Career development

Anonymous member

3d

My boss asked me to take on a second role "temporarily." It's been 10 months. How long would you wait before pushing back?

john ladislaus mwumvaneza
7h
If you think it is enough then push back.
Arthur Neal
1d
My email only showed up til "temporary" I wish I saw the rest before. Did you negotiate time and pay? 10 months is not temporary, temp is like 2... months max. They are taking advantage of you. I say do this in writing because I feel they will retaliate once you set your new terms. Make up something, they lied to you, lie to them and don't feel bad about it. Companies, and people, will take advantage of you if you let them. They actually delight in it. you've got classes you want to take that overlap this temporary role, or the responsibility is costing you more money and you need to make more, or ask how you add this to your resume. If they never set the time frame, you can end your involvement. "I am willing to do this until x date to help with finding a replacement or give you time to think" definitely think on this maybe ask around a bit more, search linkedin and here, maybe glassdoor. Do you have relatives with more work experience to ask? Shit, ask a rando. Then proceed. more

Anonymous member

Career development

19h

My boss told me I should be "grateful to have a stable job" when I asked about a raise. Is that a sign it's time to leave?

Amnon BC
10h
No, your boss should be grateful to have an employee like you.

Get another job before you leave this one though.
1
Amnon BC
10h
No, your boss should be grateful to have an employee like you.

Get another job before you leave this one though.

Career development

13h

Software Engineer Finds Out About A New Hiring Scam: "So Tired. Does This Happen Often Now?

It's not uncommon for job seekers to sprinkle a few extra skills or impressive-sounding buzzwords on their resumes -- maybe claiming mastery of a tool they barely know, or listing experiences that, on paper, look impressive but are mostly smoke and mirrors. It might seem harmless, just a little padding to get ahead but in the world of recruiting, those "small exaggerations" can turn into... full-blown chaos.

One person shared a jaw-dropping story: after what seemed like a flawless interview, the company thought they'd hired two skilled engineers, only for the real hires to show up and completely derail expectations. They couldn't code like the candidates, forgot key conversations, and left the team reeling in disbelief. Keep reading to find out how this wild, almost unbelievable hiring mix-up played out.

The hiring process can be time-consuming, challenging, and full of unexpected surprises

Image credits: DC_Studio / Envato (not the actual photo)

One person shared how they interviewed a highly qualified candidate online, only for someone completely unqualified to show up for the job, leaving them convinced it was a scam

Image credits: ItsAllSoClear

After the bizarre experience, the company decided it would conduct all future interviews in person -- even for fully remote positions

Image credits: sarawut20003 / Envato (not the actual photo)

Image credits: svitlanah / Envato (not the actual photo)

Image credits: ItsAllSoClear

Scammers frequently demand excessive personal information or upfront payments when offering fake job roles

Job hunting can feel exciting, but it's also a bit of a minefield these days. Scammers are everywhere, waiting for an unsuspecting applicant to slip up. Even trusted platforms like Indeed regularly post warnings about shady job listings, fake recruiters, and other traps. The key is to stay alert, double-check information, and always trust your gut if something seems off. After all, a little skepticism can save you a lot of stress and money.

Scammers are clever and use all sorts of tricks to get your personal information. Fake job listings can pop up on social media, job boards, or even in emails that look convincing at first glance. They might promise high pay, flexible schedules, or dream roles, but the catch is almost always a request for money, personal data, or both. Some even ask you to pay a fee to "process your application" or "unlock" the job. These postings are designed to look official, but one wrong click could cost you dearly -- so pause, investigate, and don't rush.

Emails from "recruiters" can be another tricky trap. Some of these emails are legitimate, but many are from people pretending to be recruiters who found your resume online. The dishonest ones often ask for sensitive info like your ID, bank details, or other personal data right away. A real recruiter usually conducts interviews first, doesn't demand money, and communicates professionally.

Work-from-home jobs have exploded in popularity over the last few years, and naturally, scammers have noticed. Remote roles are convenient and flexible, which makes them a perfect bait. Fake recruiters or companies know that many people are desperate for legitimate remote work, so they create postings designed to look credible. They promise easy schedules and generous pay, but in reality, their goal is to collect your information or get money out of you. Always confirm that the company exists, has a website, and has positive reviews before committing to anything.

Impersonators are another classic trick in the scammer's playbook. Some people pretend to work for a well-known company or even act as your future manager. They might conduct "interviews," give instructions, and try to convince you everything is real. These imposters are often polished and convincing, which makes it harder to spot the red flags. Check the company's official HR contacts, look at LinkedIn profiles, and never hesitate to confirm someone's employment through official channels before trusting them.

Data entry jobs are a goldmine for scammers because they sound simple and low-risk. Many "high-paying data entry" listings promise easy work and amazing hourly rates, but they're rarely legitimate. After offering you a "position," the scammer may ask you to pay for training, software, or provide your bank account info. In reality, these jobs are empty promises. Always research the company thoroughly and remember: if it sounds too good to be true, it probably is.

So how do you protect yourself? First, always go straight to the company's official website to apply. Look for reviews or comments online; people often share experiences with scams. Double-check email addresses, company phone numbers, and LinkedIn profiles. A little digging can reveal whether a posting is genuine or just someone trying to take advantage. Being cautious doesn't make you paranoid -- it makes you smart and keeps your information safe.

Both recruiters and job seekers must stay vigilant and thoroughly research opportunities before sharing details or committing

Pay attention to the details. If a recruiter is asking for too much personal information too early, or if their email address looks sketchy, take a step back. Look for inconsistencies in spelling, logos, and communication style. You can also search online for the person's name or email; often, forums and discussion boards will flag scams before you fall for them. Protecting yourself isn't difficult; it just takes awareness, patience, and a healthy dose of skepticism.

It's not just job seekers who get scammed; recruiters have to be careful too. With AI, fake certificates, and doctored resumes, people can pretend to have skills they don't really possess. Some even get others to take interviews on their behalf. Companies need to be vigilant, verify documents, and ensure candidates actually have the experience they claim. These tricks might work for a while, but HR professionals and tech-savvy teams usually catch on pretty quickly.

At the end of the day, most scams don't last long if you stay alert. For applicants, this means checking credentials, researching the company, and never sharing sensitive information without verification. For recruiters, it's about validating skills, confirming identities, and spotting red flags before offering a role. With awareness on both sides, these scams can be minimized. Stay cautious, stay informed, and remember: a little diligence goes a long way in keeping your job search safe.

In this particular case, the employer quickly realized something was off and confirmed it was a scam. It must have been a costly and frustrating experience. Have you ever heard of something like this happening in a workplace? What are your thoughts on this situation -- how would you handle it if you were in their shoes? more

Career development

17h

Five conversations every organisation should be having about people, according to Vizst's Head of HR - Vizst Technology

Being invited to join a panel at the UK Partner Week Summit 2026 wasn't simply an opportunity to represent Vizst Technology. It was an opportunity to contribute to a much bigger conversation about how organisations attract, develop and retain great people in a workplace that's changing faster than ever before.

Held at Convene, 133 Houndsditch, the UK Partner Week Summit brings together channel... leaders from across the UK to share ideas, challenge thinking and explore the future of our industry. Across themes including Sales Excellence, Marketing Impact, Technology Innovation, Future Leaders and Sector Diversity, one subject repeatedly came back into focus: people.

Representing Vizst on the main stage, our Head of HR, Evonne Pemberton, joined fellow industry leaders to discuss what meaningful career development looks like today and why organisations need to rethink traditional approaches if they want their people to thrive.

It's a topic that couldn't be more relevant.

Shortly before the event, Vizst was recognised as one of the UK's Best Workplaces for Wellbeing™ 2026, reflecting the people-first culture we've worked hard to build. While awards are always appreciated, they matter because they represent something much bigger: creating an environment where people feel supported, challenged and able to grow throughout their careers.

Reflecting on the discussion, Evonne highlighted five themes she believes every organisation should be thinking about.

1. Career progression is becoming more like a climbing wall than a ladder

For decades, career development was viewed as a series of promotions. One role led neatly to the next.

Today's careers rarely follow that pattern.

Instead, progression increasingly comes from lateral moves, project work, new experiences and continuous learning. Building a broader range of skills often creates stronger leaders than simply moving upwards through job titles.

The organisations that recognise this shift are giving people more opportunities to explore, contribute and develop in different ways.

2. Development should be a conversation, not an annual event

Many organisations still rely heavily on annual appraisals to discuss career development.

The problem is that growth doesn't happen once a year.

Regular, meaningful conversations help people understand where they're heading, identify new opportunities and adapt as priorities change. They also help managers better understand individual ambitions before people begin looking elsewhere.

Development works best when it becomes part of everyday leadership, not another HR process.

3. Some of the best development happens through experience

Qualifications and formal learning remain important, but they are only one part of professional development.

Some of the biggest leaps in confidence and capability happen when people are trusted with stretch projects, exposed to customers, asked to collaborate across departments or given responsibility outside their comfort zone.

Experiences like these build commercial awareness, communication skills, problem solving and confidence in ways that classroom learning simply can't replicate.

4. Development doesn't guarantee retention, but the absence of it almost guarantees attrition

People stay where they feel they are progressing.

While development alone won't stop every resignation, organisations that fail to invest in their people often find retention becomes significantly harder.

Employees want to know they're becoming more capable, more valuable and better prepared for whatever comes next. When those opportunities disappear, motivation often follows.

Investing in continuous development isn't simply good for individuals. It's good for business too.

5. AI will change work, but people will remain the differentiator

Artificial intelligence featured heavily throughout the summit, and rightly so.

But the organisations that succeed won't necessarily be those with access to the newest AI tools.

The real advantage will come from people who know how to combine AI with human judgement, creativity, critical thinking and strong customer relationships.

Technology will continue to evolve. Helping employees understand how to use it effectively, confidently and responsibly may prove to be one of the most valuable investments organisations make over the next few years.

Looking beyond the panel

Events like UK Partner Week Summit create valuable opportunities to share experiences across the industry, but they also reinforce something we've always believed at Vizst.

Technology helps businesses move faster.

People determine how far they go.

We're incredibly proud to see Evonne representing Vizst on the panel, helping shape important conversations about the future of work and championing the kind of people-first culture that continues to define our business. more

Career development

20h

UWI Global Campus marks 10 years of youth skills programme, celebrates 149 student graduates

The University of the West Indies (UWI) Global Campus has celebrated a decade of preparing young people for the world of work, recognizing 149 students who completed its "Preparing Today for Tomorrow's Challenges - Transforming Children's Lives" (PTFTC-TCL) Alumni Outreach Programme during the 2025/2026 academic year.

According to a UWI press release, the milestone was marked during the... programme's 10th Recognition Ceremony, hosted by the UWI Global Campus Alumni Office in partnership with the Sandals Foundation at the Sandals Royal Ballroom in Barbados.

The six-month programme was launched in 2015 after teacher Faith Richards observed that many students lacked the employability and life skills needed to transition successfully into the workforce. In response, Sandra Griffith-Carrington designed the original curriculum, which introduced students to topics including professional presentation, effective communication, teleconferencing, conflict resolution, etiquette, résumé writing and interview preparation.

Over the years, the programme has expanded to include additional modules on social media, wardrobe management and personal financial literacy, giving students a broader range of practical life and workplace skills.

With support from Barbados' Ministry of Educational Transformation and Chief Education Officer Dr. Ramona Archer-Bradshaw, the initiative has now expanded to 16 of the country's 22 secondary schools. Four schools -- Daryll Jordan Secondary School, Deighton Griffith School, St. Leonard's Boys' School and The Lodge School -- joined the programme this academic year.

According to the university, more than 1,800 students have completed the programme over the past decade.

The release said that former participants also reflected on the programme's impact during the ceremony. Breanne Nanton, a member of the inaugural cohort who now works as a Financial Services Representative at the Barbados Public Workers' Co-operative Credit Union while completing a Bachelor of Science degree in Banking and Finance at The UWI Cave Hill Campus, said the programme helped prepare her for both university and the workplace.

Another graduate, Joshua Harewood, from the 2016/2017 cohort, said the confidence, communication and adaptability skills he developed through the programme continue to benefit him nearly ten years later.

The programme's continued growth has been supported by several partners. Initial sponsor Dr. Arvat McClaine continues to provide stipends for top-performing students completing month-long internships at the UWI Global Campus. More recently, the Sandals Foundation, together with Rock-Hard Cement, has contributed more than US$65,000 to support the programme's expansion. This year, 39 students will participate in internship placements with partner organizations.

Representing the Sandals Foundation, Patrick Drake, Resort Manager at Sandals Barbados Resort and Spa, encouraged graduates to continue developing communication and negotiation skills as they prepare to enter the workforce. He also reaffirmed the Foundation's commitment to supporting the region's future leaders.

During the ceremony, Drake presented the Sandals Foundation Challenge Trophy for Best Michaelmas Assignment to The St. Michael School, whose students delivered the top group presentation on the advantages and disadvantages of using artificial intelligence in schools.

Delivering the keynote address, Dr. Francis O. Severin, Pro Vice-Chancellor and Principal of The UWI Global Campus, encouraged students to view dignity as an investment, comparing it to saving money for the future. He urged graduates to conduct themselves with integrity throughout their careers, concluding that, "dignity must be earned, like honest money."

Speaking on behalf of Minister of Educational Transformation Chad Blackman, Acting Chief Education Officer Julia Beckles praised the programme for supporting the ministry's goal of developing well-rounded students.

Addressing the graduates, she reminded them, "academic qualifications alone are no longer enough. The skills you have developed through this programme will enable you to navigate challenges with confidence and contribute meaningfully to your workplaces and communities".

UWI said the ceremony also featured an announcement by Akil Thompson, Senior Technical Officer at the Technical and Vocational Education and Training (TVET) Council, who revealed that beginning in the 2026/2027 academic year, programme participants will be eligible to earn Core Skills certifications, qualifications that are recognized throughout the Caribbean and expected to strengthen graduates' employment prospects.

Reportedly, awards were also presented to outstanding students. Nathan Sealy of Deighton Griffith Secondary School received the inaugural Sinnette-Nguyen Challenge Trophy for the Most Outstanding Student with Exceptionalities, sponsored by Tisha Sinnette-Nguyen and John Nguyen of Massachusetts.

Princess Margaret Secondary School claimed the programme's top honours, with Tenisha David receiving the Arvat McClaine Challenge Trophy for Most Outstanding Student Overall, while Dashaun Bynoe was recognized as Most Outstanding Male. Principal Veronica Annel-Agard praised the students' achievements, saying, "We are immensely proud of our students for capturing the top awards at the PTFTC-TCL Recognition Ceremony. Their success is a testament to their talent, dedication, resilience, and the work of the school's facilitator, Major Len Cummins."

Closing the ceremony, Griffith-Carrington reflected on the programme's latest milestone -- its recognition as a Caribbean Vocational Qualification (CVQ).

"I stand humbled today, knowing that what I carefully designed and crafted ten years ago will now be recognised as a Caribbean Vocational Qualification. This is more than a certificate; it is a bridge across our islands, a standard that validates skills and opens doors for our people." more

Career development

21h

Woman warns about the mistake she made while interviewing for new job

A recent college grad has revealed the 'embarrassing' mistake that she made while applying for a new job - and issued a stark warning to others so they don't make the same blunder.

The woman opened up about the 'mortifying' mishap on Reddit under the subreddit known as r/GirlDinnerDiaries.

In the post, she explained that she had interviewed for a job last week and felt it went 'really... well.'

She was excited because the new position checked all of her boxes - it was exactly what she wants to do, near where she lives and it included a 'massive pay increase' compared to her current job.

'The interview went really well - [the person I interviewed with] seemed really impressed with my resume, said she could do the top of my salary request and talked extensively about how she wanted me to start ASAP,' she wrote.

'I'm a recent grad so I don't have much experience with "real" job interviews, which comes into play here,' she added.

The woman went on to explain her contract at her current job is 'nearly up' and they already have 'another person lined up' to take over when it finishes, so she offered to ask her current job if she could 'leave early.'

'At the end [of the job interview], [the woman] asked me if I wanted a few days "to think about it." I assumed this was an offer, which I sent an email accepting a few days ago,' she continued. 'Told my whole family about the awesome job I'd secured.'

A college grad has revealed the 'embarrassing' mistake that she made while applying for a new job - claiming she assumed she had been offered a new position prematurely (stock image)

Unfortunately, she had assumed she had been offered the job prematurely.

'A few days pass and they email me [saying] that they are still reviewing applications and conducting interviews. How embarrassing - my face is on fire,' the woman wrote.

'The embarrassment is so strong that I honestly feel a little sick. Now I know to wait for the offer in writing so that there are no misunderstandings. Or maybe I'll just go live in the woods and never interview again.'

The Reddit user accompanied the post with a picture of her eating McDonald's, and concluded her story by joking that her day had gone so badly that she decided to treat herself to some fast food.

'McDonald's cheeseburgers, fries and nuggets because today sucked so I might as well feel s**tty too.'

The post went viral on Reddit, gaining hundreds of comments, as many other users admitted that they had made the same mistake before.

'When I was a recent grad I went on an interview, the woman walked me to the elevator, shook my hand, said "Welcome aboard" and... I never heard from them again. Some WEIRD things happen in job interviews. I have total confidence in you that you will end up exactly where you are meant to be!' one person wrote.

Another shared: 'My cousin had this happen too, he put his two weeks notice in at his old job. The two weeks came and went, and he never heard back from the other job he thought he was getting.

The woman opened up about the 'mortifying' mishap on Reddit under the subreddit known as r/GirlDinnerDiaries (stock image)

'But his interviewer even told him he had the job. The job market is weird right now. Luckily he was able to find something else pretty quickly.'

Others defended the user, agreeing with her that the recruiter did make it seem like she had been selected for the job.

I'm a cybersecurity expert... this is why you should NEVER post photos of your keys online

'I'm sorry but all of her comments truly made it sound like you got the job and was just pending an official offer letter or something similar. This sucks and I'm sorry. It's not your fault! I hope you get something even better soon!' one Reddit user wrote.

Another seconded: 'Hey! Don't sweat it. By your account the interviewer offered you the job. I would be confused too and I have decades of interview experience.'

'Talking about you starting ASAP and asking if you wanted a few days to think about it... lowkey is a job offer. This is 10,000 percent on the company and not on you. THEY should be embarrassed, not you,' another person typed.

The user's post comes as a recent report showed that more Gen-Z graduates are turning to unconventional jobs right after college.

According to ZipRecruiter's 2026 graduate report, which surveyed 1,500 recent graduates, 72.7 percent of them were considering 'alternative employment options.'

About 37.5 percent of those surveyed were considering starting their own business, while 28.1 percent were considering freelance work.

32.5 percent of those surveyed were considering gig work, like delivery or data annotation. more

Career development

22h

Jobscrolling: When Job Hunting Becomes an Addiction

You open LinkedIn or a job site "just to look." An hour later, you've scrolled through thirty job posts, updated your resume, and started comparing your salary to other people's offers. Sound familiar? This isn't just checking the market. It's called jobscrolling - a modern version of doomscrolling, where browsing job ads turns into a habit, almost like scrolling Instagram. Except instead of likes... and cat videos, you get job titles, salaries, and the nagging feeling that "somewhere out there, it's better."

Today's job market keeps us in a constant state of mild anxiety. Algorithms send personal recommendations. Notifications pop up even at night. One click and you're already a candidate. Job hunting used to be an event - you quit, updated your resume, went to a few interviews. Now it's background noise. Constant. And for many people, it quietly turns into an addiction.

Why We Can't Stop

There's a real reason behind this. Modern work often feels unstable. Layoffs in tech, the rise of AI, economic uncertainty - all of this creates fertile ground for anxiety. People aren't necessarily unhappy in their jobs. Many even like what they do. But the thought "what if?" won't go away. What if something better shows up? What if my skills aren't competitive anymore? What if I miss my chance?

Jobscrolling works like a classic addiction loop. Every new job post is a small hit of dopamine. "Wow, remote work plus a 30% raise." Your heart speeds up. You feel in control - even if you have no real plans to change anything. It's not about taking action. It's about staying in a constant state of readiness.

Psychologists compare it to doomscrolling. Except instead of bad news, you're scrolling through perfect career stories. Someone joined a startup and became CTO within a year. Some company offers amazing perks and culture. And you sit there comparing yourself. Comparison poisons your ability to enjoy your own life.

This is especially risky for people who already have a job. Checking listings every evening after work doesn't just steal your time - it drains your emotional energy. Instead of resting, you're mentally comparing yourself to others. Instead of focusing on your current tasks, you're imagining yourself somewhere else. Slowly, your current job starts to feel less valuable, even if everything is objectively fine.

The Effects We Don't Notice Right Away

The worst part is that jobscrolling works quietly. Unlike burnout, there's no clear line you cross. You're not lying in bed crying. You're just "checking the market." Fifteen minutes. Then twenty more. Then you update your LinkedIn profile, just in case someone reaches out.

Many people apply to jobs in bulk without even reading the full description. Quantity over quality. This creates an illusion of progress, but it often leads to disappointment - interviews that go nowhere, a constant feeling of being "in process" while actually standing still.

There's another side to this too. Endless scrolling increases your sense of uncertainty. The market starts to feel huge and chaotic. There's always someone younger, more skilled, willing to work for less. This creates a paradox: the more you search, the less confident you feel. The addiction feeds on that very anxiety.

People in fast-moving fields - tech, marketing, creative work - are especially vulnerable. In these industries, career growth always felt constant. When that growth slows down, scrolling becomes a way to cope with inner tension. Instead of investing in your current job or resting, you pour your energy into an imagined "better future."

How to Tell Healthy Checking from Addiction

Not everyone who looks at job listings has a problem. There's a healthy interest in the market. There's smart career planning. The problem starts when the process loses its purpose.

Signs to watch for:

* You open job sites automatically, like checking a news feed.

* After scrolling, you feel anxious or unsatisfied - not inspired.

* Your actual work suffers because you keep comparing.

* You hide the habit because "it's normal, right?"

Here's the key point: jobscrolling addiction isn't about laziness or lacking ambition. It's about how today's digital economy hijacks our basic needs - the need for security, recognition, and control over the future. Platforms profit from our attention, and we pay with our peace of mind.

What to Do About It

Quitting job-checking completely isn't realistic - and it's not even helpful. But you can change your relationship with it.

First, set clear limits. For example, one deep search session per week. The rest of the time, use blockers or a simple ritual: close the tab and go for a walk. Second, bring your focus back to what you can control right now - building skills, working on projects, talking to your manager about growth. When you have concrete steps to take, you feel less need to escape into endless scrolling.

And most important: ask yourself honestly what you're really looking for in these job posts. Money? Status? An escape from routine? Understanding this often relieves a lot of the tension. Many people aren't actually searching for a new job - they're searching for the feeling that life can still get better.

Jobscrolling is a symptom of our times - a time when careers stopped being a straight path and became an endless field of choices. We're all a little addicted to this uncertainty. But awareness is exactly where the opportunity lies. Not fighting the urge to check job listings, but learning to see them for what they are - not an illusion of a better life, just a tool.

When was the last time you closed LinkedIn and felt calm instead of slightly annoyed? That's probably where the real answer is hiding. Not in the next job post - in the ability to be where you are, at least sometimes. Without comparing. Without "what if." Just with clarity. more

Anonymous member

Career development

2d

I accidentally saw a spreadsheet showing salaries, and I'm earning much less than coworkers with similar responsibilities. Do I admit how I found out, or focus only on market rates?

5

Peter Farrell
23h
Having seen this information, you have the following questions to answer yourself:
1. Am I going to do anything about this or just get used to the... fact that I'm paid less than others?
2. Do I draw up a battle plan to assess myself against others at my level and go for a raise or do I plan my exit?
3. Do I leverage the fact that I have seen this information or keep that fact to myself? If I choose to leverage it, how and with whom?
4. Does the degree of insincerity and contempt for workers that this information reveals tell me I made a mistake coming to work here or would I do the same thing if I were in their shoes?

Once all three questions are answered sincerely, move forward immediately.

No company is going to pay anybody one dime more than they have to. If they can get a steal of a deal on your smarts and hard work, they will. Business has no morality. Never has. more
2
Onyebuchi chukwuemelie
1d
That shows the dishonesty in the entire company and probably this maybe affecting the image of the company
2

Anonymous member

Career development

1d

A recruiter asked me for my current salary before discussing the role. Is there any benefit to answering honestly?

gekone justus
8h
I personally attended an interview, and i was the one who asked the recruiter their budget for the position. I did not want to waste my time in a... business that i could not engage in. They looked nervous and did not want to tell me, But i pushed them hard until they gave me a range. Then i was earning 3times what they described as their range. I thanked them and asked them to offer the next candidate the opportunity. more
Tiana Hercules
21h
Illegal question in my State. I’d ask them the range of the position being offered. Your current salary is not relevant.
3

Career development

23h

The UWI Global Campus Alumni Office Marks a Decade of Excellence in Youth Development - Antigua News Room

The University of the West Indies Global Campus Alumni Office recently hosted the tenth Recognition Ceremony of the 'Preparing Today for Tomorrow's Challenges - Transforming Children's Lives' (PTFTC-TCL) Alumni Outreach Programme in collaboration with the Sandals Foundation.

Held at the Sandals Royal Ballroom, the ceremony celebrated the achievements of 149 students who successfully completed the... six-month programme during the 2025/2026 academic year and commemorated a decade of empowering young people through skills development.

The Programme was conceptualised in 2015 by Miss Faith Richards, a teacher at The Ellerslie School, after she observed that many of her students lacked the essential soft (employability) skills needed to succeed in the workplace.

In response, Mrs. Sandra Griffith-Carrington designed and developed the initial curriculum, which comprised eight modules: Presenting Yourself Properly, Effective Communication, The Use of Tele/Videoconferencing, Dealing with Difficult People, Conflict Resolution, Basic Etiquette (Social, Dining and Business), Résumé Preparation, and The Interview Process.

The Programme subsequently expanded to include additional modules in Social Media, developed by Mr. Alex Cumberbatch in 2018/2019; Wardrobe Management, developed by Ms. Sandra Osborne in 2019/2020; and Personal Financial Matters, developed by Ms. Shelly-Ann Roberts in 2020/2021.

The curriculum adopts a holistic approach, equipping students with the knowledge and skills needed not only to succeed in the workplace but also to navigate life more confidently and effectively.

Through the endorsement and support of the Ministry of Educational Transformation and the Chief Education Officer, Dr. Ramona Archer-Bradshaw, the Programme has expanded to 16 of Barbados' 22 secondary schools.

This year, Daryll Jordan Secondary School, Deighton Griffith School, St. Leonard's Boys' School, and The Lodge School joined the initiative.

Over the past decade, the Programme has impacted the lives of more than 1,800 students.

During the ceremony, two past graduates expressed high commendations to Mrs. Griffith-Carrington for her unwavering and conscientious dedication to transforming the lives of young people.

One former student, a member of the first cohort, Miss Breanne Nanton, now a Financial Services Representative at the Barbados Public Workers' Co-operative Credit Union and a final-year student in the BSc Banking and Finance programme at The UWI Cave Hill Campus, shared that the Programme was instrumental in preparing her to continue her academic journey and succeed in the world of work.

Another graduate (2026/2017 cohort), Mr. Joshua Harewood, said the Programme helped him to develop the confidence, communication, and adaptability skills that he continues to apply nearly a decade after completing the course.

The success of the Programme is due in part to the support and generosity of its sponsors.

Contributions from the Programme's initial sponsor, Dr. Arvat McClaine, ensure that the best-performing students receive stipends during their month-long internships at The UWI Global Campus.

More recently, the Sandals Foundation, in collaboration with Rock-Hard Cement, has contributed more than US$65,000 to support the Programme's expansion.

Special mention must also be made of the many companies that provide annual internship opportunities for the students. This year, 39 students will benefit from these placements.

At this year's Recognition Ceremony, the Sandals Foundation was represented by Mr. Patrick Drake, Resort Manager, Sandals Barbados Resort and Spa, who reminded students of the importance of soft skills, including communication and negotiation, as they begin their career journeys.

He also reaffirmed the Foundation's commitment to empowering young people, the future leaders of the Region. Mr. Drake presented the Sandals Foundation Challenge Trophy for Best Michaelmas Assignment to The St. Michael School.

The award recognises the school that delivers the best group presentation. This year, students presented arguments on the advantages and disadvantages of the use of artificial intelligence in schools.

In his remarks, Dr. Francis O. Severin, Pro Vice-Chancellor and Principal, The UWI Global Campus, addressed the matter of 'banking' dignity for present and future returns on that investment, by drawing an interesting analogy between saving dignity as a value and financial savings.

The two were similar because, if diligently pursued, enabled the PTFTC-TCL graduates to later provide them with a sense of self and security; prepared them for emergencies; enabled them to achieve personal goals; and built long-term "dignity stability".

He reminded students that they should conduct themselves with self-respect in all that they undertook to avoid situations that may cause embarrassment in the future, particularly as they pursued employment opportunities. He concluded that "dignity must be earned, like honest money."

Delivering remarks on behalf of The Honourable Chad Blackman, Minister of Educational Transformation, Mrs. Julia Beckles, Acting Chief Education Officer, praised initiatives such as the PTFTC-TCL Programme, which aligned with the Ministry's goal of transforming education through a focus on the holistic development of students beyond academic excellence. Addressing the graduates, Ms. Beckles noted, 'academic qualifications alone are no longer enough. The skills you have developed through this programme will enable you to navigate challenges with confidence and contribute meaningfully to your workplaces and communities'

Mr. Akil Thompson, Senior Technical Officer, Technical and Vocational Education and Training (TVET) Council, made the special announcement that, beginning in the 2026/2027 academic year, students of the Programme will be eligible to earn Core Skills certifications. He noted that these certifications, recognised across the Region, will enhance students' marketability and provide them with a competitive advantage in the workforce.

The inaugural Sinnette-Nguyen Challenge Trophy for the Most Outstanding Student with Exceptionalities was awarded to Nathan Sealy of Deighton Griffith Secondary School. Mrs. Tisha Sinnette-Nguyen and Mr. John Nguyen of Massachusetts, USA, sponsored the award. Mrs. Sinnette-Nguyen is a strong believer in the ability of education to develop individuals.

Princess Margaret Secondary School received the two top awards. The Arvat McClaine Challenge Trophy for the Most Outstanding Student Overall was awarded to Tenisha David, while the award for Most Outstanding Male was presented to Dashaun Bynoe. Upon receiving the awards, Principal Mrs. Veronica Annel-Agard stated, "We are immensely proud of our students for capturing the top awards at the PTFTC-TCL Recognition Ceremony. Their success is a testament to their talent, dedication, resilience, and the work of the school's facilitator, Major Len Cummins."

Mrs. Sandra Griffith-Carrington, Campus Officer of Alumni Relations, The UWI Global Campus and PTFTC-TCL Programme Designer and Coordinator, creatively drew inspiration from the mottos of the sixteen participating schools to offer words of encouragement to the graduates as they continue their journeys in life. Reflecting on the significance of the programme's recognition as a Caribbean Vocational Qualification, Mrs. Griffith-Carrington said, "I stand humbled today, knowing that what I carefully designed and crafted ten years ago will now be recognised as a Caribbean Vocational Qualification. This is more than a certificate; it is a bridge across our islands, a standard that validates skills and opens doors for our people." more

Career development

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Glassdoor Statistics By Industry, Country And Demographic (2026)

Career development

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Learning Care Group Employee Lounge Login: Your Complete Guide To Navigating The IConnect Portal And Benefits

Career development

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How Technology Can Help Healthcare Professionals Find Jobs Faster | Fingerlakes1.com

The healthcare industry is always on. Someone always needs hospital beds. Shifts keep rotating. Patient demand rises and falls constantly. That creates a hiring market that behaves the same way. Openings appear suddenly. Then, they move quickly because they're already urgent.

At the same time, you're not the only one watching for listings. Thousands of healthcare professionals are scanning the... same roles. Many have similar qualifications to yours. The competition is fierce.

But something interesting has changed in the last few years. Technology has begun to shape how people are actually hired in the industry. The professionals who know this move differently. Here's how you can use tech to your advantage and get a job in healthcare faster.

AI-Powered Job Matching Platforms

When you scroll job boards for hours, everything starts to look the same. Titles blur. Requirements are repetitive. What's annoying is that you're not even really interested in many of the listings. The real problem isn't a lack of jobs. It's filtering through noise.

AI job matching platforms are a terrific solution. They use algorithms to read your profile. Then, they connect you with roles that actually fit your clinical background.

Essentially, the system learns your path. Let's say you're a DNP-prepared nurse in New York. AI-driven platforms won't show you every nursing job. It surfaces roles like clinical nurse leader positions in Brooklyn. Or advanced practice roles in specialty units in Manhattan. The match is based on training and experience in your unique profile. You'll spend less energy searching. Instead, you instantly see roles that already fit your level.

Automated Resume Builders

Many healthcare professionals struggle with how experience looks on paper. Pre-med exposure and years of patient care can sound flat if they're not framed well. Automated resume builders translate that into a language that hiring systems recognize.

These tools pull from your background and create the best CV for you. They could even showcase things you might overlook, like skills you learned in pre-med. They organize everything in a way that's easy for recruiters to appreciate.

For the best results, be detailed. Give the tool specific role descriptions. Not short job titles. Add procedures, units, and responsibilities. Every single one you can think of. Even if they feel obvious. The tool creates a stronger CV based on that data. That puts your application in a better position.

Chatbot-Assisted Job Hunts

Job hunting in healthcare can get squeezed into tight schedules. A few minutes after a shift. A short scroll before bedtime. That's usually not enough to dig through listings properly. This is where tools like ChatGPT or Claude step in as your personal AI job search agent.

Ask them to filter roles based on your license. Your experience. Even your schedule. You can have it break down job posts. That way, you don't miss key details hidden in long descriptions. You can even use it to refine your CV for specific hospital roles. Remember to give it clear context about your specialty. Treat it like a thinking partner. Not just a search box. You'll save precious time on job hunting. You find the best listings fast.

Virtual Career Fairs

Traditional job fairs don't really keep pace with the demands of healthcare work. Time off is hard to secure. Travel feels impossible on an already full schedule. Virtual healthcare hiring events solve that. You can meet multiple employers and learn about their open positions online. No travel or days off needed.

With these virtual fairs, you're not just submitting a resume. You speak to recruiters in real time. You get a sense of what departments need. You get to ask all your questions, too. You also get signals you won't find in job posts, like urgency and culture. That context can change how you position yourself for the role. It gives you an upper hand.

"One-Click Apply" on Hospital Job Portals

Healthcare application processes can be repetitive. You have to upload the same documents over and over. You type the same details again and again. But career systems now reduce that friction through a "one-click apply" feature. It lets you submit applications using a saved profile. That way, you don't build from scratch each time.

It works by storing your resume, licenses, certifications, and work history in a single online system. Once that profile exists, you can apply to multiple roles inside the same network instantly. Just complete your profile fully on the hospital's career site and verify all documents early. You can respond to openings while others are still gathering files. That speed could mean your application gets reviewed first.

Networking with Recruiters on LinkedIn

Recruiters remember people who show up in the conversation. Not just at the application stage. LinkedIn makes that possible. Network with recruiters there to build a relationship with them.

Start by creating a profile that recruiters love. Make it easy to scan. Focus on your key clinical experience. Then, connect with recruiters who specialize in your field. Start easygoing conversations. Not long, convoluted pitches. Just clear, respectful messages expressing interest in their openings. These small exchanges build familiarity. That can move your application faster than formal screening.

Conclusion

When you use these tools, the pace of your healthcare job search changes. You see fitting roles before they get buried. You network and learn about potential employers from the comfort of your home. Basically, your job hunt becomes more efficient. All thanks to technology.

So, lean into the tech tools above. Move with the speed at which healthcare hiring already runs. Your next shift could come before you know it. more

Career development

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Job Hunting Tips: Your Ultimate Guide to Landing Your Dream Job

In today's competitive job market, searching for the right opportunity can feel overwhelming. From perfecting your resume to acing the interview, job seekers must navigate a variety of challenges. This guide shares actionable job hunting tips that will help you stand out and secure your next role. Additionally, we'll introduce LoopCV, a powerful tool that simplifies the job application process and... increases your chances of landing your dream job.

1. Define Your Career Goals

Before diving into job applications, take the time to define what you're looking for in your next role. Consider factors like:

* Industry and field of interest

* Preferred job titles

* Company culture and values

* Desired salary range

* Location preferences (remote, hybrid, or on-site)

Having clear goals will help you target the right opportunities and save time. As you identify roles that align with your ambitions, LoopCV can streamline your search by automatically applying to positions that meet your criteria, freeing you to focus on other aspects of your job hunt.

2. Optimize Your Resume and Cover Letter

Your resume and cover letter are often the first impressions you make on potential employers. Use these job hunting tips to ensure they stand out:

* Tailor your resume to each job by emphasizing relevant skills and experiences.

* Use action verbs and quantify achievements (e.g., "Increased sales by 25%").

* Keep formatting clean and professional.

* Write a compelling cover letter that explains why you're a great fit for the role.

LoopCV can personalize and send resumes and cover letters to hundreds of employers on your behalf, ensuring you don't miss any opportunities.

3. Leverage Online Job Boards and Networks

Platforms like LinkedIn, Indeed, and Glassdoor are essential for finding job listings. However, simply browsing these platforms is not enough. Here's how to maximize their potential:

* Set up job alerts to receive notifications for relevant openings.

* Optimize your LinkedIn profile with keywords to appear in recruiter searches.

* Connect with professionals in your industry and engage with their content.

LoopCV integrates with major job boards, automating the application process so you can focus on networking and building relationships with industry contacts.

4. Master the Art of Networking

Networking remains one of the most effective job hunting tips for uncovering hidden opportunities. Here's how to do it effectively:

* Attend industry events, webinars, and meetups.

* Reach out to former colleagues and mentors for advice or referrals.

* Use LinkedIn to connect with professionals at companies you're interested in.

Building a strong network can lead to referrals and insights into job openings that aren't publicly advertised.

5. Use LoopCV to Automate Your Applications

One of the most time-consuming aspects of job hunting is submitting applications. LoopCV eliminates this hurdle by automating the process. Here's how it works:

* Upload your resume and define your preferences (e.g., job title, location).

* LoopCV automatically searches for matching job openings.

* The platform sends personalized applications to hundreds of employers on your behalf.

By automating repetitive tasks, LoopCV allows you to focus on networking, upskilling, and preparing for interviews.

6. Prepare for Interviews

Once your applications start yielding responses, the next step is to ace your interviews. Use these job hunting tips to make a strong impression:

* Research the company's mission, values, and recent news.

* Practice common interview questions and prepare thoughtful answers.

* Use the STAR method (Situation, Task, Action, Result) to structure your responses.

* Dress appropriately and arrive on time (or log in early for virtual interviews).

Confidence and preparation go hand in hand, so take the time to rehearse and gather information about the role and company.

7. Upskill to Stay Competitive

In a rapidly changing job market, continuous learning is crucial. Identify skills that are in demand in your industry and invest in professional development. Some options include:

* Online courses and certifications on platforms like Coursera or Udemy

* Attending workshops and seminars

* Joining industry-specific groups or forums

Upskilling not only boosts your resume but also increases your confidence during interviews.

8. Follow Up After Applications and Interviews

Following up is a critical yet often overlooked step in the job hunting process. Use these job hunting tips to stay on top of your applications:

* Send a thank-you email after interviews to express appreciation and reiterate interest.

* Politely inquire about the status of your application if you haven't heard back within a reasonable time frame.

LoopCV keeps track of your application history, making it easy to follow up and stay organized.

9. Stay Positive and Resilient

Job hunting can be a long and challenging journey, but maintaining a positive attitude is key. Remember these job hunting tips to stay motivated:

* Set realistic daily goals, such as applying to a specific number of jobs.

* Celebrate small wins, like getting an interview or making a new professional connection.

* Seek support from friends, family, or career coaches when needed.

Using a tool like LoopCV can alleviate some of the stress by automating tedious tasks and providing a steady stream of opportunities.

10. Evaluate and Negotiate Job Offers

When you start receiving offers, take the time to evaluate them carefully. Consider factors like:

* Salary and benefits

* Work-life balance

* Growth opportunities

* Company culture

Don't be afraid to negotiate for better terms if the offer doesn't fully meet your expectations. Preparation and research are key to successful negotiations.

Why Choose LoopCV for Your Job Search

LoopCV is more than just a job application tool -- it's a comprehensive solution designed to simplify and enhance your job search. Here's why it's a game-changer:

* Time-Saving: Automates the application process, saving hours of manual effort.

* Personalization: Tailors applications to each job, increasing your chances of success.

* Efficiency: Applies to multiple roles simultaneously, ensuring you don't miss opportunities.

* Insights: Tracks application history and responses, helping you refine your strategy.

By incorporating LoopCV into your job search, you can focus on what matters most -- preparing for interviews, networking, and upskilling.

Conclusion

The job market may be competitive, but with the right strategies and tools, you can achieve your career goals. By following these job hunting tips, you'll not only improve your chances of finding the right opportunity but also make the process more manageable and rewarding. Whether you're just starting out or looking for a career change, LoopCV is the perfect partner to streamline your journey and help you land your dream job.

Start your job search today with LoopCV and take the first step toward a brighter future. Remember, persistence, preparation, and the right tools can make all the difference.

Frequently Asked Questions

What is the most important job hunting tip today?

Tailoring each application to the specific role and using tools that streamline the repetitive parts of the search tend to yield the fastest results.

How can I speed up my job search?

Automating the matching and application process, while reserving your personal time for interview prep and networking, is the most effective way to speed things up.

Should I focus on quality or quantity when job hunting?

Both matter -- automated tools let you apply at meaningful volume while still tailoring each application, so you don't have to choose one over the other. more

Career development

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'70% Of Top Jobs Are Never Posted': Army Officer Builds Nine AI Agents To Take Senior Professionals Where Job Boards Can't

Twenty years of experience. Five to six hundred applications. One interview.

That is the arithmetic Robin lived with for two and a half years.

He had built teams from nothing. He had fixed profit-and-loss statements nobody else would touch. He held the kind of senior-management title that once opened doors just by sitting on a résumé. He assumed, reasonably, that someone somewhere was keeping... score.

No one was. The phone did not ring.

"Out of five hundred or six hundred applications, I received one interview, probably one or two, max," says Robin, who today holds a Director of Delivery role.

He is not an outlier. He is the pattern. And one man, a serving officer in the Indian Army, has built an entire company around breaking it.

Major Richik, Founder and CEO of NxtJob.ai and the builder of an earlier recruitment-tech venture called HyreSnap, does not soften his diagnosis.

"The market doesn't reward the most capable person in the room. It rewards the one with the better strategy," he says.

His argument: for experienced professionals, the job search is a second job in itself, stacked on top of the role you already have, or the one you have just lost. Treat it like a hobby, a few tired clicks after dinner, and the market treats you exactly the same way. It ignores you. Quietly. Completely.

Robin learned this the hard way. Before NxtJob.ai, he had already paid two other programmes that told him to tweak his résumé and wait. Neither worked. He nearly refused to trust a third.

"I did not have any strategy. I don't know how to approach the job market, I simply went ahead and applied. After getting into the job search properly, my complete perception changed," he says.

What changed his outcome, the company says, is a four-step method run by nine AI agents working alongside human consultants. Here is what it looks like.

Step one is a truth most candidates never confront: your résumé's first reader is not a person. It is software.

An applicant tracking system, the ATS, screens you in seconds, on formatting and keywords, before any recruiter ever sees your name.

Devjit found out at 54. Seven months out of work, heartbroken and exhausted by his own account, he had spent those months firing résumés into portals and inboxes that he suspects never reached a human being. His ability was never the problem, Major Richik contends. His document was written for a person, and a person was not reading it.

Then there is the opposite mistake. Srinivasan tried the modern shortcut: he fed his résumé to ChatGPT and told it to "optimize" against a job description.

It worked. In the worst possible way.

"It will throw something on me and interviews will be scheduled. But I would not be able to live up to the interviewer's expectations, because it's all fake. It was embarrassing, to say the least," Srinivasan says.

The padded résumé got him into the room. He did not survive five minutes inside it.

Major Richik's fix: stop editing one file and calling it a strategy. Build a single exhaustive "master résumé" that captures every project, every number, every achievement, then tailor a fresh version for every specific role. On NxtJob.ai's platform, two AI agents split that job. Navigator maps the career into the master document. Tailor generates a customised pitch for each opening.

Now the claim that unsettles clients most, one widely cited in career-coaching circles. By many estimates, as much as 70 percent of desirable roles are never publicly posted at all.

Not on LinkedIn. Not on a job board. Nowhere a routine search would reach.

If that is true even approximately, the crowds are fighting over a fraction of the real market.

Why would companies hide the rest? Major Richik's answer is brutally practical. The moment a senior role goes up, thousands of applicants, some armed with automated bots, flood the listing. Filtering them, even with an ATS, costs weeks of human effort. So many of those roles are never advertised at all. They are filled through people: a department head, a referral, a phone call between two professionals who trust each other.

"While you're refreshing job boards at midnight, the role you wanted was filled by someone who never applied. They simply got introduced," Major Richik says.

For the roles that do exist somewhere findable, a third agent, Hunter, digs past the obvious job boards into company career pages, Boolean searches and freshly posted listings, including the many disguises a single job wears. "Nobody calls your job by the same name twice," the Major notes. A product manager might be listed as a product owner, a platform lead or a growth lead.

The rest of the market, the part filled through people, is opened by networking. And Major Richik is scathing about how most professionals do it: fifty connection requests and a note that reads "Hi, can you refer me?"

Real networking, he argues, means finding the two or three people who actually sit inside your target company and building a relationship genuine enough that they would attach their own name to yours. Even the conversations that go nowhere today become the seeds of tomorrow's referrals, someone changes companies, someone gets a budget, someone remembers you.

A fourth agent, Networker, identifies the right contacts and follows up "the way a careful professional does, not a desperate one." The higher skill, the Major says, is making the recipient feel you are doing them the favour by reaching out, a framework the company calls the WIN Method: a Well-researched problem, an Insightful solution, and a Narrative that ties the two together.

Because beyond a decade of experience, he insists, interviews stop being interviews. They become meetings, two professionals deciding whether to work together. You would never walk into a client meeting without researching the client's problem. So why walk into the most important deal of your career with any less preparation?

A fifth agent, Pitcher, researches the specific problems a target company is facing and packages a problem-solution narrative you send straight to the decision-maker who owns it. Not a recruiter. Not an inbox buried under applications.

"It turns 'please consider me' into 'here's what I'd already started fixing on day one.' You're not sending applications anymore. You're sending proposals," Major Richik says.

Getting through the door is half the battle. What you sound like inside is the other half, calm confidence, or the faint smell of desperation.

A sixth agent, Interviewer, runs structured mock interviews with feedback and STAR-based storytelling, rehearsed until composure stops being a performance and becomes instinct.

Robin went through that material "ten to fifteen times," he says. Then he walked into a final round for a Technical Program Delivery Manager role, and walked out offered the more senior Director of Delivery position instead.

Srinivasan, who had lost offers at PwC and elsewhere before joining, points to the same turning point. "That is when I understood it is the face-to-face practice which was missing. That was the game-changer," he says.

And then the stage professionals fumble most: the offer. Do not celebrate. Do not sign immediately. Acceptance runs both ways, Major Richik insists. He claims recruiters routinely hold 30 to 40 percent more budget than their opening number, and cites an estimate that a professional can forgo close to ₹8-10 crore over a lifetime by never learning to negotiate. A seventh agent, Negotiator, benchmarks what the role is actually worth and rehearses your counter-offer before you need it. The company states these figures are its own estimates.

Major Richik is candid: this venture is personal. He did not build NxtJob.ai because résumés interest him. He built it because he watched capable people lose, first to a filter, then to silence, then to a process he believes was never designed to recognise them. He frames the mission in the language of his Army training: an ethos of helping the deserving who stand to lose from the system.

Nine AI agents in total work alongside the company's human consultants, more than can be covered here, and the Major points prospective clients to a two-day weekend bootcamp where he walks through the full method used with clients like Robin, Srinivasan and Devjit.

His closing shot is aimed straight at the senior professional who believes a track record still speaks for itself.

You did not reach this level by being unprepared. You got here with a strategy, every single time.

This is not the moment to break that streak. more

Career development

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Strategy over spray-and-pray: NxtJob.ai bets nine AI agents can fix the senior job hunt

The mathematics of the open job market can be unforgiving. Robin, a manager with twenty years of experience, applied to five or six hundred openings over two and a half years; the return, by his count, was a single interview.

"Out of five hundred or six hundred applications, I received one interview, probably one or two, max," says Robin, now a Director of Delivery.

Bengaluru-based NxtJob.ai,... the platform Robin eventually used, reads that failure specifically: the constraint at senior levels is not capability but strategy. It deploys nine AI agents alongside human consultants across the job-search funnel, and was founded by Major Richik Sinha Roy, a serving Indian Army officer who earlier built recruitment-tech venture HyreSnap.

"The market doesn't reward the most capable person in the room. It rewards the one with the better strategy," says Major Richik, its founder and chief executive.

His premise: At senior levels the search is a second job in itself; treat it as a few clicks after dinner and the market responds in kind, with silence.

Screened out in seconds

The platform first re-engineers the résumé, arguing candidates misunderstand what reads it: before any recruiter sees a name, an applicant tracking system (ATS) screens it in seconds, on formatting and keywords. A résumé written for a human reader may never reach one.

The opposite failure is equally costly. Srinivasan, another client, had ChatGPT "optimize" his résumé; it cleared screening on achievements he never had, and did not, he says, survive five minutes in the interviews it secured.

The fix is structural: one exhaustive "master résumé" of every project, number and achievement, tailored fresh for each role. Agent Navigator maps the career into the master document; Tailor generates the customised pitch per opening.

The market that never gets posted

Its second focus is discovery, resting on a widely cited career-coaching claim: as much as 70 per cent of desirable leadership roles are never publicly advertised. An industry estimate, not an audit; still, the company argues, candidates are competing over a fraction of the real market.

The logic it offers is cost. A posted senior role draws thousands of applicants, some using bots, and filtering them consumes weeks of human effort. Employers route around it by filling roles through people: a referral, a call between professionals who trust each other.

"While you're refreshing job boards at midnight, the role you wanted was filled by someone who never applied. They simply got introduced," Major Richik says.

For roles that are findable, agent Hunter extends coverage past obvious job boards into company career pages, Boolean searches and fresh listings, including the several titles single job can hide behind.

Proposals, and the offer table

Access to the unadvertised segment runs through relationships, which most professionals, the founder argues, reduce to fifty connection requests and "Hi, can you refer me?" His alternative: find the two or three people inside a target company and build a relationship credible enough that they would attach their name to yours. Agent Networker identifies contacts and follows up, using the company's WIN Method: a Well-researched problem, an Insightful solution, a Narrative connecting the two.

Beyond a decade of experience, he argues, interviews become meetings, two professionals deciding whether to work together. Agent Pitcher researches a target company's specific problems and packages a problem-solution narrative delivered straight to the decision-maker who owns them, bypassing recruiters altogether.

"It turns 'please consider me' into 'here's what I'd already started fixing on day one.' You're not sending applications anymore. You're sending proposals," he says.

Agent Interviewer drills structured mock interviews with STAR-based storytelling. Robin, who went through the material "ten to fifteen times", entered a final round for a Technical Program Delivery Manager role and left with an offer for the more senior Director of Delivery position.

On price, the counsel is to treat the offer as the start of a negotiation. Major Richik claims recruiters routinely hold 30 to 40 per cent more budget than their opening number, and cites an estimate that a professional can forgo Rs 8-10 crore over a lifetime by failing to learn how to negotiate; Negotiator benchmarks the role and rehearses the counter-offer. The company is explicit these figures are its own estimates.

Major Richik calls the venture personal, built after watching capable people lose, first to a filter, then to silence, then to a process he believes was never designed to recognise them. He points prospective clients to a two-day weekend bootcamp that walks through the complete method.

His closing argument, to the senior professional still assuming a track record speaks for itself: nobody reaches that level unprepared. They got there with a strategy every single time, and this is not the moment to break that streak.

Topics : OpenAI

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First Published: Jul 13 2026 | 4:40 PM IST more

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8 Ways Universities Can Recognise Student Achievement Beyond Grades

Recognition programs have the potential to set students up for real post-college success, but is your program truly recognising all student skill sets?

Student recognition strategies must go beyond GPAs to reward students for in-demand job skills, such as communication-based soft skills, advanced technical knowledge, nonprofit experience, environmental stewardship, networking, and adaptable... leadership. These skill sets also require the type of creative problem-solving employers are looking for.

The key is to create holistic recognition programs that take all demonstrated achievements into account through co-curricular records (CCRs), micro-credentials and digital badges, competency-based portfolios, leadership and citizenship awards, peer-to-peer recognition systems, innovation and entrepreneurship grants, campus media highlights, and holistic merit awards.

1. Co-Curricular Records (CCRs)

Highly driven students regularly take on extracurricular activities outside of the classroom, but these achievements aren't reflected in a traditional academic transcript.

Co-Curricular Records (CCRs) solve this problem by issuing official, institutionally verified documents (with university seals) that chronicle structured involvement and achievements outside of the lecture hall. CCRs go beyond self-reporting, adding more weight and credibility to résumés and internship applications.

CCRs are best for validating leadership roles, volunteer hours, and active club memberships. Student success teams can use tracking software that allows students to log activities and references for CCRs. At the end of the semester, students can download their CCRs through the school registrar, similar to official grade transcripts.

2. Micro-Credentials and Digital Badges

Think of your student recognition strategy as a career development program.

Boost post-graduation success rates by issuing verifiable, skill-based micro-credentials that students can upload to their LinkedIn profiles. Students can earn them through specialised workshops, bootcamps, and online training modules in career-relevant areas.

This strategy is best for relevant skills, such as coding, web design, AI app development, data analytics, and more high-growth sectors.

Partner with professors, guest instructors, and companies to create immersive training programs that showcase real hands-on experience. Work with a student web development team to create stackable learning modules that issue milestone digital badges with University seals.

3. Competency-Based Portfolios

To supplement academic transcripts, micro-credentials, and CCRs, launch a competency-based portfolio dashboard that allows students to curate a collection of work they're most proud of, such as:

* Product development mockups

* Research papers

* Coding projects

* Video demonstrations

* Public artworks

Students could turn their portfolios into websites or shareable links through the University's domain or a partner web host.

4. Leadership and Citizenship Awards

Leverage your student recognition program to shape the leaders and changemakers of tomorrow. In addition to credentialing and work portfolios, help natural leaders hone their skills through leadership development programs that inspire:

* Community advocacy

* Fundraising

* Networking

* Environmental stewardship

* Business innovation

At the end of each program, hold a gala dinner to recognise top performers with university awards, including custom engraving for plaques. Create distinct award categories for community impact, inclusivity, innovation, and more, then build an online nomination portal where faculty, staff, and student peers can vote for recipients.

5. Peer-to-Peer Recognition Systems

Award nominations are one example of a peer-to-peer recognition system. These systems foster a sense of belonging and respect among students, ensuring all hardworking students are recognised for their contributions.

Introduce collaboration apps, such as Slack or Microsoft Teams, that bring student success program members together. For example, if you're running an environmental changemakers club, you could create a Slack channel for "Green Leaders." Club members can give digital kudos and shout-outs to fellow members on the app, while also organising the next event.

6. Innovation and Entrepreneurship Grants

Reward big thinkers with grants that honour their innovation and entrepreneurial drive, directly funding their student-led startups, social enterprises, and creative productions. For instance, your program could award a business innovation grant to a green startup that makes eco-friendly ergonomic desks or an environmental stewardship grant to a student who started a community garden and farmers market.

To fund these grants, allocate a portion from the university and the rest from local businesses, nonprofits, and individual investors. You could also plan a pitch event where students pitch their projects for funding and receive mentorship sessions from business and nonprofit leaders.

7. Campus Media Highlights

Feature grant recipients and gala award winners in campus newspapers and alumni newsletters, showcasing their achievements to the greater community. These features could even be picked up by local newspapers and blogs, adding to students' LinkedIn profile citations.

Work with campus cinema departments to set up student film festivals that recognise and award student filmmaking achievements. University newspapers and local publications can both cover the event, creating more credible mentions for students. This exposure can help student filmmakers break further into the film festival circuit.

8. All-Around Achievement

Round out your student recognition program with all-around merit awards that assess "holistic" achievement across distinct pillars, such as:

* Ethics

* Academics

* Volunteer work

* Cultural awareness

* Creativity

* Technology

These awards encourage well-rounded development in students, serving as an important reminder that ethical practice is just as valuable as academic practice. Recognising good awareness also teaches students that self and global awareness matter when they're working toward a goal.

Taking creativity and technology into account reaffirms the value of these skills while recognising students' unique contributions in these areas.

Motivate Student Success

Turn your recognition program into a true engine of student success, with the help of CCRs, micro-credentials, skill-based portfolios, gala awards, peer shout-outs, grants, media mentions, and all-around recognition. Partner with University departments, local publications, and community leaders to bring these programs to life.

Discover more resources to inspire student success. Follow us for news on student competitions, study strategies, exam prep, and emerging leaders. more

Career development

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3 HR Coordinator Résumé Examples To Help You Land Your Ideal Job + [FREE Template]

Career development

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I've interviewed more than 100 job seekers. These are the stories I can't stop thinking about.

* I interviewed more than 100 job seekers about navigating today's labor market.

* They shared the lengths they've gone to find work and the financial hardships they've encountered.

* Together, their stories reveal how much job searching has changed -- and how stressful it's become.

I've spent years talking to job seekers. Their stories have gotten sadder -- and stranger.

One former accountant... woke up at 3 a.m. every day to apply for jobs. Eventually, he applied to be the Chick-fil-A cow mascot.

A laid-off Gen Zer used an AI tool to submit more than 1,300 job applications in a month before landing a job.

A third job seeker took an interview from his car while waiting in line at a food pantry. Over the course of a 16-month search, he applied to more than 6,000 roles.

Looking back through more than 100 conversations, I realized these aren't isolated anecdotes. Together, they paint a picture of how job searching in this low-hire, low-fire environment has become more time-consuming, financially stressful, technology-driven, and, at times, downright bizarre.

Here are some themes that stood out.

Planning for unemployment

When Michael Permana was put on a performance improvement plan, he worried his days at Amazon were numbered. So he used his paternity leave to look for another job, figuring it could take a while to land one.

"I was desperate," he said. "I took the opportunity while I could."

I was struck by how many people began planning for unemployment before it happened. Some cut back on spending, while others secretly took on multiple jobs.

A quality assurance professional was on track to earn about $800,000 last year by secretly working six remote jobs, until he lost four of them in a matter of weeks. He soon rebuilt his income to roughly $900,000 across five remote roles -- but kept applying for more to hedge against future layoffs.

"Even if you have two or three jobs, they could be gone tomorrow before your coffee's cold," he said.

Searching for an edge

Many job seekers said looking for work felt like walking a tightrope. They worried that one false step in an application or interview could cost them the job. Nearly everyone I interviewed had pieced together their own job search playbook from online advice, networking conversations, AI tools, and plenty of trial and error.

While some strategies -- like applying as soon as a job is posted -- were backed by career experts, others blurred the line between proven advice and lore. Job seekers debated everything from whether to apply through LinkedIn or a company's website to the value of AI tools and whether referrals really mattered. A persistent debate was over résumés -- how to write them, and what belongs on them. more

Career development

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I've interviewed more than 100 job seekers. These are the stories I can't stop thinking about.

* I interviewed more than 100 job seekers about navigating today's labor market.

* They shared the lengths they've gone to find work and the financial hardships they've encountered.

* Together, their stories reveal how much job searching has changed -- and how stressful it's become.

I've spent years talking to job seekers. Their stories have gotten sadder -- and stranger.

One former accountant... woke up at 3 a.m. every day to apply for jobs. Eventually, he applied to be the Chick-fil-A cow mascot.

A laid-off Gen Zer used an AI tool to submit more than 1,300 job applications in a month before landing a job.

A third job seeker took an interview from his car while waiting in line at a food pantry. Over the course of a 16-month search, he applied to more than 6,000 roles.

Looking back through more than 100 conversations, I realized these aren't isolated anecdotes. Together, they paint a picture of how job searching in this low-hire, low-fire environment has become more time-consuming, financially stressful, technology-driven, and, at times, downright bizarre.

Here are some themes that stood out.

Planning for unemployment

When Michael Permana was put on a performance improvement plan, he worried his days at Amazon were numbered. So he used his paternity leave to look for another job, figuring it could take a while to land one.

"I was desperate," he said. "I took the opportunity while I could."

I was struck by how many people began planning for unemployment before it happened. Some cut back on spending, while others secretly took on multiple jobs.

A quality assurance professional was on track to earn about $800,000 last year by secretly working six remote jobs, until he lost four of them in a matter of weeks. He soon rebuilt his income to roughly $900,000 across five remote roles -- but kept applying for more to hedge against future layoffs.

"Even if you have two or three jobs, they could be gone tomorrow before your coffee's cold," he said.

Searching for an edge

Many job seekers said looking for work felt like walking a tightrope. They worried that one false step in an application or interview could cost them the job. Nearly everyone I interviewed had pieced together their own job search playbook from online advice, networking conversations, AI tools, and plenty of trial and error.

While some strategies -- like applying as soon as a job is posted -- were backed by career experts, others blurred the line between proven advice and lore. Job seekers debated everything from whether to apply through LinkedIn or a company's website to the value of AI tools and whether referrals really mattered. A persistent debate was over résumés -- how to write them, and what belongs on them.

When Malhar Shah began looking for work, he repeatedly asked ChatGPT and Gemini to grade his résumé on a scale of one to 10, revising it until both gave it at least a nine. He credits the process with helping him land a six-figure role.

One San Francisco millennial struggled to find work after his roughly $120,000-a-year contract role in communications at Amazon ended. After a year of unemployment and food stamps, he broadened his search, eventually finding work as a ghost tour guide and a US Postal Service mail carrier, earning a combined roughly $55,000 a year.

He's still searching for communications roles, but you won't find his tour guide or mail carrier gigs on his résumé. Instead, he lists a comms consulting business that generates little income because he worries employers will judge him for working outside his field.

"I have to keep this charade up that my independent comms company business is healthy and successful and that I'm not hustling as a letter carrier," he said.

When the money runs out

Eventually, many conversations stopped being about résumés and interviews, and turned to money. Some job seekers had enough savings or severance to buy themselves time. Others drained emergency funds, worried about losing their homes, and feared they'd never be able to retire.

After a year of unemployment, Jesse Jashinsky was supporting his family with SNAP benefits, help from their church, and mounting credit card debt. After their car broke down and they couldn't afford the repair, he created a GoFundMe and shared it on LinkedIn, writing: "I don't know if this is the right thing to do on LinkedIn, but I'm kind of desperate." Jashinsky said the post helped his fundraiser collect more than $3,800.

Others worried less about next month's bills than whether they'd ever be able to retire. After being laid off from her management role at Wells Fargo, Robin Peppers Daniel struggled to find full-time work and eventually turned to substitute teaching to earn income.

"In a perfect world, I would retire and get out of this work rat race, but right now, I unfortunately can't afford to," said Daniel, who's in her 60s.

For some, the stakes are bigger than just finances. After being laid off while working in the US on an F-1 visa, Aman Goyal had just 90 days to find a new employer or leave the country.

One of his first moves was spending $50 on an interview-prep book -- not so much for the book itself, but because it unlocked access to a 20,000-member Slack community where he completed dozens of mock interviews. He credited the community and interview practice with helping him land his dream role at T-Mobile.

What's stayed with me

If there's one thing every job seeker I spoke with could agree on, it's that looking for work sucks. It's often lonely, financially stressful, and full of uncertainty -- with much of it outside your control. A tough job market has only heightened those feelings.

But one theme that surfaced repeatedly in my interviews was how many people leaned on others during their job search -- whether online communities, professional networks, or even strangers. Some believed it gave them a competitive edge. Others felt they had no choice.

At the end of nearly every interview, I asked job seekers what advice they'd give someone in the same position. One answer has stayed with me. It came from Oscar Cecena Fujigaki, who spent three months finishing a science-fiction novel after losing his job at LinkedIn.

His answer wasn't another job-search hack. It was about living with uncertainty.

"The past is gone," he said. "The future you're stressing about will likely unfold differently than you imagine. Focus on what you can control today, whether that's your project, applying for jobs, or networking. The present is all that really matters."

Do you have a story to share about looking for work? Reach out to the reporter via email at [email protected] or on Signal at jzinkula.29.

Read the original article on Business Insider

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I've interviewed more than 100 job seekers. These are the stories I can't stop thinking about.

Career development

I've interviewed more than 100 job seekers. These are the stories I can't stop thinking about.