Career development

9h

Tips for a Successful First Job Interview

The first job interview is one of the last steps to getting the job of your dreams. It is especially nerve-wracking if you have just graduated and are looking for a place of work. Perhaps you do not know where to start and who to ask. Everything stresses you out because, in the world of work, you are a beginner.

Getting to the process of a job interview means you have done a lot of things... right. That is, you have managed to get the recruiter interested in your resume. They think you are a promising candidate and can potentially fill the position.

Obviously, a job interview is crucial to getting a job offer, as it allows people from the company to get to know you better. You should pay attention to how to prepare for your first job interview and how to act in the best way possible. Here is what you need to know:

1. Learn information about the company

Forget about coming for an interview without reading or hearing about the organization or the position. It may not be easy to find specific information about the company, but you can look through its website and, if it is a huge company, read the news.

Regarding the interviewer, the basic thing is to see if they are present on social networks such as LinkedIn to know a little about their professional life and what type of content they share. What if they post information about the company or how to get a position?

Look for as much information as possible about the company, its history, values, and what it has recently stood out for. This can help you look responsible.

2. Talk about your professional experience

Recruiters can ask you about your previous job experience. If you do not have it yet, admit it. There is nothing wrong with it. Read your resume and highlight what you would like them to hear. You can talk about your volunteer experience or point out that you had internships.

Speak positively about your previous experience if you have any and describe your most important achievements that are related to the position you are applying for. Try to make it sound like a story to grab the interviewer's attention.

You can also add a speech lasting no more than 2 minutes in which you can express your strengths, abilities, what you are most passionate about that is related to the position, and what you can contribute to the company if you are selected.

3. Dress appropriately

Your resume has managed to generate a positive image that has caught the attention of the recruiter. However, the first impression is key since it allows people from the company to know if you are the right person and if you fit into the culture of the company.

Therefore, it is advisable to do some research on organizational culture. This can give you information about possible dress codes and what type of wear they prefer.

The first impression can be decisive, and the idea is that you should wear clothes according to the sector in which you are presenting yourself as a candidate. Choose formal, well-presented, and neat clothes.

Avoid distractions such as necklines, colorful or large accessories, excess makeup, or too elaborate hairstyles.

4. Be calm

You can be asked questions about your weakness, what you would like to improve in yourself, or anything that may perplex you. Answer calmly and think ahead of time about what to say.

For example, do not expose weaknesses that could pose a problem for that job position. That is, if you are applying for a position that involves the use of technology, do not say that you are bad at it. Instead, you can say that you are still improving what needs to be enhanced.

5. Arrive on time

Go to sleep early and wake up at least an hour before the interview starts. If the interview is virtual, prepare your computer and web camera.

However, it is not necessary to arrive long before the interview. Find out how much time it will take to get from your house to the company's office and plan your journey.

6. Pay attention to your body language

Avoid crossing your arms, hiding your hands, and constantly touching your face. Control the movements of your legs, feet, and trunk. If you do not, it will make seem that you are nervous.

Always look the interviewer in the eyes and try to smile whenever necessary.

7. Listen carefully to the questions

When asked something, try to be polite and attentive. Do not lie or exaggerate. Make it seem effortless and calm.

Do not interrupt the interviewer. Speak without hesitation, and do not go into too much detail. At the end of the interview, you can ask questions about the position, company, or its owners. You can also say that it would be a pleasure to work at the company. Do not forget to thank the recruiter for their time. It will make you look positive in their eyes.

8. Be genuinely interested

If you did not find the information you wanted to know on the website, ask recruiters. You may also want to know specific questions about the salary, if it is possible to work remotely, or anything else. If you do, do not hesitate to ask.

Additionally, ask for their contact information. If you forgot to get it after the interview, you can find the recruiters' contacts on Nuwber.

These small actions will make you look genuinely interested. It can benefit you in the long run.

9. Follow up after the interview

The tips for a successful first job interview are not only related to preparation. It is especially important to follow up after one week. Therefore, if you have not received a response after your interview, a good option is to write an email or make a call.

Get more information about the selection process because some companies clarify that they can take more time. If you know that they take more than a week, wait a bit longer. However, try not to go overboard. Do not write multiple emails asking if they have hired you or not. Be patient and prepare to get the job of your dreams. more

2

Kenneth Ikungo
2h
Thank you for the insight into this, indeed very grateful
Jim Nicholson
3
3h
Many good points. A couple more thoughts: in my opinion. On time us at.least 10 minutes late. Be prepared for anything unexpected. Everyone writes... emails or texts. I do not respond to many emails, and if they come from unknown people, I rarely look at them. Try doing things that most do not do. CALL the interviewer to thank them. You may get additional questions other candidates didn't get. And follow the call upmwith a personalized, hand written note.
When was the last time you received one of those? Exactly, hard to remember, right? Doing things others do not do gets you recognized and remembered.
more

Anonymous member

Career development

1w

I want to pursue a certification for accountant but the microfinance I work for doesn't expect it's employees to have anything that distracts them from work.

As a matter of fact, working hours are from 7:30 AM up until 6:30 PM on average days monday to Friday (Saturdays work stops at about 4:20 PM give or take).

I don't know how I'll balance the two because the company has no guidelines... for such and its seen as a potential reason for employee exit which they don't want!

What should I do? more

3

Brian Onuko
2h
Do it anyway. There are online classes that you may be able to attend.
DARD SOUTH SUDAN
3d
Go for professional studies, this would enabled you pursue your further studies specially with e-learning/distance learning programmes.

In case you... are required to do your in-house
exams, you can request for the examination leaves or do it through microwave. more

Career development

1d

My husband was unemployed for 10 months. He finally landed a job when he turned up at an office with a box of doughnuts.

I was skeptical of his plan as a former recruiter, but it got him the job.

My partner was laid off in January of last year. Hundreds of applications later, he'd only landed two interviews with no job offers.

We had managed to stay optimistic during the job search, using the time to travel and see family, but our positive attitudes began to wear thin as January turned into September.

As a tech... professional, he found it difficult to find work in the field as AI surges and companies grapple with the uncertainty it brings. Even with my help as a previous recruiter, he was ghosted by most companies. I reviewed and tweaked his résumé multiple times, edited his cover letters, gave him tips on finding leads on LinkedIn, and we even practiced mock interviews.

At one point, I listened in on a remote second-round interview to make sure I didn't have any additional pointers. He was doing great, but when he didn't land that position either, our worry grew.

Desperate, he stepped outside his comfort zone and began applying to non-tech companies. But with no experience in other fields, that effort was also fruitless. He wasn't even getting a call back. That's when he came up with a unique plan.

One day, after seeing an open role that was locally posted online, he decided to try an old-school tactic by visiting in person after submitting his online application.

When he told me, I worried about how they'd react to an unexpected drop-in. But he's a social person, and being at home so much was tough on him. If nothing else, putting in an appearance at their headquarters would let him be social in the middle of what would have been a workday, instead of searching through postings at home for the thousandth time.

I had serious doubts that showing up unannounced would work, but we were approaching the 10th month of his job search, and he looked excited about an opportunity. That had become rare.

I wished him luck and held my breath when he left that morning.

Now, my husband is a pastry lover, and on the way to their office, he stopped for a box of doughnuts to bring as a nice gesture. The move drew attention during his visit and jump-started conversations with staff.

He came home hopeful but nervous, telling me about who he had met and how the sweets had gone over better than expected. And it was true: his visit pulled him to the top of the applicant pool, and he finally received a call from HR later that day. The woman mentioned the doughnuts and how the staff had appreciated the treat.

A few interviews with them finally turned into a job offer.

When he first told me he planned to show up at their office with a box of sweets, I didn't think the visit would do much. Truthfully, dropping his résumé in person for that level of role seemed outdated to my recruiter's mind. I worried they would find his actions antiquated. I was wrong.

His visit earned him the chance to land a job he wouldn't have been considered for otherwise. Six months later, he's been offered a raise and recently had a great review. We still joke that doughnuts are responsible for his employment, even though they were just a symbol of his tenacity in this hard job market.

Unemployment isn't for the faint-hearted. It chips away at your confidence and finances while escalating life's stressors. I feel for anyone currently on the hunt when I look back at those 10 months of uncertainty.

What I love about the story is that showing up with a box of doughnuts is a very "him" thing to do, and it was when he let his personality shine that he finally got recognized as a person instead of just another applicant in their email inbox.

As a former HR professional, the job market and hiring process can feel brutal and impersonal on both sides. He forced it to be personal, and that's when things clicked. more

14

Jim Nicholson
3
3h
Yes! Doing something creative paid off! All too often applicants take the easy way out and simply post online. CALL, go in person to talk to hiring... manager. Write a personal, handwritten thank you note. Call it old school, but it makes an impression that other applicants miss. more
Natasha Finister
9h
What a great story. Creative. Congrats!

Career development

8h

Nametag launches identity verification platform for AI-era hiring fraud | Biometric Update

Recruit verifies candidate identity throughout the hiring process as deepfakes, AI-generated résumés and impersonation attempts rise

Nametag has unveiled Recruit to help employers confirm that job candidates are real people, and the same people, throughout the hiring process.

The launch reflects growing concern that generative AI is making candidate impersonation easier and harder to detect. As... deepfakes, synthetic identities and proxy workers become more common, employers are increasingly looking beyond document verification toward systems that can establish identity continuity throughout recruitment, onboarding and workforce access management.

The launch of the identity verification module completes the company's Nametag Hire solution and introduces native integrations with Workday and Greenhouse. It means HR teams can automate identity checks as applicants move through recruitment workflows.

"Recruiting teams have been living with this problem for years without a real solution," says Aaron Painter, CEO of Nametag. "The tools they have today were built to verify paperwork, not people. Nametag Recruit gives HR teams something they haven't had: a straight answer, at every stage of hiring, on whether the person they're talking to is actually who they say they are."

Hiring fraud is growing with AI‑generated résumés, deepfakes and proxy workers. Nametag says Recruit gives enterprises a reliable way to validate candidate authenticity without storing biometric data.

Its patented approach verifies both identity and continuity, while giving candidates the ability to delete their information at any time. Each verification produces a clear pass‑or‑fail result, reducing the burden on recruiters who face sophisticated impersonation attempts.

Greenhouse reports that 65 percent of hiring managers have caught candidates using AI deceptively, while 34 percent of recruiters spend up to half their week filtering spam, bots and fraudulent applications.

Nametag's own 2026 Workforce Impersonation Report found that HR teams increasingly rely on video calls to detect fraud, but visual confirmation alone cannot verify identity. Background checks, meanwhile, validate documents rather than the individual presenting them, and AI‑driven screening tools offer risk scores instead of proof.

Nametag positions Recruit as a way to restore trust in hiring by providing identity assurance from application through onboarding. The module verifies candidates at key points in the pipeline, while Nametag's Onboard product extends that verified identity into device provisioning and access control on day one.

The company already integrates with major enterprise systems including Workday, Greenhouse, Okta, Cisco Duo, Microsoft Entra, Cloudflare Access, Beyond Identity and Yubico, aiming to bridge long‑standing gaps between HR and IT. With impersonation threats rising and manual review processes stretched thin, Nametag argues that identity continuity is becoming essential infrastructure for modern hiring. more

Career development

10h

Cost Of Living Bites: Kiwi Looking To Swap City Commutes For Regional Relocation...

New data from Trade Me Jobs reveals a significant shift in Kiwi job-hunting behaviour, with surging interest in regional roles and hands-on professions as economic pressures continue to reshape the labour market.

In April, Trade Me Jobs recorded a 12 per cent month-on-month overall increase in job searches. Trade Me Jobs General Manager Greg Cassidy says this surge reflects a workforce actively... seeking stability and new options amidst a challenging economic landscape.

"What we have seen in our data is a pragmatic response to the current cost of living and changing job market. With everyday expenses and fuel prices remaining high, New Zealanders are taking action, exploring roles in the regions, looking for flexible arrangements to cut down on commuting costs, or pivoting to entirely new industries."

Alongside the shift in search habits, the platform's data shows job hunters are increasingly looking beyond the main centres. In April, searches for regional jobs saw month-on-month jumps across several locations:

This data reinforces a growing willingness among Kiwi to move for the right opportunity. "Earlier this year, our Annual Market Insights Survey found a staggering 68 per cent of job hunters willing to relocate for a job," Mr Cassidy adds. "As city living becomes less affordable, people are actively exploring opportunities in the outer regions where housing and lifestyle costs are often more attractive."

The search data also highlights a growing appetite for practical, hands-on professions, which may point to workers seeking job security as emerging technologies like AI put pressure on digital and tech-focused roles.

Demand for hands-on work saw significant month-on-month organic search increases across several industries:

"Whether it's looking for stability in essential services or seeking a complete career change, it's clear that Kiwi are adapting their job-hunting strategies to meet the challenges of the current economic environment," Mr Cassidy says. "The demand for 'on-the-ground' roles remains a massive driver of our local economy." more

chisha brandz

Career development

3d

i graduated as a registered nurse 6years ago,i ve been applying for different hospitals,companies but never been lucky enough to get picked or even called for interviews ,its really stressing me out
how do you guys get lucky with jobs,need some practical tips and help,maybe i do it the wrong way?

4

Mohamed omar
11h
Inbox me please 🙏
Anthony Fearon
1
18h
Please pray to God first and apply as a volunteer nurse with your CV. Choose any of the hospitals in your country and work your way through. After a... while, you will land a full time job. Your skills and compassion for patients will endear you to someone for a recommendation.
more
1

Career development

12h

Time: Democrats Want Something Different, So They Choose a Nazi for Senate

Even I will concede that Graham Platner is no longer a Nazi.

After all, he subsequently declared himself to be a communist revolutionary and now campaigns with Somali scammers who are ripping off Maine taxpayers, so he seems to have switched from allegiance to one totalitarian ideology to a different totalitarian ideology.

He trains "Armed Queers," not stormtroopers, which makes him a perfect... fit for today's Democratic Party.

TIME's Platner patter:

After decades of nominating buttoned-up technocrats with glittering résumés, many Democrats want candidates with flaws, faded ink, and redemption arcs that resemble their own. Platner's past, in other words, may actually be his path. "Platner's rise fits a moment where many Democrats feel the traditional playbook hasn't worked, either politically or personally," says admaker Jim Margolis, who advised Barack Obama's presidential campaigns. "Democrats are willing to bet on someone who may have a few warts but feels fresh, unscripted, and tuned in. His 'difference' may well be his secret sauce."

It is true that Platner is "different," although not as much as he would have been 15 years ago. Democrats have been zooming leftward so fast that Luigi Mangione is just outside the Overton Window these days. Colin Wright (follow him!) hit the nail on the head.

Platner is every leftist's dream candidate: a child of wealth and privilege, who went to tony private schools, but who can cosplay a workingman while spouting radical nonsense. He is a rougher-around-the-edges Mamdani, Katie Wilson, Brandon Johnson, or Hasan Piker.

He's an oysterman roughneck with 100% disability (fraudster! Yeah!), who sells his product to his wealthy mom before he goes out to train trannies how to kill normies.

Democrats are swooning over Platner, as Time acknowledges, though they characterize his flaws as warts rather than deal-breakers for ordinary people. The same media that literally turned the "OK" sign into an impermissible expression of white supremacy are fine with wearing a Totenkopf tattoo, seeing it as a charming expression of a man passionate for social justice.

The same Democrat/Pravda complex that went insane over Pete Hegseth having a tattoo of a cross on his chest is going gaga over the man with the Nazi tattoo, which I suppose tells you how they feel about Christianity today, and exactly how they feel about political violence.

Platner's story feels a lot like a pat movie plot: With Democratic voters yearning for outsiders to shake up the system, along comes a rough-hewn, gravelly voiced Marine Corps veteran from Sullivan, Maine -- pop. 1,300 -- as their new national star. He barnstorms the state with a pugilistic brand of economic populism, building a following so quickly that he forces his central-casting opponent, the two-term Democratic governor, Janet Mills, out of the race before voters can cast a ballot. Even in this antiestablishment, unabashedly ageist political moment, Platner's rise has been remarkable. Yes, Mills is 78. She's also a lifelong Mainer who served as a state attorney general and DA, went toe-to-toe with President Donald Trump, and was the handpicked Senate recruit of national Democratic leaders. Platner, 41, is a newcomer carrying enough baggage to sink an oyster boat: a Nazi tattoo, a DUI from a post-military period of heavy drinking, and a trove of Reddit posts that spewed hostility in almost every direction. Working-class candidates are having a moment -- but surely, many Democrats lament, the party could have found one who hadn't, for example, defended peeing on dead Taliban fighters, or joked about the Virgin Mary being a "skank."

Voters gravitated toward Platner anyway. After decades of nominating buttoned-up technocrats with glittering résumés, many Democrats want candidates with flaws, faded ink, and redemption arcs that resemble their own. Platner's past, in other words, may actually be his path. "Platner's rise fits a moment where many Democrats feel the traditional playbook hasn't worked, either politically or personally," says admaker Jim Margolis, who advised Barack Obama's presidential campaigns. "Democrats are willing to bet on someone who may have a few warts but feels fresh, unscripted, and tuned in. His 'difference' may well be his secret sauce."

Platner's "secret sauce" is his vileness. Time and the Democrats believe that this makes him appealing to the "working class," but all the evidence shows that the enthusiasm for Platner comes almost entirely from the Bernie Sanders/AOC/Piker/Elizabeth Warren wing of the Democratic Party, along with their media and podcast cheerleaders.

This is the same impulse, slightly skewed, that turned Tim Walz into a "code talker" to white males. In Walz's case, they chose a social radical with very gay overtones and sold him as a normal guy; in Platner's case, they chose a nasty bigot with a violent streak to appeal to us.

As long as they are communists, it's all good. more

Career development

13h

The ULTIMATE top-to-bottom guide to securing a position for graduates

Job hunting is never easy. But if you are a student at university and applying for a prestigious trainee scheme for 2026, or you have recently graduated and are looking for your first full-time job, you could be forgiven for being demoralised.

Stories abound of job hunters with good degrees from top-flight universities, applying for more than 500 roles and not even getting a single... interview.

But is it really that bad? And if so, what can graduates do to improve their chances of landing a job? On the surface, the numbers do indeed paint a bleak picture.

Data from Adzuna, a jobs search engine which lists nearly all job adverts in the UK, shows that, in September 2016, there were 49,069 graduate jobs being advertised - 4.25 per cent of all the vacancies - a figure that remained fairly stable until Covid.

After Covid, it started to dip a little before falling markedly three years ago. In September 2025, there were a mere 13,754 or 1.68 per cent of all jobs - the lowest it has been for a decade.

'That's quite scary for graduates,' says Andrew Hunter, the co-founder of Adzuna. 'This is the toughest market for graduates that I've seen.'

The main reason is simple: economic uncertainty. 'There's super-low business confidence, the mood music in this country as well as others isn't great, and that's hurting the overall hiring picture,' Hunter told the Mail.

As the Chancellor has made it more expensive for organisations to hire workers, due in part to her decision to increase employers' National Insurance contributions and the minimum wage, unemployment has hit a five-year high.

In 2025, there were 140 graduates going for each vacancy. Competition for roles in retail, consumer goods companies and tourism were the highest at 290 applications for every graduate role

The rate of joblessness increased from 4.8 per cent to 5 per cent in the three months January to March this year, according to the Office for National Statistics.

'Hiring overall is down, but graduates are getting hit harder. They tend to be the first to get hit in times of uncertainty. We saw it in the 2008/9 financial crisis - they're the easiest jobs to pause or cut, because they don't necessarily have an immediate impact on revenue or on the bottom line of a business,' says Mr Hunter.

To make matters worse, there are simply more graduates chasing fewer jobs. Official figures suggest that about 1,053,600 students finished a undergraduate, post-graduate or diploma course in 2023/24, up on the 755,000 a decade ago and nearly three times the 350,000 that were looking for jobs 20 years ago.

Tony Blair's decision to encourage half of school leavers to go to university means there is a glut of graduates, but there has not been a corresponding increase in entry-level jobs.

And when it comes specifically to graduate trainee programmes, it has got significantly more competitive. Go back more than two decades, to 2003, and employers received an average of 38 applications per graduate vacancy, according to Institute of Student Employers, which represents 300 of the largest organisations from the Civil Service to Accenture, Primark and Barclays.

By 2023 that figure had more than doubled to 86 applicants per vacancy. But in the last two years this has shot up. In 2025, there were 140 graduates going for each vacancy. Competition for roles in retail, consumer goods companies and tourism were the highest at 290 applications for every graduate role.

This is not just because there are more graduates around, it's also because some grad trainee schemes have been reduced.

One analysis has worked out that the so-called Big Four consultancy firms - KPMG, PwC, Deloitte and EY - hired a thousand fewer graduates, school leavers and apprentices in 2025 than in 2024.

Add to the haemorrhaging grad job opportunities the prospect of replacing entry-level workers with artificial intelligence (AI) and the picture is bleaker still.

While most experts suggest that AI is not replacing a huge swathe of jobs. Or at least not yet. AI is making employers pause recruitment while they assess how many entry level candidates they need.

And within the application process, the use of AI is making the competition even worse. It is always the case that in a tough jobs market, people apply to more and more jobs - out of fear they will not land any and that process can now be automated.

Harry Wallop writes that when he entered the jobs market at the end of the 1990s, you still applied via Royal Mail. This required you to make the effort to buy a stack of envelopes and stamps, carefully write a covering letter and post the applications. Now, you can use various AI tools to apply for a job in seconds

Stephen Isherwood, the joint CEO of the Institute of Student Employers, explains: 'AI is making it easier for students to apply for jobs. So, when we talk to employers, one of the things they're struggling with is actually AI-driven applications increasing the volume.'

When I entered the jobs market at the end of the 1990s, you still (just about) applied via Royal Mail. This required you to make the effort to buy a stack of envelopes and stamps, carefully write a covering letter and post the applications.

Now, you can use various AI tools to apply for a job in seconds. On one of the most famous job platforms, LinkedIn, you can press the 'apply now' button on job adverts and - in some cases - it will automatically upload and send your CV to the company.

Many other recruitment companies allow you to apply at the press of a button or two.

So, yes, some students are applying for well over 200 jobs before they land a role, but that does not mean they have necessarily had to carefully hone an application to 200 separate companies.

Complicating matters further is the fact that most companies are so overwhelmed by the numbers applying for each job that they turn to AI themselves to filter out the best and worst applicants.

The most common method facilitating this AI loop is something called Applicant Tracking Software (ATS), a computer software used by employers that automatically scans the CV on behalf of the hiring team.

Sally Wynter, who has set up a company called Hunch, to help graduates use AI to find jobs, explains how ATS works: 'What it's looking for is certain keywords on your CV that reflect skills and other attributes that are described within the job description.'

In crude terms, if the job description says they are looking for a candidate with 'strong analytical skills' and who has 'creativity and curiosity', then your CV needs to include these key words. 'Your CV needs to be bespoke,' she adds.

The jobseeker's most important weapon is still the old-fashioned CV. Not only does it need to be tweaked and tailored for every job, but it needs to have two other things.

The first is a snappy introduction. You have to sell yourself in just a couple of sentences at the top of the page. It should be along the lines of: 'I'm a recent law graduate, and I am looking for work in family law,' or 'I am a numerate, analytical history graduate with a passion for consumer goods'.

Again, you need to ensure your summary matches the job you are going for. 'It immediately makes you look like a better fit for the role,' says Wynter.

The jobseeker's most important weapon is still the old-fashioned CV, which needs to be tweaked and tailored for every job

The second crucial thing is the skills section. 'Everybody will have roughly the same academic credentials. So that's not the differentiator. To stand out, you need employability skills,' says Isherwood.

If you are not sure what skills are relevant, take a look at LinkedIn and, in the profile section, you will see a list of hundreds of different skills that, in theory, you could add to your profile or to your CV.

Some require you to have actually mastered a particular skill like programming software, for instance, or a foreign language but others, known as 'soft skills', like 'teamwork', 'customer insights' or 'event management' are still very useful to an employer.

These are a little more abstract and you can claim, with justification, that you have gained these skills via a summer job or even through helping organise a university club or society.

'If you worked in a bar, you were working in a business,' says Isherwood. 'How did you deal with difficult customers? And if you haven't got that type of experience you have to go and get it somewhere. It might be through volunteering.'

Wynter adds: 'The skills can't be vague. They need to be specific. And you need to put some data in there. If, for instance, you've done some bar work, don't put: "bar work".

'Say that you managed extremely busy shifts serving hundreds of customers an evening. Perhaps you moved the crisps from behind the bar onto some sort of display in front, and those crisp sales went up by 20 per cent - that's going to look far more impressive.'

Even running your university football club's social media account is a skill useful to a potential employer if you can prove you gained lots of new followers or gained a sponsor as a result of your efforts.

It is also now easier than ever to learn new skills without leaving home, thanks to the large number of online courses, many of them free.

The most famous site is Udemy, which does charge for many courses, but offers robust 30-hours worth of videos and training in things such as how to make the most out of AI or data analytics. LinkedIn also offers lots of courses.

'You've just got to be obsessed with learning,' says Emma Vites, author of The Graduate Bible. 'In the age of AI, people who are fast learners, who are curious, who have a passion for learning, are the ones that are going to succeed.'

Possibly the most important bit of advice is not to rely solely on job adverts. There are thousands of interesting companies who do not run a high-profile graduate trainee scheme or who might not be recruiting just now. But they will be interested in hearing from bright, keen people who want to work for them.

Wynter says you need to be canny enough to track down people who work for these companies and then bold enough to contact them. 'I would be DMing people at that company. Connect with them on LinkedIn and directly ask them: "Would they be up for giving you some advice, or take a call or be up for meeting for a coffee, or are there any events you can attend?"'

When the vast majority of job applications are now automated, and filtered by a computer, making contact with a real human and telling them you are interested in what they do is one of the best ways to stand out.

How to ace a job interview

When at an interview, Andrew Hunter, co-founder of Adzuna, the jobs website, recommends: 'Take deep breaths, think positive thoughts and try to remain calm and professional throughout - but also try to let your personality shine through!'

Well done - you have secured an interview! But after getting this far, how do you make sure that you don't mess it up?

Do your homework

'Preparation will beat polish every time,' says Matt Burney, senior strategic advisor at Indeed, the recruitment company. 'If you're going to an organisation, look at the company's purpose, recent news, culture, all that kind of stuff.'

Practice using AI

'We live in an age where technology and AI can really help us to be interview ready,' says Andrew Hunter, co-founder of Adzuna, the jobs website. 'Use ChatGPT to research the company history or key personnel so that you are ready to have a deep conversation about the business'.

He also recommends using one of a number of free interview simulation platforms such as Adzuna's 'Prepper' (adzuna.co.uk/jobs/prepper).

The job description is your guide

'Read the job description like it's a brief,' says Burney. 'What is the organisation trying to solve? And then have really good examples that show how you can solve that.

'It's not about memorising answers. It's about your ability to go and solve those problems.'

If stuck for an answer, remember STAR

'The "star framework" is a great way to get through an interview,' says Burney. This is a well-known method of answering interview questions and refers to Situation, Task, Action, Result.

'This stops you from rambling and gives you a framework as to how to answer a question'.

Ask lots of questions!

'Make it all about them and less about you - ask a lot of questions,' says Emma Vites, author of The Graduate Bible. She suggests: 'Tell me what would success look like in this role? Tell me about your most successful person, what qualities do they have? We're moving into this new world of AI, how is that impacting your company?'

Burney agrees strongly, but cautions: 'The really generic stuff such as "What's the culture like?" isn't great. And asking about holiday entitlement is definitely one to avoid! Be more curious about what the business wants, rather than what you want from the business.'

Stay calm

'Interviews can be intimidating, but it's important to remember that no one in that room wants you to fail,' says Hunter.

'Take deep breaths, think positive thoughts and try to remain calm and professional throughout - but also try to let your personality shine through!'

Best websites for graduates to find jobs & internships

If you are job hunting, it is important not to restrict your search to just the traditional recruitment companies such as Linked In, Indeed, Hays, Adecco and Reed - though these will list a lot of graduate jobs.

In the last few years a number of free specialist websites specifically tailored to graduates and students can be useful too.

Bright Network

brightnetwork.co.uk

Probably the best-known site for graduates, it offers lots of advice, as well as jobs and listings for internships and even work experience placements.

No idea what job you want? You can take a quiz which helps suggest various roles and sectors that you might not have thought about.

Its most useful feature is the 'deadline tracker'. You can add any job that you might be interested in and it will then alert you to remind you of the deadline for the application.

Sally Wynter set up a company called Hunch to help graduates use AI to find jobs

TargetJobs

targetjobs.co.uk

There are lots of jobs, internships and vacation schemes (for lawyers and bankers). But it is particularly good at helping students with the nuts and bolts of applying for jobs.

There are template CVs, template covering letters - all geared for different types of jobs, as well as guides to how to cope with psychometric testing.

Milkround

milkround.com

Set up way back in 1996, this is the longest-established of all sites aimed specifically at graduates. It is now owned by TotalJobs, the recruitment company.

It is quite a basic site, but you can upload your CV and what sort of career you are looking for and you will be sent job vacancies. Its strength is the number of apprenticeships and graduate trainee schemes that it lists.

Gradcracker

gradcracker.com

If you are still at school, this is an excellent site, offering advice on whether you'd be better off getting a job or going to uni. Or doing both at the same time.

There are lots of jobs on the site that offer full-scale degrees, while you work. For instance, an apprenticeship at Aston Martin, helping to design new engines, with a starting salary of £26,500. While working there, you will also be studying for a design degree at Warwick University, without the downside of any student debt.

It is primarily aimed at those studying STEM subjects at school, though there are plenty of jobs at Barclays, Tesco, Sky and the like that do not require A-level maths or science.

Hunch

askhunch.com

Only launched in the summer of 2025, this takes a different approach. Instead of you scouring endless jobs, Hunch uses AI to do the looking for you, once you have given them some basic details about what you are looking for.

You also upload your CV or LinkedIn profile. It then, at 8am, sends you 20 job matches. You can 'Save' up to ten of them, or you can delete most of them.

The AI supposedly learns, over a few days, exactly what career or job that you are keen on.

It is a super simple site and very easy to use - more like a dating service than a jobs board.

Handshake

joinhandshake.co.uk

An American platform, which has lots of UK employers listing jobs and internships.

The most useful aspect are the reviews - when students who have just done an interview or internship at a company list the best and worst thing about the organisation.

Why Graduates need to be on LinkedIn

Jimmy McLoughlin, host of Jimmy's Jobs Of The Future podcast

LinkedIn used to be full of humblebrags and CVs nobody read. Now it is becoming where Britain's bosses hang out - and it might just be the most valuable career resource for a young person.

It's worth students and graduates alike signing up to the platform early doors. Even if your CV currently consists of your degree and a few shifts in a pub or a week's work experience, you can still frame your ambition. In your headline, write 'aspiring lawyer' or 'future management consultant'. It signals intent and employers notice that.

Jimmy McLoughlin says that three years ago, only 20 per cent of FTSE 100 executives were on LinkedIn. Now it's closer to 85 per cent, and many of them post content regularly. That's an extraordinary opportunity

Three years ago, only 20 per cent of FTSE 100 executives were on LinkedIn. Now it's closer to 85 per cent, and many of them post content regularly. That's an extraordinary opportunity.

Comment thoughtfully beneath those posts and you'll start appearing on the radar of corporate HR and communication teams. That's because LinkedIn, now owned by Microsoft, rewards users who are more active and 'engaged'.

If you've completed an internship or met someone at a careers fair, LinkedIn is a brilliant way to stay in touch. I used to send a postcard after an internship; it would sit on their desk and keep me in their eyeline. Today, a follow or a comment does exactly the same thing.

One of the best bits of career advice I've ever been given is this: 'This isn't school - no one's coming to pick you, even if you were last.'

LinkedIn is your chance to thrust yourself forward. From your student dorm room, you can engage directly with Britain's boardrooms.

Follow Jimmy McLoughlin OBE, host of Jimmy's Jobs Of The Future, on LinkedIn How to write a CV that stands out

Chris Eldridge, recruitment CEO

In a job market overwhelmed by applications, standing out has never been more critical. But this is particularly challenging for recent graduates who are entering the workforce after spending most of their lives in full-time education with limited professional experience.

That said, younger generations bring a wealth of qualities - from adaptability to tech-savviness - that make them well-equipped to negotiate today's competitive jobs market.

At Robert Walters we review thousands of CVs every year and understand the power of an engaging one. Focusing on your key accomplishments and successes will boost your chances of catching an employer's attention.

No matter your job level; your skills, experience and the ability to communicate your fit for a role will always be key in securing it.

The first step is understanding the current hiring landscape. Right now, budgets are tight and hiring plans remain cautious. As a result, employers are turning to skills-based hiring approaches which prioritise someone's technical expertise and transferable skills such as communication and problem-solving.

To stand out, graduates must emphasise these transferable skills and technical abilities, making sure their CVs meet employers' specific needs.

Recruitment CEO Chris Eldridge says that to stand out, graduates must emphasise their transferable skills and technical abilities, making sure their CVs meet employers' specific needs

Academic credentials alone won't secure a job. It's not about having extensive experience, but rather demonstrating what you've accomplished so far.

For example, if you managed social media accounts for your university's netball society, highlight how you increased follower engagement. Experiences from university societies, part-time jobs, or volunteering roles are excellent opportunities to showcase your ability through real life examples.

Customising your CV for each application is essential - generic resumes simply won't cut it. Start with a broad, editable base CV that you can adapt for each role by adding relevant, quantifiable achievements. Avoid vague or convoluted language, as this will raise concerns for recruiters, hiring managers and automated Applicant Tracking Systems (ATS) alike.

As AI continues to automate repetitive tasks, human-centric qualities like creativity, leadership and adaptability are becoming more valuable than ever.

Your CV shouldn't read like a dry list; it should showcase your personality and best attributes in a way that compels hiring managers to want to meet you in person.

Whether you are a natural leader or creative thinker, ensure your CV provides an accurate window into your key strengths and the qualities.

While AI presents challenges in the hiring process, graduates can also use it to their advantage when crafting CVs. Tools like ChatGPT can help refine wording or suggest industry-specific keywords to improve visibility during automated screenings.

However, any AI-generated edits should always be reviewed carefully to ensure consistency in tone and structure.

Remember, AI may handle initial CV screenings, but humans make the final hiring decisions. Keep your CV engaging and reflective of your unique strengths - it should shine as an authentic representation of you.

Chris Eldridge is the CEO of Robert Walters UK&I recruitment company Zack Islam juggled three jobs while studying at university to improve his CV

Growing up in Luton, I wasn't always certain that university was for me. In sixth form, I worked part-time at my local Greggs while studying for my A-Levels to help support myself and my family. I believed my best option after finishing school would be to stay on at Greggs full-time and work my way up to a store manager position.

It was actually my parents who gave me the initial push to go to university. They were young parents, new to the UK and never had the opportunity to attend themselves. They believed higher education could give me a better life.

At that stage, I also had the wrong idea about university. I knew I'd need a student loan and the thought of graduating with around £60,000 of debt terrified me. It felt like a huge gamble - one I wasn't sure would pay off.

When my A-Level results came out, I had underperformed despite winning my school's award for the Highest Achieving A-Level Student. On results day, I was rejected by both my firm and insurance university choices.

It was devastating, but I refused to give up. Through Clearing, I secured a place at the University of Exeter to study Human Sciences.

I threw myself into every opportunity possible, determined to make the most of it. That decision changed the course of my life.

At Exeter, I worked very hard to build both my academic and personal development. I balanced my degree with multiple part-time jobs, volunteering, sports, society position and employability initiatives - sometimes juggling three student jobs at once.

Read More Best second careers for the over-50s: Lucrative jobs that require more life experience than training

Over those years, I worked a wide range of jobs from Greggs, McDonald's, Dnata Catering and the DPD warehouse, to on-campus catering and as a University Student Ambassador. Each role taught me something different - about teamwork, communication, professionalism and resilience.

Beyond paid work, I was constantly engaged with social mobility charities and extracurricular activities to make myself more employable.

That discipline and involvement paid off.

I received a scholarship and, in my second year, I was awarded the Sutton Trust/JP Morgan Competitive Opportunity Bursary, which helped ease financial pressures and allowed me to focus more on professional development.

I remain incredibly grateful for the financial support provided by both the University of Exeter and the Sutton Trust, it genuinely made a difference in enabling me to succeed.

A major turning point in my journey was joining upReach, a charity supporting students from less-advantaged backgrounds to access top graduate careers. Through UpReach, I gained confidence in networking with professionals across industries and connected with like-minded students nationwide.

Before graduating, I completed a Summer Internship at JP Morgan's Investment Bank in London, within the Securities Services Leadership Programme (Depositary Receipts Group).

After graduating in 2025, I joined Neuberger Berman as a Graduate Analyst in the Global RFP Team, specialising in Alternative Investments and Public Equities.

Securing such a prestigious graduate role straight out of university was a defining milestone, the culmination of years of work, sacrifice and persistence.

The graduate job market today is more competitive than ever. Many students submit countless applications without hearing back and that silence can be discouraging, especially for those without professional networks or prior exposure to corporate environments.

That's why programmes like UpReach, SEO London, Sutton Trust, Zero Gravity, The Brokerage, 93 per cent Club and Bright Network are so important. They help level the playing field by giving students the tools, guidance and confidence to succeed.

It's encouraging to see more employers recognising this and taking steps to recruit more inclusively, though there's still work to be done.

If I could share advice with others, it would be:

Develop a habit of saying yes to opportunities.Use your background as your advantage. In every interview, if I saw the chance, I spoke proudly about how I had to fight for opportunities. It showed resilience, motivation and authenticity.Adopt a long-term mindset. I've never known exactly where I want to be in five years. My focus has always been on making the most of the present.Treat every stage like it matters. Whether it was a first-round interview or a final assessment centre, I prepped as if it was my dream role.Seek out support proactively. There's so much free help available - you just need to look for it. Reach out to your university careers service, alumni networks and charitiesNever take rejection personally. I always viewed rejection as redirection. more

Career development

14h

Guy Learns Basic Spanish From Dora The Explorer, Somehow Convinces An Entire Workplace He's Fluent

C'mon, let the first person who hasn't lied on their résumé throw the first stone. And if my boss is reading this, no, they aren't, because I actually did not lie on mine (seriously, I didn't). But everyone has told a little white lie at some point.

For instance, saying you're proficient in Excel when, in reality, you've only used it twice during that tech class in high school. And sometimes,... these little white lies will actually land you the job, but the real problem comes later: when they ask you to put that "knowledge" into practice. In today's story, this kind of lie actually ended up involving HR, so here's what happened.

Read more: Reddit

Everyone might lie on their résumé, but it's not every day that our job depends on a skill that we claim to have

Image credits: katemangostar / Magnific (not the actual photo)

A man told his future manager, during an interview, that he was fluent in Spanish, when all he actually knew were basic sentences that he'd learned in high school

Image credits: DC Studio / Magnific (not the actual photo)

The job ended up actually needing fluent Spanish due to the sheer amount of Spanish-speaking guests at the hotel, and the man became the resident translator

Image credits: dragonimages / Magnific (not the actual photo)

Despite only knowing a few sentences, he was still the best they had, and the man managed to fool them just enough to stay there for 8 months

Image credits: Ambreen / Magnific (not the actual photo)

But one day, during a busy and chaotic workday, his language skills were put to the test by a family, and he wasn't able to help them at all, exposing his lack of Spanish skills

Imge credits: Marcus_Guy

After another customer jumped in and saved the situation, the man was actually called for an HR meeting, which would tell him if he still had the job

The hilarious story today is told by a hotel staff worker, our Original Poster, who admitted he's in a bit of a work pickle. As it turns out, during the interview process for his job, the manager asked him if he spoke Spanish, since most of the guests were Spanish-speaking. The OP apparently said yes, because he'd taken two years of Spanish in high school, and then indirectly became the hotel's translator.

However, he explains that whenever a guest came in speaking Spanish, he would pull out his best Dora the Explorer impersonation, using basic sentences he'd learned over time and through the show. Still, he was the staff member who knew Spanish best, which ultimately led everyone to believe he was absolutely fluent in the language. Apparently, he knew just enough to be understood by Spanish-speaking guests.

One day, though, chaos ensued in the hotel lobby. A Spanish-speaking family had their flight canceled and a clogged toilet, so amid all the confusion, they sought help. Obviously, the staff pointed them to the OP, the resident translator, but they weren't the usual happy-go-lucky guests he normally dealt with. They were nervous, talking fast, and expecting answers he simply didn't have.

So when he resorted to his typical one-liners, the family became increasingly upset, thinking they were being made fun of. Eventually, a bilingual guest was forced to intervene, and everyone realized the OP wasn't as fluent as they had thought. After the incident, he was called in to speak with HR, expecting to be promptly fired, but no further updates were given.

Image credits: katemangostar / Magnific (not the actual photo)

If you actually think the OP is in the wrong for lying on his résumé, you might be surprised to learn that studies show 64.2% of Americans have admitted to lying on their résumé at least once in their lives. Apparently, these lies often take the form of exaggeration, such as claiming fluency in a language when they aren't, or embellishing other skills, much like our narrator today.

His two years of Spanish may have also led him to develop what psychologists call the "Dunning-Kruger effect." This phenomenon happens when people overestimate their skills or knowledge in a specific area. In this case, he believed his language skills would never actually be put to use and that he could get away with knowing just the basics, which he did for eight months. But ultimately, everyone got a reality check.

So what exactly could he have done in this situation? Well, he could have tried to actually learn Spanish once he realized he needed it, especially since basic Spanglish phrases wouldn't cut it during a crisis. Linguists point out that while it may take a few years for an English speaker to become fully fluent in Spanish, most people can reach a conversational level within six to seven months of consistent daily practice.

Ultimately, the OP had enough time to improve and polish his Spanish skills, and netizens definitely took note of that. Many questioned whether it had ever crossed his mind to properly learn the language, and in some comments, he admitted he didn't want to because he had been getting by with what he already knew. So, what would you have done in this situation? Come clean immediately, or learn as you go?

Netizens found the situation hilarious, but ultimately defended that the man could have simply polished his language skills during those months more

Career development

15h

Novorèsumè Launches AI Resume Job Matcher for Resume Optimization and ATS Compatibility

Career development

17h

11 Psychological Tricks For Job Interviews To Get You Hired

Congratulations! You have been shortlisted for an interview. The nerves take over within a few minutes of hearing this good news. Acing an interview is a tough nut to crack. But here are 11 psychological tricks for your next job interview.

Congratulations! You have been shortlisted for an interview. The nerves take over within a few minutes of hearing this good news. Acing an interview is a tough... nut to crack. You googled top 5 tips for job interviews.

You have researched the company and studied their vision, mission, and challenges. You have written down 3 to 5 smart questions to ask the interviewer to show that you have done your homework.

You have practised the top 10 interview questions to master your answers. Acing an interview is not limited to answering 'Tell me about yourself' or 'what are your greatest strengths'.

The job interviewers notice your body language, eye contact, communication style, dressing and energy levels, and then your answer to "Tell me about yourself".

First impression is most of the time the final decision when it comes to interviews. So focus on making a powerful first impression.

11 Psychological Tricks For Job Interviews To Get You Hired

1. Make the best of the first three seconds. Humans decide if they like you or trust you in the initial seconds of meeting you based purely on your posture and handshake.

2. Subtly copy their body language. This psychological trick forces the interviewer to see you as an ally and lower their guard.

3. When asked, "What are your weaknesses?", never say "I work too hard". Name a real, minor flaw like you binge a lot on sweets. Follow it up by how you are actively fixing it.

4. Flip the power dynamic. By asking them smart questions early on, you shift from being interrogated to holding a conversation. It shows you are good at engaging people.

5. Take deliberate pauses. Wait for two seconds before answering a question. Do not inhale deeply or squirm in your chair. Maintain a relaxed body language. Speak calmly and thoughtfully.

6. Dress professionally. Wearing dark navy blue and black subconsciously projects leadership and trustworthiness. Avoid orange and yellows. Dress sharp, ironed clothes. The best is if you dress the role.

7. Keep nodding slightly when they speak. This psychological trick shows you are engaged in the conversation and listening attentively. It also makes them talk more, making them feel connected to you.

8. Use 'We', not 'I'. Speak about your past wins using 'we' to showcase you are a teamplayer who isn't after credits. You see success as a collaborative effort at workplace.

9. Find a common interest early on. Mention a sport or hobby or your favourite activities without coming across as bragging. If they happen to like it too, they will instantly build a rapport with you.

10. When asked, "Where do you struggled in your previous role?", never tell your past failures as mistakes. Present them as your learning curves.

11. The last thing you say is remembered the most. It is known as the recency effect. Always end your interview on a positive and high note. A firm handshake and a confident smile followed by thank you for your time. more

Career development

18h

12 Best Job Search Apps for 2026

Searching for a new job in 2026 looks very different from just a few years ago.

Instead of spending hours refreshing job boards, manually saving job links, and trying to remember where you applied, more professionals are now using job search apps to simplify and organize the process.

The best job search app doesn't just help you find job listings. It helps you:

Whether you're looking for remote... work, startup opportunities, corporate leadership roles, or your first internship, the right career search apps can save time and improve your results.

In this guide, we reviewed the best job search apps in 2026 based on:

The job market moves fast.

At many companies, recruiters begin reviewing applications within hours - or days - of a job being posted.

Candidates who rely only on traditional desktop job boards often miss opportunities.

That's why more professionals are turning to job search apps that make it easier to search, apply, and track opportunities from anywhere.

The best job search apps can help you:

Get real-time alerts when relevant jobs are posted.

Save your resume, autofill applications, and submit faster.

Track interviews, recruiter conversations, and follow-up deadlines.

Research salaries, company culture, and employee reviews before applying.

Best for: Automated job searching

LoopCV is one of the most advanced job search apps for professionals who want to automate their job search.

Instead of manually checking job boards every day, users create personalized job search loops based on job title, location, seniority, work type, and keywords. The platform continuously scans job boards and career pages, then automatically applies to matching opportunities.

Unlike traditional career search apps, LoopCV focuses on automation, helping candidates stay active in the market even while working full-time.

A customer success manager in Berlin wants remote SaaS roles across Europe. Instead of manually checking jobs every day, they create multiple search loops and let LoopCV continuously discover and apply to opportunities.

LinkedIn remains one of the most widely used job search apps in the world.

In addition to job listings, users can build their professional brand, connect with recruiters, publish industry content, and apply using Easy Apply.

Its combination of networking and job discovery makes it one of the strongest all-around platforms.

A sales manager builds their personal brand, connects with SaaS recruiters, and applies directly to enterprise sales roles.

Indeed is still one of the most popular job search apps globally.

It offers millions of listings across industries, salary insights, company reviews, and personalized job alerts.

For many candidates, Indeed remains the default starting point.

A customer support specialist in Athens sets alerts for remote support roles and receives instant notifications when new opportunities appear.

Glassdoor combines job discovery with company reviews, salary data, and interview insights.

It's one of the best career search apps for candidates who want to understand company culture before applying.

A software engineer compares compensation, leadership reviews, and work-life balance across multiple tech companies before applying.

ZipRecruiter uses AI-driven recommendations to match candidates with relevant roles.

Its mobile-first design makes it one of the strongest job search apps for candidates applying on the go.

A healthcare administrator receives personalized job recommendations and applies directly from their phone.

FlexJobs focuses on remote, hybrid, freelance, and flexible work opportunities.

Unlike many platforms, every listing is manually reviewed.

A parent returning to work searches for flexible remote project management roles.

Monster remains a trusted platform for corporate, finance, operations, and administrative roles.

An operations manager sets alerts for regional leadership opportunities and applies directly through the mobile app.

Dice specializes in software engineering, cybersecurity, cloud, and data roles.

A DevOps engineer sets alerts for remote cloud infrastructure jobs.

Handshake connects university students with internships, graduate programs, and entry-level recruiters.

A final-year business student applies to graduate rotational programs and internship opportunities.

Wellfound helps candidates discover startup opportunities with salary transparency, equity details, and direct hiring team access.

A product designer compares startup compensation packages before applying.

Snagajob specializes in retail, hospitality, healthcare, and local hourly roles.

A student looking for weekend hospitality work finds nearby openings through the mobile app.

CareerBuilder continues to serve candidates looking for roles across healthcare, finance, operations, and management.

A finance professional sets salary-based alerts for accounting leadership roles.

✓ Strong established employer network

✓ Good filtering tools

The best job search app depends on your career goals.

And if you're focused on startups, Wellfound remains one of the strongest career search apps in the startup ecosystem.

The reality is simple: the best job search apps don't just help you find jobs - they help you run a smarter, faster, and more organized job search in 2026.

Want to simplify and automate your job search?

Create an account on LoopCV to discover matching jobs, automate applications, track opportunities, and manage your job search more efficiently in one platform. more

Career development

19h

Your Résumé Is Not Your Career. Your Audience Is.

Member-only story

Why smart engineers are building followers instead of updating CVs -- and what happens when they do.

I spent three hours last year fixing my résumé.

Bullet points. Action verbs. "Spearheaded." "Optimized." The works. Then I hit apply on six jobs, refreshed my inbox for two days, and heard back from exactly nobody.

Meanwhile, a friend of mine wrote a 900-word Medium post about... a problem he'd solved at work. Nothing fancy. No fancy formatting. Just him explaining a thing he figured out.

Two weeks later, a startup founder messaged him on LinkedIn. They'd found the article. They wanted to talk. He got the job without sending a single résumé.

I kept thinking about that for months.

The thing nobody told us about résumés

Résumés made sense in a world where information was scarce. Companies posted jobs. You mailed in a paper document. Someone read it. That was the whole system.

That world is gone.

Now, before anyone interviews you, they've already Googled your name. They've checked your LinkedIn. more

Career development

20h

It's long past time to put an end to unpaid internships for college students - The Boston Globe

If this sounds like a prototypical unpaid internship, that's because Walling laid the legal groundwork for the 38 percent of US interns who continue to jump at such "opportunities." Paid internship hiring is on the rise nationwide, according to the 2025 National Association of Colleges and Employers Student Survey, but in Massachusetts, unpaid ones still abound for those who receive "school or... academic credit" or training similar to that of an "educational environment."

Due to my career choice probably being the lowest-paying after Times Square Elmo, I've gotten quite familiar with this type of agreement. And my Emerson College classmates and I are constantly reminded by professors and future employers that we're entering dying industries.

"Journalism is doomed," Jason Pramas, executive director of the Boston Institute for Nonprofit Journalism, tells me. "A lot of us keep doing it out of duty. . . . But we're not doing it because we expect to get rich and famous."

Does this stop us from chasing our dreams? Of course not.

Employers want experienced applicants, and we want experience. The National Association of Colleges and Employers surveys job recruiters annually about what they look for in candidates. "Every year, among the top three or four factors . . . they're looking for internship experience on the résumé," says Joshua Kahn, associate director of research and public policy.

Forget about self-care. A U.S. News & World Report survey published in January found my generation prioritizes "job opportunities over financial compensation or work-life balance." Last summer, thirst for experience led me to accept an unpaid internship at an independent radio station, where I sacrificed income for the chance at a big break in broadcasting.

Ultimately, my time emailing contest winners helped me get hired months later at GBH News as a paid intern. But this fall, I may be returning to square one: I'll be studying at Emerson's Los Angeles program (where working an internship is required) and career counselors recently informed my cohort we'll likely be doing unpaid internships -- in one of the nation's most expensive cities.

This is where the concept of free labor morphs into a strange paradox. Though I bunked at home last summer with parents who covered my living expenses, I was technically employed illicitly -- I never bothered submitting my work at that unpaid internship for academic credit. At Emerson, my 50-hour "professional development experience" would have earned me 1 credit and cost over $1,000 in tuition (more for fall and spring semesters).

Add that tuition to the other hundreds of thousands in tuition and housing -- along with the money I wasn't earning at my radio job -- and it simply didn't feel worth it to go into more debt.

As I prepare to graduate this December, a new series of financial pressures has emerged: the ongoing gas crisis, rising food prices, and a historically poor job market. If we're expected to work unpaid for several months -- which, according to the 2025 NACE Student Survey, leads to fewer job offers and lower salaries than for those who complete paid internships -- how are we expected to survive an economy that's tailor-made to fail young people?

One of my peers, Iselin Bratz, a journalism senior from Maine who supports herself financially, says she would find it hard to do unpaid work, "particularly for an internship that's in a city that's not where I live." Though she completed an unpaid internship last fall at local nonprofit news outlet Cambridge Day, she was only able to afford the opportunity because of a grant from Emerson's "hyperlocal news initiative."

Some companies don't have the funds to pay a salary but find ways to help cover students' cost of living. "I think in any way that places can partner with schools to have grants or [offer] a stipend . . . then that's always better," Bratz says.

Even the railway brakemen who lost out in Walling v. Portland Terminal Co., which set the guidelines for a very specific type of blue-collar educational experience, only trained without pay for seven to eight days and were compensated $4 per day retroactively. Nobody expected them to have an undergraduate degree, or even if they had, tuition at Harvard only cost $525 in 1947 -- equal to roughly $8,000 now.

Today, the Department of Labor defines an unpaid intern as anybody who "complements, rather than displaces" the work done by full-time, paid workers without ever defining what "complement" means. This can create an atmosphere of exploitation rather than education. One classmate told me about being left to run a company's entire PR strategy with two other unpaid interns -- in the middle of their final exams.

And discrimination and other ethical problems can be rampant.

"There are labor laws that unpaid internships run into trouble with," Kahn says. "For example, unpaid interns are not protected from harassment in the workplace because they're not considered employees."

I know unpaid internships can lead to jobs. The business manager at my unpaid internship told me she had one as a student and it "blossomed into a career."

But maybe the perfect happy medium, for smaller companies and nonprofits

that need all the help they can get, lies in the Boston Institute for Nonprofit Journalism model. There, Pramas and his team bring on 30 interns a semester and pay them $150 each for one story, even though the organization only has "money until August."

Though they can't guarantee anything more than that, Pramas believes "respect" and "karma" are just as important as overhead. So is "remembering what it's like to be young, to be treated badly," he says. "It would be good to remember that and then to go, 'What's the best we can possibly do?' Even if it means that we suffer somewhat." more

Career development

21h

I've landed jobs and a pay raise using the same 5-minute interview slideshow since 2018. Here's what's in it.

This story is available exclusively to Business Insider subscribers. Become an Insider and start reading now. Have an account? Log in.

This as-told-to essay is based on a conversation with Kendall McGill, a 32-year-old project manager based in Baltimore. It's been edited for length and clarity.

I'd been working as a project manager at a retail pharmacy company for a while, but a few months ago,... I started looking for something new. I hated my role, and it felt like it hated me.

I started searching internally and externally for a new job, and I ended up landing an internal transfer for a different project manager position. It was a lateral move, but I got a 5% pay increase.

I've been using a job interview hack -- the same slideshow presentation -- since 2018, and I credit it with helping me land this new role and pay raise. It's easy to use and showcases my ability to jump into any role and hit the ground running.

I remember someone I went to college with used a presentation in a job interview, so I took that idea from her to land a corporate job in 2018. I wanted that job so badly, and I didn't want to be stumbling over my words, looking silly, so I figured the best way to combat that issue was to be prepared.

I also figured nobody else was going into the interview with a slideshow that included a portfolio deck and questions already answered in the STAR format -- a framework to answer questions by defining the situation, task, action, and result -- so I went for it. I've given a presentation in job interviews ever since then, and I've hardly changed its setup because interviews are the same old song and dance.

I use the same presentation for every job interview, and it has helped me land multiple jobs. I've probably applied to hundreds in the last seven years.

Toward the beginning of the interview, I ask if I can share my screen and present a quick slideshow. I try to keep the presentation within five or six minutes, and I've never had someone say no. I've also given this presentation in person in paper format once.

If I get the sense that their interview process is more strict, I go through the slides as they ask me questions, keeping my shared screen active. If they ask me to tell them about a time I did xyz, I'll go to the slide that best represents the answer.

The first slide introduces who I am, thanks them for taking the time to interview me, and shares briefly why I'm a good candidate.

The next four slides highlight the last few companies I worked for. I put the logo of the company and a themed title. For example, when I worked at Motorola Solutions, I titled it "high stress, big personalities." In the text, there are three or four bullet points detailing my impact at the company in the STAR format.

The final slides include different tools and platforms I'm familiar with, and a 30-60-90 plan to discuss what my goals will be for the beginning of my time at the job. This is to make sure I'm on the same page with them about what success looks like in the role.

When I send a thank-you email for the interview, I always include the slides alongside my résumé for their review.

I've never had someone react negatively to my presentation.

I feel like hiring managers appreciate that I'm two steps ahead and confident in my presentation skills. For those reasons, I'd absolutely use the slideshow again.

Something I always tell myself is that the only way out is through. I didn't get this job because I presented this to one company, and all of a sudden, they said yes. You've got to show up with your A game at every single interview and keep swinging, because eventually it'll work out. more

Career development

23h

'Punctuality should matter for both sides': Gen Z job candidate walks out after interview is delayed by 1 hour despite double salary offer

A top Gen Z job candidate walked out of a job interview after being asked to wait an hour due to the interviewer's unavailability. He highlighted the hypocrisy of companies demanding punctuality from applicants while disrespecting their time. This incident revealed a company's flawed hiring culture, prompting a reevaluation of their practices and emphasizing that candidates also evaluate potential... employers.

Punctuality in workplaces is an extremely important quality. It shows that you are serious about your tasks, respect others' time, and are committed to maintaining discipline and professionalism in your work environment. In today's competitive corporate environment, being on time also plays a key role in making a positive impression among seniors, managers and bosses, establishing trustworthiness and commitment. On the contrary, when job-seekers appear for an interview, they often have to wait beyond the scheduled time, causing delays to prior commitments. But this difference is almost brushed under the carpet.

Recently, career coach Simon Ingari dropped a post on his X-handle sharing a similar story of one such Gen Z job candidate. But what he did after the delayed interview showed why punctuality is not exclusive and it should be followed by everyone. A conversation between an HR and a CEO revealed how a seemingly routine scheduling delay led to an unexpected outcome that left the company rethinking its hiring practices.

As per the post, the HR informed the company's CEO that a top candidate had walked out before the interview even began. When asked what went wrong, they explained that the candidate had arrived 10 minutes early for his 11:00 a.m. interview, demonstrating punctuality and professionalism. However, upon reaching the venue, he was told that the interviewer was unavailable and was asked to return at 12:00 p.m.

The CEO initially considered this a reasonable adjustment in a busy schedule. But the situation took a turn when HR highlighted the candidate's reaction. The applicant reportedly pointed out the irony that while candidates are often rejected for being even 5 minutes late, his own time was rescheduled without prior notice or apology. Although the candidate was offered a double salary than his current role, he chose to withdraw from the process.

According to HR, the candidate emphasized that hiring is a 2-way process where respect for time should be non-negotiable on both sides. He further stated that the experience reflected the company's culture more than any interview question could. For him, the delay was not just a scheduling issue but an early indicator of how employees might be treated within the organization.

The CEO, though surprised, acknowledged that the candidate viewed the situation as a sign that the company treated its own time as flexible while expecting strict punctuality from others. The HR team concluded that the interview effectively 'started' the moment the imbalance in expectations became visible. The incident has since sparked wider discussion around workplace etiquette, with many pointing out that candidates are not just being evaluated during interviews but are also actively evaluating the organization from the moment they step in. more

James Petchett

Career development

4d

Hi! I recently became the manager of the courier department and everything has been going well. But last week we hired a new courier and he keeps coming to work with his dad. His father tries to get involved in everything and control the work process. I understand he cares about his son, but it’s starting to bother me. How can I politely tell him not to come to our office anymore and not to stick... his nose into our work? Thanks more

1

peter elweu
1d
May be you hired a baby. Just lay off the baby.
Siyabonga Madikizela
1d
Hi Sir, I understand you care about your son's performance and the quality of work he produces, but I think we got it covered here and we can manage.... We will handle everything we'll together but if we need help we will certainly call you. more

Career development

1w

I hid the fact I had children in job interviews - it's the only way to get hired

When author and mother-of-two Davina Quinlivan was interviewing for new roles online five years ago, she would hide all evidence of her two children, moving Mother's Day cards, their artwork and stray Pokemon cards.

Quinlivan, author of recently published Possessions: A Memoir of Transformation in an Era of Precarity, felt she needed to give each interview "the best shot" and couldn't take the... risk of motherhood "impacting me, even a small amount". As an academic who has spent much of her career teaching feminist theory, she found it deeply conflicting.

"It's a difficult feeling, because why would I do that? It's so painful to pretend to vanish [my children] away. Yet I know on some unconscious level that people interviewing are thinking: 'Well, if this child is unwell, our teaching schedule goes down.' Of course, there is support for working carers, but you have to jump through the hoops of getting the job in the first place," she explains. "I wanted to give myself opportunities. I don't think there were vast numbers of mums being interviewed for these jobs, and I knew who would get those jobs in the end - and they weren't mums."

She's one of an increasing number of women who have felt the need to hide motherhood during job interviews. Peanut, the world's largest community app for mums, ran a poll exclusively for The i Paper and found that the majority of mothers - 60 per cent - don't mention caring responsibilities during job interviews, while six per cent actively hide any trace of motherhood until they are offered a role. This compares with 34 per cent of mums who actively mention their children in interviews, the poll of 580 mothers found. "We're seeing more mothers concealing their children from interviewers, which underscores the need for our working culture to catch up. When honesty becomes a hiring risk, the problem isn't with the candidate - it's with the system," Michelle Kennedy, CEO of Peanut, believes.

You might think caring responsibilities should never be discussed in a job interview. But research consistently shows that men can actually experience a "fatherhood premium" - where having children actually increases their chances of getting hired. In one study, professor Stephen Benard at Indiana University sent identical fictionalised CVs to companies from female and male job "candidates", some mentioning their volunteer work for the Parents Teacher Association. Fathers received a slightly higher callback rate than childless men, while employers were 100 per cent less likely to call back mothers than childless women.

Lana Phillips, a marketing assistant from Derby with two children, aged six and four, learnt to hide motherhood after a job interview went wrong. "My children were three and one at the time. The interview was going well and it came up naturally that I had kids. The head of operations asked how old they were. When I told her, she replied, 'They need their mummy at home with them at this stage.' Then explained she stayed at home with her three children until they were school age. I was already back at work. I found it especially shocking that a woman was making this judgment. The interview went sour and ended five minutes later. I received an email saying I hadn't got the job," she remembers.

Since then, she has avoided mentioning her children in interviews. "Then, if I'm turned down, I know it's because of me, not because I have children," she says. She is relieved her employer is supportive and offers flexibility if she wants to watch a school show.

Discrimination against mothers is something that charity Pregnant Then Screwed has been campaigning against for a decade. CEO Rachel Grocott says: "The reality is that many bosses still see motherhood as a burden to business. Women have faced this discrimination for decades - from assumptions they might become parents, to the belief they 'won't come back' from maternity leave, to the stereotype that mothers are less passionate, less talented and less productive. Anyone experiencing it should seek advice on their rights and protections. Mothers are some of the most talented, productive employees and when you discriminate or push them out, you pay the cultural and financial price as parents move to employers who support them. That's the economic truth."

Joeli Brearley, founder of Growth Spurt which gives advice to women returning to work after becoming parents, says: "I spoke to a recruitment consultant who was told by 80 per cent of his clients not to put forward women with children under the age of five. We are seeing pregnancy and maternity discrimination rising year on year. When the economy gets tricky, people feel uncomfortable and revert back to old biases," she explains. "Things are taking a step backwards but we have a government that is making positive changes with the Employment Rights Act last year and the Parental Leave review currently underway."

Many mothers have experienced "ghosting" from recruiters. Florence, who has three children under five, recently started interviewing. "I have multiple childcare options, from nursery to family living closeby," she explains. "I had one recruiter contact me saying I was a perfect fit for a role. They were really positive until I mentioned children, when he asked how I'd manage work and my childcare responsibilities. I never heard from him again."

Brearley says in a job interview it's not illegal to ask a candidate if they are a parent, but it is illegal if an employer acts on that information. "We cannot prove that is the reason for discriminating, though," she says. "More often than not, interviewers ask subtle questions about candidates' personal lives, such as: 'How do you manage your personal life alongside work?' How to react to this depends on where you are in your career; we know that bias exists. For the majority of people, it is better to wait until you are offered a job to ask for flexible working or mention children, then you can prove discrimination. But if you're very senior, have privilege [to choose your role] and power, then ask the questions you want."

She says this is the opposite for men: mentioning children in an interview - as long as there is no request for flexible working - boosts their chance of success as they are seen as "responsible and better employees". Fathers are perceived as five percentage points more committed than childless men at work, according to research by Harvard Kennedy School, while mothers are seen as 12 percentage points less committed than non-mothers.

Sophie Catto, managing director of AllBright everywoman, which supports development of women in leadership roles, and whose children are seven and five, says: "No woman should ever feel she has to hide being a mother in a job interview. There is no lack of ambition in women who are mothers. Motherhood builds skills from prioritisation and decision-making under pressure to resilience, adaptability and problem solving. It strengthens emotional intelligence, empathy and communication, while also sharpening efficiency and the ability to manage competing demands. When businesses recognise and value this, it has a direct impact on confidence, progression and retention, something we have positively experienced in our office.

"I recommend training for line managers who aren't parents and an open calendar policy from business leaders: I have sports days and parents evenings in my diary and this inspires others to do the same. When working flexibly feels normal and doesn't come with a hidden career trade-off, we see stronger retention, deeper engagement and more sustainable long-term progression."

Quinlivan, whose children are now 13 and 10, found the experience of "vanishing" her children so painful that she will never do it again. "It seemed impossible [at that time] to think I had choice. But I did: by giving myself the tools so that I could make my own work," she says. She's built her self-employed creative career over the past four years, while remaining in academia running an online course with the University of Bristol and holding a Research Fellowship.

"Luckily, I've been treated brilliantly - sometimes my children come along and sit at the back in seminars. I now display motherhood in a way that makes it easier [for employers] to understand how my skills are immensely important and translatable to any kind of professional life. Anyone who is a carer knows the amount of creative power, care, love and challenge that goes into raising a human. I bring all those skills to the workplace." more

Tony Briscoe
1
1d
Technically, it's none of their business how many children you have.
Munyaradzi David Matimba
3
1w
I think the female boss in the interview was primarily focused on what’s best for the children, rather than assuming that hiring a mother of young... children would negatively affect work throughput or productivity. more

Career development

1d

Welcome to the Machine: An Unemployed Coder's Guide to the Tech Industry

Welcome to the Machine: An Unemployed Coder's Guide to the Tech Industry

Forget everything you've been told. Burn the motivational posters. The tech industry isn't a meritocracy; it's a bizarre, multi-level marketing scheme for existential despair, and you've just paid for the starter kit, which includes a free laptop sticker and a lifetime supply of impostor syndrome. You were promised a world... of kombucha on tap and beanbag chairs, but you found yourself in your childhood bedroom, now with more monitors and significantly less hope.

This isn't a guide to help you win. Winning is a myth. This is a map of the battlefield, drawn in the blood, sweat, and instant-noodle broth of the damned.

I. The First Commandment: Thou Shalt Bear False Witness (On Thy Résumé)

Your résumé is not a record of your accomplishments. It is a work of high fantasy, a sacred scroll designed to pleasure an ancient, brain-dead god known as the Applicant Tracking System (ATS). This algorithm, which has the cognitive function of a sea cucumber, is your only audience. It does not understand nuance. It only understands keywords. Your job is to feed the beast until it's bloated and happy.

- . Did you spend an entire weekend wrestling with a single CSS bug? You "Architected scalable, cross-platform styling solutions, demonstrating mastery of advanced Flexbox and Grid paradigms to ensure pixel-perfect UI fidelity."

- Did you copy a function from Stack Overflow? You "Leveraged community-vetted, industry-standard code libraries to accelerate development timelines and optimize application performance."

- Did you use 'git commit -m "stuff"'? You "Meticulously documented version control histories, providing robust commit messages to enhance team-wide code comprehension and streamline asynchronous collaboration."

Lie with the conviction of a televangelist. Your final document should be so dense with buzzwords it feels physically heavier. If you drop it, it should break the floor.

II. The Second Commandment: Thou Shalt Cast a Wide and Desperate Net

The idea of a "dream job" is a cruel joke told by people who have never had to choose between paying for Wi-Fi or buying cheese. The strategy is not precision; it's a carpet-bombing campaign fueled by cheap coffee and nihilism.

Apply for jobs that require a decade of experience in a technology that was invented two years ago. Apply for roles that demand 8 years of experience in "SwiftUI 5," a framework that doesn't exist yet, but you're a go-getter, right? The "Easy Apply" button becomes your new best friend, your therapist, your confessor. It doesn't judge. It just sends your soul into the ether, one click at a time, until you're pretty sure you've applied for a Senior VP position at the same company that rejected you for an internship.

III. The Third Commandment: Thou Shalt Perform Thy Passion (On LinkedIn)

LinkedIn is not a professional network. It is a digital hellscape of forced enthusiasm, a scrolling monument to corporate Stockholm Syndrome. It is the saddest party in the world, and you have to act like you're having the time of your life.

Your role is that of a professional sycophant. Comment "Game-changing perspective, John!" on a post that is literally just a picture of his new company-branded water bottle. Endorse people you've never met for "Quantum Computing." Make sure your profile picture is a professional headshot where you look friendly but also like you might disrupt an entire industry before breakfast. It is a grotesque masquerade, and the price of admission is your last shred of dignity.

IV. The Fourth Commandment: Thou Shalt Endure the Trials of Humiliation (The Interview)

Should you be one of the chosen few, you will be invited to the Gauntlet. This is not an interview; it is a series of ritualistic hazings designed to see if you'll crack.

- . Act I: The Vibe Check. A 15-minute call with an HR person who describes their office as a "work-hard-play-hard family," which is corporate code for "we expect you to have no personal life and the HR department doubles as a cult deprogramming unit." You must act like this is exactly the kind of dysfunctional family you've been dreaming of joining.

- . Act II: The Unpaid Labor. They will call it a "quick take-home assignment." It is not. You will be tasked with building a fully functional user authentication system, complete with two-factor authentication and password recovery via carrier pigeon. You will sacrifice your weekend. You will submit it. The only response you'll get is the faint, distant sound of them deploying your code to production.

- . Act III: The Whiteboard Inquisition. You will be made to stand before a panel of senior developers who died inside years ago. They will ask you to reverse a linked list on a whiteboard that still has the faint smudges of the last candidate's tears on it. The goal isn't to get the right answer. It's to see if you sweat through your shirt while talking confidently about "Big O notation" as your brain slowly turns to pudding.

V. The Fifth Commandment: Thou Shalt Be Ghosted

After you have been thoroughly vetted, tested, and drained of all hope, you will be given the final reward: The Great Silence. They will say "we'll be in touch shortly." They will not.

You will not get a rejection email. That would require effort. No, you will simply cease to exist to them. You will develop an intimate relationship with your spam folder, hoping their response just got lost in a sea of ads for discount catheters. You weren't rejected. To be rejected, you must first be acknowledged. You were simply... deleted from reality.

This is the system. It is a finely tuned engine designed to run on the fuel of your ambition and convert it into shareholder value. It is not broken. It is working perfectly.

This isn't a guide to getting a job. It's your initiation. Welcome to the machine. Your complimentary laptop stickers are in the mail. more

Career development

1d

Crafting an Executive Assistant Job Description That Actually Works! - Supply Chain Game Changer™

Rushing to sift through résumés is the quickest way to mis-hire an executive assistant. Before you post a job, pause to map exactly what the role will own and the traits your leader values most.

A clear profile makes executive-assistant recruitment faster, cheaper, and far more likely to stick.

Why a generic job description isn't enough

Most executive-assistant postings read the same: manage... calendars, book travel, handle inboxes. Yet a template ignores the one variable that drives success -- how your leader actually works.

The mismatch is costly: the U.S. Department of Labor estimates a single bad hire can drain 30 percent of the role's first-year salary once you add recruiting, onboarding, and lost productivity (business.com).

Think of the job description as a blueprint, not a checklist. One CEO may need a minute-by-minute scheduler who protects every block of time. Another may thrive with a connector who navigates ambiguity and liaises across departments. Publish the same generic ad for both scenarios, and you signal nothing about which skills matter -- attracting candidates who fit neither.

A custom profile:

* Draws in assistants whose working style matches your leader's rhythm.

* Sets clear expectations on pace, decision authority, and after-hours support before day one.

* Gives recruiters a concrete picture of what "excellent" looks like for this exact executive, cutting search time and cost.

When the description mirrors reality, you'll spend less time sifting through résumés and more time meeting people who can elevate the seat from day one.

Clarifying core responsibilities

Gallup's 2024 workplace report shows that only 46 percent of U.S. employees strongly agree they know what's expected at work, a ten-point drop since 2020. That gap becomes obvious fast when you hire an executive assistant without a precise scope.

Start by drafting one master list of everything the assistant will own or influence in the first year. After two decades of pairing C-level leaders with high-impact assistants, the C-Suite Assistants executive assistant recruitment team has found that roles unravel fastest when no one can point to a clear scope.

So they advise estimating the approximate percentage of time each major responsibility will consume to show candidates how their days will actually unfold. Then label each line:

* Must-have - critical from day one

* Nice-to-have - valuable after onboarding

* Out-of-scope - clearly not part of the role

We usually sort tasks into five buckets to keep the exercise focused:

Mapping responsibilities this way lets you -- and every candidate -- see exactly where the role begins and ends, saving hours of post-hire course correction.

Defining the level of partnership

A role that looks "strategic" on paper but turns out to be mostly scheduling work doesn't last. In a 2020 survey of 4,732 administrative professionals, Executive Support Magazine found widespread friction between assistants hired for strategic impact and those limited to transactional tasks.

Think of partnership on a sliding scale:

* Transactional support. Manage calendars, book travel, and keep logistics running.

* Operational partner. Anticipate roadblocks, track cross-functional projects, and surface red flags early.

* Strategic partner. Act as a proxy in meetings, filter information, and shape priorities alongside the executive.

Decide where the role sits today, and how far it can grow over the next 12 months. Being explicit helps candidates self-select, lowers early-churn risk, and sets a clear path for upskilling from day one.

Identifying the right experience and traits

Experience still matters; you'll want someone who has supported a fast-moving C-suite before. LinkedIn's Global Talent Trends report shows that 92 percent of talent professionals rank soft skills equal to or more important than technical skills, and 89 percent blame most failed hires on weak soft skills.

In practice, that means screening for how a candidate behaves, not just what they've done.

Look for evidence that the assistant has:

* Handled sensitive board materials or investor decks without a leak.

* Co-managed shifting priorities across multiple time zones.

* Written crisp, error-free briefing notes under deadline pressure.

Then probe for traits that predict success over the long haul:

* Proactivity. They surface conflicts before your calendar melts down.

* Emotional intelligence. They sense when a terse email hides a bigger issue and adjust the response.

* Resilience. They recover quickly after a meeting schedule explodes at 6 pm.

* Systems thinking. They build repeatable checklists so mistakes don't recur.

Sharing these non-negotiables with your recruiter keeps the search focused on candidates who will thrive in your specific environment.

What to share with candidates up front

Glassdoor's 2024 OpenCompany survey shows that 95 percent of job seekers rate workplace transparency as important when they judge an employer. The clearer you're on day one, the stronger your talent pipeline becomes.

During the first call, walk candidates through four realities of the role:

* How your executive works. Share their preferred communication style, decision speed, and meeting rhythm.

* Typical hours and responsiveness. Set expectations about after-hours texts or weekend prep so no one feels blindsided.

* Travel cadence. Spell out how often the assistant will be on the road or covering time zones from home.

* Success metrics. Explain how first-year impact will be measured, whether that's calendar accuracy, project throughput, or executive "share of mind."

When people understand the constraints and opportunities early, they self-select accurately, saving you rounds of interviews with great assistants who would thrive in a different environment.

Aligning stakeholders around the profile

When hiring teams disagree on what "great" looks like, the clock keeps ticking and candidates walk away. Gartner's talent-acquisition study shows that each extra week of internal deliberation after interviews cuts offer acceptance by 16 percent and pushes time-to-fill up 17 percent.

To avoid that drag:

Conclusion

A shared, unedited brief keeps interviews focused on the same success criteria and lets you present a unified message to candidates.

Article and permission to publish here provided as Contributed Content. Originally written for Supply Chain Game Changer and published on November 25, 2025.

All images and permission to publish here provided by Contributor. more

Career development

Career development

Tips for a Successful First Job Interview

Kenneth Ikungo

Jim Nicholson

Anonymous member

Brian Onuko

DARD SOUTH SUDAN

Career development

My husband was unemployed for 10 months. He finally landed a job when he turned up at an office with a box of doughnuts.

Jim Nicholson

Natasha Finister

Career development

Nametag launches identity verification platform for AI-era hiring fraud | Biometric Update

Career development

Cost Of Living Bites: Kiwi Looking To Swap City Commutes For Regional Relocation...

chisha brandz

Mohamed omar

Anthony Fearon

Career development

Time: Democrats Want Something Different, So They Choose a Nazi for Senate

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The ULTIMATE top-to-bottom guide to securing a position for graduates

Career development

Guy Learns Basic Spanish From Dora The Explorer, Somehow Convinces An Entire Workplace He's Fluent

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Novorèsumè Launches AI Resume Job Matcher for Resume Optimization and ATS Compatibility

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Your Résumé Is Not Your Career. Your Audience Is.

Career development

It's long past time to put an end to unpaid internships for college students - The Boston Globe

Career development

I've landed jobs and a pay raise using the same 5-minute interview slideshow since 2018. Here's what's in it.

Career development

'Punctuality should matter for both sides': Gen Z job candidate walks out after interview is delayed by 1 hour despite double salary offer

James Petchett

peter elweu

Siyabonga Madikizela

Career development

I hid the fact I had children in job interviews - it's the only way to get hired

Tony Briscoe

Munyaradzi David Matimba

Career development

Welcome to the Machine: An Unemployed Coder's Guide to the Tech Industry

Career development

Crafting an Executive Assistant Job Description That Actually Works! - Supply Chain Game Changer™