Career development

 3d

The US job market is in limbo -- and it's quietly prolonging people's job searches


You may be desperate to quickly get a job, but hiring managers aren't feeling the same pressure.

It's easier to apply to jobs, but employers are taking longer to fill openings. From sales positions to tech jobs, the lengthier hiring process is across the board. The reward from job switching has also been waning; wage growth has slowed as employers aren't as worried about finding talent.

Cory... Stahle, an economist at the Indeed Hiring Lab, said the job market is in limbo as unemployment inches up, job postings are around pre-pandemic levels, and year-over-year growth in advertised wages on the job-search platform has cooled to over a five-year low.

More people are job searching than there are openings. People waiting for a dream role may have to settle or shift their perspective.

"Longer hiring times, paired with muted overall hiring activity, suggest that finding a job may prove difficult for many job seekers in 2026," Stahle said.

Stahle said macroeconomic conditions affect how long it takes to hire. Uncertainty, less urgency than in the pandemic recovery and Great Resignation years, and a qualifications mismatch could be why it's taking longer.

Stahle said many people voluntarily quit their roles in 2021 and 2022, likely leading employers to create job postings to backfill those gigs. The quits rate dropped from 3% in March 2022 to 2% this past November, suggesting workers are less confident about finding something new.

When employers aren't desperate to fill a spot, hiring decisions could take longer. Stahle said employers can "wait for the 'perfect' candidate" when they're looking to expand their head count, rather than just backfill.

The average time it takes for a posting to become a hire climbed to 49 days in August, the highest since early 2019. Stahle said the rise in the spring and summer could've been due to continued uncertainty, such as with trade policies.

"Some of that uncertainty has waned since, but hiring timelines remain longer than they were at the start of 2025," he added.

While employers can wait for their dream employee, job seekers might not have time to find their ideal role.

"Any offer is much harder to come by in this environment versus a couple of years ago, when there was a lot more power in the hands of the worker," Nicole Bachaud, an economist at ZipRecruiter, said.

Indeed's data showed the average time for a posting to turn into a hire varies by job group, but it's taking longer than it did a few years ago across the board.

For tech occupations, the three-month moving average has increased from 42 days in March 2021 to about 57 days this past November. For food and beverage jobs, the average number of days surged in 2025, from about a month to about 51 days in September and October.

Healthcare has been prominent in job market data because of its job growth. Indeed's data showed healthcare postings are taking longer to become a hire than a few years ago. These gigs can require specific skills and education, which Stahle said could make it harder for employers to find what they're looking for and employees to get hired.

Meanwhile, Stahle said there could be more applicants than jobs actually being filled for occupations with weak hiring.

"In that case, it's reasonable to assume that time-to-hire may increase further as employers take more time to weed through a larger pool of candidates and may feel like they can take their time in the process," he said.

Stahle doesn't see the cooling job market stopping soon, given economic uncertainty.

Unemployed job seekers may need to take a role that doesn't cater to all their ambitions.

"A job with lower pay is better than no job with no pay," Bachaud said. "We're seeing a lot of drive from necessity."

That doesn't mean you have to take a job you hate. Bachaud said to find a job where you think you would be comfortable with the day-to-day routine and who you work with.

"There still are opportunities to find places that offer meaningful work and offer consistent and good work-life balance and benefits, and those things that workers are really driven toward," Bachaud said.

Talking to your network or developing one can be helpful when many people are trying to get hired. Lisa Simon, the chief economist at Revelio Labs, said to lean on connections like a referral since so many people will tailor their application materials to the job posting, with or without the help of AI.

"The thing that is going to get you to the front of the line when jobs are scarce is interpersonal relationships with people who are willing to go above and beyond and expend political capital to help you," communication coach Dorie Clark previously told Business Insider. more
1   

  • James Anderson

    Pro
    13
    7h

    This is true. AI is replacing large amounts of people all at ince. This will surely constipate the hiring process. Consider a franchise, or starting... your own business. Being your own boss puts you at the too of the company hierarchy- no more layoffs for you. more

Career development

 2d

Why a Quick Pause Before Answering Makes You Seem More Thoughtful (And What It Signals)


It was a job interview like any other. The candidate, sharply dressed and resumé gleaming, sat across from the hiring manager. Every question was met with a half-second pause -- not too long, but just enough to evoke a quiet sense of intention. After the interview, the manager remarked, "He seemed really thoughtful. I liked that he didn't rush to respond." That candidate later got the job. Not... because he had the most experience, but because he seemed like he really thought before speaking.

This seemingly small behavioral cue -- pausing before answering -- has outsized influence on how people perceive intelligence, empathy, and credibility. In fact, research and behavioral psychology suggest that short pauses convey far more than hesitation; they signal deliberate thinking, composure, and confidence. While we often associate speed with knowledge, it turns out that a well-timed pause can be even more powerful in communication.

The way we respond to questions -- whether in professional meetings, interviews, or casual conversations -- has a major impact on how we're perceived. A new look at social psychology reveals that silence can actually speak volumes. So what exactly happens when someone pauses before responding, and why does it make them seem more thoughtful?

Why we judge people based on their response timing

The psychology behind pauses in conversation

Human communication is filled with subtle signals beyond words. One of the most impactful, yet overlooked, is the **brief pause before a person answers a question**. According to cognitive psychologists, the brain goes through a process anytime we are asked something -- quickly scanning memory, calculating risk, and shaping our response. Those who take even a second or two to respond appear genuine, while instantly delivered replies often come across as rehearsed or flippant.

A behavioral study highlighted in recent findings shows that when a person pauses briefly before speaking, observers rate that individual as more reflective, credible, and trustworthy. These reactions happen subconsciously. This is especially true with **complex questions**, where a rushed or overly confident reply can seem dismissive or shallow.

"In communication, a short pause is often registered not as uncertainty, but as insight gathering."

-- Dr. Amanda Stein, Cognitive Behavioral Scientist

What makes a pause meaningful and not awkward

Not all silences are created equal. The distinction between a thoughtful pause and an uncomfortable silence often comes down to duration and context. Experts suggest the **1-2 second window** is the sweet spot for appearing thoughtful without creating tension. Shorter pauses may go unnoticed, while longer ones can signal indecision or discomfort -- unless matched with confident body language.

Another important factor is tone. A pause that's followed by an assured, well-structured response holds far more weight than one followed by a hesitant or mumbled reply. This is why skilled speakers -- from CEOs to TED Talk presenters -- consciously incorporate brief, purposeful pauses into their delivery.

"When you pause, you're not just delaying a response. You're making space to show that your words matter."

-- Jordan K., Executive Speaking Coach

How this plays out in interviews and negotiations

In high-stakes conversations like job interviews, negotiations, or media briefings, how and when you respond can change the outcome. Recruiters often interpret quick, too-smooth replies as well-rehearsed -- or worse, dishonest. In contrast, a brief moment of reflection signals someone who is authentic and careful with their words.

In negotiation settings, pausing before speaking achieves a dual effect: it shows you're considering all sides while subtly compelling the other party to fill the silence -- often offering more information or better terms. This gives pause-users an **upper hand**, because they appear in control, unpredictable, and confident.

Using pauses to influence audience perception

In public speaking, using well-placed silences is a known technique to hold attention and emphasize key points. Speakers who pause before delivering important insights draw the audience in, signaling that the next words matter. This builds suspense, boosting engagement and retention of information. It's a tactic used by everyone from politicians to educators.

Even in everyday discussions, a moment of stillness can prompt listeners to engage more fully. A person who doesn't rush to fill every gap with noise seems more confident -- and having something worth waiting for.

How to train yourself to pause naturally

If you're not used to it, pausing before answering may feel awkward at first. Fortunately, like any skill, it can be developed with intention. Start by giving yourself permission not to jump in immediately -- recognize that **silence isn't a vulnerability**, it's a communication strength.

Simple strategies to practice

* Take one deep breath after hearing a question.

* Mentally repeat the question to buy time and clarify understanding.

* Use brief filler phrases like "That's a good question" to create natural pause.

* Record your conversations and observe the pacing.

* Watch skilled speakers and note how they use pauses to great effect.

"The pause is not the absence of voice -- it's the power of conscious thinking made visible."

-- Priya Shah, Communication Expert

Knowing when not to pause

There are exceptions to every rule. In crisis response or emergency situations, hesitation may be interpreted as a lack of leadership or preparedness. Similarly, in rapid-fire interviews, overusing pauses can make you seem slow to process information. The key is to **navigate intensity and context**: use thoughtful pauses in reflective, strategic settings, and quick responses where agility and urgency are expected.

Final reflections on the power of pause

In a world driven by immediacy and instant replies, taking a beat before speaking sets you apart. That simple pause you build into your response -- the moment of intentional quiet -- tells others you are not just hearing, but truly listening and thinking. Whether you're aiming for a leadership role, negotiating a deal, or just building better conversations, letting your mind breathe before your mouth speaks can become your greatest asset.

Frequently Asked Questions

Why does pausing before answering make someone seem more intelligent?

Because it suggests they're carefully considering their reply, which signals deeper thinking to observers.

What is the ideal pause length to appear thoughtful?

Usually 1-2 seconds. Long enough to register as a pause, but not so long that it feels awkward or passive.

Is pausing before answering effective in job interviews?

Yes, especially when answering complex or behavioral questions. It shows intentional thinking and honesty.

Can too much pause make you seem uncertain?

Yes. If pauses exceed 3-4 seconds consistently, it can start to look like indecision. Balance is key.

Do pauses affect how trustworthy someone seems?

Yes. People who pause are often seen as more sincere and authentic than those who answer too quickly.

How can I practice pausing naturally?

Try repeating the question in your mind, breathe before replying, and observe how speakers you admire use silence.

Are pauses useful outside of speech, like in writing or emails?

While literal pauses don't apply, using clear, spaced-out messaging and short breaks between ideas can achieve a similar thoughtful tone.

Should I tell people I'm pausing to think?

It's not necessary. The pause itself already signals you're thinking. Let your considered reply speak for itself. more
1   

Anonymous member


Career development 2d
Hi! Has anyone had this happen before? I didn’t get a job as an accountant/cashier at a big company because they said I’m not trustworthy.
It’s true I’ve had a few small fines for bad parking, smoking in a public place and my neighbors complained once about loud music when I was celebrating my birthday.
But can they really refuse to hire me for stuff like that? And how did they even find out? I... thought only the police could have that information. Should I sue the police for sharing my private information?

 more

  • James Anderson

    7h

    Your activity record is how you will be judged by any good company. Your infractions, while short of a felony, imply you have judgement issues. Were... you not educated to watch your behaviors, as is occurring in this world, because they are likely to end up on social media? more

  • Uma Aggarwal

    21h

    You are talking as if you already had rights before you were hired. It is pretty common for companies to do background checks and they can check any... public information including social media. You have mentioned some bad choices but we do not know if you are competent for the job. And they have to judge if you will fit in well. Your talk about suing 9shows you have no regrets about past behavior. Think long and hard. If people think you have remorse for past behavior and want to put your head down and get to work, they might give you a chance. Right now I would not take a chance with you either. Get some counseling from people you respect and make yourself acceptable to the employers. These are harsh words but at the current attitude, you need them and should heed them. Good luck. more

Load more...

Jimmie Opakovsky


Career development 1d
I’ve been working at a karaoke bar for a couple of weeks, and honestly, drunk people are driving me nuts. They can’t sing or carry a tune, but they still scream through songs and ruin them. Every day it’s getting worse. Do you think I’ll ever get used to it, or should I just quit and find something else?

2   
Load more...

Career development

 14h

Talentee announces Nova, an AI-based platform for live audio job interview practice


New York, NY, USA, February 8th, 2026, FinanceWire

Talentee today announced the launch of Nova, a sophisticated AI-powered interview coach designed to bridge the gap between candidate skill and interview performance. As global data reveals that 85% of candidates fail interviews due to stress rather than a lack of qualifications, Talentee is introducing a real-time voice solution to simulate the... high-stakes environment of professional hiring.

The Problem

According to Talentee, professional coaching currently costs $150-$300 per hour, while practicing with friends can be awkward and ineffective. Although 85% of graduates consider using AI for job preparation, current text-based apps do not simulate the pressure of a real interview.

How It Works

Nova conducts live audio conversations that adapt in real time based on user responses. The system analyzes speech patterns, response structure, and content quality to deliver actionable feedback. Users can practice behavioral interviews, technical questions, case studies, and salary negotiations.

Unlike chatbots or scripted tools, Nova responds naturally to what users actually say, creating authentic pressure that builds real-world confidence.

Key Features

* Live audio conversations -- no typing, just talking

* Adaptive AI that responds to actual answers

* Instant feedback on content, structure, and delivery

* Multiple interview formats: behavioral, technical, case study

* Practice anytime, anywhere -- available 24/7

* Affordable alternative to expensive human coaching

Target Audience

* Students and recent graduates preparing for their first job interviews

* Professionals seeking career changes or promotions

* Non-native speakers practicing professional communication

* Universities and career centers seeking scalable coaching solutions

Availability

Talentee is completely free for a limited time.

Users can try Nova now at: https://talentee.ai

About Talentee

Talentee democratizes access to professional interview preparation through AI-powered live audio coaching. more

Monica Hills


Career development 5d
Hey everyone! I’m a mom on maternity leave. I’ve been home for a year already. My job was expecting me to come back on March 1, but I’m pregnant again and told them I’m going on maternity leave again, so I won’t be returning yet.
They said I can stay home for 4 more months and then that’s it, otherwise they’ll fire me.
Is that even allowed? Can they fire someone who’s pregnant and on maternity... leave? Thanks!

 more
4   

  • Steward Tony Pacheco

    18h

    Of course they can because you have proved to your employer that you have settled for another opportunity "Mothers Hood". Its not their business model... to enhance your bloodline within their profit margin. They helped once and that was above and beyond.  more

  • Jullie Wright

    22h

    Read your handbook. Th answers are usually in there.

    1
Load more...

Career development

 1d

The Hardest Path to March: Kentucky's Remaining Schedule Can Secure Its Spot in March Madness - TheLevisaLazer.com


Kentucky's Bubble Reality Makes Every Remaining Night CountSports Illustrated -- "Kentucky has toughest remaining schedule in college basketball"ESPN BPI's SEC-Wide Brutality Shows Kentucky Isn't Alone -- But It Is FirstQuad 1 Math Turns Road Danger Into Selection Committee GoldKenPom Projection Adds Stakes: 9-9 SEC, Eighth Place, and No CushionVolatility TrackerUK Athletics -- Official Kentucky... Wildcats Men's Basketball 2025-26 ScheduleUK Athletics -- Remaining Dates, Times, and NetworksClosing Road Tests at Auburn, South Carolina, and Texas A&MHome Pressure Games Against Tennessee, Vanderbilt, and FloridaSEC Tournament (March 11-15) Is the Final Lever, Not the First Plan

Kentucky's route to the 2026 NCAA Tournament isn't going to be paved with soft landings. It's going to be steep, loud, and packed with ranked opponents -- often away from Rupp Arena. The twist is that the Wildcats' brutal closing stretch in the SEC can double as a résumé-building gift: the kind of schedule where one or two signature wins can turn a nervous bubble team into a selection-night lock.

Kentucky doesn't need anyone to explain that the margin for error is shrinking -- it's living it. The Wildcats have been uneven, and the pressure is amplified because the SEC doesn't give you many quiet weeks to regroup. A tough remaining slate can feel like punishment, but for a program with Kentucky's brand and talent, it also means opportunities come pre-packaged. Beat good teams in tough environments and the selection committee has to listen. Lose the wrong games, and the slide can get fast. That's why Kentucky's final stretch matters more than most: it offers immediate, high-value proof.

Sports Illustrated explicitly frames Kentucky as "on the bubble in NCAA Tournament projections," and that language matters because it sets the stakes for every remaining game. Kentucky is no longer playing for comfort -- it's playing for clarity. Every night now functions as a résumé checkpoint rather than a routine conference date.

Sports Illustrated didn't hedge: it called Kentucky's remaining schedule the toughest in the entire sport, citing ESPN's BPI analytics. That kind of label isn't just internet seasoning -- it shapes how every upcoming result is interpreted. When your remaining opponents are strong, your wins carry heavier weight, and even competitive losses can be evaluated differently than they would be against weaker schedules.

The article also puts hard numbers on Kentucky's current spot at the time of publication, noting the Wildcats were 11-6 overall and 2-2 in SEC play. The backdrop is blunt: progress must happen fast. ESPN BPI analytics place Kentucky at No. 1 nationally in remaining schedule difficulty, meaning no other team in the country faces a more demanding closing stretch.

The ESPN BPI data cited by Sports Illustrated highlights something bigger than just Kentucky: the SEC as a whole is a pressure cooker. According to the article, "The SEC has 16 of the top 19 toughest remaining schedules in college basketball (per ESPN BPI)." The list begins with No. 1 Kentucky and continues with No. 2 Purdue, No. 3 Vanderbilt, No. 4 Arkansas, No. 5 Oklahoma, No. 6 South Carolina, No. 7 Georgia, No. 8 Mississippi State, No. 9 Tennessee, and continues beyond that.

This matters because it means résumé volatility is baked into the league. Teams will trade wins, rankings will shift weekly, and standings will tighten. Kentucky's position at the top of that difficulty list ensures its résumé will be judged through a different lens than teams coasting through lighter finishes.

One of the most critical details in the Sports Illustrated analysis is Kentucky's current Quad 1 record. At the time of publication, the Wildcats were 2-5 in Quad 1 opportunities. That number sits at the heart of Kentucky's selection anxiety because Quad 1 wins are one of the committee's most trusted résumé markers.

The good news is opportunity volume. Sports Illustrated explains that Kentucky is likely to be "fluctuating on and off the bubble from now on," largely because so many Quad 1 chances remain. Kentucky's next four road games alone are against ranked teams: No. 24 Tennessee, No. 10 Vanderbilt, No. 17 Arkansas, and No. 19 Florida. Those games aren't just difficult -- they're résumé accelerators if Kentucky capitalizes.

KenPom's projection adds another layer of urgency. According to Sports Illustrated, KenPom projects Kentucky to finish 9-9 in SEC play, good for eighth place in the conference. That's not a disaster, but it's also not comfortable. A .500 SEC record leaves little margin for error, especially in a league as deep as this one.

Sports Illustrated also emphasizes that the SEC race is extremely tight, meaning Kentucky's final position will be influenced by both its own results and how other teams around it perform. One unexpected upset elsewhere can reshape standings, seed lines, and résumé comparisons almost overnight.

Bubble teams live in the swing space between hope and panic, and Kentucky fits that description perfectly right now. With a remaining schedule stacked with ranked opponents and Quad 1 chances, the Wildcats' tournament outlook can change rapidly.

Some March Madness sportsbook promos sites are also offering insights into how single critical wins or losses could swing Wildcats' chances dramatically in real time. That volatility mirrors what Sports Illustrated describes -- Kentucky moving "on and off the bubble from now on," with every high-profile result reshaping perception almost immediately.

UK Athletics provides the broader context behind why Kentucky's path is so demanding. The official release notes that Kentucky scheduled 21 regular-season games against NCAA Tournament teams from the previous year, including seven Sweet 16 teams and five Elite Eight teams. That slate also includes two matchups against the defending national champion Florida Gators.

Those scheduling decisions weren't accidental. They raised Kentucky's national profile, increased exposure, and created a résumé capable of surviving losses -- as long as wins come against quality opponents. The SEC portion of the schedule represents the most concentrated stretch of that strategy.

The printable schedule shows exactly how compact and demanding Kentucky's finish is:

Late tip-offs, travel-heavy weeks, and shifting television windows add another layer of difficulty beyond opponent quality.

Sports Illustrated Remaining-Schedule List Shows No Breathing Room

Sports Illustrated lays out Kentucky's remaining opponents in sequence, and the takeaway is simple: there is no soft patch. The list includes road trips to Tennessee, Vanderbilt, Arkansas, Florida, Auburn, South Carolina, and Texas A&M, along with home games against Tennessee, Vanderbilt, and Florida.

The article also notes that Kentucky has eight games remaining against ranked conference foes, acknowledging that rankings fluctuate weekly. That number alone explains why Kentucky's résumé could look dramatically different in either direction within a two-week span.

Three road games stand out as late-season résumé definers: FEB 21 at Auburn, FEB 24 at South Carolina, and MAR 3 at Texas A&M. All three come late enough to linger in committee memory and carry national visibility through ESPN and SEC Network broadcasts.

Wins in those environments would immediately strengthen Kentucky's case without requiring help from elsewhere. Losses, especially lopsided ones, would tighten the margin heading into Nashville.

Kentucky's remaining home games aren't quiet tune-ups. FEB 7 against Tennessee, FEB 28 against Vanderbilt, and MAR 7 against Florida all come with ranked-opponent weight and late-season urgency. UK Athletics specifically highlights the two Florida matchups as part of its national scheduling emphasis.

Protecting Rupp Arena in these games would stabilize Kentucky's résumé and reduce reliance on the SEC Tournament to secure a bid.

The SEC Tournament runs March 11-15, with times and matchups still to be determined. While a strong showing can improve Kentucky's seed or erase doubts, relying solely on Nashville is risky in a league this deep.

If Kentucky handles enough business during the regular season, the SEC Tournament becomes a résumé enhancer instead of a desperation play. Given the difficulty of the remaining schedule, the Wildcats will arrive either battle-tested -- or already decided -- by the time postseason play begins. more

Career development

 6d

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


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

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

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

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

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

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

1. NOT RESEARCHING THE COMPANY OR ROLE

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

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

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

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

2. WEAK, VAGUE ANSWERS AND POOR SKILL COMMUNICATION

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

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

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

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

3. POOR PROFESSIONAL ETIQUETTE AND BODY LANGUAGE

Professional behaviour strongly shapes first impressions.

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

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

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

4. NOT ASKING QUESTIONS OR SHOWING GENUINE INTEREST

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

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

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

5. DISHONESTY OR EXAGGERATING SKILLS (AND PHONE USE)

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

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

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

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

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

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

Interviews reward preparation, and the data proves it. more
12   
Load more...

Maria Irgens


Career development 1w
I work as a hotel cleaner and suddenly lifted a box of bottled water (we put 2 bottles in each guest room). I pinched a nerve in my back and can barely walk, even though I’m getting pain-relief injections. I stayed home for 5 days and yesterday I went back to work, but I can’t lift anything and hardly move.
Management doesn’t believe I’m in that much pain. They say I’m lazy. I really can’t work... and I’m afraid I’ll be fired. The doctor said five days should be enough to feel better. What should I do?

 more
1   

  • perpetual Nduthu

    1d

    hey
    have an an x-xray of the back done to confirm on the status of you back

  • David Emuk

    3d

    It's a pity for the injury you sustained at work and such are common in manual labor jobs. My advise is that you could either request for... re-assignment of a lighter task which may not involve lighting weights or ask for a working tool possibly a trolley or cart to help you do the work seamlessly with the aid of your colleagues.  more

Load more...

Career development

 1d

The issue of Artificial Intelligence use in job interviews


Have you ever sat on an interview board and the candidate facing you is just too good to be true? In the age of AI and online interviewing, the reality is that more candidates are using AI tools to impress or even fool interviewers into giving them the job. Bobby is joined by Sinead English, Founder and CEO of HILT, to look at both sides of the recruiting equation and to explore how common this... scenario is becoming. more

Career development

 1d

🥳Saturday Bonus Cartoons


Welcome to another week in America, where the First Amendment is treated like a suggestion, elections are apparently a franchise opportunity, and the robots are polishing their résumés.

Let's start with the presidential social feed, which now doubles as a middle-school group chat. This week, Donald Trump shared a video depicting the Obamas as apes, because nothing says "Make America Great Again"... like recycling the most tired, racist trope in the history of the internet. We are now governed by a man who posts like a banned commenter trying to claw his way back onto Facebook.

Meanwhile, over at The Washington Post, more layoffs rolled through the newsroom as Jeff Bezos continues his delicate balancing act of trimming journalists while tiptoeing around the White House. Democracy dies in darkness, but it also downsizes in broad daylight.

Not content with social media antics and newsroom shrinkage, Trump is now openly musing about "nationalizing" elections, despite that pesky Constitution thing that gives states the power to run them. Apparently "states' rights" was always just a limited-time offer (and only if you had an "R" next to your name). If you lose an election, simply declare yourself head of voting. It's bold. It's innovative. It's also how you'd expect a casino operator to interpret federalism.

And just as we're trying to keep up with the human chaos, AI is quietly replacing actual humans in newsrooms, offices, studios -- everywhere. The bots are writing copy, generating art, analyzing data, and, at this rate, will soon be explaining to us why we no longer have jobs. The future of work is here, and it doesn't need health insurance.

So here we are: racist memes from the Oval Office, shrinking independent journalism, federal fantasies of election control, and machines auditioning to take our livelihoods. If this feels like a stress test for democracy, that's because it is. more

Career development

 1d

How Interview Boards Assess Awareness


Awareness is a critical parameter in interviews across competitive examinations, campus placements and professional job interviews. Interview boards assess awareness to understand how informed, observant and engaged a candidate is with their field, society and the world around them. It reflects not just knowledge, but also curiosity, judgment and the ability to connect information logically.

What... Does "Awareness" Mean in Interviews

In an interview context, awareness broadly refers to a candidate's understanding of:

* Current affairs and recent developments

* Industry or domain-specific trends

* Organisational knowledge related to the job role

* Social, economic and policy issues (especially in competitive exams)

* One's own academic background, work experience and surroundings

Interview boards do not expect encyclopaedic knowledge. Instead, they assess clarity of thought, relevance and perspective.

Key Areas Where Awareness Is Tested

Current Affairs and General Awareness

Interviewers often ask questions related to recent national and international events, government schemes, economic developments or technological advancements. The focus is on whether candidates can explain issues in simple terms and express informed opinions rather than memorised facts.

Subject and Academic Awareness

Candidates are expected to be well-versed with their graduation subject, optional subjects or specialisations. Interview boards assess whether applicants understand core concepts, recent research, policy implications and practical applications of their field of study.

Professional and Industry Awareness

For job interviews, awareness about the industry, competitors, market trends and challenges is crucial. Candidates who demonstrate knowledge of the organisation's work, values and recent initiatives are often viewed as more serious and prepared.

Situational and Social Awareness

Interview boards may present real-life scenarios or ethical dilemmas to assess situational awareness. These questions evaluate how candidates perceive social issues, workplace challenges and human behaviour.

Self-Awareness

Questions related to strengths, weaknesses, achievements, failures and career goals help interviewers gauge how well candidates understand themselves. Honest self-reflection is considered a strong indicator of maturity and readiness.

How Interview Boards Evaluate Awareness

Interview panels assess awareness through:

* Follow-up questions to test depth of understanding

* Cross-questioning to check consistency in answers

* Opinion-based questions to evaluate clarity and balance

* Real-life examples to test practical thinking

* Body language and confidence while responding

A calm, composed and logical response often matters more than the "right" answer.

Common Mistakes Candidates Make

* Relying on memorised answers without understanding

* Giving extreme or rigid opinions

* Showing lack of awareness about their own background or resume

* Avoiding questions instead of admitting limited knowledge

* Overconfidence or unnecessary defensiveness

Interview boards appreciate honesty and learning attitude over guesswork.

How Candidates Can Improve Awareness

* Read newspapers and reliable digital sources regularly

* Stay updated with developments related to one's field

* Revise academic fundamentals and application-based concepts

* Reflect on personal experiences and lessons learned

* Practise articulating opinions clearly and concisely

Mock interviews and group discussions also help in improving awareness and expression.

Why Awareness Matters to Interviewers

Awareness indicates that a candidate is:

* Curious and proactive

* Capable of independent thinking

* Adaptable to changing environments

* Ready to engage responsibly in professional or public roles

For competitive exams like UPSC, awareness reflects administrative readiness, while in job interviews, it reflects workplace preparedness.

Conclusion

Interview boards assess awareness not to judge how much a candidate knows, but to understand how they think, perceive and respond. A balanced mix of knowledge, perspective, humility and clarity helps candidates leave a strong impression. Developing awareness is a continuous process and plays a vital role in long-term career success. more

Career development

 1w

Should you fake your résumé and lie in an interview? This laid off employee's experience has the Internet talking


Hiring bias against resume gaps is driving a surge in "strategic deception." Job seekers now use "ghost companies" and stretched dates to bypass picky recruiters. While some bypass shallow background checks, the risk of "at-will" termination remains high. As AI-driven verification evolves, these shortcuts face a narrowing window. For many, lying is a desperate response to a broken, unforgiving job... market.

For millions of white-collar workers, the post-layoff job market has become less forgiving and far more selective. Since 2023, U.S. employers have cut hundreds of thousands of corporate roles across technology, media, consulting, finance, and professional services. According to data from Layoffs.fyi and the Bureau of Labor Statistics, professional and business services alone have seen repeated waves of reductions, while hiring standards quietly tightened.

At the same time, recruiters increasingly treat résumé gaps as red flags. Even short periods of unemployment can trigger automatic rejections. That reality has pushed some job seekers into uncomfortable territory. One recently laid-off employee says they falsified parts of their résumé, passed a background check without issue, landed a solid job, and now has no regrets.

The story, shared widely online, has ignited a fierce debate. Is résumé embellishment a survival tactic in a broken hiring system, or a dangerous gamble that could backfire later? The experience offers a rare look at how modern background checks actually work, what employers prioritize, and why job gaps have become such a career liability in 2026.

The employee described nearly two years of unstable work after multiple layoffs. Contract roles. Underemployment. Long stretches without steady income. Each gap made job searching harder, not easier. Recruiters asked fewer questions. Interview callbacks slowed. Rejections came faster.

Faced with dwindling options, the worker altered employment dates at a real company and listed a second company that sounded legitimate but did not formally exist. The listed projects and skills were real, drawn from previous roles. A basic website backed up the listing. The goal was simple. Close résumé gaps. Get past automated filters. Reach a human interviewer.

It worked.

A job offer followed. Then came the background check. The employee expected problems. None came.

Hiring data shows that résumé gaps now matter more than ever. Applicant tracking systems often flag unexplained gaps longer than six months. Recruiters, overwhelmed by high application volume, rely on shortcuts. Continuous employment has become a proxy for reliability, even in industries rocked by layoffs.

In practice, this creates a contradiction. Companies conduct mass layoffs. Then penalize workers for being laid off.

Economists note that unemployment stigma rises during uneven recoveries. While overall job numbers may stabilize, white-collar hiring remains cautious. Employers prefer candidates who appear "currently employed," assuming they are lower risk and already vetted by another company.

This bias has consequences. Qualified candidates get screened out before interviews. Long job searches become self-perpetuating. And some workers begin to believe that honesty costs them opportunities they cannot afford to lose.

The most surprising part of the story was the background check result. Despite the altered résumé, the check came back clean. No calls were made to verify employment dates or job titles. No one contacted the listed references. Even the fake company phone number never rang.

This aligns with how many background checks actually work.

For non-executive, white-collar roles, checks typically focus on criminal history and identity verification. Employers want to reduce legal and safety risk. They want to know if a candidate poses a threat to coworkers or the workplace. Employment verification, when done, is often limited to confirming that a company recognizes the individual as a former employee. Dates and titles may not be deeply scrutinized.

Credit checks are also less common than many believe. They are usually reserved for roles with direct access to company funds, sensitive financial systems, or fiduciary responsibility. Most office jobs do not meet that threshold.

Industry insiders say many background check firms rely heavily on automated databases and employer self-reporting. Manual verification costs time and money. In a high-volume hiring environment, depth is often sacrificed for speed.

That does not mean all checks are superficial. Some companies do conduct thorough verifications. Smaller firms and regulated industries may dig deeper. But the process is far less uniform than job seekers assume.

The story has divided opinion online. Supporters argue that companies misrepresent job stability, growth opportunities, and even role responsibilities. They see résumé manipulation as a defensive response to an unfair system.

Critics warn that falsification carries long-term risk. If discovered later, it can lead to termination for cause. It can damage professional reputation. It may create stress for employees trying to maintain a fabricated work history.

Employment lawyers note that consequences depend heavily on company policy and intent. Minor date adjustments are often treated differently than fabricating credentials or licenses. Still, the risk is real.

What the story ultimately highlights is not just individual behavior, but structural pressure. A hiring market that punishes unemployment, relies on automated screening, and values optics over context encourages distortion.

For many workers, the takeaway is uncomfortable. In today's white-collar job market, being honest is not always rewarded. Being continuously employed often matters more than being truthful about how hard the last few years have been. more
3   

  • Steward Tony Pacheco

    44
    1d

    Do Not Lie! Period.

  • Ayiki Francis

    4d

    If its the only option you may have to secure the job, then u can try lying however, the side effects weighs heavier

Load more...

Kira Merriweather


Career development 4d
What should I do? I used to work as a primary school teacher, but I couldn’t earn enough money there. So now I work as a private tutor. I help kids get ready for elementary and middle school. I make good money.
But my parents don’t understand why I left a government job with benefits and a future pension. I tell them it’s better to earn more now and save money for the future, but they still think... I should go back to school work.
They say I will spend all my savings anyway, and that without a pension I won’t have money when I’m old.
What should I do?

 more
2   

  • Steward Tony Pacheco

    1d

    Well if you just want to be comfortable for the rest of your life, stay with the teachers gig and get burned out like many others in that field, then... you will have a pension which may not cover your developed lifestyle.

    You could also make more money freelancing as a "ME.INC" trainer and consistently build a network that will sustain your earning potential throughout the course of your business building speaker career.

    Those titles are Trainer, Teacher, Coach & Speaker which command attractive fees but is a learning process. You Must Think Big, Not Safe.

    But that ball is in your court. Everything takes training and action. You don’t really need motivation because one can motivate an idiot and all they would have is a motivated idiot. Training is key and faith in your abilities as a sharer of ideas.

    Expand on what you know already and learn, not to teach curriculum, but to train others in leadership success. It’s another world but it also helps those who want to train today’s youth.

    I suggest John C Maxwell Leadership Training which is where I decided to connect
     more

  • Stanley Anderson

    1d

    Retiring is a luxury unless you have a pension, many or at least one dedicated offspring, or are high earning. It makes no sense to plan your work... around retirement when you need more money now. If you cannot retire, so be it. However, don't bank on using a pension when you have outstanding debts and other desires that will make you resent the little comfort you'll have when you are old.  more

Load more...

Career development

 3d

Career Expert Warns Workers To Lie About 5 Specific Things During A Job Interview


Have a job interview approaching and need some advice? Look no further than Career Coach Anna Papalia, an "interview expert" who says that lying can actually help in a job interview if you know what to lie about.

The interview process is tricky, and it can be hard to know how to handle these complex chats. Instead of covering exactly what you should say during a job interview, Papalia advised... in a video what you should absolutely not say or do during an interview if you want to land the job.

Here are the 5 things you should lie about during an interview, according to an interview expert:

1. Where you see yourself in five years

"Nobody wants to hear you say that you see yourself in grad school or getting married and having babies," Papalia said, even if it is the truth. Employers want to know how much you truly want this job and that you can see it as part of your future. "What we want to hear you say is, 'I see myself here at this organization,'" she added.

An employer also often wants to find out if you're ambitious. Do you have clear-cut, realistic goals, and how motivated are you to achieve them? This can help the interviewer determine if your values align with those of the company and how you might perform as an employee.

2. Why you're looking for a job

Even if your reasoning for wanting a new job is due to your hatred of your previous job, you might want to refrain from disclosing that information to your potential future company. "Say something like, 'I've outgrown my position, and I'm looking for a new challenge," Papalia advised.

According to executive search specialist Leah Stevens, "You may feel your reasons for leaving are righteous and justified; however, the rule is simple -- Resist the urge and NEVER badmouth a previous employer. Why? Simply put, it raises too many questions and leaves a negative impression. The interviewer may even feel like you may have been part of the problem."

Don't bring up the negatives; focus on the positives. An interviewer will likely prefer someone who looks on the bright side, or can at least make it seem that way to a stranger.

3. Your feelings about your current boss and co-workers

"I don't care if you work for the worst, most micromanage-y boss in the world. We don't want to hear you talk about that in an interview," she said. "Especially if you're being interviewed by someone who might be your prospective boss." Employers want to know that they're hiring someone who can get the job done, regardless of how they feel toward those they are surrounded by.

Your professionalism, emotional intelligence, and discretion are all being put into the spotlight. It's okay to briefly acknowledge differences or challenges that you had with others, but you can easily spin it into a winning statement. Talk about what you learned or how you grew from the situation.

4. Your hobbies

Even if it's true, you might not want to tell your interviewer that you spend all of your free time watching Netflix when you're not working. "Please pick hobbies that sound professional and interesting," Papalia encouraged. Listing hobbies that say something about your personal or professional life will help you stand out among applicants.

Additionally, the interviewer may be checking to see if you'll be a good personality and culture fit within the team. Even if your hobbies aren't super relatable, show some enthusiasm about them! Perhaps you can even teach the interviewer a thing or two.

5. Your job description and title

In this case, it is appropriate to slightly embellish your resume and job duties to make you appear more impressive and more likely to get hired. "You can embellish it a bit, especially if you have been working above and beyond your job description and you haven't been getting paid for it," Papalia said.

Use this opportunity to give some context to what's listed on your resume. Bring up your relevant and transferable skills from your previous experience, and explain how they could apply to the job you want. more
2   

Career development

 1d

AIHeadshotGenerator.onlin - Try It Out and Tell Me What You Think


I've been working on a small project called AIHeadshotGenerator.online: https://aiheadshotgenerator.online/. It's a web app that lets you turn a regular photo into a cleaner, more professional‑looking headshot you can use on LinkedIn, résumés, or team pages.

The flow is simple: you upload a photo you already have, the app processes it, and you get a polished headshot with consistent framing and... lighting. The goal is to make it easy for people and small teams to improve their online profiles without booking a photoshoot or dealing with complicated tools.

I'd really like to understand how this feels from a user's perspective, so I'm looking for honest feedback on things like:

Whether the results look natural enough for professional use

How smooth (or confusing) the upload and generation flow is

What options you wish you had (backgrounds, styles, aspect ratios, etc.)

Because this involves personal photos, I'm also careful about how images are handled and stored, and I'm still refining that part based on expectations around privacy and security. If you're willing to try it, please run a photo through the site at https://aiheadshotgenerator.online/ and let me know in the comments what worked, what didn't, and what would make you comfortable using a tool like this regularly.

Thanks in advance to anyone who takes a few minutes to experiment with it and share feedback. more

Career development

 1d

Are all your job applications failing? It might not be you, but ghost listings and résumé black holes - The Times of India


For years, job seekers have been taught to internalise rejection. No callback? Fix the résumé. No interview? Improve the pitch. Silence? Try harder. But this familiar advice collapses under scrutiny. The modern job market is not just competitive, it is structurally misleading.According to new findings by LiftMyCV, a significant share of job listings that appear open and active are, in reality,... dormant. These so-called ghost jobs create the illusion of opportunity while absorbing time, emotional energy, and confidence. The failure, in many cases, is not the candidate. It is the system.LiftMyCV analysed 100,000 job IDs across LinkedIn, Indeed, and Greenhouse to understand how long roles stay live without meaningful activity. The results are stark. More than 40% of listings showed no evidence of human interaction for over 30 days, despite continuing to accept applications.In practical terms, nearly two out of every five jobs cluttering candidate feeds had effectively gone cold. No recruiter screening. No hiring manager review. No active decision-making.This aligns with broader public estimates that place ghost jobs at 30-36% of all postings. Employer surveys further suggest that roughly 40% of companies have listed roles they never fully intended to fill. At the same time, over 75% of résumés submitted through applicant tracking systems are filtered out before reaching a human reviewer.Together, these forces create what many candidates experience as a résumé black hole: effort goes in, nothing comes back.Most discussions around ghost jobs stop at frustration. LiftMyCV moves beyond anecdotes by measuring how long listings remain untouched while still appearing open. By comparing posting dates with human interaction signals, the analysis shows how opportunity decays quietly on major job boards.The insight is simple but powerful: not all listings deserve equal effort. Some roles show clear signs of active hiring, while others exist purely as digital residue. Treating every job post as real is no longer a rational strategy.Ghost jobs rarely begin as deception. They emerge when business reality changes faster than internal hiring processes. Budgets freeze. Teams restructure. Internal candidates are promoted. Yet listings remain live because no one is responsible for removing them.Automation worsens the problem. Posting a job across multiple platforms is effortless; closing it often requires manual approvals. As a result, dead roles spread faster than they are cleaned up.The other motivation is the pipeline construction. Most companies leave jobs vacant so as to receive resumes when necessary. Although this method is effective on paper, it transfers cost to the applicants, who spend time and effort submitting applications to non-existent jobs in any meaningful sense.This overtime sends trust erosion and contributes to disengagement throughout the talent market.Another area of analysis that LiftMyCV identifies is a more strategic application of job postings. In other industries, in particular in industries that are sensitive to investors or those that are VC-funded, listings are, literally, a publicity measure, rather than a personnel strategy.An extensive careers page has the ability to project expansion, calm stakeholders, and hint at momentum even in periods of hiring slugs. To applicants, it translates that the apparent recruiting work does not necessarily indicate the growth of the headcount.What is produced is a labour market which appears to be hotter than it actually is, which implies that applicants are going after jobs they were not intended to turn into offers.The distribution of ghosts is uneven. The findings of the research carried out by LiftMyCV emphasize the elevated levels in the fields of government, healthcare, education, information technology, and finance, which are predetermined by the lengthy approval procedures and fluctuating budgets, as well as by numerous pauses in the recruitment processes.However, the retail, hospitality, and construction business would tend to exhibit a stronger correlation between postings and actual hires. Their functions are need-based and are associated with urgent staffing requirements.This is important to the job seekers. Knowing how the sector works might be used to prioritise effort and minimise burnout.LiftMyCV is of the view that in seconds, candidates can filter risk by answering 3 simple questions: Is the listing proactively kept? Is the description clearly correspond to real current work?Does the narrative about hiring have broader behaviour that is supported by the company?Low intent is sometimes indicated by generic descriptions that are full of buzzwords, templates, and unrealistic skill requirements. So do those positions that can be rejuvenated with slight modifications, but no actual recruitments.Only posting dates cannot be relied upon. Numerous listings listed as new are just ghosts revived by robots and not new hiring plans.Automation separates applicants and the decision-makers, even where the roles are real. The manual, scattershot applications are becoming extremely inefficient, with only 2-3 percent of applicants usually securing an interview.LiftMyCV indicates the increasing popularity of AI-driven job search engines that assist job seekers with better-quality listings and applications on a large scale. It is not a change of application, but of application itself, with precision, and attention to areas where human activity has been shown to exist. more

Career development

 5d

GEN Z CORNER: Why it's getting harder to land a job


I used to think the scariest part of my final year on campus would be exams. Turns out it was something else: the silence. The kind that followed me from my hostel to graduation and then into real life.

During my final year, I would refresh my inbox at 2:17am for the fifth time, hoping for anything, only to find another no-reply rejection that began with We regret to inform you... I learned those... words before I even learned how to walk across a graduation stage. Two months after graduating, they are still showing up, like a habit I cannot shake.

Back then, everyone kept congratulating me as if I were approaching a finish line. But graduating did not feel like winning. It felt like being gently pushed off a cliff with a résumé in my hand and no clear place to land.

Statistics have consistently shown a gap between the number of graduates and the opportunities available. Most jobs are created in the informal sector, which deprives graduates the salaries and benefits they seek.

"The job market is tough," people said during my final year, and they are still saying it now -- an expression I have learned is adult code for good luck surviving.

My days now look like this: Wake up, open LinkedIn, scroll past motivational posts from CEOs who dropped out of college in 2008 and somehow bought houses at 23, then apply for jobs that ask for "entry-level" candidates with five years of experience and "a demonstrated track record of impact".

One posting I saw last week wanted a fresh graduate who could code, design, manage clients, analyse data and "thrive under pressure". The compensation? An unpaid internship with "exposure".

This is not just personal frustration. Gen Z entered the workforce during a perfect storm: post-pandemic layoffs, inflation, automation and companies quietly deciding that one overworked employee can do the work of three.

We were told to study hard, get degrees, build portfolios and network aggressively -- and we did. Now we are being asked why we are surprised that the system is not catching us when we jump.

What makes it harder is the emotional whiplash. On campus, I was told I was "employable", "articulate" and "full of potential". Online, I am one of thousands of applicants for a junior role that may never be filled. I once tailored a cover letter so carefully it felt like writing a love confession. Two weeks later, I received an automated rejection at 6.04am. That was the entire exchange.

'TARMACKING' TESTIMONIES

Some people believe Gen Zs are simply impatient, that we expect too much, too soon. There is some truth to that. We grew up watching 20-year-olds online buy luxury cars and call it "passive income".

But impatience is not the same as entitlement. What we want is stability. Health insurance. Pay cheques that are not swallowed in full by rent. Work that does not require sacrificing every weekend and ounce of self-worth.

I have met Gen Zs who adapted by abandoning the white-collar path altogether. One of them, 26-year-old Denson Wanjala, spent three years applying for corporate jobs after graduating.

"I did everything right," he told me. "Internships, certifications, networking events where I smiled until my face hurt. After the 200th rejection, I just snapped."

He invested his savings in a small perfume business, blending scents in his bedsitter and selling online. Today, it is profitable. "The job market didn't want me," he said, "so I made my own door."

Stories like his are often shared as inspiration, proof that hustle culture works. But for every success story, there is someone still waiting.

Salome Mukami, a 29-year-old Gen Z graduate with a Master's degree, has been searching for a job for five years. "At first it was optimism," she said. "Then it was embarrassment. Now it's just routine. I apply, I get ghosted, I try again."

She survives on occasional gigs while her degrees sit unused. There is no viral pivot, no triumphant ending.

REALITY CHECK

Both stories are valid. Both reflect the Gen Z experience. Together, they expose a common misconception: That the problem lies in individual effort rather than a broken pipeline between education and employment.

The broader issue is not that Gen Zs do not want to work. It's that work, as currently structured, does not want us, at least not on humane terms. Employers want loyalty without security, flexibility without benefits, and passion without pay. We are told to be grateful for "learning opportunities" while student loan interest quietly grows.

I am skeptical about my chances of securing a job, not because I lack ambition, but because I have watched too many capable people stall at the starting line.

Still, skepticism is not surrender. It is a refusal to accept comforting myths. If Gen Z sounds angry, anxious or sarcastic, it is because we can see the gap between what we were promised and what is actually on offer. more
2   

  • Stanley Anderson

    1d

    Yes, we were promised a society but got a corporate relationship instead. Buy into the fact that you are a going to be a wage slave and focus on... trying to build relationships with friends and family.  more

  • Adreena Arnold

    4d

    maybe it’s cuz you use AI lmao. but you can’t just get a degree and expect work. you gotta apply literally every where and then work your way towards... where you wanna go  more

Load more...

Career development

 2d

MLB opens doors to future baseball leaders on National Girls & Women In Sports Day


NEW YORK -- Every year, National Girls and Women In Sports Day recognizes trailblazing women in the sports world. But a crucial part of this annual celebration is to show young girls and women that they can become the next wave of trailblazers, and to help them along in that journey.

On Wednesday, Major League Baseball welcomed 56 women to its Manhattan headquarters for a day filled with... workshops, panels, professional development and networking. The day began with welcome remarks, followed by smaller breakout sessions in which department reps discussed their career paths, what they do at MLB and advice for pursuing careers in sports.

A wide variety of departments were represented, including on-field baseball operations, content, baseball and softball development, and communications. Several club reps were on hand in addition to MLB employees, including Salem Ridge Yaks assistant GM Blair Hoke, chief operating officer of USA Softball Allison Takeda Flaig and D-backs senior director of membership sales and service Jamie Roberts. These presentations varied from slide decks to Q&A sessions, but all were filled with insight into the gears that make the baseball industry turn.

In their session covering on-field baseball operations at MLB, Julia Hernandez and Raquel Wagner discussed everything from communicating about in-game actions and with umpiring groups to the grueling schedule of working in baseball ops. Both emphasized that a big part of a baseball career is that, quite often, they need to plan their lives around the game schedule.

"We're playing on nights, we're playing on weekends, we're playing on holidays," Wagner said. "We have to be available for those things. We have to be around, and especially when you're starting off early in your career, you need to make yourself available during those times. I can't stress that enough. ... If you are working hard, I promise you, somebody is noticing."

They also gave valuable résumé advice to the wide-eyed participants, which was echoed in later sessions. Hernandez implored everyone to think about transferable skills from their sports experience, even if it's in something like tennis or field hockey, and consider how these skills have prepared them to embrace a career in baseball. Wagner emphasized that résumés submitted for baseball ops roles might go through several rounds before they reach assistant GMs and GMs, and urged participants to make sure their résumés are mistake-free with consistent, clear formatting to put their best feet forward.

Get the Latest From MLB

Sign up to receive our daily Morning Lineup to stay in the know about the latest trending topics around Major League Baseball.

Sign up

After a lunch break, the participants toured MLB's replay room facilities to get a peek behind the curtain of how MLB HQ communicates with umpires during in-game challenges.

The afternoon consisted of two more panels further spanning the baseball world. The first was titled "Women in the League" and featured Mets Double-A hitting coach Rachel Folden, A's player development coordinator/MLB Girls Baseball Ambassador Veronica Alvarez and Double-A announcer Emma Tiedemann. The second focused on women in senior business roles at MLB and featured SVP and head counsel of business and technology Sarah Horvitz, VP of MiLB business operations Allison Creekmore and VP of media business development and strategy Alex Cadicamo.

In the second panel, the participants all touched on no two days being the same while working in baseball, collaborating closely with other departments and the subject of leadership. Creekmore noted that leadership "doesn't always come with a title" and that emotional intelligence is a critical skill for being a good leader. Horvitz added that in her legal group, "self starters and self learners" are highly valued among prospective applicants.

As one of her final points, Cadicamo encouraged all in attendance to "be a student of sports" and "read as much as you possibly can" as they begin their careers, emphasizing that understanding how the industry operates at a deep level will set them up for success.

The day ended with a professional development presentation, followed by closing remarks and a networking session. The participants left MLB HQ with new industry contacts, detailed insight into the baseball world and actionable steps for embarking on a sports career.

"MLB having an event like this is super important because it gives women the ability to become professionals in baseball working in different departments, and it allows women to connect better with the sport," said Lauren Vuorinen, who attended the event. "It really puts a foot in the door in saying that we belong here and this is how we're going to expand on the sport, and hopefully make it even bigger." more

Career development

 2d

How to Build a Résumé Screening System Using Python and Multiprocessing


Hiring the right candidate starts with one time-consuming task: screening résumés. If you've ever posted a job opening, you know the pain of hundreds of applications in your inbox, leaving you to spend hours reviewing each résumé manually.

In this article, you'll build a résumé screening system using pure Python, focusing on core programming concepts and the power of multiprocessing. You'll... create a custom system that automates the evaluation process by transforming unstructured résumé documents into a ranked leaderboard.

By the end of this guide, you will:

By following this tutorial, you'll build a tool capable of processing hundreds of résumés in seconds.

Here's the source code: GitHub Repository

To follow along with this tutorial, you should have:

In this guide, you'll develop a system that takes a folder of résumés and a Job Description (JD) as input. The system processes each résumé, extracts relevant information, and calculates a score based on how well the candidate matches the job requirements.

This approach ensures that essential skills carry more weight than secondary keywords.

This system evaluates résumés using predefined criteria instead of subjective judgment. Each résumé is scored based on the same set of required skills, preferred skills, experience indicators, and keywords.

Because all candidates are evaluated using the same weighted formula, personal factors such as writing style, formatting, or unconscious preferences don't influence the ranking. The scoring logic focuses only on how closely a résumé matches the job requirements.

By normalising the evaluation process, the system promotes more consistent and objective screening, which helps reduce bias during the initial résumé review stage.

The system follows a simple input-process-output flow.

Résumés and the job description are provided as inputs. The Résumé Parser extracts text from each résumé, while the JD Parser identifies required and preferred skills from the job description.

The extracted résumé text is then passed to the Keyword Extractor, which matches skills and keywords using a predefined taxonomy.

Finally, the Scoring Engine applies a weighted formula to calculate a score for each candidate and outputs a ranked list of résumés.

The project is organised into clear, modular directories. Parsing logic, keyword extraction, and scoring are separated into their own folders, while configuration files and data are kept isolated. This structure keeps the codebase easy to navigate, maintain, and extend.

Create the folder structure and set up a virtual environment:

Then go ahead and activate the virtual environment:

Install the required dependencies like this:

The résumé parser handles different file formats by using a separate extraction method for each type.

For PDF files, the parser opens the document page by page and extracts text from each page using a PDF reader. The extracted text is combined into a single string for further processing.

For DOCX files, the parser reads each paragraph in the document and joins the paragraph text into one block. This ensures consistent text output regardless of the résumé format.

By combining all résumés into plain text, the parser allows components such as keyword extraction and scoring to work efficiently.

File:

This project uses a résumé dataset from Kaggle to ensure the logic works with real-world professional data. The keyword extractor identifies skills by scanning the résumé text.

The résumé text is first converted to lowercase so that matching is case-insensitive. A predefined skills taxonomy stores each skill along with its possible variations. The extractor checks the résumé text against these variations to find matches.

Word boundaries are used during matching to avoid partial matches, such as matching "Java" inside "JavaScript". Matched skills are stored in a set to prevent duplicates.

This approach ensures consistent and controlled skill detection across all résumés.

File:

To produce objective rankings, the system uses a weighted scoring formula.

The scoring engine calculates a final score for each résumé using weighted values.

It counts how many required skills, preferred skills, experience indicators, and keywords appear in a résumé. Each count is multiplied by its assigned weight, with required skills contributing the most.

The weighted values are summed to produce a single score. Résumés are then sorted by this score to generate a ranked list of candidates.

Streamlit provides a simple web interface for interacting with the résumé screening system.

The text area allows users to input a job description, while the file uploader lets them upload multiple résumé files. When the button is clicked, Streamlit triggers the backend logic to parse résumés, extract data, and calculate scores.

The results are then displayed in the browser, allowing users to run the screening process without using the command line.

Below is an example of a job description you can use to test the system:

This input helps the system identify required skills, preferred skills, and experience keywords, which are then used by the scoring engine to rank résumés.

In this tutorial, you've built a complete résumé screening system from scratch using Python. By combining text processing, structured scoring, and automation, this project demonstrates how manual résumé screening can be transformed into an efficient and objective workflow.

This system helps reduce bias, save time, and evaluate candidates more consistently. Happy coding! more