Anonymous member


Career development 5h
I had an interview and realized that if I lied and said I fit all the job requirements, they would hired me. But I don’t have all the skills, so I decided to be honest-they didn’t take me. Now thinking, maybe I should lied and dealt with it later?

  • Neil Bankston

    58m

    Lying during a job interview is never a good idea. If they had taken you and you didn't have the skills, every day would be stressful for you and... ultimately you might fail and lose the job. Perhaps you should think about how you delivered the message. Saying "I don't have the skills" is a sure set-up for rejection. Letting the interviewer know where you feel confident and where you have learning opportunities--along with why you think you can quickly close any gaps--is probably the best way to deal with a situation like this in the future more

Martin Waters


Career development 1d
I’m 25 years old and have been working as a junior manager in a trading company for 4 years. Recently, our internal email said that another department is looking for a new boss. I sent my resume. But HR and the deputy director laughed at me and said I’m too young, even though I’m sure I can do the job.
I feel upset, because we already have some department heads who are 26-27.
Now I don’t know... what to do. Should I stay and wait until I’m older or look for another company that respects young, active workers? Thanks more
5   

  • Uma Aggarwal

    55m

    Congratulations on becoming a junior manager at a young age. It was probably not a routine progression. Chances are that they had an open position and... from your non managerial performance, they saw a spark and decided to take a chance on you. You have been doing that job for 4 years and are disappointed that you were not considered for the new position.
    It all depends on how you are doing in the current position, whether there were many fumbles after you were promoted. Also how your employees, coworkers and superiors rate you and how much bigger and critical the new position is.
    It is unfortunate that you were given a quick answer in a joking way. Such matters are serious and I would have made an appointment with HR to discuss it. In any case, I would try to establish a reputation for getting the job done well. You can also approach HR for their advice on what areas you need to focus on, to be ready for next opportunity.
    Good Luck.     more

  • Joseph Ojiambo Juma

    3h

    Very true I support you

Load more...

Career development

 1d

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.


Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more
5   

  • SMART LUNGU

    3h

    I am having the most unsatisfying job right now, I am unhappy and not liking it at all. But the fact is I have no any other job and quitting right now... is risk because I have two kids that need a life out of it. But I am burning from inside. I will continue looking for opportunities out there. more

  • Thysanga Thees

    15h

    This is quite interesting, there is life out there that helps to grow and maintain our stardand of living.

Load more...

Career development

 7h

North Korea remote worker scheme: U.S. firms impacted


[authors: Carrie Aiken, Gretchen Lindlau, and Briana O'Rourke]*

CEP Magazine (December 2025)

For human resources and technology teams, the talent and recruitment landscape is already a challenging and competitive environment. Extensive steps are taken to ensure the right candidate is sourced to meet the needs of your team and the organization. For those actively recruiting for remote IT... opportunities, there is a new compliance wrinkle that has presented itself that requires a critical layer of awareness to avoid organizational risk and necessitates expansion of considerations for background checks during onboarding and within the context of your compliance program requirements.

Offshore applicants using stolen U.S. work credentials  --  including individuals from the Democratic People's Republic of Korea (North Korea)  --  are infiltrating U.S. corporations for the purpose of raising funds for various military and weapons programs and data extortion. Both the Federal Bureau of Investigation and U.S. Department of Justice continue to issue alerts on the various schemes, which include identity theft and impersonation. There is also the potential for these individuals to engage in ransom of healthcare, confidential, or proprietary data, which results in access and reputational exploitation.

Not only is North Korea sanctioned by the U.S. for business activity  --  which can result in Office of Foreign Assets Control conflicts and prohibited financial exchange  --  but this also raises complications involving regulations or contractual obligations pertaining to offshore data access limitations, the Health Insurance Portability and Accountability Act, and other regulatory frameworks (both domestic and abroad).

Preventing these individuals from infiltrating your organization is key. There are steps that can be taken to identify these individuals and reduce organizational risks. Through partnership between security, IT provisioning, compliance, and human resources teams, there may be opportunities within your organization to evaluate this risk and take prevention steps.

Monitor the timeline of job postings and applications

These individuals, posing as qualified applicants, are often targeting aged job postings that offer the chance to work fully remote. For an application with extended posting visibility, resumes are often generated to align exactly with the requirements of the posted position. This is to give the appearance that the candidate has all the necessary experience to "save the day" and fill a long-vacant role. This gives the impostor an immediate advantage in the interview process. If your organization takes steps to refresh job postings, applicants will struggle to determine which positions have strong candidate pools versus those with stale ones, making it tougher to target hard-to-fill roles.

Résumé analysis

Résumés and experience from these candidates are presented in a way that appears "too good to be true," with qualifications that align exactly with the position description. These individuals often utilize various tools and technologies to align the content of their listed experience to mirror the exact expectations of an open role. Not only may the contents of these résumés be falsified, but these applicants have also been found to be utilizing recycled résumés that can be found online and are in use by several individuals, containing the same experience, skill set, and work history, but under a different candidate name. Comparison across résumés and/or online searches can be helpful in uncovering this falsification.

Although experience is a key area of focus for those reviewing résumés, further questions arise in other resume details. These individuals often include false contact information, such as Voice over Internet Protocol phone numbers, nonexistent addresses, or educational degrees from institutions that do not offer the listed degree on the résumé. Candidates may also submit multiple résumés, with varying experience and work history, under a different email address with the same candidate's name. By implementing controls or conducting a swift search in the organization's applicant tracking system for the candidate's name or variations, falsified applications may be more easily identified.

Visual confirmation

For additional verification, all candidates for these risk-prone positions are screened live via video. Evaluation is undertaken with scrutiny to asses background, disposition, and demographic alignment with the application. Although many of these applicants are prepared to be on camera, there are ways to remain vigilant during the screening itself. Often, there are details in the background of the video that may raise suspicions. Does the time of day correspond to the amount of sunshine coming through windows in the candidate's background? Are you able to hear others present with the candidate guiding the interviewee? Are you able to hear others in the background conducting interviews while you are interviewing the candidate (often in a call-center-like environment)?

Not only can the applicant's environment be a key source of warning signs, but visual facial expressions and body language can assist in determining if a candidate is being authentic during their interview. Candidates expect to be asked questions about their experience, education, and skill set during an interview. By finding a way to personalize questions, these individuals may struggle with a genuine reply. For example, if a candidate shares their attendance at a certain university or technical school, ask about their favorite restaurant near campus. If a candidate expresses that they live in a specific state, ask them how they enjoy the weather. These individuals are trained and prepared to answer questions specific to the applied role. Nontraditional questions may result in an unnatural delay or difficulty in forming a basic response because a response requires actual life experience in that environment.

Identity validation

Unfortunately, many of the identities that these applicants use are stolen and recycled. Traditionally, I-9 documentation is not collected until an offer has been extended and accepted. However, there are additional ways to remain vigilant prior to this compliance step.

Applicants using stolen identities may copy a qualified individual's history and experience directly from their LinkedIn page. These résumés may mirror the work history and education of the targeted profile. If a headshot or photo is present on LinkedIn, you can verify the candidate's identity during the video screening. If a photo is not present, further analysis of the profile can still be done. Evaluate factors such as the number of LinkedIn connections, posting activity, and follower interactions to assess the legitimacy of a candidate's profile and identity.

If a candidate moves forward with onboarding, additional steps may be taken during the collection of I-9 documentation, including state licenses, work authorizations, and passports. These should be scrutinized for aberrancies such as format and alignment with the résumé and application. All documentation should match the person who attended the interview.

Furthermore, as onboarding progresses, it is still critical to remain vigilant and monitor the mailing of candidate equipment. Individuals falsifying information may list an address on their résumé or state of residency that is confirmed during the interview process. However, when equipment is due to be shipped and delivered, the candidate may request that the delivery be redirected to a new domestic location without further context. This is an additional chance to confirm that the candidate resides in the state listed on their application and is actually the person who applied.

Final thoughts

If this risk is not already contemplated in your compliance program, there is ample opportunity to learn more from these law enforcement agencies and their advisories. Take the time to educate applicable staff on their roles, potential controls, and options for intervention. Use due diligence in working through your candidate pool for potential individuals who may fit this profile and determine your strategy to best protect your organization. more

Career development

 9h

35 Times People Ruined Their Job Interviews In 15 Seconds


There are many ways to crush a job interview and land your dream job, just as there are many ways to ruin it. Sometimes, it can happen to the most competent and qualified people who stumbled upon an unfortunate brain f**t. However, sometimes, a job interview reveals just how much of an a-hole a potential new hire or employer actually is. In both cases, it just proves that while job interviews are... usually as fun as medical check-ups, they're pretty essential.

This time, Bored Panda was curious about the job interviews that didn't go well. But most importantly -- the reasons behind it. We compiled a list for you featuring some really unfortunate stories about ruined job interviews, so why not give it a scroll and vote for the stories you enjoyed reading the most? more

Career development

 9h

Harassment During Job Interviews Under Cyprus Law


By Giorgos Kazoleas, LL.M., Lawyer, Managing Partner at Legal Experts Cyprus

Harassment or bullying during a job interview can now legally be considered workplace harassment. This is explicitly provided for in recent Cypriot legislation regarding workplace harassment, which widens the scope of application to include candidates for employment.

Law 42(I)/2025 (The Prevention and Combating of... Violence and Harassment at Work Law), which came into force on April 11, 2025, explicitly extends protection against harassment and violence to the recruitment process and employment negotiations before a contract is signed.

According to the interpretation of terms in Article 2 of the Law, the definition of an "employee" includes, among others, a person:

"Whose employment relationship has not yet begun, in cases where the violation of the provisions of this Law has been committed during the recruitment process or at another stage of negotiation in which they participated as a candidate for employment prior to the conclusion of a contract or the commencement of employment."

Behaviors Constituting Harassment

Under Law 42(I)/2025, the range of behaviors that could be considered workplace harassment and bullying during a job interview is now much broader.

Any unwanted conduct intended to or resulting in violating the dignity of the candidate and creating an intimidating, hostile, degrading, or aggressive environment may fall into this category.

Bullying or psychological violence can take the form of humiliating or derogatory comments, such as:

Discrimination manifests through questions regarding protected characteristics, which are not directly related to the requirements of the position. These include marital status or intention to have children, sexuality, religion, or national origin and disability or age.

This category also covers clear bias, negative attitudes, or offensive behavior due to the above characteristics, as well as the refusal of an interview or unfair exclusion from the recruitment process based on them.

4. Physical Violence or Threat of Physical Violence

Though rarer, this refers to any physical contact that is not welcome or legitimate, or threats of physical harm.

Important Legal Distinction: The "Single Act" Rule

It is crucial to emphasize that Law 42(I)/2025 recognizes that even a single act -- whether verbal, physical, psychological, sexual, or economic -- is sufficient to cause serious harm and be considered harassment. Repetitive behavior is not required to substantiate a claim of harassment.

Steps for Candidates

If a job applicant has been subjected to even one of the above behaviors at any time during the recruitment process, it is recommended to keep detailed records of the incident(s) and document specific details: Dates, times, exactly what was said or done, the identity of the person involved, and any witnesses.

This evidence can then be utilized by legal counsel or the competent authorities who may investigate the matter. more

Career development

 10h

Job-hunting trends for 2026 that you can't afford to ignore


South Africans searching for work are entering a tougher recruitment landscape, shaped by cautious employers, slower hiring cycles, and rising competition across nearly every sector. According to business strategist Yassin Aberaa, CEO and Founder of Social Market Way, the job market is shifting in ways that demand a different approach from candidates.

Aberaa says the job market in 2026 will... reward adaptability, practical skills and a proactive mindset, and she believes job seekers who evolve with these changes will place themselves far ahead of those relying on outdated job-hunting tactics. Drawing from data and labour patterns observed across industries, she outlines the six key trends that will define the job search in 2026 and explains what each one means for anyone looking to secure meaningful work in the year ahead.

Companies across sectors are approaching recruitment with far more caution, often delaying hiring plans or reducing the number of new positions they open. With fewer vacancies available, competition for each role is set to tighten significantly. Aberaa explains that fewer new openings mean job seekers will have to make a stronger case for themselves and that meeting the basic requirements is no longer enough. She says candidates who demonstrate adaptability, problem-solving ability and clear value from the outset will stand out in an environment where employers can afford to be selective.

Economic uncertainty continues to drive organisations to choose short-term, contract and project-based roles over permanent appointments. This shift means job seekers must become more flexible in how they build their careers. Aberaa notes that the traditional permanent role is becoming less common and that those who are willing to embrace temporary or freelance work will find more opportunities than those who only apply for long-term posts. She adds that short-term work can be a stepping stone to more stable opportunities, as it allows candidates to gain experience, build a portfolio and make industry connections.

Certain industries continue to show stronger hiring activity than others, especially those tied to long-term growth such as healthcare, renewable energy, technology, digital services and specialised trades. Aberaa says these future-fit sectors will dominate hiring in the coming years and that job seekers may benefit from upskilling into these fields or strengthening transferable skills that apply across them. She explains that candidates who invest in digital competencies, sustainable-industry skills, or sector-specific certifications will remain far more competitive than those relying solely on experience or academic qualifications.

While youth unemployment remains a major concern, competition is also intensifying across mid-career and senior levels. More South Africans are applying for fewer roles, and this means candidates must find ways to set themselves apart beyond their CVs. Aberaa says differentiators such as internships, real project experience, volunteer work, soft skills and strong digital visibility can make the difference between securing an interview and being overlooked. She emphasises that employers want proof of capability, not only potential, and that job seekers should showcase tangible achievements wherever possible.

With more applicants per role, companies are extending and intensifying their hiring processes. Multi-stage interviews, assessments, skills tests and longer waiting periods between rounds are becoming increasingly common as employers take their time to find the exact fit. Aberaa advises job seekers to expect more rigorous screening and to prepare thoroughly for each stage. She says patience and persistence are essential in this environment and that candidates should maintain momentum by continuing to apply for other opportunities instead of waiting for a single outcome.

Across South African industries, there is a clear move away from strict degree requirements and a stronger focus on demonstrable skills, practical experience and portfolio-based evidence. This is especially true for roles in technology, digital marketing, renewable energy, and the broader green and AI-aligned sectors. Aberaa explains that what matters most now is concrete ability, supported by certifications, project work and practical results. She believes this shift levels the playing field for candidates who may not have formal academic credentials but possess strong technical or creative capabilities.

Aberaa says job seekers must adopt a more intentional and adaptable strategy in order to navigate these changes successfully. She encourages candidates to identify sectors that align with their skills or interests and to invest in targeted upskilling through short courses and certifications. She adds that building a strong online presence is essential and that platforms like LinkedIn or portfolio websites allow candidates to showcase their work in ways that employers can easily verify. Networking remains critical, both online and in person, as many roles are filled through relationships long before they appear on public job boards.

She also advises job seekers to remain flexible about the types of roles they consider. Temporary or freelance opportunities can provide valuable experience and often serve as pathways into permanent positions. Finally, she stresses the importance of preparation. Keeping a CV updated, practising interview techniques and applying consistently will help job seekers maintain momentum through longer hiring cycles. more

Career development

 12h

Why Most Founder Bios Don't Build Trust (And the Fix Takes 10 Minutes)


Most founder bios don't build trust.

They read like LinkedIn résumés wearing a blazer.

But the people reading them?

They're not looking for polished accomplishments.

They're looking for you.. the reason you're building what you're building, the context that makes your work make sense.

And most bios hide that part completely.

This is the gap we're closing today.

What you'll walk away with

A... simple, 10-minute structure to rewrite your founder bio so it builds trust, not boredom.

Who this is for

Creators, solopreneurs, indie founders, service pros. Anyone whose "About" section currently feels like a beige wall.

The moment I realized founder bios were broken

A few years ago during the pandemic a founder DM'ed me. Her message frantically asked me to review her homepage.

Everything looked sharp. Clean layout, strong offer, clear CTA.

Then I clicked "About."

Three dense paragraphs.

A timeline of roles and responsibilities.

A few logos sprinkled in for good measure.

But nothing in it explained why she built the product. Nothing spoke to what she cared about, or the worldview that shaped her decisions.

I closed the tab, shook my head and thought:

I still have no idea who this person is.

And then it hit me. That's how most readers feel.

Because a founder bio isn't a résumé.

It's part of the trust-building process.

And most people skip that entirely.

Where most founders get stuck

Here's the pattern I see over and over:

They assume "credibility" means:

- listing achievements

- stacking credentials

- showing career progression

- proving they've "earned" the right to build

But your reader doesn't think like that.

They're searching for:

- context

- intention

- relatability

- the story behind the product

- a signal that you understand them

When a bio misses those pieces, it becomes a timeline instead of a trust layer.

And timelines don't convert.

They inform.

They don't connect.

The real problem, your bio has no "why"

Most founder bios answer the question:

"What have I done?"

But readers are silently asking:

"Why did you build this?

Do you understand my world?

Can I trust you to lead me somewhere better?"

When the bio doesn't address these questions, a sort of emotional static forms.

The reader doesn't know you.

Doesn't feel you.

Doesn't see the mission under the work.

And trust never forms.

The good news?

It takes less than 10 minutes to fix.

The 10-Minute Fix: Build a Trust Layer, Not a Timeline

A founder bio has one job:

Make people believe you're the right person to guide them through the problem they're living with.

Not because of your titles.

But because of your story. The small moment that made your work inevitable.

Think of your bio as a Trust Layer:

- Who you are

- Who you serve

- The problem you couldn't ignore

- Why you're credible (in context, not bragging)

- Where you're going, the mission

This shift alone turns a flat bio into a magnetic one.

A quick proof story

One of my clients had a typical founder bio:

Years of experience, impressive roles, all the right signals.

But no heartbeat.

We rewrote it using the Trust Layer:

- Opened with the moment she realized the industry was broken.

- Described the type of people she serves and why she cares.

- Added a short story about a customer interaction that changed her approach.

- Framed her expertise as lived experience, not a trophy case.

Within weeks she reached out excited:

- More profile views

- More replies to outreach

- More "I feel like you get me" messages

- And higher conversion from homepage traffic

Same founder.

Same skills.

Just a different narrative architecture.

The 10-Minute Founder Bio Upgrade Framework

Set a timer.

Grab your current bio.

Rewrite it using these five pieces:

1. Start with the spark

What moment, frustration, or realization pushed you into building this?

One or two sentences is enough.

(Example: "I kept meeting founders who were brilliant but invisible online. Not because their ideas were small, because their story wasn't clear.")

2. Define who you serve

This is where your reader feels seen.

(Example: "I work with early-stage founders who want consistent visibility without turning into full-time content creators.")

3. Explain the problem you couldn't ignore

Use everyday language.

Keep it human.

(Example: "I noticed most marketing advice demanded more time than founders actually had. So they gave up. Not because they lacked effort, but because the system wasn't designed for them.")

4. Show your credibility through context, not flexing

Instead of listing achievements, link them to the work you do now.

(Example: "After a decade in digital marketing strategy, I realized the real bottleneck wasn't tools. It was clarity.")

This lands better because it feels earned, not performed.

5. Close with the mission you're building toward

Readers trust founders who stand for something.

One clean line:

(Example: "My work is about giving founders a story strong enough to carry their business.")

Takeaway: Your bio shouldn't sound like you're trying to impress anyone

It should sound like you're talking to the person you built this for.

The moment your bio shifts from résumé to Trust Layer, everything else gets easier:

People understand you.

They remember you.

And they trust you faster.

If you want to start somewhere simple?

Start with the spark.

The rest unfolds naturally. more

Career development

 13h

Interview Rubric: How To Build On + FREE Template


An interview rubric is one of the most effective tools HR can use to make consistent, fair, data-driven hiring decisions. A well-developed interview rubric, which helps standardize candidate evaluations, can reduce an organization's risk of costly hiring mistakes.

Regardless of the role you're hiring for, a structured system for rating candidates helps ensure your interview team is aligned,... objective, and efficient. This article explores what an interview rubric is, why you should use one, and how to build and apply it effectively.

Contents

What is an interview rubric?

Interview rubric examples

Why should you use an interview rubric?

6 elements to include in an interview rubric

Free interview rubric template

9 steps to build an interview rubric

Practical ways to apply a job interview rubric

An interview rubric is a structured scoring guide you can use to rate candidates on the same criteria during job interviews. It's not meant to replace human judgment but to standardize how hiring managers apply that judgment.

By providing predefined competencies, clear behavioral anchors, asnd a consistent rating scale, an interview rubric makes sure each candidate is evaluated on metrics that are both objective and relevant to the job.

Typically, an interview rubric includes:

This tool fits naturally into structured interviews and competency-based assessments, which helps "connect the dots" between hiring decisions and actual job performance expectations.

As different roles require different competencies, it's essential to tailor your rubric to suit each role for which you are interviewing. There are different types of scales you can use for your rubric, such as a graphic rating scale or behaviorally anchored rating scale (BARS). Here are a few examples:

Other competencies: Conflict resolution, activity discipline, and coachability.

Other competencies: Code quality, system design basics, and collaboration.

Other competencies: Product knowledge, communication skills, and conflict resolution ability.

A structured interview scoring rubric improves both decision-making and business outcomes. Here are the main benefits of using an interview rubric:

Many elements can be included in a rubric, but the principle of "garbage in is garbage out" applies. With that said, an effective rubric should include the following relevant components:

Start by listing five to eight core competencies that truly define success in the role, such as problem-solving, stakeholder management, or technical expertise. Each competency should link directly to key outcomes for the job, so you avoid scoring candidates on vague traits or "nice-to-haves" that don't impact performance.

Include a definition of each competency to give hiring managers a clear picture of what answers and behaviors to look for when assessing each candidate for required competencies. For instance, you could define strategic thinking as the "ability to see the bigger picture, set priorities, and make decisions that support long-term goals".

Use a consistent rating scale (e.g., 0-5) and define what each score means. For instance, 0 can mean "shows no evidence of this skill," and 5 can mean "exceptional, expert use". Describe what performance at each level looks like in practice, so interviewers can score based on observable behaviors, not gut feel.

Assign more weight to the competencies that matter most for success in the role, such as problem-solving or safety in critical positions. Use a 1-5 scale and explain what each means (e.g., 1 is "nice to have) and 5 is "must-have"), so hiring managers understand why certain areas carry more influence on the final score and hiring decision.

Reserve space next to each competency for interviewers to record specific examples and quotes from the candidate. Encourage short, factual notes (e.g., "led a team of 6 through a system migration") rather than opinions ("seems confident"), so you build a record that supports decisions, enables fair comparisons, and strengthens compliance.

Include a section for overall candidate scores based on how they fared on individual skills and competencies, and define what each scoring range means. For instance, a candidate who scores 0 to 15 "shows no or very limited evidence of this skill, while one who scores 29 or more "shows exceptional, expert-level capability".

AIHR offers a free, customizable interview rubric template in Excel that you can adapt for any role. It provides structured scoring, informative definitions, and evidence documentation, simplifying panel interviews and candidate evaluations.

Here are nine steps to take to build your own interview rubric:

Start by identifying the top five to seven outcomes the candidate should achieve in their first year. This makes sure the rubric focuses on what really matters for the role.

Practical tip: Engage the hiring manager and team to brainstorm measurable outcomes.

Example: A Product Manager should deliver a first-quarter roadmap, improve product adoption by 10%, and lead cross-functional team meetings effectively.

Translate these outcomes into measurable competencies. These are the skill areas or behaviors your rubric will assess.

Practical tip: Ensure each outcome links directly to a competency to avoid evaluating irrelevant traits.

Example: The outcome "deliver a first-quarter roadmap" should link to the competency of project planning and execution.

Select a rating scale, usually 0-5, and define what each point represents. A key purpose of this scale is to maintain consistency across interviewers.

Practical tip: Include clear labels (e.g., 0 = "shows no evidence of this skill/competency" and 5 = "exceptional, expert use; can lead or coach others in this area."). Discuss this with the panel to align expectations prior to the interviews.

Example: A Customer Service Specialist who shows little to no ability to calm upset customers would get a score of 0, while one who expertly turns escalated cases into positive experiences would get a score of 5.

Not all competencies are equal. As such, it's important to assign greater weightage to must-have skills and smaller weightage to nice-to-haves.

Practical tip: Use percentages that sum to 100%, or a 0-5 scale. Consider using equal weights for small roles or weighted scales for strategic positions.

Example: Problem-solving = 3, technical knowledge = 3, communication = 2, teamwork = 2.

Develop at least two structured questions for every relevant competency. This helps maintain consistent data for easier, more accurate scoring.

Practical tip: Ask open-ended, behavioral, and situational questions. Avoid questions that favor one interviewer's perspective.

Example: A relevant question regarding the competency of collaboration might be: "Tell me about a time you resolved a conflict in a team project."

Test the rubric with two to three recent hires or a few mock candidate personas. Then, compare scores to see if your anchors and weights are realistic.

Practical tip: Discuss discrepancies openly to refine wording and reduce subjectivity. Track which anchors lead to consistent scoring.

Example: Have three interviewers independently score two recent successful hires and one unsuccessful hire using the new rubric. Then, compare their scores and discuss where they disagreed to refine the anchors and adjust weights that don't reflect real performance.

Once calibrated, save the rubric in a central location (e.g., ATS, HRIS, or HR folder) and allow the interview panel access to it.

Practical tip: Maintain strict and consistent version control, so everyone using the rubric can be certain they're using the latest updated version.

Example: Naming a rubric along the lines of "Product Manager Interview Rubric v1.0 - Nov 20 2025" makes it clear which version it is and when it was updated.

Conduct training sessions that review anchors, scoring, and effective note-taking techniques. Provide a sample scoring exercise.

Practical tip: Include examples of common pitfalls (e.g., rating based on gut feel). Reinforce the "note facts, not feelings" principle.

Example: Run a workshop where interviewers review the rubric together, score a recorded mock interview individually, then compare scores while highlighting where someone relied on "good vibes" or "liked them" instead of writing short, factual notes tied to specific behaviors.

Analyze scoring patterns against performance data to ensure predictive validity, and adjust anchors or weights as necessary to maintain their relevance and accuracy.

Practical tip: Review key trends, such as average candidate scores, pass-through rates, and hiring manager satisfaction. Then, refine the rubric for continuous improvement.

Example: Every quarter, compare interview rubric scores with three- and six-month performance ratings for recent hires. If high-scoring candidates underperform (or vice versa), adjust the anchors and weights so the rubric better reflects what success in the role actually looks like.

After building an interview rubric, you need to apply it effectively to make the most of it. Here's how you can do it:

An interview rubric is more than a scoring tool. It's a structured, strategic framework that brings consistency and fairness to your hiring process. By defining competencies, anchoring ratings, and documenting evidence, HR teams can make data-driven decisions that benefit both candidates and the business.

Implementing a well-designed rubric leads to better hires, reduced turnover, and stronger teams. By following the steps outlined here and leveraging AIHR's free interview rubric template, HR professionals can elevate the interview process and deliver measurable business impact. more

Career development

 15h

The New American Reality: Working Past 80 Just to Survive | WATCH | EURweb | Black News, Culture, Entertainment & More


'Still Working at 80': Four Americans Explain Why Clocking In Isn't Optional

*In a country that loves to preach "work hard and retire happy," the reality for many older Americans looks a lot more like work hard, keep working, and pray the transmission doesn't go out.

For four Americans in their 80s, "retirement" isn't just delayed -- it's not even on the menu. Between rising costs, nonexistent... safety nets, and retirement accounts that evaporated faster than a politician's promise, these seniors are still punching the clock. And not because they "just love staying active."

From Uber shifts to substitute teaching gigs, their stories offer a brutally honest look at what aging in the U.S. really means when the math ain't mathin'.

The Early Days: First Jobs, Pivot Careers, and Lessons That Didn't Pay the Bills

Before they were octogenarians navigating a gig economy built for 22-year-olds with ring lights, these older workers lived entire chapters of American labor history.

Cocktail waitressing, computer programming, driving jobs, healing arts -- their résumés read like a timeline of industries that thrived, collapsed, and reinvented themselves. Some switched careers as often as others switched hairstyles; others stayed loyal to one job only to see industries shrink, move overseas, or fade out.

One theme runs through all their paths: having a degree -- even multiple degrees -- doesn't guarantee financial literacy. One woman with a college background said she knew how to analyze literature, not compound interest. And by the time she figured out what she should've done with her money, well, the rent was already due.

Peak Earning Years: When the Money Was Good... Until It Wasn't

For a few, the so-called "peak years" actually paid off -- salaries reaching $100,000 and up. But high earnings didn't automatically translate into cushy retirements. Raise a family alone? That income disappears fast. Work two or three jobs to keep food on the table? Savings fall to the bottom of the priority list.

One self-described night owl said she spent decades working night shifts -- perfect for her body clock, terrible for her long-term health. Another worked days, nights, and weekends because "children don't raise themselves and bills don't care."

Their biggest regret: mistaking steady income for long-term security.

Why They Couldn't Retire: Crashes, Layoffs, and the Sound of 401(k)s Crying

Retirement wasn't just postponed -- it was derailed. Several of these seniors were forced to tap into their 401(k)s after sudden layoffs or medical expenses. Others watched market downturns wipe out years of savings.

The stock market crash? They felt it.

Unexpected debt? It followed them.

Financial setbacks in their 60s and 70s? Absolutely devastating.

As one senior put it: "It's hard to rebuild a retirement at 72. Companies don't exactly line up to hire you."

The Rising Cost of Living: When Even the Basics Become Luxury Items

Ask anyone over 80 still working today, and you'll hear the same tired sigh: "Everything costs too much."

Groceries. Insurance. Car repairs. The basics have skyrocketed. Even those living frugally -- cooking at home, clipping coupons, doing the "stretch-the-leftovers" shuffle -- admit it's not enough.

One woman said that even after a raise, she still wasn't hitting a living wage: "I celebrated for 10 minutes, then paid my bills and cried."

Still Working: Uber, Subbing, Admin Work -- Whatever Pays

Most of these seniors are still grinding through part-time or full-time gigs to keep their independence.

* Uber driving: One 80-plus driver says the app doesn't know her age -- and that's the only reason she still gets rides.

* Substitute teaching: Another says the kids keep her sharp, and the check keeps her housed.

* Admin jobs: Perfect for those who still type faster than today's interns.

Their Social Security checks? A helpful supplement -- but nowhere near enough to live on.

Age Discrimination: When Experience Makes You "Invisible"

Finding work after 70 is hard. Finding work after 80? Borderline Olympic.

Most of them say employers treat older workers like museum exhibits: admired from afar, never hired. Age discrimination is real, rampant, and rarely subtle.

"I felt invisible," one woman said. "Like the moment they saw my birth year, the interview was over."

They've learned to highlight skills, not ages, and apply strategically -- because too many rejections sting even when you've lived long enough to expect them.

Purpose, Pride, and the Real Reason They Keep Going

Here's the twist: many of these seniors actually enjoy the work. Not the bills, not the scraping by, but the purpose.

Work keeps them social. It keeps them thinking. It keeps them -- in their words -- alive.

Some love the flexibility of choosing their own hours. Others feel younger when they're contributing. One woman said, "Retirement is overrated unless you can afford it. I can't, so I'm still useful."

Lessons Learned: Regrets, Wisdom, and What They Want Younger People to Know

Aging is tough, they say -- not because of wrinkles or slowing down, but because the financial hits feel heavier when you're older.

Their advice?

* Save early. Earlier than you think.

* Budget like your life depends on it -- because one day it might.

* Choose a job that brings you joy sooner, not later.

* Understand your money before it understands you.

Despite everything, these seniors have found joy in resilience. They may still be clocking in, but they're also still laughing, still learning, and still living -- on their terms, in a country that makes it far too hard.

Check out the Business Insider video below on life lessons from older Americans who still work to pay the bills.

(If You Like/Appreciate This EURweb Story, Please SHARE it!)

MORE NEWS ON EURWEB.COM: Morgan Freeman on Aging: 'Keep Moving' and No Retirement at 88 more

Career development

 16h

Lord Over LinkedIn - Christianity Today


God may clothe the birds and the lilies, but he doesn't seem that interested in our careers.

At least, that's how I've felt at times. Perhaps you've felt this way too. Maybe unemployment found you through no fault of your own, the outcome of a medical issue, family circumstances, a new administration, or a company layoff. (In October of this year, over 150,000 men and women lost their jobs from... layoffs alone.)

Even if you're still employed, you may be miserable in your current job, doing some "vocational scrambling" and looking for new work. In either case, the longer the search drags on, the more isolated and bitter you feel, and the harder it is to believe God is paying attention.

This nagging suspicion can get us stuck in one of two places. Either we lack urgency -- lackadaisically applying to new roles here and there, trying to be content in all things, praying that the Lord will provide "in his time" -- or else we find ourselves wracked with anxiety, spending hours submitting applications online.

Even the mature Christian (who might not fall into either of these traps) has to ask, "How do I navigate a job search effectively?" Professional career coaches and social media influencers can give tips on résumés, LinkedIn profiles, and interview strategies, but they don't often address our inner motivations or underlying unease.

Meanwhile, well-meaning faith-and-work literature can feel tone-deaf and out-of-touch for the desperate applicant. Yes, all work is sacred, and our vocations are a means of participating in God's redemptive purposes, as best articulated by Tim Keller in Every Good Endeavor. But it's hard to engage with that larger framework if you just need to pay the bills.

What I think Christian (and secular) job seekers need first and foremost is a practical recommendation -- an encouragement to the means by which over half of job seekers report finding work. I'm talking about networking.

Networking sounds like a buzzword, a recommendation those career coaches and social media types would make. It evokes a "You scratch my back, I'll scratch yours" mentality. It conjures an image of another perfunctory meeting over coffee and an awkward request for any "available opportunities." It smacks of using subtle sales tactics to pressure a stranger to make a referral or a connection on your behalf.

Certainly, networking can be schmoozy and cynical. But we can approach it differently -- not as a practice of fake flattery and underhanded manipulation but simply as a habit of intentional conversation with friends, family, and strangers. Yes, you're still hoping for a job offer to arrive as soon as possible. But in the meantime, you receive opportunities to listen to others' stories and advice and, as a happy side effect, to form lasting relationships.

If networking is the process by which most jobs are found, I'd like to suggest that all applicants should start there rather than wiling time away or frantically submitting cover letters to online portals. And for the Christian, networking can look different: more relational than transactional, more intentional than haphazard.

If this is unfamiliar territory, here are a few guiding principles.

Be clear and forthright in your initial outreach. The more straightforward the ask, the easier it will be for the recipient to say yes. Avoid the ambiguous "Could I have 15 minutes to pick your brain?" Introduce yourself and describe precisely why you're interested in a conversation. If you received the same email, would you say yes? As a test run, send your message to a friend or two first and get their reactions.

Approach conversations as relational, not transactional, with humility rather than selfish ambition or vain conceit (Phil. 2:3). Fight the urge to focus on "What can I get out of this?" or "Do you have a job for me?" That's the kind of networking we're trying to avoid. Is there an element of self-interest in your initial outreach? Almost inevitably. Don't let that discourage you.

Come prepared with thoughtful questions. One proverb goes, "The heart of the discerning acquires knowledge, for the ears of the wise seek it out"(Prov. 18:15). You initiated the conversation, so you should be prepared to lead. What could you learn that might help you discern whether a role or company is a fit? Which aspect of this person's vocational trajectory might apply to your own?

Be a good listener; be genuinely curious (James 1:19). Don't get sidetracked by your preconceptions of what a conversation should look like. Pay attention to what's actually being said.

Recalibrate your definition of a successful conversation. What if this person can't help you find a job tomorrow? It's no problem. Remember, that's not the only reason you reached out in the first place.

Stay in touch. This is easy to say but hard to do. As a first step, send a thank-you email or handwritten note. Follow the LinkedIn pages of your contact and her company. She gets a promotion, publishes an article, or speaks at a conference -- send a congratulatory note! You stumble across an article or podcast that relates to her work -- forward it. Real relationship consists of periodic touchpoints like these.

Become a connector. Seek the good of your job-searching neighbor (1 Cor. 10:24). In a conversation with a recruiter, you may realize that a position isn't right for you but might be a good fit for a friend. Send an email to link the two of them. Schedule a Zoom call with someone who's earlier in a career. The more you do this, the more it becomes part of your professional DNA even after the job search is over.

Don't struggle alone (Gal. 6:2). Your search may last weeks, months, or longer. Each passing day may lead to increasing loneliness and resentment. Even those closest to you likely won't understand what you're going through unless you tell them explicitly. For men, sharing your insecurities with a spouse or friend can be particularly vulnerable. Know that it's okay to admit you're struggling.

Don't count out the local church. Here are two examples.

After I graduated from law school, I was deferring student loan payments, was engaged to be married, and was unemployed. I frantically applied to job after job with not much to show for it. To say I was discouraged would be an understatement. My pastor at the time heard about my struggle and asked a simple, life-altering question: "Have you met the church's attorney?"

With a brief email, he introduced the two of us. That attorney just happened to need some part-time help. After dozens and dozens of applications and six-plus months of searching, my pastor's three-sentence email was the final piece of the puzzle. Unknowingly, my pastor had been part of my networking journey.

In a different context, at my parents' church in rural Appalachian Ohio, men and women walk through the sanctuary doors looking for answers to life's hardest questions and for help finding a job -- many of them with criminal records or struggles with addiction. For as long as I can remember, my parents (and many of their church friends) have written letters to judges, given rides to and from work, and made connections with local business owners. Networking looks different in a rural setting -- in part because everyone knows everyone and cold emails typically aren't necessary. But an introduction by a church member with an exemplary reputation goes a long way for someone trying to get back on his feet.

If you're reading this article as someone who's comfortably retired or stably employed, what does this networking conversation have to do with you? You are in a fortunate position. Like my pastor many years ago, you might go out of your way to facilitate connections for people struggling with career transitions. You undoubtedly have more influence than you realize. An introduction from you could be the difference between an application floating into the digital abyss and getting pulled from the bottom of the pile. Let this be a gentle reminder that the only reason you're comfortably retired or stably employed is because of God's extravagant grace in your life. Now you have the opportunity to extend that grace to your neighbor.

Proverbs 21:31 proclaims, "The horse is made ready for the day of battle, but victory rests with the Lord." The verse holds tension. Despite our skilled preparation, the Lord is responsible for each win. At the same time, God is interested in our effort, and his interest allows for both our labor (don't just sit on your hands and pray for a new role to fall into your lap) and his sovereign provision (take the pressure off, reach out to strangers for coffee, and submit applications knowing that God loves you and will care for you).

Let's be job seekers who skillfully prepare with the boldness and assurance that comes from knowing that the Lord provides for the birds and the lilies. "So won't you teach me how I mean more to you than them?" goes the lyric to a Jon Guerra song. "In times of trouble, be my help again."

Jacob Zerkle is a husband, father of three, and attorney in the Chicago area. more

Career development

 16h

The college degree was a signal. Now it's just noise


For many parents, these statistics land like a betrayal. They followed the script they were handed, and they urged their children to do the same: work hard, pad the résumé, secure admission, earn the degree. They were assured the payoff would be waiting on the other side. Instead, the very credential that students were promised would open doors for them is now failing even to keep those doors from... closing in their faces.

The promise of the bachelor's degree is faltering, and the public knows it. A new Overton Insights poll shows only 14% of voters believe a four-year degree is always worth its nearly $150,000 average price tag. Degrees once signaled potential. Now, to many employers, they signal little to nothing at all.

For generations, college served as society's default credential, a shorthand for competence, diligence, and upward mobility. But when everyone is told to get a degree, when the government underwrites trillions in loans to guarantee they can, and when universities respond by inflating tuition far faster than wages or value -- all while inflating grades and decreasing educational attainment -- the signal loses clarity. A credential propped up by limitless lending isn't a marker of merit; it's a product with a distorted price. More inputs do not create more value. They dilute it.

Employers have noticed. A survey of 1,000 hiring managers released this spring found that 25% of employers will eliminate bachelor's degree requirements for some roles this year. Seven in 10 now rank relevant experience above degrees in hiring decisions. And among the companies that have already dropped degree requirements, 84% say the change made hiring more effective.

Young adults see it too. A recent study from Tallo found 62% aren't working in the career they intended to pursue. One in four now openly regret going to college at all.

And even when the pipeline "works," it works poorly. One study showed that the majority of recent graduates are underemployed a year after finishing school, working jobs that don't require the degree they spent four years (and often tens of thousands of borrowed dollars) to obtain.

Perhaps parents still cling to the college degree as an ideal societal benchmark because it once served as a map. But the terrain has shifted beyond recognition. The knowledge economy now rewards capability, not ceremony. Practical skill, not parchment. A portfolio, not a transcript.

Increasingly, young adults who bypass the degree are finding more traction than those who collect one. Efforts such as the mikeroweWORKS Foundation promote the trades, a response to high demand. Ford's CEO, for example, indicated that his company has 5,000 open mechanic jobs with six-figure salaries that it is trying to fill. For those not interested in manual labor, programs such as Praxis offer knowledge workers a bootcamp experience to develop practical skills useful to employers while guaranteeing participants a job upon graduation.

Simply put, parents who still assume that "college equals security" are operating on a lagging indicator from another era. The labor market has moved on. The uncomfortable truth is this: Insisting that your children follow the old script does not protect them. It exposes them. It directs them into the very bottleneck where millions of other hopeful graduates now wait, degrees in hand, wondering why no one is acknowledging them.

The degree is no longer the differentiator. It is the default, and defaults do not confer advantage. Parents must stop treating higher education as a moral duty or a rite of passage. It is a purchase, and like any purchase, it deserves scrutiny. Its value must be proven, not presumed. If the numbers tell us anything, it's that the era of automatic returns is over.

TRUMP VS. THE DEMOCRATS ON THE AFFORDABILITY CRISIS

The world has changed. The question is whether parents will allow their children to change with it -- or whether they'll push them, lovingly and mistakenly, into a system that promises opportunity while delivering diminishing odds.

The degree once opened doors. Today, it risks locking the next generation out.

Connor Boyack is president of Libertas Network and author of 53 books, including Skip College: Launch Your Career Without Debt, Distractions, or a Degree. more

Tim Jacobs


Career development 3d
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
9   

  • Blessings Mayembe

    18h

    Yes, I know the coffee test. I think it’s a clever way to observe someone’s attitude toward small responsibilities. I believe small actions show a lot... about someone’s work ethic, so I’d naturally return the cup or ask where to place it.” more

    1

  • ChrysalisHR HR

    20h

    The reservations I have with these types of "tests" is that they are not in any way a reliable indicator of performance on the job. Unless of course... you are interviewing for an etiquette role. There's lots of people that have "failed" the "coffee test" but kill it on the job!! On the flip side there's even more that will probably pass it because they know about it but ... more

    1
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Career development

 2d
"Which part of a bicycle do you associate yourself with?".
This is one of those tricky interview questions you may be asked in a job interview.
What would you answer, and why?
1   

  • Achom Deborah

    1
    22h

    the seat , without it a cyclist gets tired and cannot travel very long distances. with a seat am refreshed and ever ready to work

    1

  • Jessica Wilcox

    1d

    This aligns well with a couple questions I've been asked during some interviews. One was: if you could be any animal, what would you be and why? The... other was: if you could have any super power what would it be and why? These questions are alright but I always wondered what information is really gathered when folks answer. I couldnt help but notice there was zero mention of the tires. Which feels like something id say but my gut tells me it would be an unfavorable answer somehow, but logic tells me you cant operate that bike without a tire. Having a tube is important, but you still need the tire. So, I would be honest and say, "these questions are my least favorite, and a tire. Ill work well on the road, and I hope to go for thousands of amazing miles before I dry rot."  more

    -1
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Career development

 1d

Career Planning in German Academia (German Postdoc Network)


Building a successful academic career is rarely straightforward. It is influenced by external structures, funding opportunities, disciplinary trends, and sometimes sheer timing. Career development, however, should not be left to chance -- particularly within the German academic system, which is often perceived as complex and opaque.

This interactive 60-minute session presents seven key steps for... effective academic career planning, with a special focus on issues relevant to international researchers in Germany. Participants will gain practical insights that strengthen their sense of agency, help them identify opportunities, and support them in navigating the uncertainties of the German academic system with greater clarity and confidence. more

Mila Penrose


Career development 1w
We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

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

Thanks for the... advice.

 more

  • Steward Tony Pacheco

    1d

    You would be in violation of the code of conduct by not reporting theft. All those little incidentals cost the company, thereby affecting its profit... margin and leading up to pay increases & bonus payouts. Yes, it unethical not to expose it. At least they will get a warning and you (being anonymous) would have done the right thing.  more

  • Moses Baya

    2d

    Get to know the rules and regulations of that company.
    Understand every worker.
    Probable the guy's contract has a clause that allows him carry... whatever he does and the management is aware. more

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Career development

 2d

As the job market tightens, workers without degrees could hit a 'paper ceiling'


On a bus headed downtown, Cherri McKinney opened a compact mirror and -- even as the vehicle rattled and blinding morning sun filled the window -- skillfully applied eyeliner.

McKinney is a licensed aesthetician. She went into bookkeeping after graduating from high school in 1992, then ran a waxing salon for years. Later she shifted into human resources at a homeless shelter. But stepping off... the bus, she started her work day as a benefits and leave administrator for Colorado's Department of Labor and Employment.

She wouldn't have made it past some hiring managers.

"My background is kind of all over the place," McKinney said. "You might have looked at my résumé and thought, 'Wow, this girl doesn't have a college education.'"

In fact, Colorado's state government was looking for workers just like her. In 2022, Gov. Jared Polis signed an executive order directing state agencies to embrace "skills-based hiring" -- evaluating job seekers based on abilities rather than education level -- and to open more positions to applicants without college diplomas. When McKinney interviewed with the state in the summer of 2024, she said, she was asked practical questions about topics like the Family Medical Leave Act, not about her academic background.

For a decade, workforce organizations, researchers and public officials have pushed employers to stop requiring bachelor's degrees for jobs that don't need them. That's a response to a hiring trend that began during the Great Recession, when job seekers vastly outnumbered open positions and employers increased their use of bachelor's degree requirements for many jobs -- like administrative assistants, construction supervisors and insurance claims clerks -- that people without college diplomas had capably handled. The so-called "paper ceiling," advocates say, locks skilled workers without degrees out of good-paying jobs. Degree requirements hurt employers, too, advocates argue, by screening out valuable talent.

In recent years, at least 26 states, along with private companies like IBM and Accenture, began stripping degree requirements and focusing hiring practices on applicants' skills. A job seeker's market after Covid, plus labor shortages in the public sector, boosted momentum. Seven states showed double-digit percentage increases in job listings without a degree requirement between 2019 and 2024, according to the National Governors Association. A 2022 report from labor analytics firm Burning Glass (recently renamed Lightcast) found degree requirements disappearing from private sector listings too.

But less evidence has emerged of employers actually hiring nondegreed job seekers in substantial numbers, and a crumbling economic outlook could stall momentum. Last year, Burning Glass and Harvard Business School found that less than 1 in 700 hires in 2023 benefited from the shift to skills-based hiring. Federal layoffs and other cuts pushing more workers with degrees into the job hunt could tempt employers to return to using the bachelor's as a filtering mechanism.

"I think it's a sort of do-or-die moment" for skills-based hiring, said Amanda Winters, who advises state governments on skills-based hiring at the nonprofit National Governors Association.

Winters said the shift to hiring for skills requires time-consuming structural changes. Human resource departments must rewrite job descriptions, and hiring managers must be trained to change their approach to interviewing to assess candidates for skills, among other steps. And even then, said Winters, there's no reason for managers not to prefer applicants with college degrees if they indeed have the skills.

Colorado is trying to push employers, both public and private, to make this shift. Polis' 2022 order devoted $700,000 and three staffers to institutionalizing skills-based hiring in state government. According to a case study by the National Governors Association and the nonprofit Opportunity@Work, the state is working with human resources departments at individual agencies, training them to rewrite job descriptions to spell out skills (for example, "active listening and interpersonal skills"). When posting a job, hiring managers are encouraged to click a box that reads: "I have considered removing the degree requirement for this role."

Polis' team also built a dashboard to track progress toward "Wildly Important Goals" related to skills-based hiring -- like boosting the share of job applicants without a bachelor's degree by 5 percent by summer 2026. State officials say about 80 percent of job classifications (categories of jobs with specific pay scales and responsibilities -- for example, Human Resources Specialist III or Accountant I) now emphasize skills over degrees.

All told, the state says, 25 percent of hires within those job classifications in 2024 -- 1,588 in total -- were people without degrees, roughly the same share as in 2023, when the state began collecting this information. Similar data from other states on their success in hiring skilled, nondegreed workers is scarce. State officials from Maryland and Pennsylvania, two of the first states with executive orders dropping degree requirements, said they track education levels of applicants but not of new hires.

To spark skills-based hiring in the private sector, the Colorado Workforce Development Council, a quasi-governmental group appointed by the governor, encourages local workforce boards to help assess employers' needs and job seekers' skills.

One of those boards -- Pikes Peak Workforce Center in Colorado Springs -- conducts workshops for local businesses on skills-based hiring and helps them write job descriptions that emphasize skills. When a company registers for a job fair, said CEO Traci Marques, the center asks both what positions are open and which skills are needed for them.

The center also teaches job seekers to identify their skills and show employers how they apply in different fields. A recent high school graduate who served on student council, Marques said, might discuss what that role taught them about time management, conflict resolution and event planning.

The goal is for skills to become the lingua franca between employers and job seekers. "It's really that matchmaking where we fit in," Marques said.

One new matchmaking tool is learning and employment records, or LERs. These digital records allow job seekers to verify their degrees, credentials and skills with former schools and workplaces and then share them with potential employers. Two years ago, a philanthropic coalition granted the Colorado Workforce Development Council $1.4 million to create LER systems.

LERs are still in the early stages of development, but advocates say they could eventually allow more precise matching of employers' needs with job seekers' skills.

Once nondegreed workers get in the door, employers can also see payoffs, said Cole Napper, vice president of research, innovation and talent insights at Lightcast. His research shows that workers hired for skills get promoted at almost the same rate as education-based hires and stay at their jobs longer.

But as the labor market cools, the question now is whether people without four-year degrees will get in the door in the first place. Nationally, job growth has slowed. Maryland and Colorado froze hiring this summer for state positions.

At a recent job fair at Pikes Peak, single mother Yvette Stanton made her way around the tables, some featuring placards that read "Skills-Based Hiring." After a few months at a sober living facility, Stanton had lined up day care and was ready to work. She clutched a green folder with a résumé documenting certifications vouching for her skills in phlebotomy and medication administration. "When you have more certifications, there are better job opportunities," said Stanton.

She approached a table for the Colorado Department of Corrections. Human resources specialist Jack Zeller told her that prisons do need workers with medical certifications, and he said she could also apply to be a corrections officer. But, he said -- holding out his phone to show her the job application site -- she should wait until Jan. 1.

"If the hiring freeze ends like it's supposed to," he said, "there's gonna be a billion jobs going up on the website."

Colorado works not just on the demand side, pushing employers to seek out workers based on their skills, but also on the supply side, to arm people who might not choose college with marketable skills and help them find jobs in in-demand industries.

The Polis administration encourages high schools and community colleges to make available industry-recognized credentials -- including certified nursing assistant, certified associate in project management and the CompTIA cybersecurity certification -- that can earn students credits while giving them skills for better-paying jobs. The governor is also making a big bet on work-based learning opportunities in high school and community college, especially apprenticeships.

If employers meet talented workers who lack degrees, they'll grow more comfortable hiring for skills, said Sarah Heath, who directs career and technical education for the Colorado Community College System. "You've got to prove it to people to get them to buy into it," she said.

At Red Rocks Community College in Lakewood, a suburb of Denver, President Landon Pirius has set a goal of eventually providing a work-based learning experience to every graduate. Earlier this year, the college hired a work-based learning coordinator and an apprenticeship coordinator, and it partners with Northrop Grumman on a registered apprenticeship that lets cybersecurity students earn money while getting technical instruction and on-the-job learning.

In his frequent discussions with regional employers, Pirius said, "the message is consistently skill-based hiring." He added: "Our manufacturers are like, 'I don't even care about a degree. I just want to know that they can do X, Y, Z skills. So when you're teaching our students, make sure you teach them these things.'"

Colorado community colleges also see opportunities to equip students with skills in fields like aerospace, quantum computing, behavioral addiction treatment and mental health counseling, where there's a growing demand for workers and some jobs can be handled without a four-year degree. In 2022, Colorado gave its community college system $15 million to create pathways to behavioral health careers that don't require a Master of Social Work degree or even a B.A.

Colorado's skill-based talent pipeline extends to high school. In a "Computer Science and Cybersecurity" class at Warren Tech, a high school in Lakewood, Zachary Flower teaches in-demand "soft skills" like problem solving, teamwork and communication.

"The people who get hired are more often the ones who are better communicators," said Flower, a software developer who was a director of software engineering and hiring manager for a travel company before he started teaching. Communication skills are half of the grade in Flower's capstone project: Students communicate independently throughout the year with local industry sponsors, and at the end they present to a panel of engineers and developers.

Despite the emphasis on skills-based hiring, a 2023 study projected that more than 4 in 10 job openings in Colorado from 2021 through 2031 would require at least a bachelor's degree -- the second-highest proportion of any state in the country -- because many industries there, like engineering, health care and business services, require higher education, according to Georgetown University's Center on Education and the Workforce."But there's still a significant amount of opportunity for people with less than a bachelor's degree," said Nicole Smith, chief economist at the center.

People, in other words, like Cherri McKinney, who couldn't afford college and didn't want to spend four years finding her path. McKinney plans to stay in state government, where she believes she can develop more skills and advance without a college degree. Indeed, a 2023 executive order demanded that every state agency develop at least two work-based learning programs by the end of this year.

Gov. Polis, who championed workers like McKinney, ends his second term in January 2027 and cannot run for reelection. State budgets are fragile in the Trump era. McKinney's colleagues call often, nervous about their benefits in a time of hiring freezes and government shutdowns.

McKinney isn't worried.

"When I made my first career switch from bookkeeping to aesthetics, what I realized was I am the eye of this storm," she said. "Things swirl around me, and if I bring myself in my way that I do to my jobs, that's what is going to create the stability for me." more

  • Steward Tony Pacheco

    13
    1d

    That is not necessarily true, as those who spent time in school did not gain the experience as did their counterparts who just entry leveled into the... job market. I started in the 70’s in Standard & Poors mailroom back in NYC. I have had a successful career achieving 6-figure earnings without a degree but carrying just a few credits and a truckload of certs. I refused the indoctrination part of college education as it was wasting my time as well as earning potential.  more

Career development

 1d

The Great Job-Search Illusion: When Everyone Sounds Helpful Until They're... Not


The Great Job-Search Illusion: When Everyone Sounds Helpful Until They're... Not

A brutally funny reality check for anyone who's ever waited for a recruiter to "circle back."

Job hunting in 2025 feels like dating someone who calls you "soulmate" and then ghosts you before dessert.

Somewhere between the friendly recruiter, the smiling interviewer, and the "I'll help you out" buddy... hopes go to... die.

I've cracked the job-search algorithm:

Step 1 - They hype you.

Step 2 - You believe them.

Step 3 - Rejection email at 11:57 PM.

Basically, if confused enthusiasm were a business model, recruiters would be billionaires.

Scene 1: The "Totally Friendly" Interview

Every job interview today feels the same - ten minutes of beaches and hobbies, five minutes of compliments, and one late-night rejection that sounds suspiciously like it was written by an AI with commitment issues.

Our hopeful hero logs in, all polished and prepared. The interviewer beams like she's announcing good news. They talk weather, holidays, favorite cafés - everything but the job itself.

Then she leans forward and says, "You're amazing. I'll forward this to the senior panel."

For five full hours, he floats. Then, just before midnight - ding:

"We loved your profile but are moving ahead with other candidates. Let's stay in touch!"

Translation: We will ghost you with warmth and dignity.

Scene 2: The Insider Buddy

New company. New hope.

He messages an old colleague - the one who never returned his headphones but somehow still calls him "bro."

"Brooo you GOT this. I'll refer you right now," he says with corporate excitement.

Confidence level: 200%.

Reality level: 0%.

By evening - rejection mail, one line long and character-lacking.

Even the subject line reads like a breakup text.

Scene 3: The VP Who Once Laid Him Off

You know things are bad when even the VP who laid you off suddenly wants to "help your career."

"Oh wow, that's amazing!" she messages. "I'll connect you to the right people."

Translation: I will absolutely not connect you to anyone, but I do want karma points on LinkedIn.

Three weeks later, only silence. Even Gmail stops showing her thread - like it, too, has given up hope.

The Great Disappearing Act

Let's talk about this new trend: people who cheer for your dreams like it's a festival... and then disappear like a magician.

Why does everyone sound so helpful, so enthusiastic, so heartwarmingly invested - until the exact moment you need them to actually do something?

Is it guilt? Politeness?

Some kind of HR coping mechanism?

Or maybe there's a secret course titled:

"How to Sound Extremely Supportive While Doing Absolutely Nothing."

I Because let's be honest - being helpful feels good.

Being actually helpful takes effort.

The Real Question

In today's hiring world -

where every recruiter says "We'll circle back,"

every interviewer says "I'll escalate your profile,"

every buddy says "You're definitely getting it,"

and every leader says "I'll introduce you to someone"...

How do you tell who really wants to help,

and who just wants to sound helpful?

The modern job hunt isn't a pipeline anymore.

It's a psychological thriller - where everyone plays nice until disappearing in Act Three.

Maybe the only thing missing from every job offer today.

is a line that says:

"Therapy benefits start from your first interview." more

Career development

 1d

Most job seekers don't survive the first filter on Linkedin- Report - Businessday NG


LinkedIn now serves as the first screening layer for employers, with 97 percent of HR recruiters using the platform to source talent, according to Sociallyin , a US-based social media agency, also noting that most job seekers don't survive the first filter on Linkedin.

Currently, Linkedin has about 52 million users of the platform from the Middle East and Africa alone, making the statistics... significant. Candidates risk being overlooked if their profiles lack essential skills, keywords or recent activity, making visibility a critical job-hunting skill.

"LinkedIn is increasingly determining which candidates get noticed, and most jobseekers are failing to clear its earliest screening layer", according to Keith Kakadia, marketing strategist and CEO of Sociallyin.

"People severely underestimate how strict the first filter is," she said. "If your profile is empty, outdated or passive, recruiters simply do not see you. Visibility is now a skill, not an added bonus."

For many employers, the platform has replaced the traditional CV as the first point of assessment, meaning a candidate may be dismissed long before their résumé is opened if their profile lacks essential skills, keywords or recent engagement.

Read also: Why Nigerian professors, lecturers need a strong Linkedin profile

"With competition routinely surpassing 100 applicants per vacancy, even small missteps, such as missing skills, outdated profiles or a lack of activity, can remove a candidate from a recruiter's search results entirely", she explained.

This comes as the labour market tightens for the next graduating cohort. Hiring growth for 2026 is forecast at just 1.6 per cent, while 60 per cent of employers plan to maintain flat recruitment next year. The rise of skills-based hiring is also shifting expectations: nearly 70 per cent of employers now prioritise demonstrable skills over academic grades.

Where jobseekers are going wrong

Many users still overlook the importance of listing core competencies and industry-specific terminology, a gap that can render their profiles virtually invisible in recruiter searches. Without the right skills and keywords, candidates simply fail to appear in the platforms' filtering systems.

A lack of recent activity also undermines visibility. Inactive profiles tend to rank lower, as minimal posting, commenting or engagement signals stagnation and suggests that a candidate may not be actively involved in their field.

Weak or generic headlines present a further challenge. Vague phrases such as "Open to Work" do little to support discoverability, as recruiters typically search for specific skills and specialisms rather than broad status updates.

Many job seekers still treat LinkedIn as a static CV, uploading a résumé and leaving the rest of the profile sparse. However, recruiters increasingly expect evidence of capability, including projects, links, measurable achievements and recognised certifications, to substantiate the information on a candidate's résumé.

Read also: Nine ways to build credibility on linkedin fast

Also, profiles lacking a human touch often fall flat. Without a photograph, summary or a sense of personality, a profile can appear incomplete and uninviting, prompting recruiters to favour candidates who present themselves as authentic, engaged and professionally present.

"The biggest shift is that recruiters are no longer focused solely on qualifications," Kakadia added. "They want proof that you are active in your field. Even one thoughtful post a week can dramatically change how you appear in search. In a crowded market, the visible candidates are the ones who get hired."

Read also: Nigeria's workforce faces a digital reality check as global remote jobs surge

Recruitment remains LinkedIn's core mission

Despite its evolution into a content and marketing platform, recruitment is still LinkedIn's core mission. The site currently lists more than 14 million open roles, and 97 per cent of HR professionals use it for talent acquisition. It remains the top global source of quality hires, eclipsing job boards and even employee referrals.

Though many postings now display only "over 100 applicants", LinkedIn notes that this figure includes incomplete submissions, meaning genuine competition may be lower.

The platform's most in-demand skills reflect a fast-shifting workplace. Adaptability, research, communication, analytics, leadership and project management top the list, with adaptability surging in relevance as artificial intelligence reshapes job requirements. more

Career development

 1d

Harnessing Online Platforms for Career Advancement Opportunities


Online platforms have revolutionised how people hunt for jobs and their careers.

Say goodbye to flipping through newspaper listings or hitting every door in your neighbourhood. You can now apply to hundreds of jobs without lifting a finger. And guess what?

Online platforms grant you access to openings you'd otherwise never stumble upon.

The majority of people use these platforms all wrong. They... set up a profile, upload a resume, and wait for a miracle to happen. These tactics simply don't work anymore.

The employment market has undergone a radical change in recent years.

According to recent data, as much as 90% of job seekers use LinkedIn in their job search. That's a whopping number. If you aren't utilising online platforms for your career advancement, you're already at a disadvantage.

Think about it...

When employers want to fill their vacancies, their first instinct is to turn to digital platforms. Whether you want to explore current openings in Tucson -- like those at Afni Careers -- or you are in the market for remote positions all over the country, online job boards make it all possible.

And here's the kicker...

Platforms help you find jobs, but they also help employers find you. A well-optimised profile can entice recruiters to your inbox without even trying.

Not all online platforms are created equal. Some are more useful for specific industries than others. Understanding which platforms to prioritise can save you months of frustration and wasted efforts.

Every single platform type serves a different purpose in your job hunting journey.

Job boards cast a wide net and encompass thousands of positions. As a result, they are excellent for surveying what's available in your niche.

Professional networks operate in a slightly different manner. They are more about building relationships and showing off your expertise. The platforms help you get access to the hidden job market.

Company career pages let you go straight to the source. Many employers prefer to fill their positions through their own portals and only post them elsewhere later on.

Here's where most job seekers go wrong...

They create profiles and simply abandon them there. Your online presence should be nurtured and regularly updated to perform optimally.

Statistics show that 77% of job seekers use social media sites to research potential employers. Guess what? Employers do the same to their prospective employees. They're doing some research on you.

As a result, everything online is of importance. Your LinkedIn posts, your public social media profiles and even comments you drop on industry articles.

The goal here is simple.

Ensure that whatever employers find about you online, reinforces your professional image.

The competition on online platforms is fierce. Hundreds of applicants apply for the same positions. How do you make sure your application makes the right impression?

Here's how to pull it off...

Generic applications end up in the bin. Tailor your resume and cover letter for each position. Copy-paste the exact language from the job posting.

This tells employers that you've read and understand what they are looking for.

Connections are far more important than most people are willing to realise.

Don't add contacts and then forget about them. Interact with their content. Send them thoughtful messages. Offer value before asking for anything.

When it's time for opportunities to be doled out, your network becomes your biggest ally.

Words on a profile get you only so far. Find ways to demonstrate your skills.

Applied for a position that's a match made in heaven? Don't just sit there and wait.

Send a follow-up message after a reasonable period. Connect with people at the company on professional networks. Be interested without being overly pushy.

That extra mile separates serious candidates from the crowd.

Job hunting online is straightforward in theory. But people make life infinitely more difficult without even realising.

Keep an eye out for these errors:

Each of these mistakes lessens your chances of success. The good news is that they're all easy to correct once you become aware of them.

The modern platforms come with a suite of features that can supercharge your job search.

Set up job alerts for your target positions. This will make sure you're one of the first applicants when fresh opportunities crop up.

Use the built-in analytics that many platforms offer. They reveal how many people have viewed your profile and which parts capture the most attention.

Don't overlook mobile apps, either.

Many employers expect swift responses. Having apps installed on your phone will let you respond at the drop of a hat when opportunities crop up.

Online platforms have levelled the playing field for job seekers all around the world. These tools connect you with opportunities that would have been impossible to even dream about just a decade ago.

But merely existing on these platforms isn't enough.

Success entails:

The job hunters who master these platforms gain a massive advantage over the rest. They land better positions at a faster clip. They build connections that benefit them for years.

The bottom line:

Your next career opportunity is out there, most probably on an online platform. The question is whether you'll be willing to do the work to find it.

Start with one platform. Optimise it to the brim. Then move on to the next. This laser-focused approach produces better results than spreading yourself thin across a dozen sites.

The tools are at your disposal. The opportunities are there. It's now time to use them. more