Jena Yasava


Career development 1d
I’m new and have only worked at the company for 2 weeks, but the rule that everyone has to go to lunch together is really bothering me. I’d like to spend my lunch break alone - eat quietly, relax and think.
But in our team that doesn’t seem okay. One time I went to lunch by myself and five minutes later they called me saying they couldn’t find me.
How can I tell my coworkers that I prefer to... have lunch alone without hurting their feelings?
Thanks

 more
2   

  • Precious Lungu

    1h

    It depends how you have been brought up, no matter what you cannot run away from how you have been raised, those are the results. Do you even feel... free eating alone? No,no,no it's time you should learn to have company with others, learn new things, experience different things..... that's being a good leader. You have more time at home, more time on a weekend to be alone. more

  • Kathleen Ewing

    17h

    Really good question. Maybe just be honest and say that a new job is stressful, and lunch alone helps you to relax, but you are sure in time, you... will feel more comfortable. Tell them it's nothing personal. I think they are being pushy and should have given you the option to join when you want to.  more

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Career development

 7h

National Recruitment Drive falls short:


On October 19, 2025, the Government launched a National Recruitment Drive and promoted a new online hiring platform under the EmployTT domain.

At the time, the Prime Minister publicly announced that the initiative would provide more than 20,000 job opportunities across Trinidad and Tobago and asked citizens to register online and upload résumés, or visit physical registration hubs for... assistance.

The response was immediate. Within hours of the website being launched, 30,000 applied.

At the end of the Recruitment Drive, a total of 110,000 people applied for jobs online or in person at the National Cycling Centre.

Four months later, many who applied have not been called to work.

To date, the Government has not publicly released a consolidated national figure showing how many applicants were hired across the ministries.

Of the 30,000 people who applied for jobs from the Government through EmployTT, only 1,801 have since been hired by the Ministry of Works and Transport.

That is roughly six per cent.

That figure also amounts to about nine per cent of the 20,000 jobs promised by Prime Minister Kamla Persad-Bissessar.

But the Minister of Works and Infrastructure, Jearlean John, who has to date been the only minister to go on the record about the outcomes from the recruitment drive, said there will be another batch of recruitment in the coming days.

In a statement to Guardian Media, John said that the Cabinet approved the engagement of 1,801 casual workers at the ministry through the National Recruitment Drive.

According to the statement, the workers were hired on three-month contracts, with renewal optional based on performance and requirements from the ministry, and are paid through the Ministry of Finance's Employment Fund.

"These workers have been on the ground since December 2025, strengthening our field operations, particularly in areas requiring urgent intervention," John's statement said.

John said that from March 1, 2026, an additional 800 people are expected "to be engaged to further strengthen the existing teams and expand the scale and pace of work across Trinidad and Tobago."

The minister said works were visible across the country and crews were operating during the day and at night "to maximise output while minimising disruption to the travelling public."

The statement listed locations where workers were deployed, including Grand Bazaar Interchange, Piarco Intersection, Uriah/Butler Highway, Churchill/Roosevelt Highway, Diego Martin Highway and Beetham Highway. (See map)

John said the scope included "power washing, grass cutting, vegetation control, drainage cleaning, and critical flood mitigation preparatory works along the Caroni and San Juan Rivers as we prepare for the rainy season."

She added that operations were ongoing in Golconda and the Works Ministry was preparing to commence works in Gandhi Village, along the Western Main Road, as well as the Uriah Butler Highway between Mount Hope, Grand Bazaar and the Caroni area.

She provided clarity regarding payment, saying that the programme was being funded under the Employment Fund, Ministry of Finance, with payments executed via Vote: Head 69, Ministry of Works and Infrastructure, Subhead 04, Current Transfers and Subsidies, Item 009, Other Transfers, Subitem 09, National Recruitment Drive. (See table)

"This is a whole-of-government programme, and key ministries such as the Ministry of Rural Development and Local Government, the Ministry of Public Utilities, and the Ministry of Agriculture and Fisheries have been at the forefront of engagement of workers. Recruitment across the wider State sector is ongoing on a daily basis," she said.

The Government had said the drive would be rolled out in phases, first focusing on public-sector vacancies, then involving private employers.

Weeks after the Recruitment Drive, during the 2026 Budget period, Finance Minister Davendranath Tancoo linked the initiative to a broader labour shift.

He announced a $475 million Employment Fund and referenced an additional $310 million Unemployment Fund intended to support job creation, while noting that programmes such as CEPEP and URP would transition towards permanent employment opportunities.

The National Recruitment Drive was framed as part of that transition.

Guardian Media asked Tancoo how much of the $475 million Employment Fund had been spent, where payments were recorded, whether personal emoluments had increased, whether workers were treated as employees or contractors, and the estimated annual cost.

Tancoo replied: "I don't have that kind of information at my disposal at this time."

The Finance Minister did not respond to further questions sent to him on the matter.

EmployTT vs Recruitment Drive

Last Friday, Public Administration and Artificial Intelligence Minister Dominic Smith made a distinction, which has never been made before, between EmployTT and the Government's National Recruitment Drive.

He said the platform and the recruitment drive were not the same thing.

Guardian Media had reached out to

Continues on page 7

Smith's ministry in an attempt to access operational data on the EmployTT platform, including the number of people registered, shortlisted, interviewed and hired through the system, which ministries used it for recruitment, whether the platform itself generates jobs or only processes applications, the typical contract duration for placements, and whether salary ranges are recorded within the system.

In response, Smith said, "I can commit to providing some of the information. But please note that EmployTT is not the same as the recruitment drive. It was facilitated using the EmployTT domain, but the recruitment drive was a separate item altogether."

After the programme started, questions arose about whether ministries could hire workers outside the traditional public service appointment process.

On October 26 last year, former chairman of the Public Service Commission Winston Rudder said the National Recruitment Drive was lawful because ministries were offering contract positions, not established public-service posts, explaining that

That distinction matters because it means recruitment outcomes can increase short-term engagements without necessarily expanding the permanent public-service establishment. Ministries normally advertise contract jobs outside the commission's permanent appointment process.

EmployTT terms and conditions

The EmployTT terms and conditions describe the platform as an application and information service.

Users create profiles, upload documents and submit applications. Ministries or agencies decide whether to shortlist or hire. The terms state there is no guarantee of interviews, placement or employment outcomes, and user accounts can be suspended for inaccurate information.

The privacy notice states that personal data is stored by iGovTT and shared with participating employers for recruitment purposes.

In practice, that means registration on EmployTT does not amount to a job offer.

An iGovTT source, who asked not to be named, said the National Recruitment Drive was not run through the normal EmployTT system, even though the public accessed it through the same web address.

The source explained that EmployTT has existed since around the COVID-19 period as a standing government vacancy listing service where individual ministries voluntarily post their own jobs. iGovTT only maintains the website and provides the interface; it does not decide what jobs are advertised or who gets hired, and not every ministry uses it.

For the recruitment drive, the Government wanted to quickly gather vacancies across ministries without first onboarding all agencies into the existing system. A separate recruitment page was created using the EmployTT domain so the public would have a single place to register.

According to the source, iGovTT built the front-end webpage but did not run the recruitment exercise, track applicants or manage hiring outcomes. The actual recruitment process was handled by ministries and programme administrators outside the regular EmployTT vacancy listing service.

Questions to iGovTT's acting CEO Charles Bobb-Semple, via email, were not acknowledged up to publication time.

What applicants reported

EmployTT requires users to create accounts, upload CVs and apply for listed vacancies.

Job postings carry deadlines, and the listings are largely contract-based.

Applicants also reported, in the comment sections under two EmployTT posts on social media, technical problems during the initial push.

People said the platform was "not working" and they "can't submit," while others said that at the final stage, it kept showing "error."

Some users said they were "not being able to submit" and "not getting through."

In the same public thread, other successful applicants advised others to ensure their résumé was in PDF format and to try again when the site was "not too busy."

Others directed applicants to go in person to the Cycling Centre in Couva from October 19 to 24, 2025.

Guardian Media also received direct feedback from at least one applicant, who asked not to be named.

On Facebook Messenger with Guardian Media, the applicant said he never received a response after applying.

Asked whether he was ever contacted, the applicant said: "No answer."

Asked whether he followed up, the applicant said: "Not since January."

He added: "No replies."

The applicant also said he was still "job searching."

He did not respond to follow-up questions.

To test the system, Guardian Media created an account and entered the required information.

However, the process was aborted before the final submission stage, where users reported issues because, at that point, the portal asked for a Certificate of Character, which requires time to obtain. Up to that point, it worked smoothly.

What vacancies are currently visible online *please make into a table or box*

As of last Friday morning, EmployTT and the Service Commissions vacancy system were running side by side and advertising different types of work.

System Employment Type Vacancies Advertised Job Nature

EmployTT Portal Contract / Temporary 22 Professional and technical roles

Service Commissions Permanent Public Service 5 Pensionable public-service posts more

Career development

 9h

SHE BUILT THE GUEST LIST -- Lamarra Rice, the Architecture of Access, and the Legacy of a Woman Who Refused to Wait


Written by Jonathan P-Wright (award-winning journalist; Muck Rack-verified) on behalf of The Source Magazine.

Jonathan is CVO of RADIOPUSHERS and Head of Music Monetization for OpenWAV Music.

A mere fraction of individuals in life truly grasp the profound significance of their legacy while they are still among the living. Most people don't think in legacy terms because legacy forces you to... confront time, responsibility, and purpose in the same breath. Legacy is not something you stumble into by accident. Legacy is the rare discipline of envisioning the future impact of your purpose and harmoniously aligning with that vision until it becomes your reality. That journey is seldom undertaken by the majority because it requires a certain kind of inner authority -- an unshakable willingness to build before the world agrees with you.

Trailblazers don't move like they're waiting for permission. They move like they've already been assigned. They walk like the future is watching them, because it is. They make decisions like their name is going to mean something in ten years, because it will. They live with intention, and that intention becomes the blueprint that turns raw talent into something that outlives the moment.

If you want to understand Lamarra Rice, you have to start here -- because her story isn't just a résumé. It's a spiritual posture. It's an architecture. It's the quiet power of a woman who understood early that access is currency, and if the world wasn't going to hand her the guest list, she would build it.

Follow Lamarra Rice on Instagram: @lamarrarice

BRONX-BRED BRILLIANCE, QUEEN-MADE DISCIPLINE

Lamarra Rice, born on March 8, 1991, in the Bronx, New York, is a recognized expert in public relations and a prominent entrepreneur in the media and technology sectors. That birthplace is not a footnote. The Bronx doesn't raise you to be casual about life. It raises you to be aware, to be sharp, to read energy and intention before someone ever speaks. It teaches you that confidence is not arrogance -- it's protection. It teaches you that discipline is not a punishment -- it's a shield. It teaches you that survival might be the beginning, but it can't be the ceiling.

There's a specific kind of intelligence that comes from environments where you don't get to "figure it out later." You learn how to make decisions with pressure in the room. You learn how to stand on your standards when the world tries to bargain with them. You learn how to keep your heart intact without letting your boundaries get soft. That's the kind of intelligence Lamarra moves with: not just book smart, but life smart, market smart, people smart, culture smart. It's the kind of mind that doesn't panic when stakes rise -- it organizes.

This is why her story hits as feminine empowerment in its highest form. Not the surface version. Not the caption version. The real version. The version where a woman walks into a world full of gatekeeping and decides she's not going to beg for access, blend in for approval, or shrink her brilliance to make other people feel comfortable. She's going to master her craft, build her platform, and let her results speak in a language nobody can argue with.

BORN WITH PURPOSE IN HER BLOODLINE

The arrival of Lamarra Rice heralded a transformative shift within her family's dynamic, casting ambitious expectations upon her life even before her umbilical cord was cut. Some people are born into a family and simply exist inside the story that was already written. Other people are born into assignment. Their presence changes the temperature. Their existence forces new expectations into the room. It's as if the universe quietly tells everybody watching, "Pay attention -- this one is going to become a reference point."

For women, that assignment often comes with double weight. The world will demand excellence from women while simultaneously punishing them for not being "small enough" to be convenient. It will admire a woman's strength and then question her confidence. It will benefit from a woman's leadership and still act surprised when she owns it. So when a woman rises anyway -- when she rises with composure, strategy, and undeniable execution -- she isn't just building a career. She's dismantling the old rules and replacing them with a new standard.

Lamarra's journey reads like the story of a woman who understood that calling isn't a suggestion. Calling is responsibility. Calling is a daily choice to move like your purpose matters, even when the room is quiet and the world hasn't caught up to what you already know you're becoming.

PUBLIC RELATIONS IS HER SWORD AND SHIELD

Lamarra is the Founder and CEO of GlobalConnectPR (GCPRUSA), a full-service public relations and digital marketing agency known for delivering a wide range of services across various industries. Lamarra's innovative approach and leadership in the field have earned her a reputation for excellence and effectiveness in connecting brands with their audiences. What makes that statement powerful is what it really implies: she understands perception, and she understands power. She understands that in this era, narrative is leverage, and leverage determines who gets elevated, who gets trusted, and who gets overlooked.

People love to reduce PR to press, as if the work is just about headlines and photos and "buzz." But real PR is positioning. Real PR is protection. Real PR is narrative architecture. It's the ability to make sure the world understands who you are before the world tries to misunderstand you. It's the discipline of shaping clarity in public while building stability in private, so a brand doesn't crumble under attention.

That takes more than skill. It takes emotional intelligence. It takes strategy. It takes a fearless kind of composure. Because in high-level rooms, everybody wants attention. Not everybody can sustain trust. Lamarra's gift is that she doesn't just create visibility -- she creates credibility. She doesn't just chase moments -- she builds foundations.

SHE MOVES WITH RECEIPTS, NOT RUMORS

With more than a decade of experience, Lamarra has forged impactful collaborations with prominent figures and organizations, positioning herself as a leading advisor in public relations and digital marketing. Her remarkable expertise encompasses media relations, event coordination, influencer marketing, talent acquisition, and innovative digital strategies, empowering businesses to achieve extraordinary success. That range isn't random. That range is evidence of a woman who understands leverage and knows how to operate across multiple lanes without losing precision.

There is a reason "decade of experience" matters in industries built on relationships. Time reveals character. Time reveals consistency. Time reveals whether someone can execute under pressure or only shine when conditions are perfect. The more you grow, the more you realize that the market isn't only rewarding talent -- it's rewarding stamina, trustworthiness, and the ability to deliver outcomes repeatedly.

Lamarra's career reflects that kind of durability. She has built a reputation as someone who understands how to connect brands with audiences in ways that hold. She knows how to translate identity into messaging. She knows how to build relationships that outlast trends. She knows how to move in rooms where timing matters and a misstep can cost credibility.

That's not just experience. That's leadership.

CUSTOM STRATEGY, FEMININE PRECISION

Under her visionary leadership at GCPRUSA, Lamarra embodies a personalized approach that meticulously tailors strategies to align with the distinct needs of each client. This is where her intelligence becomes undeniable, because personalization is not easy. Personalization requires listening. Personalization requires discernment. Personalization requires restraint. It means you don't sell a client a template; you study their identity, their market position, their audience psychology, and their goals, then design something that fits like it was always meant to be theirs.

Her unwavering client-centric philosophy cultivates enduring relationships and solidifies the agency's esteemed reputation for excellence in the industry. That kind of reputation doesn't come from charisma. It comes from consistency. It comes from being the person people trust when stakes rise, when timelines tighten, and when the public's attention becomes unpredictable.

From her humble beginnings in the Bronx to her ascent as a trailblazer in the realms of public relations and technology, Lamarra's remarkable journey is a testament to her deep dedication, unparalleled expertise, and steadfast commitment to her clients, as well as to enriching the broader community around her. That arc tells you something about her spirit: she doesn't build for applause. She builds for longevity. She builds for legacy.

ACCESS IS CURRENCY -- SHE BUILT THE BANK

Lamarra not only leads GCPRUSA but is also the visionary creator of the Global Connect Channel, a distinguished online resource designed specifically for publicists and media professionals. This innovative platform, which she successfully launched in [insert year], offers exclusive access to high-profile events, networking opportunities, and media collaboration projects. Currently, the channel boasts an impressive membership of 700 active members, representing a diverse array of industries and backgrounds, with new members joining daily.

That isn't a small achievement. That's ecosystem work. That's infrastructure. That's a woman looking at an industry where access is often hoarded, guarded, and gatekept, and deciding she's going to build a bridge instead of complaining about the wall. Talent is everywhere, but access is not, and Lamarra's platform is a direct response to that imbalance.

As a dynamic hub for professional development, the Global Connect Channel fosters essential connections and collaboration, empowering its members to achieve their goals and drive success in the media landscape. This is feminine empowerment with substance. Not hype. Not hashtags. Not motivational talk without a pathway attached to it. This is empowerment that equips. This is empowerment that creates proximity. This is empowerment that turns isolated professionals into a connected network with momentum.

When you build a room like that, you're not just creating opportunity for yourself. You're altering what opportunity looks like for other people who were never supposed to be invited in the first place.

THE INVISIBLE HAND BEHIND THE HEADLINE MOMENTS

Over the past decade, Lamarra Rice has emerged as a vibrant and influential figure across the entertainment, luxury, and technology industries. Her portfolio reads like the behind-the-scenes story the public rarely hears -- the story of a woman shaping outcomes without needing the spotlight to validate her. The real work in entertainment and luxury is often invisible. It's timing. It's planning. It's relationship building. It's pressure management. It's staying composed when everyone else is reactive.

Film Production is one of the clearest examples. Lamarra played a key role as a production assistant on James Franco's film The Pretenders, where she demonstrated unwavering dedication and versatility within the dynamic landscape of the film industry. Her contributions encompassed everything from coordinating logistics to supporting the cast and crew, showcasing her ability to adapt and thrive in a fast-paced environment. A set doesn't reward excuses. A set rewards execution. And anyone who has operated in that type of environment knows it builds a certain kind of discipline that transfers into everything you touch afterward.

That's why her trajectory makes sense. When a woman learns how to deliver under pressure early, she carries that calm into bigger rooms later. She becomes someone who can hold chaos without being consumed by it. She becomes someone who can steady a brand, steady a team, steady a moment, and still bring the work home.

LUXURY, CULTURE, AND THE ART OF ELEVATION

Luxury Branding and Public Relations is where Lamarra's strategy becomes undeniable. In her role as the publicist for Mike Nekta and the prestigious Rockford Collection, she significantly elevated brand visibility by orchestrating targeted media strategies that secured top-tier placements in influential publications such as Vogue, GQ, and The Knot. Those are not casual placements. Those are credibility signals. Those are rooms that change how a brand is perceived and what doors that brand can enter next.

Her strategic approach was pivotal in introducing a range of luxurious experiences tailored specifically for discerning men in search of the perfect wedding band. Through meticulous outreach and relationship-building, she successfully generated over $1 million in revenue for the Rockford Collection by forming strategic partnerships with high-end retailers and participating in exclusive bridal expos. That detail matters because it separates "press" from performance. It's one thing to be seen. It's another thing to convert visibility into measurable outcomes. That takes intelligence. That takes restraint. That takes precision.

Strategic Partnerships reflect another layer of her influence. She successfully orchestrated collaborations, including the exquisite diamond collection by Cynthia Bailey and Mike Hill, which enhanced brand visibility and significantly elevated presence within the luxury market. High-level partnerships require trust, timing, and taste. They require the ability to align narratives so they feel premium and authentic, not forced. That's the art of elevation: raising a brand's perception without cheapening its identity.

A SOFT HEART WITH A STEEL STANDARD

Event Production and Philanthropic Endeavors reveal the balance behind Lamarra's leadership. She collaborated with esteemed organizations like TMT/CSE to orchestrate impactful charity events, showcasing unwavering dedication to philanthropy and deep-rooted commitment to community engagement. Charity work done correctly isn't just intention -- it's operations. It's planning. It's responsibility. It's making sure the mission is real enough to hold people and deliver impact.

Beyond her professional innovations, Lamarra embodies a spirit of generosity and compassion, actively engaging with various charitable organizations and non-profits, where she dedicates her time and resources to making a meaningful impact on her community. This matters because power without compassion gets cold, and success without community becomes hollow. Lamarra's story reflects the kind of woman who can operate in luxury spaces without losing her humanity, who can build at scale while still remembering the importance of service.

That combination is rare. A soft heart with a steel standard is not weakness. It's mastery.

SHE CREATED THE ROOM, THEN CHANGED THE RULES

Artist Development and Management is a lane that exposes whether someone can handle pressure without losing the plot. Lamarra spearheaded comprehensive artist development programs for emerging talents, playing a pivotal role in shaping the career of rapper ScarLip. Through innovative and transformative campaigns, she provided strategic direction that included the unveiling of ScarLip's striking new look and the meticulously planned spectacle at the Met Gala. These efforts not only showcased ScarLip's unique artistry but also led to ScarLip's successful signing with Epic Records, marking a significant milestone in her career.

That kind of work requires cultural awareness, psychological insight, and impeccable timing. It requires the ability to shape identity without erasing it, to elevate visibility without turning an artist into a product, to build a moment that feels organic while still being strategically executed. The public often sees the headline. They don't see the planning. They don't see the late-night revisions. They don't see the strategy conversations, the risk calculations, the relationship building behind the scenes.

This is where Lamarra's fearless spirit becomes unmistakable. She doesn't just participate in culture. She helps shape it from within.

EXECUTION UNDER PRESSURE, EVERY TIME

Concert Production and Sponsorships is where leadership becomes visible because there is no hiding place. Lamarra led the planning and execution of multiple concert productions, coordinating logistics such as venue selection, artist booking, and technical setups. She successfully secured sponsorship placements from diverse brands, fostering collaborative marketing efforts that enriched attendees' experiences and maximized exposure for both the event and sponsors.

That is operational excellence. That is detail discipline. That is the kind of intelligence people don't clap for publicly but never stop respecting privately. Either the show works or it doesn't. Either the sponsors feel value or they don't. Either the audience has a premium experience or they leave unimpressed. This is the lane where talk doesn't matter -- only execution does.

Film Financing adds another layer of credibility. Lamarra successfully orchestrated funding arrangements for a diverse array of film projects, enhancing the creative landscape and significantly contributing to the growth and success of numerous cinematic ventures. Financing is where vision meets risk. It's where trust becomes measurable. It's where credibility isn't claimed -- it's proven. A woman operating in that lane is operating in serious rooms, where decisions become dollars and dollars become legacy.

FROM SERVICE TO SYSTEM -- THE TECH ERA OF A WOMAN BUILDER

Lamarra is poised to make a significant mark in the tech industry with the highly anticipated launch of the Global Connect App in the third quarter of 2025. This state-of-the-art customer relationship management (CRM) platform is meticulously crafted for public relations executives and their clients, designed to streamline communication and optimize workflow efficiency in an increasingly fast-paced environment. That matters because service is powerful, but systems scale. Systems create continuity. Systems outlive the moment.

Technology Entrepreneurship sits at the center of that evolution. The Global Connect App is described as an innovative CRM platform designed specifically for publicists, functioning as an essential gateway for individuals eager to gain access to exclusive events, red carpet opportunities, and various media or press engagements. By bridging the gap between journalists and talents, The Global Connect App not only streamlines connections but also enhances the overall experience for both parties, facilitating meaningful interactions in the dynamic world of entertainment and media.

This is the move of a woman who refuses to let her expertise stay trapped inside her calendar. It's the move of a woman turning knowledge into infrastructure. It's the move of a woman building an institution, not just an income stream. When you translate your mastery into a system, you're not just expanding a brand -- you're expanding a legacy.

SHE DIDN'T WAIT TO BE CHOSEN -- SHE CHOSE HERSELF

The cleanest truth about Lamarra Rice is that she didn't build her life around permission. She built her life around purpose. She represents the strength of a woman who refused to wait, the divine talent of a woman who understood she could not treat her calling like a hobby, and the fearless spirit of a woman who decided to engineer access instead of chasing it.

Her portfolio -- spanning film production, luxury branding, strategic partnerships, philanthropy, artist development, concert production, sponsorships, film financing, and technology entrepreneurship -- reflects a pattern of excellence that is both rare and undeniable. And beyond titles, the deeper story is her intelligence: the ability to see the future impact of her purpose and align her actions with that future until her reality starts matching what she already knew inside.

The world doesn't always hand women the guest list, especially women who come from places like the Bronx and still refuse to be limited by what they've seen. Sometimes the most powerful women are the ones who build the list, curate the room, engineer the access, and then leave the door open for others who were never supposed to be there.

The most powerful part of the story is never the moment the world finally claps. It's the part nobody sees -- the late nights that turn into early mornings, the discipline that shows up even when motivation is missing, the silence where you're building without validation, the faith that keeps you steady when the timeline feels unfair, and the intelligence that keeps you strategic instead of emotional. That's where real legacy is forged, because anybody can shine when the lights are on, but only a rare few can keep building when the room is still quiet.

That's Lamarra Rice. And that's what legacy looks like while it's still alive. more

Career development

 12h

There's Only One Right Way To Answer The Salary Requirement Question In An Interview, Says Career Expert


For many of us, there's nothing more nerve-wracking than a job interview, and the most uncomfortable part, far and away, is the salary requirement question. But according to one career expert, there's actually a very simple, kind of counterintuitive way to ace this part of a job interview.

Job interviews are usually full of questions that everyone universally hates because of the way they often... seem like traps (looking at you, "What is your greatest weakness?"). The salary requirement question is a perfect example. But Anna Papalia, a career expert, interview coach, and author of the book "Interviewology: The New Science of Interviewing," out later this month, said there's an easy way to answer this question that ensures you stay in control of the negotiation. And it's not the answer you might expect.

"When the interviewer asks you, 'What are your salary expectations?' do not give them a number," Papalia emphatically said in a recent video on TikTok. She said it's especially important to never reveal what you are currently or were most recently being paid. "If you are currently making 50, for example, and you're hoping for 60 grand, whatever you do, don't say, 'well, I'm currently making 50, and I'm hoping for 60 grand!'"

Goksi | Shutterstock

This, she said, is the surest way to undermine yourself and end up with less money than you deserve. "They may be paying 60 to 90, and you just shot yourself in the foot by telling them that you would take the lowest end of the range," she explained.

RELATED: Woman Says She Was Rejected After Job Interview Because The Company Didn't Like Her 'People-Pleasing Tendencies'

Papalia advised to turn the question back around on the interviewer. "When they say to you, 'What are your salary expectations?' you say, 'What is the range of the position or what is the position paying?'"

In another video, Papalia explained that you'll almost certainly not get a direct answer. "They're going to give you a range. They know not to give you one number," so that they can continue negotiating. "That informs you on how to answer the question. You would say you obviously want top of the range."

But rather than give a range, some interviewers will push back by saying they need to know what your salary requirement is in order to move you forward in the interview process. Papalia said not to take the bait if this happens and retain the upper hand. "If that's the case," she said, "you say something like, like, 'well, I need to know the range before we move forward,' or, 'I'm sure your range will be something I'd be amenable to.'"

RELATED: Career Expert Warns Workers To Lie About 5 Specific Things During A Job Interview

Papalia said this is among the most common mistakes people make during interviews. Unless the interviewer brings it up themselves, she said applicants should never discuss money in a first job interview. "Interviewing is a lot like dating," she said in a video on the subject. "Would you ask someone on a first date about marriage? No! Slow it down."

PaeGAG | Shutterstock

Early interviews, she said, are more about feeling the situation out and seeing if the job, company, and team are a good fit. And, if nothing else, holding off on that conversation gives you more time to practice sticking to your guns when the topic of salary does eventually come up. In the end, job interviewing is a sort of game, so it's all about strategy and maintaining the upper hand.

RELATED: Doing This Nice Thing At Work Could Actually Be Holding You Back, Says A Career Expert

John Sundholm is a writer, editor, and video personality with 20 years of experience in media and entertainment. He covers culture, mental health, and human interest topics. more

Career development

 15h

Online Certifications Employers Value Most: Top Certification Guide


The world of work is changing at a record pace -- driven by technology, globalization, and the relentless evolution of industry skill demands. The digital revolution in education has shattered barriers, opening doors that were once closed by cost, distance, and inflexible schedules. Today, online certification has emerged as the bridge between ambition and opportunity, allowing everyone --... students, professionals, and job seekers -- to boost your resume and claim high-value, industry-recognized credentials without stepping foot in a traditional classroom.

Gone are the days when only college degrees or in-person credentials spoke to an employer's sense of security. Forward-thinking organizations and industry leaders now recognize that online certifications -- especially those earned on platforms like Coursera, edX, and AWS -- represent both motivation and practical, up-to-date skills development. The data is clear: 78% of hiring managers say that professional certifications on a résumé increase a candidate's appeal. That means the right certification program can power a career transformation, fuel advancement, or catapult your skill set into the highest-paying industries in the market today.

This comprehensive guide explores the certifications employers value most, reveals the best online certification programs across sectors like technology, health care, and business management, and shows how getting certified online can help you advance your career, transition into a new field, and consistently stay ahead of the curve. Whether you're looking to earn specialized qualifications, develop technical skills, or simply understand the value of an online certificate, this resource prepares you to make informed, career-focused choices in a rapidly evolving job market.

Traditional college degrees once dominated organizational hiring checklists, but the last decade has established online certification as the new academic currency. For employers, an online certificate signals flexible learning, technical proficiency, and a commitment to professional development -- qualities that matter just as much as formal education. Many companies now look for job candidates who can demonstrate up-to-date experience in the field through short, rigorous certificate programs.

The certifications employers value most must be industry-recognized. A certification demonstrates mastery of knowledge and application in areas like project management, information security, analytics, or digital marketing. Unlike traditional degrees, many online certification programs are closely aligned to evolving job roles, integrating input from companies like Microsoft, Google, AWS, and IBM. As a result, students and professionals earn certificates that directly translate to organizational value.

Consider the Certified Information Systems Security Professional (CISSP) for cybersecurity, or the Project Management Professional (PMP) credential for project managers -- both are among the most reputable certifications around the world. Online or in-person, these qualifications are highly valued because they adhere to recognized industry standards.

Online education's greatest strength is access. Numerous online certificate programs offer the same rigor and accreditation as their in-person counterparts, but with the added ability to fit into a full-time job, family commitments, or even global relocation. Platforms like Coursera and edX deliver asynchronous and synchronous learning experiences with high engagement, interactive labs, and digital assessments -- meaning you learn by doing, not just reading.

Organizations face an urgent need for talent in technology, analytics, computer security, and software development. Certifications like the AWS Certified Solutions Architect or Google Data Analytics Professional Certificate -- available on Coursera and edX -- signal to employers that you have in-depth, current technical skills. These certifications are often prerequisites for higher salaries, advancement, and consideration for leadership roles.

Credentials in business management, project management, and business administration continue to offer significant value. The PMP certification (Project Management Professional), as well as the Certified Professional in Management, are considered gold standards. Online certificate programs in business analytics, leadership, and organizational strategy often lead to tangible career growth, especially for those aiming for supervisory or executive roles.

The need for certified professionals is skyrocketing in health care, electronic health records, and special education. Credentials like the Health IT certification or Technician Certification for electronic health records equip learners with necessary compliance knowledge and digital skills. Many online certification programs now even include internship options, allowing students to gain work experience recognized by employers.

Start by analyzing the job market for the roles you want: look at real job descriptions, note frequently requested certifications, and examine which certificate programs appear often. Certifications in various emerging fields -- such as data analytics, cybersecurity, and digital marketing -- can open doors to both traditional employment and remote, technology-driven roles.

Employer recognition hinges on program credibility. Industry-recognized certifications from respected institutions, universities, or global platforms (including Coursera, edX, and AWS) carry significant weight. Always confirm that a given online certification program is properly accredited, and look for feedback from graduates who have used the credential to boost their resume or transition into a new career.

Many online certification programs now provide comprehensive career resources: résumé reviews, recruiter connections, and soft skills workshops. These support services can make the difference between an impressive digital credential and a truly career-changing professional development experience.

Online certifications have become central to workforce mobility -- and the numbers prove it. According to a 2023 industry survey, professionals who complete an online certification report an average salary boost of $25,000 within 18 months. Top certifications -- especially those in cybersecurity, data analytics, and project management -- are among the highest-paying certifications available without a new or additional degree.

Success story: Sarah M., a project manager, leveraged her PMP certification earned online during the pandemic to win a promotion, double her salary, and lead an organizational innovation team. Her story is not unique -- thousands of new career trajectories have started with a carefully chosen online certification.

Industry trend: Many employers now view online certificates as equally, if not more, valuable than in-person or college degrees, especially for specialized technical roles. The bottom line is clear: the right online certification can help you stay ahead of the curve in a rapidly changing knowledge economy.

The future of work demands flexibility, verified expertise, and relentless professional growth. Online certifications -- especially those most highly valued by employers -- deliver practical, up-to-date skills that open doors to new careers, advancement, and leadership in both established and emerging industries.

As online education platforms multiply and the reputation of certificates earned online continues to climb, ambitious learners everywhere can reimagine what's possible for career growth. Whether you're adding to your skill set, transitioning industries, or competing for a promotion, the right certification demonstrates to employers that you're not just prepared for today's workplace -- you're ready to shape its future. Explore, evaluate, and enroll in the certification program that aligns with your professional goals -- your next big breakthrough could be just one online course away. more

Career development

 21h

GORE: Workforce landscape is continually changing


With 2026 still in its first quarter, the job market is experiencing slow but reasonable growth, a trend shaped by the significant challenges of 2025.

Partially due to the nerve-wracking government shutdown in the fall of 2025, many Americans not only lost faith in the system's working process, but also felt the discomfort of having the job security blanket yanked from under them. Though the... landscape of employment seems to have shifted with technology making job searching more accessible than ever before, it still hasn't replaced that void of concern when it comes to everyday living, let alone trying to store up any reserves for the future.

The increase in job-searching sites such as Indeed and ZipRecruiter has made finding employment much more accessible. Job seekers can now apply for positions and submit resumes online, eliminating the need for in-person applications. Although this ease of access benefits applicants, it has reduced opportunities for direct eye contact and handshakes with potential employers. Despite urgent hiring needs in many companies, the true extent of these needs is not always clear, and onboarding remains a costly endeavor as businesses strive for operational efficiency.

Understanding both perspectives is crucial: Workers may find discrepancies between job descriptions and pay, with limited prospects for advancement or raises. Employers tend to make promises that resemble political rhetoric and defend their business practices. Some supervisors and directors may misuse their authority and avoid meaningful engagement with candidates. For applicants, asking relevant questions -- such as whether the company has a high turnover rate could be quite essential.

Today's workforce has not only become diverse, but also lenient when it comes to the hiring method. Employing inexperienced and uneducated workers, as well as disengaged high school students, has pushed child labor laws to their boundaries, all for the sake of filling voids instead of employing. Drug testing has almost become extinct, largely due to marijuana legalization. Many businesses have relaxed their "no smoking" policies, allowing employees with poor performance, attendance, and apathetic attitudes. Some employers have lowered their standards by permitting smoking and vaping on company premises to appease workers. Additionally, older individuals remain in the workforce because of insufficient retirement or Social Security income.

The sense of honor and respect once associated with blue-collar work has diminished. In the past, maintaining steady employment was a source of dignity, and welfare was considered only as a last resort. These days, many adolescents are preoccupied with their phones, often neglecting their responsibilities, which creates challenges in the workplace. Other issues, which include nepotism, cronyism, passive racism, and tyrannical actions among employers and administrators, continue.

Post-pandemic research shows unemployment rates have risen, with many people having difficulties overcoming the complacency due to welfare benefits, side jobs, and recurrent unemployment support. Though these alternatives only offer short-term stability, many have gotten too relaxed and complacent without giving a second thought to finding long-term employment. For younger adults, the thought of building a strong work ethic may not be conceived or encouraged due to limited opportunities. The workplace has evolved dramatically.

Many young people are unlikely to succeed in corporate environments and may settle for mediocre jobs simply to cover cellphone bills or recreational expenses. Factors such as their level of education, proper application techniques, and business acumen play important roles in today's job market. If going by the everyday working person, skill may win over education, and though having a degree may be a mark of diligence, it is not always equivalent to having natural skills. Receiving healthy social security and retirement benefits in the future is based on having a strong working foundation early in life, and it's unfortunate that many younger adults won't realize that relevant importance until their latter days.

Despite many negative portrayals of earning income, such as particular content posted on social media or places that pay workers under the table, consistent hard work remains highly valuable. Regardless of the job, dedication, productivity, and strong character define a hard worker and provide the foundation for success. more

Career development

 1d

Post-Grad Advice From Job Recruiter


This article is written by a student writer from the Her Campus at FSU chapter and does not reflect the views of Her Campus.

The road from university to full-time employment can be a daunting one. With advice coming from all outlets and angles, it's difficult to get a straight answer on the dos and don'ts of job applications. What exactly should we include in our résumé? What should we avoid?... How do we stand out? Most importantly, how do we get hired?

I had the chance to sit down with FSU alumna and technical recruiter, Gabriella Miller, to ask for her professional and sisterly advice. From start-ups to big tech, Gabriella has spent the last eight years in the recruiting field, sourcing talent and shaping the future of hiring. While specializing in advanced career placements, she shares her personal views on early career experiences and what makes a standout interview, résumé, and overall candidate.

Her Campus (HC): In a few words, what stands out to you in an interviewee?

Gabriella Miller (GM): Keeping the lens that we're focusing on early careers, what makes a candidate stand out to me is going to be communication and how they present the experience they do have. Whether it's on the job, via an internship, or what they learned in school, it's important that they're able to articulate what they can bring to the table today.

HC: Are there any red flags that immediately jump out at you in a candidate?

GM: For sure. I think on a résumé, it's important to only include experience that's relevant to the type of job you're looking for, or find a way to gear your experience towards that job. You have limited space on your résumé and attention from the recruiter, so focus on highlighting the experience that most aligns with the role you're seeking.

In an interview, some of the biggest red flags for me are candidates who just didn't do their research. You're always going to be asked, "Why are you interested in working for this company?" The answer needs to be meaningful. How do your interests and skills contribute to that company's mission? You should be thoughtful about how you articulate that because the candidates who do are more likely to move on to the next stage.

HC: With classes at FSU geared toward résumé writing and interviewing, some claim that cover letters are making a comeback. Have you also seen that revival?

GM: It largely depends on where you're applying. Smaller companies generally get fewer applicants, which means their recruiters might have time to read a cover letter. If you're going to use them, use your best judgment. I always recommend looking for ways to help your application stand out. That could be a cover letter, or a better use of time may be finding a hiring manager or recruiter on LinkedIn and sending them a message.

I usually tell people that first impressions are really important. I've heard that on average, recruiters scan a résumé for about 30 seconds before determining if they'll move forward or not. Are cover letters beneficial? Sure. Is everybody going to read them? Probably not. Just use your best judgment to decide if it's worth it.

HC: It sounds like recruiters don't always have time to comb through résumés in detail. What key points on a résumé do you hit in those first few seconds?

GM: For an early-career candidate, I'm going to go with years of experience first. After that, I'm going to look at education. If that checks out, I'm going to dig a little deeper. How does this person describe their work, and does it align with the requirements of this job? At a minimum, I'm going to look at the bullets for their most recent job experience. If there are no major spelling errors or crazy formatting and they meet the role requirements, I'd probably move forward.

HC: In a transparent way, what do you just not care about in a résumé or interview?

GM: Definitely fluff. Show who you are and what you bring through your work experience instead of relying on buzzwords or fluffy objective statements. Same thing applies in interviews. Especially in the world of AI, people are heavily using ChatGPT for interview prep. While I think that can be a very efficient way to prep for interviews, my experience is that AI is always going to spit out more fluff than you need.

Focus on conveying what you want to convey in a precise manner, while still being sincere. You don't want to sound robotic. Sometimes I get candidates who I can tell spent a ton of time prepping for our interview. It's always appreciated, but if we can't cut through the fluff, it can easily derail our conversation.

HC: On that same vein of fluff, how should we balance soft skills versus technical skills? What soft skills are just intuitive?

GM: Convey your "soft skills" in your resume bullets. Don't just say you have these skills in a designated section; prove it. Prove it in the limited real estate you have on your résumé by providing examples. You're also going to have a chance to showcase those skills in the actual interview. They'll show through how you present yourself and how you participate in the conversation.

Every job is going to have a different set of technical skills they'll require for the role, but I've found that early-career roles are going to be more flexible on those. Hard skills are going to be things you've learned through school or internships. Make sure you point those out and show they're a strength of yours, and be transparent about what you're not an expert in. If you do a good job conveying the skills you've developed, you'll make the interviewer feel that you have the aptitude to learn the things you haven't mastered yet.

HC: If you could give "post-grad you" one piece of advice, or if there's something you wish you knew then, what would it be?

GM: There have been studies that show that women are less likely than men to apply for jobs they're not qualified for on paper. Sometimes job descriptions are very cookie-cutter and not an accurate representation of what a team is looking for. With that, I'd encourage everyone, especially early-career candidates, to apply anyway. If you think "I'm missing this one requirement," try anyway. Be resourceful about it, try to find a recruiter at that company, send them a message on LinkedIn, and start a conversation. Just throw your line out!

The next phase isn't so scary with some help. It's baby steps the whole way through, facing one new experience at a time. Gabriella Miller is one of millions waiting for your applications. Recruiters and hiring teams want to see you: what makes you special, what you bring to the table, and what you can do. Let's get hired!

 more
1   

  • Jane Ntiringa

    2
    1d

    It is an eye opener for many job applicants. Thank you for this piece of advice.

  • Richard success

    1d

    that's is informative and helpful
    tap tips

Anonymous member


Career development 1y
I'm a graduate nurse with over 4 years working experience in Clinical settings and 2 years of volunteering in project and event management. I'm currently working part time as an admin assistant for an NGO but I don't find it as fulfilling. Any advice on what kimds of job a graduate nurse can do that is not the normal hospital shifts but still related to health?
1   

  • Rick Barber

    1d

    Gee, why no answer?

  • Author

    1y

    Thank you very much. I have actually considered Psychiatry. I’ll have to do my research about that.
    I’m in Nigeria and planning on staying. I would... love a coach but I don’t have the resources to hire 🙈 more

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Career development

 1d

Why Job Search Feels Harder Than Ever


We may earn a commission if you click on a product link and make a purchase at no additional cost to you. For more information, please see our disclosure policy.

Last updated: February 20, 2026

By Mark Fiebert

Key Takeaways

* Volume Overload: Recruiters are handling far more applications with leaner teams, so even strong candidates can get missed without ever being reviewed by a person.

* AI... Noise Spiral: Automation helps people apply faster and helps employers filter faster, but it also increases clutter, making it harder for qualified applicants to stand out.

* Timing Advantage: Applying early matters more than it used to because many roles receive hundreds of applicants quickly, and hiring teams naturally start with the first batch.

* Experience Creep: People with a few years of experience are increasingly competing for junior roles, which raises the bar for "entry-level" and lengthens searches.

* Strategy Beats Spam: A focused target list, impact-first resume bullets, and intentional networking consistently outperform mass applying in today's tighter market.

The job search feels brutal because hiring is tighter, AI is flooding applications, and recruiters are overwhelmed. If you are applying and hearing nothing, this explains why and what to change. See what works. #JobSearchClick To Tweet

Why the Job Search Is So Difficult Right Now

If your job search feels harder than it "should" be, you're not imagining it. The challenge isn't only about your qualifications. It's about the system you're trying to move through: fewer open roles in many sectors, more applicants per posting, and hiring teams that are stretched thin. Add in automation on both sides, and you get a market that feels impersonal, slow, and unpredictable.

In past cycles, persistence and a solid resume could often carry you through. Today, persistence is still required, but it must be paired with strategy. When the funnel is congested, the "spray and pray" approach tends to create more rejection, more silence, and more frustration without improving results.

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02/20/2026 04:03 pm GMT

The Great Application Pile-Up

The single biggest structural change is volume. Applying is easier than ever, so more people do it. Many candidates apply to dozens of roles in a week, sometimes in a day. That same ease creates a flood of applicants for employers. Even when companies are hiring, recruiters often face enormous resume piles and tight timelines, leaving them unable to give every applicant meaningful attention.

At the same time, recruiting teams have not grown to keep pace with the influx. In many organizations, hiring teams are being asked to move faster with fewer resources. When recruiters are overloaded, three things tend to happen:

* Communication drops and "ghosting" increases, even when a company has good intentions.

* Screening becomes stricter and faster because there isn't time to interpret ambiguous resumes.

* Hiring managers lean toward safer choices because the perceived cost of a bad hire is higher.

The end result is a job search that feels like you're sending your application into a void. That feeling is real, and it's driven by capacity constraints, not personal failure.

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02/20/2026 03:00 pm GMT

The AI Arms Race: Candidates and Employers Both Automate

Automation is now a standard part of modern hiring. Candidates use tools to accelerate resume drafts, tailor summaries, and generate cover letters. Employers use systems to organize, filter, and route candidates through a pipeline. In theory, that should make hiring more efficient. In practice, it often produces a "noise spiral."

When more candidates apply faster, the average quality of applications becomes harder to assess quickly. Hiring teams respond by tightening filters or leaning more heavily on initial screening steps. That creates an environment where small presentation issues, vague language, or weak storytelling can sink an otherwise qualified applicant.

One important point: gimmicks are rarely worth your time. The goal is not to trick software. The goal is to communicate clearly to the human on the other side who is skimming quickly and looking for reasons to move you forward.

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02/20/2026 06:02 am GMT

Entry-Level Isn't Entry-Level Anymore

In tougher markets, competition compresses downward. People with 2 or 3 years of experience often apply for roles that used to be considered entry-level. Employers, understandably, may prefer the candidate who can contribute with less ramp-up time. That shifts the bar upward, leaving new graduates and career changers stuck in a frustrating loop: you need experience to get experience.

This is why many job seekers feel "overqualified" for the roles they can get interviews for and "underqualified" for the roles they actually want. It's also why the first role after graduation or a career pivot can take longer than expected.

A Quick Reality Check Table

This table summarizes what's changed and the response that tends to work best in today's market.

What's happening now What it means for you Best response More applicants per posting Higher odds your resume never gets a human review Apply early and submit fewer, higher-quality applications Leaner recruiting teams Slower responses and more ghosting Follow up once, then move on and keep your pipeline full Automation on both sides More noise, tougher filters, less nuance Write an impact story that can be understood in 10 seconds Experience creep into junior roles Entry-level roles demand proof, not potential Create proof via projects, internships, volunteering, or contract work Risk-averse hiring Employers favor clarity and "known quantities" Use referrals and networking to reduce perceived risk

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02/19/2026 08:03 pm GMT

What Experts Reveal About Standing Out

One of the most useful lenses on the hiring market comes from leaders who see hiring pipelines at scale. Daniel Chait, CEO and co-founder of Greenhouse (a widely used hiring platform and applicant tracking system), has shared several observations that align with what job seekers are experiencing: hiring can slow down while job-seeking activity stays high, and recruiters are often managing significantly larger resume piles than they were just a few years ago.

That has direct implications for how you should approach your search:

* Applying early can help: when a job opens, companies may receive hundreds of applicants quickly. Being in the first wave increases your chances of being reviewed before fatigue and time pressure set in.

* Impact beats chronology: resumes that read like a list of titles and tasks are harder to evaluate quickly. Resumes that show outcomes, scope, and measurable impact give recruiters a fast reason to move you forward.

* Networking still matters: when pipelines are overloaded, a warm introduction can pull you out of the pile and put you into a human conversation.

Notice what's missing from that list: hacks, gimmicks, and keyword tricks. When hiring teams are overloaded, clarity and credibility win. Your job is to make it easy for a recruiter to understand what you did, why it mattered, and why it maps to the role you want next.

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How to Tackle the Market Like a Pro

The goal is not to apply to more jobs. The goal is to build a system that increases your odds per application and steadily creates conversations with real decision-makers.

1) Build a Tight Target List

Pick a realistic set of roles you are truly qualified for and a list of companies where you'd genuinely accept an offer. Then learn the patterns: which teams are growing, which locations are hiring, and which roles appear repeatedly. A tight list improves your speed and your relevance because you're not starting from scratch every time.

2) Apply Early Without Becoming Obsessive

Set alerts for your target titles and companies. When a relevant job appears, aim to apply within the first day. This is not about panic applying; it's about being in the early batch while the role is fresh and attention is highest. If you're consistently applying a week late, you are often competing from the bottom of the stack.

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3) Rewrite Your Resume for Impact

Most resumes fail because they don't tell a story. They list tasks instead of outcomes. Make your bullet points prove value. Use a simple structure: action, scope, result. If you have numbers, use them. If you don't, use clear before-and-after language.

* Task-based: "Handled customer onboarding."

* Impact-based: "Onboarded 40+ customers per month and reduced setup time by streamlining the process and improving documentation."

If you're early-career, you can pull impact from school projects, volunteering, internships, and personal work. Employers are not allergic to non-traditional proof. They are allergic to vague claims.

4) Add an "Access Lane" Through Networking

Applications are the public lane. Networking is the access lane. In congested markets, access matters more. The goal is not to "ask for a job." The goal is to create a small number of warm relationships that lead to referrals, recruiter visibility, and hiring manager conversations.

* Ask for 15 minutes to learn how the team hires and what strong candidates do differently.

* Reference one specific detail about their work to show you did homework.

* After the conversation, apply and follow up with a short update and a thank you.

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02/20/2026 03:01 pm GMT

5) Create Proof When Experience Is the Barrier

If you keep hearing "we went with someone with more experience," you need to quickly produce credible proof. That doesn't mean collecting random certificates. It means producing work that looks like the job.

* Create a portfolio project that mirrors the role (analysis, writing, ops workflows, product mockups, case studies).

* Take a short contract engagement and track outcomes.

* Volunteer in a role that produces measurable deliverables, not busywork.

* Build a "proof pack" you can attach or reference: one-page summary, samples, and results.

Further Guidance & Tools

* Hiring Platform Basics: Use Greenhouse's ATS overview to understand how applications are organized and why clarity matters in early screening.

* Resume Results Writing: Learn about resume action words to strengthen impact bullets and reduce vague language that recruiters skip.

* Interview Preparation: Use Harvard Business Review's career resources to practice structured stories and improve how you communicate outcomes.

* Labor Market Context: Check BLS data to ground your expectations and focus on industries and regions where hiring is stronger.

* Avoid Job Scams: Use the FTC's job scam guidance to spot predatory "services" and protect your money and identity.

5 Resume Writing Books You Should Read

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Next Steps

* Create a target list of 20 companies and set alerts so you can apply within 24 hours of new postings.

* Rewrite your resume to lead with outcomes, with your strongest impact bullets in the top third of page one.

* Schedule five informational conversations over the next two weeks and ask each person for one relevant introduction.

* Build one proof project in the next 14 days that mirrors the job you want and add it to your resume and LinkedIn.

* Track your pipeline weekly (applications, responses, screens, interviews) and adjust the system instead of changing direction emotionally.

Final Words

The job search is difficult right now because the hiring machine is congested: more applicants, leaner recruiting teams, and a screening process that has become faster and less forgiving. That can feel personal, but it's mostly structural. The winners in this market are not the people who apply to the most jobs. They're the people who apply early, communicate impact clearly, and create access through relationships that pull them out of the pile. If you treat your search like a system and build proof as you go, you can break through even in a tough market.

Additional Resources

Related posts:

Executive Job Search Revi...

Top Mental Health Counsel...

Job Search Is Broken -- He...

Job Application Tracking ...

Mark Fiebert

Mark Fiebert is a former finance executive who hired and managed dozens of professionals during his 30-plus-year career. He now shares expert job search, resume, and career advice on CareerAlley.com. more

Career development

 1d

Elon Musk bans résumés and cover letters in hiring for his chip team. These are the 3 bullet points he's looking for instead | Fortune


It takes hours for some people to craft a résumé and cover letter, listing past experience and accomplishments on a sheet of paper -- details your interviewer is likely to ask you to explain face-to-face anyway. That redundant, time-consuming process has forced many to ditch the career materials, and Elon Musk is leading the charge.

The Tesla and SpaceX CEO is now asking anyone who wants to join... his AI5 chip design team to nix the conventional cover letter and résumé in favor of just three short bullet points.

In an X post Musk said he was looking for applicants to join Tesla as it restarts work on the AI supercomputer project Dojo3. To be considered, all applicants have to do is to submit "3 bullet points on the toughest technical problems you've solved," Musk wrote in the X post.

The move is characteristic of the CEO, who during his time at the helm of the Department of Government Efficiency, issued a directive asking government workers to email five bullet points of recent accomplishments amid a mass firing campaign that led to the termination of more than 250,000 federal employees. "Failure to respond will be taken as a resignation," Musk said in an X post last February. Musk also brought that tactic to X (formerly Twitter) when he took over as the social media platform's CEO.

Musk also tends to opt for conversation over credentials. In a recent interview with Stripe cofounder John Collison and tech podcaster Dwarkesh Patel during a joint episode of their podcasts, the tech CEO said "the résumé may seem very impressive," Musk said. "But if the conversation after 20 minutes is not 'Wow,' you should believe the conversation, not the paper."

While a résumé is still required to apply for most other jobs at Tesla in the U.S. -- with some positions even calling for an "evidence of excellence" statement -- Musk's unconventional request follows a growing trend in skills-based hiring. Almost three-quarters of companies are using skills-based assessments during the hiring process, according to a report from skills assessment platform TestGorilla's The State of Skills-Based Hiring 2023 report. Surveying 3,000 employees and employers from around the world, the results marked a sharp uptick from only 56% of companies employing skills-based assessments from the prior year.

AI is democratizing the hiring process

AI has thrown fresh fire on that trend. According to hiring experts, AI has had a democratizing effect on the application process. Because of the technology, all résumés and cover letters look the same, spelling a hiring nightmare for recruiters who are left to emphasize other parts of the hiring process to differentiate among candidates.

"AI is killing the résumé and the résumé has been bad for a long time, but AI makes it so much worse," hiring expert Dr. John Sullivan, dubbed the "Michael Jordan of hiring" by Fast Company, told Fortune. "When every résumé is perfect, has no spelling errors, flaws of any kind, imagine how many you have to sort in order to determine who you're going to interview." Sullivan said AI allows applicants to perfect their résumé, adding keywords that bypass ATS résumé checkers and check for spelling and grammar errors which otherwise tend to disqualify candidates.

Sullivan said the résumé has been obsolete for quite some time, especially when it comes to finding top talent. "There's just no correlation between a great résumé and being good on the job," Sullivan said. From his time in recruiting, including work with Agilent Technologies and HP, he said it was actually the best employees who often had the worst résumés.

"Top-tier employees are often so busy performing high-level work that they don't have the time or the need to look for a job or update their career materials," Sullivan said. more

Anonymous member


Career development 2d
Hi everyone. It looks like our company is planning layoffs, and now they’re secretly testing all the employees. For example, the boss “accidentally” drops a pen and waits to see if someone picks it up. Or he says he’d like some tea and watches who goes to make it for him. There are other situations like this too.
My question is: do they really want to keep only the people who try to please the... boss? Are they ready to let good professionals go just because they don’t flatter him? What would you do in my situation?

 more
1   

  • Dominic Abala

    1d

    I am a survivor of these actions.A company awarding loyalists and disregarding experience and expertise is braced for failure.

    2

  • Daria Dillard Stone

    1d

    Leave, no one is going to be treated like a slave these days for money. That is like "pimpin people" and if you don't value what I bring to the table,... then I won't bring your pen to the table. However, if you don't have faith you will fall for it. Trust that you are worth more that a boss treating you less than the S.T.A.R. (Smart Talented Awesome Respected) Person that you are.  more

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Career development

 1d

Four things you should lie about in a job interview


A recruitment specialist - who has "been conducting interviews for years" - has outlined the four questions you should lie about in a job interview.

Taking to Reddit, the expert revealed that there are certain questions she feels are permissible to answer with a fib because being honest may have a negative effect on the interview process.

She went on to dub a job interview as less of an... "exhaustive exam" and more of a "negotiation", where the product the company is hoping to buy is your skills.

With that in mind, she encourages applicants to "have a few tricks" up their sleeves and lie about the following questions.

She advises hopefuls to lie about their previous salary, as human resources professionals are trying to find the most qualified person for the lowest cost to the company.

"During negotiations, if they pressure you to reveal your salary (which we will pressure you to do), don't give the real amount if you want a bigger raise," she shared.

She also encouraged applicants to lie about why they're looking for a new job.

"Don't tell us you didn't like your previous work environment," she instructed. "That makes you seem like a difficult person to recruiters and makes us think you might cause problems in this job.

"Instead, say you're looking for new professional challenges."

The recruitment expert added that one should lie about how their previous boss made them feel, otherwise you will be viewed as a "difficult person incapable of leadership".

"Look, I've worked with some real jerks in the office, and everyone knew it. But even though we all know tyrants exist in companies, don't tell anyone at another company that your old boss was one, because we're not from there."

Lastly, she advised applicants to lie about their goals five to ten years in order to seem like a better investment to the company.

"Although I also see myself running a farm with cows, I'm not going to tell people at the company," she hilariously shared.

"The company wants you there for a long time and they're thinking about the future with you.

She then compared the scenario to navigating relationships.

"It's like going on a date and saying you're afraid of commitment," she noted.

Social media users piled into the comments section to give their two cents on the controversial advice.

"Interviews aren't lie detectors, they're sales meetings so stop confessing and start marketing," one person wrote.

Another chimed in: "Literally treat all interviews as acting auditions and do/say whatever you think they'll like best until it gets down to the real details (pay, hours, etc)."

"God interviews are so exhausting. Like you need someone to do the job, I need a job to do, cool let's shake hands and see how it goes," one person penned.

Another added: "I learnt all this the hard way. Nobody told me anything. My honesty screwed me over so much. Companies want the best liars. Not the hard workers. At least in all my cases." more

Career development

 1d

More than half of Latvian adults are satisfied with their career development - poll - The Baltic Times


RIGA - More than half of adults in Latvia are satisfied with their career development, according to the results of a survey conducted by the State Education Development Agency (VIAA) and the research agency Norstat Latvija.

Satisfaction is particularly high among those who continue their studies.

The data show that 63 percent of respondents are satisfied with their career development, while 21... percent say they are not satisfied. Those who have studied in the last year have 17 percentage points higher career satisfaction than those who have not.

31 percent of respondents have not received any training in the last year. Meanwhile, 28 percent have received on-the-job training, 18 percent have received training in educational institutions and 24 percent have acquired new skills through self-learning.

Elina Purmale-Baumane, Director of the Adult Education Department of the VIAA, pointed out that regular development of knowledge and skills contributes to professional growth and improves competitiveness on the labor market. This process is supported by the skills management platform Stars, where it is possible to create an individual learning account, take digital skills tests, receive career advice and choose suitable training programs.

To date, more than 50,900 people have created an individual learning account on Stars. It offers nearly 240 training programs in a wide range of sectors, including ICT, business, finance, energy, health and social care.

The survey was carried out in February this year and involved 1,006 people aged between 18 and 74. more

Career development

 1d

How Corporate LMS Platforms Support Employee Growth - The Baltic Times


While organizations are continuously looking to upskill their talent, they also emphasize the importance of career development. A corporate learning management system (LMS) is a controlled environment that allows for continuous improvement. LMS platforms enable professional growth and help meet company goals by providing access to training.

Centralized Training Resources

Corporate learning... management systems consolidate all learning resources into one place. Workers no longer struggle to locate these documents or courses scattered across various platforms. The simple accessibility to resources helps people learn at their own pace. This convenience bolsters autonomous development and focuses on building staff confidence with new skills.

Personalized Learning Paths

Each employee has their own strengths and learning styles. Recognizing this, corporate LMS platforms allow for personalized training routes. Those pathways align with the learner's skills and aspirations in the workplace. This ensures that employees receive relevant, useful, and engaging content. It helps to ramp up the motivation and avoid wasting time on unnecessary topics -- personalized instruction!

Consistent Skill Development

LMSs are designed to train employees through periodic training modules, thus maintaining uniformity in knowledge throughout the organization. Standardized lessons are beneficial for both new and seasoned professionals. This process also helps keep quality in check and keep everyone strongly aligned with what the company wants to achieve. Uniform training also reduces miscommunication and allegiance to a corporate identity.

Tracking and Measuring Progress

Employee development proves to be the single most useful insight through learning management systems. The system comes with native tracking features that allow users to monitor completion rates, quiz scores, and attendance. They help managers track these metrics, which can reveal strengths and weaknesses. Using this data-driven modality, we can better support and coach.

On-Demand Access and Flexibility

For busy professionals, it is all about the flexibility to learn at any point when the schedules allow. With LMS for education, organizations conduct on-demand training, breaking the barriers set by fixed classroom sessions. Imparting information this way allows learners to return to the material as needed, solidifying their understanding. Flexible access ensures that professional development is integrated into the daily practice of individuals who are already engaged in their work.

Encouraging Collaboration and Engagement

Interactive experience is a common feature of any supportive learning environment. Most LMSs have forums, group projects, and discussion boards. These tools encourage employees to share ideas, ask questions, and provide feedback. Learning from each other as well as working together creates greater engagement while enabling knowledge to permeate more widely.

Adapting to Changing Business Needs

Skills and knowledge requirements are changing as industries change. With corporate LMS platforms, you can easily update your course content. This adaptability ensures that employees remain aligned with industry standards and regulations. Regular updates ensure that teams don't get caught off-guard when changes, which are heavily strategy- or technology-oriented, occur.

Supporting Compliance and Certification

Regulatory shifts can happen overnight. Many organizations have compliance training to make sure staff are compliant. A Learning Management System (LMS) records certifications and alerts employees of expirations. A system with automated reminders and clear documentation will simplify the process and ensure that your organization never faces a fine again.

Empowering Career Advancement

Employees are more hardworking because they strive to climb the corporate ladder. An LMS with the right implementation offers avenues to grow professionally. Providing courses relevant to senior roles gives employees opportunities to develop new skills and make themselves more promotable. Transparent pathways allow workers to stay focused on their work while feeling invested in their careers.

Cost-Effective Development Solution

Training a large number of workers can cost a lot of money and take time. LMS platforms cut down expenses by removing travel costs and printed materials. Online training can be scaled to train a tremendous number of employees simultaneously. This efficiency enables organizations to allocate more resources towards team development opportunities.

Support Continuous Learning

Encouraging continuous learning and education itself says a lot about company values. This encourages an environment in which taking the time to learn something new is welcomed and almost expected, and LMS platforms are key in creating this sort of culture. With it, employees become flexible, creative, and willing to face new challenges. This environment not only promotes the individual employee but also promotes the overall organization.

Conclusion

A corporate LMS bridges the confidence gap with employee training that is accessible, personalized, and cohesive. These platforms allow both individual and organizational gain through flexibility, tracking, and connection features between participants. By investing in structured learning tools, businesses can equip their teams for the challenges and opportunities that await. more

Career development

 1d

The job market in Britain is 'so ridiculous' that this maths graduate applied to over 1,000 jobs and still didn't hear back -- so he moved to Austria | Fortune


"The job market in the U.K. is so ridiculous," Anna, his Austrian-born partner, said in a TikTok video that's now resonating with thousands of frustrated young workers. "Even for qualified people, it's so hard to find a job."

The couple -- who post on TikTok as @tamandanna -- explained that despite having multiple qualifications to his name, Tam still couldn't get a bite from British... employers.

While he was firing off applications in the U.K., she was applying for roles back home in Austria -- and immediately felt the contrast. "Within two or three weeks I had a job," she said. "In Austria companies are literally crying out for good qualified staff and then in the U.K. it is so hard to find a job even when you're highly qualified."

Tam is far from alone. Many Gen Z graduates are discovering that their qualifications no longer guarantee a direct path to graduate schemes, high-profile jobs, or even a foot in the door they once did.

Many major employers have dropped their long-held degree requirements; meanwhile, recruiters globally are more likely to search for new hires by skills over higher education.

At the same time, entry-level roles are being swept up by AI, and even in less-affected areas, employers are pausing hiring to see what happens with automation and the economy. It's creating what Korn Ferry described as "a perfect storm" for mass youth unemployment. Now, nearly 20% of 16- to 24-year-olds in the U.K. are unemployed, and some 4.3 million Gen Zers in the U.S. face the same fate.

Tam said his year of job hunting didn't just dent his résumés -- it wrecked his confidence. After months and months of form-filling, rejection, and silence, he felt like he was "going nowhere" and couldn't "move forward with his life while stuck in job market limbo. "It just feels like you're just banging your head against the wall," he added.

One company even took an entire year to get back to Tam about his job application, only to tell him he'd been rejected for the role he'd applied for.

Now, it's been nine months since the couple uprooted to Austria for work, and Tam said it's all been worth it: "It's been such a good decision because now I'm in a job, I'm earning, and the quality of life is good."

Since they started sharing their story, Tam said his DMs have been flooded. "The amount of people that have reached out to us that's in the same position is crazy," he explained in another video. "I feel for everyone because I know how sh-t that is. I wish I could help more."

Their advice for the millions of young unemployed people who just can't seem to catch a break? Think outside the box.

Tam admitted he had to look outside of his field of study to successfully land work. After having no luck securing a data analyst job, he widened his search and struck gold. "I thought, what have I got to lose? Keep open because there are opportunities, it's just tough to see them sometimes."

"If you're in the UK and you can't find a job, honestly keep open-minded," Anna echoed. "Often there's opportunities that you haven't even thought of... Stay positive. There's something out there for you."

"I'm not saying the moving abroad is for everyone, but I do think it's worth remembering that the world is bigger than just one job market," she said in another video. more

Career development

 1d

Video Resumes: How to Stand Out in 2026 | Socialnomics


In a job market shaped by remote work, artificial intelligence, and global competition, traditional résumés are no longer enough to capture attention. By 2026, video resumes have moved from novelty to necessity in many industries. While a polished PDF still matters, candidates who combine it with a compelling video introduction often gain a powerful edge. A well-crafted video resume can showcase... personality, communication skills, and confidence in ways that paper simply cannot.

The shift began as companies increasingly adopted remote hiring practices through platforms like Zoom and Microsoft Teams. Recruiters became comfortable evaluating candidates on screen. At the same time, short-form video platforms such as TikTok and LinkedIn normalized professional storytelling through video.

In 2026, employers expect candidates to demonstrate digital fluency. Submitting a thoughtful video resume signals adaptability, creativity, and confidence with modern tools. For roles in marketing, sales, tech, education, customer service, and media, a video resume can be especially impactful.

However, standing out requires more than simply recording yourself speaking. Strategy, clarity, and professionalism matter.

1. Keep It Concise

Attention spans are shorter than ever. Aim for 60 to 120 seconds. Recruiters review dozens -- sometimes hundreds -- of applications. A sharp, focused video respects their time and increases the likelihood that they will watch until the end.

2. Start With a Strong Hook

The first 10 seconds determine whether someone keeps watching. Instead of stating your name and job title immediately, lead with a value statement:

This positions you as a problem-solver from the start.

3. Tell a Focused Story

Rather than listing skills, briefly share one or two achievements that highlight your strengths. Use a clear structure:

This approach demonstrates impact instead of just potential.

4. Show Personality -- Professionally

Video gives employers insight into how you communicate. Maintain eye contact with the camera, smile naturally, and speak with energy. Avoid memorized, robotic delivery. Authenticity builds trust.

At the same time, professionalism remains essential. Dress appropriately for your industry, choose a clean background, and ensure good lighting and audio quality.

In 2026, poor video quality signals a lack of preparation. You don't need expensive equipment, but you do need:

Editing should be clean and subtle. Overuse of flashy transitions or loud music can distract from your message. The goal is clarity, not cinematic production.

Just as you customize a written resume, tailor your video resume. Research the company's mission, culture, and values. Reference them naturally in your introduction.

For example, if applying to a sustainability-focused organization, highlight relevant projects or values. If pursuing a creative role, you might integrate subtle visual elements that demonstrate your design sense.

Generic videos feel impersonal. Specificity shows intention.

Artificial intelligence tools are now widely used in job applications, from resume screening systems to automated interview scheduling. Candidates may use AI to script or refine their talking points -- but authenticity is crucial.

If your delivery sounds overly scripted or unnatural, recruiters may question your communication skills. Use AI as an assistant, not a replacement for your voice. Practice enough that your message feels conversational and confident.

A simple closing such as, "I'd welcome the opportunity to discuss how I can contribute to your team," reinforces confidence and professionalism.

In 2026, candidates often include video links on their digital portfolios, personal websites, and professional profiles. Some upload unlisted videos to platforms like YouTube, while others host them directly on LinkedIn profiles.

Always ensure privacy settings are appropriate and test your link before submitting applications.

A strong video resume does more than summarize qualifications. It humanizes your application. Employers aren't just hiring skills -- they're hiring collaborators, communicators, and culture contributors.

In a competitive 2026 job market, differentiation is essential. A compelling video resume demonstrates initiative and confidence. It shows you understand modern hiring dynamics and are willing to go beyond minimum requirements.

While not every industry mandates video resumes, the trend is unmistakable. Candidates who learn to present themselves clearly on camera will gain an advantage in interviews, networking, and personal branding.

Ultimately, the purpose of a video resume is simple: to make a memorable first impression before the interview even begins. When done thoughtfully, it can transform you from just another name in a stack of applications into a professional who already feels familiar, capable, and ready to contribute. more

Career development

 1d

Technical CV (EU) Optimization


I need my current résumé transformed into a polished European-style document (Europass layout preferred) that I can send straight away for a specific Technical/IT vacancy. Please reorganise the content so the recruiter immediately sees my strongest selling points: * Proven programming language proficiency * Relevant technical certifications * Hands-on project-management experience across multiple... software deliveries I already have a draft with all the raw information; your task is to distil it, tighten the wording, and format it to the accepted European standard while matching keywords typical of IT job-screening systems. Deliverables: 1. Editable file (Word or Google Docs) with clear section headings, consistent typography, and ATS-friendly structure. 2. Final PDF ready to submit. 3. A brief note (bullet points are fine) explaining any re-ordering or phrasing choices so I can adjust future versions myself. Turnaround within two business days would be ideal. more

Career development

 1w

8 Common interview mistakes and how to avoid them


What shouldn't you do at a job interview? WRS take a look at some of the most common job interview mistakes and offer advice on how to avoid them!

Start your preparation a few days before your interview. Research the company by looking at their website, social channels and press releases. Get familiar with your CV and prepare for possible interview questions.

Avoiding last minute prep will help... you remain as relaxed as possible the night before, allowing you to get a good night's sleep so that you are fresh and energised for your interview, and ready to make a great impression on your interviewer.

Plan ahead, research the location of the interview and plan your route. Try to arrive no more than 10 minutes early, it suggests good time management skills, and respect for the company, the position, and even your interviewer. Turning up late to an interview gives the impression that you are not enthusiastic about the position even if you are.

Make sure you've eaten and are well hydrated before the interview, a trip to the toilet just before you get there will mean that you are comfortable and able to give complete focus to your interviewer.

Unless the interviewer broaches the subject, you shouldn't discuss salary on your first stage interview. The same applies to benefits such as holidays, flexible working and company perks. Save these topics for subsequent interviews.

According to a recent survey by CV library a staggering 84.9% of interviewers describe overconfidence and arrogance as a job interview turn-off. It's important to be confident and to give the recruiter proof of your achievements and abilities, rather than walking into the interview like you've already got the job.

One of the best ways of doing this is to give your interviewer figures, stats and facts from your previous work experience, showing them unequivocal evidence that you get results and why you're a strong applicant for the role.

Often the interviewer will ask you why you are thinking about leaving your current role. If you say you hated your line manager or the company it may make the interviewer doubt your motivation for the position and your attitude. Avoid being critical, try saying that you want a new challenge or that you wish to be part of a bigger or smaller company, these are perfectly understandable and suitable reasons.

Avoid being tempted to use your phone at the interview, leave it in your car. Or put your phone on silent and put it away in your bag. Texting, or taking a call during your interview is not only rude and disruptive, but it sends a clear message to the hiring manager that the interview is not your top priority.

Don't be tempted to look at your phone when you're waiting to go into your interview. Instead, pickup some company literature and read through it whilst you wait or look at any marketing material/corporate messages on the wall. This makes a far better first impression.

If you feel like your attention is slipping, try to make every effort to stay engaged. If you're feeling tired try to take in deep breaths and sip some water to re-hydrate. Remember to keep eye contact and make an active effort to listen.

Not listening could lead to you misunderstanding the question and giving a poor answer. Don't let yourself zone out during an interview. Your potential employer will question your ability to remain focused during a day on the job.

Keep your answers concise, no matter how welcoming or friendly the interviewer seems. An interview is a professional situation so don't get side-tracked and start talking about your personal life too much.

At the end of the interview the hiring manager will always ask if you have any questions. Surprisingly, the most common answer to this question is no. This is a missed opportunity to find out more about the company and to highlight your interest in the position and reinforces your suitability as a candidate. Ask questions related to the job, the company and the industry. Don't ask questions that you should have covered in your research! more
12   

  • Geoffrey Gasana

    1d

    Good one indeed

  • LOKUT PAUL

    1w

    its really too real but i suggest if the complete interview questions can be shared

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Career development

 1d

This Résumé Is Going Viral For All The Wrong Reasons. Hiring Experts Dive Deep On What Makes It So Bad.


Job seekers get ghosted all the time, but this one reason is raising eyebrows.

The next time you get ghosted by a hiring manager, the rejection might not be because of your actual qualifications, but because of the fun hobby you listed on your résumé. At least, that is what one viral X post is claiming made the difference between a candidate moving forward or not.

"Cannot stress how much of an... advantage it is to be a normal, well adjusted, applicant for banking roles. I reviewed a résumé that listed 'olive oil' as an interest," the post with over 110,000 likes on X states. "That is not an interest. It's been hours and I cannot stop thinking about it. There will not be an interview."

The viral post could be a joke; we can't know for sure. The X poster did not respond to HuffPost's questions. But this kind of snap judgment happens all the time, according to hiring experts.

"From my research, [hiring managers] are 100% making judgments based off of the extracurricular activities or interests that are listed on the résumé," said sociologist Lauren Rivera, a professor of management and organizations at Northwestern University's Kellogg School of Management.

In one of her audit studies, Rivera and her fellow researcher sent out fictional law students résumés to elite law firms in 14 U.S. cities. The résumés were identical except for markers of gender and class. Listed interests like sailing and polo were used to signal higher class, and these activities helped men in particular get ahead.

Men perceived to be from socioeconomically privileged backgrounds got significantly more job callbacks than other applicants with the same qualifications.

As one lawyer in the study who positively reviewed one résumé put it: "Although his law school and college are not the highest...My firm has a maritime orientation and sailing will also serve him well interpersonally here."

It's an example of how certain hobbies outside of work can make all the difference, no matter how unfair that sounds.

"So much of your fate in the hiring process is: 'Do I see myself in this person?'" Rivera said about what her research has found. "Athletes wanted to hire other athletes. People who did theater wanted to hire other theater people."

And in this case, liking olive oil did not kick-start the hiring conversation this job seeker may have wanted.

The olive oil post is "an example that these activities are Rorschach tests," Rivera said. "You get one person who thinks it's awesome, the other person posts on X and goes viral making fun of you."

When you're just starting your career, your résumé is scant, which is why many junior employees pad their application with interests in the first place. That's why Rivera would not recommend leaving off interests when you are junior level because the personal interest section can help you stand out. "I would love to take these things completely out of the hiring process, but it's not going to happen," she said.

During on-campus recruiting, it's "an expected part of the template" for firm jobs, Rivera said. "People want to know what makes you interesting, distinctive." But the olive oil example shows that you may want to poll your friends and ask them before listing an activity outside of extracurriculars like varsity sports.

Ideally though, subjective interests should not make a significant difference with whether you get a job interview or not. Bonnie Dilber, a senior talent acquisition manager with app-automation company Zapier, said interests on résumé are not "a huge value add or differentiator."

If someone does want to include their interests, it should not be the first thing a hiring manager reads. "I think it should go at the very bottom because it's one of the least relevant things," Dilber said.

For her, the olive oil interest "is one of the most ridiculous reasons I've ever seen for rejecting a candidate," Dilber said. "If a hiring team is holding this against someone, I would say the candidate is dodging a bullet."

So if your passion for Mediterranean oils is holding you back from getting a job, that says more about that employer than it does about you.

"If a company is that rigid and a manager jumps to conclusions based on something like someone having varied interests...then it's likely not going to be a culture they're going to do well in or where they'll be valued," Dilber said.

If you're a hiring manager who sees a résumé interest you don't typically see, take a step back before judging the candidate based on that one answer.

"Even if I don't find it interesting, can I still work with someone who has different interests than me? And the answer should be yes," Rivera said. "If the answer is no, we need to do some other work." more

Career development

 3d

Are cover letters still relevant or are they Victorian-era essay? Employees debate whether HR actually reads them


A Reddit post sparked debate on cover letter relevance, with one user claiming ditching them improved callback rates by focusing on resume alignment. While some recruiters reportedly ignore them, others insist on their importance, highlighting industry variations and the overall confusion in modern job hunting.

A blunt Reddit post has reignited one of the most exhausting debates in modern job... hunting: are cover letters still worth the effort, or are they just outdated rituals nobody truly reads anymore? The discussion, sparked by a user who says ditching cover letters actually improved their callback rate, quickly turned into a crowded comment section filled with contradictions, frustration, and lived hiring experiences.

The original post came from Reddit user. According to them, job seekers are "wasting HOURS" writing elaborate cover letters that recruiters barely glance at, if at all. They argued that once they stopped obsessing over perfectly crafted letters and instead focused on aligning their resumes with job descriptions, interview invites started coming in.

In their post,the user described spending entire afternoons polishing cover letters to sound like the ideal "cultural fit," only to see no results. The turning point, they said, was treating the job search like a data-matching exercise rather than a creative writing project.

From their perspective, recruiters are overwhelmed with hundreds of applications and are more interested in whether candidates can do the job, not whether they can write what they called a "Victorian era essay" about passion and purpose. Their workaround? If a portal requires a cover letter, they upload a short note expressing interest in the role and direct recruiters back to the resume. "It is not about being lazy," they wrote.

The comments that followed showed just how divided job seekers are. Another user pointed out that every cover letter discussion splits the same way: some hiring managers swear they haven't read one in years, while others insist they won't consider a candidate without one. With no clear consensus, many applicants feel forced to play it safe.

That confusion resonated with the another user, who summed up the broader job-search chaos. They listed conflicting advice applicants hear daily, from messaging hiring managers versus never contacting them, to tailoring applications for hours versus mass-applying as fast as possible. "What are we actually supposed to do?" they asked. "It's a hellscape out here."

Not everyone agreed with the original post. Several users pushed back hard. Someone said they were explicitly told they landed an interview because of their cover letter. While others as well echoed that sentiment, saying interviewers often referenced details from their letters.

Others stressed industry differences. One Reddit user, who hires in nonprofit policy work, said cover letters are just as important as resumes for evaluating communication skills and mission alignment.

Meanwhile, some commenters landed in the middle. One usummed it up neatly: "Nobody reads them, but they all check if you made an effort to include.

The thread never reached a clear verdict. Some users argued applicant tracking systems still scan cover letters and can flag inconsistencies. Others admitted they use AI tools to generate them quickly, seeing the letter more as a checkbox than a storytelling opportunity.

What's clear is that the job market feels inconsistent and opaque. Whether cover letters are ignored, skimmed, or carefully read seems to depend heavily on the role, the industry.

Do recruiters actually read cover letters anymore?

Some do, some don't. The Reddit thread shows practices vary widely by industry and hiring manager.

Is skipping a cover letter risky?

It can be. While some candidates see no downside, others report landing interviews specifically because of theirs. more
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  • Patrick Igbana

    2d

    A cover Latter is a snap shot of the candidate's ability to hold the advertised position.
    Sometime in 2022, I invited candidates for interview to... fill a position. One of the interview question was for each candidate to write an Application Letter requesting to be considered for the position. Funnily, more than 70℅ of the candidates could not. And that made my interview easier.
    Cover Letters are still relevant.      more

  • Maryann MacIntosh

    2d

    If you cannot take the time to express yourself as it relates to your interest in the position and how it can benefit the company, I question your... ability to be the right person for the job. Cover letters are an introduction of your character. more

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