Career development

Richard Sabol

18h

I work as a gardener and groundskeeper worker at an apartment complex. I take care of the landscaping, order new plants and keep the flower beds looking nice. After this winter two of our four Japanese plum trees died because of the cold. I covered and protected them the same way I always do. So I don't think it was my fault.
Now the management wants me to pay for the two trees. Replacing them... would cost almost my salary. What can I do to protect myself and avoid paying for something that wasn't my fault? I like my job and don't want to lose it.

more

Juli Whitten
2h
If the management insists you reimburse them for the trees, you have two choices: stay and take the loss or leave tha Job. There are other jobs... opportunities. I know it feels like your life is unraveling, but you are talented and your skills will always be in demand. You may take an initial financial loss; but I believe that you will land on your feet, no matter your choice! more
OYELEKE AYODEJI
6h
As a professional Horticulturist, you are not entitled to pay for something that is caused by natural disaster. However, you can recommend for them... plants that can survive the temperature in the region be it hot or cold. If it was caused due to mismanagement, they have a point but not when the weather changed abruptly and led to the death of a plant. This should be reviewed in your contract very well, also you are supposed to understand the terms on your contract and what is within your KPI.
Thank you more
2

Career development

4h

In Conversation | Chloe Scott on Her Journey in Wealth

By submitting this form, I agree for Core-Asset Consulting to store my data on their database so I can be contacted about job opportunities, Diversity & Inclusion surveys, and other relevant business updates.

You can withdraw your consent at any time. Click here for our detailed privacy statement.

In this edition of our In Conversation series, we speak with Chloe Scott, Associate Consultant... within our Wealth team. With a focus on building genuine alignment between individuals and opportunities, Chloe reflects on sector insights, what defines a successful placement, and the rewarding impact of supporting long-term career development.

What drew you to recruitment, and how did you end up at Core-Asset?

I studied English at university and was keen to build on my communication skills in a role that combined both administrative and people-facing responsibilities. Recruitment felt like a natural fit, allowing me to use those strengths while also developing a broader skillset.

I was actually approached by Ellen on LinkedIn, and the way she described the team and the role aligned perfectly with what I was looking for. Since joining Core-Asset, it's been incredibly rewarding to progress to Associate Consultant and to work closely with Ellen on the wealth desk.

Tell us about your progression since joining the team?

Since joining the team, I've had exposure to a variety of areas across the business, which has been a great foundation for my progression.

I initially worked on the Verify side, carrying out onboarding checks, before transitioning into the CAS team, where I managed onboarding and pre-employment processes for candidates, alongside supporting reception and wider team administration. Both roles really strengthened my attention to detail, as well as my ability to build candidate and client relationships.

At the start of this year, I was promoted to Associate Consultant and took on more responsibility on the recruitment side. The experience I gained in my previous roles has been hugely transferable, from guiding candidates through onboarding to understanding the importance of CV accuracy and confidently handling more challenging conversations.

What do you enjoy most about working in the wealth sector?

What I enjoy most about working in the wealth sector is how interesting it is to see the different career routes and opportunities available within wealth management. It's a space where there's a clear focus on long-term progression, which often leads to more considered and thoughtful conversations with candidates, particularly those earlier in their careers. It's particularly rewarding to be able to match individuals with opportunities that genuinely align with their long-term goals and support their professional growth.

I also really enjoy working closely with Ellen and learning from her expertise in the sector.

Are there any trends you're seeing across the roles you work on?

At the moment, it's a very busy market, which is great to see. There's strong demand across the wealth sector at all levels, from entry-level roles through to more experienced hires.

It reflects the continued growth of the industry and makes it an exciting time to be working in this space.

How would you define a successful placement?

I'd define a successful placement as one where there is clear alignment between the candidate and the client, not just in skills and experience, but also in long-term goals and cultural fit. It's about taking the time to really understand what a candidate is looking for in their career and ensuring the opportunity aligns with that, while also reflecting the attitude, values and qualities that the client prioritises.

Ultimately, a successful placement is one that sets both sides up for long-term success, where the candidate can grow, and the client gains someone who will make a meaningful and lasting contribution to their team.

Can you share a particular role or placement you are proud of?

One placement that has always stood out to me is my very first one. I recently caught up with the individual, and it was really rewarding to hear how much they're enjoying the role and how well it's worked out for them. It really reinforced the impact a well-aligned placement can have.

More broadly, I'm particularly proud of placements where candidates move into opportunities that genuinely allow them to develop and flourish over the long term. Seeing that progression and knowing you've played a small part in supporting someone's career journey, is incredibly rewarding. more

Career development

5h

Faces of HR: Sheila Bala on the 3 things that make rewards a true differentiator for talent

She explains why effective rewards must differentiate employers, reflect what employees truly value, and stay aligned with business strategy and what this means for attracting talent in a competitive market.

Meet Sheila Bala (pictured above), Head of Talent Acquisition Malaysia at Standard Chartered Bank.

Armed with experience across global organisations including HSBC and Shell, she brings deep... expertise in talent advisory, driving operational efficiencies, and future-ready workforce strategies. She is also known for championing a skills-first agenda, using AI and data to bridge the gap between education and industry, while supporting leadership development and career inclusivity.

Her entry into HR was not planned. She began her career in hospitality before moving into marketing within the education sector. Her first real exposure to HR came when she took on employer branding and graduate recruitment responsibilities for Shell Malaysia. That experience became a turning point, leading her into a long-term career in talent acquisition, where she has remained focused on the intersection of business strategy and human impact.

Over time, she has seen talent acquisition evolve from a functional hiring role into a more strategic business function. From her perspective, effective rewards and employee value propositions now go beyond pay and benefits to include flexibility, wellbeing, career development, and purpose.

As organisations rethink how they compete for talent, Sheila believes total rewards must be viewed as part of a broader talent and business strategy. As she prepares for her session at Total Rewards Asia Summit 2026, Malaysia, she tells Mary Ann Bundukin that she hopes attendees will rethink rewards not as a standalone HR topic, but as a key driver of attraction, engagement, and retention in a competitive market.

Read Sheila's full interview below:

Q What first drew you to HR, and what keeps you passionate about it today?

My entry into the field of human resources was entirely serendipitous. Initially, I embarked on my professional path within the hospitality sector, before transitioning to marketing at an educational institution in Malaysia. The turning point came when I undertook marketing and employer branding responsibilities for Shell Malaysia's graduate programme. That experience marked my first real step into HR, and from that moment, I have never looked back.

What continues to sustain me in my role within HR is the unique opportunity to operate at the crossroads of business strategy and human impact. I have always been intrigued by how organisations achieve success through their people -- not merely by relying on structures, processes, or financial results, but through the calibre of talent that is attracted, nurtured, and retained.

My passion for HR, especially in the realm of talent acquisition, is driven by the field's evolution into a far more strategic function. It is no longer concerned solely with filling vacancies; it is about shaping the workforce of the future, understanding what matters most to talent, and enabling organisations to remain competitive in a rapidly changing landscape. This dual focus -- commercial and profoundly human -- makes the work both energising and rewarding.

Q From a talent acquisition perspective, what makes a rewards strategy truly effective in helping organisations stand out in a competitive hiring market?

A rewards strategy becomes truly effective when it goes beyond pay and reflects the full employee value proposition. In today's market, candidates are looking at the whole experience -- fair and transparent compensation, meaningful benefits, flexibility, wellbeing, career development, and a sense of purpose. Current total rewards thinking increasingly emphasises a more holistic and personalised model, especially as employees expect rewards to integrate wellbeing, flexibility, and career progression.

From a talent acquisition lens, the best rewards strategies do three things:

* Differentiate the organisation clearly -- they answer why a strong candidate should choose you over another employer.

* Reflect what employees genuinely value -- not what employers assume they value.

* Align with the business and culture -- because rewards are most powerful when they reinforce the behaviours and outcomes the organisation wants to drive.

A strong rewards strategy helps attract talent, but an effective one also builds trust. Candidates can tell when the offer is thoughtful, relevant, and designed around real workforce needs rather than market benchmarking alone.

That is increasingly important in a market where rewards are becoming a strategic lever, not just a support mechanism.

Q What is one common misconception about total rewards that you'd like to challenge?

One common misconception is that total rewards is simply about salary and benefits. While many people believe total rewards are limited to salary and benefits, the reality is that the concept is far more comprehensive. Total rewards encompass the overall value an employee experiences from being part of an organisation, which includes not only pay and benefits, but also recognition, wellbeing, flexibility, and opportunities for development.

Current frameworks and industry discussions increasingly define total rewards in this more holistic manner, reflecting the wider range of factors that contribute to employee satisfaction and engagement. It is important to challenge the misconception that total rewards are solely about pay, as this limited perspective might cause organisations to overlook the elements that truly drive attraction and retention.

Employees increasingly expect to feel valued in a holistic way. This means they seek not just fair compensation, but also opportunities for growth, flexibility in how and where they work, and reassurance that their employer recognises the various life stages and priorities that shape individuals throughout their careers.

Organisations that understand and respond to these broader needs are more likely to create a stronger and more sustainable talent proposition. By personalising rewards to account for multigenerational needs, organisations can better support employees whether they are just starting out or are well established within the organisation, acknowledging the different stages of life and career progression.

Q Please tell us a fun fact about yourself that people may not know.

Outside of work, I enjoy expressing my creativity and unwinding through two main passions. Firstly, I am a self-described "wannabe" drummer, and you'll often find me tapping out rhythms and challenging myself to master new drum patterns. Secondly, I love getting lost in the pages of a gripping crime thriller.

For me, both music and stories offer a wonderfully restorative escape from the demands of the working day. Whether I'm quietly exploring a new novel or perfecting a complex rhythm, these activities provide a welcome balance of creativity and contemplation in my life beyond the office.

Q As a speaker at #TotalRewardsMY, what do you hope attendees will take away from your session?

I hope attendees leave with the perspective that total rewards is not just a compensation discussion -- it is a talent and business strategy discussion. In a competitive market, organisations cannot rely on traditional approaches alone. Rewards need to be more intentional, more human-centred, and more closely linked to what talent values.

Across current industry conversations, that means balancing competitiveness with equity, personalisation with simplicity, and employee needs with business sustainability. If attendees walk away thinking more broadly about how rewards can strengthen attraction, engagement, and retention -- and how to turn rewards into a real differentiator in their talent strategy -- then I would consider that a meaningful outcome.

I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Mary Ann Bundukin. We look forward to welcoming you!

I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you'll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now! more

Career development

7h

SmartPA Administration Assistant And PA Job | Nasi Ispani

The SmartPA Administration Assistant and PA Job offers South Africans an opportunity to work remotely for a growing international company. SmartPA is currently hiring a full-time Business Support Executive to provide administrative and personal assistant support to clients across various industries.

This permanent remote position offers a salary ranging from R200,000 to R450,000 per year, along... with additional benefits and career development opportunities.

About the SmartPA Administration Assistant and PA Job

SmartPA is a global administrative support company that helps businesses improve efficiency through professional PA and administrative services. The company works with clients in industries such as technology, automotive, retail, and legal services.

As a Business Support Executive, you will become part of SmartPA's Centre of Excellence. This client-facing team delivers tailored support solutions while maintaining high service standards.

The role is fully remote, allowing successful candidates to work from anywhere in South Africa.

Key Responsibilities of the SmartPA Administration Assistant and PA Job

Successful candidates will provide a wide range of administrative and personal assistant services.

Administrative Support Duties

You will be responsible for:

* Managing diaries and calendars

* Scheduling appointments and meetings

* Handling email correspondence

* Preparing and formatting documents

* Editing business documents

* Managing data entry tasks

* Producing reports and business updates

Client Support Responsibilities

The role also involves:

* Supporting multiple stakeholders

* Delivering customised client solutions

* Building strong professional relationships

* Acting as a trusted business support partner

* Ensuring excellent service delivery

Process Improvement and Innovation

SmartPA encourages employees to identify opportunities for improvement.

Key duties include:

* Recommending process enhancements

* Streamlining workflows

* Supporting automation initiatives

* Implementing best practices

* Contributing innovative ideas

Skills and Requirements

SmartPA is seeking motivated individuals who can thrive in a fast-paced environment.

Essential Requirements

Applicants should have:

* Strong Microsoft Office skills

* Advanced knowledge of Outlook, Word, and Excel

* Administrative support experience

* Project delivery experience

* Excellent organisational skills

* Strong time management abilities

* The ability to manage multiple priorities

* Excellent communication skills

Desirable Qualifications and Experience

The following experience will be advantageous:

* CRM platform knowledge

* Booking system experience

* Office management experience

* Account management experience

* Diary management experience

* Document formatting expertise

* Data handling and reporting experience

Working Hours and Employment Details

Before applying, candidates should understand the working schedule.

Employment Type:

* Permanent position

* Full-time employment

* 37.5 hours per week

Working Hours:

* Monday to Friday

* UK business hours

* 9:00 am to 5:30 pm (UK time)

Since the role supports international clients, employees must be comfortable working according to UK schedules.

Salary and Benefits

The SmartPA Administration Assistant and PA Job offers a competitive remuneration package.

Salary

Successful applicants can expect:

* Annual salary between R200,000 and R450,000

The final salary will depend on experience, skills, and qualifications.

Employee Benefits

SmartPA provides several attractive benefits, including:

* Competitive salary packages

* Annual performance bonuses

* Flexitime initiative

* 33 days of annual leave

* Departmental incentives

* Employee Assistance Programme

* Professional growth opportunities

The company's flexitime programme allows employees to work when they are most productive while maintaining core working hours.

Why Work for SmartPA?

SmartPA promotes a modern and innovative workplace culture. The company focuses on delivering technology-enabled administrative support while maintaining a strong human-centred approach.

Employees benefit from:

* Remote work flexibility

* Exposure to international clients

* Collaborative team environments

* Career development opportunities

* Continuous learning experiences

* A supportive company culture

The organisation values creativity, adaptability, and problem-solving skills.

Who Should Apply?

This opportunity may suit individuals who:

* Enjoy administrative work

* Have strong organisational abilities

* Work well independently

* Are comfortable in remote environments

* Can manage competing priorities

* Enjoy supporting business operations

* Want exposure to international clients

Candidates who are proactive and solutions-focused are likely to succeed in this position.

How to Apply

Interested candidates can submit their application through SmartPA's online recruitment portal.

Applicants should ensure their CV highlights:

* Administrative experience

* PA experience

* Microsoft Office proficiency

* Time management skills

* Client service experience

* Project coordination abilities

Early applications are recommended as positions may be filled once suitable candidates are identified.

Apply Here.

Frequently Asked Questions (FAQs)

The SmartPA Administration Assistant and PA Job presents an excellent opportunity for South Africans seeking remote employment with an international organisation. With competitive pay, flexible working arrangements, and opportunities for professional growth, this role is ideal for experienced administrative professionals who enjoy delivering high-quality support and building strong client relationships. more

Career development

9h

5 Best Machine Learning Bootcamps in 2026

Companies can't hire ML professionals fast enough right now. Seriously -- demand is outpacing supply by a mile. Businesses are throwing AI and automation at everything, which means they need people who can actually build and deploy these systems.

The World Economic Forum says "AI and Machine Learning Specialists" are the fastest-growing job category globally. Money-wise, it's one of the best bets... in tech. ML engineers in the US pull in around $160-180k base salary in 2026 -- more than double the national average. Top-tier engineers and researchers? They're clearing $300-400k+ once you factor in bonuses and stock.

Here's the catch: breaking into the field isn't easy. Employers want more than a CS degree. They want portfolios packed with real projects, people who understand production constraints, folks who can talk to business teams without making everyone's eyes glaze over. A lot of CS grads and online course completers hit a wall right here -- they've got the knowledge but can't package it in a way that makes hiring managers notice.

That's where ML bootcamps shine. These intensive programs exist for one reason: take someone with little to no practical experience and turn them into a hirable candidate in a few months. Real projects. Current skills. A story that makes sense to American employers.

How We Picked Best ML Bootcamps

The AI education market has blown up lately. Everyone's promising you a six-figure job. But Reddit tells a different story -- plenty of people dropping $10-15k only to end up with a nice-looking certificate and no job offers.

We used six criteria to find the actual best programs:

* Curriculum quality - Does the course match what employers actually need? Real projects and current tech stacks score higher.

* Student outcomes - Job placement rates, LinkedIn success stories, how many graduates actually land that first Junior/Entry role or successfully switch careers.

* Cost and financing - Price matters, but so does accessibility. Installment plans, scholarships, income share agreements, veteran or immigrant grants.

* Instructor experience - Have they worked on real ML/AI teams? Built production systems? Worked on significant projects or research?

* Career support - The bootcamp should help you market yourself: résumé work, LinkedIn optimization, mock interviews, job search help, employer connections.

* Reviews and community - Course Report, SwitchUp, Trustpilot reviews, plus Reddit threads, Slack/Discord groups, and what alumni actually say.

The Top 5 Machine Learning Bootcamps for 2026

1. TripleTen - Strong Foundation for Beginners

TripleTen runs a 9-month part-time online ML bootcamp (20 hours weekly). Pay upfront and it's $8,505, or $10,913 with installments.

What You'll Learn

You start with Python, statistics, SQL, and data visualization. Then move into core ML algorithms. Finally, you hit neural networks, computer vision, NLP, generative AI, API development, cloud deployment, and MLOps. The capstone project tackles real business problems, giving you portfolio pieces that American employers actually care about.

How It Works

Training happens online with flexible scheduling -- perfect if you're working or switching careers. The program uses "sprints" -- every week or two, you focus on a specific topic plus a project. This builds real skills incrementally instead of drowning you in theory.

You get mentor support: experienced instructors, daily office hours, webinars. Feels like working with an actual team.

Career Help

82% of TripleTen grads land technical jobs within 6 months. They offer a job guarantee: if you don't get hired within 10 months (while meeting program requirements), you get your money back. Full career services included -- résumé help, interview prep, post-grad support, portfolio assistance.

Best for beginners without IT/STEM backgrounds and career switchers who want to break into ML.

2. NYC Data Science Academy - Technical Depth for Analysts

This intensive bootcamp targets people with analytical backgrounds who want to level up fast. Two formats: 12 weeks full-time or 24 weeks part-time. Study on campus in NYC or online. Full tuition is $17,600, with installments and scholarships available.

How It Works

Group training with a fixed schedule creates a fast pace, constant feedback, and some healthy competition. You'll need 60-100 hours of prep work before starting so everyone enters at the same baseline.

Heavy emphasis on hands-on practice and teamwork. The learning process simulates working on a real data team. No formal job guarantee, but the program focuses hard on preparing you for actual openings.

Grads build strong technical foundations suitable for junior and mid-level roles in data science and analytics. The curriculum emphasizes tools companies actually use, including the big data stack.

What Makes It Different

High technical bar and serious depth -- not a "start from zero" course. Cohort-based instead of self-paced. You move in a strict rhythm like you would on the job. Big Data in the curriculum, which is rare for ML bootcamps. Direct connection to NYC, one of the world's major data markets.

Best for people with experience in analytics, Excel, statistics, or programming who can handle a heavy workload and want deep technical training fast.

3. Caltech CTME - Academic Rigor Meets Real-World Practice

Caltech's CTME program blends the academic depth of a top-tier university with practical, industry-focused training. Not for beginners -- it's designed for people with technical or analytical foundations who want to develop skills for more advanced AI roles. Cost is around $8,000.

Curriculum

Six months covering statistics, programming basics, ML methods, neural networks, image and text processing, modern deep learning architectures, and generative AI elements. Includes lab work, case studies, and several projects applying methods to real examples.

What Sets It Apart

Academic connection. Instructors and experts from Caltech give the program more theoretical depth than most commercial bootcamps. Projects mirror industry tasks: text analysis, computer vision, recommendation models.

You get a Caltech CTME certificate, which carries weight from one of the world's most respected tech universities. Online format with live sessions and flexible scheduling works for working professionals.

More emphasis on theory than "quick" programs. You'll understand principles, not just apply tools.

Best for people who already know programming and statistics basics and want serious, academically rigorous AI and ML training. Especially useful if you want practical skills plus fundamental understanding of AI methods.

4. Flatiron School - Career Support Powerhouse

Flatiron School focuses on education plus long-term career support. They've built a community of 20,000+ graduates working at leading tech companies worldwide, giving students access to referrals, networking, and continued support after graduation. Fixed tuition of $16,900, with installments, scholarships, and partner financing.

How It Works

Two main formats: 15 weeks full-time for people who can commit fully, or up to 60 weeks flexible in part-time or self-paced mode. Available online and on campus in several US cities. The program adapts to different learning speeds and life situations.

Tuition includes full career services: personal career coach, résumé and LinkedIn help, interview prep, and post-grad support.

Best for people who want a strong career boost with coaching, an alumni network, and ongoing support. Good choice if you value flexible format, job search help, and a powerful professional community after you finish.

5. 4Geeks Academy - Modern, Flexible, Results-Focused

4Geeks Academy offers an online (optionally on-campus) Data Science and ML bootcamp heavy on practice, AI tools, and career readiness. 16 weeks part-time, or a pre-work plus core program model. Tuition runs up to $13,499. Groups max out at 12 students for better quality. Individual mentoring and lifetime support included.

How It Works

The school uses Ribobot, their AI assistant that analyzes your code, catches errors, and gives personalized feedback while you work. Fills gaps between mentor sessions and speeds up learning.

Job placement support through partner networks, career mentoring, and post-grad help. The school reports 84% of grads find jobs within 6 months. You build real projects: data collection to model deployment. Looks strong on résumés and in portfolios.

Best for people who want to enter data science/ML without a strong background but with willingness to learn, work on projects, and build real solutions. Good option for a modern, practical program with flexible format and strong early-career support.

ML Bootcamps Comparison

Which One Should You Pick?

Starting from scratch? TripleTen gives you the safest entry with guaranteed support and job placement. Built from basics to production-level skills, perfect for career switching.

Already have analytical/technical skills? Consider NYC Data Science Academy (Big Data focus, intense cohort format) or Caltech CTME if you want academic rigor and a strong university name.

Career development is your priority? Look at Flatiron School -- they have one of the best career support systems and a massive alumni community.

Want flexibility with modern tech? 4Geeks Academy offers AI-powered support without overwhelming entry barriers. Great for entering ML through hands-on projects and personalized mentoring. more

Career development

10h

I ran my résumé through ChatGPT -- these 5 prompts exposed mistakes I kept missing

AI helped me refine my résumé and stand out in a crowded job market

Getting your résumé noticed in today's job market is a gauntlet. Between navigating automated Applicant Tracking Systems (ATS) and catching a hiring manager's eye in under six seconds, a generic CV just won't cut it anymore.

While Google autocomplete trends prove that millions of people are turning to AI for career help, generic... prompts like "write me a resume" usually lead to generic and ineffective results. Ironically, when you're desperate to land your next role, spending time perfecting your résumé and applying to jobs can feel like a full time job.

After hours of testing and tweaking, I've refined a toolkit of specific, highly effective prompts that go beyond the basics. Whether you are aiming to beat the bots, punch up your bullet points or tailor your experience to a dream role, here are 5 ChatGPT prompts I actually use to make a résumé stand out.

TL;RD hot tips for your résumé

* Never copy-paste blindly: ChatGPT is a brilliant first-draft partner, but always review the output to ensure it accurately reflects your actual experience. Don't let it invent skills or experience you didn't actually achieve.

* Keep your formatting clean: Once ChatGPT gives you the text, paste it into a clean, text-based template (like Google Docs or Word). Avoid heavy graphics or multi-column layouts, which confuse ATS scanners.

* Feed it context: The more specific details you give the AI about your industry and background, the less generic your results will be.

1. Ensure a real human sees your résumé

The prompt: "Act as an expert recruiter. Here is the job description [Insert Job Description] and my current resume [Insert Resume]. Analyze both and identify the key skills, hard keywords and core methodologies missing from my resume that are highly emphasized in the job description. Provide a list of these gaps and suggest exactly where and how to integrate them naturally."

As much as we want to get our résumés in front of human, the truth is, 70% of most major companies use Applicant Tracking Systems (ATS) to scan resumes for specific keywords before a human ever sees them. This prompt acts as your preliminary scan, identifying exactly what your résumé is missing compared to the job description.

The goal: Ensure your résumé doesn't get automatically filtered out by recruitment software.

2. Let your experience speak for itself

The prompt: "Review the following bullet points from my résumé. They currently sound too passive or task-oriented. Rewrite them using strong action verbs and a results-driven framework (Focus on: Action + Context + Quantifiable Outcome). If a metric is missing, use brackets like '[insert metric]' to show me exactly where I need to add data or percentages. Here are the bullet points: [Insert Bullet Points]."

Hiring managers don't want a list of your daily tasks, but do want to see the impact of your work. This prompt uses the proven X-Y-Z formula (Accomplished [X], as measured by [Y], by doing [Z]) to transform passive wording into active, results-oriented bullet points.

The goal: Turn boring, task-based descriptions into high-impact, metrics-driven achievements so your résumé takes shape and stands out.

3. Humanize your résumé

The prompt: "Review this résumé section. The tone needs to be professional, confident, and modern, but completely free of artificial intelligence cliches, overused corporate jargon or overly dramatic adjectives (like 'passionate innovator' or 'revolutionized'). Rewrite it to sound natural, direct and human. Here is the text: [Insert Text]."

ChatGPT loves words like "spearheaded," "utilized," "testament" and "synergy." And while you may have written a few of those words yourself, it still could come off as robotic and insincere. Not to mention, recruiters spot these AI-generated buzzwords from a mile away. Use this prompt to clean up your tone and keep it grounded.

The goal: Strip away the obvious "AI flavor" and make your résumé sound like a real, professional human wrote it.

4. Update your experience for a changing market

The prompt: "I am currently a [Your Current Role] trying to transition into a [Target Role]. Review my experience below and translate my transferable skills (like project management, communication, or problem-solving) into the terminology and framing typically expected of a [Target Role]. Highlight the overlap. Here is my experience: [Insert Experience]."

If you are trying to transition into a new field or step up into management, your current résumé might look a bit misaligned. This prompt helps translate your transferable skills into the specific "language" of your target industry. Just be sure to include as much about the role you want (include a job description, if possible).

The goal: Pivot your existing experience to fit a slightly different industry or higher role.

5. Let your résumé act as interview prep

The prompt: "Based on the job description and my tailored résumé provided below, identify the top 3 potential 'weak spots' or missing qualifications an interviewer might challenge me on. Then, provide 3 behavioral interview questions I am highly likely to be asked, and suggest which specific project from my resume I should use to answer them using the STAR method. Job Description: [Insert] Resume: [Insert]."

After reviewing and updating your résumé, you're going to want to look it over so you're prepared when you do get your foot through the door and lock down an interview. This prompt looks at your tailored résumé alongside the job description to predict exactly what the interviewer will grill you on, giving you a massive head start.

This is my favorite prompt because it really helps reduce jitters before an interview.

The goal: Turn your newly updated résumé into an active study guide for the actual interview.

A great résumé gets you through the door, but you still have to back it up in person. This prompt looks at your tailored résumé alongside the job description to predict exactly what the interviewer will grill you on, giving you a massive head start.

Bottom line

Ultimately, running my résumé through ChatGPT was a reality check. Keep in mind that you don't want AI to rewrite your résumé word-for-word, but rather to act as a starting point. Rather than creating a perfect resume from scratch, ChatGPT takes what you've given it and takes a pass to help you confront your blind spots, avoid passive wording and to support your search by adding important keywords.

Remember, iff you treat AI not as a ghostwriter, but as a brutally honest editor, you can turn a generic CV into an interview magnet. Give it a try and let me know your thoughts in the comments.

Follow Tom's Guide on Google News and add us as a preferred source to get our up-to-date news, analysis, and reviews in your feeds. Subscribe to Tom's Guide on YouTube and follow us on TikTok. Finally, you can visit our dedicated Tom's Guide Savings Squad hub for expert help on getting the best products for less. more

Career development

11h

QuickCheck: Are scammers impersonating an airline to steal 'processing fees' from job seekers?

JOB hunting is stressful enough without having to worry about whether the company you are applying to is even real.

A claim has been circulating about a website that looks remarkably similar to the careers portal of a major Malaysian airline, asking applicants to pay a fee before their application can proceed.

Is this scam website really impersonating the airline to charge job seekers processing... fees?

Verdict:

TRUE

AirAsia has confirmed that a fraudulent website impersonating its official careers portal is currently targeting job applicants.

The fake website, found at airasiaexpress.com, mimics AirAsia's official careers page to collect personal information from applicants and demands payment of "processing fees" to proceed with a fake hiring process.

"Job seekers are advised that AirAsia's official careers portal is exclusively located at careers.airasia.com and the company never charges processing fees for job applications," said AirAsia in a statement released on Thursday (June 18).

"Applicants are advised not to share personal details or payment information with unauthorised websites."

AirAsia said it continues to monitor such fraudulent activities and encouraged the public to verify all recruitment information through official channels. more

Career development

13h

7 Best Executive Assistant Recruiters for High-Growth Founders Scaling Fast

A last-minute contract error gets caught; an unfinished pitch deck goes out at midnight. In both stories, the assistant makes the difference.

Hire well and you reclaim about 10-20 hours a week for product, fundraising, and strategy. Hire poorly and chaos follows. Yet, according to Robert Half, 94 percent of administrative leaders say finding skilled talent is challenging, and 60 percent expect to... rely on contractors just to keep up.

This guide fixes that bottleneck. Below, meet seven recruiters who consistently place board-room-ready EAs with venture-backed teams.

Why They Rank: Methodology and Criteria

This ranking is designed to provide readers with an objective overview rather than serve as a platform for paid placements.

More than twenty staffing firms specializing in executive assistant recruitment were evaluated. The assessment included a review of client testimonials, publicly available salary data, Clutch and Glassdoor reviews, and agency case studies. Feedback from founders who had engaged these services was also considered to better understand strengths, outcomes, and areas where expectations were not fully met.

Based on this research, a scoring framework was developed around five key factors that are particularly important for high-growth companies:

* Specialization and proven experience working with venture-backed leaders

* Average time required to hire a fully vetted executive assistant

* Depth of candidate screening, including skills assessments, psychometric evaluations, and reference checks

* Length of placement guarantees and documented retention beyond the first year

* Geographic reach and ability to support remote hiring needs

Each recruiter received a weighted score across these categories. The seven firms featured in this ranking stood out for their strong overall performance across multiple dimensions, rather than excelling in only a single area such as speed or cost efficiency.

Why rank them at all? When you are raising a round or closing a customer, you do not have time to scroll alphabetized directories. A clear order helps you focus on the partner that solves your biggest problem, whether that is "find me someone yesterday" or "protect me from another bad cultural fit."

Use the table in the next section as a cheat sheet, and keep these five criteria front of mind when you speak with any recruiter -- whether they appear on our list or not.

Your cheat sheet: compare the top seven in one glance

You know the criteria. Next, see how each recruiter stacks up. Scan the grid, pick the column that answers your need, and you will know who to call first.

*Time to hire reflects typical permanent placements once the search kick-off call is complete.

1. C-Suite Assistants: your white-glove EA matchmaker

Picture a recruiter that lives and breathes executive support, nothing else. That is C-Suite Assistants. For more than twenty years, their team has paired senior leaders with career EAs who operate at board-meeting-level polish; their research on executive asssistants for AI companies also reports that seven in ten business leaders now rank speed as their top competitive strategy, making a high-caliber EA a growth prerequisite rather than a perk.

C-Suite Assistants executive assistant recruiter homepage screenshot

You start with an in-depth discovery call. They dig into your work style, decision cadence, and the personalities already on your leadership team. That context fuels a search through a private network of assistants who have supported Fortune 500 CEOs, venture-backed founders, and family-office principals.

Within three to four weeks you receive a shortlist of two or three contenders, each pre-vetted for discretion, anticipatory thinking, and the tech stack you use daily. Placement fees run about twenty-five percent of first-year compensation, and every hire carries a 90-day replacement guarantee, a safety net seldom needed because retention rates stay well above industry norms.

Where C-Suite shines is cultural chemistry. Founders told us the agency acted more like an executive coach than a vendor, guiding them on how to delegate, set expectations, and avoid the "super-assistant" burnout trap. If you need an EA who can brief investors at 9 a.m. and manage a last-minute flight change at 9 p.m., this is the partner to call.

Best fit: Funded startups and high-visibility CEOs who value poise, confidentiality, and a smooth onboarding experience.

2. Support Shepherd (Somewhere): fast, remote, and budget-friendly

If you run a distributed startup, you need an assistant who is fluent in Slack threads, async hand-offs, and nine-time-zone calendars. Support Shepherd, now rebranding as Somewhere, was built for exactly that world.

Support Shepherd Somewhere remote EA recruiter homepage screenshot

The model is simple. Recruiters based in talent hubs such as the Philippines and Latin America pre-screen thousands of English-fluent professionals, and only the top one percent reach your inbox. You pay nothing up front, interview at no cost, and cut a check only when you sign an offer. Every placement carries a six-month "perfect hire" guarantee; if the match falters, they replace the EA at no charge.

Founders appreciate the economics. Offshore salaries trim payroll by up to 80 percent while preserving overlap with U.S. time zones. That makes it possible to bring on full-time help months -- or funding rounds -- earlier than planned.

Speed is another draw. Because Somewhere keeps a live bench of vetted candidates, the average client sees a shortlist in about ten days. Compare that with the four-to-six-week cycle of a traditional search, and you regain lost time before the next sprint even starts.

Remote readiness is not a buzzword here; it is the entire playbook. Assistants are tested on async judgment, documentation habits, and cloud-tool fluency. That matters now more than ever, with 37.7 percent of businesses adopting virtual assistants for administrative work, according to Market.us.

Where is the catch? Cultural nuances and holiday calendars require a short learning curve. Strong leaders address it by setting expectations early and meeting their EA halfway on communication rituals.

Best fit: Scrappy, globally minded founders who need reliable support yesterday yet still watch every dollar.

3. Tiger Recruitment: enterprise polish with global reach

Growth seldom happens in one postcode. When your calendar hops from New York to Dubai to London, you need an assistant who can keep pace. Tiger Recruitment delivers that reach.

Founded in 2001, Tiger operates hubs in London, New York, Zurich, Dubai, and Dublin. That network feeds a deep bench of multilingual EAs who already understand visa rules, cross-border etiquette, and 3 a.m. board calls. According to the firm, 93 percent of permanent placements clear probation, proof that Tiger filters out "just-okay" résumés before they reach you.

Ethics add another layer of confidence. The firm is a certified B Corp, so its business practices meet verified social and environmental standards.

Expect a four-week search cycle on average. Fees follow the classic contingency or retained model, and placements come with a three-month guarantee. The firm can also provide temporary "Tiger Virtual" assistants if you need cover tomorrow while the permanent search runs.

Best fit: Late-stage startups and multinational teams that want seasoned, multilingual support plus the assurance of working with a values-driven agency.

4. Pocketbook Agency: startup chemistry over cookie-cutter matches

Pocketbook Agency approaches hiring like a relationship matchmaker, not a résumé mill. Recruiters focus on intangibles such as communication style, pace tolerance, and humor before they discuss a candidate's typing speed. SnackNation named the firm the number-one EA search partner in 2026 for this chemistry-first approach.

The process begins with a candid founder interview. You talk through how you give feedback, what "proactive" looks like in your world, and the energy level that works for your team. Pocketbook turns those cues into a narrative it shares with candidates, so you skip the awkward "first date" stage and head straight to real fit.

Turnaround runs two to four weeks, thanks to a network rooted in tech, media, and creative circles. Assistants can shift from investor memos to studio logistics with ease. Fees sit at about twenty-five percent of salary, backed by a ninety-day guarantee. Clients say many hires stay for years because both sides felt understood from day one.

If you believe the soft stuff decides success but lack time to screen for it, Pocketbook is the partner to call.

Best fit: Venture-backed startups, entertainment firms, and culture-driven founders who value personality alignment as much as pedigree.

5. Robert Half (OfficeTeam): speed and scale when you need it now

Sometimes your assistant resigns on Friday and the board deck is due Monday. That is when founders call Robert Half. With hundreds of offices worldwide and an AI-driven matching engine, the firm can place a temporary EA on your screen or in your lobby within one day.

Robert Half OfficeTeam administrative staffing service page screenshot

Robert Half's administrative arm, OfficeTeam, keeps pipelines for every support role from junior admins to senior executive assistants. Because these professionals are already on Robert Half payroll as contractors, onboarding is as quick as a DocuSign. Many founders begin with temp-to-hire, then convert the EA to full-time once chemistry is clear.

Coverage is broad. Whether you work from Austin, Berlin, or a coworking spot in Boise, Robert Half likely has vetted candidates nearby or ready for remote work. The firm also supplies salary guides and market data, so you enter negotiations with real benchmarks instead of guesswork.

The trade-off for that speed is selectivity. You will still interview a few résumés, and quality can vary in such a large funnel. Partner with a senior recruiter and specify "career EA" to avoid junior overflow.

Best fit: Founders who cannot afford a vacancy, such as parental leave, unexpected turnover, or a looming fundraising roadshow, and need dependable coverage in days, not weeks.

6. Belay Solutions: fractional EA firepower on subscription

Hiring an assistant once meant committing to an $80k salary the day you signed seed documents. Belay changed that model. You subscribe to a vetted, U.S.-based executive assistant for the exact hours you need -- ten, twenty, or forty each week -- and adjust as workloads shift.

Belay Solutions virtual executive assistant subscription service screenshot

Onboarding feels like concierge service. A Belay consultant maps the tasks clogging your calendar, then selects an EA who already knows your software stack. Because every assistant is a Belay employee, payroll, taxes, and benefits stay on their books, not yours. You receive one monthly invoice and can delegate immediately.

Founders say the fractional start is the standout feature. You can test senior support for $1,500 to $3,000 per month, well below a full-time salary, then expand hours once the return is clear. Belay's client success managers check in often, smoothing communication and replacing talent quickly if needed.

The limitation? Remote only means no one greets VIPs at the office or packs product kits. If you need in-person errands, consider another option. For calendar defense, inbox triage, and project coordination from a seasoned pro, Belay supplies expert help without a long-term lock-in.

Best fit: Early-stage to mid-market founders who need senior EA judgment for about twenty hours a week and prefer zero HR overhead.

7. Keller Executive Search: headhunting the unicorn EA

Some roles cannot be filled by job ads alone. When you need the assistant who quietly runs a Fortune 100 CEO's life, or a chief-of-staff-level EA ready to join an ambitious startup, you call Keller Executive Search.

Keller treats the EA seat like any C-suite hire. Consultants map the strategic outcomes you expect, then discreetly approach high-performing assistants who are already employed and not scrolling LinkedIn. The result is a candidate slate most agencies will never present.

Rigor defines the process. Every prospect completes psychometric and cognitive assessments plus scenario interviews that simulate real-time crisis management. That depth supports Keller's 210-day replacement guarantee, one of the longest in the market.

Precision requires time and investment. Plan for a 30- to 60-day search cycle and a retained fee structure: one-third up front, one-third at shortlist, and the balance on hire. Founders choose Keller when they view the assistant as a strategic partner worth the premium.

Best fit: CEOs who need a world-class right hand and can wait a few extra weeks for the perfect match.

2026 hiring trends every founder should factor in

The assistant landscape keeps evolving. Three shifts now shape how, when, and where you hire.

Remote work became the norm first. According to Market.us, 37.7 percent of businesses use virtual assistants for administrative tasks, and adoption climbs fastest inside venture-backed tech firms. Remote fluency is no longer a perk; it is the baseline.

Second, AI moved from hype to daily workflow. Top EAs already rely on scheduling bots, GPT-powered draft writers, and automated research digests. The tech does not replace them; it multiplies their output. Smart recruiters now screen for assistants who can prompt, QA, and refine AI results so you never see rough edges.

Finally, the market tightened and prices rose. In San Francisco and New York, six-figure EA salaries are common. Offshore or fractional models surged because they deliver support without payroll shock. Subscription services such as Belay and offshore partners like Somewhere thrive on that math.

What should you do? Decide early if location truly matters, budget for a tech-savvy hire, and move quickly. High-quality assistants often field multiple offers in a single week.

Disclaimer: The rankings and information presented in this article are for informational and editorial purposes only. The ranking does not constitute an endorsement, recommendation, or guarantee of services. Readers are encouraged to conduct their own due diligence before engaging any recruitment firm. more

Career development

13h

The LinkedIn makeovers that actually get people hired | Mint

Summary

Updating your approach to the professional networking platform is crucial whether you're job hunting or not.

Building a strong LinkedIn profile is like hitting the gym or drinking more water. You know you should do it, but forming habits that are right for you isn't easy.

Connection requests on Mondays, kettlebell swings on Tuesdays?

Like health guidelines, online best practices... evolve. For example, the "skills" sections of LinkedIn profiles are becoming more important because recruiters increasingly filter job candidates by things they can do, not titles.

If you haven't hunted for a job in a while, you might be surprised by how integral LinkedIn has become. In the social-media age, it's often the first place that recruiters contact prospects and a key channel for networking and referrals. Many job applications now ask for profile links so hiring managers can check you out.

Myhan had a bare-bones profile until he was laid off from a customer-success role in December. The severance package from his former company included a job coach who advised him to beef up his LinkedIn presence. It paid off, and he joined medical-equipment maker Stago as a corporate partnership executive in April.

Post and post some more: Myhan committed to posting every weekday during his unemployment. Sometimes he'd share his response to a question he'd been asked in a job interview. Other times he'd repost someone else's musings about key performance indicators and add his own take.

The idea was to be visible in users' feeds and give people a sense of his work style. A former co-worker saw one of his posts and told a manager at her new company that Myhan would be a fit for an upcoming opening. The manager messaged Myhan and arranged a video call before the job was posted. He still had to go through an online application portal later, but he had a head start.

Key adjustments: Myhan added 56 skills, including conflict resolution, team building and event planning. He used AI assistant Claude to crib these from the desired skills listed in job postings for the kinds of roles he was targeting.

He also sought recommendations to add to his profile, including one from the former chief executive of the company that laid him off. She wrote that she "was impressed with how he turned around a very upset large strategic account relationship."

Gwen Gutierrez: The Targeted Job Hunter

A lot of people take a spray-and-pray approach to job hunting, using LinkedIn's "easy apply" feature. Gutierrez can count on her fingers the number of jobs she applied to before landing at pet-supply company Chewy in May as a program manager.

Use your network: Gutierrez identified a handful of companies she'd be eager to work for and monitored the openings they posted on LinkedIn. When she saw an opportunity at Chewy, she messaged a former colleague who works there to ask for a referral. Tying the request to a specific role is key, she believes.

"Don't message somebody and say, 'Oh, will you give me a referral and let me know which jobs I should apply for?' " she says. "They're not your agent. As the job seeker, you find the exact job that you want to apply to and ask for a referral for that."

Key adjustments: Gutierrez was aiming for program-management roles similar to ones she'd held in the past, so she stripped unrelated experience from her work history. She had dabbled in art education, but found including that background seemed to confuse LinkedIn's algorithm. It sometimes fed her art-teacher openings she wasn't interested in.

Jeff Conrad: The Experimenter

Conrad spent 18 years at Microsoft, an eternity in the tech sector. A layoff last summer thrust him into the unfamiliar position of using LinkedIn for a job search. With a solid severance package, he could afford to be selective and experiment with profile changes. He joined Boeing as a senior artificial-intelligence project management specialist in May.

Explain your impact: Conrad cold-applied to Boeing -- no referral, no recruiter outreach -- after LinkedIn flagged the position as a potential fit. He paid for LinkedIn's premium service, which gave him insight into who viewed his profile. Seeing that Boeing employees were scoping him out gave Conrad confidence that he was in the running.

By then he had worked to translate his record at Microsoft into plain English, helping profile viewers understand his responsibilities and impact. A lot of companies use titles and jargon that mean little to outsiders, he says, so it is important to simplify terms.

Key adjustments: Conrad also used multiple AI tools to revise, and revise again, the "about" section of his profile. He treated it like his first impression on recruiters and hiring managers, and was determined to get it right.

"Once in a while I would even have a former colleague take a look to get human input," he says.

Then he relied on data to determine what works. After making a change, he'd watch his LinkedIn metrics for a few days. Did his profile views go up or down?

Kavolshaia Howze: Queen of Patience

Even people with well-crafted profiles can have a hard time finding work, especially in struggling industries. Howze, a multimedia news producer, was looking for a full-time role for about three years before joining Verite News New Orleans as a managing editor in June.

Determination pays off: Howze's profile is as much a portfolio as it is a résumé. It features videos she produced and a link to her personal website with additional work samples. A long job search can be discouraging, but she says it is important to maintain a robust profile nevertheless. She got on her new employer's radar through a referral, and her page was ready for its close-up when the time came.

"It definitely gave the hiring manager and my future co-workers a really good glimpse into what I can do," she says.

Key adjustments: Howze watched YouTube videos about how to enhance her profile and paid a consultant for further help with the design. This includes a polished headshot and banner containing her contact info. Notably, she found and screened this person through Upwork. The internet is full of scammers selling bogus LinkedIn-optimization services, so be careful.

Now that she has a new job, Howze hopes LinkedIn can help one more time: She's using it to promote a GoFundMe campaign to cover the cost of relocating to another state. more

Career development

14h

The LinkedIn Makeovers That Actually Get People Hired

Connection requests on Mondays, kettlebell swings on Tuesdays?

Like health guidelines, online best practices evolve. For example, the "skills" sections of LinkedIn profiles are becoming more important because recruiters increasingly filter job candidates by things they can do, not titles.

If you ...

Career development

15h

Mastering English job interviews: A crucial skill for TVET graduates

As the semester comes to an end, most final year students are preparing to leave campus and begin a new chapter in their lives. For many graduates, securing employment begins with one important hurdle: the job interview. While technical knowledge and practical skills remain highly valued by employers, the ability to communicate effectively in English has become increasingly important in today's... competitive job market.

This challenge is particularly evident among graduates from Technical and Vocational Education and Training (TVET) programmes and technical universities. Many have excellent technical competencies, hands-on experience, and industry-relevant skills. However, when faced with an interview conducted in English, some struggle to express their ideas confidently. Others may choose to respond in Bahasa Malaysia even when interviewers ask questions in English, unintentionally creating the impression that they lack communication skills or confidence.

It is important to understand that employers are not necessarily looking for perfect English. Instead, they seek candidates who can communicate their thoughts clearly, demonstrate professionalism, and convince interviewers that they are capable of contributing to the organisation. Therefore, graduates should view English interviews not as a language test but as an opportunity to showcase their strengths.

One of the most effective ways to prepare for an English interview is through thorough research. Candidates should learn about the company, its products or services, vision, and recent achievements. Understanding the organisation allows applicants to provide more relevant and informed answers during the interview. Employers are often impressed when candidates demonstrate genuine interest in the company rather than appearing unfamiliar with its background.

Preparation should also include practising common interview questions. Questions such as "Tell me about yourself," "What are your strengths and weaknesses?" and "Why should we hire you?" frequently appear in interviews. Graduates should prepare concise responses and rehearse them repeatedly. Practising aloud helps improve pronunciation, fluency, and confidence. Recording oneself and listening to the responses can also help identify areas for improvement.

Another important strategy is to focus on communicating ideas rather than speaking flawless English. Many candidates become anxious because they fear making grammatical mistakes. This fear often causes them to remain silent or switch entirely to their first language. Interviewers generally understand that English may not be the candidate's native language. What matters most is the ability to convey ideas effectively. Speaking with simple vocabulary and straightforward sentence structures is often more effective than attempting to use complex language that may lead to confusion.

Graduates should also learn how to highlight their achievements persuasively. Instead of merely listing qualifications or skills, candidates should provide specific examples. For instance, rather than saying, "I have leadership skills," they could explain how they led a project team, solved a problem, or organised an event. Concrete examples help interviewers visualise the candidate's abilities and achievements. This approach makes responses more memorable and convincing.

Furthermore, non-verbal communication plays a significant role in interview success. Maintaining appropriate eye contact, offering a confident handshake where culturally appropriate, sitting upright, and smiling naturally can create a positive impression. Research consistently shows that communication involves more than words alone. A candidate's body language often reflects confidence, enthusiasm, and professionalism. Even when English proficiency is limited, positive non-verbal communication can enhance overall performance.

For TVET graduates specifically, it is essential to connect technical skills with workplace value. Many candidates spend too much time describing technical processes without explaining how their skills benefit employers. Interviewers want to know how a candidate can solve problems, improve productivity, maintain quality standards, or contribute to organisational goals. Therefore, graduates should learn to translate their technical expertise into practical workplace outcomes.

Another common mistake is immediately switching to Bahasa Malaysia when an interviewer asks questions in English. If candidates genuinely do not understand a question, they should politely request clarification. Phrases such as "Could you please repeat the question?" or "Could you explain that differently?" demonstrate professionalism and willingness to communicate. Such responses often leave a better impression than avoiding English altogether.

In addition, candidates should prepare thoughtful questions to ask at the end of the interview. Questions about training opportunities, career development, or company culture demonstrate initiative and interest. Interviews are not one-sided assessments; they are opportunities for both employers and candidates to evaluate whether there is a good fit.

Educational institutions also have a role to play in preparing students for the realities of the job market. More mock interviews, workplace communication workshops, and industry engagement activities can help students gain practical experience before graduation. Exposure to authentic interview situations allows students to build confidence and become familiar with employer expectations.

As graduates prepare to embark on their professional journeys, they should remember that confidence comes from preparation. Technical expertise may help candidates secure an interview, but effective communication often determines whether they receive a job offer. In a workplace increasingly shaped by globalisation and international collaboration, the ability to communicate in English remains a valuable asset.

For TVET and technical university graduates, the message is clear: do not underestimate the importance of English communication. Employers are not searching for perfect speakers; they are searching for capable professionals who can communicate their ideas, showcase their skills, and demonstrate their potential. With adequate preparation, practice, and confidence, every graduate can turn an English interview into an opportunity to shine.

Suzilla Jamari

Language Teacher

Centre For Language Studies

Universiti Tun Hussein Onn Malaysia more

Jozef Alexi

Career development

1w

I'm a student looking for a part-time job as a waiter in a cafe. On my first day they told me to work for free so they could see if I was good enough for the job. I worked 10 hours.
The next day the same thing happened. I worked another shift and still didn't get paid.
Now it's the third day in a row. They want me to work another free shift and say that if everything goes well, they'll... officially hire me on Monday.
But I don't really trust them. Maybe this is their trick - they keep bringing in new people, make them work for free for a few days, and then replace them with someone else without paying. What do you think?

more

3

The Void Messiah
16h
oh HELL no.

you oughta be getting training pay at the least, AND keeping your tips; you owe them ONLY the labor they pay your for, so that's... literally nothing.

stand your ground, and know your worth; if they can't hang, you under NO obligations to do ANYTHING for them.

i did my time (2 decades 🙎🏽) in the trenches, and i was never approached with a deal like that; if you doin' the work, they BETTER be shelling out that cash.

even if your training involves just standing around for however many hours, they reimbursing you for your TIME; why TF would they think it's okay to steal your time, when you coulda been getting paid somewhere else.

nah, HELL no; a crappy training wage isn't optimal, but NO pay is unforgivable.

they telling you to your face that they don't value your time, and you deserve better than that; they can either put up or shut up, but you ain't gotta stick around for people that don't respect you.

get that bag, and stand up ten toes down 🫵🏽👹🖤 more
Tony Briscoe
4d
That’s called slavery! Expose them!
1