Ljiljana Radonjic
Career development 1h
hello.I am interested in teaching english and french language remote.how can i find students and begin to work? thanks in advance

Career development

 21h

Why Your Résumé Needs Soft Skills to Stand Out In Today's Job Market


According to an analysis of 50,000 resumes by Zety, soft skills made up 80% of the top 20 skills listed on résumés. That soft skills number is in contrast to just 45% of top 20 résumé skills in 2018. How does your CV compare? Today, the job market is tough: nearly half a million white collar workers have lost their jobs in September, according to S&P Global. Through the first nine months of 2024,... professional and business service sector jobs accounted for more than 3.7 million of the nearly 14.9 million layoffs and discharges in the US. This dramatic shift towards soft skills on a CV highlights the growing importance of traits like problem-solving, teamwork, and adaptability in today's job seeker who wants to stand out in a tight market.

Key findings from the report include:

In addition, resumes have become structurally different, with longer word counts and sections like certifications and accomplishments gaining prominence. LinkedIn VP Aneesh Raman tells the Microsoft Network, "People skills are going to come more to the center of individual career growth, and people-to-people collaboration is going to come into the center more for company growth. For leaders, you've got to start with communicating clearly, compassionately, and empathetically with your teams."

Hybrid or remote work demands a new set of interpersonal and self-management skills. In a distributed workforce, soft skills like communication, time management, and self-motivation become critical to ensure productivity and collaboration across distances. In other words, the things that go beyond the ability of AI are the skills that employers need.

The top 10 skills (both soft and hard skills) on the report include:

The integration of AI into various workflows has also altered the job landscape. Tasks traditionally requiring hard skills -- such as coding or data entry -- are increasingly automated. As a result, employers now prioritize qualities that machines cannot replicate, such as creativity, critical thinking, and emotional intelligence. Hard skills like project management or data analysis remain valuable, but their dominance is waning. In 2018, hard skills accounted for more than half of the top 20 skills listed on resumes. By 2023, that number had plummeted to just 20%.

When using ChatGPT, or other AI, look for opportunities to emphasize key soft skills. Here's how:

The shift toward soft skills reflects broader changes in the global workforce. As AI continues to evolve, these soft skills will likely remain at the forefront of the career conversation. Just don't rely on adjectives and characteristics alone - stories with data, results and outcomes are what make your soft skills come to life, in the interview.

In this new era, a resume is no longer just a list of qualifications; it's a reflection of who you are as a professional and a teammate. By focusing on the soft skills that matter most, you are advancing the career conversation. more
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Career development

 21h

Gen Zers bring parents to job interviews. Experts say it's a red flag


'A much deeper reliance on and involvement by parents than we have seen in previous generations'

Two experts are sounding the alarm on a recent survey that found one in four Gen Zers brought their parents to a job interview.

"[I]t's becoming clear that constant adult supervision and intervention are hurting young people. This over-assistance is undermining their self-confidence and... competence," Lenore Skenazy, president of Let Grow and founder of the Free-Range Kids movement, told The College Fix.

Human Capital Advisor Jesse Meschuk told The College Fix those survey results are not necessarily surprising, it's acceptable for young people to seek some help from their parents.

But the survey also found 25 percent of Gen Zers brought their parents to interviews and 16 percent said their parents submitted job applications for them. "[T]hat is a much deeper reliance on and involvement by parents than we have seen in previous generations," Meschuk said.

The survey revealed that a quarter of Generation Z in the job market has relied upon parental support at job interviews: 70 percent had asked their parents for help in the job search process, and of those who found a job, 83 percent credited the success to parents.

Of those 25 percent whose parents accompanied them to the interview, the survey found that 31 percent went to the in-person interview while 29 percent sat in on the virtual interview.

"For those who had a parent come to an in-person interview, 37% say that their parent accompanied them to the office, 26% say their parent physically sat in the interview room, and 18% say their parent introduced themselves to the manager. Additionally, 7% say their parents answered questions," according to ResumeTemplates, which conducted the survey in the spring.

It questioned 1,428 American Gen Zers ages 18 to 27 who had looked for a job within the past year. As for the parents who sat in on virtual interviews, 71 percent remained off-camera and 29 percent were on-camera; 85 percent of those on camera spoke to the manager and helped their child answer the questions, according to the survey results.

Reasons cited for parents submitting the resumes included mental health, no motivation, unsure how to address the manager, or simply trusting their parents' work more.

Other findings from the survey included that 36 percent of parents communicated with the hiring managers.

Meschuk credits the trend to two things: the economy and social environment in the past years.

"This could be due to broader social and macroeconomic factors, such as a more difficult job environment for new graduates, increased costs/inflation making living on one's own more difficult - and as a result more of Gen Z is continuing to live with their parents into their 20s, which could as a by product result in more involvement from their parents in their job search," he said.

Another reason could simply be that parents are increasingly more involved with their child's wellbeing and livelihood, he said.

Skenazy told The Fix that a recent Yale study revealed that parents intervene half as much when told that doing things independently is educational.

Meschuk said there is nothing wrong with seeking help and guidance from parents, but added that hiring managers do not want to hire the parents and it "likely does not reflect well to have parents in the interviews."

He said he encourages students to utilize the resources available through universities and platforms such as LinkedIn to learn the skills necessary for the job search.

"[E]mployers are looking for an early career candidate to show drive and independence, so submitting an application that reflects their perspective is most important - if they get the job, a company will expect that person to come day in, day out. Parents can be a good resource, but use them to gather and inform perspective, but take the initiative from there," he said.

Skenazy agreed.

"All parents want to raise capable young people," she said via email. "So the key is simply to step back and let the kids step up. When we do that, everyone wins -- including the employers." more
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  • Abubakar Muhamm Moki

    4h

    This is sad if so. The parents should then consider employing children in the family businesses.

Anonymous member


Career development 13h

Transition from Campus to Career

Transitioning from the academic environment of campus life to the professional realm of a career is a significant and sometimes daunting shift for many students. This lesson serves as a foundational overview of this critical phase, aiming to equip learners with the knowledge and strategies to navigate this transition smoothly. By understanding the importance of... this transition, identifying common challenges, and outlining the objectives of this module, students can better prepare themselves for the journey ahead.

In this lesson, we will explore the various aspects of moving from campus to career, focusing on the changes in environment, mindset, and expectations. We will also discuss the resources and support systems available to help students make this transition successfully. Ultimately, this lesson aims to provide a comprehensive understanding of what to expect and how to approach this significant life change with confidence and preparedness.


Importance of the Transition

The transition from campus to career marks a pivotal point in a young professional's life. This period is characterized by significant changes in daily routines, responsibilities, and expectations. Understanding the importance of this transition is crucial for several reasons:

1. Personal Growth and Development: Moving from an academic setting to a professional environment fosters personal growth. Students learn to apply theoretical knowledge in practical scenarios, develop new skills, and adapt to different work cultures.

2. Professional Identity Formation: This transition is often where individuals begin to shape their professional identities. It involves understanding one's career preferences, values, and goals, which are essential for long-term career satisfaction and success.

3. Increased Responsibilities: The professional world demands a higher level of accountability and responsibility compared to the academic environment. Students must learn to manage their time effectively, meet deadlines, and take ownership of their tasks and projects.

By recognizing the significance of this transition, students can approach it with a proactive mindset, ready to embrace the challenges and opportunities it brings.


Challenges Faced During the Transition

The shift from campus life to a professional career is not without its challenges. Identifying and understanding these challenges can help students prepare and develop strategies to overcome them:

1. Adjusting to a New Routine: The structured and often flexible schedule of academic life differs greatly from the fixed hours and routines of a professional job. Students may struggle with time management and balancing work and personal life.

2. Adapting to Workplace Culture: Each organization has its own culture, norms, and expectations. Adapting to these can be challenging for new graduates who are used to the more relaxed and informal atmosphere of campus life.

3. Developing Professional Skills: While academic knowledge is important, the professional world often requires additional skills such as effective communication, teamwork, and problem-solving. Graduates may need to quickly develop these skills to succeed in their new roles.

4. Managing Stress and Expectations: The pressure to perform, meet deadlines, and achieve career milestones can be overwhelming. New professionals must learn to manage stress and set realistic expectations for themselves.

By anticipating these challenges, students can seek out resources and support systems, such as mentors, career services, and professional development programs, to help them navigate this transition.


Objectives of the Module

This module is designed to support students in their transition from campus to career by providing them with the necessary tools, knowledge, and strategies. The primary objectives of this module include:

1. Awareness and Preparation: Educate students about the key differences between academic and professional environments, and prepare them for the changes they will encounter.

2. Skill Development: Help students identify and develop essential career skills that are crucial for success in the workplace, such as communication, teamwork, and time management.

3. Resource Utilization: Introduce students to various resources and support systems available to them, both on campus and in the professional world, to aid in their transition.

4. Confidence Building: Foster a sense of confidence and self-efficacy in students by providing them with practical advice, real-world examples, and opportunities to practice and apply their skills.

5. Continuous Learning: Encourage a mindset of continuous learning and professional development, emphasizing the importance of adaptability and lifelong learning in a successful career.

By achieving these objectives, this module aims to equip students with a comprehensive understanding of the transition process and the skills needed to thrive in their professional careers.


Strategies for a Successful Transition

To ensure a smooth and successful transition from campus to career, students can adopt several strategies and best practices:

1. Proactive Planning: Start early by setting career goals, researching potential industries and companies, and seeking internships or part-time jobs to gain relevant experience.

2. Networking: Build a professional network by attending career fairs, joining industry associations, and connecting with alumni and professionals in your field. Networking can provide valuable insights, mentorship, and job opportunities.

3. Skill Enhancement: Continuously work on developing both hard and soft skills. Take advantage of workshops, online courses, and training programs to enhance your abilities and stay competitive in the job market.

4. Utilize Campus Resources: Make use of campus career services, counseling, and mentorship programs. These resources can provide guidance, support, and practical advice tailored to your career aspirations.

5. Embrace Adaptability: Be open to change and willing to adapt to new environments and situations. Flexibility and a positive attitude can help you navigate the uncertainties and challenges of the professional world.

6. Seek Feedback: Regularly seek feedback from supervisors, mentors, and peers to identify areas for improvement and growth. Constructive feedback is invaluable for personal and professional development.

By implementing these strategies, students can build a strong foundation for their careers and transition more smoothly into the professional world.

Conclusion
The transition from campus to career is a significant and transformative period in a young professional's life. While it comes with its own set of challenges, it also offers numerous opportunities for growth, learning, and development. By understanding the importance of this transition, anticipating potential challenges, and utilizing available resources and strategies, students can navigate this phase with confidence and preparedness.

This lesson has provided an overview of the key aspects of transitioning from an academic environment to a professional setting. It has highlighted the importance of personal growth, professional identity formation, and the development of essential career skills. Additionally, it has outlined the objectives of this module and offered practical strategies for a successful transition.

As students move forward in this course, they will gain deeper insights into workplace culture, skill development, networking, and other crucial aspects of beginning their careers. Armed with this knowledge and the right mindset, they can approach their transition with a sense of purpose and readiness, paving the way for a successful and fulfilling professional journey. more

Career development

 14h

Why Employee Retention is More Than Just Job Security: Building a Thriving Workforce


Employee retention is a crucial topic in today's workplace. Many people think it's just about job security, but there is always more to the story. While, of course, it is important to ensure employees have stable jobs and steady paychecks, the focus should also be on employee retention. To truly keep employees and help them flourish, businesses must focus on workplace culture, engagement, growth... opportunities and overall satisfaction. This article shows how all kinds of different elements contribute to retaining a productive and motivated workforce.

For many years, it was thought that offering stable jobs and steady paychecks was enough to keep employees loyal. While financial stability remains important, it is not the only thing employees care about. People want to be recognized for their work and feel valued, even a simple "thank you" can boost company morale. Employees who feel appreciated are more likely to devote themselves to their work and the company.

Opportunity for career development is another crucial element. Employees do not want to feel stuck in one place with no return. They want to look for ways to refine their skills and take on new challenges, not only be monotonous. An opportunity for promotion or personal growth can prompt them to stay with the company. In addition to this, work-life balance is also becoming increasingly important and talked about. Giving options for flexible hours, remote work options, and understanding of other responsibilities can help employees balance their personal and professional lives.

Workplace culture also has an impact on employee retention. A positive culture builds trust and encourages employees to align with the company's values. When people feel that their beliefs match with the company's, they are more likely to feel connected to their work.

Building and having trust between employees and managers is indispensable. If their leaders are honest, supportive, and available, employees will feel more secure and valued. This trust can be built by having open conversations and fair treatment of everyone. However, a lack of trust can lead to dissatisfaction and increased turnover.

Another segment of a positive work culture is cooperation. Employees want to feel like they are part of a team that works together towards the same goal. When teamwork is encouraged, employees feel supported and feel a sense of belonging.

Employees want to learn, grow, and make progress in their careers. Providing these opportunities is a key to retaining employees. When employees feel like they are not moving forward or have the opportunity to, they are more likely to leave for other companies that offer growth opportunities.

There are ways to reduce employee retention by using an employee retention program. These training programs, workshops, mentorships, and team-building activities can help employees refine their skills and prepare for any new challenges. The company can encourage growth by offering challenging projects that push them to develop new skills. These opportunities not only keep employees engaged but also make them feel they are growing along with the company.

Engagement goes beyond being occupied at work, it also means having an emotional connection to the job and the company. Engaged employees are more productive, creative, and devoted. Boosting engagement can be done by listening to employees, and creating a sense of belonging and recognition.

Feedback systems like surveys, suggestion boxes, and one-on-one meetings give employees a platform to speak up and be listened to. When employers act on this feedback, it makes employees feel heard, safe and valued.

Employees want to feel like they are a part of a community. To foster this sense, companies can organize team-building activities and celebrate important milestones. Having a supportive environment where everyone is included fosters this sense of belonging, ensuring employees can always reach out to one another and the company itself.

Recognition plays a major role in engagement. Everyone wants to feel recognized for their work, so employees who feel their efforts are noticed and appreciated are motivated to continue progressing. Recognition can come in different forms, such as bonuses, formal awards, or even a simple "thank you" can make employees happy.

Job security and stable income are important, but they are no longer the only requirements to keep employees. Building a thriving force takes more than just the bare minimum. Employees want to feel included, engaged, valued, respected, supported, and recognized. They need opportunities that allow them to grow and have a work culture that aligns with their values. Their efforts need to be seen and recognized. It is important to promote work-life balance to keep employees healthy and focused.

By focusing on engagement, development, and work culture, companies can create an environment that can make their employees stay. This kind of motivating and safe space makes sure that employees are not staying just for a paycheck but for the company itself. Giving them space to flourish as individuals and employees can positively impact the company and give it a positive promotion. When everyone is satisfied and devoted, everyone wins. Retention becomes easier and the company benefits from having a skilled and thriving force behind it. more

Career development

 3m

Study Reveals The Top 3 Reasons People Get Ghosted After Job Interviews & The 5 Questions That Help Candidates Avoid It


The job search process is a mess, pretty much any way you slice it, and among the most frustrating parts is the constant ghosting that happens after job interviews.

A new study revealed the main reasons behind this -- which are sadly not all that surprising. But it also revealed the top things hiring managers say matter most to them during job interviews. Focusing on them might just be the key... to sticking out in decision-makers' minds.

The study was conducted by Wrike, a cloud-based project management software company whose products are used in many industries, including recruiting and HR.

To get to the bottom of why there's so much ghosting going on in the job market, they conducted a survey of more than 1,000 active job seekers and more than 500 hiring decision-makers. They also analyzed social media content from thought leaders in these spaces to get a sense of what's going on.

They found that more than 25% of the hiring managers reported having ghosted someone during the interview process (which probably sounds really low or really high, depending on your experience). But the main reasons they found for doing so were deceptively simple.

For nearly half, it came down to unprofessional behavior from the candidate, including in their cover letter or application emails, or, for 40%, simply finding a better candidate and moving on.

But it's the number-three reason where the rubber meets the road: For 38% of hiring managers, they ended up ghosting because they simply didn't have time to respond.

That probably sounds like garden-variety rudeness, but many have sounded alarms about how, since the multiple rounds of layoffs in recent years hit HR and recruiting industries too, recruiting teams are now often reduced to skeleton crews who are bombarded with applications they simply don't have the bandwidth to properly manage.

So basically, we're in a situation where, right or wrong, recruiting and hiring professionals are spread so thin that if you haven't made yourself stick in their minds, they often don't have time to do any more than ignore you and keep it pushin'.

What do you do, then, to embed yourself in their brains and stand out from the heaps of other candidates with similar qualifications? Wrike's data revealed that it often comes down to candidates asking questions targeted to five key topics.

Wrike found that 58% of hiring managers said the number-one thing they look for in candidates (besides qualifications to do the job, of course!) is a growth mindset, especially at larger companies.

This means asking questions that pertain both to your own growth and ascendance up the ladder, and how you can contribute to the team or company's growth as well. Even if all you want is a paycheck and you have to fake it, showing that growth is a priority for both you and the company can put you a step ahead of the others.

This was especially important to smaller companies and start-ups, Wrike found. Just over half, 52%, of hiring managers said their ears perk up when a candidate seems invested in what the company stands for and the goals its leadership is trying to achieve.

This is closely related to number one, of course, but it is more about the mission than climbing the ranks. Again, showing that this would be more than just a job to you (even if that's not true!) can have a huge impact and make you memorable when it comes to decision time.

This is all about asking those dreaded jargon-heavy questions like "What are the KPIs for this role?" and "What milestones are you looking for me to hit in the first 90 days?"

It shows that you're engaged with the nitty-gritty details of the job and invested in wider goals rather than just getting the job done, and this focus finished a close third on the list of priorities for hiring managers at 48%.

Companies may be performatively removing their DEI initiatives as we move into a less touchy-feely era culturally and politically, but issues surrounding cultural fit are still top of mind for business leaders according to Wrike's data.

Forty-four percent of hiring managers said candidates who show interest in and commitment to the company's cultural values tend to stand out to them in interviews, and unsurprisingly this was particularly important to female decision makers Wrike spoke with.

This is a no-brainer -- 38% of hiring managers said they're watching in your interview for signs that you'll meld well with the team and be a valuable collaborator, so asking about group dynamics and how teams are organized are a great way to show you're invested in this too.

It's tough out there in the job market; there's no doubt about that. But understanding what matters most to hiring managers can give candidates a leg up, making them stand out from the rest -- and hopefully avoid the dreaded ghosting. more

Career development

 22h

Résumé gaps aren't the job killer they used to be but applicants still need to get smart about explaining their time away from the workforce


The good news is that time away from the workforce doesn't carry the same stigma that it used to, career and talent experts tell Fortune. There's an increased awareness that professionals take time off work for all sorts of reasons, like caring for children or elderly parents, pursuing a lifelong passion, or traveling the world.

But they warn that some companies are more leery of résumé gaps than... others. That's why it's important that candidates take some basic steps like being honest about their career interruptions, bringing them up during the interview, and making sure they highlight any new skills they picked up along the way.

"We've seen this shift where hiring managers realize that life happens, and sometimes you're going to need to take time off. That doesn't mean that you're not employable," Catherine Fisher, a career expert at LinkedIn, tells Fortune. "It's what you make of it."

Experts agree that all job-seekers with a career break need to be honest about the gap on their résumé. If a candidate tries to hide or ignore it, that's a non-starter.

"If you have a gap and you have a cool story of what you did during that gap, that's a great differentiator," Valerie Workman, chief talent engagement officer at Handshake, tells Fortune. "Highlight that gap. I might even put that at the very top: 'Here are the things I did, here are the things I learned, here are the skills I built.'"

People who are clear about any résumé gaps should also know that they're in good company. In 2022, LinkedIn introduced a new feature called "Career Break," which gave users 13 options to explain their time away from the workforce. These ranged from caregiving duties to health and well-being. Over the past year there has been a 40% increase in LinkedIn users who added the feature to their profiles, according to Fisher, and more than 2 million LinkedIn users feature it in their profiles.

"It signals that people are comfortable adding this to their profile," says Fisher.

Once a job candidate is selected for an interview, experts say it's important they bring up any career breaks with the hiring manager, and make sure to discuss any relevant skills they learned from their experience away from the workforce.

One way to do this is when interviewers ask the common "tell me about yourself" question. As a candidate details their professional background, experts say this is the time to explain how the career break fits into the larger picture. But don't hesitate if they fail to do so.

"You should not wait for the hiring manager or the recruiter to bring it up," Maryann Abbajay, the chief revenue officer for SAP SuccessFactors, a cloud-based HCM software company, tells Fortune. "Normally there's a little bit of an intro -- you talk about your background, and then you say, 'You'll notice that I had a gap. Here's exactly what I was doing during that gap, and here's why those things I did matter to the job I'm looking for right now.'"

While negative perceptions of résumé gaps have subsided in recent years, experts say they can still be seen as a red flag if the candidate didn't grow professionally during their break.

Skills-based hiring is all the rage in corporate America right now, and time away presents an opportunity for candidates with résumé gaps to highlight what they learned during their time off from the daily grind.

"I've talked to a lot of recruiters, and they're looking for different things than in the old days," says Abbajay. "They're not necessarily looking for a college degree, they're really more focused on what skills you have. Those skills could have come from being in the service. They could have come from raising a family."

Workman agrees that professionals should be upskilling during their career breaks, but emphasizes learning technical skills. She points out that the power is now in employers' hands -- companies are no longer dealing with the fallout from the Great Resignation, and people are holding onto their jobs for longer. A game-changing technology has also entered the scene: AI. Having technical skills like coding, engineering, and prompting are incredibly sought after.

"Routinely do something to build skills, and it has to be something that's quantifiable. A certification, or some sort of third-party recognition of what you're doing. Self study is not going to cut it," she says. "It has to be programmatic, so you're showing that while you're not working, you're developing and building your skills."

Even though job candidates with résumé gaps have shed a lot of the stigma around career breaks, workers can still be anxious about picking the right time to step away.

Doing it early in one's career can seem scary, and could feel like a step-back upon first starting out. By the middle of one's career, a professional might feel like they're on a roll, and don't want to lurch to a halt. The later years might not feel like the best time to do it, either, with retirement just around the corner. But experts say there is no right or wrong time to take a career break -- people should choose to live their lives, and let the chips fall where they may land.

"Moving up your career is not a linear process anymore. There are zigzags," Abbajay says. "Don't worry about the career gap. Just take the time, enjoy the time, and then come back when you think it's right for you," Abbajay says. more

Career development

 1d

12 Books for Career Changers to Inspire Your Next Move


You might have been thinking about it for a while now: switching careers, chasing a new passion, or stepping into something completely different. It's exciting, but honestly, it can also be a little intimidating. Where do you even begin? Well sometimes, the best place to start is with a good book.

Whether you're looking for inspiration, actionable advice, or a reminder that others have made this... leap before you, there's a wealth of wisdom waiting in the pages of books for career changers. We've put together a list to help guide you through your career transition and inspire your next big move.

These career-change books offer practical advice and inspiration to help you find your next path with confidence.

If you're feeling directionless, Designing Your Life provides a refreshing way to approach career transitions. This New York Times bestseller has empowered thousands of readers since its release, with more than 500,000 copies sold.

Written by Stanford professors Burnett and Evans, this book introduces design-thinking principles to help readers "build their way forward." Rather than chasing "the perfect job," it focuses on creating a meaningful life through experimentation, curiosity, and reframing failure as learning.

The authors include exercises like mind mapping and creating "life prototypes" to help you uncover possibilities you may not have considered. Grounded in practicality and optimism, this book reminds us that there's no one-size-fits-all answer to happiness -- and that's OK.

For over two decades, The Pathfinder has been a go-to resource for those stuck in career limbo. Author Lore combines self-assessment tools, personality analysis, and career coaching strategies to help readers identify paths that align with their values and strengths.

Lore emphasizes the importance of understanding your priorities and designing a career that reflects who you are -- not who others expect you to be. The book includes exercises to clarify what you truly want, offering actionable steps to create a career that feels fulfilling rather than forced.

Making a career switch isn't as simple as applying for roles in a new field -- even if you're highly skilled. Dr. Graham, a career coach and psychologist, offers advice tailored for "switchers" -- people changing industries, roles, or both.

The strategies in Switchers help you identify potential barriers, leverage transferable skills, and clearly communicate your value to prospective employers.

"The reality is, hiring managers are risk-averse," Dr. Graham says in the book. "Your job is to reduce their perception of risk." This book is like having a coach in your corner, guiding you through the challenges of reinvention.

For younger professionals, the so-called "quarter-life crisis" is an all-too-familiar experience. Feeling stuck in a job you don't love -- or unsure how to turn passions into a livelihood -- is natural, especially in your twenties or thirties. With The Quarter-Life Breakthrough, Poswolsky speaks directly to this stage of life.

Poswolsky shares inspiring stories of millennials who've successfully transitioned into purpose-driven careers. This book focuses on finding meaningful work that aligns with your values. If you're someone who's looking to balance work with purpose, The Quarter-Life Breakthrough will resonate deeply.

The Art of Work is about discovering your "calling." While some people know their passion early on, others need to experiment before finding work that truly excites them. Goins emphasizes that career fulfillment often comes from small, intentional steps rather than flashes of inspiration.

The book includes stories of people who've found creative ways to align their passions with practical careers. Goins' conversational tone makes his wisdom both approachable and inspiring -- a perfect read for anyone seeking clarity about their life's direction.

With its publication fifty years ago, What Color Is Your Parachute? revolutionized the job-hunting experience -- and it remains a relevant and readable guide to modern job hunting to this day. Whether you're starting out, recovering from a layoff, or pursuing a career change, Bolles offers timeless advice on networking, crafting standout resumes, acing interviews, and negotiating salaries -- all while helping you uncover work that aligns with your passions and values.

At its core is the renowned "Flower Exercise," designed to help readers identify their strengths, interests, and goals, creating a clear path toward meaningful work. In today's ever-changing job market, understanding who you are and how to express your abilities remains the most powerful tool for finding purpose-driven careers. This book equips job-seekers with both the strategy and self-awareness to land the work -- and life -- they truly want.

If you're looking for a change but aren't sure where to begin, Pivot is a must-read. This bestselling book, with over 100,000 copies sold, brilliantly compares career changes to a basketball pivot -- a small, intentional shift in a new direction. Filled with personal stories and real-life examples from his clients, making the advice both relatable and easy to follow.

Markel focuses on the importance of resilience, self-awareness, and small, consistent shifts that move you closer to your goals. He also emphasizes the role of mindset in creating opportunities. This book provides not just a map for change but also encouragement to take that first courageous step.

Penn's Career Change was born from her personal experience of leaving a corporate job to become an author and entrepreneur. This book is brimming with practical advice for anyone looking to make a similar leap into a more fulfilling career.

Penn provides practical advice, including ways to assess your readiness for change, earn money during transitions, and build a career you'll enjoy long-term. Whether you're planning to start a business or explore creative pursuits, Career Change is packed with tools, resources, and insights to make the leap less daunting.

Career changes often require a fresh perspective on how others see you. Clark's Reinventing You: focuses on personal branding, networking, and storytelling to ensure your new professional narrative resonates in competitive industries.

Through practical exercises and case studies, Clark equips readers with tools to reestablish credibility and visibility. Reinventing You encourages readers to craft a compelling story about their career evolution, making it a valuable guide for anyone facing a pivot.

While not solely about career changes, McKeown's Essentialism offers a powerful mindset shift that can support any transition. McKeown focuses on the principle of "less but better," encouraging readers to eliminate distractions and focus on what truly matters.

This book offers guidance for cutting through the noise of daily life and creating space for meaningful work. By identifying your priorities, Essentialism can help you clarify what you really want from the next phase of your career -- and how to pursue it effectively.

For those who hesitate to make bold decisions, Saujani's Brave, Not Perfect serves as a wake-up call. Saujani encourages readers to stop striving for perfection and instead focus on courage, action, and growth.

This book is particularly empowering for women who feel stuck in roles they've outgrown. Saujani's message is clear: It's OK to take risks and trust yourself. If fear of failure holds you back, Brave, Not Perfect offers strategies to push past self-doubt and leap into new opportunities.

Gilbert's Big Magic isn't just for creatives -- it's for anyone considering a leap into the unknown. Gilbert explores how fear, curiosity, and inspiration coexist in personal growth and career transitions.

With her trademark wit and wisdom, Gilbert encourages readers to nurture creative ideas, even if they feel impractical or risky. If your career transition includes starting a business, trying something unconventional, or rediscovering life's magic, this book is filled with encouragement to follow your intuition. more

Career development

 1d

Why Is It So Hard to Find a JOB Today? Here's the Truth No One Tells You


You see, job hunting today feels like an impossible mission. You spend hours perfecting your resume, crafting the perfect cover letter, and applying to countless roles, only to hear... nothing. It's frustrating, soul-crushing, and, let's face it, downright confusing.

If you're here, you're probably wondering, "What am I doing wrong?" But let me stop you right there -- it's not your fault. The job... market has changed, and no one has given us a roadmap for how to navigate it. The rules are different, the competition is tougher, and the entire process feels stacked against us.

But guess what i have the good news for you: once you understand what's happening behind the scenes, I guarantee you'll have the clarity to tackle the job market like never before. Let me break down exactly why it's so hard to find a job today -- and how you can start turning things around.

The days of walking into an office with your resume and getting an interview on the spot? They're gone man. Now, it's all about algorithms, online portals, and systems that seem designed to confuse you.

Here's how it works: before a human even glances at your application, an Applicant Tracking... more

Career development

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From CV to interview: how to apply for a job abroad


Applying for a job abroad may require using a different language and certainly demands cultural awareness. What is normal in Switzerland may be different in the USA, France or Japan.

This article will provide useful tips for those seeking employment in another country.

First, some general tips:

Job applications in the US and Canada are shorter than in Switzerland. They usually just... include a resumé (CV) and a brief letter of motivation.

"Photos of applicants are not usual, and indeed are not wanted, due to anti-discrimination legislation"

"Photos of applicants are uncommon and even discouraged due to anti-discrimination laws," explains Julia Meir Lawi, branch director in Geneva for the recruiting agency Robert Half Switzerland.

Personal details like date of birth, marital status, or religious affiliation are also avoided for the same reason.

Interviews in the US and Canada are often informal and personal. Companies want to know if the applicant will fit in with their corporate culture.

Pay negotiations are common in the US and considered a standard part of the hiring process, so be prepared to discuss this with HR.

One thing should not surprise you. "In the US, background checks and criminal record reviews are now standard in many industries," says Anthony Adam, a research project manager at Page Executive.

In some European countries like Germany and France, pay structures are less flexible, and applicant photos are more likely to be included in a CV.

For applicants applying in France, Lawi says: "There is a formal structure and an equally formal interview."

In Germany, the application process is also formal. They prioritise candidates who are technically and professionally qualified, often testing these skills during the hiring process.

You can find more helpful suggestions and guides for writing applications to European countries on the Europass websiteExternal link.

On the website of "Die Bewerbungsschreiber", (resumé writer in German) the you will find tips for applications in Spain, Austria and SwedenExternal link.

Job application processes in Australia and the UK resemble those in the US and Canada. The application should only include professional information and qualifications. No need to provide personal data.

In Asia, corporate hierarchies are highly important, and the hiring process is typically intensive and lengthy. Modesty and teamwork are highly prized.

Lawi says: "In Japan, companies expect a great deal of formality, and for the application to be specifically targeted towards that company and its corporate culture and values." Personal questions are rarely asked in interviews, as Japanese work culture emphasises the company and teamwork.

One important point: Your interview will likely be online, so ensure you are well-prepared for a video call. more
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