Linda Wentworth


Career development 18h
In our nail salon there’s a manicurist who keeps cutting clients and always blames the tools or the clients themselves. She’s friends with the manager, so she never gets punished.
A client complained again and all of us were fined even though it wasn’t our fault. The manager wouldn’t listen and even promoted the manicurist who caused it.
I don’t know how to keep working like this. Maybe it’s... time to change salons.

 more

  • Mfundo Kasana

    1h

    You are dancing in the wrong box with wrong peers. Change the box not your attitude.

  • Gladys E. Bustos

    1h

    Report to the state. You have an ethics portion to your license.

Load more...

Career development

 1d

Interviewing? Hone the art of the thank-you email


After a job interview, what should your thank-you email state?

Let's get back to basics. If you're interviewing, in my opinion, you absolutely need to thank the interviewers. It's a simple email, but it can be effective. First, it's the right thing to do; you're thanking the interviewers for their time and the opportunity to be considered. Second, you're expressing interest in the job. And... third, there's no reason not to; it truly takes two seconds.

For some employers, the difference between sending a thank you and not sending one may tip the scales when it comes to extending a job offer. According to data from Accountemps, 80% of human resources managers said thank-you messages are factored into hiring decisions.

If you're wondering whether to send something on social media or an email, go with an email. During the interview if you don't have the interviewer's email addresses, ask if it's OK to reach out if you have any questions. In case you're wondering if snail mail is still a thing, as long as you know the interviewer isn't working remotely and they're working from the office location, do both. Send an email, because it's immediate, then send a handwritten note via the mail.

When I worked in recruiting, I only received two handwritten thank-you notes. That said, they went a long way! Days after the interview, one of the cards remained perched on my desk for weeks. It was a nice gesture. While a thank-you note won't necessarily automatically grant you a job offer, overall, it leaves a nice sense of gratitude with the employer, and can help slightly set you apart from others. Every time I glanced at that note, it kept the candidate top of mind.

There's no excuse not to send one. For email, send it within 24 hours of the interview and vary it slightly. I've seen interview teams forward the emails they received to each other, remarking on how impressed they were with the candidate.

These emails don't have to be very long -- succinctness is your friend. You can reference the job title and keep it short and sweet. The purpose is to thank them for their time and interest in your candidacy and express how interested you are in the position. You may want to include something that you connected with during the conversation such as a mutual hobby. Lastly, you can indicate you look forward to hearing from them soon.

I wouldn't necessarily limit the thank-you email only to interviews. If you've had a meaningful conversation with someone for an informational interview, someone forwarded a contact to you, or for other reasons, those two simple words, "thank you," can go a long way. more
6   

  • Janet Childs

    1
    1d

    Great idea... thank you for bringing this forth and reminding us.

    1

Career development

 4h

Elon Musk is hiring, and his simple application process reveals what he values in employees


* Elon Musk is looking for tech talent to work on Tesla's latest AI chip.

* On X, he told job seekers to list the toughest technical hurdles they've overcome in 3 bullets.

* The approach is a way to focus on results and avoid "the noise of the job market," a recruiter said.

Elon Musk wants to see your results, not your résumé.

The Tesla CEO this week requested that people who want to work on... the company's Dojo3 AI chip email three bullet points describing the "toughest technical problems you've solved."

Musk's just-the-facts approach, outlined in a post on X, reflects a focus on problem-solving over fancy résumés or cover letters.

"He's basically just trying to cut through the noise of the job market," said Michelle Volberg, a longtime recruiter who is the founder of Twill, a startup that pays tech workers to recommend peers for key jobs.

She said that résumés or LinkedIn profiles don't always make it clear to employers where a person's skills lie. Asking a job seeker to lay out a trio of battles won can help hiring managers get to the meat of someone's abilities, Volberg told Business Insider.

It's a way of thinking that she expects more employers will adopt.

"Elon is showing the way that the job market is going to go," she said.

Already, some tech companies are eager for job candidates to demonstrate their abilities by highlighting how they arrived at an answer. It's part of what appears to be a show-your-work ethos in Silicon Valley, where hefty spending on AI projects and a hangover from the pandemic-era staffing boom are driving hiring austerity in all but the hottest areas.

The AI effect

Volberg said that hiring managers at large companies have told her that they're sick of relying on résumés so tailored to a job opening that they reveal little about candidates themselves. Asking job seekers to identify a small number of concrete problems they've solved can help overcome that challenge and help bring clarity for hiring managers, she said.

"They don't want to see fluffy résumés that have been written by ChatGPT," Volberg said.

Bullets over bona fides is, of course, a departure from the conventional approach of stuffing a résumé with bolded job titles, years of experience, and skills.

Asking applicants to summarize the value they would bring by sharing vignettes of success can elevate technical accomplishment over pedigree or background, she said. It's an example of what some HR types call "skills-based hiring."

Musk's no-frills call for applicants appears to build on his prior statements about being open to candidates from nontraditional backgrounds. For years, the billionaire has said that people didn't need a college degree to work for Tesla. Musk has said that he's more focused on evidence of "exceptional" ability or achievement.

He also requested bullet points in 2025 when he oversaw efforts by the Department of Government Efficiency group to remake swaths of the US federal government. A nearly year-old post on X said that DOGE was seeking "world-class" software engineers, product managers, and data scientists, among other roles.

An application portal linked to the post contains a field instructing applicants to include two or three bullets "showcasing exceptional ability," and to upload a résumé.

A focus on outcomes

Volberg said the bullet method is similar to guidance that her company already gives job seekers: Focus less on adjectives and more on outcomes.

From a hiring manager's perspective, she said, the central question is whether a candidate can make their job easier by solving real problems.

The corollary, Volberg said, is fakers beware: "If you say that you've solved these three things, you'd better be able to talk about them in detail."

She said that it's often immediately clear to tech recruiters whether someone has actually done the work they describe. Candidates who exaggerate or fabricate their accomplishments are likely to be found out -- and potentially blacklisted, Volberg said.

Bullets might not work for everyone

Beyond candidate chicanery, there could be other risks to Musk's strategy, said David Murray, CEO of Confirm, a San Francisco startup focused on reinventing performance reviews.

Asking people to submit summaries of their greatest tech wins could mean that an employer like Tesla misses out on the quiet contributors and introverts who might not do as good a job promoting themselves, he told Business Insider. Bullets of key achievements -- even more than with a typical résumé -- require people to make the case for their own work.

Murray said that Musk's approach also overlooks the impacts of the so-called Dunning-Kruger effect, in which people who aren't great at something tend to overestimate their abilities, and those who are ace might assume a task is easy for anyone.

"What he is asking people to do is to market themselves," he said.

Do you have a story to share about your career? Contact this reporter at [email protected].

Read the original article on Business Insider

The post Elon Musk is hiring, and his simple application process reveals what he values in employees appeared first on Business Insider. more

Career development

 6h

Elon Musk is hiring, and his simple application process reveals what he values in employees


The approach is a way to focus on results and avoid "the noise of the job market," a recruiter said.

Elon Musk wants to see your results, not your résumé.

The Tesla CEO this week requested that people who want to work on the company's Dojo3 AI chip email three bullet points describing the "toughest technical problems you've solved."

Musk's just-the-facts approach, outlined in a post on X,... reflects a focus on problem-solving over fancy résumés or cover letters.

"He's basically just trying to cut through the noise of the job market," said Michelle Volberg, a longtime recruiter who is the founder of Twill, a startup that pays tech workers to recommend peers for key jobs.

She said that résumés or LinkedIn profiles don't always make it clear to employers where a person's skills lie. Asking a job seeker to lay out a trio of battles won can help hiring managers get to the meat of someone's abilities, Volberg told Business Insider.

It's a way of thinking that she expects more employers will adopt.

"Elon is showing the way that the job market is going to go," she said.

Already, some tech companies are eager for job candidates to demonstrate their abilities by highlighting how they arrived at an answer. It's part of what appears to be a show-your-work ethos in Silicon Valley, where hefty spending on AI projects and a hangover from the pandemic-era staffing boom are driving hiring austerity in all but the hottest areas.

The AI effect

Volberg said that hiring managers at large companies have told her that they're sick of relying on résumés so tailored to a job opening that they reveal little about candidates themselves. Asking job seekers to identify a small number of concrete problems they've solved can help overcome that challenge and help bring clarity for hiring managers, she said.

"They don't want to see fluffy résumés that have been written by ChatGPT," Volberg said.

Bullets over bona fides is, of course, a departure from the conventional approach of stuffing a résumé with bolded job titles, years of experience, and skills.

Asking applicants to summarize the value they would bring by sharing vignettes of success can elevate technical accomplishment over pedigree or background, she said. It's an example of what some HR types call "skills-based hiring."

Musk's no-frills call for applicants appears to build on his prior statements about being open to candidates from nontraditional backgrounds. For years, the billionaire has said that people didn't need a college degree to work for Tesla. Musk has said that he's more focused on evidence of "exceptional" ability or achievement.

He also requested bullet points in 2025 when he oversaw efforts by the Department of Government Efficiency group to remake swaths of the US federal government. A nearly year-old post on X said that DOGE was seeking "world-class" software engineers, product managers, and data scientists, among other roles.

An application portal linked to the post contains a field instructing applicants to include two or three bullets "showcasing exceptional ability," and to upload a résumé.

A focus on outcomes

Volberg said the bullet method is similar to guidance that her company already gives job seekers: Focus less on adjectives and more on outcomes.

From a hiring manager's perspective, she said, the central question is whether a candidate can make their job easier by solving real problems.

The corollary, Volberg said, is fakers beware: "If you say that you've solved these three things, you'd better be able to talk about them in detail."

She said that it's often immediately clear to tech recruiters whether someone has actually done the work they describe. Candidates who exaggerate or fabricate their accomplishments are likely to be found out -- and potentially blacklisted, Volberg said.

Bullets might not work for everyone

Beyond candidate chicanery, there could be other risks to Musk's strategy, said David Murray, CEO of Confirm, a San Francisco startup focused on reinventing performance reviews.

Asking people to submit summaries of their greatest tech wins could mean that an employer like Tesla misses out on the quiet contributors and introverts who might not do as good a job promoting themselves, he told Business Insider. Bullets of key achievements -- even more than with a typical résumé -- require people to make the case for their own work.

Murray said that Musk's approach also overlooks the impacts of the so-called Dunning-Kruger effect, in which people who aren't great at something tend to overestimate their abilities, and those who are ace might assume a task is easy for anyone.

"What he is asking people to do is to market themselves," he said.

Do you have a story to share about your career? Contact this reporter at tparadis@businessinsider.com. more

Career development

 7h

Interviewers have been sharing the weird reasons they instantly decided not to hire candidates - 17 examples of how not to job hunt


Job hunting is a pain. As well as worrying about money, you've got to prepare a CV, write a covering letter, and win over people in the interview.

If you're looking for a job, improve your chances of success by avoiding the weird behaviour that DemonSkank stumbled across when they put the following question to interviewers over on r/AskReddit:

'People who have conducted job interviews, what's... something someone said/did that made you instantly decide not to hire them?'

Here are the top replies from people who are presumably still signing on...

1.

'Had a guy show up to a design interview with my work in his portfolio.'

-killersim

2.

'Told about how he stole goods from a store they worked at, put them in his buddy's car, called the cops so his buddy would get arrested. Then slept with his buddy's girlfriend while the buddy was in jail.

'All this in response to the question, "Tell us about a time when you had an ethical dilemma, what did you do, and what was the outcome?"

'Apparently his buddy's was cheating him on their shared drug business and so he told us what he did when his best friend wasn't splitting the profits 50/50.'

-C130IN

3.

'Candidate kept boasting about how many languages he speaks even though it was not a requirement for the position. Finally asked him in which foreign language he was most fluent, and he replied Spanish. Followed up with a simple question asked in Spanish. He did not speak Spanish.'

-L48Shark

4.

'She brought her boyfriend and the boyfriend was answering all the questions.'

-Medium-Sized-Jaque

5.

'He pulled his pants down to his knees, to fix/tuck in his shirt. Didn't break eye contact with me as he stood up to do it.'

-chrec

6.

'Interviewing for an IT position, asked a basic question about virus removal. "Oh I dunno my husband does that"

Well then tell him to apply'

-xMcRaemanx

7.

'Described former colleagues as 'bitches' within fifteen minutes of the interview starting. I ended it immediately.'

-GlitteringFlame888

8.

'She sat down, plunked her purse on the desk and started with, "I need to let you know, I have issues."'

-DrakeSavory

9.

'I worked at a big-box retailer and got called up to the service counter to deal with a customer who was upset. This was only a couple minutes before I was scheduled to conduct an interview with a potential new hire.

'I get up there, and this woman is berating the employee behind the counter, referring to her as "this bitch", etc.

'I ask her to lower her voice and please stop being disrespectful to my employee. She isn't happy but she does eventually calm down enough to be reasonable and we resolve the situation at the service desk. I turn to walk away, thinking we're done here, and she goes

'"Anyway, I'm here for my interview."

'I can't believe that this is actually happening, it seems like awful rom-com movie type shit, but this rude ass woman actually expected me to proceed with interviewing her.

'"I'm sorry ma'am, that position is no longer available."'

-DamnitBlueWasOld more

Career development

 7h

LinkedIn-Style Recruiting Site Build


I need a full-scale employment platform that blends the social networking feel of LinkedIn with the power of LinkedIn Recruiter. The site has to let companies source, engage and directly hire talent while giving job seekers an easy way to showcase their profiles, apply, and track opportunities. Core experience I want separate yet connected workspaces for candidates and corporate talent teams.... Candidates create rich profiles, upload résumés, and follow companies. Recruiters should be able to push vacancies live in minutes, search a résumé database with advanced filters, and move applicants through a Kanban-style pipeline with built-in analytics on time-to-hire and source quality. Key expectations * Modern, responsive web app built with a robust back-end (Node, Django or comparable) and a clean React / Vue / Angular front-end. * Secure sign-up via email/password plus optional social auth -- especially LinkedIn -- to lower friction. * Real-time messaging and notifications so companies can reach out and candidates can respond without leaving the platform. * Role-based dashboards: candidate, recruiter and super-admin. * Exportable reports covering applicant flow, diversity metrics and campaign ROI. * Scalable database architecture prepared for large-volume profile and job data. * Clear documentation and a hand-off session so my in-house team can take over future maintenance. Acceptance criteria 1. A user can register, complete a profile and apply to an open role in under five minutes. 2. A recruiter can create a job post, set screening questions, publish it and receive the first application -- all within one guided wizard. 3. Admin analytics board accurately reflects live data (no more than 60-second delay). 4. Platform passes an independent security audit for OWASP Top 10. 5. Codebase installs locally with a single command and deploys to staging via CI/CD. If you have built applicant-tracking systems, social networks, or SaaS dashboards, your experience will be invaluable. Please include links to past work that prove it, outline your proposed tech stack, and estimate a realistic timeline to MVP.

Project ID: 40169511

About the project

83 proposals

Open for bidding

Remote project

Active 56 yrs ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 8h

Top 5 mistakes students make in job interviews and how to fix them


This guide has identified the five most common errors students make in job interviews.

Job interviews remain a critical barrier between students and employment, and employer surveys show that many candidates fail for avoidable reasons.

According to the NACE Job Outlook 2025 survey, which gathers responses from hundreds of US employers hiring new graduates, professionalism, communication and... career self-development are among the most valued competencies.

Yet employers consistently report gaps between what students claim on their resumes and how they perform in interviews.

Recruiter-led research supports these findings. A CareerBuilder survey of more than 2,500 hiring and HR managers shows that behavioural issues, weak answers and lack of preparation often outweigh academic performance.

Together, these studies highlight five recurring interview mistakes that continue to cost students job offers.

1. NOT RESEARCHING THE COMPANY OR ROLE

Failing to research the employer is one of the most frequently cited mistakes.

The student-focused article "Seven Common Mistakes Students Make During Job Interviews" (HR Gazette, 2023) lists lack of company research as the top error, noting it signals low motivation.

The NACE Job Outlook 2025 report also stresses that employers expect candidates to connect their skills to organisational needs, something impossible without preparation.

Do this instead: Read the employer profile, recent news and the job description; prepare brief lines that link your experience to team needs.

2. WEAK, VAGUE ANSWERS AND POOR SKILL COMMUNICATION

Employers rarely reject students due to lack of ability; instead, they struggle to explain it.

Recruiter Michael Frank, in his LinkedIn article "35 Interview Mistakes to Avoid," highlights "surface level answers" and failure to demonstrate problem-solving as common rejection triggers.

The NACE Job Outlook 2025 survey similarly reports gaps between the importance of communication and critical thinking and graduates' demonstrated proficiency.

Do this instead: Use the STAR structure -- Situation, Task, Action, Result -- to shape replies and include outcomes where possible. Short, specific stories showing problem-solving and impact beat abstract claims.

3. POOR PROFESSIONAL ETIQUETTE AND BODY LANGUAGE

Professional behaviour strongly shapes first impressions.

The CareerBuilder hiring manager survey, reported by Jails to Jobs, found that 67 per cent of interviewers flagged lack of eye contact, while 32 per cent cited fidgeting and crossed arms as negative signals.

Dressing inappropriately and appearing arrogant were also listed among the most damaging mistakes.

Do this instead: Small gestures matter. Eye contact, a genuine smile, upright posture and calm hands project confidence. Turn phones off, dress appropriately and arrive punctually -- these signals shape impressions more than many realise.

4. NOT ASKING QUESTIONS OR SHOWING GENUINE INTEREST

Employers expect engagement. HR Gazette and Michael Frank both note that failing to ask questions suggests disinterest.

Employer guidance based on NACE Job Outlook data, shared by PennWest Career Center, shows that initiative and communication are highly valued and often assessed through candidate questions.

Do this instead: Ask about immediate priorities, success metrics and team dynamics. Good questions demonstrate curiosity, preparation and long-term interest.

5. DISHONESTY OR EXAGGERATING SKILLS (AND PHONE USE)

Dishonesty remains one of the fastest ways to fail an interview.

The CareerBuilder survey reports that 66 per cent of hiring managers consider being caught lying a serious mistake, while 64 per cent strongly object to phone use during interviews.

PR Newswire's CareerBuilder release echoes these findings, ranking phone use and dishonesty among the worst behaviours.

Do this instead: Be honest about experience and back claims with examples. Never answer calls or messages during an interview; it undermines trust.

The evidence is clear. Employer surveys consistently show that interview success depends less on grades and more on preparation, clarity, professionalism and honesty.

Students who research employers, practise concrete examples, manage body language, ask thoughtful questions and remain truthful significantly improve their chances.

Interviews reward preparation, and the data proves it. more

Career development

 10h

BLOG: "Why estate agents wearing 'pyjamas' needs to stop!"


Independent property consultant, Alex Goldstein, says estate agents need to ditch the dress-down days of Covid and return to professional attire.

I have long said that estate agency is a people business and we deal in emotions. This principle is at the very core of everything property related. Technology has always taken second place, yet so many self-proclaimed disruptors have failed to grasp... this most simple mantra.

However, there is an even more basic principle on the other side of the equation, where so many estate agents have fallen short of the mark and continue to do so. This puts your entire transaction out of kilter from the very outset, so let me explain.

When estate agents come to do a market appraisal of your home, they are effectively doing a job interview. They are there to extoll their virtues, why you should instruct them and what differentiates them from the competition.

Yet so many of them essentially turn up in their pyjamas. This dress-down hangover from the days of Covid, has put estate agents and sellers on the back foot from the get go.

First impressions

If someone turned up to a professional job interview in jeans, trainers and a fleece, what would your first impressions be without them even saying a word? As humans we are hard wired to make snap decisions and this is usually done within the first seven seconds of meeting someone new.

Afterall body language accounts for 93% of nonverbal behaviour and tone. Only 7% of communication takes place via words.

What attire we choose significantly affects how others perceive our personality, capabilities and trustworthiness."

Psychologically, what attire we choose significantly affects how others perceive our personality, capabilities and trustworthiness. There is a reason why judges, police, fire service, lawyers etc all wear uniforms.

So many estate agents feel it appropriate to have this relaxed casual look, as they think they appear more approachable to clients and can saunter around properties on their social media channels in the latest trendy clothing hoping for more likes.

Clothes equals clout

Going beyond the lacklustre first impressions and nonchalantly wandering around someone's home, there is a far bigger issue underneath it all. If an estate agent doesn't class themselves as a professional advisor in their own mind, nor gives a new client the respect to turn up in attire befitting of the occasion, it immediately puts them behind.

If the estate agent then needs to have a tough conversation about the guide price or perhaps that offer that didn't quite hit the mark, they don't have the psychological clout with the client to give them that news. Is there any wonder then why so many estate agents just simply roll over and overvalue property to secure business or can't even negotiate their fee?

Going one step further, if they are unable to do these basics, are they really looking in their clients' best interests? Afterall, if an agent can't negotiate their fee, how are they going to negotiate the sale of your home? It is a bit difficult to do so if you are dressed in your pyjamas.

When I go to see clients, I am always suited and booted. Partly because few people do this and I stand out, but it also means that psychologically if I needed to have a robust conversation with the client or give my honest opinion, then I am able to do so from a position of strength and can have a more meaningful conversation.

So my message to the casual estate agents out there, please keep doing what you are doing as you literally make me look good. more

Career development

 12h

How Gen Z and Millennials are transforming the job search landscape


Accounts like @meetingkate, where young South Africans chronicle resumes, interview wins, workplace culture breakdowns and candid reflections on job hunting have captured tens of thousands of views, turning job seeking into digestible, social content.

This trend is not just entertainment. It perhaps signals a fundamental shift in how the next generation connects with work.

What once felt like a... private, often frustrating exercise, navigating job boards, crafting cover letters and sending applications into the void is now being broadcast, remixed, and discussed in comment threads and short-form video.

But is this Instagram-and-TikTok-first job search actually replacing traditional job boards and formal applications? And what does it mean for the future of work in South Africa and beyond?

From portals to scrolls: How young jobseekers are searching

Recent trends show that young professionals are increasingly using social platforms as career tools, not just places to kill time.

According to data from Zety's 2025 Gen Z Career Trends Report:

* 46% of Gen Z say they've secured a job or internship through TikTok.

* 76% use Instagram for career content, more than twice the number who use LinkedIn (34%).

* 95% say a company's social media presence influences whether they'll apply.

These figures suggest that social platforms have become more than inspiration boards -- they're functional career tools, reshaping everything from who you network with to how you present yourself professionally.

Globally, surveys find that Gen Z and Millennials lead all age groups in using social media to discover opportunities: a Zippia study found around 62% of Gen Z and 56% of Millennials use social media sites for job hunting, compared with significantly lower percentages in older generations.

What's remarkable is not just that these platforms host job listings, but that young people trust the advice they find there. In Zety's report, a stunning 92% of Gen Z said they trust TikTok for career advice, even though over half admitted they've encountered misleading recommendations.

This trust underscores a deeper shift: for digital natives, careers are not separate from social life, both unfold online.

Why traditional job boards are losing ground (But not dead yet)

While platforms like LinkedIn and traditional job boards like Indeed still matter, they're no longer the undisputed gateways to employment for younger jobseekers.

Several factors feed this shift:

* Authenticity over polish: Gen Z values real voices and behind-the-scenes accounts of job experiences over corporate imagery. TikTok and Instagram deliver day-in-the-life videos and honest reflections that resonate more than a terse job listing.

* Company branding matters: Younger candidates research not just job roles, they evaluate company culture through social footprints. Companies without compelling social content may be invisible to this cohort.

* Community and networking are social-native: Connecting with peers, mentors and professionals on platforms where they already spend hours reduces friction in networking.

Yet it would be simplistic to declare traditional job adverts extinct.

Many sectors, especially formal corporate roles still rely on structured application processes and professional networks. What's changing is how young applicants first encounter opportunities and build credibility before they submit a CV.

What this means for South Africans looking for work

For all the optimism about social job searches, challenges remain. Recruiters increasingly scan candidates' social profiles: some studies indicate that up to 77% of recruiters review social media before hiring decisions, and many have rejected applicants based on content they found there.

That means personal branding, once optional is now career-critical.

Instead of outright replacing traditional job adverts and portals, social media is becoming a gateway to the application funnel, a place where candidates discover roles, understand companies, and build networks before formal application stages begin.

In that sense, job boards are not obsolete, they're just one part of a broader ecosystem that includes social discovery, personal branding and community insight.

For young South Africans navigating high youth unemployment, the trend highlights an opportunity: jobs are increasingly found not just through formal postings but through visibility, identity, and networks cultivated online.

But with opportunity comes the need for digital literacy: knowing how to present yourself professionally and critically evaluate advice on social platforms will be key skills for the future. more

Loren Davies


Career development 3d
I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

4   

  • Sandi Newman

    12h

    He was looking for a way that you visualized words as if they were images. I don't believe it was a bad technique in fact I think it was an excellent... technique at trying to understand how you would utilize language to create imagery. more

    -1

  • Bill A

    19h

    I think he was trying to test your artistic view point. How would you describe color yellow to a blind person. "Its a bright color that is used for... making things standout." Depending on you answer it. Your patience and thinking outside of the box will be determined. more

Load more...

Career development

 14h

Business.Scoop " Hiring Season Is Scam Season: How Fake Recruiters Exploit Job Seekers With Trusted Brand Names


These scams open with good news; recipients are told their rsums have already been reviewed and approved. Sometimes the message references a job platform like Indeed.

According to Bitdefender's Antispam Lab latest data, a wave of fake recruitment emails is actively circulating, timed to coincide with the early-year hiring surge. These scams impersonate well-known employers and staffing companies,... promising easy jobs, fast interviews, and flexible work.

'Your interview is confirmed'

These scams open with good news; recipients are told their résumés have already been reviewed and approved. Sometimes the message references a job platform like Indeed. Other times, it arrives unexpectedly, even if the victim never applied.

The emails often include claims that the candidate is an 'excellent fit' and a request to confirm an interview, secure a spot, or continue the process.

The brands that scammers impersonate

Samples detected by Bitdefender Antispam Lab researcher Viorel Zavoiu show a consistent pattern: attackers impersonate large, familiar employers that people already trust, including Amazon, Carrefour, and even the NHS.

Same scam, different languages

One notable detail across some of these campaigns is their global reach. The messages appear in multiple languages, including English, Spanish, Italian, and French, often tailored to the recipient's location. Top targets include people in the US, the UK, France, Italy, and Spain.

Despite the language changes, the structure remains nearly identical:

* Immediate approval

* Little or no interview process

* Calls to action like Confirm Interview, Continue, or Secure My Spot

* Requests to move the conversation to WhatsApp, Telegram, or Microsoft Teams

Once you recognise the pattern, it becomes obvious.

Although not all recruitment scam emails we've detected look the same, the styles and approaches share the same goal. Some messages read like formal HR emails, while others rely on slick visuals and one-click actions. Both aim to rush job seekers into engaging before they have time to verify anything.

Direct-contact recruitment scams typically involve long, text-heavy emails. They may claim your résumé has already been approved and provide detailed instructions on what to do next. Recipients are instructed to download a messaging app, contact a designated 'HR manager', or use an external platform to schedule an interview. The tone is procedural and authoritative, designed to mimic a real corporate hiring process. Once the conversation moves off email, scammers can more easily extract personal information, request identity documents, or introduce fees disguised as onboarding or training costs.

One-click confirmation scams, on the other hand, are visually polished and stripped of detail. These messages often include company logos, short, reassuring copy, and prominent buttons such as 'Confirm Interview' or 'Secure My Spot'. Instead of explaining the job, they focus on speed and convenience. Some even add 'voice messages' (you can't listen to) to feel more personal. Clicking the button typically leads to a fake page that harvests credentials, collects sensitive data, or redirects to malicious content.

Despite their different formats, both scams rely on the same psychological triggers: trust in well-known brands, urgency, and the fear of missing out on a good opportunity.

What happens after you click

What begins as a promising job opportunity can quickly turn into a serious security incident:

* Personal data theft: Victims are asked to submit CVs, IDs, or contact details

* Credential harvesting: Fake portals collect email or account passwords

* Advance-fee fraud: Requests for 'training', 'equipment', or 'processing' fees

* Malware delivery: Links or attachments disguised as interview materials install malicious software

Red flags every job seeker should watch for

If a recruiter does any of the following, it's time to stop and verify:

* Contacts you without a prior application

* Approves your profile immediately

* Avoids real interviews or live calls

* Uses a sense of urgency or emotional pressure

* Uses generic Gmail or Outlook addresses

* Sends links that don't match the company's official domain

* Asks you to move communication to messaging apps early

Remember: No legitimate employer hires this way.

How to protect yourself during hiring season

If you receive a suspicious job offer:

* Don't click links or buttons in unsolicited emails

* Verify openings directly on the company's official careers website

* Check URLs carefully before opening any page

If you're unsure whether a message is legitimate, tools like Bitdefender Scamio can help you assess suspicious emails, messages, or links by explaining whether something looks like a scam and why.

Before opening a recruitment link, you can also use Bitdefender Link Checker to see if a URL is associated with phishing or fraud.

If you have already interacted with a suspicious message:

* Change your passwords immediately

* Enable two-factor authentication

* Monitor your accounts for unusual activity

Content Sourced from scoop.co.nz

Original url more

Career development

 15h

Hiring Season Is Scam Season: How Fake Recruiters Exploit Job Seekers With Trusted Brand Names


According to Bitdefender's Antispam Lab latest data, a wave of fake recruitment emails is actively circulating, timed to coincide with the early-year hiring surge. These scams impersonate well-known employers and staffing companies, promising easy jobs, fast interviews, and flexible work.

'Your interview is confirmed'

These scams open with good news; recipients are told their résumés have... already been reviewed and approved. Sometimes the message references a job platform like Indeed. Other times, it arrives unexpectedly, even if the victim never applied.

The emails often include claims that the candidate is an 'excellent fit' and a request to confirm an interview, secure a spot, or continue the process.

The brands that scammers impersonate

Samples detected by Bitdefender Antispam Lab researcher Viorel Zavoiu show a consistent pattern: attackers impersonate large, familiar employers that people already trust, including Amazon, Carrefour, and even the NHS.

Same scam, different languages

One notable detail across some of these campaigns is their global reach. The messages appear in multiple languages, including English, Spanish, Italian, and French, often tailored to the recipient's location. Top targets include people in the US, the UK, France, Italy, and Spain.

Despite the language changes, the structure remains nearly identical:

* Immediate approval

* Little or no interview process

* Calls to action like Confirm Interview, Continue, or Secure My Spot

* Requests to move the conversation to WhatsApp, Telegram, or Microsoft Teams

Once you recognise the pattern, it becomes obvious.

Although not all recruitment scam emails we've detected look the same, the styles and approaches share the same goal. Some messages read like formal HR emails, while others rely on slick visuals and one-click actions. Both aim to rush job seekers into engaging before they have time to verify anything.

Direct-contact recruitment scams typically involve long, text-heavy emails. They may claim your résumé has already been approved and provide detailed instructions on what to do next. Recipients are instructed to download a messaging app, contact a designated 'HR manager', or use an external platform to schedule an interview. The tone is procedural and authoritative, designed to mimic a real corporate hiring process. Once the conversation moves off email, scammers can more easily extract personal information, request identity documents, or introduce fees disguised as onboarding or training costs.

One-click confirmation scams, on the other hand, are visually polished and stripped of detail. These messages often include company logos, short, reassuring copy, and prominent buttons such as 'Confirm Interview' or 'Secure My Spot'. Instead of explaining the job, they focus on speed and convenience. Some even add 'voice messages' (you can't listen to) to feel more personal. Clicking the button typically leads to a fake page that harvests credentials, collects sensitive data, or redirects to malicious content.

Despite their different formats, both scams rely on the same psychological triggers: trust in well-known brands, urgency, and the fear of missing out on a good opportunity.

What happens after you click

What begins as a promising job opportunity can quickly turn into a serious security incident:

* Personal data theft: Victims are asked to submit CVs, IDs, or contact details

* Credential harvesting: Fake portals collect email or account passwords

* Advance-fee fraud: Requests for 'training', 'equipment', or 'processing' fees

* Malware delivery: Links or attachments disguised as interview materials install malicious software

Red flags every job seeker should watch for

If a recruiter does any of the following, it's time to stop and verify:

* Contacts you without a prior application

* Approves your profile immediately

* Avoids real interviews or live calls

* Uses a sense of urgency or emotional pressure

* Uses generic Gmail or Outlook addresses

* Sends links that don't match the company's official domain

* Asks you to move communication to messaging apps early

Remember: No legitimate employer hires this way.

How to protect yourself during hiring season

If you receive a suspicious job offer:

* Don't click links or buttons in unsolicited emails

* Verify openings directly on the company's official careers website

* Check URLs carefully before opening any page

If you're unsure whether a message is legitimate, tools like Bitdefender Scamio can help you assess suspicious emails, messages, or links by explaining whether something looks like a scam and why.

Before opening a recruitment link, you can also use Bitdefender Link Checker to see if a URL is associated with phishing or fraud.

If you have already interacted with a suspicious message:

* Change your passwords immediately

* Enable two-factor authentication

* Monitor your accounts for unusual activity more

Career development

 15h

Employers reveal the one thing candidates did in interviews that cost them the job


If you've ever had a job interview, you know how awkward and stressful it can be. Many people worry about saying the wrong thing or doing something embarrassing that could eliminate them from the list of qualified candidates. Still, no matter how badly you think it went, you probably aren't the worst interview they've ever had.

People who have interviewed job applicants went on Reddit to share... the one thing that cost candidates the job. Some of the reasons were obvious, while others were downright bizarre. Here are their stories:

"She sat down, plunked her purse on the desk and started with, 'I need to let you know, I have issues.'"

"The person was literally running every question through an A.I. and reading the output to me (via Zoom)."

"Interviewing for an I.T. position, asked a basic question about virus removal. 'Oh, I dunno, my husband does that.' Well then tell him to apply."

"She brought her boyfriend and the boyfriend was answering all the questions."

"Had a guy show up to a design interview with my work in his portfolio."

"He pulled his pants down to his knees, to fix/tuck in his shirt. Didn't break eye contact with me as he stood up to do it."

"Candidate kept boasting about how many languages he speaks even though it was not a requirement for the position. Finally asked him in which foreign language he was most fluent, and he replied Spanish. Followed up with a simple question asked in Spanish. He did not speak Spanish."

"In a behavioral interview assessing leadership skills, etc.

"Guy walked in with his application redacted. He redacted almost everything except his first name and middle initial. Under work history, he had a note saying, 'We can talk about this during my interview.' Yeah, no."

"Told about how he stole goods from a store they worked at, put them in his buddy's car, called the cops so his buddy would get arrested. Then slept with his buddy's girlfriend while the buddy was in jail. All this in response to the question, 'Tell us about a time when you had an ethical dilemma, what did you do, and what was the outcome?'"

"At the end I asked if he had any questions for me. He said, 'Yeah, that sign on the front door... Is that a rule or more of a guideline?... The one that says no guns allowed on premises... I have holsters all over. For me putting on my guns in the morning is like putting on my underwear.' Important lesson here is never mention your guns or underwear in a first interview."

"When asked about how he had handled issues with managers in the past, he started by describing the age, ethnicity and weight of his manager. Beyond irrelevant. That's going to be a no."

"Brought their parents to sit in on the interview to 'make sure I am fair' in my decision making process."

Some employers and recruiters who spoke to GOOD shared their own bad interview stories:

"When I explained a policy of unlimited P.T.O., the job candidate used it as an opportunity to express his feelings that such a policy was a scam," said Steven Lowell, a career coach and reverse recruiter with Find My Profession. "Playing devil's advocate, I just politely asked him how he thought so. And he flat out told me that if he worked in a company with such a policy he would never show up because he was getting paid not to work. That was the end of the interview."

"I interview candidates via Zoom," said Marshall Scabet, the founder and CEO of Precision Sales Recruiting. "One candidate for a sales position showed up to the interview while driving her car. Not parked somewhere to take the call, actually driving it. It was clear she did not have any intention of pulling over, so I ended the interview."

One professional who spoke with GOOD, Dr. Heather Maietta of Career In Progress, shared a nightmare interview experience that partly inspired her to become a career coach. The twist in the story was that she wasn't the interviewer at all -- she was the interviewee in an all-day, on-campus job interview.

"I went shopping the day before to purchase a suit. I arrived early, feeling confident and prepared," said Maietta. "The first round was a one-hour panel with four staff members asking general questions, followed by a 15-minute break before I met with students. I felt good about my responses and the panelists' reactions."

"During the 15-minute break, I headed to the restroom to freshen up," she continued. "One of the panelists followed me in and, very nicely, let me know I still had the tags attached to my new suit. And when I say tags, I'm not talking about a single price tag, I mean a cluster of tags larger than my handprint, dangling under my armpit. When I got ready that morning, I'd completely failed to remove them and somehow missed this giant display in the mirror."

"Needless to say, the wardrobe malfunction killed my confidence, and the remainder of the interview was a bust," she said. "I did not get the job."

If you're nervous about an upcoming job interview, reading these horror stories from interviewers may help calm you down, both as a reminder that everyone makes mistakes and as reassurance that, at the very least, you won't do that.

There's no one-size-fits-all tip for landing a job through an interview, but mastering the basics -- being prepared, polite, and positive -- can sometimes be enough to help you stand out as a good fit. Just be sure to leave your parents and significant others at home or waiting in the car. more

Career development

 15h

Wake Smith strikes gold with workplace award


A Sheffield-based professional services firm has been recognised for its long-term commitment to employee development and workplace culture.

Wake Smith Solicitors has secured the Gold Investors in People (IIP) standard for the first time, reflecting its approach to leadership, staff engagement and career development.

The accreditation follows a detailed assessment of how the firm supports and... develops its employees, with particular recognition for clear career pathways, wellbeing initiatives and a family-friendly working environment.

Wake Smith has held IIP status since 1998 and continues to invest in training and development across all levels of the business, supporting succession planning as it grows.

Paul Gibbon, joint managing director at Wake Smith, said: "This is a significant achievement for the firm and its employees.

"The firm prides itself on its culture of actively engaging and communicating with staff across the business, with a huge emphasis on support and development making people feel integral to the team and confirming Wake Smith is a great place to work."

Liz Shaw, joint managing director, added: "I'm so proud of this acknowledgment.

"Wake Smith is a fantastic place to work and this accreditation reinforces the fact that Wake Smith feels like its very own family for all the right reasons.

"Investors in People supports more than 59,000 businesses in 101 countries, making work better for over 12 million people.

"With only a small proportion of businesses gaining a gold standard, that places us as one of around 10,030 companies globally to receive this level of the standard."

Paul Devoy, chief executive of Investors in People, added: "We'd like to congratulate Wake Smith Solicitors' Gold accreditation.

"This a fantastic effort for any organisation, and places Wake Smith in fine company with a host of organisations that understand the value of people."

Looking to promote your product/service to SME businesses in your region? Find out how Bdaily can help → more

Career development

 18h

15+ job interviewers who rejected candidates on the spot: 'she brought her boyfriend in and the boyfriend was answering all the questions'


Candidates will show up to job interviews unprepared and on their worst behavior, then wonder why they're getting 0 offers...

Look, I don't have to tell you the job market is hard out here. Maybe you're reading this at some point in the faraway future, like 2050, or 2070, or 3000, and the job market is amazing. Everyone has jobs and also everyone is hiring. But in the mid-2020s, where we're at... now, it's just the opposite. A lot of the middle and lower-class people just aren't making that much money, so they're looking for new jobs. And, just in case you haven't heard this surprising news, a lot of job openings aren't even real. They're just posted up to make the company look profitable! I hope they fix that particular problem by the year 3000. If your same exact job listing has been up for like 2 solid years, your company just looks foolish, and we all see through the charade.

The problem isn't all with companies, though. There's a major issue with those "1-click apply" job applications. They're almost too easy -- guaranteed to net a ton of applicants, but a lot of them just won't be the right fit for the job. It's become a running joke in the meme world, especially amongst the younger crowd, that you may as well apply to be a lawyer or a doctor because hey -- it's only 1 click! What do you have to lose?

And that's not even the tip of the iceberg. Once the actual job candidates get in the room, as you'll see below, all bets are off. Reading stories like these are certain to make you feel better about your most recent interview flops. Maybe you were left with your cheeks burning after you forgot what your strengths and weaknesses were supposed to be... but that's miles better than the dude who showed up to an interview and proudly presented a portfolio full of stolen work. Who'd he steal it from? The literal interviewer. It really puts things in perspective, doesn't it? more

Career development

 22h

Genetec Named One of Canada's Top Employers for Young People


Genetec Inc., a global company in enterprise physical security software, has been named one of Canada's Top Employers for Young People for the third consecutive year. The designation is part of an annual initiative organized by MediaCorp Canada that recognizes employers offering strong workplace environments, learning opportunities and career development programs for students and young... professionals entering the workforce.

Genetec continually invests in programs that help early-career professionals gain practical experience, build technical and professional skills and transition into long-term roles within the organization. From the first day, interns and new hires contribute as full members of their teams and are supported through structured onboarding, hands-on work and access to experienced colleagues across teams.

A cornerstone of this approach is the internship program at Genetec, which welcomes approximately 300 paid interns each year across engineering, product, business and corporate functions. Interns work full time alongside permanent employees on meaningful projects, participate in team meetings and internal events and gain exposure to how teams collaborate and how products are developed and marketed.

New hires participate in thorough in-person onboarding and have ongoing access to technical and professional training through an internal learning management platform.

Departmental onboarding, inter-team workshops and cross-functional training support skill development across roles, while employee-driven initiatives, such as TechTalks, provide forums for sharing project insights and technical knowledge.

At Genetec, mentorship plays an important role in supporting young professionals. For example, the Women in Engineering mentoring program, delivered in cooperation with Concordia University, pairs eligible interns with experienced female employees. These sessions focus on career goals, workplace challenges and professional development.

As employees progress, leadership development opportunities support continued growth. Through collaboration with HEC Montréal, targeted training programs strengthen management and leadership skills at different stages of professional development.

"Young professionals bring a lot of energy and curiosity, and they often look at problems differently," said Richard Pailliere, vice president, human resources, Genetec Inc. "When those fresh perspectives are paired with experience, they lead to stronger ideas and better innovation across teams." more

Career development

 23h

New Orleans attorneys weigh in on 2026 employment law changes Louisiana employers must know | New Orleans CityBusiness


Major 2026 tax and benefits changes affect 401(k) catch-up contributions, student loan reimbursements, overtime taxes, and paid leave credits

At the beginning of every year, HR managers often find themselves navigating new and changing workplace laws. To help business leaders better understand the evolving labor and employment law landscape in 2026, New Orleans CityBusiness interviewed local L&E... attorneys about some of the top new laws, changing policies, and common compliance challenges.

A Look at New & Changing Louisiana Employment Laws and Court Decisions

Louisiana has tightened unemployment benefit eligibility under Stricter Unemployment "Work Search" Requirements Act No. 151. The new law requires unemployment claimants to complete five weekly work-search activities (up from three), such as applying for jobs, attending interviews, or updating résumés. It applies to new claims filed on or after Jan. 4, 2026.

Doris Bobadilla, L&E attorney and director at Galloway Johnson Tompkins Burr & Smith, said the change expands employers' roles in enforcing the system.

"The Act empowers employers to report no-shows or interview ghosts directly to the Louisiana Workforce Commission," Bobadilla said. "It essentially 'deputizes' HR departments to act as the state's auditors. If an applicant skips an interview, the employer is now the state's eyes and ears to stop their benefits."

Louisiana's "Second Chance" Hiring Incentives SB 227 (effective Jan. 1) says that for certain formerly incarcerated individuals hired within a year of release, their work won't be treated as "employment" for unemployment‑related tax and administrative purposes for up to five years. "This makes hiring the formerly incarcerated a fiscal strategy rather than just a social one," Bobadilla said. "It lowers the cost of labor for businesses willing to help reduce recidivism."

New Orleans hospitality was impacted by a 2024 decision at the U.S. Court of Appeals for the Fifth Circuit. In Restaurant Law Center v. U.S. Department of Labor, the Fifth Circuit vacated the DOL's "80/20/30" rule, which had barred employers from taking a tip credit if a server spent more than 20% of their week (or 30 continuous minutes) on supporting tasks like rolling silverware or brewing coffee. The court held that the Fair Labor Standards Act applies the tip credit based on the "tipped occupation" as a whole, rejecting the Department of Labor's attempt to segment that occupation into individual "tip-producing" and "tip-supporting" tasks.

For the New Orleans restaurant industry, this is a major win for more flexible staffing, Bobadilla said. "This victory effectively dismantles what some refer to as the stopwatch culture of restaurant management, and removes a massive administrative burden and a major source of arguably nuisance class-action litigation for New Orleans restaurants," Bobadilla said.

DEI and Immigration are Hot Topic Enforcement Items at Federal Level

Sid Lewis, an L&E attorney and partner at Jones Walker, said most EEOC charges that labor and employment attorneys encounter on behalf of their employer clients fall into three categories - discrimination, leave rights, and retaliation. "It is very beneficial to train and alert supervisors to the risks in these areas," Lewis said. "They are all hot button issues in the workplace, and employers are starting to realize that discrimination, leave rights, and retaliation issues could end in costly litigation efforts."

"Reverse discrimination" has become a hot phrase in labor and employment law. "What costs my clients the most is fighting discrimination claims, potential litigation, and EEOC charges, and there will likely be an increase in reverse discrimination claims," said Rachel Wisdom, L&E attorney and member of Stone Pigman.

Wisdom referenced that EEOC Chair Andrea Lucas, appointed by President Trump, encouraged white men to file complaints of workplace discrimination and has targeted DEI programs viewed as discriminatory against majority groups. "The EEOC announced its intention to vigorously pursue DEI-based discrimination and religious discrimination claims," Wisdom said, citing a $21 million EEOC settlement in 2025 with Columbia University involving antisemitism allegations.

Addressing complaints promptly and maintaining robust anti-discrimination and anti-harassment policies are essential to mitigating legal risks, said Stephanie Poucher, L&E counsel at Phelps. Poucher said the U.S. Supreme Court and appellate courts have hinted through recent decisions at modifying the decades-old "pretext" standard for proving workplace discrimination that historically benefitted employers. "A relaxing of what a plaintiff must show to prove that his employer's stated reason for making an adverse employment decision is actually a pretext for unlawful discrimination may be on the horizon," Poucher said. "While the standard still applies, its time may be limited."

In Ames v. Ohio Department of Youth Services - a ruling in which the U.S. Supreme Court did away with the "background circumstances" rule that made discrimination claims brought by members of majority groups more onerous - justices Clarence Thomas and Neil Gorsuch wrote separately to criticize the "atextual" nature of applying legal standards - like showing "pretext" - that have no basis in Title VII's plain language. The two justices reiterated their criticisms of this standard in a rare dissent to the Court's denial of certiorari in Hittle v. City of Stockton.

EEOC's strategic realignment and DEI program scrutiny have led to a massive pivot from equity to merit, said Wendell Hall, special counsel at Galloway Johnson Tompkins Burr & Smith. This shift has caused HR directors to reassess DEI initiatives. "In 2026, anything that can be characterized as a diversity quota is a litigation magnet rather than a corporate asset," she said. "There has been a heightened scrutiny of corporate DEI programs to ensure they are not actually reverse discrimination (Title VII violations). Employers should be proactive and audit any DEI initiatives to ensure they are litigation-proof."

Following the Hamilton v. Dallas County ruling in 2023, employees can now sue over terms and conditions like schedule changes, not just ultimate employment decisions. HR directors are concerned "equity" adjustments for one group will trigger "reverse discrimination" lawsuits from the majority, Hall said.

Immigration compliance is also of concern for employers as increased enforcement has led to raids across the country, including in New Orleans. "Employers must ensure I-9 forms are properly completed and that their workforce is lawfully authorized, particularly as heightened scrutiny has also expanded due diligence in mergers and acquisitions," Lewis said. "Even technical deficiencies can result in significant fines, legal fees, and penalties following an audit."

Immigration changes in 2026 - including expiring work permits, slower visa processing, and a new wage-weighted H‑1B lottery - may impact employers. "The cumulative effect of these changes is an increased need for policy review, proactive compliance measures, and adjusted timelines to accommodate potential Visa processing delays," Poucher said.

Multiple attorneys said one of the most consequential developments at the federal level is the Supreme Court's 2024 decision in Loper Bright Enterprises v. Raimondo, which eliminated Chevron deference and limited courts' obligation to defer to federal agencies. "Running a business in several states has always been complex, but the Fifth Circuit's hard line after Loper Bright is likely to increase that complexity," Bobadilla said. "While Loper Bright ended the era of courts deferring to federal agencies, 2026 is when the 5th Circuit is going to use that power to actively strike down specific labor rules."

Hall said, with the return to a traditional quorum at the National Labor Relations Board, the NLRB is expected to dismantle Biden-era standards such as Cemex and Stericycle. "We are in a pendulum swing period," she said. "Policy is shifting back toward employers, but labor relations may become more confrontational on the ground."

Wisdom agreed the shifts are becoming greater with each administration change. "One of the things that concerns employers is you don't know if any changes will last past the current administration, and that leaves employers flailing around, trying to adapt but also having to stay ahead of the new policies," Wisdom said.

A Look at Louisiana and Federal Changes on Taxes and Employee Benefits

A major change on the tax front taking effect in 2026 requires high-income employees to make any "catch-up" 401(k) contributions on a Roth (after-tax) basis, a provision included in the SECURE 2.0 Act. "Catch-up" contributions can be made by older participants, on top of the normal deferral limit of $24,000 in 2026.

Anyone who made over $150,000 of social security wages with their current employer in 2025 and who is 50 or older in 2026 and wants to make catch-up contributions to their 401(k) will have to make them on a Roth (after-tax) basis, said Tim Brechtel, a partner in the tax practice group at Jones Walker. "Catch-up contributions can be up to $8,000 per year in 2026 - $11,250 for those who will be ages 60-63 on December 31, 2026," he said. "The change does not impact self-employed individuals, such as partners in a partnership."

Brechtel added there are also federal changes around tax-free employer reimbursements of student loan payments. The One Big Beautiful Bill Act (OBBBA) permanently allows employers to reimburse employees up to $5,250 per year in student loan payments on a pretax basis, with the limit now indexed for inflation. To qualify, reimbursements must be part of a written Section 127 educational assistance plan that meets IRS nondiscrimination rules, making this a valuable tool for supporting employees and attracting talent.

"Educational assistance programs can provide a valuable benefit to employees facing student loan expenses," Brechtel said. "Fortunately, employers can continue to offer this benefit to their employees and can expect to see the annual permitted maximum benefit amount increase over time as a result of inflation-indexing under the OBBBA."

Louisiana raised the nonresident employee income tax exemption threshold from 25 to 30 days. Nonresident employees working in Louisiana for 30 days or less during a year, who also work in other states, are exempt from Louisiana income tax withholding, except for professional athletes and entertainers. "If an employee exceeds 30 days, employers must withhold tax for all Louisiana wages earned that year, including those from the first 30 days," Poucher said.

Poucher also noted that Louisiana now treats S corporations as pass-through entities for state tax purposes, whereas Louisiana previously treated S corporations as C corporations. S corporations must file an annual informational return, which includes the income attributable to Louisiana as well as the income attributable to other states for each shareholder. "If a shareholder fails to timely pay its taxes due with respect to its share of income of the S corporation, the Louisiana Department of Revenue can collect payment directly from the S corporation," Poucher said.

Starting January 1, 2026, employers in states without mandatory leave -- or offering more than required -- can claim a permanent tax credit of 12.5-25% for providing at least two weeks of paid family and medical leave to eligible employees. The credit is available for up to 12 weeks annually, can apply to insurance premiums, and does not cover state- or locally-mandated leave.

Section 70202 of the OBBBA lets non-exempt, hourly employees deduct "qualified overtime compensation" from federal income tax. Notably, not all "overtime" is considered equal under this law. The IRS will use 2025 as a transition year for employer reporting rules, but starting in 2026, employers must track an employee's total "qualified" overtime on an updated Form W-2.

What Compliance Issues are Keeping L&E Attorneys Most Busy?

Lewis has been practicing labor and employment law for 40 years, and he said, "the most expensive employer mistakes often involve laws that have been on the books for decades."

"Unfortunately employers are not mindful of the specifics of laws that have been on the books for a long time, such as the National Labor Relations Act or the Fair Labor Standards Act, and it costs a lot to fix what they have done," Lewis said. "Old laws often create the most expensive problems for employers."

For instance, correctly classifying employees as exempt or nonexempt under the FLSA is a critical step in managing wage and hour risk, Lewis said. He recommends that employers regularly review job duties and salary thresholds to ensure alignment with FLSA standards.

"Misclassification is by far the most common mistake I see day in and day out. And classifying a nonexempt employee as exempt -- whether deliberately or not -- can be costly."

At the U.S. Supreme Court level, in E.M.D. Sales, Inc. v. Carrera, the issue is "does an employer need 'clear and convincing' evidence (high bar) or just a 'preponderance of evidence' (lower bar) to prove an employee is exempt from overtime?" "If the Court chooses the lower preponderance standard, it will make it significantly easier to defend FLSA lawsuits for New Orleans businesses," Hall said. "It transforms a legal mountain into a legal hill for employers."

Poucher agreed that proper classification, accurate timekeeping, and adherence to overtime and minimum wage requirements remain challenges for employers, especially with significant regulatory changes underway. "While thus far, attempts at the federal level to increase FLSA overtime pay exemption minimum salary thresholds and efforts at the state level to establish a state-wide minimum wage have been unsuccessful, lawmakers continue to pursue these changes which have seen an increase in popularity among voters," she said.

Poucher added that navigating the complexities of the Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), and Pregnant Workers Fairness Act (PWFA) continues to create challenges for employers. The PWFA now eases pregnancy accommodations, allowing workers to get adjustments for pregnancy or childbirth even if they don't meet the ADA's disability standard. This requires employers to engage in an interactive process for accommodation, such as breaks, modified schedules, or light duty unless it causes undue hardship, said Poucher. Uncertainty surrounding the PWFA continues to persist, however, with the U.S. Fifth Circuit stating the full en banc court will be rehearing a Texas-based challenge to the Act that was previously rejected by a split panel of the Court.

As remote and hybrid work models evolve, adapting policies to support flexibility while staying compliant with wage, hour, and safety laws is an increasingly important concern, Poucher said. Remote work arrangements also impact disability accommodation requests.

"Specifically, while an employer's refusal to allow an employee to work remotely - deeming the requested accommodation unreasonable - was largely successful in the past, the wide-reaching remote work employees performed during the COVID pandemic has shone a light on whether remote work is feasible for many employers," she said. "Revising employee job descriptions to make clear why remote work is or is not feasible for an employer as accommodation is key for employers wanting to enforce in-office requirements." more

Career development

 23h

This interview move could land you a higher salary -- or lose you a job offer


At a recent job interview, Ceraliza couldn't help but let out a gasp when she heard the impressive salary on offer.

However, while her reaction was one of pleasant surprise - understandable given the state of wages in many industries right now - the hiring manager read it differently.

And the misunderstanding ended up paying off, with an even higher amount being placed on the table as a... result.

Sharing her experience on X, Ceraliza revealed how she used the confusion to her advantage, responding with an immediate 'yes' when she was asked if the pay was below her expectations.

The Nigerian creator was praised for her quick thinking, with some commenters going so far as to call it a 'legendary' move and a 'masterclass in negotiation' (however accidental) people should mirror in their own careers.

But as others point out, it's a 'risky' tactic that won't always have such a positive outcome -- and could actually end up going a whole lot worse.

According to Will Steward, founder of recruitment firm The SaaS Jobs, it's 'definitely not a reliable strategy'.

'On one hand, a subtle display of surprise like that could signal to the hiring manager that the offer is below expectations and potentially prompt them to reconsider, but realistically, the chances of that are so low,'he tells Metro.

'Body language and facial expressions are subjective. What one person interprets as genuine excitement, another might read as shock, disdain, or incredulity. In the worst-case scenario, it could actually create tension or just make the candidate appear unprofessional.'

Ian Nicholas, global managing director at employment agency Reed, is equally split, nothing that while it may work in theory, in practice its success would be rare, 'and only under very specific conditions.'

Not only would the candidate have to already be a top choice, the interviewer would need to have pay discretion, and the market would need to be weighted in a jobseeker's favour -- even if the stars do align though, he tells Metro, 'it's more luck than strategy'.

If your attempt at feigning disappointment doesn't land, it can come across 'manipulative' and 'entitled', which makes it an especially big gamble given 'many companies won't significantly adjust offers due to rigid salary bands.'

How to negotiate a higher salary in job interviews

If a Ceraliza-style gasp sounds far too dicey for your liking, Ian advises taking a more measured approach: the 'calibrated surprise'.

Instead of reacting emotionally, tell them outright that their offer is lower than expected, 'based on the scope [you] discussed'. This 'signals a mismatch without disrespect, invites correction and keeps the conversation professional.'

Don't forget to take some time before answering either; according to Will, this is 'a bit simpler, and much safer than a gasp', despite potentially having the same effect of prompting the employer to reassess.

Alternatively, both experts highlight the 'future-value reframe' technique, where you shift the focus to your potential by asking, 'If I were exceeding expectations six months in, what would compensation progression look like?'.

Will recommends the importance of outlining the value you could bring to the company as part of this strategy, which Ian says can 'encourage the employer to envision your success and may prompt them to offer more upfront to avoid renegotiation later.'

And if you're feeling really ballsy, he adds: 'You can also use the 'competing realities' approach 'to signal market awareness, without bluffing, by saying, "I'm seeing materially different compensation ranges for similar roles at this level, how flexible is this band?".'

And if they won't budge...

Unfortunately, even with the best will in the world, you may not always be offered the salary you expect or feel you deserve.

Before you decide to walk away from negotiations however, Will says it's worth considering total compensation, not just base salary -- for example, bonuses, equity, pension scheme, flexible working arrangements, and future development opportunities.

'You should also assess this particular role's alignment with your long-term career goals,' he continues. 'A slightly lower salary than expected might still be worthwhile if the role is providing you with skills, experience, or a stepping stone to future opportunities.'

Ian adds that although an employer may be capped when it comes to, they 'often have more flexibility' with the likes of sign-on bonuses or pay reviews. All you can do is ask, right?

Do you have a story to share? more

Anonymous member


Career development 2d
I've been working for an Organization for over 6 years now and want to move on; One because the salary is nothing to write home about and two, I need a new challenge. I've applied to other places. I upgraded myself academically and the organization didn't even contribute a dime eventhough they knew about it. I get calls for interviews and don't show up at these interviews. What really is wrong... with me?

 more

  • Daniel Cheleste

    1d

    Have you openly discussed this with your human capital manager.
    If your tasks are boring and and you need a challenging job/tasks talk to your human... capital and show the tasks and wins/achievements you have contributed to the company’s achievements and collaborations with your team that have made you reach those goals.the world doesn’t give you what you deserve.speak out,do a write up to the human capital and your close supervisor.
    Two things:
    1.if others don’t see your value,others out there can be cognisant of that fact that your valuable and give you the opportunity for growth.
    Are you leaving because you feel you have outgrown the opportunities the job offers and your seeking new challenges and a role that aligns-better with your career goals and want to contribute your skills and expertise to that role so that you bring a more significant impact ,then that’s avalid reason.if that’s not it then then seek counseling.

    2.Do you have a mentor/ what is your direction in life      more

  • Rukiya Rashid

    1d

    Fear of staff retention is part of trauma that we often get to understand on ourselves. Is like to fear a ghost for your entire life yet you never saw... it . Taking new pathways sometimes is so strange but for you to cross the ocean you need to sail by strong wave to reach your desires destination.  more

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Career development

 1d

From Debt Recovery to Fraud Detection: Innovative Strategies for Staffing Firms - About Insider


Cash flow is the oxygen of a staffing firm. Weekly payroll, open requisitions, and uneven client payment terms can quickly turn a strong pipeline into a cash crunch if even a few invoices slip. That's why forward-thinking agencies now treat debt recovery and fraud detection as part of the same discipline.

Instead of reacting after money goes missing, they build systems that prevent revenue... leakage, resolve disputes faster, and reduce operational risk without pulling recruiters away from revenue-generating work.

Below is a practical blueprint you can implement in phases -- whether you're an emerging agency or a national brand.

Strategy 1: Build a Credit Perimeter Before the First Submittal

Collections don't start when an invoice goes unpaid; they start before the first résumé is sent.

* Screen and tier clients early. Run quick credit checks and group prospects into low, medium, or high risk based on payment history, references, and public records. Then match each tier to appropriate terms, limits, and deal structures.

* Align terms with your cash reality. If you're running weekly payroll for contractors, long payment cycles can quickly strain cash flow. Shorter terms, deposits, or milestone billing help keep money moving especially on project-based or fast ramp engagements.

* Make paying easy. Offer simple payment options like cards, ACH, or Direct Debit. When it's easy for Accounts Payable to act, invoices get settled faster.

* Keep submissions "receipt-ready." Light résumé watermarking, candidate IDs, and automatic view tracking give you a clean record of who saw what and when. If a fee is questioned later, you're prepared, and no digging through inboxes is required.

Why this matters: you reduce risk up front, set clear expectations, and build documentation that supports both collections and backdoor-hire recovery.

Strategy 2: Draft Contracts with Zero Gray Areas

Vague language slows collections. Spell things out, so there's nothing to argue about.

* Clear fee triggers. Specify exactly when the fee is earned (presentation, interview, offer, or start date) and how long your candidate's ownership lasts. Simple, specific, and easy to reference when Finance asks.

* Backdoor-hire protection. Include audit rights, notification requirements if a candidate is re-engaged, and a clause that fees are due even if the hire occurs through affiliates or different roles.

* Late fees and interest. Reasonable, clearly stated, and enforceable.

* Dispute windows. Short timelines for raising disputes help you resolve real issues quickly -- and prevent "ghost" disputes months later.

* Jurisdiction & venue. Select a forum that minimizes legal risk in the event of escalation.

Pro tip: Train recruiters and account managers to explain these clauses during kickoff. A 2-minute conversation now can save 20 emails later.

Strategy 3: Design Backdoor Hire Prevention and Detection Plan

Backdoor hires are not a moral failing; they're a data problem. When hundreds of résumés, inboxes, and hiring managers interact, candidate trails get messy. Innovators now:

* Fingerprint each submission. Unique candidate IDs plus submission timestamps, job IDs, and approver names create a defensible trail.

* Use multi-signal detection. Cross-check candidate profiles, hiring announcements, and social/job board updates against your ATS to flag any suspicious overlaps.

* Use smart watchlists. If a "no-go" candidate shows up again at the same client -- or a sister company -- within your ownership window, auto-ping the account owner right away, ideally before onboarding. Quiet, early pings beat loud, late disputes.

Why this helps with debt recovery: A clear ownership trail turns arguments into administrative matters. You share the file, confirm the terms, and move to "Please route payment."

Strategy 4: Save Dispute-Resolution Flow Everyone Can Follow

Most unpaid invoices aren't malicious. They're usually caused by miscommunication, system delays, or internal changes.

A simple playbook helps teams stay calm and consistent:

* Check the basics first. Confirm invoice accuracy, fee triggers, vendor setup, and PO details before escalating.

* Identify the root cause. Is it a budget freeze, leadership change, or internal delay? Your tone and next step should reflect the situation.

* Offer reasonable settlements. If a quick partial payment resolves the issue faster, document it as a one-time accommodation and move forward.

* Escalate when needed. When disputes stall or backdoor hiring is suspected, hand the case to a specialist who understands staffing-specific collections. This keeps recruiters focused on filling roles, not chasing invoices.

Bottom line: Keep sellers selling. Let specialists handle aged AR.

Strategy 5: Keep Fraud Patterns on Your Radar

Some issues go beyond late payment. Fraud requires stronger controls.

Common warning signs include padded timesheets, duplicate hours, identity mismatches, invoice redirections, or unexplained vendor changes. In more serious cases, candidates may be quietly redeployed through alternate entities.

Practical safeguards include:

* Manager sign-off and geo-fenced timesheets

* Identity verification for remote or high-risk roles

* Dual approval for bank detail changes

* Ongoing candidate-to-client matching

* Random audits on high-value placements

Strong controls don't just prevent losses; they also strengthen recovery efforts when disputes arise.

Strategy 6: Use Tech that Pays for Itself

The right tools reduce friction; the wrong ones collect dust.

Look for solutions that:

* Plug into your ATS or CRM

* Centralize contracts, submittals, invoices, and communications

* Detect potential backdoor hires using more than spreadsheets

* Package evidence quickly for internal review or external recovery

If a tool doesn't reduce DSO, improve recovery rates, or save time, it's not helping.

This is where platforms like Back Door Hire Solutions support early detection and documentation, while recovery specialists handle enforcement.

Strategy 7: Make "Evidence First" the Habit

Great systems fail without great habits. Train your team to:

* Capture the who/what/when on every submission.

* Summarize each job's ownership window on the kickoff email.

* Log verbal agreements back to clients in writing within the hour.

* Escalate early. A cordial day-7 nudge prevents a combative day-70 debate.

Celebrate recoveries the way you celebrate new wins. Revenue saved is revenue earned.

Conclusion

If your team spends more time chasing old invoices than filling new roles, it's time to bring in specialists. Adams, Evens & Ross works exclusively with staffing and recruiting firms -- helping them recover unpaid invoices, resolve backdoor-hire cases, and protect cash flow with clear evidence and professional outreach.

By pairing strong front-end controls, early detection, and expert recovery support, staffing firms can turn disputed fees into resolved revenue and keep cash flow working for growth, not against it.

Ready to put your cash flow back on offense? Learn how Adams, Evens & Ross and Back Door Hire Solutions help firms protect margins without burning client relationships. more