Career development

Emil Kaminsky

1d

Hi! Need some advice. There’s a woman in my team who has a difficult life situation - she has two kids and takes care of her elderly mother. She often makes mistakes in her reports. I’ve been quietly fixing them and not criticizing her.
But lately I’ve been thinking about replacing her with someone who makes fewer mistakes. I know this would really upset her.
What would you do in my place?

1

peter elweu
2h
Firing her doesn’t help anything, talk to her and ask her where she needs help to improve on her reports.
1
Barbara McAfee
9h
Please meet with her, empathize with her, and provide solutions you have researched. For example, she may be able to supplement her income by... becoming a caretaker for her mother through Medicaid. Do you have any position where she can work and not have to complete reports? If so, you may offer this position to her. Most importantly, tell her in a kind manner that she has been making more mistakes lately, and ask for her suggestions on how best to solve the problem. S more

Career development

1w

My Husband Can't Get a Job. Should I Divorce Him?

My husband is a very smart and capable person, but he became very sick in early 2020, and he has barely worked since then, despite tirelessly applying for positions. What can he do?

We recently moved so I could go to graduate school for music, but the stress of trying to make enough money to live on (even with help from my mom) has made it nearly impossible to focus and develop my skills. It's... literally ruining my life.

Currently he is doing an online master's program in computer science, but I worry that this will not improve his prospects. I don't really want to get divorced, but I think about it constantly. It's just too hard trying to support two adults as a nonprofit administrator. I can't live this way for the next 30-40 years.

Thanks for your help,

more

1

Barbara McAfee
9h
You have my empathy. Sometimes life can be very difficult!! You may need to relocate to a different place, since where you are living seems to have... a drought. T more
Alexis McLaughlin
2
1d
Divorce is expensive and emotional. You’ll drain yourself financially, emotionally and spiritually. I don’t think it’ll help
2

AJ Rosso

Career development

2w

Did I do something wrong by asking my boss for a raise? I’ve been doing the whole project alone for two months since my coworker left. But instead of answering, my boss said I should just be grateful to work in such a nice team. He even said my questions could hurt trust in the company. Should I tell him I might quit so he’ll think about raising my salary?

3

anthony opolot
11h
u continue working God knows
Bob Erwin
1w
Never threaten to quit. Look for a new job in your spare time. When you get hired by the new company tell your old boss you quit.
2

Melissa Brooks

Career development

2d

Our company has already hired a third young guy without a college degree. I honestly don’t understand it, since I’m a certified economist (I completed a master’s degree).
Can you tell me, is higher (specialized) education really no longer important for a career nowadays? Thanks

5

lily Mwai
13h
Ever heard them say do your job and go home..yes that's it.
That, as you look for a job elsewhere if you feel that's not the type of workmates you... deserve more
1
Crystal Thomas
1d
Honestly jobs are looking for staff eith the knowledge and experience instead of degrees. Why pay a person more money with out the experience but has... a degree when they can get the person with no degree for less and gain because that person has the knowledge. more

Career development

16h

Applying to 100 jobs but no calls? You might be doomjobbing

You open a job portal, scroll endlessly, hit "apply" again and again and yet, your inbox stays silent. If this sounds familiar, you're not alone. A growing number of jobseekers today are falling into a pattern called doomjobbing, a habit that feels productive but often leads nowhere.

The term, inspired by doomscrolling, describes a cycle where candidates apply to dozens (sometimes hundreds) of... roles without a clear strategy, mistaking activity for progress. Experts warn that this approach can quietly derail careers rather than accelerate them.

Doomjobbing is essentially job hunting driven by anxiety rather than intention. Instead of carefully choosing roles, candidates apply impulsively, often to any job that seems remotely relevant.

This trend is rising because the job market feels uncertain and competitive. Many people believe that applying for more jobs will increase their chances. But in reality, this "more is better" mindset often backfires.

As experts point out, the process starts with purpose but soon turns into a repetitive cycle of scrolling and applying without direction.

Every time you click "apply," it gives a small sense of achievement. It feels like you're moving forward.

But that feeling is misleading.

In reality, mass applying without tailoring your resume or understanding the role reduces your chances. Recruiters can easily spot generic applications, and many get filtered out before they're even seen.

This creates a false loop, more applications, fewer responses, and growing frustration.

Here's the harsh truth: applying for 100 jobs doesn't mean you're increasing your chances.

In fact, it can hurt you because:

Research and career experts consistently highlight that networking and targeted applications are far more effective than bulk applying.

Yes, and more than you think.

Doomjobbing often comes from stress, fear, or urgency, especially after job loss or career uncertainty. Over time, it leads to burnout, self-doubt, and anxiety.

Instead of feeling in control, candidates begin to feel stuck. The constant cycle of applying and not hearing back can be emotionally draining and demotivating.

Experts even describe it as "anxiety in disguise," where the job search becomes reactive instead of strategic.

Breaking out of a doomjobbing job doesn't mean applying less, it means applying smarter.

Apply to fewer roles, but tailor your resume and cover letter carefully.

Be clear about your goals

Know what kind of job you're targeting instead of applying randomly.

Build connections, not just applications

Networking, referrals, and conversations often open more doors than job portals.

Create a structured routine

Set specific hours for job searching instead of doing it all day.

Track progress differently

Measure success by meaningful actions like interviews, conversations, or skill-building, not just the number of applications.

That's the question every jobseeker needs to ask.

Because doomjobbing isn't about laziness, it's about direction.

In a fast-moving, competitive job market, simply doing more isn't enough. What matters is doing the right things with clarity and purpose.

So the next time you feel tempted to apply to just one more job, pause and ask yourself: Is this a step forward or just another scroll? more

Career development

16h

Death of the Résumé: How AI Killed It-and What Is Replacing the Interview

When everyone can produce a stellar application, employers no longer trust "the talk", they want to watch you solve real-life problems in a job tryout

For nearly a century, the résumé was the undisputed currency of the professional world. It was a formal, static document -- a curated ledger of pedigree, titles, and carefully balanced bullet points. It operated on a system of "proxy trust": if you... held a specific degree or worked for a recognizable brand, it was assumed you possessed the corresponding skills. But in the mid-2020s, the "Perfect Paper Candidate" hit a wall of silicon. We are witnessing the death of the résumé, and its killer is the very technology promised to streamline it.

The primary catalyst is AI-driven saturation. When generative AI tools became capable of crafting flawless, keyword-optimized cover letters and résumés in seconds, the signal-to-noise ratio in recruitment shattered. Recruiters, once tasked with finding the best talent, found themselves drowning in an ocean of indistinguishable "prompt-engineered" perfection. When everyone's prose is impeccable and every application hits every algorithmic requirement, the document itself becomes meaningless. It has ceased to be a differentiator; it has become a generic barrier to entry.

Faced with this "perfection paradox," employers have stopped reading and started watching. The industry's answer to the AI-inflated application is the rise of the high-stakes audition, a move designed to strip away the digital mask and reveal the raw capability underneath. But this pendulum swing toward practical testing has brought its own heavy costs.

The Friction of the New Frontier

The shift toward "job tryouts" is not a frictionless utopia. It introduces a series of systemic challenges that redefine the struggle for employment. First is the "Shadow Work" Trap: when an audition involves solving a company's actual backlogged problems, the line between evaluation and free consulting blurs. Without strict industry standards, this practice risks becoming a predatory form of "spec work" where companies crowdsource solutions under the guise of recruitment.

Furthermore, there is the Socio-Economic Barrier. A traditional interview takes two hours; a job tryout might take two days. For a candidate balancing a current 40-hour work week or childcare, a multi-day "sprint" is a massive hurdle. This creates a "time-poverty" filter that may inadvertently favor those with the financial luxury to stop their lives to prove their worth. Finally, these high-pressure simulations often favor the "Fast Performer" over the "Deep Thinker." By prioritizing immediate output, companies risk filtering out the reflective, cautious experts who produce superior long-term results but struggle to "dazzle" in a high-stakes, short-term spotlight. Once again, meritocracy may not win out as the best candidate may not get hired.

The Rise of Substance

Despite these hurdles, the industry is moving from an era of "Signal" (what you say you can do) to an era of "Substance" (what you can prove in real-time). The hiring process is being "gig-ified." Candidates are now asked to solve live problems, fix bugs, or draft strategy under a deadline before a contract is ever signed. These "paid auditions" turn the application process into a series of mini-jobs, shifting the burden of proof from the past (where you went to school) to the present (what you can deliver by 5:00 PM).

This shift levels the playing field for the "hidden gems" -- those who lack a prestigious pedigree but possess elite, demonstrable skills. The self-taught coder or the intuitive marketer can now bypass the "Ivy League filter" by simply out-performing their peers in a live simulation.

The death of the résumé marks the end of professional myth-making. The modern worker can no longer hide behind a polished history or a clever list of adjectives. In a world where AI can write your story, employers now demand to see you perform the lead role.

The future belongs to those who don't just have a record of being employed, but a visible, verifiable "Proof of Work." more

Career development

1mo

Four things you should lie about in a job interview

A recruitment specialist - who has "been conducting interviews for years" - has outlined the four questions you should lie about in a job interview.

Taking to Reddit, the expert revealed that there are certain questions she feels are permissible to answer with a fib because being honest may have a negative effect on the interview process.

She went on to dub a job interview as less of an... "exhaustive exam" and more of a "negotiation", where the product the company is hoping to buy is your skills.

With that in mind, she encourages applicants to "have a few tricks" up their sleeves and lie about the following questions.

She advises hopefuls to lie about their previous salary, as human resources professionals are trying to find the most qualified person for the lowest cost to the company.

"During negotiations, if they pressure you to reveal your salary (which we will pressure you to do), don't give the real amount if you want a bigger raise," she shared.

She also encouraged applicants to lie about why they're looking for a new job.

"Don't tell us you didn't like your previous work environment," she instructed. "That makes you seem like a difficult person to recruiters and makes us think you might cause problems in this job.

"Instead, say you're looking for new professional challenges."

The recruitment expert added that one should lie about how their previous boss made them feel, otherwise you will be viewed as a "difficult person incapable of leadership".

"Look, I've worked with some real jerks in the office, and everyone knew it. But even though we all know tyrants exist in companies, don't tell anyone at another company that your old boss was one, because we're not from there."

Lastly, she advised applicants to lie about their goals five to ten years in order to seem like a better investment to the company.

"Although I also see myself running a farm with cows, I'm not going to tell people at the company," she hilariously shared.

"The company wants you there for a long time and they're thinking about the future with you.

She then compared the scenario to navigating relationships.

"It's like going on a date and saying you're afraid of commitment," she noted.

Social media users piled into the comments section to give their two cents on the controversial advice.

"Interviews aren't lie detectors, they're sales meetings so stop confessing and start marketing," one person wrote.

Another chimed in: "Literally treat all interviews as acting auditions and do/say whatever you think they'll like best until it gets down to the real details (pay, hours, etc)."

"God interviews are so exhausting. Like you need someone to do the job, I need a job to do, cool let's shake hands and see how it goes," one person penned.

Another added: "I learnt all this the hard way. Nobody told me anything. My honesty screwed me over so much. Companies want the best liars. Not the hard workers. At least in all my cases." more

9

Mwamba Cephas
17h
very nice
Kahutia Hernandez
4w
Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

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

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

Regards more

Career development

17h

Companies don't want your résumé. You'll have to show up instead.

About a decade ago, I taught a business communications course to MBA students. One aspect of it was résumé writing. I'd share tips for crafting a standout résumé, then have students workshop each other's drafts in small groups, pushing for sharper, more distinctive, and memorable copy.

Today, these skills are increasingly obsolete. AI can just do it for you.

My colleague Amanda Hoover has... chronicled two major shifts in the workplace that are reshaping how people get jobs. First, she declared the death of the résumé. Hiring managers are increasingly ignoring them, as they are overwhelmed by a flood of AI-generated résumés and cover letters that look polished, keyword-optimized, and eerily similar.

That means job hunters are scrambling for new ways to stand out, especially as companies rely more on LinkedIn and referrals to narrow their candidate pool.

Ultimately, as Amanda writes, companies are much more interested in how these candidates can perform on the job than in how they present themselves on paper.

That leads to the second big shift Amanda focuses on: Résumés are out, job tryouts are in.

Companies are asking candidates to prove their abilities, sometimes for days or even a week in the office, through live tests and work trials. Employers can see a candidate's technical skills and collaboration abilities IRL.

They can also assess how effectively a candidate can use AI tools in practice. This is the reality for many workers already on the job, too, especially as companies are increasingly tying performance bonuses to AI usage.

There are benefits on the other side, too. Job candidates can see how their prospective employers operate, who their new boss might be, and if the role or the company would be a good fit.

If I ever went back into teaching, the 2026 thing would be to focus on vibe-coding a way to find new job postings that fit your role. RIP résumé. more

Career development

19h

What your media kit says about you before you say a word - The Blog Herald

Editor's note (April 2025): This article is part of Blog Herald's editorial archive. Originally published in the early 2010s, it has been reviewed and updated to ensure accuracy and relevance for today's readers.

There's a document sitting between you and your next brand deal, podcast collaboration, or press feature. Most bloggers and creators know it exists. Far fewer have built one that... actually works.

The media kit -- sometimes called a press kit or blog kit -- has been a staple of professional publishing for decades. But what passed for a good media kit in 2012 looks embarrassingly thin today. Brands are more data-literate. Journalists move faster. The bar for first impressions has risen sharply, and a cluttered PDF full of stock icons won't clear it.

If you want to engage with media professionals effectively -- whether that's brand managers, PR teams, editors, or podcast hosts -- your media kit needs to do something most don't: tell a coherent story at a glance.

At its foundation, a media kit is a professional summary of who you are, who you reach, and why that reach matters. Think of it less like a résumé and more like a pitch deck for your personal brand.

The non-negotiable elements for any blogger or creator in 2025 include a clear bio framed around your niche and value proposition, audience demographics (age range, location, gender split, primary interests), engagement metrics across the platforms you actively use, traffic data if your site is a significant channel, and a short selection of previous brand collaborations or press mentions.

What separates the functional from the forgettable is context. Raw follower counts mean almost nothing to a seasoned brand manager who has seen inflated numbers too many times. What they want to know is whether your audience actually listens -- and acts. Average engagement rates, click-through data, email open rates if you run a newsletter: these numbers tell the real story.

The visual format of your media kit should reflect your creative voice. A lifestyle blogger and a B2B content strategist are pitching to different audiences with different expectations -- and their kits should look and feel accordingly.

That said, a few principles hold universally. Keep it scannable: decision-makers spend 30 seconds on a first pass, not 30 minutes. Use clear section breaks, consistent typography, and enough white space that the most important figures stand out rather than disappear into the layout. Canva has become the go-to tool for creators building polished kits without a design background -- their media kit templates are a reasonable starting point, though customisation is essential if you want to avoid a generic look.

One-page kits work well for initial outreach. A longer two-to-three-page version makes sense when you're sending a formal proposal or responding to a detailed brief. Some creators maintain both versions and send accordingly.

The media kit landscape has shifted substantially since the early days of blogging. Back then, a blog's page view count was the headline metric. Today, brands and publishers care about a much more layered picture.

Instagram engagement rates have dropped industry-wide -- the average sits around 0.5-1% for accounts with more than 10,000 followers, according to Sprout Social's benchmark data. That context matters when you're presenting your own numbers. A 3% engagement rate on a modest audience is a stronger signal than 0.4% on a much larger one.

Email newsletters have also become a credibility marker in a way they weren't a decade ago. If you've built a list, include your subscriber count and open rate. For many niche creators, a well-engaged newsletter audience of a few thousand is worth more to the right brand than a passive social following of tens of thousands.

Video content -- whether YouTube, short-form on TikTok or Reels, or embedded in blog posts -- is increasingly expected to be part of the picture. If video is part of your output, include view counts and watch-time data.

The most common problem is outdated metrics. A media kit referencing stats from 18 months ago signals that you're not actively managing your brand. Treat your kit as a living document and review it quarterly.

A close second is burying the value proposition under too much personal biography. A paragraph about your origin story is fine; three paragraphs about your blogging journey before you get to audience data is not. The person reading your kit wants to know what you can do for them, not just who you are.

Many creators also neglect to tailor the kit for different use cases. A pitch to a beauty brand needs different emphasis than one going to a podcast looking for guests, or a media outlet considering you as a contributor. Keep a core version and adapt it for the context.

Finally, avoid vague language where specific numbers would serve better. "Large, engaged following" tells no one anything. "14,000 monthly unique visitors, 42% returning audience, 2.8% average email click rate" tells a very clear story.

A media kit isn't a bureaucratic formality -- it's a tool for making the right first impression with the right people. For bloggers and content creators who are serious about monetisation, collaboration, or editorial recognition, it deserves the same attention as any other part of the publishing operation.

The creators who get consistent traction from their kits are the ones who treat them as a pitch, not a document dump. They lead with their strongest metrics, frame their audience in terms of value rather than volume, and make it easy for the reader to take the next step -- whether that's booking a call, approving a brief, or forwarding the kit to a decision-maker.

Get that right, and the kit does real work for you. That's the point. more

Anonymous member

Career development

5d

Hi! I work in an all-women team and no one has a car. My husband picks me up every day and my coworkers often ask for a ride too. They got used to it and if I say no, they get upset. But I’m tired of driving everyone home. How can I stop this without arguments? Thanks

1

Dr. Delores Thompson
1d
Explain to them that while you would love to offer a ride home you can no longer do it because it takes about from obligations that you need to... attend to right after work. This isn't a lie because your obligation os your families needs more
Amony Jackline
1d
You needn't be kind,do they buy fuel. When leaving, walk out alone and get your husband in unusual places
1