Anonymous member


Career development 8h
I want to pursue a certification for accountant but the microfinance I work for doesn't expect it's employees to have anything that distracts them from work.


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


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

What should I do? more

  • Thompson Ebong

    19m

    Where's your location and I will strongly advise you look out for something that will enable you further your studies.

    Those guys will just use and... dump you afterwards.
    I suffered this for 11years and today I have regretted not taking a decision early enough.      more

  • Uma Aggarwal

    5h

    You seem to be working much more than 40 hrs a week. Hope you like your work and get paid well. This work environment does not leave you enough time... to properly pursue the studies.
    That brings you to a decision. If studies are important, you may want to switch to an employer who encourages self improvement and has more normal hours. It may possibly involve salary cut and you may have to foot the bill.
    Think it through. Good luck.     more

Career development

 3h

Gen Z's short-term job mindset raises talent retention concerns | New Straits Times


KUALA LUMPUR: A growing number of Malaysia's Gen Z professionals prefer to stay short-term with their employer as they prioritise flexibility, career development and meaningful learning opportunities over long-term tenure, according to new research by Robert Walters.

The study found that 53 per cent of Gen Z workers expect to leave their employer within two years, reflecting a growing preference... for career mobility and faster professional progression rather than long-term organisational loyalty, raising concerns over talent retention among employers already facing recruitment and workforce challenges.

The findings, published in Robert Walters' latest Gen Z e-guide for Southeast Asia, suggest traditional workplace structures are increasingly falling out of step, highlighting an emerging disconnect between workplace expectations and what organisations currently offer.

The trend raises concerns for employers already grappling with rising recruitment costs and talent retention pressures, as businesses risk higher turnover among early-career employees if workplace expectations remain unmet.

At the centre of the issue is a widening perception gap between employers and young professionals. While 71 per cent of organisations said they are open to hiring Gen Z talent, 41 per cent of young professionals believe employers are unprepared to meet their workplace expectations.

What To Read Next

The findings suggest a broader workforce challenge is emerging, raising concerns over whether businesses are adequately equipped to attract and retain the country's youngest generation of talent.

Confidence in employers also appears limited, with many Gen Z workers viewing organisations as only slightly prepared to address their evolving needs, signalling growing urgency for businesses to rethink workplace culture and employee engagement strategies.

Flexibility has emerged as a key priority. Nearly half (45 per cent) of Gen Z respondents prefer remote work arrangements, compared with just 23 per cent who favour clear, structured roles, signalling a strong preference for autonomy and work-life balance.

The report suggests flexible work arrangements are increasingly viewed not as an added benefit but as a basic workplace expectation among younger professionals.

Career growth and skills development also remain major priorities. Nearly 40 per cent of respondents identified on-the-job training as their preferred method of learning, while 26 per cent favoured mentorship programmes, underscoring demand for practical experience and clearer career pathways.

However, employer readiness remains uneven. While 53 per cent of organisations said they offer flexible working arrangements, only 18 per cent reported having mentorship and guidance programmes specifically tailored for young talent.

The findings also revealed uncertainty among employers themselves. Although most organisations remain open to hiring Gen Z workers, 37 per cent admitted they find it challenging to manage or work with the generation, while 40 per cent remained neutral, suggesting many businesses are still adjusting to changing workforce dynamics.

Ng Cheo: Well said. Organisations that fail to adapt risk falling behind in an increasingly competitive talent market.

"Gen Z professionals in Malaysia are redefining expectations around flexibility, progression and learning. To remain competitive, organisations need to combine flexible working arrangements with structured development pathways and real-life practical learning opportunities that will be meaningful to young talent," he said.

Ng warned that employers slow to respond could face more than short-term hiring challenges, as persistent workplace misalignment may weaken workforce stability and long-term talent competitiveness. more

Career development

 5h

The Education Delusion Is Costing You Talent...and It's Fixable - CEOWORLD magazine


There's a quiet crisis happening in your hiring pipeline. You're bringing in graduates with impressive résumés, polished LinkedIn profiles, and degrees from respected institutions...and too many of them still can't think, can't lead, and can't create value at the level your business requires.

This isn't a talent shortage problem. It's a programming problem. (Specifically, a brain programming... problem.)

And if you don't address it directly, it will cost you millions in missed opportunities, weak culture, and stalled growth.

I believe we need to challenge one of the most dangerous belief systems operating in business today: the idea that competence and prosperity naturally follow education.

They don't. And as a CEO, this is one of the most vexing issues you're facing.

The real gap isn't skills. It's thinking.

Colleges and high schools still operate on the outdated premise that knowledge equals preparation. Because of this, they teach compliance. Memorization. Credential accumulation.

What they rarely teach is judgment.

They don't teach students how to think critically through uncertainty, how value is created in a marketplace, or how to solve meaningful problems for other people at scale.

Instead, they often instill a quiet but corrosive belief system: Play it safe. Don't take risks. Don't challenge authority.

That might produce good employees for bureaucratic companies, but it doesn't produce the innovators, leaders, or value creators you're looking for.

Every business ultimately comes down to one equation: Value created versus resources consumed. The people you hire either expand that equation or contract it.

The problem is that traditional hiring signals are becoming less reliable predictors of who will actually create value. A degree tells you someone completed a curriculum. It doesn't tell you:

Can they think independently?

Can they challenge flawed assumptions?

Can they create solutions where none exist?

Can they generate revenue, not just activity?

Too many organizations are still hiring based on credentials... then wondering why performance lags.

If you want better outcomes, you need a better filter.

One of the core ideas in my new book, "Wealth Without Apology," is that prosperity is not a financial event; it's a state of consciousness.

That shows up in how someone thinks, decides, and acts. When you begin evaluating candidates through that lens, everything changes. You stop assessing people by what they studied and start asking:

How do they view opportunity? How do they respond to risk? Do they see problems as obstacles, or as openings to create value? Do they believe wealth is something earned through contribution, or something allocated by systems?

These aren't soft questions. They are performance indicators. Because mindset drives behavior, and behavior drives results.

What schools should be teaching:

If we were serious about preparing people for life and careers, the curriculum would look very different. Students would learn how markets actually work -- not just theory, but real-world value exchange. You need team members who can identify unmet needs and turn them into solutions. You need people who know how to think probabilistically, not just linearly, and how to develop judgment by making decisions and living with the consequences.

To identify the graduates worth hiring, look for signals most companies ignore:

Evidence of Self-Directed Learning

Not just what they were assigned, but what they pursued on their own. People who take ownership of their growth don't wait for instruction. Comfort with Ambiguity

Ask them about a situation where there was no clear path. Do they freeze, or do they move? Value Orientation

Listen carefully to how they describe their experiences. Do they talk about tasks or outcomes? Activity or impact? Contrarian Thinking

The best candidates don't just repeat what they've been taught. They question it respectfully, but firmly. Resourcefulness Over Resources

Give them a hypothetical constraint. Limited budget. Limited time. What do they do? The answer will tell you everything. Energy Around Opportunity

Some people are drained by challenges. Others are energized by them. You want the second group.

These traits are rarely reflected in transcripts. But they show up immediately in conversation, if you know what to listen for.

Right now, most organizations are still playing the old game.

Screen for credentials. Hire for experience. Train for skills.

That model is losing effectiveness. Rapidly. The companies that win over the next decade will be the ones that shift to a different framework:

Screen for thinking. Hire for mindset. Develop for leverage.

You don't need better graduates. You need better filters. The education system will evolve...eventually. But you don't have the luxury of waiting.

Your business is being built right now by the people you choose to bring in. So the real question isn't whether colleges and high schools will do a better job preparing people. The question is whether you will do a better job identifying the ones who prepared themselves.

Because in a world where information is abundant and AI is accelerating everything, the real differentiator isn't what people know. It's how they think.

Written by Randy Gage.

Have you read?

Why AI Failures Usually Start with the Operating Model.

Strategic Sparring Is Becoming a Leadership Superpower.

AI Failure Usually Starts in the Leadership Team.

Miles Alexander III on Building Housing with Purpose.

How East Africa's Private Schools Are Raising Standards.

CEOWORLD magazine on Google News

Follow CEOWORLD magazine on: Google News, LinkedIn, Twitter, and Facebook.

Note: The views expressed are solely those of the authors and not of CEOWORLD magazine, its Editorial Board, or management. This informational content is provided "as is," may include monetized links, and does not constitute advice. We rely only on vetted sources and credible third-party reporting. For details, see our ethics and guidelines. Reproduction requires prior written permission.

For media queries, please contact: [email protected]. © CEOWORLD magazine LTD more

Matthew Stampler


Career development 7mo
Hello everyone! I want some advice: our company got a new owner. The previous one was great, he brought everyone together and supported us. The new owner, however, can swear at people and treat employees rudely. Some people have already quit and I’m thinking about it too, but the pay is still the same and the work is interesting.
What do you think, could things get better or will I have to leave... after all?
Thanks.

 more
4   

  • OCHEING ELIA PETERSON

    12h

    It’s possible the new owner is still adjusting and the environment could improve with time, but repeated disrespect toward employees is something to... take seriously, especially if good people are already leaving; since the pay and work are still good, you don’t need to rush into quitting immediately, but it would be wise to observe the situation for a while, stay professional, and begin exploring other opportunities so that if the culture continues becoming toxic or starts affecting your peace, motivation, or growth, you can leave from a position of strength rather than frustration. more

  • Flora Edge

    5mo

    That sounds like a tough change in leadership, especially when the new owner’s behavior affects the team. It is important to maintain a respectful... work environment, and it is okay to address concerns through the proper channels.
    DO YOU MIND GIVING ME A FOLLOW BACK TO STAY CONNECTED?     more

Load more...

Anonymous member


Career development 4d
Hello! My boss expects me to be available 24/7. She even calls me after 10 p.m. and on weekends, usually about unimportant things. I feel like she just likes controlling her employees and bothering us even outside of work. Maybe I should just stop answering her calls?

2   

  • Joe Giandonato

    2d

    My boss once implored me to tow his 2001 Mitsubishi Galant with eyelashes on the headlights from Proxima Centauri to the Oort Cloud where his mechanic... was exiled to after emitting radio signals about the imperial commander’s PED use when participating in a bicentenarian pickleball league in 2380 AD. more

  • Mike Keane

    2d

    In our country it’s it’s against the law to contact an employee outside of hours

    1
Load more...

Career development

 16h

Gen Z is right about the job hunt -- it really is worse than it was for millennials, with nearly 60% of fresh-faced grads frozen out of the workforce


Gen Z is slammed for complaining about how tough it is to work five days in-office, or even get a job in the first place -- but their suspicions may be true. Research has confirmed, their older millennial critics had a far easier time locking down a gig to begin with.

About 58% of students who graduated between 2024 and 2025 were still looking for their first job, according to a report from... Kickresume last May.

Meanwhile, just 25% of graduates in previous years -- such as their millennial and Gen X predecessors -- struggled to land work after college.

It may be tempting to think Gen Z just isn't as hungry for work as previous generations, like Whoopi Goldberg and Judge Judy espouse. However, the study suggests previous generations really could walk straight into a job much more easily than young people today.

In fact, nearly 40% of previous graduates managed to secure full-time work in time for their graduation ceremony -- but just 12% of 2024/2025 Gen Z grads could say the same, making those young job hunters three times less likely to have something lined up out of school.

"The journey from classroom to career has never been straightforward," the researchers wrote. "But it's clear that today's graduates are entering a job market that's more uncertain, more digital, and arguably more demanding than ever."

Today's young job-seekers are up against AI agents and a tightening white-collar job market -- to the point where they're handing in donuts and waitressing to try and jump-start their careers in unconventional ways.

It's no secret that landing a job in today's labor market requires more than a fine-tuned résumé and cover letter. Employers are putting new hires through bizarre lunch tests and personality quizzes to even consider them for a role.

It's undeniably a tough job market for many white-collar workers -- about 20% of job-seekers have been searching for work for at least 10 to 12 months, and around 40% of unemployed people said they didn't land a single job interview in 2024. It's become so bad that hunting for a role has become a nine-to-five gig for many, as the strategy has become a numbers game -- with young professionals sending in as many as 1,700 applicants to no avail. And with the advent of AI, the hiring process has become an all-out tech battle between managers and applicants.

Part of this issue may stem from technology whittling down the number of entry-level roles for Gen Z graduates; as chatbots and AI agents take over junior staffers' mundane job tasks, companies need fewer staffers to meet their goals.

Skyrocketing tuition costs and a bleak white-collar job market have made Gen Z's situation so bad that 4.3 million young people are NEETs (not in education, employment, or training). And while things look tough in America, it's become an international issue, with the number of NEETs in the U.K. rising 100,000 over the 2025 alone. The age-old promise that a college degree will funnel new graduates into full-time roles has been broken.

"Universities aren't deliberately setting students up to fail, but the system is failing to deliver on its implicit promise," Lewis Maleh, CEO of staffing and recruitment agency Bentley Lewis, told Fortune last year.

The Kickresume researchers advised young people to just get on the career ladder as soon as possible, instead of holding out for that dream job in their field of study: "We often tell graduates not to stress too much about their first job. It's just a starting point, not a life sentence."

While baby boomers may have chased a job by walking into an office and handing over their résumés directly to a hiring manager, Gen Z are having to get crafty to gain employers' attention.

One young Silicon Valley marketing hopeful, Lukas Yla, knew he wouldn't get far handing over his cover letter in-person, so he hatched a plan. When he was 25, the job-seeker posed as a delivery driver, handing over boxes of donuts with a secret memo attached on the inside. The note read: "Most resumes end up in trash. Mine -- in your belly," along with his résumé and LinkedIn profile. He won over some employers, landing at least 10 interviews from the stunt.

Another Gen Z job-seeker took to waitressing at a marketing conference after failing to land a job through traditional methods for six months. Basant Shenouda couldn't find work after graduating from a top university in Germany, so she volunteered to clean up glasses at one of the most well-known marketing and sales events in the country.

During her breaks, she'd float her CV by at least 30 to 40 people, asking for feedback, but hoping for an opportunity. Shortly thereafter, she landed a job at LinkedIn.

"When you're a graduate, you think everyone's going to say yes to you and things are going [to] work out. But it's a matter of building up resilience," Shenouda told Fortune in 2024. "You need to keep reassessing your process so that every no gets you closer to that next yes."

A version of this story was published on Fortune.com on July 14, 2025. more

Career development

 17h

Gen Z Years: Lewis Maleh says 58% of graduates still job hunting


During gen z years, the first job is taking longer to land. A Kickresume report cited by Fortune found that about 58% of students who graduated between 2024 and 2025 were still looking for their first job.

Lewis Maleh, chief executive of staffing and recruitment agency Bentley Lewis, said the system is failing to deliver on its implicit promise to students. He told Fortune: "Universities aren't... deliberately setting students up to fail, but the system is failing to deliver on its implicit promise."

Bentley Lewis and Kickresume

The gap with earlier graduates is sharp. About 25% of graduates in previous years, including millennial and Gen X predecessors, struggled to land work after college. Nearly 40% of previous graduates secured full-time work in time for their graduation ceremony, while just 12% of 2024 and 2025 graduates could say the same.

Kickresume researchers also said around 20% of job-seekers had been searching for work for at least 10 to 12 months. They added: "We often tell graduates not to stress too much about their first job. It's just a starting point, not a life sentenc".

2024 Job Interviews

The broader labor picture was harder in 2024, when around 40% of unemployed people said they did not land a single job interview. The article ties that to a market that is more uncertain, more digital, and arguably more demanding than before, with technology possibly reducing the number of entry-level roles for new graduates.

The problem sits inside a larger pool of young people who are not in education, employment, or training. There are 4.3 million young people in that group, and the number rose by 100,000 over 2025 in the U.K.

For graduates now job hunting, the practical takeaway is narrow but direct: the first role may take time, and the data in this report suggests that waiting longer than previous generations is no longer unusual. more

Career development

 17h

Gen Z is right about the job hunt -- it really is worse than it was for millennials, with nearly 60% of fresh-faced grads frozen out of the workforce | Fortune


About 58% of students who graduated between 2024 and 2025 were still looking for their first job, according to a report from Kickresume last May.

Meanwhile, just 25% of graduates in previous years -- such as their millennial and Gen X predecessors -- struggled to land work after college.

It may be tempting to think Gen Z just isn't as hungry for work as previous generations, like Whoopi Goldberg... and Judge Judy espouse. However, the study suggests previous generations really could walk straight into a job much more easily than young people today.

In fact, nearly 40% of previous graduates managed to secure full-time work in time for their graduation ceremony -- but just 12% of 2024/2025 Gen Z grads could say the same, making those young job hunters three times less likely to have something lined up out of school.

"The journey from classroom to career has never been straightforward," the researchers wrote. "But it's clear that today's graduates are entering a job market that's more uncertain, more digital, and arguably more demanding than ever."

Today's young job-seekers are up against AI agents and a tightening white-collar job market -- to the point where they're handing in donuts and waitressing to try and jump-start their careers in unconventional ways.

It's no secret that landing a job in today's labor market requires more than a fine-tuned résumé and cover letter. Employers are putting new hires through bizarre lunch tests and personality quizzes to even consider them for a role.

It's undeniably a tough job market for many white-collar workers -- about 20% of job-seekers have been searching for work for at least 10 to 12 months, and around 40% of unemployed people said they didn't land a single job interview in 2024. It's become so bad that hunting for a role has become a nine-to-five gig for many, as the strategy has become a numbers game -- with young professionals sending in as many as 1,700 applicants to no avail. And with the advent of AI, the hiring process has become an all-out tech battle between managers and applicants.

Part of this issue may stem from technology whittling down the number of entry-level roles for Gen Z graduates; as chatbots and AI agents take over junior staffers' mundane job tasks, companies need fewer staffers to meet their goals.

Skyrocketing tuition costs and a bleak white-collar job market have made Gen Z's situation so bad that 4.3 million young people are NEETs (not in education, employment, or training). And while things look tough in America, it's become an international issue, with the number of NEETs in the U.K. rising 100,000 over the 2025 alone. The age-old promise that a college degree will funnel new graduates into full-time roles has been broken.

"Universities aren't deliberately setting students up to fail, but the system is failing to deliver on its implicit promise," Lewis Maleh, CEO of staffing and recruitment agency Bentley Lewis, told Fortune last year.

The Kickresume researchers advised young people to just get on the career ladder as soon as possible, instead of holding out for that dream job in their field of study: "We often tell graduates not to stress too much about their first job. It's just a starting point, not a life sentence."

While baby boomers may have chased a job by walking into an office and handing over their résumés directly to a hiring manager, Gen Z are having to get crafty to gain employers' attention.

One young Silicon Valley marketing hopeful, Lukas Yla, knew he wouldn't get far handing over his cover letter in-person, so he hatched a plan. When he was 25, the job-seeker posed as a delivery driver, handing over boxes of donuts with a secret memo attached on the inside. The note read: "Most resumes end up in trash. Mine -- in your belly," along with his résumé and LinkedIn profile. He won over some employers, landing at least 10 interviews from the stunt.

Another Gen Z job-seeker took to waitressing at a marketing conference after failing to land a job through traditional methods for six months. Basant Shenouda couldn't find work after graduating from a top university in Germany, so she volunteered to clean up glasses at one of the most well-known marketing and sales events in the country.

During her breaks, she'd float her CV by at least 30 to 40 people, asking for feedback, but hoping for an opportunity. Shortly thereafter, she landed a job at LinkedIn.

"When you're a graduate, you think everyone's going to say yes to you and things are going [to] work out. But it's a matter of building up resilience," Shenouda told Fortune in 2024. "You need to keep reassessing your process so that every no gets you closer to that next yes." more

Career development

 17h

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


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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Career development

 2w

How To Make A Great First Impression In Interviews


Making a positive first impression during a job interview is more important than many candidates might realize. In most cases, interviewers start forming opinions about you within the first few minutes of the meeting. From your punctuality to the way you present yourself, every detail matters. When you understand how to stand out in the right way, you increase your chances of success with every... interview opportunity. If you want to learn how to answer tell me about yourself question, it's also a critical element of making that all-important first impression.

Beyond sharing your qualifications and experience, mastering your first impression requires careful preparation, genuine enthusiasm, and a clear understanding of how non-verbal cues contribute to your professional presence. The impression you create can have a lasting impact on your overall candidacy, regardless of your resume or achievements. Interviewers look for not just technical skills, but also signs of reliability, professionalism, and cultural fit, all of which can be communicated in these sensitive first moments.

Being methodical in your preparation, from researching the company to rehearsing answers, is key. Your approach during the first few minutes should be intentional and well-practiced, as these actions reveal your motivation and professionalism.

Arrive on Time

Punctuality remains a foundational element of professionalism in any job interview. Arriving on time, or ideally a few minutes early, sends a strong message about how seriously you take the position. It suggests that you respect the interviewer's time and are dependable. Planning your commute, checking traffic conditions, and factoring in potential delays are essential steps. According to Forbes, giving yourself extra time to settle in before the interview can help you appear and feel more composed.

Dress Appropriately

What you wear to an interview is a powerful form of non-verbal communication. The right attire demonstrates respect for both the interviewer and the organization's culture. Some companies are more traditional, expecting formal suits, while others embrace business casual or even creative styles. If you're uncertain, choose a safe, professional outfit, erring on the side of being slightly overdressed rather than underdressed. Doing some research on the company's dress code via their website or social media can give valuable insights on expectations.

Maintain Positive Body Language

Your posture, gestures, and the way you make eye contact can speak volumes before you say a single word. Positive body language, such as sitting upright, making eye contact, and offering a firm handshake, projects self-assurance and engagement. Avoid fidgeting or crossing your arms, as these behaviors may signal nervousness or defensiveness. Behavioral experts frequently emphasize that more than half of our communication is non-verbal, underscoring the importance of self-awareness in these situations.

Engage in Active Listening

During the interview, demonstrate your interest by practicing active listening. Focus completely on what the interviewer is saying, nod thoughtfully, and make it clear through your responses that you understand the questions. This means pausing before answering, avoiding interruptions, and keeping your responses relevant to the question. These behaviors reflect not only your communication skills but also your respect for the interviewer, making a memorable impression.

Prepare Insightful Questions

As interviews draw to a close, you'll often be invited to ask questions. Asking thoughtful, well-researched questions allows you to stand out as a candidate who is genuinely invested in the role and the company. Go beyond general questions and ask about current projects, departmental challenges, or opportunities for growth. This not only highlights your enthusiasm but also signals your intent to be a contributing team member.

Be Authentic

One of the most attractive qualities in a potential hire is authenticity. While it's crucial to present your best professional self, do not oversell or misrepresent your experience, skills, or personality. Authenticity builds trust and rapport, helping you make a lasting impression and set the stage for a positive relationship with your future employer. Companies value genuine individuals who bring their true selves to work every day.

Practice and Prepare

Effective interview preparation extends well beyond knowing your resume. Rehearse your responses to common questions and practice introducing yourself succinctly. Anticipating the types of questions you may be asked and preparing thoughtful responses can greatly reduce anxiety and boost your confidence. Familiarize yourself with the company's mission, the team, recent advancements, and ongoing initiatives. This holistic approach to preparation helps you enter the interview with a clear mind and show genuine enthusiasm for the company's vision and values.

Conclusion

Making a great first impression in an interview is a nuanced skill that intertwines punctuality, a professional appearance, positive body language, active listening, and insightful engagement. Emphasize authenticity and thorough preparation. Focus on the unique value you can offer and ensure you connect meaningfully with your interviewer from the outset. With these strategies, you will stand out as a polished, confident candidate poised for success. more
5   

  • Alemi Yasir

    18h

    This is amazing bro. Thanks for the guidance

Career development

 19h

Craft Mid-Level Tech Career CV


I need a polished, professional CV that positions me as a strong mid-level technology candidate. The document has to speak the language of hiring managers and modern ATS systems alike, highlighting the progression I have already made without overstating my seniority. Here is what I'm after: * One well-structured, keyword-rich résumé delivered in both editable Word and PDF formats. * Brief,... bulleted profile at the top that captures my core technical strengths and soft skills. * Achievement-oriented language for each role, backed by data where possible. * Clean, contemporary layout that will print neatly and remain ATS-friendly (no images or tables that can break parsing). I will supply my current résumé and any missing details you need -- project metrics, certifications, tool stacks, or side projects. Once you draft, I'd like one round of revisions so we can fine-tune phrasing, job titles, or formatting nuances before the final hand-off. If you have experience writing technology résumés and understand how to thread popular keywords (e.g., AWS, Agile, CI/CD, Python, SQL) naturally, I'd love to see samples of your past work. more

Anonymous member


Career development 1d
Do you think it’s time to get rid of cover letters? I’m trying to change jobs because I don’t get along with my department manager. How am I supposed to ask him to sign a recommendation letter?

  • Markus Michael

    19h

    To answer your first question, no. To answer your second question, write him a letter.

Career development

 1d

The 5-Stage AI Job-Hunting System for 2026 (With the Exact Prompts)


Member-only story

The 5-Stage AI Job-Hunting System for 2026 (With the Exact Prompts)

Most people treat job hunting as one big problem. It's actually five separate ones, and AI now solves each better than the manual version.

The five: tailoring your resume for the specific role, writing a cover letter that doesn't sound like a cover letter, prepping for the interview at this specific company,... negotiating the offer, and following up afterward. Each stage has its own bottleneck. Each has its own AI workflow that beats the way you've been doing it.

A note before the prompts. AI isn't a shortcut for skipping these steps. It's a shortcut for doing them better, faster, with more care than you'd manage at scale. The candidates landing jobs in 2026 apply to fewer roles than they used to, but each application is surgical. That's the model. AI just makes it possible.

The 2026 job market context

The average online job posting now attracts 250-plus applicants. Tech roles often see 500-plus in the first 48 hours. For every 180 people who apply, roughly 5 get an interview. That's the baseline.

The good news: the popular ATS auto-rejection narrative is mostly a myth. A 2025 Enhancv study of 25 US recruiters across tech, healthcare, finance, and retail found that 92% said their ATS platforms do not automatically reject resumes based on formatting alone. The actual problem is simpler. Most resumes are unclear, generic, and don't match the language of the job they're applying for.

Per ApplyArc's 2026 data, tailored applications get roughly 3x more callbacks than generic ones. The math on customization isn't subtle. The bottleneck isn't your qualifications. It's the documentation and the follow-through.

Stage 1: The tailored resume

The mistake: editing the same Word doc for every role and hoping the formatting holds up.

The fix: keep one clean master resume in plain text, then run this prompt for each role. more

Career development

 1d

Life after a layoff: Finding ground when the ground shifts


Few things unsettle modern life as quickly as a job layoff. One moment life is filled with meetings, deadlines, and routine. Then, without warning, there is silence where structure used to be.

For many, the first shock comes not from losing the work itself, but from waking up the next morning with nowhere urgent to be.

Difficult as it is, a layoff is not the end of a professional story. It is an... interruption, often painful and unplanned, but not a final verdict on a person's value or future. What happens next depends less on the loss itself and more on how one responds in the days that follow.

Preparing before it happens

Most people avoid thinking about job loss when life feels stable. But preparation is not pessimism. It is simply practical.

A small emergency fund, built gradually, can soften financial shock. Keeping an updated résumé, saving records of accomplishments, and staying connected with trusted colleagues can also make transitions easier when circumstances suddenly change.

It also helps to ask: If my income paused for a month or two, what would I adjust first? That question alone often reveals practical priorities without unnecessary fear.

When the layoff happens

The first days after a layoff are not the time for major decisions. They are for regaining balance.

Rest. Eat something nourishing. Hydrate often. Speak with someone you trust. The mind naturally rushes toward the next opportunity, but the real task at the beginning is simply to steady yourself emotionally and mentally.

Practical steps matter too. Listing essential expenses such as food, medicine, utilities, and transportation can bring clarity. Reviewing separation benefits, pausing non-essential subscriptions, and avoiding emotional spending decisions may help preserve financial breathing room while emotions are still raw.

The emotional weight of losing work

A job is not only a source of income. It is often tied to identity, routine, purpose, and self-worth. Losing it can feel deeply personal, even when it is not.

This is why emotional care matters as much as financial planning.

Grief, anxiety, embarrassment, anger, and uncertainty are all normal responses to sudden change. Talking to a trusted friend, writing in a journal, taking walks, or rebuilding simple daily routines can gradually restore perspective.

Self-confidence often suffers the most. It helps to remember that a layoff is a business decision, not a measure of human worth. Skills remain. Experience remains. The story is still unfolding.

Rebuilding one step at a time

There is often pressure to recover quickly, but rebuilding rarely happens in a straight line. Some days will feel productive. Others may bring uncertainty and discouragement.

What matters is consistency, not speed. Updating one section of a résumé, reconnecting with a former colleague, improving an old skill, or applying thoughtfully to a few opportunities can slowly rebuild momentum. Steady progress usually lasts longer than panic-driven urgency.

Faith during uncertain seasons

In seasons like this, prayer often becomes less about immediate answers and more about trusting in divine timing and care.

There is comfort in remembering that one's worth is not defined by employment status. Even when security feels uncertain, doors can still open in unexpected ways. Our Lord continues to guide, provide, and gently lead us toward what we may not yet see.

Sometimes faith is not dramatic reassurance, but the quiet strength to continue without having every answer. A short prayer before sleep, a few moments of silence in the morning, or surrendering to God what cannot be controlled can bring unexpected peace.

Not as a replacement for action, but as a companion to it.

Moving forward

A layoff disrupts life, but it does not erase capability, dignity, or future opportunity. Many later discover that painful transitions eventually lead to somewhere more aligned, though few would willingly choose such a path.

In the meantime, the focus remains simple: care for yourself, manage what is necessary, and continue moving forward with patience and faith.

Because even in uncertainty, life does not stop. It reshapes itself -- and with God's grace, new doors will open. more

Haleem Abdulsalam
Career development 8h
Hey everyone. If you're on Linkedln. I don't know whether youre facing a kind of low engagement reach on your account;impressions, reactions and comments. After my research, I realized one bad to be really active before engagement starts resonating with the content. I just want to know if its only me or any other person experiencing this.

#Linkedln
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Career development

 1d

Harnessing Opportunities: The Impact of the Midwest Exchange on Career Development


The Midwest Exchange is a dynamic program offering transformative opportunities for career development. Established as an initiative to foster talent and support economic growth in the Midwest, the exchange facilitates a unique blend of education, professional training, and networking. Its primary goal is to bridge the gap between higher education and employment, ensuring a seamless transition for... individuals seeking to gain practical experience in their chosen fields.

The Midwest Exchange and Its Career Benefits

The Midwest Exchange offers a multifaceted approach to career development. Participants have the chance to engage in internships, apprenticeships, and collaborative projects with leading companies in the region. By working closely with industry experts, participants acquire hands-on experience that significantly enhances their employability.

One of the core components of the Midwest Exchange is its focus on developing skills that align with the current labor market demands. This proactive approach means participants gain the necessary skills and knowledge that employers are actively seeking. Additionally, the exchange helps individuals boost their career prospects by providing mentorship and guidance from experienced professionals.

Networking opportunities are another vital aspect of the program. By connecting with peers and professionals across various sectors, participants build a robust professional network that can open doors to future career opportunities.

Structured Pathways to Professional Growth

The Midwest Exchange is structured to maximize participants' career growth through a series of targeted pathways. These include:

* Internships: Offering short-term work experiences that provide insight into specific industries.

* Apprenticeships: Combining on-the-job training with academic instruction in a practical setting.

* Workshops and Seminars: Focusing on skill enhancement, these sessions cover a variety of topics such as leadership, communication, and problem-solving.

Each pathway is designed to address different aspects of professional development, ensuring that participants can tailor their experiences to match their career aspirations.

Midwest Exchange: A Catalyst for Educational Advancement

Besides professional benefits, the Midwest Exchange also plays a pivotal role in educational advancement. By collaborating with academic institutions, the program helps align educational curricula with industry needs. This alignment ensures that students acquire relevant knowledge and skills, thereby increasing their chances of securing meaningful employment post-graduation.

The exchange fosters collaboration between universities and local businesses to develop curricula that meet the evolving demands of the workforce. Participants are thus better equipped to navigate the complexities of the job market and contribute effectively to their chosen careers.

Impact on Regional Development

The Midwest Exchange not only benefits individuals but also contributes significantly to regional development. By enhancing the skill set of the local workforce, it supports economic growth and productivity in the Midwest. The program attracts both businesses and talent to the region, thereby fostering a vibrant economic ecosystem.

This initiative also addresses the issue of brain drain, where talented individuals leave the region for better opportunities elsewhere. By providing attractive prospects locally, the Midwest Exchange helps retain talent within the region.

Success Stories and Future Outlook

The success of the Midwest Exchange is reflected in the numerous stories of participants who have leveraged the program to achieve their professional goals. From securing high-profile positions to starting successful enterprises, the impact of the exchange is evident across various sectors.

As the program continues to evolve, its focus remains on adapting to the changing landscape of the job market. By doing so, it ensures that participants are always equipped with the skills and experiences necessary to thrive in their careers.

For those interested in the program, diving deeper into topics like jobs that pay you to master new skills can provide additional insights into practical, skill-based career enhancement.

For more information on the role of education in career development, consider exploring the educational systems and their influence on global labor markets.

Conclusion: Broadening Horizons with the Midwest Exchange

The Midwest Exchange offers a compelling platform for career development by providing practical experiences, nurturing connections, and aligning education with industry needs. Its impact on individual growth and regional development cannot be overstated. Whether you're seeking to enhance your skills or explore new career avenues, the opportunities afforded by the Midwest Exchange are both diverse and enriching.

* The Midwest Exchange supports career development through internships, apprenticeships, and networking.

* It aligns education with industry needs, increasing employability.

* The program fosters regional economic growth by retaining local talent.

* Diverse pathways are available to suit individual career goals.

* Successful participants often achieve noteworthy professional milestones.

What is the Midwest Exchange?

The Midwest Exchange is a program designed to offer career development opportunities like internships and apprenticeships, focusing on bridging educational curricula with industry demands.

How does the Midwest Exchange benefit participants?

Participants benefit through hands-on job training, networking opportunities, and gaining skills that meet current labor market needs.

Who can participate in the Midwest Exchange?

The program is open to individuals seeking to enhance their professional skills and connect with industry experts in the Midwest region.

Does the Midwest Exchange support regional development?

Yes, it contributes to regional economic growth by developing a skilled workforce and retaining talent within the region.

How can I get involved with the Midwest Exchange?

Interested individuals can seek information from regional educational institutions or contact partner businesses participating in the Midwest Exchange initiative. more

Career development

 1d

LinkedIn Clone for Regional Market


I want to launch a professional networking site dedicated to our local market - think LinkedIn, but tuned entirely to job searching within one country. Users should be able to register for free, build a profile, and then decide whether to upgrade to paid membership tiers for added visibility or advanced tools. The platform must cater to both job seekers and employers: * Job seekers: create... résumés, search and filter openings, apply in-platform, and message recruiters. * Employers: post jobs, run deep candidate searches, and manage an employer-branding page that shows off culture, benefits, and open roles. Core requirements - Free email/social signup with secure authentication - Tiered membership system (stripe, paypal, or similar) with an admin panel to manage plans - Modern search engine for jobs and candidates, including location, keywords, and experience filters - Responsive web interface; mobile-first design is ideal - Real-time notifications (new jobs that match, application updates, candidate messages) - Scalable tech stack (React / Angular / Vue on the front end; Node / Django / Laravel or similar on the back end; SQL or NoSQL database) - Clear documentation and handover of full source code Acceptance criteria 1. A user can complete the entire job-application flow (one format for all registered companies) - from sign-up to submitting an application -- without errors. 2. An employer can publish a job, locate candidates via search, and view analytics on their branding page and we will standardize it. 3. Membership upgrade triggers immediate access to premium features and records the transaction in the admin dashboard. 4. All pages load in under two seconds on a standard 4G connection. If you've built job boards, social-network features, or SaaS membership systems before, let's talk through your approach, timeline, and any framework recommendations. more

Career development

 1d

Patient Zero Wasn't the Virus - Conservative Angle


History rarely announces its turning points with a trumpet blast. More often, it whispers through a memo, a footnote, or in this case, an email quietly shuffled into digital oblivion.

And while Americans were told to mask up, shut down, and fall in line, one man allegedly treated transparency like it was a contagious disease.

Let's begin with the uncomfortable truth now clawing its way into... daylight: a top adviser to Dr. Anthony Fauci has been indicted for allegedly hiding information about the origins of COVID-19. Not misplacing it. Not misunderstanding it. Hiding it. As in deliberately steering facts into the witness protection program.

According to reports, Dr. David Morens, a longtime senior adviser at the National Institute of Allergy and Infectious Diseases, stands accused of conspiracy, falsifying records, and obstructing federal investigations. That's not a résumé enhancement. That's a legal avalanche.

This wasn't a sleepy agency filing tax forms. This was ground zero for pandemic policy. The place where "the science" was minted, polished, and shipped to the public as gospel truth.

And yet, behind the curtain, we're learning that emails were deleted, communications rerouted to private accounts, and discussions carefully curated to avoid public scrutiny. If transparency were oxygen, this operation was running at high altitude with a broken tank.

One email cited in the indictment reads like something out of a political thriller, except it's real life: Morens allegedly wrote about learning "how to make emails disappear" before FOIA requests could retrieve them. Not exactly the behavior of someone confident in the integrity of their work.

Another message suggested sending sensitive information to private Gmail accounts or even delivering it by hand to avoid creating a paper trail. At that point, you're not managing information -- you're staging a heist.

Because while this alleged shell game was unfolding behind the scenes, the American public was being told to trust the experts. Trust the process. Trust the narrative. Questioning any of it, of course, made you a conspiracy theorist, a science denier, or if you were particularly unlucky, a social media exile.

The irony isn't subtle. The same institutions that demanded blind faith were, according to these allegations, actively blinding the public.

Now let's talk motive, because deception without purpose is just chaos, and this was anything but random.

If the origins of COVID-19 pointed toward a lab leak tied to Chinese research, the geopolitical implications would have been enormous. It would raise questions about funding, oversight, and international accountability. It would also shatter the carefully constructed narrative that the virus emerged neatly from nature like a tragic accident.

And it might obscure the fact that Fauci partnered with the Chinese in development of the virus and the infamous "gain of function".

That's not science. That's storytelling with a budget.

Acting Attorney General Todd Blanche didn't mince words, calling the alleged actions a "profound abuse of trust." That phrase carries weight, though it almost feels too polite. When citizens are making life-altering decisions based on information that may have been filtered or manipulated, "abuse of trust" starts to sound like calling a hurricane a light breeze.

And yet, don't hold your breath waiting for a chorus of apologies.

The architects of panic rarely circle back for accountability. The media outlets that spent years ridiculing alternative theories aren't exactly lining up to issue retractions with the same enthusiasm they used to mock dissent. And the public figures who insisted this was all settled science? Many have simply... moved on.

It's a fascinating phenomenon. When predictions of catastrophe don't age well, they don't get corrected -- they get archived and quietly forgotten, like embarrassing photos in a family album nobody opens.

Businesses shuttered. Schools closed. Families were divided over mandates that were presented as unquestionable. Careers were derailed for those who dared to ask whether the story made sense. And through it all, the phrase "follow the science" echoed like a commandment etched in stone.

Except now we're discovering that the stone may have been carved from selective data.

Historically, this isn't new. Governments have long struggled with the temptation to control narratives during crises. From wartime propaganda to intelligence missteps, the pattern repeats: information is curated "for the greater good," and the public is expected to accept it without inspection.

What makes this moment different is the scale. The COVID-19 pandemic wasn't a regional conflict or a contained incident. It was global, pervasive, and deeply personal. Every household felt its impact. Which means any manipulation of the underlying facts didn't just shape policy -- it shaped lives.

Because deception rarely travels alone. It brings friends. If one piece of data was suppressed, it's reasonable to wonder how many others were nudged, edited, or quietly shelved.

That doesn't mean every aspect of the pandemic response was fraudulent. But it does mean the foundation deserves scrutiny, not reverence.

The defenders of the old narrative will argue that decisions were made under pressure, that uncertainty justified aggressive measures, and that hindsight is unfair. There's some truth in that. Crises force imperfect choices.

But there's a line between imperfect decisions and deliberate concealment. One is human. The other is calculated.

And if the allegations against Morens hold up in court, we're not talking about a gray area. We're talking about a coordinated effort to manage perception at the expense of truth.

That's not a mistake. That's a strategy.

Skeptical, for starters. And perhaps a little less willing to accept declarations of "settled science" without asking who settled it and how. Trust, once fractured, doesn't snap back into place like a rubber band. It lingers, brittle and uncertain.

In a strange way, this indictment may accomplish something the pandemic itself could not: it might force a reckoning with how information is handled when the stakes are high. Not just by scientists, but by institutions, media, and government agencies that act as intermediaries between data and the public.

Because the real lesson here isn't about one man or one office. It's about a system that allowed narrative management to masquerade as objective truth.

And that's a far more contagious problem than any virus.

As the legal process unfolds, more details will emerge. Some will confirm suspicions. Others may complicate the picture. But one thing is already clear: the story Americans were told is no longer the only version on the table.

And when the truth finally steps out of the shadows, it doesn't ask for permission. It doesn't negotiate. It simply stands there, unblinking, daring anyone to look away.

The question is whether the people who once demanded unquestioning trust are ready to face it. more

Career development

 1d

Is It Safe to Make Your Security Clearance Information Public?


There's always been something funny about the cleared world: the actual work is often wrapped in layers of "need to know," but the clearance itself is sometimes proudly advertised. We spend years learning not to talk about what we do... while simultaneously putting "TS/SCI eligible" in bold on LinkedIn and résumés. It's one of the few professions where the details are hush hush, but the ability to... access the details can become networking material.

Ironwill5 writes:

A friend of the family publicly posted "Secret Clearance" on a LinkedIn profile as part of the verbiage immediately seen on the person's landing page. I was shocked when I saw it.

I'm not an expert and don't know if this is a violation vs. stupid, but at a minimum it seems like it would be a security risk for bad actors to potentially compromise this person? Who BTW works in IT for DHS. I thought clearances were to be kept more on the down low and suggested to the person they remove the clearance and stop advertising it.

ADVERTISING YOUR CLEARANCE STATUS

Many cleared professionals voluntarily disclose their clearance status on resumes, LinkedIn profiles, and job applications because it's generally a hard requirement the cleared community. ClearanceJobs has even covered this directly in the article "Should I List a Prior Clearance on My Resume?" which notes that listing a prior clearance can help demonstrate that you are "clearable" and potentially easier to process for future access.

The important distinction is:

* Your clearance status itself is not classified.

* But details surrounding classified programs, SAPs, SCI compartments, systems, locations, or operational specifics should not be publicly disclosed and may be classified or sensitive.

There's a difference between professionally signaling your cleared experience and oversharing your digital footprint. Public networking sites like LinkedIn can be a playground for scammers, foreign intelligence collectors, phishing campaigns, and anyone looking to piece together information about the cleared workforce. Individually, a job title, clearance level, contract location, or program reference may seem harmless. Combined, they can paint a very detailed picture.

That doesn't mean cleared professionals should disappear from the internet. It just means being intentional about where and how you network. Platforms built specifically for the cleared community, like ClearanceJobs, offer a more controlled environment designed around security-conscious hiring instead of mass public exposure. In a world where operational security increasingly overlaps with online behavior, smart networking is part of the job.

Much about the clearance process resembles the Pirate's Code: "more what you'd call guidelines than actual rules." For this reason, we maintain ClearanceJobsBlog.com - a forum where clearance seekers can ask the cleared community for advice on their specific security concerns. Ask CJ explores questions posed on the ClearanceJobs Blog forum, emails received, and comments from this site. This article is intended as general information only and should not be construed as legal advice. Consult an attorney regarding your specific situation. more

Career development

 1d

Steve Jobs asked this one question before hiring anyone


Apple founder relied on personality assessment and casual conversation rather than résumés to evaluate candidates for his team

Apple founder relied on personality assessment and casual conversation rather than résumés to evaluate candidates for his teamSteve Jobs had a secret to spotting talent at Apple: forget the résumé. The Apple founder relied on what became known as the "beer test" a... deceptively simple assessment that judged whether he'd enjoy a casual conversation with a candidate more than their technical credentials.

Instead of grilling candidates on skills, Jobs would take them out for walks and ask, a bunch of odd personal questions ,not exactly rehearsed. His go to favorite was, "What did you do last summer?" The actual details mattered less than the way they spoke about it.

He was basically reading the room, you know, checking whether the exchange felt fluid and sincere, sort of easy, not stiff. Then, later on he would sit with just one thought: "Would I actually sit down for a beer with this person?"

The "beer test" was Jobs' kind of proxy, for spotting people he could actually work with. He felt that personality, attitude, and this messy little interpersonal chemistry, mattered just as much as professional qualifications, when he was putting together teams.

And when the answer to his internal question was no, it would often become a quiet warning sign, even if the résumé looked super impressive, like, really impressive.

Jobs took hiring seriously . In a 2008 Fortune interview , he talked about discovering great talent as "finding the needles in the haystack." By then, he had interviewed well over 5,000 candidates across his career. Still, he admitted his call, it rarely came down to logic only.

"In the end, it's ultimately based on your gut, how do I feel about this person? What are they like when they're challenged?" Jobs said. It wasn't carelessness but a well-thought-out strategy. He knew that good teams weren't just competent; they also had to connect.

Other leaders too have followed a similar path. Amazon's CEO, Andy Jassy, focuses more on attitude than background, stating that initial career success depends on personality and behavior. more