Career development

 1d

Six mistakes that could lead to you being ghosted after a job interview


Successfully navigating a job interview can be difficult, even for the most well-prepared candidates.

Job interviews are never easy, and the anticipation of receiving feedback from the potential employer can drive almost any job seeker to the verge of insanity.

In most instances, candidates are unsuccessful because they're simply not the right fit for the job, and this can happen even if... they did all their homework and delivered the perfect presentation to the interviewer.

However, there are many interview mistakes that applicants commonly make without realising it, says Patrick Dillon from marketing agency WISE Digital Partners.

"Candidates often don't realise how certain behaviours signal disengagement or create red flags for hiring managers," Dillon said. "Understanding these missteps gives job seekers the power to keep the process moving forward."

Interviewee ghosting isn't always about the hiring company being rude or dismissive. In many cases, time constraints play a significant role as recruiters are managing dozens of open positions at the same time and providing feedback to every candidate simply isn't feasible.

However, those who put their best foot forward and avoid the common interview pitfalls stand a far greater chance of getting to the next level of the hiring process.

According to Dillon, these are the six most common and significant mistakes that job applicants make:

Showing up unprepared or unenthusiastic

Walking into an interview without having researched the company or the specific role sends a clear message: this opportunity isn't a priority for you. Dillon emphasises that recruiters are acutely aware of candidates' levels of engagement.

If a candidate struggles to answer basic questions about the organisation or seems disinterested, it often leads to missed opportunities.

"Preparation shows respect for the recruiter's time and a genuine interest in the position," Dillon states. Candidates must articulate their reasons for wanting the role to stand out positively.

Failing to respond promptly to communications

In today's fast-paced hiring landscape, timing can be everything. Dillon points out that delays in responses, whether to emails or missed calls without explanation, can signal unreliability to recruiters.

"When someone doesn't respond within 24 hours, it's often interpreted as a lack of interest," he says, adding that recruiters manage multiple candidates and adhere to tight deadlines. Prompt and professional communication is essential to remain in contention.

Providing inconsistent information

Inconsistencies between what is written on a CV and what is stated in an interview can raise immediate red flags regarding a candidate's honesty and accuracy. For instance, if your resume claims you led a team of ten, but you mention three in the interview, doubts arise.

Dillon stresses the importance of trust, explaining that recruiters need to trust the information they're presenting to hiring managers. Consistent information reassures recruiters of a candidate's credibility.

Discussing salary or flexibility too early

Initiating conversations about salary or remote work requirements before establishing your value can undermine your candidacy.

Timing plays a pivotal role in these discussions. Dillon notes that when candidates lead with compensation demands before showcasing their fit for the role, it may come across as transactional rather than collaborative.

Candidates should aim to demonstrate their contributions first before negotiating terms.

Demonstrating poor communication etiquette post-interview

Post-interview communication significantly influences how a recruiter perceives your professionalism. Following up too aggressively, using overly casual language, or failing to acknowledge communications can work against you.

Dillon advises candidates on the importance of maintaining a professional tone: "One thoughtful follow-up within 24 hours strikes the right tone."

Such communication showcases respect and professionalism, setting candidates apart

Missing red flags in your own presentation

Candidates can unintentionally signal concerns about their presentation. Poor punctuality, negative remarks about former employers, or displaying unprofessional behaviour during virtual interviews can severely impact perceptions.

As Dillon adds: "Small details matter more than people realise." Background noise, distractions, or speaking badly of past colleagues can contribute to an overall impression that may dissuade potential employers.

Dillon said the best way to prevent ghosting is to maintain consistent professionalism through every stage of the hiring process.

It is highly recommended that you send a brief thank-you email within 24 hours of your interview, one which reiterates your interest and highlights one or two key points from your conversation. The trick is to remain top of mind without appearing pushy.

"If you haven't heard back within the timeframe the recruiter mentioned, one polite follow-up is appropriate. Keep it brief and professional, simply expressing continued interest and asking if there are any updates. Avoid sending multiple messages or appearing demanding," Dillon says.

"Remember that staying engaged doesn't mean being aggressive. Respect the recruiter's timeline while demonstrating that you're organised, reliable, and genuinely interested in the opportunity. Small actions like these can make the difference between being remembered positively or getting lost in the shuffle." more
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Ian Montgomery


Career development 3w
Hey! I had an interview yesterday and realized that if I lied and said I fit all the job requirements, they would hired me. But I don’t have all the skills, so how would I do the job?
I decided to be honest and they didn’t take me. Now I’m thinking, maybe I should just lied and dealt with it later?

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David Cabot


Career development 6d
I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

 more
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  • Aquilia Ringwood

    10h

    Spare your Mental Health and Emotional Well Being before anything! No compromise on those. They're already setting you up for a TOXIC work... environment. All money is not good money. The cost of your peace is worthless!!! more

  • Idris Olanrewaju

    3d

    You can request for document perfection along the line. Go to work please

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Career development

 13h

12 Ways Child-Free Partners Build a Sense of Legacy Without Parenting


When you and your partner decide not to have children, people often assume you've given up any chance at a sense of legacy. They picture legacy as college funds, family portraits on the staircase wall, and grandkids running through the house. But legacy is really about what lasts after you're gone: the people you've influenced, the work you've done, and the choices you've made with your money and... time. Child-free partners actually have a unique opportunity to design that on purpose instead of defaulting to expectations. With some intention, your everyday decisions can add up to a future you're proud to leave behind.

1. Treating Your Life's Work Like an Asset

Many people see their job as just a paycheck, but you might see your career or business as something that outlives your own résumé. Building systems, mentoring coworkers, or creating something that continues without you turns your work into a long-term contribution. That could be a company you help grow, a process you design, or a team culture you influence for years. When you think of your career this way, promotions and raises aren't just personal wins; they're tools for impact. Looking at your working years as more than survival is one of the simplest ways to start building long-term impact through what you do every day.

2. Turning Money Goals Into a Sense of Legacy

Financial planning is often framed around children's futures, but your money can still tell a powerful story without parenting. You can direct your savings toward causes, projects, or people who reflect your deepest values. That might mean funding scholarships, supporting community programs, or backing small businesses that change your city for the better. When you label specific accounts with names that matter to you, every transfer feels like a vote for the future you want to see. Over time, these choices turn your bank balances into a living sense of legacy instead of just numbers on a screen.

3. Investing in Nieces, Nephews, and Younger Relatives

Even if you're not raising kids, you might still have younger people in your orbit who look up to you. Being the reliable aunt, uncle, or older cousin can be more than holiday gifts and occasional texts. You can show up at games, graduations, and tough conversations in ways that stick with them for life. If you're able, you can also help with strategic financial boosts, like a used car, a certificate program, or a small business starter fund. These targeted acts of support can change the trajectory of someone's life without you ever having your own child.

4. Using Estate Planning to Write Your Own Story

A will, beneficiary designations, and other legal documents aren't just paperwork; they're a roadmap for what happens to your effort and earnings after you're gone. When you're intentional about this, you can shape where your assets go and what they continue to support. You might leave resources to relatives, charities, or organizations that match the values you lived by during your lifetime. Working with a professional can help you sort out taxes, trusts, and practical details so your plans actually happen. Clear instructions keep strangers and default rules from deciding how your sense of legacy shows up in the world.

5. Mentoring the Next Wave

Legacy often shows up in the people you've helped step into their own power. As a child-free partner with focused time and energy, you can mentor younger colleagues, interns, or entrepreneurs in meaningful ways. That might look like regular coffee chats, reviewing résumés, or sharing the lessons you had to learn the hard way. Over time, you'll start to see your fingerprints on their achievements, even if your name isn't on the headline. Knowing you helped someone avoid common mistakes or gain confidence is a form of long-term impact that doesn't require parenting.

6. Turning Everyday Generosity Into a Pattern

Generosity doesn't have to mean writing huge checks; it can mean small, consistent choices that build up over time. You might set up automatic monthly donations to a local food pantry, animal rescue, or community center. You can also give your time, lending your skills to boards, volunteer projects, or advocacy work that matters to you. As your income grows, you can increase these commitments in a way that still fits your budget. Over the years, those steady habits of giving become another thread in your sense of legacy, woven through the lives you've touched.

7. Creating Work and Art That Outlasts You

Books, songs, businesses, software, and creative projects don't have to be famous to matter. Whether you're writing a niche blog, releasing indie music, or building an online resource, you're leaving something behind that can help people you'll never meet. These projects can also become small income streams that continue supporting causes or loved ones in the future. You don't have to quit your day job to do this; side projects and passion work absolutely count. The key is treating your creativity as one of the ways you leave a mark, not just as a hobby you fit in when you're bored.

8. Designing a Home That Anchors Community

Your home can be more than a private retreat; it can be a gathering place for friends, neighbors, and extended family. Hosting dinners, game nights, or holiday traditions gives people warm memories that stick long after specific gifts are forgotten. You might be the couple who always has a spare bed for a friend in transition or a safe space for tough conversations. Those intangibles create stories people tell for years, especially when they're looking back on what made them feel supported. In this way, your address becomes part of your long-term footprint.

9. Prioritizing Advocacy and Change

If there are issues you care deeply about -- climate, justice, education, healthcare -- you can build part of your legacy by consistently supporting change. That might mean donating, volunteering, or using your professional skills to help organizations that are already doing the work. You can also be the person in your social and professional circles who keeps certain conversations alive and grounded in facts. Over time, your steady advocacy can shift how people think and act, even if you're not leading a movement. Your influence becomes a thread that runs quietly through other people's choices.

10. Building Traditions With Your Partner and Friends

Traditions aren't reserved for families with kids; they can be created by any group that decides to keep showing up for each other. Maybe you host an annual trip, a themed dinner, or a small ritual you repeat on birthdays or career milestones. These routines give your life rhythm and give the people you love something to look forward to. Even if the circle changes over time, the traditions you start can continue in new forms. Those shared rituals become part of how people remember you and can fuel a sense of legacy that lives on in your favorite stories.

11. Caring for Aging Loved Ones With Intention

If you're in a position to help aging parents, relatives, or even older friends, that support becomes part of your personal story. Coordinating care, managing paperwork, and simply showing up regularly can completely change someone's final years. This kind of responsibility can be emotionally and financially heavy, but it's also profoundly meaningful. You can plan for it by setting aside money, documenting wishes, and sharing the load with siblings or trusted friends. When people look back, they'll remember how you handled that season as one of the clearest reflections of your character.

12. Defining Legacy on Your Own Terms

At the end of the day, no one else gets to decide what your life "should" add up to. You and your partner have the freedom to choose where your time, money, and energy go, and that freedom is powerful. When you use it thoughtfully, you build a life that feels honest instead of borrowed from someone else's script. Your impact might be quieter than a family tree, but it can be just as deep and far-reaching. Knowing you chose that path intentionally can give you a lasting sense of legacy, whether or not you ever become parents.

Which of these ideas feels most like the kind of legacy you and your partner want to build -- and what's one small step you could take this year to move toward it? Share your thoughts in the comments. more

Career development

 14h

Metro Engineering Certification Form Preparation


I'm preparing an application for a Railway Systems engineering accreditation and need a specialist to translate my raw material into a polished, submission-ready form. The assessor expects precise, technically sound wording backed by clear visuals, so familiarity with metro and urban rail systems is essential. What I will hand over * Detailed write-ups for several metro system design projects * A... résumé of my technical skills and competencies * Photos, drawings and data sheets that can be turned into supporting pictorials What I need from you * Re-draft each section of the application form so it objectively showcases my project experience in metro system design and highlights the specific skills the board is looking for * Select or refine the most relevant images/diagrams and embed or cross-reference them exactly where the form allows * Ensure tone, terminology and formatting meet typical professional-certification standards (think IRSE, IEEE, or equivalent) * Return a clean, ready-to-submit PDF/Word version plus the editable source Acceptance criteria 1. All mandatory fields in the accreditation form are fully completed and internally consistent. 2. Every project description is concise (250-300 words unless otherwise required) and evidence-based, using the supplied data. 3. At least one illustrative figure accompanies each project entry, labeled and referenced correctly. 4. No spelling, grammar or alignment issues; technical terminology is accurate and up to date with current metro rail practice. I'm available to clarify technical points quickly, so you can stay focused on structuring and refining the content. more

Career development

 15h

Entry-Level Virtual Assistant (Women preferred)


I need reliable help sifting through a steady flow of Information Technology résumés. Your sole focus, at least for now, is screening: reviewing each CV against the role brief I supply, flagging clear matches, and highlighting any red flags I should know about. Interviewing and onboarding will stay on my plate; I simply want an extra set of eyes to separate the qualified from the questionable.... Because this is an entry-level engagement, I do not expect deep-dive technical interviewing skills -- just a comfortable familiarity with common IT job titles, core tech stacks (Java, .NET, AWS, SQL, etc.), and the ability to recognise when buzzwords don't line up with years of experience. If you already use tools like LinkedIn Recruiter, Indeed, or any basic ATS, that's a bonus, but a well-organised Google Sheet or Airtable view works for me too. Deliverables I need from you: * A daily or otherwise agreed shortlist of candidates who meet all must-have criteria * A short comment beside each name noting why they stand out -- or why you're unsure * A consolidated "reject" tab so I can spot any consistent patterns we may want to revisit Turnaround on each résumé batch is 24 hours unless we discuss otherwise, and accuracy matters more than volume. If this initial screening phase goes well, I'm open to expanding your duties to phone screens and onboarding coordination in the future. more

Career development

 16h

What Is the Employee Journey? Your 2026 Ultimate Guide


The employee journey begins before candidates even apply for a role in your organization. For instance, your company's employer brand impacts candidates' impression of it, influencing how likely they are to apply for jobs there. Next, your interview process affects how likely candidates are to accept job offers from your organization.

Once hired, the journey continues through onboarding, daily... work, offboarding upon resignation, and even for alumni after they leave. This article examines the key stages of the employee journey, the role HR plays in shaping it, and how to create a positive employee journey within your organization.

Contents

What is the employee journey?

HR's role in the employee journey

7 employee journey stages and their key touchpoints

How to build a positive employee journey

The employee journey, also known as the employee experience journey, encompasses the entire experience an employee has with an organization, from awareness and recruitment to offboarding and alumni engagement. Although it shares the same stages as the traditional employee life cycle, the main difference is that the journey centers on lived experiences and notable touchpoints.

These employee journey touchpoints (e.g., the first job interview, first day at work, and first performance review) all impact retention, engagement, and productivity. A positive employee journey makes it easier to achieve business outcomes, such as reduced turnover, increased employee engagement, and a higher employee Net Promoter Score (eNPS).

Employee journey mapping helps HR identify and chronologically order the most crucial points in the employee journey, and measure the employee experience (EX) at each of these moments. With this data, you can identify areas that need improvement and take steps to create a more effective employee journey.

As an HR professional, here's what you must know about you and your team's role in the employee journey:

HR's responsibility is to design the employee experience journey framework and set standards for each touchpoint, but managers and support teams (including IT, facilities, finance, and legal) should own specific touchpoints. For example, when introducing a new hire to their team, their direct manager should take responsibility for the experience at this touchpoint.

Set clear stages across the employee life cycle so that everyone knows when one stage ends and another begins. For each stage, name the critical transitions. These include the company's job offer, the first 30 days of an employee's tenure, their first performance review, any internal moves they make, and their resignation and exit.

Ensure compliant and consistent practices across all locations and worker types. This includes both hourly and salaried employees, as well as onsite and remote staff. As hybrid work becomes more common, it's essential to properly welcome and support new hires during onboarding and provide them with the necessary tools and workspace to perform effectively.

You should provide scripts, checklists, and templates for recurring moments across all stages of the employee journey. These include, for example, offer calls, an employee's first day, 30-60-90 day check-ins, performance reviews, and stay interviews. This provides managers with the necessary support, ensuring consistency across all teams and departments.

Your team should own the employee journey analytics model, definitions, and cadence by conducting monthly reviews and a quarterly refresh of the map. You are also responsible for maintaining data quality by confirming that employee data is accurate and adhering to privacy standards when handling all employee data.

One of the common causes of disruption in the employee journey is a lack of cross-functional communication and coordination. To avoid this, run a standing 'journey council' with representatives from recruiting, IT, payroll, facilities, and communications to address handoffs and establish service level agreements (SLAs).

This ensures that a new hire's work devices and email account are set up, and provides them with access to all necessary network areas and programs on their first day of work.

You and your team are also responsible for collecting and synthesizing feedback from employees throughout the entire employee journey. This includes pulse surveys, one-on-one interviews, and helpdesk themes. Based on this information, you can add recurring issues to a list of necessary improvements and prioritize them according to their level of urgency.

Finally, HR has a duty to communicate all changes to the employee journey, train managers on how to better connect with and support their employees, and verify adoption through simple enablement plans and conducting spot checks. You should also track change management metrics to assess the effectiveness of change management initiatives.

The employee life cycle model can help you map out the employee journey, including all the steps and support needed to deliver and maintain a positive employee experience. Let's explore the seven employee journey stages and the touchpoints that matter at each stage:

At this stage, your HR team's goal is to attract suitable candidates to open positions. Prospective applicants' knowledge and perception of the organization's culture, purpose, mission, and employer brand affect how keen they are to join your workforce. As such, your language and communication skills can help highlight your company's values and attract top candidates.

Key touchpoints: Potential candidates' first encounter with your organization's social media channels, careers page, or website.

At this stage, you need tailored job postings, a clear, straightforward application and selection process, and effective communication to attract the right candidates. Bear in mind that 60% of candidates don't complete their applications if the process is too rigid or time-consuming. Make sure yours doesn't involve too many clicks, take up too much time, or require candidates to create an account before applying.

Key touchpoints: Candidates' first interaction with job postings, filling out applications, first interviews, and final hiring decisions.

Onboarding starts when the involved parties sign an employment contract and continues throughout the scheduled onboarding period. It includes a preboarding phase where new hires complete required paperwork, receive relevant information and materials, learn more about the company and their role, and get answers to their questions before their first day.

Communicate clearly with them and ensure IT sets up all their work devices before their first day. On their first day, give them an office tour (if not remote), introduce them to their team, and have their manager brief them on their initial tasks. With 69% of staff more likely to stay with a company after a good onboarding experience, this stage is crucial for driving retention.

Key touchpoints: New hires' first interaction with their direct teams and/or managers, and their first day at work.

This stage involves the organization continually engaging and motivating employees to retain them in the long term. It involves three main environmental factors at work: technological, cultural, and physical.

The first requires employees to have the necessary tools and technology to excel in their roles. The second entails a workplace culture that makes all employees feel valued, respected, and a sense of belonging. Managers must also regularly communicate with staff to determine how well they're handling their responsibilities, and provide additional support whenever necessary.

Finally, employees must have physical workspaces (both in the office and at home) that support their productivity and wellbeing. Your company can support this by investing in high-quality office furniture and allocating a budget to cover home office equipment for staff. Be sure also to collect employee feedback regularly to gauge sentiment and make improvements where needed.

Key touchpoints: Integrating into company culture, regular manager-employee check-ins, and providing employee feedback.

This stage focuses on learning and development (L&D) initiatives that help employees build skills, knowledge, and competencies. A lack of career growth opportunities often leads to turnover; therefore, it's essential to provide employees with ample learning and development opportunities.

These may include individual development plans, peer coaching and mentoring, training programs, and job rotation. A variety of training programs and coaching methods can help you cater to different development needs and learning styles, driving employee engagement and motivation.

Key touchpoints: First formal employee-manager sit-down, performance reviews, L&D opportunities, training program completion, and promotions.

The offboarding process begins when an employee officially resigns, and includes an exit interview that can provide valuable feedback on the employee journey. This interview is necessary to help you know what the company did right, what it could improve, and the impact and impression it has made on the employee.

Key touchpoints: Notice of resignation, conversation with manager, handover, exit interview, final day at work.

This final stage of the employee journey encompasses the relationships between former employees and the organization after they have left. Make it easy for them to stay in touch through an alumni platform, which helps maintain positive relationships and updates alumni on exciting company events or news to keep their interest and retain a connection.

Key touchpoints: Invitation to join the alumni network of former employees, and interactions with former colleagues.

Here's how you can help build a positive employee journey across all stages to drive engagement, motivation, and retention throughout each employee's tenure.

Create and publish a one-page employee journey map with clearly defined stages, along with the relevant owners, SLAs, and key performance indicators (KPIs) for each stage. Make sure your map is visible to all relevant parties. Additionally, be sure to review and update it regularly to ensure it remains current at all times, particularly when a new hire needs it.

During preboarding, automate paperwork, IT provisioning, the welcome email, and the first-week agenda. During onboarding, new hires should get a prepared 30-60-90 day plan, buddy assignment, and role training checklist.

At the development stage, use standardized templates and performance review methods for goal setting, monthly one-on-ones, and quarterly feedback. Standardizing these critical moments enables consistency across the organization, which positively impacts the employee experience and journey.

Deliver ready-to-use toolkits (e.g., email templates, meeting agendas, and sample feedback), as well as short training sessions, to ensure managers have the tools and support they need to deliver a positive employee experience journey. Regular one-on-one meetings between managers and a member of your HR team can help you measure adoption and act as a safe space to discuss any issues.

Select relevant KPIs to track and measure for each stage of the employee journey. For example, at the recruitment stage, metrics like source of hire, time to hire, and offer acceptance rate are useful.

During the retention stage, you may want to measure 90-day retention rates, turnover rates, and eNPS. Review trends each month and run targeted experiments so that you can compare before-and-after results.

It's important not just to listen to employees but also to act on their feedback. Share updates with them on key improvements in the employee journey to demonstrate you're taking their feedback seriously.

Continue to encourage regular feedback after key moments, such as after a candidate has accepted an offer, at the end of their first work week, or after their first review.

Design your employee journey mapping with fair, accessible practices (e.g., structured interviews, clear promotion criteria, flexible scheduling where possible, etc.). Monitor outcomes across different roles and locations to determine whether you need to make any adjustments to meet your company's DEIB standards and requirements.

Use your organization's HRIS, ATS, and workflow tools for all reminders, approvals, and status tracking. This will reduce the need for manual follow-ups and human errors, and support greater consistency throughout the entire employee journey. This, in turn, builds trust and confidence in employees that the company prioritizes their convenience during the employee journey.

Each quarter, aim to tackle three to five 'quick wins', such as making sure all relevant documents, materials, information, and devices are ready for employees on their first day. At the same time, focus on one or two larger projects, such as developing a manager capability program or setting up a workshop to help employees upskill themselves.

Set a recurring cadence (e.g., quarterly) to review employee journey KPIs, feedback, and process compliance with HR, managers, and key support teams. Use these sessions to update your journey map, remove outdated elements, refresh priorities, and agree on next steps. Share outcomes and owners, so everyone stays accountable and momentum doesn't fade.

Treat the employee journey as a strategic priority, not a side project. When you map key stages, assign clear ownership, and standardize critical moments, you reduce friction for employees. As a result, you make it easier for managers to consistently do the right things, support their employees' growth, and increase engagement and performance.

The next step is to put this into practice with discipline. Start small by clarifying your journey map and tracking a focused set of KPIs. Then, use employee feedback and regular reviews to refine your approach. When done right, the employee journey becomes a competitive advantage that enhances retention, strengthens the employer brand, and helps deliver better business results. more

Career development

 18h

Why Some Students Study 4-Plus Majors


As a high schooler in the Bay Area of California, Sophia Duran took eight Advanced Placement courses and three dual-enrollment courses at the local community college, hoping the advanced coursework would help her stick out to college admissions officers. When she later enrolled at Syracuse University, though, she realized her college-level studies had had an unintended side effect -- she already... had more than a year's worth of college credits.

"My adviser said that I could graduate a semester early or triple major," she said. "I figured I'd want to be in college all four years, kind of the classic, standard route. So I figured I might as well push as much into that time frame as I could."

She was already a double major -- which she says are common at Syracuse -- in finance and business analytics, so she added another major in entrepreneurship and emerging enterprises. Entering her junior year, though, she once again found herself struggling to fill up her schedule. She decided to add a fourth major, economics, making her a rare quadruple major.

Duran is one of an extremely small but mighty cohort of students pursuing more than three undergraduate majors, with some students attempting as many as seven. According to U.S. Census Bureau data, about 10 percent of students from 2009 to 2019 earned double majors, and research indicates that double majors are better able to withstand financial downturns and job losses. There is little data, however, about how many students pursue three, four or even more majors and no research into whether multi-majoring can have the same positive impact as double majoring.

Now, as students and parents alike are increasingly concerned about the return on investment of a college degree and students' job prospects after graduation, some students, including Duran, are hoping a high number of majors may help their résumés stand out.

Duran told Inside Higher Ed that appealing to employers is "probably the biggest reason" she decided to quadruple major.

"I think everyone probably just wants to seem ... more well-rounded, and if you can add more majors, that really does show that," she said.

But are employers actually interested in hiring employees with four or more majors? Not specifically, according to Shawn VanDerziel, president and CEO of the National Association of Colleges and Employers.

"Most employers are looking for something very specific in terms of knowledge and skills, so it's really up to the student to be able to demonstrate that in some way. Having multiple majors could [be] a signal; however, it wouldn't be the strongest signal that they have more skills than someone else," he said, noting that specialized professions like science writing that combine the skills of two distinct majors may be an exception.

Rahul Palle, a student at Arizona State University studying five different majors, echoed VanDerziel's argument. Although Palle hopes to found a start-up one day, he said that in his experience hunting for internships, employers aren't necessarily impressed with his many majors. Most are looking for a specific set of skills and work experience, so someone hiring for a finance position wouldn't be impressed by his also having majors in supply chain management, accounting, economics and business administration.

Multi-majors aren't unheard-of at ASU -- a total of eight students are seeking four majors, according to Jerry Gonzalez, assistant director for media relations and strategic communications at ASU. But that represents just one-hundredth of 1 percent of the university's more than 65,000 undergraduates who are studying in person.

Like Duran, Palle originally started adding on majors because he came to ASU with a huge number of college credits, more than two years' worth, already completed. But despite the rarity of multi-majors, Palle said, after his freshman year, he found fewer and fewer people were impressed. Now, he sees the wealth of knowledge he's gaining as the central benefit of pursuing so many degrees.

"It's a real learning opportunity. As a full-time student, I don't pay anything extra to take more majors, but I do believe that I'm gaining a lot more in terms of learning," he said. "You get to network a lot more, you get to meet professors out of renowned universities and just learn [so] much in such a short amount of time."

Scheduling Nightmare?

For some students, taking on an extra major doesn't inherently mean their schedules are outrageously busy. Coming into Syracuse, Duran said, she expected she would front-load her studies, taking heavier course loads in her freshman and sophomore years and easing up as an upperclassman; that hasn't come to pass, but she's never had to take an absurd number of credits in a single semester. Some courses overlap between Duran's programs, as well, which makes pursuing four majors easier.

Palle, on the other hand, takes about 27 credits per semester, which is significantly higher than ASU's maximum of 18 and requires special permission. On the average day, he wakes up at about 6:30 a.m., goes to the gym and has breakfast, before jumping into around nine straight hours of classes at 9 a.m. When he's not in class, he's almost always studying or working. (Duran, too, balances four majors with a part-time job.) But he said he still finds time for friends and family, mostly on the weekends.

"I think it's crucial to have that balance in your life. I think what working extremely hard has taught me [is] if you just work all day, you're going to get burned out pretty quick," he said.

Another multi-major -- Hojae Kirkpatrick, who is currently pursuing a whopping seven majors at the University of Oklahoma -- said he has taken up to 50 credits every semester for the past several years, a record he is hoping to get recognized by the Guinness Book of World Records, in addition to summer courses.

Despite his packed schedule, however, he claims he doesn't manage his time very rigidly.

"A lot of people consider me an anomaly in that I don't have a calendar ... I'm partially a procrastinator in that I find it fun to see overwhelming pressures that build up with the deadlines and just be able to elude my way into creating a masterpiece within the pressure," he said -- though he noted that his sleep schedule is far from ideal. During finals, he'll study for an hour and a half, then sleep for the same period of time, throughout the night.

Because so few students take so many credits, there is little, if any, research about the academic outcomes of students who take well above a normal number of courses per semester. A study found that there was no relationship between the number of credit hours a student takes and their academic performance, but that study only went up to full course load of 15 credits.

"We did not find any big differences between the high-performing students who were already doing really well and the students who weren't in terms of the effect of a full course load on them," said one of the paper's authors, Nick Huntington-Klein, an associate professor of economics at Seattle University. "But I imagine, once you really get up there, as speculation, you would expect only certain students are going to be organized enough to make that happen. Even if those students can handle it, that doesn't mean the typical student would be able to do a similar thing."

Not every institution allows students to take more than two majors; faculty at Amherst College, for one, recently banned students from triple and quadruple majoring. They cited concerns that students were focusing too much on delving deep into their subject areas and not enough on getting a well-rounded education; they also did not want students to earn three or more majors solely to look good to graduate schools and employers.

In an email to Inside Higher Ed, Gonzalez said that, at ASU, there is no overarching policy dictating how many majors students can earn.

"We aim to be student-centric in our decision-making. This means that we do not have a blanket policy or recommendation for students with regards to the number of majors they pursue. Instead, we tailor our advice to the individual student. Broadly speaking, we aim to empower students to make decisions that help them achieve their specific goals," he wrote. "If their goal is to earn multiple credentials, we'll work with them to make it happen." more

Career development

 19h

Starting Out: Six of the best books and podcasts for aspiring advisers


Here's a shortlist of useful resources that should contain something for everyone

With Christmas fast approaching, aspiring advisers and new entrants to the profession may be looking for productive ways to fill their free time over the festive period.

There are many career-related books and podcasts available but, to save our readers the legwork, we have created a shortlist that should contain... something for everyone.

Staying informed

Keeping up to date with government policy and regulatory developments in the UK financial services industry can be challenging even for the most experienced professionals. Fortunately, consumer group Fairer Finance pulls the main talking points together in the Fairer Finance podcast.

Fairer Finance managing director James Daley, who co-hosts with other team members, explains that the podcast is designed to be an accessible way for people who work in financial services to keep on top of regulation and government policy that are constantly moving.

First-hand stories provide practical insight into training, early career development and what it takes to build a successful practice

"We're trying to make it as fun as regulation can be - and accessible," he says. "We know we've got a range of listeners from across financial services, so we try to explain what we're talking about as we go and not assume too much knowledge."

If aspiring advisers want to immerse themselves in a book, N-Accounting managing director Nishi Patel suggests Stephen R Covey's The 7 Habits of Highly Effective People: Powerful lessons in personal change.

This self-help business book is broadly about how changing ourselves and situations starts with a change in our perceptions. It walks the reader through 'habits' such as being proactive and beginning with the end in mind.

Starting Out: 'Earn while you learn' with degree apprenticeships from LIBF and Future Financial Adviser

"In my experience, wealthy investors tend to demonstrate these habits," says Patel. "Being able to align your behaviour to theirs is incredibly valuable when trying to gain their trust."

Changing career

Some aspiring advisers will be career changers who may be looking to run their own business. St James's Place (SJP) has the perfect podcast for them: The Switch.

"The Switch combines inspiring career stories with actionable takeaways across psychology, business and personal development, all highly applicable to advisers starting out," says podcast host Gee Foottit, SJP Academy recruitment campaigns and partnerships lead.

Financial advisers deal with emotions all the time. They also need to be aware of their own emotional needs

"It addresses the real challenges new advisers and career changers face: building confidence, improving communication and personal brand, understanding client behaviour and developing a resilient, growth-focused mindset."

Guests include behavioural science expert Rory Sutherland and ex-FBI body language specialist Joe Navarro. But some of the best insight comes from SJP partners, who share their experiences of joining the profession.

"Their first-hand stories provide practical insight into training, early career development and what it takes to build a successful practice," says Foottit.

Second careerists often find their way into advice after searching for a more meaningful career. Writer and psychotherapist Eloise Skinner has addressed this in several books, most notably The Purpose Handbook: A beginner's guide to figuring out what you're here to do.

Skinner describes this as a practical guide to finding purpose, which is perfect for people looking to define values and find meaning in financial planning as a career.

We're trying to make it as fun as regulation can be - and accessible

"Starting out with a clear sense of values and purpose can provide the resilience, determination and passion needed to thrive in a new industry," says Skinner.

"This could be especially the case for a career that focuses on assisting/supporting clients directly, since having a clear idea of purpose around this can make the job feel much more meaningful."

Exams and things

One of the higher-profile podcasts focused on financial planning as a career is Financial Planner Life, hosted by Sam Oakes. It covers a range of topics related to financial planning careers and is consistently in the top 10 Apple Podcast rankings for Careers and Business, with more than 10 million impressions a year.

Foottit sees it as a useful resource for aspiring advisers and points out that the SJP Academy recently contributed to an episode on passing the Chartered Insurance Institute's RO exams.

Finally, The Heart of Finance - Emotional intelligence for financial planners by James Woodfall and Cliff Lansley is a worthwhile read because it focuses on the emotional connection needed to build a trusting relationship with clients.

Starting out with a clear sense of values and purpose can provide the resilience, determination and passion needed to thrive in a new industry

The authors explore topics such as different communication styles and how to approach difficult conversations with clients. Co-author Woodfall, a former financial planner, says emotional intelligence is fundamentally about communication.

"If you are high in emotional intelligence, you perceive emotions in others and use that information to enhance communication," he says.

"Financial advisers deal with emotions all the time; it's a stressful job. They also need to be aware of their own emotional needs." more

Career development

 19h

Continuously learn, embrace innovation to trasform your professional careers - Deloitte Tax Partner to students, young professionals - MyJoyOnline


A Partner, Tax and Legal, at Deloitte, Gloria Boye-Doku, has urged students and young professionals to continuously learn, embrace innovation, and get mentees to shape their professional careers for success.

She also wants them to change their mindset so that they can become global and change leaders in the not-too-distant future.

Mrs. Boye Doku disclosed this at the Nestlé X ACCA Africa Youth... Day Summit that took place at the UPSA Auditorium in Accra. The summit brought together students, young professionals, and industry leaders for a day of discussion on employability, career development, and the future of work in Africa.

She shared profound insights on her career journey, detailing how she navigated her path into the specialised area of tax and regulatory. Her contribution provided attendees with a realistic picture of the sector and the evolving opportunities available to young professionals.

"In life, you must constantly learn to be abreast with the changing trends in the global environment. You also need to embrace innovation...innovation is a powerful tool in today's development. Mentorship is also very important in our academic and career journey; we must have role models who will serve as powerful mentors in the development of our leadership skills".

She also reflected on the challenges and milestones she encountered along the way, offering practical advice to students preparing to transition from academia into the professional world.

"Another important issue is the need to change your mindset. Believe in yourself that you've got huge potential to succeed everywhere you go. One important career change in my life was being made a senior manager. For leadership to recognsie me, it boosted my morale. I was seconded to the UK, where I trained to become a global leader...that was a big career change in my professional life", she explained.

"At every level, you will need mentors. There are great people you will meet at every facet of life. I still look for mentors who inspire me", she added.

Mrs. Boye-Doku was joined by several other distinguished speakers on the panel, each bringing unique perspectives on career journey, leadership, and the dynamic nature of Africa's workforce. Together, the panelists explored critical topics such as skills development, industry expectations, and strategies for thriving in competitive professional environments.

Beyond the panel conversations, the summit featured career talks, networking sessions, and hands-on guidance designed to equip participants with the tools needed for career readiness. Attendees engaged directly with professionals across diverse fields, benefiting from mentorship interactions and gaining clarity on career pathways. more

Career development

 19h

Beyond ChatGPT: 6 of the Best AI Tools for Resume Building That Help You Receive More Job Offers


Recruiters spend an average of seven seconds on an initial résumé scan. What makes them pause? Numbers. "Grew revenue 30%" beats "responsible for sales" every time. Yet most job seekers still submit adjective-heavy bullet points that leave hiring managers guessing.

You no longer have to be a spreadsheet fanatic to surface your impact. A new crop of niche AI tools can transform vague duties into... metric-rich, employer-friendly achievements in minutes. Below you'll find a vetted shortlist -- each tool is free or freemium, and every one plays nicely with applicant-tracking systems (ATS). We'll also walk through a 10-minute workflow to go from "meh" to interview-worthy.

Quick reality check: 45% of job seekers already use generative AI on their résumés and 90% of hiring managers say that's acceptable.

If you ignore AI, you're choosing to compete with one hand tied behind your back.

Many résumé builders spit out generic templates. The five tools below specialise in quantification -- they prompt you for scope, scale, and results, then inject crisp metrics. Before you adopt any solution, run a five-point check:

Resumatic combines a ChatGPT-powered AI Resume & Cover-Letter Writer with a proprietary 0-100 résumé score. You can start from scratch or upload an existing document; the tool rewrites each section, suggests stronger verbs, and prompts for missing numbers. Paste your target job description and watch the tool flagging missing keywords in real time.

Pixel-perfect templates remain ATS-safe, and users can share a read-only web link with recruiters -- ideal for graduate or early-career pipelines. Reddit's r/Resumes community has made it an unofficial go-to, and with 3,800,000 users the tool has stress-tested uptime.

Stand-out features

Enhancv pairs drag-and-drop design with a "content relevance" meter that warns users when creativity overrides clarity. A recruiter-style scroll view lets you preview how the PDF will parse in common ATS platforms.

Struggling to articulate impact? ValueProof offers a library of 300+ pre-written, metrics-filled bullets. Choose your function (sales, product, HR), filter by outcome (revenue, efficiency, engagement), then swap in your own numbers. A built-in bias scanner flags age-coded words like "digital native." Best for mid-career professionals who know their numbers but need phrasing inspiration.

Engineers often write: "Implemented Kubernetes cluster." Hiring managers ask: "So what?" ByteSize Bio prompts you for scale (nodes, users, downtime) and converts tech speak into ROI (e.g., "Cut deployment time 40%, saving 120 engineer hours per release"). Best for technical candidates chasing non-technical recruiters or hiring managers.

Senior hires often struggle to summarise 20 years of impact. StoryResume nudges users through Challenge-Action-Result prompts, generating bullet points that recruiters can skim. It also exports a one-page leadership bio -- a format increasingly requested by boards.

Upload your résumé and ImpactTense overlays a red-to-green heat map. Red = no numbers, passive verbs; green = quantified, action-oriented. Click a red zone to receive two AI rewrites plus a prompt for relevant metrics.

Free tier: one upload; paid plans store multiple versions and include a recruiter-view PDF.

Best for: seasoned professionals auditing a long CV for weak spots.

Open your current résumé, pick one underpowered bullet, and run it through Resumatic or any tool above. Replace "managed social media" with "grew Instagram followers 180% in six months." Re-score. Feel the confidence bump.

Better metrics earn longer recruiter looks, more interviews, and -- yes -- more offers. Your numbers are already in your past work; the six AI tools above just help surface them. more

Career development

 20h

From Classifieds to Clicks: How Job Searching Has Transformed Since 2000


If you were searching for a job in the year 2000, you probably remember the thick Sunday newspaper, the smell of ink on your fingers, and the red pen you used to circle job ads. You may have also filled out paper applications, faxed résumés, or waited by the landline phone hoping an employer would call back. The job market moved at a slow, steady pace, and most opportunities were limited to local... companies.

Fast forward to today -- everything has changed. Now job seekers browse openings online from their phones, apply instantly with one click, tailor digital résumés, participate in video interviews, and connect with employers across the world without ever stepping outside.

This transformation has reshaped what it means to search for work, how employers hire, and the skills candidates need to stand out. Below is a detailed breakdown of how job searching has evolved from 2000 to 2025, and why today's digital-first landscape is almost unrecognizable compared to two decades ago.

1. The Year 2000: A Slower, Paper-Based Job Market

Job searching in 2000 relied heavily on traditional, offline methods. The tools were simple, manual, and time-consuming. Most job seekers followed a familiar process:

Newspaper classifieds were the central source of job listings.

Printed résumés were hand-delivered or mailed to employers.

Fax machines were used for sending applications.

Phone calls were the primary method for follow-ups.

Networking happened at in-person meetings, job fairs, or through referrals.

Walk-in applications were common, especially in retail or hospitality.

Local jobs dominated the market -- finding work in another city or state was difficult without physically being there.

The hiring process was slower, but competition was often lower. Employers received fewer applicants, but job seekers had limited visibility into available roles. It was common to spend weeks waiting for a response.

2. 2005-2015: The Rise of Online Job Boards

The internet began taking over the job search process in the early 2000s, but the real shift happened mid-decade. Job boards like Monster, Careerjet, Jobs4Days and CareerBuilder changed everything by moving listings online.

This era introduced several important innovations:

Digital résumé uploads replaced printed documents.

Job boards became the modern "classified ads."

Companies built online career pages.

Email communication replaced letters and faxing.

The first Applicant Tracking Systems (ATS) appeared.

Keyword searches made job hunting faster and more targeted.

Job boards expanded opportunities by giving job seekers access to thousands of listings. As a result, competition grew. Employers now received a much larger volume of candidates, leading to automated screening tools and keyword-based filters.

This was the start of the modern, fast-paced job search -- but it was just the beginning.

3. 2020-2025: AI, Instant Applications & Digital Hiring

The job search process from 2020 onward has evolved into a full digital ecosystem. Technology now influences nearly every step -- from discovering a job to completing the interview.

Here's how job searching looks today:

AI-Driven Job Matching

Algorithms analyze your experience and recommend jobs tailored to your skills and interests.

One-Click Applications

Job seekers can apply for jobs online instantly using stored résumés and profile data.

Mobile Job Hunting

Applications, alerts, and job notifications come straight to your smartphone.

Digital Résumés & Portfolios

Online tools create polished, professional documents optimized for ATS screening.

Virtual Interviews

Video calls have replaced many in-person interviews, especially for first-round screenings.

Automated Assessment Tools

Employers now evaluate skills through:

Online tests

Coding challenges

Personality assessments

AI-driven screening exercises

Social Media Recruiting

Platforms like LinkedIn, Facebook, Instagram, and even TikTok are now part of the hiring pipeline.

The modern system is fast, global, and tech-heavy -- providing more opportunities but also more competition.

4. What Today's Job Seekers Need to Do Differently

Because the hiring world is more digital and competitive, job seekers must use new strategies to stand out. Here's what matters most in 2025:

Build a strong online presence, especially on LinkedIn.

Customize every résumé to match the job description.

Use clean, ATS-friendly formatting to avoid rejection by automated filters.

Expand digital networking, joining groups, forums, and industry communities.

Refresh skills regularly through online certifications and short courses.

Prepare for virtual interviews with proper lighting and background.

Monitor job alerts and respond quickly to new listings.

Track all applications using online dashboards or spreadsheets.

The days of submitting one résumé to dozens of companies are gone. Today's job seekers must be strategic and digitally active.

5. Job Searching in 2000 vs. Job Searching Today

Here are the major differences:

How job searching worked in 2000: Résumés were printed and physically delivered.

Most job ads appeared in newspaper classifieds.

Applications were submitted in person or via fax.

Interviews were almost always face-to-face.

Networking happened at local events or through personal referrals.

Recruiters sorted applications manually.

Hiring took days, weeks, or even months.

How job searching works today: Résumés are digital and ATS-optimized.

Job boards and AI-driven platforms offer thousands of listings.

One-click, online applications dominate.

Interviews happen through video calls and virtual platforms.

Networking occurs globally through social media.

Recruiters use automation and AI for filtering candidates.

Hiring can move quickly -- sometimes within hours.

This comparison shows just how dramatically the hiring world has evolved.

6. Winning the Modern Job Search: Strategies for Today's Market

The best tips to finding a job in 2025 involve blending traditional professionalism with modern digital tools:

Keep your résumé updated and optimized for ATS algorithms.

Use multiple job boards to increase your exposure.

Follow companies online and apply as soon as new positions appear.

Build strong relationships with recruiters on LinkedIn.

Create an impressive digital portfolio or website showcasing your work.

Use AI tools to refine your résumé and cover letter -- but always personalize them.

Learn in-demand skills using free or low-cost online platforms.

Participate in virtual job fairs, webinars, and industry meetups.

Candidates who take a strategic, modern approach stand out faster and make stronger impressions.

7. What the Future of Job Searching Will Look Like

The next few years will bring even more innovation. Expect:

A shift toward skill-based hiring over traditional degrees

More AI-analyzed video interviews

Job boards that provide personalized career paths

Predictive alerts for jobs before they're posted

A larger global remote workforce

Digital badges and skills verification systems

Job searching will continue to move toward automation, personalization, and global opportunities.

Final Thoughts

Looking back at the year 2000, it's clear that job searching has undergone one of the biggest transitions in modern career history. While the old methods were slower, they were simpler. Today's process moves quickly, uses smarter technology, and connects job seekers with employers anywhere in the world.

For candidates who understand the digital landscape -- and use the right tools -- the modern job market offers endless opportunities. Those who adapt will thrive in this fast-paced, connected hiring environment.

Related Items:Searching, Transformed Recommended for you How Digital Printing Has Transformed the Tile Industry Mastering the Art of Google Searches: Tips and Tricks to Elevate Your Searching Skills 7 Visionaries Who Transformed Our Understanding of Energy more

Career development

 21h

Dark web attracts laid-off workers, teenagers, and elite talent - ProtectionWeb


There was a two-fold increase in the number of résumés and jobs posted on underground dark web forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025, according to new research from Kaspersky.

Overall, in 2025, résumés outnumber vacancies 55% to 45%, driven by global layoffs and an influx of younger candidates. Age distribution among the candidates shows a... median seeker age of just 24, with a marked teenager presence.

Jobs found on the dark web are predominantly related to cybercrime or other illegal activities, although some legitimate positions are present as well. Kaspersky findings show a shadow economy where 69% of job seekers did not specify a preferred field, openly signaling they'd take any paid opportunity - from programming to running scams or high-stakes cyber operations. The most in-demand IT roles posted by employers on the dark web reflect a mature criminal ecosystem:

Developers (accounted for 17% of vacancies) create attack tools;

Penetration testers (12%) probe networks for weaknesses;

Money launderers (11%) clean illicit funds through layered transactions;

Carders (6%) steal and monetise payment data;

Traffers (5%) drive victims to phishing sites or infected downloads.

Gender-specific patterns emerged in specialised applications. Female applicants predominantly sought interpersonal roles, including support, call-centre, and technical-assistance positions. Male applicants, by contrast, more frequently targeted technical and financial-crime roles - developers, money mules, or mule handlers.

Salary expectations varied sharply by specialisation. Reverse engineers commanded the highest compensation, averaging over $5,000 monthly, followed by penetration testers at $4,000 monthly and developers at $2,000. Fraudsters tended to receive a fixed percentage of a team's income. Money launderers average 20%, while carders and traffers earn approximately 30% and 50% of the full income, respectively. These figures reflect a premium on scarce, high-impact skills within the shadow ecosystem.

"The shadow job market is no longer peripheral; it's absorbing the unemployed, the underage, and the overqualified. Many arrive thinking that the dark web and the legal market are fundamentally alike, rewarding proven skills over diplomas, with the dark web even offering some benefits - like offers landing within 48 hours and no HR interviews. However, not many realise that working on the dark web can lead to prison," comments Alexandra Fedosimova, Digital Footprint Analyst at Kaspersky.

Young individuals contemplating dark web employment must recognise that short-term earnings carry irreversible legal and reputational consequences. Parents, educators, and the community are urged to report suspicious online solicitations immediately. Children should be shown that there are multiple skill-building and career pathways in legitimate technology sectors, such as cybersecurity, Kaspersky said.

The Kaspersky analysis was based on 2,225 job-related posts - vacancies and resumes - published on dark web forums between January 2023 and June 2025. Some of the forums and resources reviewed may no longer be accessible at the time of publication. more

Career development

 2d

16 Brutal Truths About Why Finding a Job Feels Impossible Right Now


The job hunt today feels less like a professional milestone and more like an Olympic-level endurance sport you didn't train for. One moment you're hopeful, the next you're refreshing your inbox like it owes you money. Every application feels like a carefully crafted message in a bottle tossed into an ocean of thousands just like it. You keep hearing that jobs are "everywhere," yet every role you... apply for seems to vanish into a digital black hole with no explanation. If you've been feeling like landing a job right now borders on impossible, you're far from alone -- and these 16 brutal truths explain exactly why.

1. Hiring Algorithms Filter You Out Before A Human Ever Sees You

Applicant tracking systems have become the modern-day gatekeepers of employment. They scan your résumé with all the empathy of a toaster, tossing out qualified candidates without a second thought. Even small formatting errors or missing keywords can get you instantly dismissed. This leaves candidates feeling like they're auditioning for an algorithm instead of a company. Until someone touches your résumé with actual human hands, you're fighting an invisible battle.

2. Job Descriptions Are Becoming Ridiculously Unrealistic

Many companies seem to forget that no one is born knowing twelve coding languages, five software suites, and three forms of project management. Job postings are increasingly stuffed with impossible wish lists that scream perfectionism rather than practicality. When a single entry-level role demands advanced experience, candidates can feel defeated before even applying. This disconnect creates anxiety and lowers confidence among job seekers. The perfect candidate these companies want simply doesn't exist -- and they know it.

3. Everyone Is Applying For The Same Jobs At The Same Time

The job market is more crowded than ever, thanks to layoffs, career changes, and the rise of remote work. With so many people applying to the same role, competition turns brutal quickly. Even highly qualified candidates get lost in the noise. This saturation means companies can afford to be pickier than ever. Unfortunately, that leaves job seekers feeling like they're shouting into a void.

4. Companies Are Taking Forever To Make Decisions

Gone are the days of quick hiring timelines and simple interview processes. Many businesses now stretch hiring decisions across weeks -- or months -- without explanation. Extended silence creates panic, self-doubt, and frustration for applicants. Meanwhile, companies keep adding more interviews "just to be sure." This leads to emotional exhaustion long before an offer is ever made.

5. Networking Matters More Than Talent Right Now

In today's market, who you know often feels more important than what you know. Referrals can bypass automated systems and land you in front of decision-makers instantly. But not everyone has access to those networks, leaving many candidates at a major disadvantage. This creates an uneven playing field disguised as "strategy." It's discouraging, but it's the reality of modern hiring.

6. Companies Want Experience But Refuse To Train Anyone

Organizations claim they want fresh ideas and young talent, but they rarely invest in training. Instead, they want experienced employees without paying experienced salaries. This creates a paradox where entry-level jobs require years of experience. Candidates who are highly capable but inexperienced end up shut out. The cycle keeps repeating, leaving thousands stuck.

7. Many Jobs Are Already Filled Before They're Even Posted

Some roles are posted publicly even though a company already knows who they're hiring internally. The listing is merely a formality to comply with policy or appearance. Applicants waste time crafting résumés and cover letters for roles they never had a chance at. It's disheartening and wildly inefficient. Transparency would solve this, but transparency isn't trending.

8. Remote Jobs Attract Global Competition

Remote work changed everything -- especially the size of the talent pool. Suddenly your competition isn't just local; it's worldwide. A single job can receive thousands of applications within hours. While remote work offers flexibility, it also turns every role into a high-stakes competition. The odds feel impossible because, in many cases, they are.

9. Recruiters Are Overwhelmed And Understaffed

Recruiters are juggling hundreds of openings and thousands of applicants. Messages slip through cracks, follow-ups go unanswered, and qualified candidates get forgotten. It's not always intentional -- it's often pure overload. But that doesn't make it any less painful for applicants waiting desperately for updates. The system is overwhelmed from every angle.

10. Ghosting Has Become Standard Practice

Companies used to at least send rejection emails, but now many don't respond at all. Applicants pour time, energy, and emotional investment into the process only to be met with silence. This lack of closure creates uncertainty and drains motivation. Ghosting feels personal even when it isn't. Sadly, it's become the new normal.

11. Salary Transparency Still Isn't Universal

Not knowing the pay for a role until the final interview -- or not at all -- creates unnecessary stress. Candidates have no idea whether they're applying for a livable wage or something wildly below expectations. This lack of clarity wastes time for both sides. It also damages trust before the relationship even begins. Transparent pay would solve so many problems.

12. Job Searching Is Emotionally Exhausting

Looking for a job has become a full-time job. The constant cycle of hope, rejection, and silence takes a toll on mental health. Even strong candidates start doubting their worth. Burnout hits long before an offer appears. It's not just difficult -- it's draining in ways many people don't talk about.

13. Career Changes Are More Common But More Complicated

People are switching industries more than ever, but companies haven't caught up. They still focus heavily on traditional experience and linear career paths. This makes transitioning incredibly challenging, even when someone has transferable skills. Career changers often feel stuck in between industries. The flexibility the world promotes doesn't match how hiring actually works.

14. Skill Requirements Shift Constantly

Technology, trends, and workplace expectations evolve at lightning speed. Candidates feel pressure to constantly learn new tools just to stay relevant. Even experienced professionals struggle to keep up. This ever-moving target makes job hunting feel like chasing a train that's already left the station. The pace of change is exhilarating -- and exhausting.

15. Employers Want Culture Fit Without Defining Culture

Many companies emphasize "culture fit," yet their culture is unclear or inconsistent. Candidates are left trying to guess what qualities the company actually values. This makes interviews feel like personality auditions rather than skill assessments. The vagueness creates confusion and rejection for reasons impossible to understand. Culture fit shouldn't be a riddle, but too often it is.

16. The Market Has Shifted Faster Than Expectations

The job landscape has changed drastically in just a few years. Candidates are navigating new technologies, new expectations, and a new level of competition. Many people are still adjusting while companies move ahead with different priorities. This mismatch creates frustration on both sides. The ground is shifting, and job seekers are trying to stay upright.

What Has Your Job Search Really Been Like?

Finding a job right now is tough, messy, emotional, and often unfair -- but understanding why can help you stay grounded. These brutal truths aren't meant to discourage you; they're meant to remind you that the struggle isn't a reflection of your talent or worth.

Have you run into any of these obstacles during your own search? Share your stories, thoughts, or experiences in the comments below. Your journey matters, and talking about it helps everyone feel a little less alone. more
6   

  • Patrick Thotho

    22h

    Finding employment in developing nations feels like a nightmare, where positions are often claimed by those who can pay the most. The competitive and... corrupt nature of the job market is highlighted in point 7 of your article. more

  • Captain bulemu Ezra

    15
    1d

    In fact in this corrupt world there is no true way of getting a job for example one goes for the interviews and passes but at the end he /she is not... considered so what ever may talked of has no truth in it though it is the right way to go  more

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Mila Penrose


Career development 5d
We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

But I’ve noticed that a coworker often leaves with a jar of coffee, a pack of sugar, or even a pack of printer paper in his backpack. Should I tell my boss about it, or is it none of my business?

Thanks for the... advice.

 more

  • Moses Ndichu

    1d

    Proper movement and management of staff and assets is highly required. Today might be a jar of sugar, tomorrow will be losing a whole vehicle or a... life. Poor security system. more

    -2

  • anywar dennis

    1d

    So there is no department or person responsible for those items? If you are not directly responsible learn to mind your business at every job and... always learn to execute your roles and responsibilities per your job description or position....
    Everyone has a role in any employment settings.
    Just kindly show up at your job and perform what u are supposed to do then leave or sign out honourably..
    Just my humble opinion 🙏🙏🙏     more

    1
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Eliot Feldman
Career development 2w

How do you handle negative criticism in the workplace? Does it impact your performance in a positive or negative way?
9   

  • Adam Kuczek

    1
    4d

    Depends if the one doing the critique has broader knowledge on the subject than I. If they know more, I would listen. If not, I wouldn't.

  • Marie Lauraine

    1w

    Hi 👋 I'm very impressed by your profile and personality. All the posts on your timeline are great, and I also appreciate your sense of humor here. I... don't usually write reviews, but I think I deserve such a compliment... I wish I could be your boyfriend. I've tried sending you a friend request many times, but they've all failed. Please send me a friend request so we can be good friends. Thank you. Stay safe and happy... more

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Career development

 1d

My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.


My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.

Alexandra Karplus

Updated December 1, 2025 at 1:55 AM

0

* Burned out from her job at an LA startup, Maria Laposata made a travel spreadsheet with her husband.

* The list inspired her to suggest quitting their jobs and traveling the world for a year.

* She thought the gap would hurt... her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

This story is part of our Adult Gap Year series, which highlights stories from people who have taken extended breaks to reset, explore, and reimagine their lives.

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

Planning for the trip

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

Around the world in 365 days

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

Returning to LA

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

What came next

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview.

Do you have a story about taking a gap year that you want to share? Get in touch with the editor: akarplus@businessinsider.com.

Read the original article on Business Insider more

Career development

 1d

My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.


She thought the gap would hurt her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment... in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

This story is part of our Adult Gap Year series, which highlights stories from people who have taken extended breaks to reset, explore, and reimagine their lives.

Read more:

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview.

Do you have a story about taking a gap year that you want to share? Get in touch with the editor: [email protected].

Read the original article on Business Insider more

Career development

 1d

We quit our jobs to take a yearlong trip. I worried about the career gap on my résumé.


She thought the gap would hurt her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment... in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview. more

Career development

 1d

Half of public servants want to leave: Here's the blueprint to keep them (and attract more)


Public servants are proud of what they do, but half are looking for the door and 22% call their prospects 'hopeless'.

Pay still matters to public sector employees, but in 2025, it's not what's keeping them loyal.

The latest Frank and Fearless survey, conducted by The Mandarin and Indeed with more than 1,000 public servants, reveals a workforce that's proud of its purpose but restless for... change.

Half of all respondents said they expect to leave within 12 months, and nearly one in three plan to start job-hunting within six. That's a major retention warning for a sector already under pressure.

Public servants have been clear about what they need to stay: meaningful career development, strong and authentic leadership, trust and flexibility, and a culture where they feel respected and included.

In fact, when asked what would improve their job satisfaction, public sector employees ranked "more support and resources" and "respect from managers" well above pay.

In other words, loyalty isn't bought - it's built.

This isn't just about keeping people from leaving; it's about giving them real reasons to stay. The survey findings reveal what's driving loyalty now, and where public sector employers need to focus to build stronger, more committed teams.

This first article in a two-part series exploring Indeed's insights from the 2025 Frank and Fearless survey unpacks the key actions employers can take to earn and sustain loyalty in a changing world of work.

The biggest loyalty driver in the public service may be the one most overlooked: career growth. Only 30% of employees see strong career pathways, while 22% call their prospects "hopeless." Yet 83% say they're proud to work in the public sector, and half joined because the work aligns with their values. The motivation is there, but people still need to see a future for themselves inside the system.

Employers can start by making growth visible from the outset. When new employees can see what progress looks like across different roles or departments, they're more likely to stay and invest in their own development. Growth doesn't have to mean climbing the ladder; it can mean moving sideways, learning new skills or mentoring others. Secondments, rotations and structured development pathways signal that growth is possible without leaving the organisation.

Equally important is recognising experience as gold, not old. Senior staff carry deep institutional knowledge, yet many feel overlooked or stagnant. By positioning them as mentors, advisors or subject matter experts, agencies can give their expertise new purpose while strengthening connections between generations.

Finally, connect purpose to progress. We know that public sector employees are strongly driven by purpose. Show how meaningful work leads to tangible career development, and you'll keep people engaged for the long term.

Flexible and hybrid work are now the rule, not the exception. The survey found that 77% of public servants now work in some form of hybrid arrangement, with 43% on flexible hybrid schedules and only 17% in the office full-time. Nearly 60% say their current setup matches their ideal work pattern "very closely," showing that flexibility has matured to become a cultural expectation.

But once flexibility becomes standard, removing it or managing it poorly becomes a fast track to attrition. Flexibility is now a proxy for trust: when people can choose how and where they work, they feel valued. When that trust is withdrawn, it erodes loyalty fast. Employers should treat flexibility as a strategic capability, not a concession. That means supporting managers to lead hybrid teams with confidence and focusing on outcomes over attendance.

Fairness also matters to employees. Hybrid and remote work can look different depending on the role, so equity should be built into the design. When asked which type of flexibility matters most, 66% of public sector workers want remote or hybrid options, 59% want start/finish time flexibility and 47% want time off when needed.

Many frontline or regional employees can't work remotely but can still benefit from flexible start and finish times, or time-off arrangements that recognise their circumstances. Almost 60% of employees believe non-public-facing roles should "absolutely" be allowed to work from home, and only 3% think everyone should be in the office. When flexibility is handled with transparency and trust, it strengthens connection rather than dividing teams.

Leadership remains the biggest loyalty divider in the public service. Only 17% of respondents report high trust in senior leaders, but 63% rate their immediate manager as effective. That gap shows just how much influence local leadership has in shaping culture and commitment.

When asked what would make them more effective, employees pointed to leadership-led solutions: clearer priorities (46%), better collaboration (38%) and more time for meaningful work (37%).The message is simple: employees already have the motivation and capability; now they need leaders who can remove friction, articulate purpose and allow them to focus on what matters most.

For employers, that means rethinking what great leadership looks like. It's not about hierarchy; it's about humanity. Technical expertise is valuable, but empathy, communication and adaptability are what truly drive engagement and trust. Investing in leadership capability at every level - especially in mid-level and emerging leaders - pays off, because these are the people who shape daily culture and connection.

Strong communication is also powerful. When leaders are visible and transparent, they reduce uncertainty and reinforce trust. Just as importantly, leaders must create psychological safety: the sense that it's safe to speak up, share ideas and make mistakes. Teams that feel heard and supported don't just perform better, they stay longer.

Culture is the heartbeat of loyalty, and right now, it's under pressure. Three in ten employees report being bullied or harassed in the past year, with higher rates among women (31%) than men (24%).Only a third believe their workplace takes inclusion seriously, and nearly one in five think diversity efforts are more symbolic than real.

When trust in leadership is low, weak culture becomes a breaking point. Staff often hear strong messages around respect and inclusion but see limited accountability when behaviour crosses the line. The result is a growing disconnect between organisational values and lived experience, and that's a fast track to retention problems.

The good news? Inclusive cultures don't just feel better; they perform better. Research from Diversity Council Australia's Inclusion@Work Index shows inclusive teams are ten times more likely to innovate and eight times more likely to work effectively together. For employers, that means there needs to be zero tolerance for poor behaviour. Hold people accountable regardless of seniority and equip managers to step in early before issues escalate.

Remember, culture done right becomes a competitive advantage: it's what turns good workplaces into great ones, and employees into advocates.

Loyalty in the public service looks different now, and that's not a bad thing. It's less about stability and more about meaning. Public servants want to work where they're trusted, respected and supported to do their best work. For employers, that means designing workplaces that reflect the public service's strongest values: integrity, purpose and care for people.

When those values show up consistently in leadership, culture and day-to-day experience, loyalty follows naturally.

Indeed is here to help government organisations attract and retain the right talent to build a thriving workforce for the future. Because when people find better work and workplaces that truly work for them, everyone wins. Indeed is not just a platform; it's a strategic partner in the competition for talent.

Need to find new talent to join your team? With Indeed, you can source, screen, and hire faster while enjoying the unwavering support of a true recruitment partner. Start searching today. more