Career development

 19h

Recruiter lists 4 things candidates should stop being honest about in interviews


A recruiter shared four things that candidates should "stop being honest" about in job interviews, sparking debate over how far applicants should go when presenting themselves.

The post, shared on r/Jobhunting, was titled, "Stop being honest in job interviews (I say this as a recruiter)." In it, the user argued that interviews were less about truth-telling and more about positioning.

"An... interview isn't an exam, it's a negotiation. The company wants to buy your skills," the recruiter wrote, adding that candidates should stop treating the process like they owe employers something and instead approach it as a transaction.

Their post went on to outline areas where candidates should "bend the truth," not outright lie, but frame answers strategically.

One key point was around job search duration. The recruiter advised against admitting to being unemployed for months, claiming it often triggered bias. Instead, candidates should present themselves as selective and in demand.

Similarly, applicants were told not to reveal if they are applying everywhere, but rather say they are targeting roles that align closely with their skills.

On company knowledge, the recruiter stressed that even minimal preparation like spending a few minutes researching could prevent candidates from appearing disengaged. But the strongest emphasis was on how candidates described their past work.

"People list what they did instead of what they achieved," the post noted, urging applicants to quantify results rather than simply describe responsibilities. For example, instead of saying they managed social media, candidates should highlight measurable impact, such as audience growth.

The post concluded with a shift in mindset, encouraging candidates to see themselves as equally valuable in the process. "You're not there to beg, you're there to decide if they're worth your time too," the recruiter wrote.

The advice, shared in good spirits, quickly received mixed reactions from users.

Some commenters agreed with the sentiment, suggesting that interviews are as much about reading the room as they are about answering questions, and that candidates who fail to present themselves strategically may struggle in professional environments.

Others offered insight from a hiring perspective, explaining that certain questions, like how many roles a candidate has applied for, are sometimes used later in the process to gauge how competitive an offer needs to be.

At the same time, the post also raised concerns about authenticity, with discussions emerging around the fine line between smart positioning and dishonesty.

Some users also discussed the idea that interviews were not just about proving competence, but about understanding how to present it in a way that aligned with what employers were looking for. more

Ronan Lenoble


Career development 5d
Can you give me some advice? My boss comes to me many times a day and keeps asking if I’ll finish my tasks on time. I always say yes as I’ve never missed a deadline. But his questions distract me and make me stressed.
I tried telling him he doesn’t need to check on me so much, but it didn’t help. How can I politely ask him to stop?

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Katherine Martin


Career development 2d
I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

2   

  • Adenike Omolara Babajamu

    4h

    I think you are just overthinking this. you need to work on your confidence level and see your uniqueness as an advantage and not a disadvantage. the... company's friendliness is warm enough to this. but above all strive at excellence because your uniqueness will expose both your inadequacies and competencies. I am sure you can help change the narrative for the company to give more opportunities to females. i wish you the best of luck. more

  • John Heinrich

    21h

    I think you might be overthinking it.

    1
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Anonymous member


Career development 2w
I had a job interview yesterday and most of the questions weren’t about my experience or skills, but about my personal life. They asked about my boyfriend, our plans and even our intimate relationship. I’m shocked. Is it normal to ask things like that?
I feel really uncomfortable and gross after they basically dug into my private life

4   

  • Lilla Szabó

    6h

    In Hungary, in the last 15 years it has been asked from me in all job interviews. All of them. On one of the most humiliated inteviews they asked... about the salary of my boyfriend, and They asked why did I not have children. I answered that physically I could not bear child. They told me with cinism, that yes we all hear about magical pregnancy after the first year in the new job...shocking.... more

  • John Heinrich

    21h

    Inquiring about your personal life is out of bounds. I certainly wouldn't consider working at that company

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Career development

 19h

'We're almost done, but are you planning to get married?' Candidate walks out of job interview after HR asks about 'family planning situation'


'We're almost done, but are you planning to get married?' Candidate walks out of job interview after HR asks about 'family planning situation' The conversation begins like a typical hiring conversation. The HR representative appears satisfied with the candidate's performance and says, "Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done... here."

An online job interview has sparked a debate about workplace boundaries after a candidate declined a job offer over personal questions about marriage and family. The conversation, posted by a career advisor, shows the chat turning from positive to uncomfortable, and ends with the candidate calmly walking away.

The conversation begins like a typical hiring conversation. The HR representative appears satisfied with the candidate's performance and says, "Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done here."

The candidate responds positively, saying they enjoyed the process and seemed ready for the next step.

But just before closing, the HR introduces what they call a "final question", "Just one last question before we wrap up... Are you married?"

When the candidate questions the relevance, the HR continues probing: "And if not, are you planning to get married soon?" The explanation offered is that it is "for planning purposes," suggesting that life events like marriage or children "can affect work."

The candidate then directly asks whether the question is about plans to have children. The HR responds by saying they need to understand the "family planning situation for team planning purposes" and describes it as a "standard question for all our hires."

They further justify it by referring to "long-term stability" and "important clients and projects that demand long-term stability."

The tone shifts as the candidate pushes back. They respond, "I'm not comfortable answering this question as it's not legally appropriate for hiring decisions."

The candidate adds that hiring should be based on professional ability, not personal life choices. The moment becomes decisive when they say the question has changed how they see the company's culture and decline to continue with the process.

HR : Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done here.

Candidate: Glad to hear that. I've enjoyed the process.

HR : Just one last question before we wrap up.

Candidate: Sure.

HR : Are you married?

Candidate: Sorry?

HR : And if not, are you planning to get married soon?

Candidate: I'm not sure I understand why that's relevant to the role.

HR : We just like to understand these things for planning purposes.

Candidate: Planning for what exactly?

HR : Well, marriage, children, family changes... those things can affect work.

Candidate: So this is really about whether I'm planning to have children?

HR : We just want to know your family planning situation for team planning purposes.

Candidate: I'm not comfortable answering this question as it's not legally appropriate for hiring decisions

HR : This is a standard question for all our hires

Candidate: This still doesn't change the fact that it crosses a line.

HR : We're just trying to understand long-term stability.

Candidate: My ability to do the job should be measured by my skills and experience, not my marriage plans or whether I want children.

HR: We've important clients and projects that demand long-term stability

Candidate: Honestly, that question changes how I view this company completely.

HR : Let me know if we moving forward .

Candidate: No, Thank you. I have concerns about a company culture where such questions were considered acceptable.

The post presents the exchange as a scenario, but its impact lies in how familiar the situation feels to many job seekers. Questions around marriage and family, though often unofficial, continue to surface in hiring conversations. It puts a spotlight on where professional evaluation ends and personal intrusion begins.

The conversation has drawn strong reactions online, with many users siding with the candidate's response.

One commenter wrote, "There are questions that are not necessary, and this is one. If I were him, that's the way I'd answer."

Another said, "Any company asking about marriage and kids in 2024 is basically admitting they have zero respect for boundaries or basic labor laws."

A third added, "Well in this kind of situation every candidate should leave quietly... and in actual they are already married mostly ."

Another bluntly remarked, "HR is always selfish."

As the clip continues to circulate, it has sparked a broader discussion about what employers can and cannot ask during interviews. Many users pointed out that such questions, even if framed as planning needs, risk crossing into personal territory that should remain off-limits.

At the same time, others highlighted the candidate's calm and composed response as an example of how to handle uncomfortable situations without confrontation.

The reactions suggest it reflects a real and ongoing issue in hiring practices. For many professionals, the chat has become less about one interview and more about a larger question, how much of one's personal life should matter at the workplace door.

For now, the clip continues to travel across timelines and places, serving as a reminder that sometimes, saying no can be as important as landing the job. more
1   

  • Naomi Kihara

    7h

    Marriage and child bearing are personal issues which are addressed by company's bylaws. therefore there is no need for probing into family life at... hiring more

  • Adeleye johnson

    9h

    To me Asking about marriage or family planning during a job interview is unprofessional and can make candidates uncomfortable. Employers should focus... on skills, experience, and ability to do the job, not personal life decisions. more

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Career development

 13h

The identity shock of unemployment


I know what it feels like to wonder how you are going to pay the bills while also trying to appear positive, focused, and approachable during job interviews. Losing a job is often discussed as an economic event, but in reality, it's also a psychological one.

According to the International Labour Organisation, global unemployment affected more than 191 million people in 2023, with professional and... white-collar layoffs rising sharply due to restructuring, automation, and cost rationalisation across sectors. Yet data alone fails to capture the lived experience of unemployment: the sudden disruption of routine, income, professional identity, and perceived momentum. A meta-analysis published in the Journal of Vocational Behavior found that job loss has effects on mental health comparable to major life stressors, including bereavement. more

morris ogwal
Career development 1d
Am supposed to share my monthly reports with two seniors (technical advisor and general manager), basically writing one report and sharing. The two have their ego issues, and each of them wants different reporting formats and all of them wants me to write to them and just copy the other. am now forced to wtrite two reports and sending to each separately which is so tiring and consumes time. kindly... help more

  • Peter Wafula

    7
    14h

    How about making reference to your jd and internal role relationship guidelines? It's not their egos but just them having differences between them and... venting them through other and/or junior staff. Discussing with your hr might help to straighten out lines of reporting  more

  • Randall Giancaterino

    24
    20h

    When you so not finish their assignments, explain to them why: You were working on your various work reports for them. :)

    1
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Career development

 17h

The Wrong Guy from Liberalis Books


Biography & Autobiography (general), Humor (general), Television (general)

On May 8, 2006, Congolese finance graduate Guy Goma turns up for a job interview at the BBC, when his world explodes. Mistaken for a news guest whose name was also Guy (and who was waiting in a different reception area), he's ushered into a studio and interviewed live on TV. As he's introduced as "Guy Kewney", terror... washes over his face like a tidal wave, before giving way to a Munch-esque silent scream. He's peppered with questions about the Apple Computer court case. In Francophone-flecked English, he bluffs his way through the interview with answers so hilariously nonsensical that he wins over viewers -- /and then the world/. "The Wrong Guy", as the British press dubs him, becomes a legend.

What really happened that day? Who was responsible, and how did it impact Guy's life? Twenty years on, Elliott Gotkine, together with Guy Goma, reveals for the first time the remarkable, stranger-than-fiction story of The Wrong Guy, why his 15 minutes of fame endured, the chaos of 24-hour news, and how celebrity -- and destiny -- isn't always what it's cracked up to be. more

Career development

 20h

AI Interview Copilot Now Delivers STAR Answers, Bullet Points, Concise Responses, and Smart Questions -- All in Real-Time


Built for real job interview situations -- whether explaining past experience, responding under pressure, or keeping the conversation going

NEW YORK, NY, UNITED STATES, April 27, 2026 /EINPresswire.com/ -- Interviews Chat today announced a major upgrade to its AI Interview Copilot, introducing multiple response formats designed to help candidates handle different types of interview questions more... effectively.

With this update, users can now choose how the AI responds in real time, depending on the situation and their preferred answering style.

The new response formats include:

STAR method answers for structured behavioral responses

Bullet point answers for quick clarity and easy delivery

Concise responses for time-sensitive situations

Smart Questions (AI-generated follow-up questions) to help extend and guide the conversation

This update addresses a common challenge in interviews: not every question should be answered the same way. Behavioral questions often require structured storytelling, while technical or rapid-fire questions benefit from short, direct answers. In many cases, asking the right follow-up question can be just as impactful as giving the initial answer.

By offering multiple response formats, the Copilot allows candidates to adapt their communication style on the fly. Whether the goal is to give a detailed STAR-based answer, respond quickly under pressure, or keep the conversation flowing with thoughtful follow-ups, users can select the format that best fits the moment.

Unlike traditional AI interview tools that generate a single response, Interviews Chat provides multiple ways to approach the same question. This gives candidates more control during interviews and helps them present their answers more naturally.

Combined with resume and job description context, the AI Copilot delivers more relevant and flexible support across both technical and behavioral interviews.

EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability

for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this

article. If you have any complaints or copyright issues related to this article, kindly contact the author above. more

Career development

 1w

I've applied to 1,000 jobs since earning my master's and am still unemployed. I'm frustrated because I thought I did everything right.


I'm frustrated because I thought I did everything right, but I'm now focusing on freelancing.

For most of my life, I believed in a very specific formula: work hard in school, build a strong résumé, study abroad, learn languages, get a master's degree, and be globally aware.

I studied journalism and media, and I leaned into storytelling early on. I spent time abroad multiple times in Rome,... Florence, Kuwait, and Scotland. I learned how to navigate new cultures, new systems, and new expectations. I became fluent in spaces that were not designed for a first-generation student like me.

After graduating, I went on to earn my master's degree in international affairs as part of the inaugural cohort at John Cabot University in Rome (again). I focused on global justice, human rights, and representation. I contributed to research on the gig economy, attended UN conferences both in Italy and Azerbaijan, and built what I thought was a strong, competitive profile.

I completed my MA degree early, believing I had done everything right. But I still can't find a job.

Since graduating, I've applied to over 1,000 jobs.

That includes roles in Rome with UN agencies, NGOs, and humanitarian organizations. It also includes jobs across the US -- in-person, hybrid, and remote roles. I applied to communications positions, research roles, media jobs, and anything that aligned with my background in storytelling and global affairs.

I tailored résumés. I wrote cover letters that took hours. I researched organizations, memorized their missions, reached out to every connection, and prepared for interviews like they were exams.

Out of all those applications, I've gotten 15 interviews. Only two of those moved me to a second round. Less than five of the roles I interviewed for were actually filled.

For the rest, I watched the same job postings reappear weeks or months later. Were those even real positions?

It started to feel like I wasn't competing for jobs. I was competing for the possibility of a job.

Rejection is one thing. Uncertainty is another.

When you don't get a job, you can usually point to something. Maybe someone had more experience. Maybe you didn't interview well. Maybe the role just wasn't the right fit.

But what do you do when there's no outcome at all? When positions stay open indefinitely. When companies repost roles without hiring. When you make it through multiple steps and still hear nothing back.

It creates this constant loop in your mind. You start questioning everything: your degree, your experience, and the choices you made.

I did everything I was told would make me employable. Yet, I've never felt more unsure about where I stand.

At some point, I had to shift my focus from waiting to building.

During undergrad, I spent four years working in publicity and creative marketing. That became the one thing I could return to when the job market kept shutting me out.

Now, I freelance as a creative director and marketing professional. I design campaigns, create visual content, and work with clients to build cohesive brand identities. I've worked on everything from social media strategy to email marketing to photoshoots to editorial visuals.

It's not stable or the full-time role I desire for myself. But it's something I built myself.

Freelancing has taught me how to trust my skills in a different way. It's shown me that I don't need permission to create meaningful work.

Still, there's a difference between surviving and feeling secure. I'm still trying to figure out how to bridge that gap.

For a long time, I was chasing stability as it was defined for me: a full time job, steady paycheck, and clear title. But not having that has pushed me to ask a different question. What kind of work do I actually want to be doing?

The answer keeps bringing me back to storytelling.

I want to be a creative director who focuses on telling BIPOC stories with care and accuracy. I want to create media that doesn't flatten people into stereotypes or reduce cultures into trends. I want to build projects that feel honest, layered, and intentional.

That's the work I've been drawn to for years. It's also the work I kept putting off because I thought I needed something more "stable" first.

Now, I'm starting to see that maybe the path I was following was never designed to lead me there.

I don't have a clean ending to this story.

I'm still applying for jobs while freelancing, and trying to make sense of a system that feels unpredictable and, at times, impossible to navigate.

But I also know this: the effort I've put in hasn't been wasted. It just didn't lead me where I expected. Maybe that means I have to build something different instead. more
6   

  • John Heinrich

    1
    21h

    You're not in synch with employers somehow. Can you get any feedback from the rejections about why they didn't hire you?

  • R R

    6d

    What’s your master’s in?

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Jamie Bowen


Career development 6d
I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

 more
5   

  • John Heinrich

    21h

    Have you talked to him and surfaced any problems he might be dealing with?

  • aminu danjumabk

    1d

    Don't fire him now just give him some time but try and make sure you sight the necessary obligation for and ask him to be strictly abide by it.

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Career development

 22h

DevOps Resume Layout Upgrade


My DevOps résumé reads well enough, but the page itself does not do it justice. I only need a sharper format -- no rewrites -- so recruiters can scan the document quickly and an ATS can parse every line. Here is what I want improved: * Work Experience: align dates, role titles, and achievements so the career story flows visually. * Skills & Certifications: present the tool stack (AWS, Docker,... Kubernetes, Terraform, CI/CD, etc.) in an eye-catching matrix or column that is easy to skim. * Education: tidy spacing, fonts, and placement so it sits neatly at the end without feeling like an afterthought. The final file should arrive in an editable format (Word or Google Docs) plus a ready-to-send PDF. Feel free to suggest modern, sleeker template ideas, but keep the overall look professional and ATS-friendly. If this quick layout overhaul sounds like your thing, let me know how soon you can turn it around and share a couple of résumés you have formatted for tech professionals. more

Career development

 23h

Resume writer needed


We are currently running a job-hunting system and are experiencing challenges with resume effectiveness. Despite applying to many roles in the European market with tailored resumes for full-stack developer positions, we have not seen successful results. We are looking for a senior HR manager or an experienced professional who can help improve our approach. This can be structured as either a... profit-sharing arrangement or a fixed-price engagement. For example: - We can use a shared email account for coordination. - Compensation can be tied to successful responses after job applications. Thank you, and we look forward to hearing from you. more

Career development

 23h

How aging is reshaping the job market


Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

Since the release of ChatGPT in late 2022, everyone from the C-suite to new grads looking for their first job has been wondering what AI means for the future of work.

Some employees are using it to get tasks done and worry about what AI means... for job security. Job seekers are using it for their résumés and outreach messages. Some employers are citing it as a reason they're laying people off. But that's not the only A-word shaping the job market.

"Even as artificial intelligence and its uncertain impact grabs headlines, it is another A -- aging -- that stands to unequivocally reshape the U.S. labor market over the next decade," a post from Nela Richardson, ADP's chief economist, and Tim Decker, senior principal data scientist at the ADP Research Institute, said. Richardson told Business Insider that the US is "rapidly turning into not just a service economy, but a healthcare-driven economy.

"Last year, the rest of the economy, excluding private healthcare, lost jobs. The sector will need to bring in even more talent to care for an aging population and offset healthcare workers' retirements. Meanwhile, other industries like construction are facing a retirement cliff: Highly skilled baby boomer workers like plumbers and electricians are leaving the workforce, and there aren't enough young workers coming in to fill in the gaps. Did you make a career pivot into skilled trades?

Reach out to this reporter to share what that was like, at mhoff@businessinsider.com. There's a lot of uncertainty about how much AI will affect the workplace over time and what will be automated or replaced completely, even in healthcare. There's more certainty that aging is a structural issue that will continue to affect employers' needs. The Bureau of Labor Statistics said the aging population will mean more demand for long-term care and therapy services.

"AI may be the economy's future, but aging is its present," Richardson said. Demand for home health and personal care aides is set to boom; BLS estimates employment in this already large occupation will increase by 739,800 between 2024 and 2034, more than any other career. Richardson said we're pretty far from the futuristic experiences of "The Jetsons.

" She said large language models aren't lifting patients or taking them on a walk. "Healthcare employment has been growing steadily regardless of the business cycle for decades," said Joshua Gottlieb, an economist and a professor at the University of Chicago. "That's just been a very stable trend.

"Nurse practitioners and registered nurses are also expected to see employment rise a lot over the decade, but Susan Grant, chief clinical officer at healthcare-operations platform Symplr, said nursing has faced shortages, high turnover, and challenges with building a talent pipeline, as some professionals retired early during the pandemic and because of faculty shortages. Did you make a career pivot into a healthcare job? Reach out to this reporter to share what that was like, at mhoff@businessinsider.com.

"There are major cost issues within the healthcare systems, and cost cutting and a major focus on efficiencies in the health systems," Grant said, adding, "because nursing is such a large part of the healthcare workforce, staffing has been a major focus, and labor costs are very high, and turnover actually contributes to those costs. "The pay for these healthcare jobs varies.

BLS data showed the median annual wage for home health and personal care aides was $34,900 in 2024, short of the national median of $49,500. Meanwhile, the median for registered nurses was $93,600, and for nurse practitioners was $129,210. Many Americans already help their parents or grandparents with appointments, meals, and other activities -- while they hold a job. Karen Lee-Coss, who is in her 50s, cares for her mother.

She takes her on outings and helps her with bathing and skincare.

"I take care of her the way that I would want someone to take care of me," Lee-Coss said. "I know the state my mother lived in before she got sick, and I always want to maintain that. "Lee-Coss said caregiving requires different hats, but she has to know when to take those off.

"When my children want to have a conversation, I have to know how to take the caregiver hat for my mother off and put the mother hat for my children on," said Lee-Coss. The Bureau of Labor Statistics found, using 2023 and 2024 data, that 38 million Americans did some kind of unpaid eldercare.

"My bet is that informal sector is going to grow as people age," Richardson said. She said we already have a lot of instances of informal work, such as a babysitter coming over.

"You'll probably see more of that informality where people are not really working for employers or institutions, but they're just working for their neighbors," she said. "It might be sporadic and occasional, but it's helping meet a need in their communities. ""There is no part of the labor market that is immune from the aging demographic," Richardson said. Take construction.

The sector is about a third the size of healthcare and social assistance, but has grown over the years, recovering from the Great Recession and 2020 pandemic losses. It hit a record employment level this past March. Still, people aging out has consequences for the sector.

Home Builders Institute's president and CEO, Ed Brady, said more older tradespeople are leaving than younger people coming in, deepening the labor shortage issue, but also affecting the productivity, quality, and speed that the older, experienced workers had.

"We've got a long runway to overcome and populate the next generation of these skilled laborers," Brady said. Based on ADP data, the average age of an HVAC worker has dropped from 41 in June 2020 to 37 in June 2025.

"That's not because a bunch of new people became HVAC workers; it's because older workers are retiring," Richardson said. The average ages have also fallen for other skilled trades, including from 44 to 39 for electricians and 40 to 36 for plumbers. It's often said that demographics is destiny, and that's likely to be the story for the job market for years to come.

"AI deserves a lot of attention, but aging is the thing that we can see right now," Richardson said.

Healthcare Economy

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Career development

 23h

The entry-level jobs experts say you should want in 2026


With hiring expected to grow only marginally in 2026, knowing which entry-level jobs offer real career traction -- and which lead nowhere -- has never mattered more.

The Class of 2026 is entering a job market that is, at best, cautiously optimistic. Employers plan to hire only 1.6 percent more new graduates than they did last year -- a modest uptick that does little to ease the pressure on... millions of students about to flip their tassels and start submitting résumés. In that climate, the difference between landing a role with real upward mobility and settling for a dead-end gig could define the next decade of a person's professional life.

To help new entrants navigate this landscape, personal-finance company WalletHub released its annual report on the best and worst entry-level jobs for 2026, comparing more than 100 positions across 12 key metrics. The data covers everything from average starting salaries and projected job growth through 2034 to median tenure with employers and unemployment rates by occupation.

The Top Entry-Level Jobs of 2026

According to WalletHub analyst Chip Lupo, the three standout professions for entry-level workers this year are hardware engineer, engineer (unspecialized), and certified nursing assistant at a nursing home. What ties them together is a combination of competitive compensation, no prior work experience required, an abundance of open positions, and a manageable workweek.

The full top 10 best entry-level jobs, as ranked by WalletHub:

* Hardware Engineer I

* Engineer I

* Certified Nursing Assistant -- Nursing Home

* Software Engineer I

* Safety Representative I

* Safety Technician I

* Electrical Engineer I

* Operations Research Analyst I

* Environmental, Health, and Safety Engineer I

* Electronics Engineer I

Jobs Worth Avoiding

At the opposite end of the spectrum, the worst-ranked entry-level positions tell a different story -- one of limited salary growth, narrow career pathways, and occupations facing structural headwinds. Among the bottom 10:

* Architectural Drafter I

* Tool and Die Maker I

* Benefits Administrator I

* Telecommunications Technician I

* Mechanical Drafter I

* Computer Numeric Control Machine Programmer I

* Boilermaker I

* Automotive Mechanic I

* Emergency Dispatcher

* Welder I

What the Numbers Actually Reveal

Beneath the rankings lie some striking contrasts. A few data points stand out:

* Drilling engineers command the highest average starting salary -- 6.1 times more than college teaching assistants, the lowest-paid entry-level role in the study.

* Consumer loan officers lead in income growth potential, with earnings that can climb 2.5 times higher than those of bank tellers over time.

* Geotechnical engineers, mine engineers, and drilling engineers stay with their employers the longest, with median tenure 2.1 times higher than that of industrial designers, interior designers, public relations specialists, technical writers, and web writers.

* Information security analysts have the highest projected job growth through 2034, underscoring the relentless demand for cybersecurity talent.

* Accountants, budget analysts, credit analysts, financial analysts, and consumer credit analysts are among the professions with the lowest unemployment rates -- 3.3 times lower than the highest-unemployment roles, including building inspectors, electricians, floor assemblers, plumbers, and sheet metal mechanics.

Which Entry-Level Jobs Offer the Best Long-Term Security?

Job security is notoriously difficult to forecast in an economy shaped by both technological disruption and demographic shifts. That said, experts generally agree that roles in the public sector tend to weather economic downturns better than private-sector counterparts, and that positions resistant to automation or outsourcing carry inherent long-term value.

Looking further out, healthcare, renewable energy, and artificial intelligence are the fields drawing the most sustained attention. Nursing assistants alone are projected to see more than 204,100 annual job openings through 2034, driven largely by an aging population that will only grow in its need for care. Renewable energy engineers and AI specialists round out a picture of a future labor market that increasingly rewards those positioned at the crossroads of human need and technical complexity.

How to Spot a Dead End Before You Accept the Offer

Career experts caution that the difference between a role with genuine upward mobility and a dead end is often visible before a candidate ever signs an offer letter. Job descriptions that reference mentorship programs, internal promotion tracks, and professional development signal that a company intends to invest in its employees. Descriptions heavy on task repetition with no mention of growth tend to signal the opposite.

One red flag worth heeding: any role that resembles a multi-level marketing scheme -- particularly one where compensation is tied to recruiting new employees or selling products to personal contacts -- should prompt serious scrutiny. That detail may not always appear in the job listing itself, but typically surfaces during the interview process. Asking directly about advancement opportunities and pathways to the next title on the org chart can quickly reveal whether those paths actually exist.

As for how long to stay: the conventional wisdom of three years in a first job has largely given way to a newer consensus. Most career advisors now point to 12 to 18 months as the practical sweet spot -- long enough to build foundational skills and demonstrate reliability, short enough to avoid stagnation. The real signal, however, is not a date on the calendar but mastery. Once a role has stopped teaching, staying can work against a career rather than for it.

With 86 percent of graduates employed or continuing their education within six months of finishing school, according to the National Association of Colleges and Employers, the first year after graduation sets a tone that can echo for years. The smartest move, then, is not just finding any entry-level job -- it is finding the right one.

Source: WalletHub

For the full report, please visit:

https://wallethub.com/edu/best-entry-level-jobs/3716 more

Career development

 1d

Volunteer Opportunities


Volunteers are the spark that power associations. IAFP offers a variety of ways for our Members to get involved. With every new volunteer, IAFP grows more energized, more diverse and inclusive, and better equipped to carry out our goal of "Advancing Food Safety Worldwide".

We encourage you to strengthen your engagement with IAFP and grow your professional network. Below is a list of volunteer... opportunities in four topic areas: IAFP Membership, IAFP Annual Meeting, IAFP Publications, and IAFP's European Meeting.

Click Here for Step-by-Step Instructions to Volunteer

Volunteer today!

IAFP Membership Volunteer Opportunities:

IAFP Mentor - This unique online networking and career development program connects you with others to share your experiences and help Members achieve their professional goals. Whether you are a Ph.D. student, a newbie in an industry, or a professional with many years of experience, you have lessons that another person can draw on!

IAFP Mentee - As an IAFP Mentee, you will be matched with a Mentor based on your career goals and interest areas to help you pursue your professional goals.

IAFP Awards Selection Committee - Review and score submitted nominations for IAFP Awards to be presented at the Annual Meeting. You will receive instructions on how to review and score nominations in late February and will be expected to complete the task within 2-3 weeks.

Foundation Committee - Develop programs which further the goals and objectives of the Foundation, solicit gifts to the Foundation, and oversee IAFP Foundation monies.

Membership Committee - Promote IAFP membership to potential new members and assist in retaining current IAFP members.

Webinar Committee - Review and decide on proposals for IAFP Webinars and establish webinar topics and design webinar series.

IAFP Annual Meeting Volunteer Opportunities:

Mentor at Annual Meeting - You will be matched with a Student Travel Scholarship recipient or a Travel Award recipient to help them navigate the meeting, introduce them to other professionals, and assist them with their overall meeting experience.

Technical Session Convenor - Attend the Annual Meeting and perform specific duties during a technical session, including reading session announcements, introducing speakers, and ensuring speakers adhere to the established time schedule.

Developing Scientist Awards Committee - Judge approximately 40 student competitors' abstracts prior to the meeting and judge the finalists onsite.

Program Committee - Develop the scientific and technical content of the Annual Meeting program. This Committee meets in February, at each Annual Meeting, and at other times as deemed necessary.

IAFP Publications Volunteer Opportunities:

Editorial Reviewer for JFP - Review manuscripts submitted to the Journal of Food Protection.

Editorial Reviewer for FPT - Review manuscripts submitted to Food Protection Trends.

Food Protection Trends Management Committee - Meets at the Annual Meeting and via virtual meetings throughout the year to provide guidance on matters related to Food Protection Trends.

Journal of Food Protection ManagementCommittee - Meets at the Annual Meeting and via virtual meetings throughout the year to provide guidance on matters related to Journal of Food Protection.

IAFP European Meeting Opportunities:

European Symposium Organising Committee - Develop the scientific and technical content of the European Symposium on Food Safety. Committee Members will review submitted symposia and abstracts; identify convenors for symposia and technical sessions; establish the timetable for all symposia and technical sessions; meet during each European Symposium and other times as deemed necessary; and oversee competition(s) at the symposium.

Technical Session Convenor - Attend the European Symposium and perform specific duties during a technical session, including reading session announcements, introducing speakers, and ensuring speakers adhere to the established time schedule.

European Student Award Committee - Review and score the submitted nominations for the European Student Award applicants. more

Career development

 1d

HR Frontiers with Senyo M Adjabeng: 'The digital you': Why reputation management is now the most valuable career asset


As Consultant, I have sat across the table from hiring managers during the final stages of recruitment. The ritual was almost always the same. After discussing technical skills and cultural fit, someone would inevitably slide a laptop across the polished wood.

"Have you seen this?" they would ask, turning the screen toward me. On it will not be a CV, not a cover letter, nor a reference check. It... will be a Google search results page. Sometimes a LinkedIn profile.

Other times, an ill advised tweet from many years back or a blurry photograph from a Facebook album they had long forgotten. The candidate who had spent weeks perfecting their interview answers had never considered that the most important conversation about their employability will happening without them in the room.

We have entered an era where your resume is no longer the primary document that defines your career trajectory. That honour now belongs to your digital footprint. The concept of professional reputation has undergone a seismic shift. In the past, your reputation was built through word of mouth, years of dependable service, and the quiet accumulation of trust among colleagues and clients.

Today, your reputation is algorithmically mediated, instantly searchable, and permanently archived. Whether you are an entry level coordinator or a C suite executive, your digital reputation is not a separate entity from your real world career. It is the new frontier of career growth, and managing it poorly is no longer a matter of personal embarrassment. It is a liability that can stall promotions, close doors, and even terminate employment.

This article is not about scrubbing every trace of your personal life from the internet. That is both impossible and undesirable. Instead, this is a strategic guide for professionals who understand that career growth in the digital age and space requires intentionality.

As both a business columnist and a labour consultant who has advised organisations on hiring policies and employment law, I will argue that digital reputation management is not vanity. It is career hygiene. And like all hygiene, neglect has consequences that compound over time.

The Employer's Perspective: Why They Are Watching.

Before discussing strategy, we must understand the psychology of the modern employer. According to a 2023 survey by CareerBuilder, over seventy percent of employers use social media to screen candidates during the hiring process, and more than half have found content that caused them to reject an applicant. These numbers have only increased since the pandemic normalised remote work and digital first communication.

However, the surveillance does not stop once you are hired. A separate study by the Society for Human Resource Management (SHRM) found that nearly forty percent of organisations monitor employee social media activity post hire, often using third party software to flag posts containing discriminatory language, threats, or disparagement of the company.

Why do employers care so much about your digital life? The answer is risk mitigation. From a Consultant's perspective, an employee's public digital behaviour is a direct extension of the company's brand. If you post a racist rant on your personal Twitter account, and your employer is identifiable in your bio, the company faces a public relations crisis.

If you share confidential information inadvertently on a public forum, the company faces legal exposure. If you mock clients or competitors online, you have created a hostile business environment. Employers are not looking for perfection, but they are looking for judgment. They want to know if you understand the boundary between personal expression and professional consequence.

Consider the case of a senior finance manager I advised last year. She was impeccable on paper, with fifteen years of experience and glowing references. However, during a routine promotion review, her manager discovered a public Instagram account where she had posted photos of herself drinking heavily at industry conferences, accompanied by captions that mocked junior colleagues.

The promotion was rescinded. The reason given was not the drinking, but the lack of discretion. In labour law terms, her behaviour was not illegal, but it demonstrated poor judgment, and judgment is a legitimate factor in promotion decisions in most jurisdictions, provided it is applied consistently.

Therefore, the first principle of digital reputation management for career growth is to accept that your personal and professional lives are no longer separable in the eyes of an employer. This is not a moral argument. It is a factual one. The same device that you use to share holiday photos is the device your boss uses to verify your expertise. Acting as if these spheres are distinct is a strategic error.

Effective digital reputation management rests on three pillars. The first is visibility. The second is alignment. And the third is resilience. Visibility refers to the ease with which a recruiter, hiring manager, or client can find professional information about you online. A surprising number of highly qualified professionals are virtually invisible.

Their LinkedIn profile is incomplete or outdated. They have no professional website, no portfolio, and no published commentary in their field. If I search for "supply chain analyst Chicago" and your name does not appear on the first two pages of results, you do not exist to me. This is harsh but true. Career growth requires that opportunities find you, not just that you find them.

Alignment is the second pillar, and it is where many professionals stumble. Alignment means that the story your digital footprint tells is consistent with the story you tell in interviews and on your CV. If your LinkedIn profile describes you as a data driven strategic leader, but your public Twitter feed is filled with unsubstantiated conspiracy theories, that is misalignment.

If your personal blog showcases creative writing about reckless behaviour, but you apply for a role as a compliance officer, that is misalignment. Employers are pattern seeking creatures. They look for coherence.

Resilience is the third pillar, and it is the most frequently overlooked. Resilience refers to your ability to withstand and recover from a digital reputation crisis. Even the most careful professionals make mistakes. Perhaps you shared a hot take that was taken out of context.

Perhaps a former colleague defames you online. Perhaps you are the victim of a coordinated disinformation campaign. Resilience means having a portfolio of positive, professional content that is so substantial that a single negative item is diluted.

Practical Strategies for the Working Professional

Theory is useful, but action is essential. Let me share some concrete strategies that I have successfully implemented with clients across industries, from healthcare to technology to manufacturing. The first strategy is to conduct a digital audit twice per year. Set aside two hours. Google your full name in an incognito browser window.

Also Google your name plus your current employer, your industry, and your city. Note everything that appears on the first three pages. Review your social media profiles as a stranger would. Remove any content that you would be uncomfortable explaining to your boss or a jury. This is not about censorship. It is about curation.

I once advised a client who discovered that a decade old blog post, written when she was a college student, ranked first for her name. The post contained juvenile rants about a former employer. She had forgotten it existed. That post cost her three job offers before we helped her have it removed from search results.

The second strategy is to build a professional home base that you control. LinkedIn is a rental property. The platform can change its algorithm, suspend your account, or disappear entirely. Your professional website or portfolio is your owned asset. It does not need to be elaborate. A simple one page site with your biography, a list of accomplishments, and a way to contact you is sufficient.

Use your full name as the domain, for example 'janedoe dot com'. This ensures that when someone searches for you, they find a source of truth that you control. In my column writing, I frequently encounter professionals who complain that LinkedIn is becoming too noisy or gamified. That is precisely why you need an anchor outside of it.

Another strategy is to proactively manage your online presence during job transitions. This is a specific risk period. When you update your LinkedIn headline to "Open to Work," your current employer's HR department may be notified by well meaning colleagues or by automated monitoring tools.

A better approach is to use the "notify recruiters only" setting, or to wait until you have secured an offer before updating your public profile. Additionally, during a transition, remove any past content that could be misinterpreted by a new employer.

The Legal and Ethical Boundaries

In most employment at will jurisdictions such as the United States, employers can legally refuse to hire or can terminate an employee based on lawful, off duty conduct that damages the company's reputation or creates a conflict of interest.

There are protections, however. The National Labor Relations Act protects employees who engage in concerted activity for mutual aid or protection, which includes discussing wages and working conditions on social media. Similarly, many states such as Ghana have laws protecting off duty political expression or lawful off duty conduct. But these protections are narrow. If you are fired for a racist tweet, that is not protected.

The ethical boundary is equally important. Digital reputation management should never involve creating fake positive reviews, impersonating others, or paying for removal of accurate negative information. Those tactics are fraud, and they will destroy your career far more effectively than any negative post. Authenticity remains the bedrock of a sustainable reputation. The goal is not to manufacture a false self. The goal is to ensure that the true, professional version of you is the one that appears first and most prominently.

For employers reading this, I offer a parallel caution. Over reliance on digital screening can introduce bias and research has shown that name based searches can reveal race, religion, and socioeconomic status. Employers who systematically screen candidates' social media without a consistent, job relevant rubric may violate anti discrimination laws.

The safest practice is to conduct digital screening only after a conditional offer has been made, and to have a third party, such as a background check firm, perform the search using only job relevant criteria. I have advised several companies to revise their hiring policies after they inadvertently rejected a candidate based on protected class information discovered online.

Let me end with a broader observation. The internet does not forget, but it can be persuaded to prioritise. Your task as a career minded professional is not to erase your past. It is to build a present and a future so compelling that the past becomes irrelevant.

You will need to start today. Start by searching your own name. You might be surprised by what you find, and what you do not find. Then begin the work of making the digital you a true reflection of the professional you aspire to become. more

Career development

 1d

Angela Igoru sets new standard for transparency in real estate


For years, property buyers -- especially in emerging and luxury markets -- have faced a recurring set of challenges: lack of transparency, fraudulent listings, delayed project delivery, and complicated ownership processes. These issues don't just cost money; they erode trust and discourage otherwise eager investors. Angela Igoru has made it her purpose to confront these problems head-on.

As the... Founder and CEO of Alegna Homes, Angela brings years of hands-on experience in real estate development, investment advisory, and luxury property curation. But what sets her apart isn't just her résumé -- it's her vision. She understands that modern buyers want more than just property; they want security, simplicity, and a seamless lifestyle experience.

Her approach is centered around a concept she's actively shaping: a "buy and stay" model designed for today's fast-paced, global client. Instead of the traditional drawn-out, paperwork-heavy process, Angela is building a system where clients can confidently purchase verified properties and transition effortlessly into living or generating income from them.

At the heart of this transformation is the integration of state-of-the-art technology. From digital property verification systems to streamlined client onboarding and virtual property tours, her platform is designed to eliminate guesswork. Buyers can access real-time data, authenticate ownership details, and make informed decisions without the fear of scams or misrepresentation.

Angela's model also prioritizes transparency and trust. Every property under her brand undergoes rigorous due diligence, ensuring that clients are not just buying a home -- but buying peace of mind. This level of accountability is rare in many real estate markets, and it's quickly becoming her competitive edge.

Beyond transactions, she is curating an experience. Luxury is no longer just about aesthetics -- it's about ease, efficiency, and confidence in every step of the journey. Whether it's a first-time buyer or a seasoned investor, Angela's ecosystem is designed to remove friction and replace it with clarity.

In a world where real estate has too often been associated with stress and risk, Angela Igoru is rewriting the narrative. By combining expertise, innovation, and a deep understanding of client needs, she's not just selling properties -- she's reshaping the entire customer experience.

And if her momentum continues, the future of real estate may very well look a lot more secure, intelligent, and effortless than ever before. more

Anonymous member


Career development 1w
Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.
2   

  • Sean Conklin

    1d

    Remove the assumptions. Are they "making excuses" or are they prioritizing their tasks? Are they "making excuses" or are your expectations not aligned... with reality? Are they making excuses or are they telling you why they do not believe the task is appropriate or that they cannot prioritize it? How are they "very good at what they do" if they are constantly making excuses to not do things? Whenever you identify an "issue" (whether interpersonally, professionally, physically, etc), you cant really fix it without understanding it. People can tell you what to do to motivate them, but if the problem is that they literally do not have time to do it, motivation isnt going to change that.
    A lot of "managers" do not respect the actual time and effort people put into work and underestimate the amount of time a task takes to complete. Sometimes employees make "excuses" because they are more likely to be respected than just saying "i dont have time for that."     more

  • idowu vicky

    3d

    A nonchalant customer isn’t necessarily rude—they’re just indifferent, distracted, or not fully convinced yet. The worst thing you can do is match... their energy or push too hard. The goal is to stay calm, guide the conversation, and gently pull them in. more

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Career development

 1d

How Job Search Has Changed Over the Last Decade - The Resume Whisperer


Disclosure: This page may contain affiliate links. We may earn a small commission at no extra cost to you. Learn more.

Ten years ago, job searching looked very different.

People printed multiple copies of their resumes. They attended walk-in interviews. They scanned newspapers every morning for job listings. Some relied on referrals from friends or family. Others visited offices directly to drop... off resumes.

It was slower. It was more physical. And in many ways, it felt simpler.

Today, job search looks completely different.

Applications happen online. Interviews take place on video calls. Resumes are scanned by software before recruiters even read them. Artificial intelligence tools now help candidates prepare resumes, write cover letters, and practice interviews.

Over the past decade, job search has not just evolved -- it has transformed.

But here is the important part.

The transformation is not something to fear. It is something to understand and adapt to.

Around 2014 to 2016, job searching still relied heavily on manual processes.

Newspaper classifieds were popular. Many companies announced job openings in print. Job seekers would circle opportunities and apply by email or in person.

Walk-in interviews were common.

Candidates often traveled long distances to attend interviews. They carried printed resumes in folders. Meeting recruiters face-to-face was part of the process.

Recruiters also reviewed resumes manually.

They spent time reading each application. There were fewer tools to filter candidates automatically. While this created personal connections, it also slowed down hiring.

Competition existed, but it was mostly local.

Candidates were usually competing with people from the same city or region. Global competition was limited.

The next major shift came with the rapid growth of job portals.

Platforms such as LinkedIn and online job boards changed how candidates applied for roles. Instead of submitting physical resumes, candidates uploaded digital profiles.

Applications could be sent with a few clicks. Job alerts notified candidates about new opportunities. Employers could reach thousands of applicants instantly.

Networking also moved online.

LinkedIn became a professional identity platform. Recruiters began reviewing profiles before contacting candidates. Personal branding started becoming important.

During this phase, I noticed a shift in expectations.

As someone working in digital marketing, I saw how resumes began changing. Keywords became important. Recruiters started looking for specific tools and skills rather than general descriptions.

When offices closed during the pandemic, companies had to adapt quickly. Hiring processes moved online. Interviews were conducted virtually. Assessments became digital.

Remote hiring became common.

Many organizations realized that employees did not always need to be physically present. Teams could collaborate from different locations using digital tools.

Platforms like video conferencing tools became part of everyday work life.

This period also changed candidate behavior.

People started applying for jobs outside their city or even outside their country. Remote work created global opportunities.

For many professionals, this shift opened doors that were previously unavailable.

One of the biggest changes in recent years has been the rise of artificial intelligence.

AI tools are now widely used in hiring.

Recruiters use software to scan resumes. These systems identify keywords, skills, and experience. Only selected resumes move forward.

Recently, I experienced an AI-powered customer service call regarding a delivery issue. The conversation felt structured and efficient. It responded quickly and solved the problem smoothly.

That moment made me think.

If AI can handle customer conversations, it can certainly support hiring processes.

This realization highlights how deeply AI is becoming part of professional life.

Another major change over the past decade is global competition.

Previously, candidates applied mostly to local companies.

Today, candidates apply worldwide.

Remote work allows companies to hire talent from different regions. This creates more opportunities for skilled professionals.

But it also increases competition.

A single job posting can receive hundreds of applications from different countries. Recruiters must filter applications quickly.

This is why resume quality matters more than ever.

Over the years, I have noticed how resume expectations have changed. Earlier, resumes focused on job responsibilities. Today, they focus on measurable achievements.

This shift requires candidates to present their experience clearly and strategically.

Modern job search feels more competitive for several reasons.

Application volumes are higher. Automated screening systems are widely used. Recruiters expect structured and keyword-optimized resumes.

Candidates must stand out.

Sending the same resume for every job no longer works.

Despite the competition, many aspects of job searching have become easier.

Technology has simplified access to opportunities.

Candidates can now:

Learning opportunities have expanded significantly.

Online courses allow professionals to gain new skills without attending physical classes.

Networking has also become simpler.

Candidates can connect with recruiters directly through professional platforms.

These improvements have made career growth more accessible.

As job searching evolves, certain skills have become essential.

Digital literacy is one of them.

Candidates must understand how to use online platforms, collaboration tools, and digital systems.

Communication skills are equally important.

Clear communication helps during interviews, teamwork, and client interactions.

Adaptability is another valuable skill.

Technology continues to change. Professionals who adapt quickly remain competitive.

Time management and self-discipline have also become important, especially in remote work environments.

These skills define modern employability.

Looking back, the contrast between past and present job search methods is striking.

The future of job searching will likely become even more technology-driven.

Job matching platforms may recommend roles based on skills and interests.

Hiring processes may become faster and more personalized.

Candidates who continue learning will remain competitive.

Over the past decade, job search has changed in ways few people expected.

From newspaper ads to AI-powered tools, the journey has been remarkable.

As someone working in digital marketing, I have seen how resumes evolved, how job portals became essential, and how technology reshaped hiring expectations.

I have also seen how job seekers adapted.

Some learned new skills. Some explored new industries. Others embraced digital tools.

Whether you are a fresher, an experienced professional, or someone planning a career transition, the key remains the same.

Stay curious.

Stay adaptable.

Keep learning.

Because the future of job search belongs to those who are ready to evolve with it. more