closer to 500." An executive with Borg-Warner Corporation likewise declared: "Everybody in middle management keeps a résumé handy these days. It's just part of the businessman's briefcase."

Increasingly, human resources departments noticed that applicants used the résumé to tell white lies, and even bigger fibs, listing fictitious degrees, fake promotions and other embellishments.

By 1968, the Journal found that résumé padding had reached epidemic proportions. "Most firms say they tolerate -- and even expect -- a certain amount of fudging in applicants' resumes," the paper reported. A personnel manager was quoted as saying, "Most of us have a tendency to look the other way when a guy who looks like a real winner is caught in a small lie."

When the '70s and '80s came around, employers confronted an additional challenge: the rise of a new industry dedicated to helping job candidates draft the best possible résumés. There wasn't anything inherently wrong with this, but outsourcing the writing to professionals only underscored the degree to which this humble document, once meant to blunt the puffery of the cover letter, had now become the leading weapon in the job seeker's arsenal.

In 1996, hired-gun résumé writers even got their own professional organization: the National Résumé Writers Association. The advent of the internet around the same time made a growing number of résumé-writing templates and guides available to anyone with a modem.

It's no wonder we've forgotten that sheet of paper's original function. As one workplace expert told the New York Times in 2006: "A good résumé is not simply a rehash of past responsibilities, it's a celebration of successes." To that, I say it's time for more employers to rediscover the virtues of screening applicants by administering skills tests and having prospective employees work for (paid) trial periods before tendering a formal offer.

The résumé may have been created with good intentions, but it has never performed the job it was supposed to do. It's time to let it go.

____

This column reflects the personal views of the author and does not necessarily reflect the opinion of the editorial board or Bloomberg LP and its owners.

Stephen Mihm, a professor of history at the University of Georgia, is coauthor of "Crisis Economics: A Crash Course in the Future of Finance." more

Career development

1d

12 Moments That Prove Kindness Between Strangers Creates the Purest Happiness

A girl was crying in a thrift store dressing room. I knocked. "You okay?" She said, "I got a job interview tomorrow, but I can't afford anything."

I bought her a nice blazer, blouse, and pants, using my employee discount to make it cheap enough for her. The next day my manager checked the receipt and I got fired for using my discount on someone.

A few weeks later I recognized her on the street... and my jaw dropped. She ran up, hugged me, and told me she got the job, and that she still wears the outfit whenever she needs a boost of confidence. more

Career development

1d

Insurance Institute opens spring IGNITE program to tackle Canada's P&C talent gap

The curriculum focuses on three core areas: essential job‑search skills such as résumé and interview preparation; foundational insurance industry knowledge; and networking opportunities with employers across the P&C market.

"IGNITE is one of many career development initiatives that Insurance Career Connections leads throughout the year to help fill the talent gap in p&c insurance," said Peter... Hohman, president and CEO of The Insurance Institute of Canada. "This program provides opportunities for potential job seekers to attend sessions, make connections, and begin putting serious thought into transitioning towards a new, rewarding career in insurance." more

Jessica Miller

Career development

5d

I just got back from a job interview and have mixed feelings. They kept trying to confuse me and make me feel bad. At the start, they asked me to tell them about myself. I began talking about my duties at my last job, but they said they didn’t want memorized answers, they wanted real achievements.
Then they asked if I had taken a certain test. I said no (I’d never even heard of it) and they told... me that meant I failed it and got the lowest score. At the end the HR person said they had wasted their time talking to me and that their time is valuable.
Is this how interviews are done now to test how well people handle stress?

more

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kelvin idikwu
1d
it could be part of your interview to test your temporament to see your reaction.
avion glah
1d
Sorry, it was harsh the HR could have a little bit empathetic.
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