Career development

2d

I Trusted My Friend to Help With My CV and Application -- But She Was At My Interview When I Walked In

The fluorescent lights in the waiting room hummed with a clinical, predatory energy that made the sweat behind my neck turn cold. I clutched my leather folder, my knuckles white, staring at the woman sitting directly across from me in the plush charcoal armchair. It was Leah.

She was wearing the power suit she'd bought last month, her hair lay in a sharp, professional bob, looking every bit the... corporate conqueror. My heart didn't just throb; it felt like it was trying to exit my chest through my throat.

"Leah?" I whispered, the name catching on the dry roof of my mouth. "What are you doing here?"

She didn't flinch. She didn't look guilty. Instead, she offered a thin, practised smile that didn't reach her eyes and adjusted the identical navy-blue company folder resting on her lap.

"Oh, Naomi! You applied for this, too?" she asked, her voice airy and casual, as if we were bumping into each other at a grocery store rather than at the one job interview that was supposed to save my life. "That's so funny. Small world, isn't it?"

"Funny?" I choked out, the air in the room suddenly feeling too thin to breathe. "You told me the role wasn't really your 'vibe' when I showed you the listing. You spent three days 'fixing' my CV for this exact position."

She leaned forward, the scent of her expensive, musky perfume hitting me like a physical blow -- a sharp contrast to the antiseptic smell of the office. "I just thought I'd throw my hat in the ring at the last minute, babes," she said, her tone hardening just a fraction. "May the best woman win, right?"

We had been inseparable since our first year at university.

Leah was the fire to my water. While I spent my nights in the library perfecting my syntax, she was out networking, building a bridge to the career she wanted. She landed a solid role at a marketing firm straight after graduation.

I, on the other hand, had spent the last eight months staring at the peeling paint on my apartment ceiling. The bills had started to feel like physical weights pressing down on my shoulders.

Every time my mother called from the village to ask how the job hunt was going, I felt a fresh wave of shame. "Don't worry, Naomi," Leah had told me over a plate of steaming tilapia last month.

"I'm going to see you win. Your brilliance just needs the right packaging." She held my hand across the table, her grip firm and reassuring.

"I've got the connections, and I know exactly what these HR managers are looking for," she'd insisted. "Just send me your drafts. I'll polish them until they shine." I felt a surge of genuine gratitude that brought tears to my eyes. "You'd really do that for me?" I asked, my voice trembling.

"Of course," she laughed, waving away my thanks. "What are friends for if not to pull each other up?" I sent her my CV that night, feeling like a massive burden had been lifted.

I told her everything about the mid-sized firm I'd found. I told her about the salary, a figure that was significantly higher than what she was currently earning.

"It's a bit of a jump for you, isn't it?" she'd remarked, her eyes flickering over the job description on my phone. "But hey, if you think you can handle the pressure, go for it."

I trusted her completely because she was the one who already had her foot in the door of the world I was trying to enter. She was my mentor, my sister, and my safety net. Or so I thought.

The first red flag appeared a week before the application deadline. Leah had been "working" on my CV for five days, claiming she was too swamped at her own job to finish the edits.

"I need to submit it by Friday, Leah," I told her over the phone, pacing the narrow hallway of my flat. "The portal closes at midnight."

"Relax, Naomi," she snapped, her voice uncharacteristically sharp. "I'm making sure it's perfect. Do you want the job or not?" I went quiet, swallowed by the fear of offending the only person helping me.

When the document finally landed in my inbox on Thursday evening, I opened it with trembling fingers. As I scrolled through the pages, a cold knot began to form in the pit of my stomach.

She had removed my two-year stint at the regional consultancy -- the very place where I'd managed a team of six. "Why did you take out the consultancy lead role?" I texted her immediately.

"It makes you look overqualified and expensive," she messaged back seconds later. "Trust the process. I've rephrased your skills to make you seem more 'trainable'."

I looked at the laptop screen, bewildered. She had replaced my active, leadership-focused bullet points with passive, administrative language.

"It doesn't sound like me, Leah," I whispered to the empty room. I called her, hoping for clarity, but she didn't pick up.

A few minutes later, a voice note arrived. "Naomi, you're overthinking. I know these recruiters. They want someone who won't clash with the current manager."

I looked at my original draft -- full of achievements and high-level strategy. Then I looked at her version -- muted, simplified, and almost invisible.

The pressure of the deadline felt like a physical hand squeezing my throat. If I didn't submit this now, I'd lose the chance entirely.

If I ignored her advice and failed, I'd have no one to blame but myself. "She knows better," I whispered, trying to convince my pounding heart.

I uploaded her version of my life and hit 'submit'. The confirmation email felt less like a victory and more like a surrender.

Two days later, the invitation for an interview arrived. I was ecstatic, screaming into my pillow before calling Leah to share the news.

"That's great, bestie," she said, though her voice sounded strangely flat. "I told you my edits would work."

"I'm so nervous," I admitted. "Do you think I should brush up on the project management software they mentioned?" "Don't bother," she replied quickly. "They told me -- I mean, I heard -- they're moving away from that system."

I paused, the air suddenly still. "How did you hear that?"

"Just industry chatter, Naomi. Focus on being 'personable'. That's your strength." I sat on my bed after we hung up, the silence of the apartment feeling heavy and suspicious.

The light outside was fading into a bruised purple, casting long, distorted shadows across the floor. I felt like I was walking through a fog, unable to see the cliff edge until my foot was already hovering over the drop.

I decided to do a quick search on the company's recent LinkedIn posts. There, featured in a "Meet the Team" video from that morning, was the exact software she told me to ignore.

My heart gave a sickening thud. Why would she lie about something so small?

I shook it off, telling myself she was just misinformed. Friends don't sabotage friends.

I spent the next forty-eight hours rehearsing the "personable" answers she had coached me on. I wore the modest navy dress she suggested, even though I felt more powerful in my tailored blazer.

"You don't want to intimidate them," she'd warned. I walked into that office building feeling small, prepared to be the "trainable" girl she had created on paper.

Then the elevator doors opened. And there she was.

The receptionist called Leah's name first. She stood up with a grace that felt like a calculated insult, smoothing her skirt without looking back at me.

I sat in that chair for twenty minutes, the silence of the lobby ringing in my ears like a physical siren. Every time the heavy oak door opened, I expected to see her walk out with a look of shame.

Instead, when she finally emerged, she looked radiant. She caught my eye and gave a small, triumphant nod that made my stomach do a slow, sick flip.

"Good luck, Naomi," she whispered as she passed, her voice dripping with a pity that felt sharper than any blade. "They're looking for someone very... specific today."

When I finally walked into the boardroom, three panellists sat behind a glass table. I sat down, my hands trembling as I laid out my "diluted" CV in front of them.

"So, Naomi," the lead interviewer began, flipping through the pages with a bored expression. "Your profile seems a bit... entry-level for a role with this much responsibility."

I felt the blood drain from my face. "I've actually managed teams before," I said, my voice sounding thin and desperate in the large room.

"It's not listed here," he replied, pointing to the gap where Leah had deleted my consultancy experience. "We're looking for a leader, not someone we have to hand-hold through basic operations."

I looked down at the paper -- the paper Leah had "polished" for me. It was a map leading me directly into a dead end.

"I can explain those gaps," I started, but I could see their interest fading like a dying ember. They began asking technical questions about the very software Leah told me to ignore.

I tried to pivot, to show my personality as she'd coached me, but they weren't looking for a "friend." They were looking for the expert I had been before I let her touch my career.

The air in the room felt heavy, smelling of stale coffee and the ozone of high-end air conditioning. I realised then that I wasn't just fighting for a job; I was fighting the version of myself Leah had invented to ensure I'd fail.

The floor beneath my feet felt as though it had turned to water. I stumbled out of the interview room, the heavy oak door clicking shut behind me like a gavel.

Leah was still there, leaning against the glass windows of the lift lobby. She was silhouetted against the harsh afternoon sun, watching the city traffic crawl below.

"How did it go?" she asked, her back still turned. Her voice was steady, devoid of the nervous energy I was currently drowning in.

"They thought I was a junior, Leah," I said, my voice cracking as the humiliation finally broke through. "They literally laughed when I mentioned strategy. The edits you made -- they erased everything that made me a contender."

She turned around slowly. For the first time in ten years, the mask slipped completely. The warm, supportive sister-friend was gone. In her place stood a woman with eyes as cold and calculating as a high-frequency trader. There was no sympathy there; only a hard, metallic ambition.

"Maybe you just aren't ready for this level yet, Naomi," she said. Her tone was clinical. "I did you a favour, really. I kept you from overpromising and crashing out in the first month. You would have been out of your depth."

"You applied for it yourself," I whispered, the realisation hitting me with the force of a physical blow. I looked at the identical folder in her hand.

"You didn't just 'fix' my CV. You harvested it. You took the leadership highlights you deleted from mine and pasted them into yours, didn't you?"

She didn't even have the grace to flinch. She simply adjusted the strap of her designer handbag and looked at me as if I were a piece of outdated software.

"I saw the salary range on that listing, Naomi. It is double what I make now," she said flatly. "Why should I let you leapfrog over me? I've spent years networking while you were just... waiting. You haven't paid your dues."

The betrayal felt like a thick, oily slick in my throat. The soundscape of the office -- the ringing phones, the rhythmic tapping of keyboards -- suddenly muffled, as if I had been plunged underwater.

"You knew I was desperate," I gritted out, my eyes stinging. "You knew my landlord was calling every day. You used my vulnerability to scout a better deal for yourself."

"It's just business, babes," she said, her voice dropping to a low, cold hum as the lift doors chimed and slid open.

"Don't take it so personally. In this city, you're either the one holding the ladder or the one being stepped on." She stepped into the mirrored carriage, the doors closing on her calm, unbothered reflection.

I didn't cry on the bus ride home. The betrayal was too deep for tears; it felt more like a cold, clarifying frost.

I reached my apartment and sat in the dark for a long time, listening to the distant hum of traffic. My phone buzzed with a notification from her on social media.

"So proud of us for putting ourselves out there today! Lunch soon? x" I stared at the screen until the light dimmed and went black.

I didn't reply. I didn't demand an explanation; I already had. Instead, I went to my settings and clicked 'Block' on every platform we shared.

The silence that followed was the first bit of peace I'd felt in months. The next morning, I opened my laptop and pulled up my original, "overqualified" CV.

I restored every achievement, every leadership role, and every technical skill she had tried to bury. I realised that by trying to make myself "palatable" for her, I had made myself invisible to everyone else.

A week later, I saw a LinkedIn update from the company. The role was being re-advertised; neither of us had been "the right fit."

I felt a grim sense of satisfaction knowing her sabotage hadn't even bought her the prize she'd sold her soul for. I hit 'apply' again -- this time with the real version of me.

I haven't heard back yet, and the bills are still piling up on my kitchen counter. But the air in my apartment feels lighter, stripped of the toxic expectations of a "friend" who wanted me to stay small.

I used to think that loyalty was a debt you paid to people just because you'd known them a long time. I thought that a friend's success was my success, and I assumed they felt the same.

But I've learned that some people only want to see you do well as long as you aren't doing better than them. They will offer you a hand to help you up, only to ensure they can control how high you climb.

True friendship doesn't require you to shrink so the other person can feel tall. It doesn't ask you to hide your strengths to protect their fragile ego.

I am still looking for work, and the uncertainty is terrifying. But I would rather be unemployed and standing on my own two feet than successful and leaning on a snake.

I've reclaimed my voice and my history. And I've learned the hardest lesson of all: trust is a gift, but discernment is a survival skill.

If the person closest to you is the one holding the scissors, how can you ever expect to grow? more

2

Susan Basch
7h
As long as you feel yourself now, that is what counts.
Steward Tony Pacheco
65
1d
Mistake One: Putting You Career, Your Money, Your Relationship, Your Dreams, Your Sspirations, Or Your Personal Whatevers In Someone Elses Hands....
Based On The Length Of The Short Novel You Wrote, I Cant Help But Wonder "WHY?"
So, What You Do From This Point On Will Determine If You Have The Ability To Protect Your Most Valuable Assets? Your Dreams! more

Career development

10h

Life is lived mostly in ordinary moments, not in major achievements.

We plan for future successes but rarely consider how we'll actually live day to day. Yet, happiness, and a meaningful life, may depend more on how we spend our ordinary days.

When students, or professionals, sit down across from me for what I call a "Flourishing Chat," which is a mix between life, professional, and health, they rarely begin with a crisis. More often they say something like, "I... know what I want to do... I just don't feel that great about it.

"roles at major companies. The plans are polished. The résumés are strong. From the outside, everything looks ready to go. Then I ask a different question: "What would your ordinary Tuesday look like at this job?" I don't want to know about the title on their business cards or their starting salary. I want them to tell me what time they'll wake up, who they will spend their days with, what kinds of problems they will solve, what their evenings feel like when they come home tired. At this point in the conversation, every time, students, and sometimes even professionals, can't answer my questions. The conversation turns into silence. They have thought about what role they want, but they haven't yet thought about what the role entails - or how it fits with the activities they like to do and the people they care about. We are taught early to think of success as a possession. We accumulate credentials, milestones, promotions, and recognition. We pursue outcomes that can be measured and displayed. Yet even if we mark our life journey with milestones, most of our time travelling will be in the everyday steps we take along our way. How we travel will not only determine which path we take, it will also determine which milestones are worth marking., which is what today we call flourishing or living a good life rooted in activity rather than possession. Flourishing isn't something you own; it's something you do - consistently and as a way that speaks to your gifts and. It is a way of living that aligns one's actions with one's character and in accord with their values. When I talk about this type of flourishing, most people agree that it sounds nice in theory. Yet when it comes to making personal and professional decisions about their lives, they often revert to their old habits of choosing the path that looks most successful from the outside rather than one they can get excited about actually living day to day. I see this tension regularly with students who feel pulled toward careers they are not sure they will enjoy, but I also see it with professionals at almost every stage of their. Ambition is framed as climbing a ladder rather than finding better ways to act on one's values so that you can have greater impact on oneself and others. Success is an external metric rather than an internal measure of alignment.compresses lives into highlight reels: the graduation photo, the new job announcement, the promotion. We see the trophies, not the ordinary weekday mornings that make up a life.I learned this lesson myself early in my career. Like many ambitious young professionals, I believed that hard work meant sacrificing the present so that futurecould eventually arrive. Like the lesson of the famous "marshmallow test," I thought it demonstrated the capacity to achieve success: A noble ability to endure now so I can enjoy later.important to put in the time to become great at what we do - it is equally important to consider what we are enduring for. Is it to achieve for the sake of achievement, or is it to be able to successfully accomplish the things we truly care about doing? Psychologists sometimes talk about the "arrival fallacy," which is the belief that reaching a certain goal will bring lasting fulfillment. The problem is that achieving theseMeanwhile, the real question remains unanswered: Do I actually like how I spend my days? This is why, in these flourishing chats, I push my conversation partners toward the details - towards painting as complete a picture as they can. Not because I want to discourage ambition, but because ambition is healthier when it is grounded in reality and in self-reflection.These questions shift the frame. They ask us to stop seeing success as something you possess and to start seeing it as something you practice. They ask us to payThis perspective doesn't make decisions easier. In fact, it can make them harder, because we now have to think beyond external validation and ask ourselves what actually sustains us. We must be honest about tradeoffs we are willing to make and have the courage to choose paths that may not look impressive from other people's vantage points. Yet, taking this view of success also offers something liberating, because now our everyday isn't a means to a few momentary milestones. Life is embraced through the ordinary days we spend living it., is an associate professor at the Emory University School of Medicine and the executive director of the Emory Purpose Project.Self Tests are all about you. Are you outgoing or introverted? Are you a narcissist? Does perfectionism hold you back? Find out the answers to these questions and more with Psychology Today.

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Jessica Miller

Career development

4d

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

more

1

avion glah
10h
Sorry, it was harsh the HR could have a little bit empathetic.
Steward Tony Pacheco
1d
As an HR professional myself, I have issues with your explanation of how this interview went. From what you have written and what I have interpreted,... you missed the point of the interview. As a professional, you should leave your feelings with your feelings and lean on facts as well as sharing those facts with a business mindset.
They did not try to confuse you as you were already confused. By what, I do not know. Maybe attempting to figure out your interviewer instead of focusing on what is being asked of you. Don't worry, many do the same which if not realized quickly, can cause undue anxiety because the process of the interviewer's questioning does not match the visuals you have already, without reason, placed in your minds eye. Now you're stuck in that cycle of confusion.
You are not the first candidate to their rodeo, so the interviewer went through the motions, by the numbers and determined the result. My advice to you is learn from it and move forward. Finding work is a full time job in itself, but launching a career is life absorbing. When you fall, fall forward, get up and move out! leave the tears on the ground behind you. more
-4

Career development

10h

The Rise of "Resume Botox": Over One in Four Canadian Workers and Job Hunters Admit to Downplaying Their Experience, as Many Don't Want to Appear Overqualified

Botox might be best known for smoothing wrinkles to look younger, but a growing number of Canadians are applying the same philosophy to their resumes. New research from Employment Hero, the global AI-powered employment platform, finds 28% of Canadian workers and job seekers have downplayed their work experience - on their resume, LinkedIn profile or in job interviews - with many wanting to avoid... appearing overqualified.

The behaviour is part of a growing trend dubbed "resume botox," where candidates subtly smooth out their professional history by trimming earlier roles, removing graduation dates or dialing down senior experience that could make them seem older or overqualified.

The data suggests Canadians are being strategic about what signals their resumes send. Only half of Canadian workers and job seekers (50%) say they would include their graduation date on their resume if applying for a job today, and that transparency drops sharply with age. Two-thirds of Canadians aged 18-34 (67%) say they would include their graduation date, compared with 45% of those aged 35-54 and just 33% of workers aged 55 and older.

Among those who admit to downplaying their experience, the motivations arelargely tactical: avoiding the perception of being overqualified (41%) and keeping the focus on recent achievements (41%) were the most common reasons cited.

Underlying these choices is a broader concern about age bias in hiring. More than three-quarters of Canadian workers and job seekers aged 55 and older (77%) say their age makes them a less attractive candidate in today's job market, with nearly half (47%) strongly agreeing. Among workers aged 35-54, 41% say their age works against them, compared with 29% of those aged 18-34.

Real-world perspective

After 26 years with a manufacturing company in Mississauga, Ontario, Chartered Professional Accountant (CPA, CGA) Bayla Greenberg-Consitt learned her employer was moving its operations to the U.S., eliminating her role. Re-entering the job market in her mid-fifties, Bayla hired a recruitment coach who advised her to remove graduation dates from her resume and trim 10 to 15 years of her work history to appear more aligned with the roles she was targeting.

"Re-entering the job market after almost thirty years, I knew my age would work against me," Bayla said. "Despite my experience, I was willing to take on a more junior position that I was overqualified for, but employers seemed to struggle with looking past my age and recognizing the value I could bring with my extensive experience."

While the "resume botox" approach landed her several interviews, it ultimately failed to secure a job offer. In the end, a personal connection led to a new position where the depth of her experience was fully valued.

For KJ Lee, CEO of Employment Hero Canada, the findings highlight a tension many job seekers feel between presenting their full experience and positioning themselves strategically for modern hiring processes.

"When talented people feel the need to 'botox' their resume just to get a fair shot, it tells you something about the system," said Lee. "Experience shouldn't be treated like a liability. The reality is that businesses benefit enormously from people who've seen more cycles, solved tougher problems and know how to get things done."

Lee says the findings should serve as a reminder to employers that experience and adaptability often go hand in hand.

"The best hiring decisions come from looking at what someone can do today and the impact they can have on your business," he said. "If companies filter out candidates simply because their experience looks 'too long' on paper, they risk overlooking some of the most capable people in the workforce."

Notes to editors

About Employment Hero

Employment Hero is the global authority on employment, offering a world-leading Employment Operating System (eOS) that simplifies and optimises every stage of the employment process. Its award-winning platform combines HR, payroll, recruitment, and employee engagement tools with the groundbreaking employment superapp, EH Work, which integrates career management and financial wellbeing. Serving over 350,000 businesses and managing more than 2.5 million employees worldwide, Employment Hero reduces administrative burdens by up to 80%, enabling organizations to focus on their goals and create more productive, engaged teams. By revolutionising the employment marketplace, Employment Hero is making employment easier, more valuable and rewarding for everyone.

Survey Methodology

These findings are from a survey conducted by Employment Hero from March 11th to March 13th, 2026, among a representative sample of 1034 adult Canadians who are working or looking for work who are members of the Angus Reid Forum. The survey was conducted in English and French. For comparison purposes only, a probability sample of this size would carry a margin of error of +/-3.0 percentage points, 19 times out of 20.

View source version on businesswire.com: https://www.businesswire.com/news/home/20260323952353/en/ more

Rita Morton

Career development

2d

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

more

2

Lucas Mwago
10h
Interest scenario. but first thing first, 'you are a team of women', that statement talks volume. Why women alone? are you dealing in women... merchandise that require mostly expertise from that gender? Is his presence offsetting the equation? You noted that he has no work experience, this might be so, since you are a team, pull together. That is what teams do. Help the new employee get his footing. Team leaders inspire, they mentor and build skills and confidence of team members. You haven't indicated any efforts you've made to understand the challenges the new employee might be facing. Explore deeper, perhaps there is something you can do. should there be family connections between the boss and him, i advise that you slow down and play your part intelligently devoid of antagonistic approach. He may turn out to be the missing cog for your organization. more
Ziba Clayton
16h
I see he should be the one to start building capacity and make him get know all the areas of their interest

Career development

10h

Career Development And Training Market Size, Share and Trends Analysis Report by Product | Weekly Voice

The Business Research Company's Career Development And Training Market Report 2026 - Market Size, Trends, And Global Forecast 2026-2035

LONDON, GREATER LONDON, UNITED KINGDOM, March 23, 2026 /EINPresswire.com/ -- The career development and training sector has seen impressive growth lately, reflecting the increasing importance placed on skill enhancement and professional advancement. As more... individuals and organizations seek to improve workforce capabilities, this market continues to evolve, driven by technological advancements and changing educational preferences. Let's explore the current market size, key growth drivers, leading regions, and trends shaping this dynamic field.

Career Development and Training Market Size Showing Strong Expansion

The career development and training market has experienced significant growth over recent years. It is projected to rise from $196.68 billion in 2025 to $210.38 billion in 2026, growing at a compound annual growth rate (CAGR) of 7.0%. This growth during the historical period is fueled by increased efforts toward workforce upskilling, a surge in demand for professional development programs, wider adoption of classroom-based training, enhanced collaborations with higher education institutions, and a stronger emphasis on employability and job preparedness.

Download a free sample of the career development and training market report:

https://www.thebusinessresearchcompany.com/sample.aspx?id=33428&type=smp&utm_source=EINPresswire&utm_medium=Paid&utm_campaign=Mar_PR

Future Outlook and Continued Growth Trends in Career Development and Training

Looking ahead, the market is expected to maintain robust growth, reaching $277.86 billion by 2030 at an accelerated CAGR of 7.2%. This anticipated expansion is largely driven by the rising use of online learning technologies, growing interest in AI-powered training solutions, greater focus on personalized career development paths, expanded corporate reskilling initiatives, and increased use of gamification and immersive learning tools. Key trends projected to influence the market include the growing popularity of online and blended learning formats, rising demand for career coaching and mentorship, more integration of aptitude and personality assessments, broader internship and apprenticeship programs, and a heightened focus on developing soft skills and leadership abilities.

Understanding Career Development and Training as a Concept

Career development and training encompasses structured programs and initiatives aimed at enhancing individuals' skills, knowledge, and professional abilities. These efforts support continuous learning, career progression, and workforce preparedness. The goal is to improve employability, job performance, leadership capabilities, and adaptability to evolving industry demands through systematic learning and development interventions. Such programs benefit both individuals and organizations by fostering long-term growth, productivity, and professional excellence in a rapidly changing economic and technological landscape.

View the full career development and training market report:

https://www.thebusinessresearchcompany.com/report/career-development-and-training-market-report?utm_source=EINPresswire&utm_medium=Paid&utm_campaign=Mar_PR

Digital and E-Learning Platforms as Key Growth Catalysts in Career Development and Training

One of the strongest drivers behind the market's expansion is the growth of digital and e-learning platforms. These platforms deliver, manage, and support educational content and training via digital technologies, enabling flexible, remote learning experiences. The rise of such platforms is tied to increased internet accessibility, smartphone penetration, and demand for adaptable learning formats. Career development and training leverage this growth by providing structured, scalable frameworks for online and blended professional courses, certifications, and skill-building programs. For example, in January 2024, Eurostat reported that 30% of internet users aged 16 to 74 had utilized online courses or learning materials, up from 28% in 2022, illustrating how digital platforms are fueling market growth.

North America Leading the Career Development and Training Market with Asia-Pacific Growing Rapidly

In 2025, North America held the largest share of the career development and training market. However, the Asia-Pacific region is expected to experience the fastest growth during the forecast period. The market report covers several major regions, including Asia-Pacific, South East Asia, Western Europe, Eastern Europe, North America, South America, the Middle East, and Africa, providing a comprehensive perspective on global market dynamics.

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Career development

11h

Hungarian Job Seekers Finding Work Faster Than a Year Ago, Survey Shows - Budapest Business Journal

The average time from starting a job search to filling a new position has dropped significantly. In the first quarter of 2025, job changes took slightly more than five months on average. That has now fallen to 3 months and 22 days, the survey found.

At the same time, more respondents said job hunting now takes up a substantial part of their daily routine. The share of people who began searching... while unemployed also increased compared with last year.

High Activity Among Job Seekers

The data points to strong activity levels: 40% of active job seekers said they spend several hours a week searching for work, while another 35% dedicate about an hour weekly. The remaining 25% review opportunities only when time allows.

The proportion of people searching for jobs while not employed rose notably. This year, 61% of active job seekers said they were unemployed when they began applying, up from 53% a year earlier.

Companies Focus on Optimizing Recruitment

A separate, recent survey by Profession.hu among employers found that while companies remain optimistic about hiring prospects this year, they are increasingly focused on optimizing recruitment resources.

More employers -- 26%, up from 21% last year -- said they prefer hiring channels that offer tools to help identify the right candidate by the end of the process.

Job portals remain the most popular channel for both employers and employees, followed by referrals, which have become more common over the past year, and social media platforms.

"The average time from the start of a job search to filling a new position has shortened significantly compared to last year," said Nikoletta Szigeti, head of Profession Services. "In recent months, however, job seeker activity -- while still high -- has moderated and become more deliberate. Candidates are applying more selectively, while employers are increasingly narrowing the candidate pool based on role-specific expectations. For higher-level positions, retention remains dominant, while there is more movement in high-volume roles with higher turnover. As a result of this duality, the meeting of supply and demand has become more efficient, which may play a significant role in the shortening of the average job search time."

What Matters Most to Workers

The survey found that 13% of workers are currently actively seeking a new position, while 21% changed jobs in the past year.

A sizable group -- 33% -- are passive job seekers: they do not regularly browse listings but are open to offers and would consider switching for the right opportunity.

When evaluating potential roles, respondents cited salary and benefits as the most important factor (84%), followed by workplace location (68%) and a work schedule that matches their preferences (58%). more

Career development

12h

How Firms Can Use Personality Assessments For Financial Advisors

Gina Sloan

Career development

1h

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

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Career development

12h

BCG Attorney Search Advantage Improves Legal Hiring Success

BCG Attorney Search has announced its "Attorney Search Advantage," a comprehensive, data-driven system designed to help attorneys secure interviews and job offers more efficiently in an increasingly competitive legal market.

Learn more from this report: The BCG Attorney Search Advantage - Candidate Education Report

The system represents a shift away from traditional job-hunting methods, such as... job boards and passive applications, toward a more proactive and strategic placement model. According to BCG Attorney Search, the approach focuses on identifying both publicly available roles and the largely untapped "hidden" job market, where many law firm opportunities are never formally advertised.

One of the defining features of the BCG Advantage is its ability to uncover opportunities beyond standard listings. Industry insights suggest that public job postings represent only a portion of available legal roles, leaving many opportunities inaccessible to attorneys relying solely on conventional search methods.

BCG Attorney Search addresses this gap by leveraging a proprietary database of law firms and historical hiring trends. This allows recruiters to identify potential openings even before firms formally announce them. This "total-market" approach enables candidates to be considered for positions that align closely with their experience, practice area, and career goals, often with less competition.

The Advantage system operates through a layered methodology designed to maximize exposure and interview opportunities. These layers include:

* Exclusive roles managed directly by BCG

* Verified active openings across law firms

* Targeted outreach to firms with known hiring patterns

* Analysis of historical hiring data to predict recurring needs

* Strategic submissions to firms without current postings

This structured process allows attorneys to access a broader range of opportunities while maintaining control over which firms are contacted on their behalf.

A key feature of the system is "mass approval," which allows candidates to authorize outreach to multiple firms at once. This streamlined approach significantly accelerates the hiring process, increasing the likelihood of securing interviews within a shorter timeframe.

In addition to its data-driven infrastructure, BCG Attorney Search emphasizes personalized recruiter support. Attorneys are paired with experienced recruiters, many of whom have legal backgrounds, ensuring that each candidate's qualifications and experience are presented effectively.

The firm also provides comprehensive support throughout the hiring process, including résumé refinement, interview preparation, and assistance with offer evaluation and negotiation. This combination of advanced technology and individualized service is designed to improve both the efficiency and success rate of placements.

BCG Attorney Search reports that its system can significantly reduce the time it takes for candidates to secure interviews, with some attorneys seeing results shortly after activating their search.

By focusing on timing, market intelligence, and targeted outreach, the Advantage system aims to position candidates ahead of the competition. Attorneys are introduced to opportunities earlier in the hiring cycle, often before roles become widely known, increasing their chances of securing desirable positions.

With decades of experience and an extensive network of law firms, BCG Attorney Search continues to refine its placement strategies to meet the evolving demands of the legal industry.

The introduction of the Attorney Search Advantage highlights the firm's commitment to helping attorneys navigate the job market with greater precision, confidentiality, and success, setting a new standard for legal recruiting services. more

Career development

13h

Software Development RPL Report

I need a complete Recognition of Prior Learning report in Information Technology, focusing specifically on Software Development. My goal is to present my professional background -- projects, responsibilities, and achievements -- in a way that matches the formal RPL template used by the assessing authority. You'll receive my résumé, employment references, and brief project summaries. From there,... I'm counting on you to craft a clear narrative that demonstrates depth across the full software-development life-cycle, highlights the technologies I've mastered, and shows measurable results I delivered. The language must read naturally in Australian English, be entirely original, and align with any plagiarism-checking standards. Deliverables * A polished RPL report (editable DOCX and ready-to-submit PDF) * One round of revisions for factual or formatting tweaks The report must: * Map my skills accurately to the authority's competency criteria * Showcase real projects, tools, and outcomes without exaggeration * Follow the required section headings and word limits If you have experience writing successful IT RPLs -- or come from a technical writing background with solid knowledge of software engineering practices -- I'll be able to move quickly once I share the source material. ICT 263212 Support Engineer more

Career development

13h

The 93% mandate: Why skin of colour care demands more than clinical skill

Dermatologists should act as advocates of diversity at the clinic, research, and institutional level, says Dr. Bolu Ogunyemi (Issue #532, 1,600 words, 8 minutes)

Approximately 93% of Canadian dermatologists report providing caring for patients of colour. Physicians also play a role as advocates for patients in systems that can influence those patients' health outcomes. Those same physicians are... in a position to contribute to diversity within the specialty itself. As a result, dermatologists play a pivotal role in ensuring Canadian dermatologic care is equitable and inclusive for citizens with skin of colour.

This message was part of a presentation by Dr. Bolu Ogunyemi [pictured below] at the 2025 Skin Spectrum Summit in Toronto.

Dr. Ogunyemi is a Clinical Associate Professor of Dermatology at Memorial University in St. John's, NL, and president-elect of the Canadian Medical Association.

In the presentation, Dr. Ogunyemi noted that dermatologists are uniquely positioned to be leaders in social accountability and health equity. He noted dermatologists are:

Dermatologists are responsible not only for patient care, but also for engaging with the systems that influence health outcomes, Dr. Ogunyemi said. "We have an obligation to ensure institutions, educational materials such as medical textbooks, and clinical research reflect all patient groups -- particularly those from underserved groups."

There is also a need to support diversity within the medical profession, Dr. Ogunyemi said. "Data shows we don't have a true meritocracy," he noted. "Across recruitment, training, promotion, and compensation -- at every single level, there's well-documented evidence of bias."

This bias can also influence career opportunities. Dr. Ogunyemi noted that applicants with names or experiences perceived as "ethnic-sounding" receive significantly fewer interview callbacks than those with names perceived as White. As a result, some racialized applicants resort to "Résumé Whitening," intentionally concealing or downplaying ethnic cues in their résumés to avoid anticipated discrimination in the hiring process.

Dr. Ogunyemi said that he once felt pressure to do the same. "Early in my career, when I was trying to get my foot in the door, I sometimes went by 'Bo' instead of using my full first name," he said. "I even removed certain undergraduate activities that might reveal too much about my background."

He cited a study that showed that Black applicants who "whitened" their résumés increased their callback rate from 10% to 25%. (Kang SK, et al: Whitened Résumés: Race and Self-Presentation in the Labor Market: Race and Self-Presentation in the Labor Market. Administrative Science Quarterly 2016; 61(3):469-502).

A key resource in combating inequality is good data. However, despite Canada's population becoming increasingly diverse, a tendency to a "colourblind approach" has left significant gaps in systemically collected health data across ethnic groups, said Dr. Ogunyemi.

If race- or ethnicity-specific data isn't being collected, it is impossible to determine what proportion of people from different backgrounds are experiencing different opportunities or different outcomes, he said. "We need disaggregated data."

"Tracking which populations are encountering barriers is essential," he explained. "Data alone won't fix the system, but will provide a clear way to hold systems accountable and move us toward meaningful change."

As a profession, dermatologists should work to make diversity, equity, and inclusion projects more recognized as legitimate efforts to improve patient outcomes, Dr. Ogunyemi said. "Whether it's academic, educational, professional, clinical outreach, training, doing clinics in rural areas, mentorship and sponsorship, community involvement, those are things that have a real and important impact. And institutions, including academic institutions, need to recognize that when we talk about promotion [of diversity]."

Bottom line: Diversity, equity, and inclusion efforts have real impacts on health outcomes. Effectively improving diversity will require disaggregated data and recognition of the importance and legitimacy of these efforts at the institutional level.

This study evaluates response to narrowband ultraviolet-B (NB-UVB) across Fitzpatrick skin type (FST) groups in a multi-institutional mycosis fungoides (MF) cohort.

Investigators retrospectively analyzed data from MF patients treated with NB-UVB monotherapy at Columbia, Emory, and Johns Hopkins Universities between 2010 and 2025. Among 114 patients, 63 had FST I to III, and 51 had FST IV to VI. Primary outcomes were percent change in total body surface area (TBSA) involvement and complete/partial response (CR/PR) rates.

Patients with FST IV to VI were younger and more frequently had hypopigmented MF. FST I to III patients achieved greater TBSA reduction (-73% vs -35% at mid-year; -78% vs -26% at year-end) and higher CR/PR rates, with differences persisting after multivariable adjustment. Rapid response (CR/PR within four months or less) occurred more often in FST I to III (53% vs 34%), while non-response was more frequent in FST IV to VI (39% vs 16%). Mixed-effects models confirmed that both groups improved over time, but FST I to III demonstrated significantly greater TBSA reduction at multiple time points.

The authors conclude that NB-UVB benefits patients across all Fitzpatrick skin types but yields earlier and more complete clearance in FST I to III. They say that the findings warrant prospective studies to guide individualized treatment strategies.

From "J Am Acad Dermatol"

Researchers characterized the clinical spectrum of facial melanosis, and delineated dermoscopic patterns, including atypical features. They evaluated health-related quality of life using Skindex-16 in a skin of colour population in Northeast India.

For the hospital-based study, investigators recruited 150 untreated adults with facial melanosis. Participants underwent detailed clinical evaluation, dermoscopic assessment with a polarized video dermoscope, and quality-of-life assessment with the Skindex-16. Diagnoses were classified as standalone or overlapping entities.

The authors identified 22 clinical conditions, with melasma being the most prevalent diagnosis (n=102, 68.0%), showing a marked female preponderance. Overlapping presentations, particularly melasma with a topical steroid-damaged face, were common. Dermoscopy revealed predominant pigmentary patterns, including brown, structureless areas and globules, alongside vascular and appendageal changes. The investigators also documented infrequent atypical dermoscopic features, rarely reported in facial melanosis. A quality-of-life analysis demonstrated a disproportionate emotional burden despite relatively low symptom scores.

The authors conclude that facial melanosis in skin of colour is clinically complex, frequently overlapping, and psychosocially impactful.

From "Cureus"

To explore the experiences of eczema, acne, and psoriasis among adults with skin of colour in the U.K., researchers conducted a qualitative study of 20 individuals with these conditions, recruited online. Participants took part in online, one-to-one, semi-structured interviews.

Investigators used NVivo qualitative data analysis software to code and organize the data, and reflexive thematic analysis to generate themes.

The participants were mostly female (65%), Asian/Asian British ethnicity (45%) and had eczema (55%). From the responses, the researchers identified eight themes: (i) delayed or missed diagnosis; (ii) preferences regarding healthcare professionals; (iii) lack of online information and social media use; (iv) misunderstanding in cultural communities; (v) concerns about treatment and lack of research in skin of colour; (vi) complementary and alternative medicine use; (vii) experiences and impact of dyspigmentation; and (viii) challenges with structural racism.

The themes generated highlight the unique experiences and challenges faced by U.K. adults with eczema, acne, and psoriasis, the authors write. "The findings can help guide diagnostic approaches, culturally sensitive communication and treatment discussions for patients with skin of colour. Further research is needed in this under-represented group."

From "Br J Gen Pract"

McMaster University PhD student Albert Ashong [pictured below] was awarded the Canadian Black Scientists Network (CBSN) Excellence in Research and Innovation Award during the National STEM Summit in Toronto in February, according to a press release from the university. The Award recognizes exceptional innovation and leadership within Canada's Black STEM community.

Ashong conducts advanced biosensing research in the Niko Hildebrandt Lab, developing technologies for detecting cardiac and renal biomarkers with greater speed and sensitivity. His work combines FRET-based immunoassays with microfluidic systems to help clinicians detect kidney and cardiac injury much earlier than current diagnostic tools allow -- potentially within the first week of onset.

In his acceptance speech, Ashong said the honour reflects far more than scientific achievement. It acknowledges a journey shaped by cross-continental study, formative mentorship and a commitment to fostering research spaces where everyone feels they belong.

Receiving the Award, he said, "affirms the resilience, discipline, and persistence that have shaped my journey as a Black scientist navigating spaces where representation is still limited."

Ashong said he believes the most meaningful progress in STEM depends on shifting from simply increasing representation to ensuring meaningful inclusion.

That philosophy carries into his own research practice: "Innovation must be inclusive. When we build inclusive systems, we build better science," he said.

"Ultimately, this is about improving patient outcomes," he says. "Giving clinicians the ability to act early, not years later."

Now an active part of McMaster's interdisciplinary research community, Ashong said he sees the CBSN award not as a finish line, but as motivation to keep moving forward with purpose.

"This is a reminder to keep going, to keep building, and to help open doors for others," he said. "It's about the work and the people it serves."

March 24 is Diabetes Alert Day in the U.S.

March 24 is International Day for the Right to the Truth Concerning Gross Human Rights Violations and for the Dignity of Victims

March 25 is International Day of Remembrance of the Victims of Slavery and the Transatlantic Slave Trade

Researchers compared the UV protection habits and preferences of patients with cutaneous immune-mediated inflammatory dermatoses in patients with a range of skin phototypes.

Established in 1995, The Chronicle of Skin & Allergy is a scientific newspaper providing news and information on practical therapeutics and clinical progress in dermatologic medicine. The latest issue features:

You can read a recent digital edition of The Chronicle of Skin & Allergy here. To apply for a complimentary subscription or to request a sample copy, please email health@chronicle.org with your contact information.

The Women in Dermatology e-newsletter updates readers with new findings concerning dermatologic issues affecting women and the female dermatologists who care for them. Read the current issue here.

Season three of the Vender on Psoriasis podcast, featuring Dr. Ron Vender, has begun. Listen to the new season here. In episode five, Dr. Vender discusses whether vitamin D influences the severity of psoriasis, sex differences in psoriatic inflammation and itch, and the risk of psychiatric disorders associated with acitretin. more

Career development

15h

'Was he hired?': Man goes for job interview, accidentally appears on live TV as expert. Internet reacts- Moneycontrol.com

The video remains popular, sparking memes and nostalgia online

A 2006 video of a man going viral on social media shows him accidentally appearing on BBC News 24.

Guy Goma, who went to the BBC for a job interview in 2006 and ended up on air when he was mistaken for IT expert Guy Kewney.

Business presenter Karen Bowerman thought she was speaking to Kewney for analysis, which led to confusion... between her and Goma.

In 2023, he revealed that he was not paid for his infamous appearance on BBC News 24, and he plans to sue the broadcaster for a share of the royalties, according to a report by The Guardian.

When asked if the BBC had reached out after the incident, he said, "I contacted them. They didn't respond."

"I am going to go because of the money they made from it. They didn't give me a single penny," he said.

The clip has been screened repeatedly over the last 17 years, and Goma and people even call me an "accidental celebrity."

Today, 20 years on, the video of Goma's accidental BBC appearance remains popular. Recently, an X user @TheFigen_ reshared the clip, where online users reacted with memes, jokes and nostalgic comments.

One user wrote, "That looks on his face, the moment he realises he's on live TV. Then he really leaned into 'fake it till you make it. The best part is he actually made some decent points about the future of music downloads!"

Another X user said, "Not fair at all, at least give the man a heads up."

Guy Goma became an unexpected viral sensation after accidentally appearing on BBC News 24 in 2006. He had gone to the BBC for a job interview for an IT position but was mistaken for IT expert Guy Kewney. Initially, some thought he was Kewney's taxi driver, but the truth soon emerged. more

Anonymous member

Career development

3d

Hi, I need some advice about hygiene at work. In our office WC there is liquid soap, but since many companies share the floor, it keeps disappearing- someone is taking it. I suggested bringing our own soap but that’s not very convenient. I also asked my boss to put a soap dispenser on the wall so no one can take it, but he said no.
This week, about half of our team got a stomach virus and I think... the reason is simple - people aren’t washing their hands.
How can we fix this problem? How is it done at your workplace? Thanks!

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Steward Tony Pacheco
1d

Just bring your own soap. The owner is already being inconvenienced by an employed kleptomaniac.
Sharing soap dispensers is also a contaminated hub... when used by multiple end users. Even hand sanitisers have been proven to have the opposite effect on body parts washed. Many carcinogens in their formulations.

Your boss is not responsible for your hygiene nor is he/she not aware of property being stolen. the price of doing business. Perp will be fired for integrity issues once caught in the act. more
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Anthony Lawton Sr
1d
I think you should buy a personal small pocket size bottle of sanitizer. Save yourself and perhaps others also.
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