Career development

chisha brandz

1w

i graduated as a registered nurse 6years ago,i ve been applying for different hospitals,companies but never been lucky enough to get picked or even called for interviews ,its really stressing me out
how do you guys get lucky with jobs,need some practical tips and help,maybe i do it the wrong way?

9

Tony Briscoe
5
11h
Consider relocation. Nurses are in demand in the U.S. and if you are a travel nurse, the opportunity to make more money is greater.
morris ogwal
14h
Things are not very easy everywhere my dear, i did bachellors degree in Nutrition and dietetics and worked for and NGO for sometime but due to fund... cut, have been home 3years, done interviews with varrious negative responses like am over qualified, or am asked to pay money to some one in the recruiting team and also did one where some one had already signed a contract a day before our interview and we where just formalising his recruitment process.
more

Career development

5h

PR Internship Playbook: Turn Your Internship Into a Job Offer

Most PR internships are not built to produce permanent hires. They are built to produce useful labor at below-market cost. The internship that converts to a job offer -- at a competitive agency or in-house team -- is the one where the intern understood the difference and operated accordingly from day one.

Ten weeks is enough time to build a genuine reputation inside a communications organization.... It is not enough time to recover from a poor first impression or a slow start. The interns who convert are the ones who treated day one as the start of a job interview they had already been given provisional approval for -- not as the beginning of an evaluation they would have time to ease into.

The First Two Weeks: The Reputation Window

The first two weeks of a PR internship establish the intern's reputation with almost everyone who will eventually make or influence the hiring decision. People form judgments quickly and revise them slowly. An intern who demonstrates in week one that they are reliable, curious, and producing quality work above expectation gets categorized as a serious candidate. An intern who is pleasant but average in week one gets categorized as an intern -- and that categorization rarely changes.

Show up knowing the agency's work. Before day one, read the last six months of the agency's published case studies, news coverage, and client announcements. Know which practices are growing, which clients are active, and which practitioners have public profiles. When a supervisor mentions a client or a campaign, recognize it. This takes two hours of research and signals a level of seriousness that most interns don't demonstrate.

Deliver faster and better than expected on the first three assignments. The first three substantive pieces of work an intern produces set the quality floor for everything that follows. If those three pieces are strong -- written cleanly, delivered ahead of deadline, with a note about what was considered and why specific choices were made -- the supervisor's default assumption about the intern's work quality upgrades permanently. If those pieces are mediocre, the supervisor will supervise more closely, give fewer opportunities, and be less likely to advocate for conversion.

Ask good questions, not many questions. The intern who asks seven questions before attempting a task signals low confidence and high maintenance. The intern who attempts the task, makes a specific decision about something uncertain, flags that decision in delivering the work, and asks for feedback on whether they made the right call signals good judgment and appropriate initiative. The difference is significant in how supervisors perceive manageability.

The Middle Weeks: Building Visibility

By week three or four, an intern who has performed well on initial assignments has earned some latitude. The middle weeks are the opportunity to build visibility beyond the immediate supervisor -- and visibility with multiple practitioners is what determines whether a conversion recommendation gets made and seconded.

Volunteer for visibility projects. Presentations, new business pitches, industry events, client meetings where interns are occasionally included -- these are the moments where senior practitioners beyond the immediate supervisor see an intern perform. An intern who asks to attend a new business pitch as an observer, or who volunteers to contribute to a section of a client presentation, is creating visibility opportunities that interns who wait to be asked never get.

Produce something the team didn't ask for. Sometime in the middle weeks, identify a genuine gap or opportunity and produce unsolicited work that addresses it. A competitive analysis of a client's Citation Share that no one requested. A roundup of relevant industry news formatted as a briefing document the account team can use. A one-page summary of a research study that's relevant to a current client challenge. Unsolicited useful work is the clearest possible signal of initiative -- and it is remembered disproportionately relative to the time it takes to produce.

Build a genuine relationship with one senior practitioner. By the end of the internship, the decision about whether to extend a job offer typically involves at least one senior practitioner who has a strong opinion about the intern. Interns who have had substantive conversations -- about their career direction, about the industry, about the firm's strategy -- with at least one SVP or VP have a champion in the room when the decision is made. Interns who were pleasant but not memorable do not.

The Final Weeks: The Close

The final two weeks of an internship are when most conversion decisions are effectively made, even if they are not officially communicated until later. This is the time to be explicit.

Express specific interest directly. By week eight or nine, tell your supervisor directly that you want to be considered for a permanent role and why -- specifically, not generally. "I want to stay" is not as effective as "I've learned more about media strategy in the last eight weeks than in my prior experience combined, and I'd like to build a career in this kind of work -- specifically in the technology practice. I wanted to tell you directly that I'm interested in staying if there's a fit." Direct, specific, professional. The supervisors who make conversion recommendations need something concrete to advocate for.

Tie up every loose end before the last day. An intern who leaves work unfinished, hands off projects without documentation, or disappears without briefing continuity is remembered for the disruption they caused. An intern who wraps every project cleanly, leaves detailed notes for whoever picks up each thread, and asks if there is anything else they can complete before their last day is remembered for the professionalism they demonstrated at the end.

Maintain the relationship regardless of outcome. Not every internship converts to a job -- budgets change, headcount freezes happen, timing doesn't align. The intern who maintains genuine contact with two or three practitioners from the internship -- not monthly check-ins asking about openings, but occasional notes when relevant news breaks or relevant work gets published -- has a warm network that produces referrals, references, and eventually roles on timelines that weren't predictable during the internship itself.

What Converts and What Doesn't

The interns who convert are reliably, not occasionally, high quality. They are explicitly interested in specific work at the specific firm. They are visible to multiple practitioners, not just their direct supervisor. And they have done something during the internship that people remember -- a piece of work, an insight, a moment of initiative that created a specific positive memory.

The interns who don't convert are often perfectly competent, pleasant, and professionally appropriate. They are not memorable. They did the work they were asked to do, did it adequately, and left no particular impression on anyone who wasn't their immediate supervisor. In a conversion decision, adequate and unmemorable does not generate advocacy. more

Darrell Jewell

Career development

1d

My coworker is always borrowing money from people until payday. The amounts are small, but he does it all the time. Sometimes he even borrows money from one coworker to pay back another. I never kept track of exactly how much I lent him or how much he paid back, but I got sick of it and finally said no when he asked again.
Since then, he's been talking badly about me to other coworkers and... spreading rumors. I don't know how to end this situation. Is there a way to get him to leave me alone and stop bothering me?

more

3

GILBERT WEKESA
6h
The situation is all over. Just adjust to the environment and ignore the ignorable and work
Tony Briscoe
11h
Don’t let their emotions and foolishness impact your paper. If you are feeling harassed, that’s why HR is there. I always try to give courtesy before... going to HR and address it directly with documentation and follow up. Most of the time if it’s rumors I couldn’t care less. Keep it moving. more
3

Career development

10h

A Framework for Evaluating Arizona's Attorney General Candidates - Joe Hoft

Career development

10h

You're Not Getting Rejected Because You're Unqualified. You're Getting Rejected by a Robot.

You're Not Getting Rejected Because You're Unqualified. You're Getting Rejected by a Robot.

The painful truth about why your resume never reaches a hiring manager.

You spend an hour customizing your resume for a job you're genuinely qualified for.

You match the requirements.

You have the experience.

You even write a thoughtful cover letter.

You click Apply.

Then NOTHING.

Days pass.

Weeks... pass.

Silence.

The harshest part isn't that a hiring manager rejected you.

It's that a hiring manager may never have seen your resume at all.

Most job seekers think the hiring process starts when a recruiter opens their application.

It doesn't.

For many companies, the first person reviewing your resume isn't a person.

It's software.

And if you don't understand how that software works, months of job searching can start feeling personal when it actually isn't.

What Actually Happens After You Click "Apply"

Most people imagine their resume landing directly in a recruiter's inbox.

That's not what happens.

Your application usually enters something called an Applicant Tracking System, or ATS.

Think of it as a giant sorting machine.

Companies receive hundreds or sometimes thousands of applications for a single role.

Nobody has time to manually read every resume.

So the software does the first round of filtering.

Not because companies hate applicants.

Because they physically can't process that volume any other way.

The system scans your resume.

Looks for specific information.

Compares it against the job description.

Then decides whether your application deserves more attention.

That decision often happens in seconds.

Which means your biggest obstacle may not be competition.

It may be visibility.

The Mistake Most Qualified People Never Realize They're Making

Here's the weird part.

You can be qualified and still get filtered out.

Imagine a company is hiring a Project Manager.

The job description repeatedly mentions:

"Agile"

"Scrum"

"Stakeholder management"

Now imagine your resume says:

"Managed cross-functional teams and coordinated project delivery."

That sounds impressive.

A human recruiter would probably understand exactly what you mean.

But software isn't trying to understand.

It's trying to match.

If the ATS is looking for "Agile" and "Scrum" and your resume never mentions those terms, you may score lower than someone less experienced who simply used the expected language.

That's the part nobody tells you.

Many applications aren't being rejected because they're bad.

They're being filtered because they aren't speaking the system's language.

Why This Feels So Personal

This is where job searching becomes dangerous.

Not financially.

Psychologically.

After 50 applications with no response, most people start questioning themselves.

Maybe I'm not experienced enough.

Maybe my career is stuck.

Maybe everyone else knows something I don't.

I understand why people think that.

The process gives almost no feedback.

You don't know whether you lost to a stronger candidate.

You don't know whether a recruiter reviewed your resume.

You don't even know whether your application made it past the first filter.

You're trying to improve without seeing the scoreboard.

That's frustrating.

And honestly, a little unfair.

The Resume Advice Industry Makes This Worse

The internet loves turning resume writing into rocket science.

Use this font.

Use that format.

Add this section.

Remove that section.

Most of it misses the real problem.

Your resume doesn't need to impress the ATS.

It needs to survive the ATS.

Those are completely different goals.

The software isn't evaluating your personality.

It isn't judging your leadership style.

It isn't asking whether you're ambitious.

It's looking for signals.

Relevant skills.

Relevant experience.

Relevant terminology.

That's it.

How To Adapt Without Becoming a Resume Expert

You don't need to spend 40 hours studying recruiting systems.

You just need to understand the game you're playing.

Before submitting an application, do three things:

- Read the job description carefully.

- Identify the exact skills and terminology repeated throughout the posting.

- Reflect those same concepts truthfully in your resume when they genuinely match your experience.

Notice I said truthfully.

This isn't about keyword stuffing.

It's about translation.

If you've managed customer relationships, and the role mentions client success management, make that connection visible.

If you've worked with data analysis, don't hide it under vague descriptions.

Help the system understand what you've already done.

Because software can't infer.

Humans can.

Software can't.

The Most Important Thing To Remember

The job market is hard right now.

There's no point pretending otherwise.

But a lot of qualified people are carrying the wrong story in their heads.

They're interpreting silence as proof they aren't good enough.

Sometimes that's true.

A lot of times it isn't.

Sometimes the resume wasn't optimized.

Sometimes the ATS couldn't properly read the formatting.

Sometimes the application never reached a recruiter.

Sometimes the competition was simply overwhelming.

The point is this:

Silence is not evidence of incompetence.

And that's an important distinction.

Because one leads to improvement.

The other leads to self-doubt.

If you've been applying for months and hearing nothing back, don't immediately assume you're failing.

Take a closer look at the system sitting between you and the hiring manager.

You might discover you've been playing a game without knowing the rules.

And once you understand the rules, the results start making a lot more sense. more

Career development

10h

David Sovka: Why quiet quitting is better than starting a new career

Starting a new career requires you to pretend you have a lot more enthusiasm than aspirin and scotch provides, and also to lie theatrically on a newly made-up résumé.

Midlife disappointment with your career is pretty common, especially when your career has been more verb than noun, as is my case.

One day you wake up and realize you are not the CEO of a big company like your mum expected. Or... maybe you are the CEO, but you are not god king of a pan-galactic empire like your mum expected, are you?

If you are currently taking a long, hard look in the mirror before work, maybe downing a glass of scotch and a handful of aspirin while screaming into a balled-up towel so nobody will hear you, then you are not alone. And yet, you are alone, so very, very alone.

Internet-based psychologists say the existential work dread you feel every morning is due to two common midlife changes:

1. We begin to feel our mortality. Everything starts to hurt and crap out. Say hello to poor sleep and surprise piles and not remembering where you put the car keys. This takes the shine off filling out time sheets correctly, or whatever they make you do without realizing how close you are to explosively featuring on the six o'clock news.

2. We know more about what is possible and not possible. This is a nice way of saying you just don't have the runway to reach corporate success due to your age, inflexibility, bitter demeanour and excessive ear hair. Professional sports are also probably out of reach.

However, good news: According to those psychologists, a career change IS possible at any age, as long as you account for the time it takes. So if you're 50 now, what with re-education and training and putting in the years gaining experience... OK IT'S NOT GOOD NEWS.

Instead, take an inventory of what you like about your current job, such as the office supply closet with all the Bic pens and staplers you can eat, and also what you dislike, such as your boss, co-workers and everything they want you to do. This will help you identify career opportunities that suit your strengths and interests.

For example, given what I like and dislike about my current job writing speeches for the provincial government, it is clear to me that my strengths and interests are better suited to retirement.

Unfortunately, this did not occur to me earlier, say 10 years ago, before I took an official oath to never talk about how soul-crushing it is to work in government communications.

The point is, take a good look at your values, interests, personality and skills, assuming you still have any of these things left after years working on things you don't actually care about.

Human-resources professionals refer to these as "VIPS," largely because they did not try hard enough in high school to get into a good university program like engineering or accounting, and now they have to pretend to care about career-related acronyms and mandatory workplace team-building exercises.

The public service is loaded with these helpful people, who prefer to be called -- I swear I am not making this up -- "strategic human resource professionals," so as to better put high school behind them.

They seem nice to me, and plenty busy planning lunchtime seminars nobody wants to attend. I mean, obviously, except for people young and/or dumb enough to believe attending workplace seminars on neurodiversity and moose and whatnot is the way to get ahead in your career.

They desperately send emojis of clapping hands and hearts during the seminars, and make sure to be seen texting "Thanks!" a lot. I also do this, but I do it about four hours after the seminar ends and everybody has gone home.

Today, strategic human resource professionals have to be on the lookout for employees who engage in a relatively new workplace trend called "quiet quitting."

This is when employees only do the minimum requirements of their jobs, without working unpaid overtime or going above and beyond like we all did in the 1990s. Remember the 1990s, when AI was just a made-up threat in science-fiction movies, not a real threat to people's jobs and the economy? I'M JUST ASKING QUESTIONS.

Practitioners of quiet quitting say they are setting boundaries to prevent burnout and combat "hustle culture," which is the belief that relentless work, long hours and prioritizing professional achievement is worth it, despite all evidence to the contrary.

Sometimes it's described as "acting your wage," and sometimes as "acting like dirty commies," depending on your perspective.

I would like to recommend quiet quitting over starting a new career, which requires you to pretend you have a lot more enthusiasm than aspirin and scotch provides, and also to lie theatrically on a newly made-up résumé.

I have been quiet quitting for years. This comes out in various ways, such as giggling when my manager says: "I want you to own your projects," and never walking all the way to the staff washroom when Colin's office plant is right there, looking thirsty.

When writing speeches, I always refer to the minister as "Doug," regardless of his/her real name and cabinet position. I also refuse to spellcheck anyth47g I writed.

Quiet quitting is more common than you might think if you were raised by baby boomer parents. A 2023 Gallup report found that 59% of the global workforce could be considered quiet quitters.

You're not alone after all. more

Career development

1w

Recruiter Reveals Biggest Interview Mistakes Candidates Still Make

A recruiter's viral Reddit post has sparked widespread discussion online after revealing how candidates often damage their chances in job interviews by being "too honest" instead of giving polished, strategic answers.

The post, titled "Things recruiters know you're lying about in interviews (and honestly we expect it)," was shared on the popular subreddit r/recruitinghell. In the lengthy... explanation, the recruiter argued that interviews function more like sales conversations rather than completely transparent discussions, meaning candidates are expected to carefully present themselves instead of sharing every blunt opinion.

One of the biggest mistakes, according to the recruiter, involves speaking negatively about former employers. Candidates who openly criticised toxic managers, poor office culture, or workplace conflicts often unintentionally created doubts in the minds of recruiters. Even when the complaints were genuine, interviewers sometimes viewed such responses as warning signs about how the person might behave in future workplaces.

Instead, the recruiter advised candidates to frame their job changes around growth opportunities, professional learning, career progression, or the desire for greater responsibility.

The post also touched on salary negotiations. The recruiter claimed many companies ask about previous compensation levels to maintain lower salary offers, especially if candidates were underpaid in earlier jobs. Applicants were encouraged to focus discussions around current market value, experience, and skills instead of relying solely on past salary figures.

Another commonly discussed topic involved the famous "Where do you see yourself in five years?" question. According to the recruiter, employers are not necessarily expecting a perfect life plan. Rather, they look for signs of ambition, stability, and commitment to long-term professional growth.

The recruiter further argued that highly talented candidates often undersell themselves during interviews. Many describe their achievements as pure luck or only as team efforts, while less qualified applicants frequently present themselves with far greater confidence.

"A resume is marketing, not autobiography," the recruiter wrote, explaining that resumes are designed to secure interviews rather than document every single career detail.

The post quickly gained attention online, with users sharing personal interview stories. One user wrote that people often say "insane stuff" during interviews, recalling a customer support candidate who answered "I hate people" when asked about his biggest weakness.

Another user admitted struggling with self-confidence during interviews due to being taught from childhood that bragging was wrong. Several commenters agreed that many professionals unknowingly downplay their own accomplishments.

The discussion highlighted how modern hiring processes often reward candidates who know how to position themselves effectively rather than those who simply reveal every detail with complete honesty. more

2

Tony Briscoe
5
10h
Integrity is everything. Oversharing…. That’s a problem. Lying, unacceptable.

James Petchett

Career development

1w

Hi! I recently became the manager of the courier department and everything has been going well. But last week we hired a new courier and he keeps coming to work with his dad. His father tries to get involved in everything and control the work process. I understand he cares about his son, but it’s starting to bother me. How can I politely tell him not to come to our office anymore and not to stick... his nose into our work? Thanks more

1

Tony Briscoe
10h
That’s a liability. Have a conversation with him and see if his dad needs a job and wants to work. If he doesn’t then tell him don’t come back based... on company policy. more
peter elweu
5d
May be you hired a baby. Just lay off the baby.

Career development

1w

Chicago woman asked a hiring manager about diversity. Then the manager refused to answer and told her 'we'll get back to you in a couple days'

Job hunting is a struggle, and as Chicago resident Suz Ballout just shared on TikTok, the interview process can sometimes be the test that leads to burnout. After navigating a series of scheduling nightmares, she found herself in a bizarre, dismissive final interview that Ballout declaring, "I'm gonna just stop looking for a job." If the comments are anything to go by, her story resonates with... everyone tired of the repetitive, often soul-crushing nature of modern jobs.

Ballout described her first interview as amazing. They obviously agreed since she got an email 10 minutes later to schedule a follow-up. Meeting that district manager was easier said than done. It wasn't just about the 4 attempts to schedule the meeting; it was the three no-shows. In that third time, she got a call, after she left, to meet hours later, and when he finally showed, she said she "immediately [did] not like this guy's vibe."

Would you like to know what makes this process even more hilarious? She was interviewing for a role at a weed dispensary. He asked the standard questions and then asked for her concerns. Rightfully, she mentioned the communication. He straight-up ignored that and asked for her next question. She was a little taken aback and then, out of curiosity, asked, "What do you do for diversity for your company? What do you do for people of color?" Yeah, that didn't go down well.

The response was jarring to say the least. The manager told her "that's like not really a discussion that I wanna get into right now. Um, I would just be too long. Um, but anyone who comes in here with any background, uh, can get promoted."

After that response, as you would expect, the manager finished the interview by saying they had other candidates and would be in touch in a couple of days. Ballout of course, could read the writing on the wall, so she called the first manager to pull her name from consideration.

While Ballout's experience feels personal and frustrating, it touches on a much larger, systemic issue regarding how companies handle diversity, equity, and inclusion. A study from Stanford Graduate School of Business, highlights a major disconnect between corporate rhetoric and actual internal change. After analyzing 1,300 DEI-related controversies, they found that even when companies face public backlash, their efforts to improve diversity are often surface-level.

According to the report, most companies respond to controversies by modestly increasing hiring, but almost exclusively in lower-paid, junior, or non-core back-office roles. However, companies are not just failing to promote diverse talent. The study found that turnover increased among women and people of color.

The researchers called it "DEI washing." Companies ramp up their diversity-related language on social media and in corporate reports without making meaningful structural changes. As the lead researcher points out, firms often rely on slogans like "people are our greatest asset" but don't commit to it in practice. Then, they face similar controversies the next year. Unfortunately, it echoes Trump's push to cut DEI programs for being 'woke' or to deem them illegal.

TikTok agreed. Users shared their own horror stories, ranging from hiring managers hiding in the back room to avoid onboarding new hires to companies using AI to psychoanalyze candidates based on text-based interviews. For many, the process feels like a complete waste of time that leaves them feeling undervalued.

As one commenter, HRene, wrote, "I am so tired of applying and not hearing anything. It makes me feel worthless and sad. Like I am not good enough despite my years of experience." more

6

Tony Briscoe
5
10h
I can learn about diversity after I get the job. If I don’t feel like it’s a good fit I can leave or work from within to influence and help shift... culture.

I am not minimizing its importance but if you do true OSINTing you can find out culture through research. This will help you avoid wasting time applying for a job based solely on description and salary. Being intentional is everything. more
Ezekiel Kayanja
6d
Hiring managers need sensitization but also candidates should go to interviews with unbiased mind due to their skin colour.

Career development

10h

How Your Outfit Affects First Impressions

First impressions are formed in just a few seconds, and your outfit plays a major role in shaping how others perceive you. Whether it's a job interview, a social event, or a casual meeting, what you wear often communicates before you even speak.

Clothing sends signals about your personality. A well-dressed appearance is often associated with confidence, discipline, and attention to detail. On the... other hand, unkempt or mismatched clothing can unintentionally create a negative impression, even if your skills or personality are strong.

Colors also influence perception. For example, darker shades like navy or black are often linked with authority and professionalism, while lighter colors can create a more approachable and friendly image. The right color choice can subtly shape how people respond to you.

Fit and grooming are equally important. Even expensive clothes may look unimpressive if they don't fit properly. Well-fitted outfits show effort and awareness, which can positively influence how others judge your overall presence.

Context matters a lot. Dressing appropriately for the situation -- whether formal, casual, or semi-formal -- shows social awareness. Wearing the right outfit for the right occasion helps build trust and credibility.

Cultural and social environments also play a role in fashion perception. What is considered stylish or appropriate can vary depending on location, industry, or group, so adapting your style is important for making a good impression.

Your outfit also impacts your own confidence. When you feel well-dressed, you naturally carry yourself better, speak more confidently, and engage more positively with others. This self-confidence further strengthens the impression you leave.

Ultimately, your outfit is not just about fashion -- it is a form of communication. Dressing thoughtfully helps you express your personality, build trust, and create a strong first impression in both personal and professional life. more

Hussaini Abdulhaleem

Career development

1d

i am a computer science graduate for upto two years now i dont have a job, i have been applying and applying, but nothing has come out of it🤦🏾‍♂️

Tony Briscoe
5
11h
Tech is challenging. I work at a university. If you don’t have AI under your belt I highly recommend you take the free classes by Anthropic. It will... get you started and you can leverage your book knowledge to create a solution. As an engineer, don’t think about working for anyone. You have the ability to solve problems. Start small business solutions, do some volunteer work to build your experience. Work on getting your first two to three clients and you will expand from there. more
1

Anonymous member

Career development

3d

I'm getting really frustrated with these companies and their rejected form letters. I have 21 years of video production experience, including video editing. I've sent hundreds of resumes over the last two years complete with links to my portfolio on YouTube, TikTok, and now Vimeo. As they can see by looking at those links, I produce professional-quality work. I know Final Cut Pro like the... back of my hand, and I've utilized Adobe Photoshop and Final Cut's Motion, so I'm also a graphic artist. Yet all I get is form letters turning me down for employment, and I can barely get an interview. I don't understand with all this experience. I recieved this experience while incarcerated, so I wonder if it's due to me being formerly incarcerated and in my 50s. Can somebody prove me wrong, because I have a lot of experience in this field and don't understand being passed up after being on the outside exactly two years as of tommorrow? more

4

Tony Briscoe
11h
I suggest Fivrrr or Upwork. It’s a tough market with so many AI tools doing large portions of the work. Look for opportunities in houses of worship... that stream or universities. more
peter elweu
16h
It’s likely because of first your age, second your previous incarceration. If you can start your own thing or better off work as an online freelancer,... it’ll save you from all the stress. more