Career development

James Savitsky

1d

Hi everyone! I was recently promoted to head of a department and I think I’m a pretty easygoing boss. I always listen to my team and try to help them. The only thing I really expect is that the work is done perfectly by the deadline. Is that so hard? Am I asking too much? Why do my employees work so slowly and poorly?

Eleina M
1h
Have you tried doing a 360 performance feedback model? Alot of managers think they’re great and communicating expectations great, but there are many... blind spots when we rate our own selves. You stated you wanted perfection and timeliness, what is the rate of error? There could be may factors contributing to timeliness issues (workload, inadequate resources, impossible deadlines) and issues that contribute to mistakes (like poor training, unclear expectations, etc). Have you asked the team what would make them more successful? Most people desire to perform well, but other things get in the way. more
Micheal Saha Muasua
15h
Ensure they have adequate resources and necessary technology to support there work

Anonymous member

Career development

1w

Hi! People at work look at me like I’m crazy or from another planet. When we collect money for someone’s birthday, people usually ask for simple things like a toaster or a frying pan. But I said I’d like an art book. I’ve wanted one for a long time, but I can’t usually afford it, so I thought it would be a nice group gift.
Some people didn’t like that. They said it’s a waste of money and now they... look at me strangely.
Should I try to change their minds, or just let them keep dreaming about frying pans? Thanks

more

1

Michelle Bolton
5h
In that case, everyone should be able to add their opinion on what type of gift to purchase. Maybe writing on a piece of paper your thoughts on a gift... idea and pull from a hat, basket, jar or whatever is available. Especially with a group of people. No stale gifts desired. Thought (It would be great if we switched up the thought process of gift giving for the employees. Everyone writes their idea and someone who is voted on to pick, picks the best maybe 2 out of three choices and gifts should be under a certain amount. How does that sound? It would give others an opportunity to feel their gift ideas are special and meaningful.) This is something I would say. Or I would say it a different way but still have the chance to switch the gift ideas received. more
Tree Moon
1w
They are the weird ones. It's a great idea. Collectible, too. I was gifted a Maxfield Parish Calendar which later sold at auction for $2000. i send... original art as gifts all the time. With Art the value can really skyrocket. more
1

Career development

6h

How to Lose Your Job in 280 Characters With Social Media - Innovation & Tech Today

Online privacy is an illusion. It doesn't exist. All it takes is one poor choice when making a social media post to destroy your reputation and bring about a level of personal fame that you hadn't planned for. The fact that all social media posts are potentially public means that people can have access to posts that you never intended a larger audience to see. This includes potential employers.... There is a growing awareness of the role that social media plays in someone's professional livelihood, with debates arising about whether or not employers can terminate workers based on their social media misfires. For instance, according to CareerBuilder, "37% of companies use social networks to research potential job candidates." That said, here are some of the putrid posts, shameful shares, and rancid retweets that have led to people cleaning out their desks.

Paging Mrs. CarlyCrunkBear

Under the Twitter handle of "CarlyCrunkBear," a 10th-grade teacher was placed on academic leave after posting Tweets about smoking marijuana along with a number of racy photos. With such insightful tweets as "#SpliffManiac Nothings better than medical marijuana" and "Naked. Wet. Stoned," we can only assume Mrs. CarlyCrunkBear wasn't heading up the English department.

Would You Like Urine With That?

A Taco Bell employee Tweeted a shocking photo of himself urinating onto a plate of nachos, utilizing the caption "guess where I work?" Adding in the popular hashtags #nachobellgrande and #pissolympics, the employee's identity was uncovered by Anonymous and his information was shared with the general public. Now when will Anonymous uncover the identity of the guy that burnt my Crunchwrap Supreme?

A Fatty, Nonexistent Paycheck

A 22-year-old UC Berkeley graduate did something absolutely nobody ever does on social media: complain about her job. However, there was a slight twist to her ill-advised post, as she had not even started her first day at Cisco. The Tweet in question lamented her need to "weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work." Looks like her problem worked itself out.

Vine Day Afternoon

A police officer was suspended without pay after his Vine web series "Angry Cops" showed him, in full uniform, gleefully joking about shooting a man because he's out of vacation days and stealing cocaine from the evidence room. It's just too bad we had to miss out on the conversation where the commissioner said, "give me your gun, your badge, and your Vine password."

Seriously, No Spoilers

The Glee fanbase was shaken one calm day in April 2011 when a supporting actress did the unthinkable - she spoiled the identities of the show's prom queen and king, disappointing anyone who openly admitted to watching Glee. She was promptly fired from the show, presumably after also informing people that Darth Vader is Luke's father and Snape killed Dumbledore. more

Career development

7h

I have 18 years of experience in PR. My job applications still go unanswered.

This as-told-to essay is based on a conversation with Candice N. Mackel of Candice Nicole Public Relations. It has been edited for length and clarity.

I've been a PR entrepreneur for 18 years, operating it full-time for 10 years. I've worked with other entrepreneurs, musicians, nonprofits, and in beauty, fashion, tech, cannabis, and more industries.

But recently, something changed. I used to be... very busy, and then I wasn't.

I feel like a bubble popped two years ago. It wasn't just me as a PR professional; my hairstylist and nail tech, for example, felt this shift too.

That's when I started considering returning to a corporate job because things have slowed down. I was also tired of chasing money owed to me.

It's only been two months of my job search, but I've sent out hundreds of applications. I'm currently using LinkedIn, Indeed, and Idealist, which I've found are best for nonprofit jobs, which is what I'm looking for.

I feel like my 18 years of experience and the fact that I'm an entrepreneur are working against me in this search. I've had a hard time getting companies to notice me, despite my extensive experience. There have been no responses to the majority of applications I submit. I'd say I've gotten 5% responses, all rejections.

It's frustrating. I am ready to bring my value in-house somewhere. I'm ready to align with a company that has a mission and can make an impact. I'm ready to work with a team again.

I try not to take the lack of responses personally, but my mom's background is in HR, so I know how it used to be. Growing up and watching her, if she posted a position and 150 people applied, it meant she reviewed 150 résumés. She would always send a note saying it was great to speak with them, and letting them know the status. That doesn't happen anymore.

I think I am doing the right things, such as customizing my cover letters, or emailing my résumé to an individual's email rather than into a black hole. But applications are also asking a lot of candidates. It's a lot of work just to get auto-rejected. It's maddening that you can't just say, "Here is my résumé" anymore. Now, it all feels like a game. It really depends on the hiring manager or recruiter's preference -- if your résumé even gets that far.

I don't think I've experienced ageism directly, but my experience seems to work against me. People have told me to change my title, but I'm a full-time entrepreneur. I created this. Why shouldn't I be proud of it? I started it from the ground up. It means I have a lot of determination and resilience.

People have asked me why I want to go back to a 9-to-5. My life has changed. I'm married now, and I have a 16-month-old. I need more stability. When you work for a company, you have benefits and know you're going to get paid every two weeks.

My son is home with me now. I enjoy doing things like making him breakfast. If I were to get a full-time job, I'd find childcare. But I can't even get to that point in the conversation.

I check job sites every day, sometimes twice a day. I'm also still applying for RFPs that come my way for my PR company. I've considered attaching a capabilities deck I made to applications to help people understand more about my experience. I might also include press releases and case studies.

I try not to listen to advice from others; they're not paying my bills. They don't know my goals. I do know that I have to get rid of pride and tell myself to let go of my ego. So I've been trying to share my experience more online. more

Career development

7h

Woman Who Has Been Unemployed For Over 3 Years Describes What It's Like To Be 'So Poor That You Couldn't Afford To Get To A Job Interview'

For some, unemployment is just a temporary setback. For others, especially those without financial security, being unemployed can lead to a negative cycle that feels impossible to escape from.

Even the process of applying and interviewing for jobs can be too financially straining. This is exactly what one unemployed woman is going through, and she's sharing her situation with others to spread... awareness for this underlying problem.

In a recent TikTok video, the woman, who goes by @maestermel82, discussed her discouraging experience of trying to apply for jobs as an unemployed person. She explained that she's been job hunting for two and a half years and has filled out nearly 4,000 job applications, which have only led to 3 job offers since December 2022.

Unfortunately, none of them were viable options for her. One was fraudulent, another ghosted her and hired an inexperienced college student instead, and the third was so far from her home that it would've cost her more to commute than she would have earned.

And it's not just upper-level positions that the woman is struggling to get. She's not even able to land a minimum wage or entry-level job in the meantime. When she asked the manager at her local Trader Joe's grocery store if they were hiring, she was told, "They have applications backlogged, and they get at least six people that walk in the store every day asking for work."

With over 18 years of sales management experience and two master's degrees, the woman never expected to have such a hard time finding a job. She even has eight different resumes at the ready, all keyword optimized and customized for different roles. "Applying for work is a full-time job," she stated.

RELATED: A Woman Was Called 'Inconsiderate' For Trying To Shake A Job Interviewer's Hand

DimaBerlin | Shutterstock

The woman also brought up a harsh reality many unemployed people are facing: being too poor to afford to apply for jobs. She called the process "dehumanizing" and "physiologically and psychospiritually exhausting," particularly for those who have been unemployed for a long time.

What most people don't realize, according to the woman, is that applying for jobs costs money. She hasn't had internet service in her home for the last two years because she can't afford it, thereby forcing her to go to the library or a cafe to use their Wi-Fi hotspots for job hunting. Additionally, the woman said she's repeatedly had to miss on-site job interviews because she couldn't afford transportation to get there.

To all those out there currently struggling in the job market, she said, "You are not crazy, it is that bad. People who have not experienced it will gaslight you, they will insult you, they will disrespect you, even people that love you, because they do not get it."

RELATED: People Share The 3 Surprising Careers That Helped Them 'Escape Poverty'

The woman's story clearly resonated with a lot of people. Many empathized, saying they were dealing with similar situations. One struggling person wrote, "I was rejected for a job because their definition of reliable transportation is you own multiple cars. we own one and one of us works from home. I'm reliable, but too poor for their tastes."

StockPhotoDirectors | Shutterstock

According to the U.S. Bureau of Labor Statistics, the number of unemployed individuals in the United States is estimated to be around 7.6 million, at a rate of about 4.4%. People with degrees and even years of experience are being turned down for even the most entry-level positions, not to mention the plethora of scams and fake job listings floating around the market.

Understandably, being unemployed can feel hopeless at times. That's why it's important to keep your chin up and make sure to maintain your mental health. Continue learning and upskilling in any way you can, whether that be through free online courses or volunteering your time. Engage in hobbies that you enjoy and stick to a healthy routine to help manage the stress. You never know when a breakthrough is just around the corner.

RELATED: Job Applicant Refuses To Accept Rejection Email & Gets Offered The Role -- 'Don't Let Anyone Tell You That You're Not A Good Fit!'

Kayla Asbach is a writer currently working on her bachelor's degree at the University of Central Florida. She covers relationships, psychology, self-help, pop culture, and human interest topics. more

Career development

7h

Duolingo CEO's taxi driver test decides who gets hired -- before the interview even starts | Fortune

At Duolingo, job interviews start the moment a candidate steps into a car.

Luis von Ahn, the billionaire cofounder and CEO of the language-learning app, revealed on Phoebe Gates' and Sophia Kianni's The Burnouts podcast how a job candidate treats their driver from the airport to the office can make or break their chances of getting hired -- regardless of how impressive their résumé looks or how... much they like the candidate in the interview process.

Entrepreneur von Ahn, who cofounded Duolingo in 2011 with Severin Hacker, recalled a time when the company had been seeking a chief financial officer "for like a year." The candidate had a strong résumé and the entire hiring committee "really liked," he told The Burnouts in a February interview.

But "it turned out that they were pretty mean to their driver from the airport to the office," von Ahn said. "And that made us not hire them."

The CEO of Duolingo, which has a market cap of $4.65 billion, knew this because he pays taxi drivers to evaluate whether candidates are worth hiring.

"Our belief is if they're going to be mean to the driver, they're probably going to be mean to other people, particularly people under them," he said.

It's particularly important to Duolingo to hire the right person because of how much the company and von Ahn have leaned into AI. Last April, von Ahn said he was getting rid of contract employees and replacing them with AI.

"We can't wait until the technology is 100% perfect," von Ahn wrote in a memo posted to LinkedIn in April 2025. "We'd rather move with urgency and take occasional small hits on quality than move slowly and miss the moment."

While von Ahn's taxi-driver test is an unconventional interview test, candidates in today's brutal job market are being evaluated in ways they may not even realize.

His approach comes at a time when landing a job has never felt more grueling. Hiring in tech has slowed drastically, with job postings down an estimated 36% from pre-2020 levels, according to Indeed's 2025 Tech Talent Report. Meanwhile, more than 40,000 people working in tech have been laid off so far this year, Layoffs.fyi data shows.

Plus, interview processes have become much longer and more involved. Candidates routinely face five to eight interview rounds, panel presentations, case studies, and personality assessments before receiving an offer. The average time-to-hire in the U.S. is approximately 36 days from job posting to offer, according to research by Alex Benjamin, vice president of talent acquisition at OnPoint Consulting Services.

And on top of that, culture and character evaluations have quietly become a standard part of the process -- even when candidates don't know they're being assessed.

Duolingo's CEO isn't alone in looking beyond a résumé and interview to look for character signals.

Trent Innes, the former managing director of accounting platform Xeno, and now chief growth officer at SiteMinder, told The Ventures podcast in an episode published in September 2024 he uses a coffee-cup test to evaluate candidates.

When a job candidate arrives for an interview, the interviewer walks them to the kitchen for a beverage.

"Then we take that back, have our interview, and one of the things I'm always looking for at the end of the interview is, does the person doing the interview want to take that empty cup back to the kitchen?" Innes said.

For anyone who leaves their dirty cup behind after the interview and doesn't offer to take it back to the kitchen, it's a no-go.

"You can develop skills, you can gain knowledge and experience, but it really does come down to attitude, and the attitude that we talk a lot about is the concept of 'wash your coffee cup,'" he said.

Even without odd tests, several big-name CEOs are vocal about how important street smarts and attitude are to securing a job. Amazon built its hiring process around its core Leadership Principles, with interviewers trained to probe for red flags, and JPMorgan Chase CEO Jamie Dimon has been outspoken about valuing street smarts and intellectual curiosity over pedigree alone.

"I care how you deal with our tellers, our guards, and our receptionists as much as I care how you deal with CEOs," Dimon said in a July 2024 interview with LinkedIn. "It's those 300,000 people that matter, and we have to set up right for everybody." more

Career development

8h

How to plan your next steps after graduating

Graduation marks a turning point that brings both excitement and uncertainty. A clear plan helps transform that uncertainty into direction and purpose. Careful thinking about goals, finances, and personal growth can shape a stable future. Each decision taken after graduation builds momentum toward long-term success. Instead of rushing into choices, thoughtful planning creates confidence and... clarity. The following sections break down practical steps that guide new graduates through this transition. Each step focuses on real actions that support career development, financial stability, and personal well-being. A structured approach keeps progress steady and prevents unnecessary stress.

1. Reflect on Your Goals

Clarity begins with honest reflection. Personal goals shape every decision that follows graduation. Take time to define short-term and long-term ambitions. Consider career interests, lifestyle preferences, and personal values. A written plan helps organize thoughts and identify priorities. Avoid comparing paths with others, as each journey differs. Focus on strengths and areas that need improvement. Self-awareness builds confidence and direction. Reflection also reveals what truly motivates consistent effort. When goals feel meaningful, commitment becomes natural. A strong foundation of clarity makes every next step more intentional and less overwhelming.

2. Evaluate Your Financial Position

Financial awareness plays a crucial role after graduation. Review savings, expenses, and any existing obligations. A clear understanding of finances helps prevent future stress. Create a realistic budget that supports essential needs and allows gradual growth. Many graduates also explore ways to refinance student loans to reduce monthly pressure and improve flexibility. Smart financial decisions early on create long-term stability. Avoid unnecessary spending and focus on building emergency savings. Financial discipline does not limit freedom; it strengthens it. A strong financial base supports career risks, personal goals, and future investments with confidence.

3. Explore Career Options

Career exploration requires curiosity and openness. Research different industries and roles that align with skills and interests. Internships, freelance work, or entry-level positions provide valuable experience. Networking with professionals offers insight into real-world expectations. Avoid rushing into a role that feels misaligned. Instead, test different paths to understand what fits best. Career growth does not follow a straight line. Each experience adds knowledge and builds confidence. Stay flexible and adapt to new opportunities. Exploration helps uncover strengths and reveals paths that might not seem obvious at first.

4. Build a Strong Resume

A well-crafted resume creates strong first impressions. Focus on clarity, relevance, and accuracy. Highlight skills, achievements, and experiences that match targeted roles. Use action-driven language to show impact and results. Keep formatting clean and professional. Tailor each resume to specific job applications rather than using a generic version. Include measurable outcomes where possible. Employers value evidence of initiative and responsibility. A strong resume reflects both capability and effort. Regular updates ensure that new experiences stay included. A polished resume increases confidence during applications and improves chances of success.

5. Develop New Skills

Continuous learning keeps growth active after graduation. Identify skills that match career goals and industry demands. Online courses, certifications, and workshops provide accessible learning opportunities. Practical skills often matter more than theoretical knowledge in many roles. Focus on communication, problem-solving, and adaptability. These skills support success across different fields. Learning should remain consistent rather than occasional. Small efforts over time create strong results. Skill development also builds confidence during interviews and professional interactions. Staying curious and committed to improvement opens more doors and strengthens long-term career potential.

6. Network with Purpose

Connections play a major role in career progress. Meaningful networking builds relationships that support growth. Reach out to peers, mentors, and professionals in desired industries. Attend events, join online communities, and participate in discussions. Authentic conversations create stronger connections than forced interactions. Focus on learning rather than asking for immediate opportunities. Offer value where possible, even in small ways. Consistent communication helps maintain relationships over time. Networking does not require large groups; a few strong connections can create a lasting impact. Purposeful networking often leads to unexpected opportunities.

7. Create a Job Search Strategy

A structured job search improves efficiency and results. Set clear targets for roles, industries, and locations. Allocate time daily for applications, research, and follow-ups. Customize each application to match job requirements. Track progress to stay organized and consistent. Avoid applying randomly without direction. Focus on quality rather than quantity. Preparation for interviews also plays a key role in success. Practice responses and research companies thoroughly. A focused strategy reduces frustration and increases success rates. Consistency and patience remain essential throughout the process. Progress may feel slow, but steady effort brings results.

8. Maintain a Healthy Routine

A balanced routine supports both mental and physical well-being. Regular sleep, exercise, and proper nutrition improve focus and energy. Job searching and career planning can feel stressful without structure. A daily routine creates stability during uncertain times. Include breaks and activities that bring enjoyment. Avoid burnout by maintaining balance between effort and rest. Mental health deserves equal attention as career goals. A strong routine improves productivity and decision-making. Healthy habits also build discipline that supports long-term success. Consistency in daily life creates a strong foundation for future challenges.

9. Stay Open to Change

Flexibility helps navigate the early stages after graduation. Plans may shift as new opportunities arise. Staying open allows growth in unexpected directions. Avoid rigid expectations that limit potential. Adaptation shows strength rather than uncertainty. Each experience adds value, even if it differs from original plans. Challenges often lead to new skills and insights. Accepting change builds resilience and confidence. A flexible mindset helps manage setbacks and adjust quickly. Growth rarely follows a fixed path. Openness creates space for better opportunities and meaningful progress.

Life after graduation presents both opportunity and uncertainty. A thoughtful approach turns that uncertainty into direction and growth. Each step, from reflection to long-term planning, builds a strong foundation for the future. Consistency, discipline, and adaptability play key roles in achieving success. Small actions taken daily create meaningful progress over time. Confidence grows through preparation and experience rather than instant results. Staying focused on goals while remaining open to change creates balance. With a clear plan and steady effort, the transition from graduation to a fulfilling career becomes both manageable and rewarding. more

Career development

8h

TGI Young Professionals Program 2026: How to Apply

Career development

8h

7Up Graduate Trainee Program 2026: Monthly Salary, Training & How to Apply

Anonymous member

Career development

2d

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

more

4

Phire Shines
9h
Let them know it’s a difficult or uncomfortable situation that you would like privacy to deal with.
Steward Tony Pacheco
1d
“My Personal Life Is Private, Please Do Not Bring It Up Again”
Let everyone that asks you get this response and it should quell the curiosity. Stick... to business as usual. Do not let it affect your work & soon it will be Passat! This is why you don’t waste where you eat! The world is not all puppies and unicorns, there are wolves in the forest as well. Personal life & work life do not mix! Thats was both of yours first mistake! Making it obvious at work was both of yours second mistake. Then think of everyone at the office now stressed and caught up in that drama of choosing sides when they should be focused on their respective jobs. more

Career development

10h

How employers actually evaluate candidates today

For many professionals across the Caribbean, the hiring process can feel confusing and unpredictable. Candidates update their résumés, highlight their experience, and apply for multiple opportunities, yet many still struggle to move forward in recruitment processes.

Part of the challenge is that the way employers evaluate candidates has changed significantly... in recent years. While many professionals still approach job applications using traditional methods, hiring teams today are increasingly looking for very different signals when deciding who advances in the process.

To better understand how organisations actually assess candidates today, I spoke with Khadija Moore, regional director of human capital at the Unicomer Group, a multinational retail and consumer finance company operating across more than 20 countries. Moore is also a contributor to the Forbes Business Council, where she writes about leadership, talent strategy, and the future of work.

From her perspective leading talent strategy across multiple markets, Moore outlined four key principles that increasingly shape how employers evaluate candidates today.

Focus on outcomes, not just responsibilities

One of the most common mistakes job applicants make, Moore says, is describing what they were responsible for rather than what they actually achieved.

"In today's hiring environment, organisations are looking for signals of impact and execution," she explained. Recruiters and hiring managers want to understand how a candidate's work "moved the needle."

Many résumés still read like job descriptions. Candidates often list duties and responsibilities without explaining the results those activities produced.

Moore encourages professionals to present their experience in terms of measurable impact.

Instead of writing:

"Responsible for managing customer service operations."

Candidates should show results, for example:

"Led a customer service team that improved satisfaction scores by 18 per cent and reduced complaint resolution time by 30 per cent."

"Employers increasingly evaluate candidates based on evidence of performance, not just tenure or job titles," Moore said. "The most compelling candidates show how their work created measurable value."

She believes professionals should rethink the purpose of a résumé entirely.

"Your resume is neither a biography nor a brochure - it is a data set and performance record."

Write for both humans and technology

Another major shift in hiring is the growing role technology plays in screening applications.

Organisations today often receive large volumes of applicants for a single role, which has led many companies to adopt automated systems to help manage the process.

"Organisations in the region are increasing the use of technology like Applicant Tracking Systems to process applications before a human ever sees them," Moore said.

Because of this, candidates must ensure their applications can be interpreted clearly by both technology and hiring managers.

Moore recommends several practical strategies. These include using clear section headings such as experience, skills and education, avoiding complex graphics or layouts that may confuse screening systems, and including keywords relevant to the role such as tools, certifications and software.

However, optimising for technology alone is not enough.

"At the same time, the narrative still needs to resonate with the hiring manager," Moore said.

"The goal is a resume that passes the algorithm and persuades the human."

For job seekers, this means structuring their résumé so that their value is immediately clear to both automated systems and the people making hiring decisions.

Demonstrate adaptability and continuous learning

Moore also emphasised how rapidly evolving industries are changing what employers look for in candidates.

"The nature of work is evolving quickly due to digital transformation and AI adoption," she said.

Because of this shift, employers are increasingly evaluating candidates not only on their current knowledge but also on their ability to learn and adapt.

"What employers increasingly look for is not just what someone knows today, but how quickly they can learn and adapt," Moore explained.

Strong candidates demonstrate this through tangible evidence of growth. This may include earning certifications or micro-credentials, participating in cross-functional projects, adopting new tools or systems, or engaging in self-directed learning.

"In today's labour market, learning agility is becoming one of the most valuable professional assets," Moore said.

"Organisations want people who can grow as the business evolves."

This shift reflects broader global workforce trends. According to the World Economic Forum's Future of Jobs Report, technological change will continue reshaping industries and job roles over the coming decade, requiring workers to continually update their skills.

The growing value of continuous learning is also reflected in compensation trends. Research from Coursera's Global Skills Report shows that professionals who earn micro-credentials and industry certifications can command salary premiums of up to 20 per cent compared with peers without those credentials, particularly in technology-driven roles.

Shape your career portfolio and professional narrative

Finally, Moore emphasised that candidates today must think beyond simply presenting a list of previous jobs.

"The strongest candidates don't just present a list of roles - they present a portfolio of contributions, skills and projects," she said.

One useful strategy is to analyse how similar roles are described at leading organsations. Platforms such as LinkedIn allow professionals to study job descriptions across companies and identify the capabilities employers consistently prioritize.

Candidates can then evaluate their own experience against those expectations.

"If there are gaps, pursue ways to close them," Moore advised.

This might involve leading projects or process improvements within one's organization, delivering presentations or thought leadership within a field, earning certifications or specialised training, or taking on volunteer leadership or community initiatives.

These experiences help build a portfolio that demonstrates both initiative and capability.

"The goal," Moore said, "is to leverage and shape your career portfolio into a clear professional narrative - one that clearly articulates the problems you solve, the strengths that define you, and the direction your career is moving."

Keron Rose is a Caribbean digital strategist and digital nomad based in Thailand. He helps entrepreneurs build, monetise, and scale their digital presence while accessing global opportunities. Visit keronrose.com to learn more about the digital world. more

Career development

16h

Personalized Job Search Guidance

I'd like hands-on support identifying and landing my next role. My priority is targeted job searching -- sourcing open positions that truly match my background, preparing tailored applications, and keeping everything organized so I can move quickly when the right opportunity appears. I'm open to both fully remote roles and positions tied to a specific city (we can discuss geography once you're... onboard). Industry-wise I'm flexible; what matters most is fit and growth potential. Here's what I need from you: * A steady stream of well-matched vacancies, curated from reputable job boards, company pages, and niche communities. * Brief role summaries with key requirements, application deadlines, and direct application links. * A simple tracker (spreadsheet or Airtable) so I can monitor where each application stands. * Optional -- but appreciated -- advice on refining my résumé and cover letters for any standout postings you uncover. If you have proven experience as a job search strategist or recruiter and know your way around LinkedIn, Indeed, Glassdoor, and other sourcing tools, let's connect. I'm ready to start right away and welcome your suggestions for making this search efficient and effective. more

Career development

1d

How high schoolers can stand out with employers at job fairs

From attitude and communication to paperwork and technology, employers highlighted skills and habits that help students turn job fairs into real opportunities.

Garland ISD students speak with employers at the school district's Gilbreath-Reed Career and Technical Center.Gilbreath-Reed Career and Technical Center . The Naaman Forest High School senior's teacher helped her complete a résumé, while... friends walked her through interview questions and made sure her outfit looked appropriate for employers.

to study aerospace engineering, where she expects to cover most of the costs herself. She said she feels confident about working with new people and believes students like her can succeed if adults give them a chance to learn.At Garland ISD's recent career fair, employers, colleges and nonprofits laid out skills they hope North Texas teens will bring to those opportunities.Garland ISD students speak with employers at the school district's Gilbreath-Reed Career and Technical Center. Employers at the job fair emphasized that they notice a student's attitude before résumés, certifications or grades.Employers emphasized that they notice a student's attitude before résumés, certifications or grades. Garland ISD roofing supervisor Bryan Petty said the teens who stand out show energy and are ready to work. They approach employers engaged, ask questions and express a willingness to put in "sweat equity" instead of looking for instant results. He also warned students against only dwelling on a paycheck."Money cannot replace experience," he said, urging teens to be willing to take starter jobs they may not love so they can build a work history.not often taught in classrooms. The nonprofit helps Hispanic families understand college and career pathways and offers a student marketing internship. Núñez said she wants students who can communicate clearly, tell their own stories and motivate others. She described the difference between a teen who gives up at the first barrier and one who learns to push back respectfully. The goal is to help students hear a rejection and think about how to turn "this no into a yes" by asking for resources, support or another chance. She spends just as much time with parents. As an immigrant mother of a young adult, she said it is hard to move from directing every detail to becoming "a supporter and a provider of resources." Families, she said, have to learn how to guide without sitting in the driver's seat.Educators at the Gilbreath-Reed Career and Technical Center opened computer labs so students could polish résumés, get feedback and print copies before the job fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress.CeAira Flores, a license and permit specialist II at the Texas Department of Public Safety, said one of the biggest problems they see is students arriving without the documents needed to apply for the IDs or driver's licenses required for work. She advised teens to read every email and confirmation carefully, bring all requested paperwork and schedule DPS appointments months in advance., a private investigation and security services firm, said many teenagers come to fairs curious but not ready, often forgetting about paperwork until it is too late. Students should bring real résumés, not just a file on their phone, because some employers may want to hire them at the fair, and missing something as basic as a printed résumé can cost them a job on the spot. Brandy Schneider, the principal of Garland ISD's Gilbreath-Reed Career and Technical Center, said her educators opened computer labs so students could polish résumés, get feedback and print copies before the fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress, while a photographer took free headshots for students who wanted a more professional photo.Air Force Staff Sgt. Michael Holtzclaw shares information with students during a career fair at Garland ISD's Gilbreath-Reed Career and Technical Center on Tuesday, March 25, 2026.Most employers said they do not expect high school students to arrive as experts. What matters is if they are teachable. Military recruiters stressed a similar point. Air Force Staff Sgt. Michael Holtzclaw said he did not know how to repair HVAC systems before he enlisted. The military sent him to a six month HVAC school, paid for it and helped him earn industry certifications. He tells students if they can name a civilian job they are considering, "we probably have the equivalent of it in the Air Force," plus education, medical care, food and housing while they serve., said his company works on everything from light duty trucks to heavy equipment and lawnmower engines. They can teach technical skills if students are willing to train and keep up with changing technology. But what he cannot teach as easily is effort.Some employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.Some of the most specific advice was about practical skills that rarely make it into glossy brochures., said students aspiring for business jobs need a strong grasp of spreadsheets. Teens should start learning spreadsheet software now, using free tutorials if needed. "Excel is the name of the game," she said. "It is not something they can skirt by, AI cannot mitigate it for them." Other employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.Employers also shared feedback on the long-term importance of money. One recuiter said passion matters, but students also need to understand their cost of living and how their chosen field will support them.Employers don't expect every teenager to have life mapped out. What they do want to see is intention. Army Staff Sgt. Xavier Laboy said the students who concern him most are the ones who have no plan and never thought about what kind of work or training they might want after graduation. Teens should at least set a short-term goal and ask employers how to get there, he said. Employers also shared feedback on the long-term importance of money. Wilson said passion matters, but students also need to understand their cost of living and how their chosen field will support them. Quintana said students should find work they can love on hard days, and to let the money follow their skills. That kind of intentional thinking has already forced Harmeet Gill, a Lakeview Centennial High School senior, to change course. He started high school in computer science, then shifted into engineering after watching howThis reporting is part of the Future of North Texas, a community-funded journalism initiative supported by the Commit Partnership, Communities Foundation of Texas, The Dallas Foundation, the Dallas Mavericks, the Dallas Regional Chamber, Deedie Rose, Lisa and Charles Siegel, the McCune-Losinger Family Fund, The Meadows Foundation, the Perot Foundation, the United Way of Metropolitan Dallas and the University of Texas at Dallas. The News retains full editorial control of this coverage.Wilborn P. Nobles III is the workforce readiness and economic mobility reporter for The Dallas Morning News. He previously covered Atlanta City Hall for Axios and The Atlanta Journal-Constitution. He also worked for The Baltimore Sun and The Times-Picayune. The New Orleans native is a graduate of Louisiana State University.

Similar News:You can also read news stories similar to this one that we have collected from other news sources.

Check out these 12 upcoming NYC art exhibitions, fairs to live life in full bloom this springThat glorious spring weather is just within reach. What's a better way to get into the spring glee than to head outside and enjoy some art? Here are 12 of the

Read more "

Rubio takes stand in former lawmaker's trialSecretary of State Marco Rubio is testifying over his interactions with former Miami congressman David Rivera. Nearly a decade ago, Rubio's longtime friend was accused of secretly lobbying on behalf of Venezuela's government.

Read more "

Win 2 VIP tickets to Adult Easter Egg Hunt & Stand Up Comedy Show!The Leading Independent News Source in Dallas, Texas

Read more "

Wife of doctor takes stand in alleged Hawaii hiking murder plot trialGerhardt Konig has been charged with second-degree attempted murder.

Read more "

Wife of Hawaii doctor takes stand exactly one year after he allegedly tried to kill herArielle Konig took the stand to testify against her husband, anesthesiologist Gerhardt Konig, exactly one year after he allegedly tried to kill her by pushing her off a cliff during a hike.

Read more "

Now the Ford Focus is dead, does the facelifted Vauxhall Astra stand a flighting chance?Ted Welford is New Cars Editor on the Bauer automotive hub, working across CAR and our sister website Parkers. Specialising in road testing the latest cars, Ted is also quite the newshound, always investigating the latest industry topics and digging out new stories at any opportunity.

Read more " more

Career development

1d

Here's how high school students can stand out with local employers at job fairs

Maxine Escanlar went all out to prepare for her first job fair at Garland ISD's Gilbreath-Reed Career and Technical Center. The Naaman Forest High School senior's teacher helped her complete a résumé, while friends walked her through interview questions and made sure her outfit looked appropriate for employers.

She's also practicing for a bigger transition. This fall, Escanlar plans to attend the... University of Texas at Arlington to study aerospace engineering, where she expects to cover most of the costs herself. She said she feels confident about working with new people and believes students like her can succeed if adults give them a chance to learn.

"Give us a chance and we'll run with it," she said.

Although Texas' high school graduation rate surpasses the national average, 63% of jobs statewide will require education beyond high school by 2031, according to a Georgetown University report. Workforce advocates say that's why career and technical training, apprenticeships and military service are becoming more important paths to living-wage jobs without the heavy student debt often tied to a four-year degree.

At Garland ISD's recent career fair, employers, colleges and nonprofits laid out skills they hope North Texas teens will bring to those opportunities.

Business Briefing

Become a business insider with the latest news.

SIGN UP

Or with:

Google

By signing up, you agree to our Terms of Service and Privacy Policy.

Attitude matters

Employers emphasized that they notice a student's attitude before résumés, certifications or grades.

Garland ISD roofing supervisor Bryan Petty said the teens who stand out show energy and are ready to work. They approach employers engaged, ask questions and express a willingness to put in "sweat equity" instead of looking for instant results. He also warned students against only dwelling on a paycheck.

Advertisement

"Money cannot replace experience," he said, urging teens to be willing to take starter jobs they may not love so they can build a work history.

Soft skills

Sofía Núñez, Empower the Voice founder, focused on soft skills not often taught in classrooms. The nonprofit helps Hispanic families understand college and career pathways and offers a student marketing internship.

Núñez said she wants students who can communicate clearly, tell their own stories and motivate others. She described the difference between a teen who gives up at the first barrier and one who learns to push back respectfully. The goal is to help students hear a rejection and think about how to turn "this no into a yes" by asking for resources, support or another chance.

She spends just as much time with parents. As an immigrant mother of a young adult, she said it is hard to move from directing every detail to becoming "a supporter and a provider of resources." Families, she said, have to learn how to guide without sitting in the driver's seat.

AdvertisementCome prepared

CeAira Flores, a license and permit specialist II at the Texas Department of Public Safety, said one of the biggest problems they see is students arriving without the documents needed to apply for the IDs or driver's licenses required for work.

She advised teens to read every email and confirmation carefully, bring all requested paperwork and schedule DPS appointments months in advance.

Sharonda Green, CEO of Linson Eye Investigation, a private investigation and security services firm, said many teenagers come to fairs curious but not ready, often forgetting about paperwork until it is too late. Students should bring real résumés, not just a file on their phone, because some employers may want to hire them at the fair, and missing something as basic as a printed résumé can cost them a job on the spot.

Brandy Schneider, the principal of Garland ISD's Gilbreath-Reed Career and Technical Center, said her educators opened computer labs so students could polish résumés, get feedback and print copies before the fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress, while a photographer took free headshots for students who wanted a more professional photo.

AdvertisementBe willing to learn

Most employers said they do not expect high school students to arrive as experts. What matters is if they are teachable.

Military recruiters stressed a similar point. Air Force Staff Sgt. Michael Holtzclaw said he did not know how to repair HVAC systems before he enlisted. The military sent him to a six month HVAC school, paid for it and helped him earn industry certifications. He tells students if they can name a civilian job they are considering, "we probably have the equivalent of it in the Air Force," plus education, medical care, food and housing while they serve.

Carlos Quintana, a shop manager for Backyard Dieselz, said his company works on everything from light duty trucks to heavy equipment and lawnmower engines. They can teach technical skills if students are willing to train and keep up with changing technology. But what he cannot teach as easily is effort.

"If you wake up to do something, do it to the best of your ability," he said.

AdvertisementLearn practical skills

Some of the most specific advice was about practical skills that rarely make it into glossy brochures.

Lynette Wilson, community affairs director for the Dallas-Fort Worth Alliance of Black Accountants, said students aspiring for business jobs need a strong grasp of spreadsheets. Teens should start learning spreadsheet software now, using free tutorials if needed.

"Excel is the name of the game," she said. "It is not something they can skirt by, AI cannot mitigate it for them."

Other employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.

AdvertisementHave a plan but be flexible

Employers don't expect every teenager to have life mapped out. What they do want to see is intention.

Army Staff Sgt. Xavier Laboy said the students who concern him most are the ones who have no plan and never thought about what kind of work or training they might want after graduation. Teens should at least set a short-term goal and ask employers how to get there, he said.

Employers also shared feedback on the long-term importance of money. Wilson said passion matters, but students also need to understand their cost of living and how their chosen field will support them. Quintana said students should find work they can love on hard days, and to let the money follow their skills.

That kind of intentional thinking has already forced Harmeet Gill, a Lakeview Centennial High School senior, to change course. He started high school in computer science, then shifted into engineering after watching how AI is reshaping the job market. After taking engineering and robotics classes, he is now looking at civil engineering.

Advertisement

"I do not think AI can take over that job as well," he said.

This reporting is part of the Future of North Texas, a community-funded journalism initiative supported by the Commit Partnership, Communities Foundation of Texas, The Dallas Foundation, the Dallas Mavericks, the Dallas Regional Chamber, Deedie Rose, Lisa and Charles Siegel, the McCune-Losinger Family Fund, The Meadows Foundation, the Perot Foundation, the United Way of Metropolitan Dallas and the University of Texas at Dallas. The News retains full editorial control of this coverage.

Related StoriesView MoreFive ways North Texans can benefit from local workforce programsRepublicans are remaking Texas' public universities. Some professors are leaving more

Career development

4d

Student Employee Was Given An Ultimatum By A Bad Boss To Choose Between School And The Job, So They Walked Away And Left The Store Short Staffed

When employers talk about "give and take," they usually mean the employee does all the giving and the boss does all the taking.

So when one model employee requested reasonable accommodations for their class schedule, an egotistical store manager insisted they work with the schedule they're given or find another job.

That's when the employee decided their education was worth more than a... measly paycheck.

I just started college, and my store manager was made aware when I started that I would have to work around school, which is now Tuesday and Thursday with weekend tutoring.

Their education has recently taken a bit of a hit.

Due to life (and the résumé that got me the job), I missed a lot of school and need additional tutoring to catch up -- and fast.

This is my dream, and I talk about it more than anything else with everyone at work.

This employee doesn't have the greatest history with the boss.

As some background on the store manager, she chewed me a new one once before because she asked if I would work a Friday shift.

I said I might but let me check my schedule.

After seeing how busy it would make them, they declined, which didn't make the boss happy at all.

It turned out that would have made it an eight-day week for me with one day off and another long week, so I said no.

She went off on me about how I was a terrible person and a lazy worker and the job is give and take and I'm not being flexible and it's only a 38-hour week and she only looked at the current week's total.

So the employee tried once again to reason with her.

I explained my schedule to my department manager, and she was fine with me working Monday, Wednesday, and Friday during school, as I've been working weekends and any random day (changes every week) since I started almost eight months ago now.

But soon after, the boss goes back on her word.

So I was surprised to see my schedule changed to work Sunday.

I spoke to the store manager, and she said she had changed it and "I won't lose good workers because it isn't fair to the other employees that you don't work weekends," as if me not working weekends in my department would matter to anyone, as my co-workers don't mind the weekend shifts at all (they enjoy weekdays off), and it was entirely fine.

This was a complete departure from what she promised.

I reminded her that when I started, I told her that my schedule would have to work around school, and she said "that's perfectly fine."

She replied that she had said "I would have to work some weekends."

I've worked every weekend for eight months.

So then the boss gives them an ultimatum.

She went on to say I -had- to work weekends or find a different job.

So I cleaned up, closed, and left two hours early after turning in my name tags and hat with a flat "I quit" to the manager on duty, surprising the heck out of her.

While parading around the store with my green hair (against policy).

Their departure ended up having serious consequences for the store.

So now they are down one of their three fully trained workers.

The other is in school taking five courses this semester, and the third is already full time.

We've had several new hires since I started, and they all quit, transferred, or just can't do the job.

This employee mentions they were quite good at their job and others knew it too.

The manager in my department recently changed as well to someone new at managing, and I was one of the few workers to catch praise from the store inspector that comes in every few weeks.

Not to mention I was the only one cross-trained in another department that was understaffed and frequently needed my help on short notice.

I'll be looking into working at the school tomorrow.

Sounds like this boss let her ego cloud her judgement.

Why not go over the manager's head entirely?

It's quite clear to this reader what the end goal is.

Campus jobs seem to be a bit more accommodating with class schedules.

At the end of the day, her degree meant a lot more to her than tolerating the boss' nonsense.

When you push good help out the door, that's on you. more

Steward Tony Pacheco
64
1d
Ok! Resume Did Not Get Anyone The Job! The Interview Did which leads me to the next point. Were the plans to continue education discussed in the... interview? If not then the interview and acceptance of position were under false pretenses. Manager(s) now have to jump hoops for an intern employee who clearly has no idea what corporate etiquette is? Am I missing something as I did not read the novel of justification left for us to ponder. Stay in school, find another job. more

Gina Sloan

Career development

3d

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

more

4

Steward Tony Pacheco
1d
Just do what you do and leave haters to their own misery. Go to HR and file a hostile environment complaint as whet you do is a positive team... inspiring act of chivalry. Make sure now it’s on record because unfortunate as it may be, haters gonna hate! Bravo to you! You get more smiles by your generous spirit which is what leaders do! more
Benjamin Wambuyu
1d
Oh easy, whoever want give it to them, whoever doesn't, don't give it a damn walk away ....or just eat it yourself and send me some :)

Career development

2d

Woman refused job at Midland estate agents because car 'too old'

An 18 year old woman was left furious after being denied a job interview at an estate agency - because her CAR was too old.

Alanah Thompson French applied for the position of trainee lettings negotiator but was rejected because she drove a 2014 Citroen C1.

The industrious teenager spent over a year juggling two cafe positions to fund the £2,800 vehicle which she believed would boost her... employment prospects.

However, when she put herself forward for a £20,000 position at haart Estate and Lettings Agents in Nottingham, her aspirations quickly stalled.

She was astonished upon receiving an email from the firm stating she would not be invited for interview.

Alanah was informed: "We regret to inform you that you have not been shortlisted for interview on this occasion as it is a requirement to have access to a vehicle under 10 years old."

The peculiar requirement meant Alanah's cherished Citroen exceeded the age limit by two years despite having clocked merely 33,000 miles, alongside a complete service history and MoT.

Alanah, from Burton Joyce, Notts., said: "I was really shocked when I received the rejection letter saying it was down to my car.

"I worked really hard whilst doing my A-Levels to pay for the car myself and pay the £700 insurance.

"My reason for getting a car was because I wanted to be able to drive for work but now it seems it was the reason I didn't get the job."

Alanah, who resides at home with her mum and dad, submitted her application for the trainee role last December. Despite nailing the application form, it seems she hit a snag when asked "is your car under 10 years old" and she marked "no".

Alanah commented: "If I hadn't got onto the shortlist because I didn't have the skills then fine but to be told it's because of the car I drive is a kick in the teeth.

"It's hardly an old banger and I keep it really clean inside and out.

"I'm only young so an older car was all I could afford. Obviously if I got the job I could save for a newer model but I need the job first.

"I finished my A-Levels and just didn't want to go to university and saddle myself with tens of thousands of pounds of debt.

"I wanted to get out into the world and really want to have a career in property but I've literally crashed at the first turning.

"It's really frustrating."

Danielle Parsons, employment partner at law firm Irwin Mitchell, stated that the car policy highlighted the obstacles young people encounter in the job market.

She expressed: "I'm concerned that this policy may disproportionately exclude younger less affluent applicants from applying for this job, particularly as this is an entry level position and job vacancies are currently few and far between.

"The response from haart doesn't point to any alternatives to this sort of blanket ban."

A spokesperson for haart responded: "It's extremely important that people who work for us use reliable vehicles for their own personal safety particularly where they travel many miles each day and often work alone.

"Evidence from motoring organisations shows that the likelihood of mechanical problems increases as vehicles get older.

"For that reason, and in line with many organisations that require staff to use their own cars for work purposes, our policy is that vehicles should normally be under 10 years old." more

Steward Tony Pacheco
64
1d
The reputation of firm is number one, the vehicle insurance terms is number two, the ability to negotiate an alternative if hired is number three....

Ask for the position, offer to upgrade vehicle if the position is in line with a positive interview.

Do this with confidence and commitment. The Boo Hoo story does not resonate well with movers & shakers!

It never does and it never will!

The other mistake was to post this drama online, already posing negative views towards a prospective employer (which you named) for all eyes to see.

THINK! This is business, not a personal attack on you!

Leave the emotion at home! more

Career development

1d

BYP Community Mentor (Volunteer) Job at BYP Network

The BYP Mentorship Programme is designed to connect experienced professionals within the BYP community with members seeking guidance, support and career development.

Through structured mentorship, the programme aims to create meaningful relationships that help emerging professionals gain valuable insights, navigate career challenges and build confidence in their chosen fields.

We are currently... inviting experienced professionals across a wide range of industries to volunteer as mentors and share their expertise with the next generation of talent within the BYP community.

This initiative is an opportunity to give back while contributing to the growth and development of professionals across the network.

Key Responsibilities

* Provide guidance and professional insights to mentees based on your career experience

* Support mentees in setting career goals and identifying development opportunities

* Share industry knowledge, lessons learned and practical advice

* Offer encouragement and constructive feedback to support mentee growth

* Participate in scheduled mentoring sessions and programme activities

* Contribute to building a supportive and collaborative BYP community

Who We Are Looking For

We are looking for professionals who are passionate about sharing knowledge and supporting the development of others.

Ideal mentors should have:

* Professional experience in their field or industry

* A genuine interest in supporting emerging professionals

* Strong communication and interpersonal skills

* A willingness to share insights, lessons and career experiences

* The ability to commit time to mentoring conversations and guidance

We welcome mentors from a wide range of industries and sectors, including but not limited to:

Technology, Finance, Consulting, Law, Creative Industries, Entrepreneurship, Marketing, Media, Engineering, Healthcare and other professional fields.

What You'll Gain

While this is a voluntary opportunity, mentors benefit in several meaningful ways:

* The opportunity to give back and support the next generation of professionals

* Increased professional visibility and leadership positioning within the community

* The chance to expand your network within the BYP community

* Personal fulfilment from contributing to the growth and development of others

* The opportunity to strengthen your coaching, leadership and mentoring skills

If you are passionate about supporting the development of emerging professionals and would like to contribute your expertise, we would love to hear from you. more

Career development

1d

Phishers Pose as Palo Alto Networks' Recruiters in Job Scam

Attackers have been impersonating recruiters from Palo Alto Networks since last August in a series of phishing campaigns targeting senior-level professionals for financial gain.

Palo Alto Networks' Unit 42 researchers have been tracking the sophisticated social engineering campaigns, which use scraped LinkedIn data to create "highly personalized" lures, for the past seven months, according to a... threat report published this week.

"The specific attack vector uses social engineering to manufacture a bureaucratic barrier regarding the candidate's curriculum vitae (CV) and push the candidate toward taking actions such as reformatting their resumes for a fee," Unit 42 senior manager Justin Moore wrote in the post.

Unit 42 has fielded "multiple reports" of the attacks, which use flattering language, highly specific details from the victims' LinkedIn profiles, and legitimate company image logos in the email signature block.

The end result of a successful attack is that victims are asked to pay a fee in the range of $400 to $800 to freeing their résumé from a bureaucratic hold-up and continue with what they think is a legitimate recruitment process. In this way, they are not only duped into thinking they are in line for a position at Palo Alto Networks, they also are defrauded.

Recruiting Scheme Attack Chain

Attackers initiate the scam by posing as Palo Alto Networks' representatives in emails sent to senior job candidates that appear legitimate. This establishes a rapport and builds trust with potential victims.

During this phase, the threat actors use the psychological tactic of flattery in the form of telling the candidates that they were "truly impressed" with their employment history and experience. They also point out milestones in the person's career using data scraped from LinkedIn to appear as if they have been specifically following the victim's trajectory as they consider them for a particular position.

Once attackers achieve engagement, they then manufacture a crisis in the form of a stumbling block to the recruitment process. They do this by falsely claiming that a candidate's résumé failed to meet the applicant tracking system (ATS) requirements. An ATS, according to Moore, is an online tool that analyzes résumés for proper formatting, structure, and keyword optimization to make sure the résumés will pass automated checks before being approved for human recruiters.

"This psychological tactic increases the urgency and willingness of the victim to comply with the attacker's offer of 'executive ATS alignment,'" Moore noted.

At this point, the "recruiter" hands off the "candidate" to an expert who offers various price points to provide this alignment and get the recruitment process back on track. The fake offers have three pricing schemes: executive ATS alignment for $400; leadership positioning package for $600; and end-to-end executive rewrite for $800.

"In reported incidents, the 'recruiter' then implies that the 'review panel' has already begun, and that the candidate needs to update their CV within a set timeframe," Moore wrote. "The 'expert' then communicates that they can deliver the CV within only a matter of hours, which is within the ostensible review window."

Adding this manufactured sense of urgency could push a "candidate" into paying for one of the fake offers and thus being defrauded. Unit 42 did not share if anyone who reported the scam made payments to the attackers.

Phishing Vigilance Required

Recruitment scams like these are not uncommon, yet still they can cause not only financial damage to victims but also reputational damage to the organizations impersonated, Moore noted.

Indeed, cybercriminals have dangled what look like legitimate employment offers in phishing scams to increase the likelihood that someone will take the bait. North Korean threat actors such as Lazarus in particular are notorious for various malicious job recruitment campaigns such as "Dream Jobs" and others to gather intelligence and commit other malicious activity.

Unfortunately, these scams harm the legitimate recruitment process of organizations by weaponizing "the complexity of modern hiring by manufacturing artificial bureaucratic barriers and high-pressure review windows to solicit fees," Moore wrote. He assured prospective candidates that Palo Alto Networks would never ask them to pay for résumé optimization services, and remains "committed to a transparent and ethical hiring process."

Any professional who receives employment outreach that creates a sense of financial urgency or directs them to a third-party "expert" for a paid service should view it as "a fraudulent attempt to exploit your professional ambitions," Moore advised.

If anyone finds themselves targeted by this scam, they should immediately cease communicating with the individual and report the incident to Palo Alto Networks by emailing infosec(at)paloaltonetworks(dot)com. They also should flag the incident on LinkedIn and secure all professional, social media, and email accounts with new passwords and multifactor authentication (MFA) to ensure they have not been compromised, he said. more

Career development

1d

Job hopping builds hidden 'mobility benefit' | Cornell Chronicle

A history of job changes could be a red flag on a résumé, or it could signal a job candidate with an important "mobility benefit" that will help them begin a new job, says new research from Rebecca Kehoe '05, M.S. '08, Ph.D. '10, professor of human resource studies in Cornell's ILR School.

"People experience a decline in performance when they change organizations, but eventually they are bouncing... back," said Kehoe. "We were interested in better understanding the implications of these experiences over time."

Kehoe found that the more often a person starts a new job, the better they get at it: Their initial performance drops less, and they come up to speed more quickly.

Kehoe is first author of "Movin' and Groovin'! Increased Prior Mobility Facilitates Newcomers' Transitions Into Organizations," published by the Academy of Management Journal in March. Her co-author was F. Scott Bentley, assistant professor at Rutgers School of Management and Labor Relations.

"Employees are moving more often than ever before. Organizations are losing people more quickly and having to hire more often. This is costly. We think it's interesting that there is a silver lining to employees who have moved around a lot." Kehoe said.

The research also revealed that the mobility benefit is amplified after a job move to a significantly different workplace culture or to a workplace where colleagues have been established for a long time. "The bigger the shock you'd expect somebody to experience coming into a new organization, the more benefit they're going to have from moving around more frequently previously. They're better equipped to figure out what's new and to adapt their behaviors to adjust," Kehoe said.

Another situation in which the mobility benefit leads to a less significant performance drop is a new job that requires a lot of collaboration. "You can't hide by yourself in your office and pretend that you're in a bubble," Kehoe said. However, in these more collaborative roles, job hoppers did not recover to their prior performance levels more quickly than others.

The researchers analyzed monthly data on job moves and the performance of over 8,500 hedge fund managers across more than 2,000 firms in the U.S. over a 15-year period, using mobility information dating back approximately another decade. They chose hedge funds because these firms generally adhere to clearly defined job titles and responsibilities and share a goal of maximizing returns on invested capital. This enabled the comparison of roles, responsibilities and performance metrics across individuals and firms. In addition, fund managers often have significant discretion in their roles, so there is a strong correspondence between a manager's contribution and their investment returns.

To assess performance, the researchers used a fund's Sortino ratio, which is a measure of performance that reflects investment returns.

A new fund manager from a different firm will bring transferable job skills that they can use in their new role, which is a benefit; however, they will also have learned firm-specific social conventions from their prior organization that they may need to unlearn or adjust. The researchers found that the skill of learning and adapting to the social landscape of a new organization is a form of general, transferable "human capital" that people accumulate and carry with them as they change jobs.

An important takeaway from the research is that job hoppers have a strong mobility benefit that may serve organizations particularly well in certain hiring contexts. According to Kehoe, hiring managers should "favor them in roles where coming up to speed quickly and being effective from the outset is a win." This is especially important for highly collaborative roles or for jobs where the newcomer will join a longstanding group of colleagues.

This mobility benefit may also be relevant for large organizations transferring employees to different locations. If adjusting quickly is not important, a transfer may help employees gain skills in adjusting to new work contexts, but if adjusting quickly is important, the organization should favor employees with more job-changing experience.

For individuals, the research "sheds new light on the importance of different types of learning that we experience and carry with us over the course of our careers," Kehoe said.

Tonya Engst is a writer for the ILR School. more

Career development

James Savitsky

Eleina M

Micheal Saha Muasua

Anonymous member

Michelle Bolton

Tree Moon

Career development

How to Lose Your Job in 280 Characters With Social Media - Innovation & Tech Today

Career development

I have 18 years of experience in PR. My job applications still go unanswered.

Career development

Woman Who Has Been Unemployed For Over 3 Years Describes What It's Like To Be 'So Poor That You Couldn't Afford To Get To A Job Interview'

Career development

Duolingo CEO's taxi driver test decides who gets hired -- before the interview even starts | Fortune

Career development

How to plan your next steps after graduating

Career development

TGI Young Professionals Program 2026: How to Apply

Career development

7Up Graduate Trainee Program 2026: Monthly Salary, Training & How to Apply

Anonymous member

Phire Shines

Steward Tony Pacheco

Career development

How employers actually evaluate candidates today

Career development

Personalized Job Search Guidance

Career development

How high schoolers can stand out with employers at job fairs

Career development

Here's how high school students can stand out with local employers at job fairs

Career development

Student Employee Was Given An Ultimatum By A Bad Boss To Choose Between School And The Job, So They Walked Away And Left The Store Short Staffed

Steward Tony Pacheco

Gina Sloan

Steward Tony Pacheco

Benjamin Wambuyu

Career development

Woman refused job at Midland estate agents because car 'too old'

Steward Tony Pacheco

Career development

BYP Community Mentor (Volunteer) Job at BYP Network

Career development

Phishers Pose as Palo Alto Networks' Recruiters in Job Scam

Career development

Job hopping builds hidden 'mobility benefit' | Cornell Chronicle