Career development

 12h

Labor market goes digital, but skills gap looms


From job fairs shifting online to AI-powered platforms, Vietnam's labor market is embracing digital transformation; yet, experts warn that worker adaptability and skills training remain the decisive challenges ahead.

From physical job exchanges to AI-integrated digital platforms, the labor market in the country is entering a new era. Recruitment is becoming faster and more convenient, while labor... supply and demand are being restructured for transparency and efficiency to meet the demands of the digital economy.

Job hunting at one's fingertips

On a late April morning, Pham Thuy Ngan in Xuan Thoi Son Commune, Ho Chi Minh City bypassed the commute to the Ho Chi Minh City Employment Service Center's job fair. Instead, she connected with recruiters via video call from her home computer. After just 20 minutes of interviewing, she has secured a trial offer.

This is becoming the new norm. Recent job exchanges have seen a surge in online participation, particularly among young workers, signaling a clear shift from traditional models to digital environments. Director Nguyen Van Hanh Thuc of the HCMC Employment Service Center noted that IT applications have significantly expanded market access, allowing workers to browse hundreds of vacancies simultaneously while enabling businesses to streamline recruitment.

The private sector is also driving this digital wave. The "Vua Tho" (King of Craftsmen) app has connected hundreds of thousands of workers nationwide in just over a year. According to its founder, the platform currently hosts 200 job categories with over 100,000 workers and 600,000 customers. Workers accept jobs directly through the app and gain access to insurance and vocational training.

On a national scale, the National Job Exchange (vieclam.gov.vn) officially launched on April 14. This unified platform connects workers, enterprises, and regulators, marking a milestone in modernizing the labor sector. Within its first fortnight, the floor bridged thousands of job seekers with employers, currently hosting over 60,000 vacancies and 5,000 active profiles.

Deputy Minister of Home Affairs Nguyen Manh Khuong emphasized that with a labor force of 53.6 million and millions of businesses and households, a unified digital platform is essential to eliminate market fragmentation and accelerate connections.

Labor market transformation hinges on worker adaptability

For businesses in the seafood, textile, and processing industries, the shortage of skilled labor is becoming increasingly evident. Ms. Le Hang, Vice President of the Vietnam Association of Seafood Processing and Export (VASEP), stated that this sector currently provides livelihoods for over 4 million direct workers, but still faces difficulties in recruiting and allocating labor effectively across regions. When data is interconnected, businesses can be more proactive in accessing human resources and more effectively regulate labor distribution between regions.

From a management perspective, digitizing labor market data helps authorities closely monitor supply and demand, thereby developing appropriate policies. This also serves as a basis for implementing social security programs that target the right groups and meet their needs. The labor market is moving towards greater digitalization and connectivity. For these platforms to be effective, the collaboration of the State, businesses, and workers is essential. When data is interconnected, skills are enhanced, and policies are appropriately designed, the labor market will operate more efficiently, becoming a crucial driver of sustainable economic growth.

However, digital transformation in the labor sector is not just about technology. Experts believe that the decisive factor still lies in the adaptability of workers. According to the International Labour Organization (ILO), the biggest challenge today is not only unemployment but also the gap between workers' skills and market demands. In many developing economies, the informal sector remains large, and training has not kept pace with actual needs. Therefore, along with investing in digital infrastructure, it is necessary to promote retraining and upskilling. Digital skills, soft skills, and the ability to adapt to a flexible work environment will become decisive factors in the coming period.

By staff writers - Translated by Anh Quan more

Career development

 13h

How to prepare for a nursing job interview


Preparing for a nursing job interview can feel overwhelming especially if it's your first role, you're newly qualified, or you're returning to the profession after time away. Nursing interviews are not just about qualifications. Employers are looking for compassionate, capable professionals who can handle responsibility, communicate effectively, and deliver high standards of patient care under... pressure. Whether you're applying for a role in a hospital, care home, or community setting, the key to success lies in preparation. The more prepared you are, the more confident and authentic you'll come across.

This guide will walk you through everything you need to know to feel ready, stand out from other candidates, and make a strong impression.

How to Prepare for a Nursing Job Interview

A successful interview doesn't start when you sit down in front of the interviewer it starts days (or even weeks) before.

Preparation is what separates nervous candidates from confident ones. It allows you to clearly communicate your skills, demonstrate your passion, and show that you are serious about the role.

Here's how to give yourself the best possible chance.

1. Research the Employer

One of the most common mistakes candidates make is not properly researching the organisation they're applying to.

Employers can quickly tell when someone hasn't taken the time to understand who they are and it can make you seem uninterested or unprepared.

On the other hand, even a small amount of research can instantly set you apart.

What to look for:

* The organisation's values and mission

* The type of care they provide (acute, residential, community, specialist care)

* Their patient or resident focus

* Any recent updates, news, or achievements

For example, are they focused on person-centred care? Do they prioritise innovation or community outreach?

Why it matters:

When you understand the employer, you can tailor your answers to align with their values. This shows that you're not just looking forany job you're interested inthis job.

Tip: Try to reference something specific during your interview, such as:

"I saw that your organisation focuses strongly on patient-centred care, which really aligns with how I approach my work..."

2. Know Your Experience & Skills

Nursing is a practical profession, so employers want real examples not just general statements.

It's not enough to say you're a "good communicator" or "work well in a team." You need toshow it through your experience.

Be ready to talk about:

* Clinical placements or previous roles

* Types of patients you've cared for

* Situations where you made a difference

* Challenges you've faced and how you handled them

Key skills to highlight:

* Communication

* Teamwork

* Time management

* Attention to detail

* Compassion and empathy

* Ability to work under pressure

Bring your experience to life:

Instead of saying:

"I work well under pressure"

Say:

"During a busy shift on placement, we were short-staffed and had multiple high-dependency patients. I prioritised tasks, communicated closely with my team, and ensured all patients received safe and timely care."

Tip: Always think in terms ofreal situations. This makes your answers more believable, memorable, and impactful.

3. Prepare for Common Questions

Nursing interviews typically include a mix of competency-based and behavioural questions.

These are designed to assess not just what you know, but how you act in real-life situations.

Common questions include:

* Why did you choose nursing?

* Why do you want to work here?

* How do you handle pressure or stress?

* Tell us about a time you dealt with a difficult patient

* Describe a situation where you worked as part of a team

* How do you prioritise your workload?

Use the STAR method:

The STAR method is one of the most effective ways to structure your answers:

* Situation - Set the scene

* Task - Explain your responsibility

* Action - Describe what you did

* Result - Share the outcome

Example:

Question: Tell me about a time you handled a difficult situation

Answer (STAR):

* Situation: A patient became distressed and refused treatment

* Task: I needed to ensure their safety while respecting their concerns

* Action: I remained calm, listened actively, and reassured them while explaining the importance of the treatment

* Result: The patient became more comfortable and agreed to proceed

Tip: Practice your answers out loud. This helps you sound more natural and confident during the interview.

4. Show Professionalism

First impressions matter especially in healthcare roles where professionalism is essential.

From the moment you arrive, you are being assessed on how you present yourself.

Key things to focus on:

* Dress smart and appropriate (clean, professional attire)

* Arrive 10-15 minutes early

* Be polite and respectful to everyone you meet

* Maintain good eye contact and body language

Bring:

* Copies of your CV

* Certifications or qualifications

* ID or documents if requested

Why it matters:

Professionalism shows that you take the role seriously and understand the standards expected in a healthcare environment.

Tip: Treat the entire experience from reception to interview as part of the assessment.

5. Ask the Right Questions

Many candidates forget that interviews are a two-way process.

Asking thoughtful questions not only helps you decide if the role is right for you it also shows initiative and genuine interest.

Good questions to ask:

* What does a typical shift look like?

* What training and support is provided?

* What does success look like in this role?

* Are there opportunities for progression or development?

Avoid:

* Asking only about salary or holidays (save this for later stages)

* Asking questions you could easily find online

Tip: Prepare 2-3 questions in advance so you don't get caught off guard.

Top Tips for Success

Sometimes, it's the small things that make the biggest difference.

* Keep these key tips in mind:

* Be honest and authentic

* Show compassion and patient focus

* Stay calm even if you feel nervous

* Speak clearly and confidently

* Listen carefully before answering

* Highlight your willingness to learn and improve

Remember, employers are not expecting perfection they are looking for potential, attitude, and professionalism.

Why Preparation Matters

In today's competitive job market, preparation can be the difference between getting the role and missing out.

Many candidates may have similar qualifications but not everyone prepares effectively.

When you prepare properly, you:

* Feel more confident walking into the interview

* Communicate your skills more clearly

* Reduce nerves and anxiety

* Make a stronger, more professional impression

Preparation also allows your personality to come through, which is just as important as your experience in a caring profession like nursing.

Are You Interview Ready?

Before your interview, run through this quick checklist:

Candidate Checklist:

✔ Research the employer and role

✔ Prepare real examples from your experience

✔ Practice common interview questions

✔ Plan your outfit

✔ Organise your documents

✔ Prepare questions to ask

✔ Know how you'll travel and arrive on time

Taking just a little extra time to prepare can make a big difference to your performance.

How Nursing & Caring Can Help

Finding the right nursing role can be challenging but you don't have to do it alone.

We support candidates across Northern Ireland in finding roles that match their skills, experience, and career goals.

We can help you:

🧑⚕️ Access nursing and healthcare opportunities

📄 Improve your CV and interview technique

🤝 Connect with trusted employers

🚀 Start your next role with confidence

Whether you're newly qualified or experienced, we're here to support you every step of the way. more

Anonymous member


Career development 17h
i really want to work in a friendly place...
recently working somewhere filled with lots of toxic people
what can i do to ignore their behaivour

  • Migdalia Figueroa

    1h

    Focus on working and doing your job. Work is a place to do work and stay focus. Perhaps this will help you think more positive about your fellow... employees. People sometimes focus on the wrong thing at work and everybody’s opinion is their opinion.  more

  • Eserophe

    3h

    This is amazing. Professional advice

Load more...

Anonymous member


Career development 1d
It’s become basically impossible to work. The experienced boss retired, and now they put a 28-year-old woman in charge who doesn’t seem to know the job. It feels like a mess. It’s awkward to report to someone so young, and everyone else has more experience than she does. Do you think they’re just trying to make the company younger or is it better not to question why she got the position?

1   

  • John Heinrich

    15h

    And I became known as the guy who could turn careers around, which made older folks want to work for me.

  • John Heinrich

    15h

    When I first went into management at Ford, I was younger than some of the people who reporrted to me, and it worked out, after then became more... confident in my judgement. more

Load more...

Jamie Bowen


Career development 1w
I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

 more
5   

  • Karen Bowser

    18h

    Greetings. Have you addressed this with him? Sometimes we can become irritable and all because of personal things in our life and they can wind up... spilling over into our workspace. It is best to address this with him now. give him your expectations and if he does not meet them, then allow him to bow out gracefully.😇 all the best to you and I hope it works out. more

  • Faustine Musau

    1d

    Before jumping to replacement, it’s worth having a direct but calm conversation. Not accusatory but just factual and focused. For example, you can... point out specific instances where he snapped at clients and explain clearly that this affects business and cannot continue.
    Then listen. His response will tell you a lot:     more

Load more...

Career development

 22h

Company's Offer Leaves Job Candidate Literally Speechless, So He Hangs Up Mid-Interview


With the job market being rough for pretty much everyone right now, the internet has witnessed a wave of something truly terrible -- the rude recruiter. That is, employers who see a poor job market as nothing more than an opportunity to take advantage of desperate job seekers.

A 26-year-old man recently shared his interview experience online, where the recruiter started laughing after he stated... his salary expectations. The employer called the figure "cute" and said the company only offered a "rockstar team" instead of higher pay or benefits. The candidate ended the Zoom call before the interview could finish.

Bored Panda spoke to the author of the post to get more context on what happened and how he felt about the situation afterward.

A man said a recruiter laughed at his salary expectation during a job interview

Image credits: Getty Images / Unsplash (not the actual photo)

The recruiter said there was no equity or bonus, despite the long working hours expected

Image credits: Getty Images / Unsplash (not the actual photo)

Image credits: thunder____boy

Young job seekers are adjusting expectations in a tighter hiring environment

Image credits: Getty Images / Unsplash (not the actual photo)

The job candidate, Reddit user @thunder_boy, told us that he has been looking for work for the last two months and has had no luck at all. "It's very bad... even with a good resume, landing interviews is super difficult."

After he abruptly ended the Zoom interview call, the recruiter did not reach out to him again. However, he shared that the support from the Reddit community actually helped him process the situation. "They gave me confidence that I wasn't making a big mistake, and I've stopped second-guessing myself now."

The 26-year-old is now working on a career tool to help job seekers improve their resumes. "It will basically help people like me land interviews in this tough market."

He is not wrong -- the current job market is actually being called one of the worst ones in years. In fact, many job seekers now think they have worse odds of finding a role than during the pandemic.

But at the same time, official data shows that unemployment numbers in the US haven't gone up that substantially. The US economy added 178,000 jobs in March, and the unemployment rate ticked down to 4.3%.

So why do we keep hearing that the job market is bad everywhere?

Moody's Analytics chief economist Mark Zandi described the March job numbers as a misleading bump.

"Don't take solace in the big March payroll employment gain. It comes after a big decline in February, when brutal winter weather and a labor strike at Kaiser Permanente weighed heavily on jobs," Zandi wrote in a post on X.

"Abstracting from the vagaries of the monthly data, few jobs have been added since Liberation Day a year ago, and without healthcare, the economy would be losing jobs. And all of this before the economic fallout from the hostilities with Iran hits," he noted.

Economists also point out that these headline numbers don't always tell the full story. In several cases over the past year, initial job gains were later revised downward, suggesting the labor market may not be as strong as early reports indicate.

Revisions cut total job gains for 2025 by more than 400,000, bringing the final number down to about 181,000 for the year -- a very weak level by historical standards. Some estimates suggest the US may have actually added close to a million fewer jobs in 2024 and early 2025 than originally believed.

Another reason is that more recent graduates are accepting their initial job offer even when it does not match their "dream career" goals. They are treating it as a temporary step or "bridge job" to pay expenses while they keep looking, according to ZipRecruiter's 2026 grad report.

"Young people and recent grads are getting more in line with the reality of this job market, where there are fewer opportunities than there were during the post-pandemic recovery," ZipRecruiter labor economist Nicole Bachaud told CNBC Make It.

Basically, people are being more pragmatic, taking a job even if it's not necessarily the best or the right one for them.

She also said that it's a "locked-out market," thanks to stalled hiring and delayed retirements.

This period is being called "low-hire, low-fire." Basically, people who already have jobs are likely stable, while those searching for work are experiencing a difficult and discouraging job market right now.

Applicants are sending out hundreds of applications, but hearing nothing back

Image credits: Resume Genius / Unsplash (not the actual photo)

This is often called "ghosting" in hiring or tied to "ghost jobs" (fake or inactive listings that never lead anywhere).

A 2024 study found that up to 20-40% of job posts may be "ghost jobs" that aren't actually intended to be filled or are paused/frozen mid-way.

Another survey by the jobsite Indeed found that 35% of job seekers claim an employer didn't acknowledge their application. And 40% said they were ghosted after a second- or third-round interview.

"As the job market softens, ghosting is likely to keep growing ... as a larger pool of job seekers compete for a smaller pool of jobs," an economist for career platform Glassdoor said.

We can't talk about jobs without talking about artificial intelligence (AI), though -- one of the leading forces reshaping the market right now.

Job applications have become extremely easy to send out, especially with one-click apply systems and AI tools that can mass-apply across dozens of roles in minutes. Because of that, companies are suddenly dealing with huge volumes of CVs for every open position.

Most of those applications never even reach a human. They go through AI software first, which filters resumes based on keywords and formatting. If there's not a close enough match, the application gets dropped before a recruiter even opens it.

At the same time, hiring itself isn't stable. Roles get paused mid-process, budgets shift, teams restructure, or priorities change suddenly. Sometimes companies also post jobs while still deciding internally, or quietly fill them without taking the listing down.

So recruiters end up in a situation where they're overloaded with applications, many roles are unclear or frozen, and there's no clean answer to give candidates. With that pressure, a lot of recruiters don't respond to the candidate at all or send out automated replies.

The system is overloaded, sure, but we also can't deny the fact that ghosting is both rude and unprofessional.

It's kind of like a bad breakup where there's no closure at all. Candidates are left checking emails, refreshing inboxes, replaying interviews in their head, and wondering what went wrong.

Job seekers often describe being ghosted by companies as confusing and emotionally draining. They say it creates uncertainty and self-doubt and lowers their self-confidence.

Some people feel getting left in limbo is worse than getting outright rejected. It feels like they are being slowly ignored after investing so much time and energy.

This can make people less likely to apply for better roles or push them to accept jobs that don't really fit or meet their expectations.

Struggles and challenges of job-seeking in today's economy

Image credits: LARAM / Unsplash (not the actual photo)

Another common sentiment that keeps coming up on platforms like LinkedIn and Glassdoor is that many recruiters don't clearly share salary ranges or benefits upfront. Candidates go through multiple rounds of interviews, only to later find out the compensation is much lower than expected or completely non-negotiable.

This lack of transparency is becoming more common in competitive hiring markets, where companies try to keep salary flexibility open until the final stages. But on the candidate side, it often feels like a bait-and-switch.

"If you won't disclose salary upfront, you're wasting everyone's time. Candidates do not have hours and hours to play these silly games. You might, but they do not. Life is hard enough for many candidates at the moment; companies should be making it easier. Not harder," writes Rich Howell, co-founder of Marvel FMCG.

Some recruiters may also use lowballing during interviews to strongarm candidates, especially those they know are unemployed or in desperate need of work.

This Reddit story is not just someone "overreacting" in an interview. It points to a wider feeling many job seekers are dealing with right now -- a hiring process that often feels unclear, slow, and unprofessional.

If you've been job hunting recently, have you felt something similar, or has your experience been completely different? Tell us in the comments.

The man gave some more info in the comments

Many people supported the man's decision to leave the interview call

from Bored Panda https://ift.tt/U78fzCb

via IFTTT source site : boredpanda more

Career development

 1d

Man responsible for 'greatest moment in BBC history' reveals what happened to him just week later


The BBC producer who unwittingly orchestrated one of the 'most memorable moments in TV history' has told how the epic blunder tanked his career at the broadcaster.

Elliott Gotkine, 50, is the man who mistakenly whisked a random bloke up to the famous studio for a live interview back in May 2006, while being completely unaware he had the wrong guy.

Technology journalist Guy Kewney was supposed to... offer his expert opinion to viewers that day - but instead, a fella who was waiting for a job interview in reception was erroneously roped in to do it.

A bewildered Guy Goma comically tried to blag his way through the chat with presenter Karen Bowerman, although it was pretty evident that he didn't have a clue what he was supposed to be talking about.

The then-38-year-old finance graduate was hoping to bag a job at the BBC, but ended up getting way more than he bargained for after Gotkine plonked him on the notorious red sofa.

The footage of this hilarious mix-up subsequently went viral and resulted in Goma landing a host of incredible opportunities - however, the same can't be said for Gotkine.

If you need a reminder of the amusing incident, take a look at this:

While Goma was being invited to appear on Friday Night with Jonathan Ross and attending star-studded parties, Gotkine was coming to terms with the fact that his gaffe had 'killed his BBC career'.

The former producer has claimed that the error led to him being 'banned from going on air' by his bosses, before he was then 'banished to the naughty step of nights and planning', prompting him to search for another job and later leave the company.

Although Gotkine can now look back and laugh two decades on, he didn't find ruining his professional reputation that amusing at the time.

He had the responsibility of booking guests to appear on BBC News, arranging 'cars or satellite link-ups' for them and writing scripts as well as questions for the presenter.

Gotkine explained that he did briefly question whether he had the right man when he first greeted Goma in May 2006, but brushed off his concerns as they only had five minutes to spare before he was due on air.

Both blokes shared their recollection of the 20-year-old incident with The Telegraph and Goma humorously recalled how 'a young, stressed-looking man' approached him and 'started to run' up to the studio.

Long story short, Gotkine later twigged that he'd made a major slip-up in a 'blur of sweat and panic' after he was informed that Guy Kewney was still waiting for his call-up downstairs.

He decided to try and 'lay low' at work over the next few days, only to then be informed by the BBC Press Office that multiple UK news outlets were going to run stories about the fiasco.

The footage of Goma's interview was spreading like wildfire, while his face was also being plastered on the front pages of national newspapers. Gotkine said he was 'wishing it would stop', although he 'knew it wouldn't'.

"My only consolation is that no one has publicly outed me," he said, explaining that he continued to 'try to keep his head down' at work the following week.

"My colleagues are sympathetic, but they can't stop watching the video of Guy," Gotkine said. "Sometimes four or five of them huddle around a monitor, howling with laughter."

"They seem indifferent to the fact that our manager sits opposite - and he is not amused," Gotkine said. "Outside work, I try to look on the bright side.

"I tell my closest friends it was me; sometimes I even allow them - and myself - to laugh at it. But I don't want to worry my parents, so I don't tell them."

Meanwhile, Goma was being booked for various appearances and further TV interviews - but while his career was thriving, Gotkine's was withering.

As he headed into work for his first time reporting since the mega mix-up, the journalist explained that his manager called him into an office for a chat to inform him 'there's no way he could go on air'.

Claiming he was also informed that 'bosses want to put a letter on your file', Gotkine said: "I struggle to hold back the tears. In the space of a year, I have gone from my dream job of South America correspondent, based in Buenos Aires, to the nightmare of being banned from going on air. I want the world to swallow me up."

Three months later, he claimed that he found himself at the bottom of the 'pecking order', which prompted him to start hunting for a new job. He said that despite applying for other roles at the BBC, he was 'rejected'.

Even after moving on from the broadcaster, 'Guy Goma's ghost continued to haunt him', as Gotkine's new colleagues were also aware of his epic mistake.

The award-winning journalist said that he has since 'learnt to embrace the debacle' after realising that 'everything happens for a reason'.

"For so many years, it was hard, painful even, to think what might have been...if I'd called down to the other reception area first, or if Guy hadn't said he was the guy I was looking for," Gotkine added.

"Who knows, maybe I'd now be hosting the Today programme? With the passage of time, though, and as my career has bounced back, I've come to feel that everything happens for a reason.

"Now I get to embrace Guy Goma too, and I see that he answered all those questions about Apple that day because he didn't want to embarrass anyone. He is a genuinely lovely man." more

Career development

 1d

3-day job fair in Colorado Springs, May 5-7


COLORADO SPRINGS, Colo. (KOAA) -- The Pikes Peak Workforce Center is set to host a three-day job fair aimed at connecting job seekers with employers across multiple industries.

The Military & Veterans Employment Expo (MVEE) will take place May 5-7, 2026, from 9 a.m. to noon each day at the Citizens Service Center, 1675 Garden of the Gods Road in Colorado Springs.

The event is open to a wide... range of attendees, including veterans, active-duty service members, military spouses, Reserve and National Guard members, as well as civilians and the general public.

Organizers say the expo gives job seekers the opportunity to meet directly with hiring managers and recruiters who have open positions and are ready to hire.

"Our three-day event has a variety of employers really representing the different industries and in-demand occupations we have in the Pikes Peak region," said Tracy Marquis, executive director and CEO of the Pikes Peak Workforce Center.

Dozens of employers are expected to participate across the three days, including government agencies, law enforcement, healthcare providers, skilled trades organizations and private companies. Among those scheduled to attend are the Colorado Springs Police Department, Colorado Department of Corrections, United States Postal Service and USAA.

In addition to in-person hiring opportunities, a virtual component will allow job seekers to connect with employers online through a separate platform.

Attendees are encouraged to create a free account on ConnectingColorado.gov ahead of time to speed up entry and better connect with employers.

The workforce center is also offering résumé review assistance prior to the event to help job seekers prepare.

"We are really a free, no-cost resource to our community, both for people who are looking for work, people who are looking to change their careers, understanding what's available, the training opportunities that are out there, and our philosophy is we meet people where they are, not where we think they should be," Marquis said.

Marquis recommends doing a little research before attending.

"Take a look at the employers that are on the website. Figure out which ones are of interest to you, click on their page, investigate them, see what jobs are opening, what skill sets they have, look at the skill sets that you have, and really do a resume," she said. "Have a resume that's specific for each job that you're interested in to be able to provide to the employer."

She also advised attendees not to be discouraged if employers are unable to accept résumés on-site due to hiring policies.

Marquis said feedback from job seekers who use the center's services is overwhelmingly positive, with many returning to share their success stories.

"People are happy. People come celebrate with us. We ask that they come back in and let us know their success stories," she said. "It brings us joy and it's happiness, and that's what brings us into the Workforce Center every day to come to work is we love the people that we help and we love making a difference in people's lives."

She added that job seekers should focus on identifying transferable skills when exploring new opportunities.

"What are your transferable skills, what are the skills that you did with your previous job or your current job, and how do those really translate into a new job or a new career field or career pathway?" Marquis said. "We have a lot of resources and staff that can sit down and talk to you about your transferable skills and how they fit into that next chapter of your life."

Proposed annexation could double a small Colorado town's population

A fifth-generation rancher has no official say as a massive housing development is proposed right next to his land. He lives just outside the town limits of Calhan, so he can't vote on the project that could double the town's size and threaten his way of life.

He Has No Vote, but His Ranch Is on the Line

News Tips What should KOAA5 cover? Is there a story, topic, or issue we should revisit? Have a story you believe should make the light of day? Let our newsroom know with the contact form below. First Name Last Name Email Phone number Subject Body Security Check Submit

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Watch KOAA News5 on your time, anytime with our free streaming app available for your Roku, FireTV, AppleTV and Android TV. Just search KOAA News5, download and start watching. more

Katherine Martin


Career development 5d
I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

3   
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Career development

 1d

The duo behind the BBC's biggest cock-up tell their tale


In May 2006, Guy Goma, a 38-year-old finance graduate from the Republic of the Congo, arrived at the BBC for a job interview. Elliott Gotkine, 30, a (now former) BBC news producer, picked him up from reception. Gotkine was meant to pick up Guy Kewney, a technology journalist, who was waiting in a ...

Anonymous member


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

  • Gladys E. Bustos

    1d

    Job description. Feedback. Meetings to strategize.

  • George Kariuki

    2d

    take them to training, team building, and conference to give them time to be enlighted on new things in career and to relax away from work

Load more...

morris ogwal
Career development 4d
Am supposed to share my monthly reports with two seniors (technical advisor and general manager), basically writing one report and sharing. The two have their ego issues, and each of them wants different reporting formats and all of them wants me to write to them and just copy the other. am now forced to wtrite two reports and sending to each separately which is so tiring and consumes time. kindly... help more
1   

  • Gladys E. Bustos

    50
    1d

    Sit with both and get feedback. Enough wondering. Thank them for sitting with you. Ask about your work and how it contributes to the direction of... company? Either you are a value or not!! more

  • Francis Apisawu

    1
    1d

    Just comply with their requests. You may feel overwhelmed, but do so without complaint. This is a training opportunity that will yield results in the... near future, making it a valuable personal experience. more

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Career development

 1d

Man Spent Months Applying For Jobs And Preparing For Interviews, But He Felt Burned Out And Questioned If Low Wages And Stress Were Ever Worth It


Job hunting shouldn't feel like full-time work.

The following story involves a man who has spent months applying to jobs and preparing for interviews.

But he faced confusing questions and constant rejection.

Even when he gets offered a job, he's often met with unpromising benefits.

Read the story below to find out more...

The number of times I have been lied to, gaslit, and asked the... stupidest goddamn questions during the job application process is uncountable.

It is so stupid.

Anyone with the slightest bit of intelligence or humanity can clearly see that there is something wrong with this entire thing.

This man spent months trying to ace job interviews.

This is not the way to vet job seekers. You get to the interview.

They continue to ask you incredibly stupid and specific questions.

If you make even the slightest misstep, you feel like a goddamn idiot.

I have spent months studying for some interviews.

I do not do that anymore.

Then, when one gets hired, they are welcomed with a low salary and stress.

Ninety-nine percent of the time, you just will not get it.

Then, when they say you get the job, there are low wages, overwork, stress, and little personal time.

Is any of this nonsense worth it?

With how much inflation we have had, the last three years of job applications I have been doing have actually cost me money.

Let's find out what others have to say about this.

A UX designer shares their personal thoughts.

This person gives their honest assumption.

This one chimes in.

Finally, here's another valid point.

Sometimes, applying for jobs feels like a job itself.

If you liked this post, check out this story about an employee who got revenge on a co-worker who kept grading their work suspiciously low. more

Career development

 1d

Why More Professionals Who Can't Land A Job Are Pivoting To Sales Consulting


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For months, many professionals have followed the standard playbook: apply to roles, tap their networks, revise their résumés and wait for traction. Increasingly, that effort is yielding little return. The disconnect isn't just anecdotal. According to the U.S. Bureau of Labor Statistics, the average duration of unemployment rose... to over 21 weeks in early 2026, reflecting a labor market where hiring cycles are longer and opportunities are less accessible than they were just a year ago.

That stagnation is forcing a shift in behavior. Instead of continuing to chase traditional employment, more workers -- particularly millennials -- are rethinking how they generate income altogether. One path gaining traction is sales consulting: packaging existing skills into services that businesses will pay for directly.

"People are looking at their job titles instead of their skill sets," says entrepreneur and business strategist Erika Vassell. "But what they do every day -- the small things -- that's what people will pay for."

From Job Titles to Revenue Streams

She explained that corporate roles tend to bundle multiple functions under a single title. A manager might oversee hiring, scheduling, operations, and team performance, yet only identify with the title itself when searching for their next opportunity. In a tighter market, that framing becomes a limitation.

Vassell encourages young professionals to break those roles apart and evaluate the individual components. A former tech manager, for example, may struggle to land another leadership role immediately, but their ability to build workflows, organize teams, and manage processes is independently valuable. Those capabilities can be repositioned as services that companies -- especially smaller or scaling ones -- need immediately.

"You might think you're just managing a department," she says. "But setting up a system for a team, organizing operations -- those are services businesses need right now."

This reframing aligns with broader workforce trends. The number of independent workers in the U.S. has steadily increased, with McKinsey estimating that up to 36% of the workforce now participates in some form of independent or freelance work. What's changing is not just the volume, but the type of work being done -- more professionals are leveraging specialized expertise rather than general gig labor.

Why This Shift Is Accelerating

Several factors are converging to accelerate this pivot. Return-to-office mandates have reduced flexibility, hiring freezes have narrowed openings, and compensation growth has slowed across sectors. At the same time, companies are increasingly open to fractional or contract-based roles as a way to control costs while maintaining access to expertise.

That shift creates an opening for professionals who are willing to reposition themselves.

"If you've been trying for months and nothing is changing, you have to ask yourself if it's time to try something different," Vassell says.

For many, the decision is less about ambition and more about necessity. A prolonged job search often comes with financial pressure, which makes the idea of generating income independently more compelling -- even if it feels unfamiliar.

Rethinking Sales as a Skill

One of the biggest obstacles to this transition is perception. Sales is often associated with pressure tactics or aggressive persuasion, which discourages professionals who don't identify with that approach.

Vassell reframes the concept entirely. She describes sales as an extension of problem-solving, rooted in understanding what someone needs and offering a clear solution.

"Selling is serving," she says. "If you focus on how you can help someone, instead of worrying about yourself, it changes everything."

That perspective expands the pool of people who can realistically pivot into consulting. Many professionals already perform sales-adjacent functions -- pitching ideas internally, managing client relationships, or improving processes -- without labeling it as such. Recognizing those activities as transferable skills is often the first step.

Where Career Pivots Break Down

Not every transition to consulting gains traction, and the reasons are consistent. One of the most common missteps is positioning. Professionals frequently lead with their past employers rather than articulating what they can solve.

"They keep saying, 'I used to work for this company,'" Vassell says. "But they're not telling people how they can help them now."

That gap makes it difficult for potential clients to understand the value being offered. Clear positioning -- defining a specific outcome you can deliver -- matters more than credentials alone.

Another issue is overcomplication. Vassell explains that many people assume they need a fully built brand, a large audience, or a detailed business plan before they begin. In practice, early traction often comes from identifying one specific service and offering it to a targeted group.

"It could be something as simple as organizing systems for a small business," Vassell says. "That alone is something people will pay for."

The Psychological Barrier to Starting

If the mechanics are relatively straightforward, the hesitation is often psychological. Fear -- of failure, rejection, or judgment -- can delay action indefinitely.

"What will people think if I don't have a traditional job?" is a concern Vassell hears frequently from clients.

That fear can manifest in subtle ways: excessive planning, underpricing services, or avoiding outreach altogether. According to a 2025 LinkedIn Workforce Confidence survey, nearly 60% of professionals reported hesitation about pursuing independent work due to income uncertainty and social perception, even when they had marketable skills.

Overcoming that barrier requires a shift in focus. Rather than centering on personal risk, Vassell encourages clients to think about the value they can create for others. That reframing helps move the conversation from self-doubt to service.

Income Stability Without a Salary

Concerns about inconsistent income remain one of the biggest deterrents. Without a predictable paycheck, many professionals hesitate to fully commit to consulting.

Vassell challenges the assumption that traditional employment offers more security. Layoffs and restructuring have made it clear that stability in corporate environments is often conditional.

"A job isn't the safety net people think it is," she says.

Building income independently requires strategy, but it can also create more control. Instead of relying on a single employer, consultants can diversify their client base and scale their earnings over time. Research from Upwork indicates that skilled independent professionals often surpass their previous salaries within two years of consistent consulting work, particularly in specialized fields.

A Shift in How Work Gets Done

The growing interest in sales consulting reflects a broader change in how work is structured. Skills are becoming more valuable than titles, and adaptability is becoming more valuable than tenure.

For millennials in particular, this shift aligns with evolving priorities. Flexibility, autonomy, and sustainable workloads are increasingly non-negotiable. The traditional model -- where stability is tied to a single employer -- is being replaced by a more fluid approach to income and career growth.

For professionals navigating a stalled job search, the takeaway is practical. The first step isn't necessarily building a brand or launching a business; but it could look like first identifying what you already know how to do and translating that into a clear outcome for someone else.

"Write down what you're good at -- what you actually enjoy doing," Vassell says.

From there, the path forward becomes less about waiting for an opportunity and more about creating one.

This article was originally published on Forbes.com more

Career development

 1d

Retention Over Recruitment: The Rise of Talent Management Platforms | Knowledge Hub Media


HR leaders, talent development teams, business decision-makers, and managers looking to improve employee retention, engagement, and performance.

Hiring is no longer the hardest part of building a strong workforce. Keeping employees engaged, productive, and growing within your organization has become the real challenge. As turnover costs rise and employee expectations shift, companies are... investing more heavily in talent management platforms that prioritize development, performance, and long-term retention over constant recruitment cycles.

This shift is changing how organizations think about Human Capital Management. Instead of focusing primarily on acquiring talent, businesses are building ecosystems designed to nurture, measure, and evolve their workforce over time. Platforms like Cornerstone OnDemand, Lattice, 15Five, and SAP are leading this transformation by focusing on performance management, learning, engagement, and employee growth.

The modern workforce is no longer satisfied with static roles and annual performance reviews. Employees expect continuous feedback, personalized development paths, and opportunities to grow within their organization. Companies that fail to provide this experience are seeing higher attrition rates and lower engagement across teams.

Talent management platforms address this by creating structured systems for performance tracking, learning, and career development. These tools allow HR teams and managers to move beyond reactive processes and instead build proactive strategies that keep employees aligned, motivated, and invested in their roles. The result is not just better retention, but stronger overall business performance.

While all four platforms operate within the same category, each takes a slightly different approach to solving the talent management challenge.

Cornerstone OnDemand

Cornerstone is heavily focused on learning and development, making it a strong choice for organizations prioritizing upskilling and reskilling. Their platform combines learning management with performance tracking, allowing companies to tie employee growth directly to business outcomes. What sets Cornerstone apart is its deep content ecosystem and AI-driven learning recommendations, which help personalize development at scale.

Lattice

Lattice centers its platform around performance management and employee engagement. It offers continuous feedback tools, goal tracking, and structured performance reviews that help managers maintain alignment across teams. One of Lattice's standout features is its emphasis on connecting performance data with engagement insights, giving organizations a clearer picture of employee sentiment alongside productivity.

15Five

15Five focuses on employee engagement and manager effectiveness. Its platform is built around frequent check-ins, lightweight performance tracking, and coaching tools designed to improve communication between managers and employees. What makes 15Five unique is its strong emphasis on human-centered management, helping leaders build stronger relationships rather than just tracking metrics.

SAP (SAP SuccessFactors)

SAP brings talent management into a broader enterprise context through its SuccessFactors suite. It integrates performance management, learning, and workforce analytics into a single ecosystem that connects with core HR and business systems. SAP stands out for its scalability and data depth, making it ideal for large organizations that need to align talent strategy with broader business operations.

Despite their differences, all four platforms share a common foundation. They provide tools for performance reviews, employee development, and engagement tracking, all of which are essential to managing the full talent lifecycle. Each platform also supports continuous feedback models, replacing outdated annual review processes with more dynamic and ongoing performance conversations.

Another shared strength is their ability to centralize employee data related to growth and performance. This gives HR leaders better visibility into skill gaps, high performers, and areas where intervention is needed. By consolidating this information, organizations can make more informed decisions about promotions, training investments, and succession planning.

The biggest differences between these platforms come down to focus and scale. Cornerstone leans heavily into learning and development, making it ideal for organizations prioritizing training and certification programs. Lattice and 15Five are more focused on engagement and performance, offering tools that are easier to implement and often better suited for mid-sized companies or teams looking for quick adoption.

SAP, on the other hand, operates at an enterprise level, offering deep integrations and advanced analytics that support complex organizational structures. While it may require a larger investment and longer implementation timeline, it provides a level of insight and scalability that smaller platforms may not match.

The growing importance of talent management platforms reflects a broader shift in workforce strategy. Recruiting will always be important, but it is no longer enough to sustain long-term growth. Companies are realizing that developing and retaining existing employees is more cost-effective and strategically valuable than constantly replacing them.

This shift is also being driven by data. Organizations now have access to detailed insights into employee performance, engagement, and development, allowing them to identify risks before they lead to turnover. Talent management platforms are turning this data into actionable strategies, helping businesses build stronger, more resilient teams.

Talent management is no longer a secondary function within HR. It is becoming a core driver of business success, influencing everything from employee satisfaction to overall productivity. Platforms like Cornerstone, Lattice, 15Five, and SAP are helping organizations move beyond traditional HR practices and build systems that support continuous growth and engagement.

As the workforce continues to evolve, the companies that invest in their people will be the ones that stand out. Talent management platforms are not just tools for HR teams, they are strategic assets that shape the future of work. more

Career development

 3d

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


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

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

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

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

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

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

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

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

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

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

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

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

HR : Just one last question before we wrap up.

Candidate: Sure.

HR : Are you married?

Candidate: Sorry?

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

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

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

Candidate: Planning for what exactly?

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

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

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

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

HR : This is a standard question for all our hires

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

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

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

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

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

HR : Let me know if we moving forward .

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

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

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

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

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

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

Another bluntly remarked, "HR is always selfish."

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

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

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

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

    1d

    Sometimes it depends to the organisations interests, so high level of maturity and thinking is needed to answer such a question.

  • Nuwamanya Patrick

    1
    2d

    i find no problem in positively respond to the question if i were the candidate,because so contracts come with benefits ,for instance medical... insurance,housing,transport etc .So the company would be in a better position to catch biodata of the employee right from the start. I submit. more

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Career development

 1d

Making a university people strategy real


The success of any plan to improve the working culture of a university depends far less on how it is written and far more on how it is interpreted and applied by teams and departments. Change is felt in how a manager runs a team meeting, how a colleague experiences workload, how opportunities are shared and how inclusive a space feels day-to-day.

Change is felt "locally". Although the... institutional view - documents, themes, commitments - is important, because it signals intent and sets direction, it is not where change is felt.

When we launched our People Plan 2025/26-2027/28 with the aim of improving staff experience, supporting career development and creating the conditions for everyone to do their best work, we were clear that it would and could not just be owned by one team. Instead, it would be something leaders actively work with to shape decisions, prompt conversations and help all our teams focus on what matters most for colleagues in their daily lives.

The shift from strategy to lived experience is where the real work begins.

It can be tempting to move quickly to drafting documents or defining actions - but the most effective local plans begin with conversation.

Leaders need space to ask, and genuinely explore, a number of questions:

One of the most common pitfalls is trying to do too much. Faced with a new institutional strategy, teams often feel pressure to respond with a long list of new initiatives. The result is predictable - unwieldy plans, unclear ownership and lost momentum.

A more effective approach is to be deliberate about focus. At our university, our guidance to local teams is a simple balance - continue what is working, refine where needed and introduce a small number of new actions. In practice, this often means that the majority of effort stays with existing activity, with targeted improvements and only a handful of genuinely new initiatives.

This approach is not about lowering ambition. It is about increasing the likelihood of meaningful delivery.

The next step is to translate broad themes into something tangible. Institutional plans often speak in terms of inclusion, development, community or systems. These are the right priorities but they can feel abstract unless they are made specific.

At a local level, this means asking: what would this look like here? If the priority is to create a more inclusive and supportive environment, the answer might not be a change project. It might be as simple as changing how we run meetings, give feedback and model behaviours in our departments or faculties. If the focus is career development, it might be about making existing opportunities more visible, such as mentoring schemes, leadership programmes or secondments. It might be about actively encouraging "stretch" experiences that help colleagues build confidence and visibility, such as leading a cross-department project, chairing a working group or representing their team in senior discussions.

What matters is that staff can see and feel the difference. If all our colleagues do not recognise our People Plan in their everyday experience, it is unlikely to succeed.

Of course we, as leaders, should not do this work in isolation. We built the plan on insights gathered from meetings, conversations and our annual staff survey, and that's helped hugely; involving people early has improved the quality of our plan as well as credibility. We're noticing that people engage with change they have helped shape.

Equally important is keeping the plan alive. This is not a document to be written and set aside. In some areas it can be helpful to identify a dedicated lead or champion to maintain momentum and ensure actions continue to move forward. Leaders should revisit progress regularly, whether through leadership discussions, team meetings or internal communications. For example, we created a central hub for content and a series of case studies.

Over time, this consistency builds trust. Staff begin to see that commitments are followed through, that feedback leads to change and that the plan is not simply a statement of intent.

When this happens, the impact is tangible. People understand priorities more clearly. Experiences become more consistent across teams. And, importantly, individuals feel more supported in their work and development.

None of this is driven by the document itself. It comes from the accumulation of small, deliberate actions taken locally.

Perhaps that is the most important point. A plan to improve the working culture of a university does not need to be complex to be effective. In fact, the opposite is often true. The most successful approaches are those that are focused, realistic and rooted in everyday practice.

For leaders, the challenge is not to interpret every element of a strategy, but to identify where they can make the biggest difference and to act on it.

Because ultimately, a plan only matters if people can feel it.

Donna Dalrymple is chief people officer at UCL. more

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Career development 2d

I have two jobs, sales b2b and life insurance and cannot make one sale either way. Any suggestions?
1   

  • Danielle Lee

    2
    1d

    What is your method? Sometimes it's in the approach. Also remember that you are included in the sale. How you approach the meeting, present yourself... and the product and show the benefit to them will help you close deals. You gained the meeting because they identified a need and wanted to learn more about it. Your job is to listen and learn more about the pain points and present your products in a manner in which you address those pain points without causing more pain. Add value in your presentations, don't just sell. Sometimes when you've gone without the yes for so long it shows to the customer. Claim it at the door and it will be yours when you leave. Hope this helps more

  • Folasade Ebo

    1d

    Read books, put in more effort,for your life insurance job talk to more persons, never give, evaluate honestly how you're doing the jobs, are you... doing it the right way  more

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Career development

 2d

The long way around


Each spring, the College of Arts and Sciences (CAS) at Oakland University recognizes a graduating student for the Meritorious Achievement Award.

According to the university, the award honors "extraordinary academic achievement beyond that required for good grades ... the following criteria will be used to evaluate the nominations: originality, extent of effort, scholarly significance, artistic... merit/significance."

I'm still a little surprised I received it

I didn't have a flawless résumé or a carefully mapped out plan. I switched majors, took on jobs that pulled me in completely different directions and said yes to opportunities that didn't make sense on paper but sounded cool at the time.

I don't think I received this award for doing everything right. If anything, I think I earned it by having a really good time along the way.

In my freshman year, I started as an international relations student in the political science department. I even worked in the city hall for two years, which means I have great stories - and not much fazes me anymore.

I saw how policy actually happens: looming deadlines, overlapping calendars, different personalities and an overwhelming number of Excel spreadsheets. Through that experience, I learned that policy isn't an abstract idea in a textbook - it directly affects people's daily lives.

But by the end of my sophomore year, I pivoted.

I added public relations and strategic communications as a second major after realizing I didn't want to stay inside these systems - I wanted to explain them. Around the same time, I also joined The Oakland Post and started writing for the politics section. Journalism made me more accountable, more precise and more aware that if I got something wrong, people would notice. It taught me how to ask better questions and how to listen closely.

And then, as any confused college student would do, I dropped everything and went to Prague.

I spent the summer learning Czech, a language I had never spoken before arriving. There was no master plan here. It sounded fun at the time, and that was apparently enough justification for me. Some days, I felt impressive ordering coffee or food in full sentences. Most days, I stood in grocery stores translating labels word by word. Somewhere between catching sunsets on the Charles Bridge and missing metro stops, it turned out to be one of the most formative experiences I didn't know I needed.

My third major, French language and literature, was not part of any grand strategy. In all honesty, I chose it because I thought it was sexy. I still do.

It's the major I default to when a guy at the bar asks what I study because it sounds elusive. I also tutored French at the Academic Success Center on campus, where helping freshmen with pronunciation quickly became the most wholesome part of my week.

At the same time, it was easily my most challenging major. I got my butt kicked in a 4000-level 19th-century French literature class. If you think "Les Misérables" is hard to get through in English, try reading it in French, slowly, with a dictionary open, fighting back tears of frustration as you reread the same paragraph five times. I still get tripped up on verb conjugations, but somewhere along the way, French stopped being an aesthetic choice and became the hardest thing I've done - and also the major I'm the most proud of.

Before my senior year, I went to Paris to study architecture, which made absolutely no sense on paper because I had never studied architecture before.

Within a few weeks, I had ink stains on my hands, a sketchbook in my bag and a routine of sprinting from the metro because I was always late to class. I spent my days gawking at cathedrals, people watching from metal café chairs and trying to understand how history and culture could be built into a physical space.

One of my favorite jobs was working for the Southeast Michigan World Affairs Council, doing communications work and event planning. Occasionally, this also meant I got to sit in on lunches with guest speakers - including ambassadors.

I remember sitting with the former ambassador to Venezuela, trying to act normal, while poking at my plate of chicken piccata. I could not believe this was my Tuesday afternoon.

In January, I started a job at Local 4, the news station in downtown Detroit.

Working at WDIV taught me the chaos of a newsroom in real time. I spent hours listening to police scanners. At any moment, something could happen, and when it did, the newsroom shifted.

It taught me how fast news actually breaks, and how fast you have to move when it does. There were a few hallway sprints. There was a lot of controlled panic. But more importantly, there was this strange feeling about hearing about a breaking story from a police scanner before the public would know it minutes later.

During my first week at WDIV, I got a call from the Japanese Embassy offering me a spot on a two-week diplomatic trip.

So, on my first day at work, I had to awkwardly tell my boss - who had just hired me - that I would actually be leaving for two weeks and needed to adjust my contract. It was not ideal timing, but it was also an opportunity I couldn't say no to.

Japan was incredible. It's hard to summarize the experience without sounding overly dramatic and soppy, but it changed how I see a lot of the world. I sang karaoke, ate the best food and visited shrines.

I also cried on my flight back home, which I guess says enough about my experience there.

I did a lot of odd jobs in college. I worked in retail to pay for Paris - folding jeans and tagging clothes. I worked in newsrooms, nonprofits, medical institutions and everything in between. I researched for the U.S. Department of State for a semester, which still feels like it shouldn't be on my résumé. I was even Miss New Hampshire for a brief week in Washington, D.C., where I shook hands with senators and a Supreme Court Justice. It wasn't all glamorous, but it was meaningful.

If there's anything that made me a strong candidate for this award, I don't think it was having the clearest, most impressive path. I wasn't efficient or linear. Three majors, four countries and multiple jobs later, I changed my mind often, said yes more than I said no and trusted things would eventually fall in place.

My favorite moments were not spent in the classroom (although I did learn a lot there, too). They were spent seeing the Charles Bridge at sunset, eating a late-night crêpe on a Paris sidewalk with friends, running through newsroom hallways on deadline and getting lost in Tokyo while jet-lagged.

This award feels less like a big finish line and more like a nod to the long way around. OU wasn't a straight path, but it was a meaningful one - and more importantly, a fun one.

I'm deeply thankful for my professors and faculty advisors who took my work seriously even while I was still figuring things out. They scribbled thoughtful notes in the margins of my essays, stayed after class to talk through ideas and supported me throughout it all. Their mentorship and faith in my skills changed everything for me.

So here's my unofficial advice, which I'm fairly confident OU would not endorse: Do the fun thing. Take the class that sounds cool, study the language you think is sexy and say yes more often than you think you should. more

Career development

 2d

She Went On A Few Dates With A Guy Who No Longer Wanted To See Her After She Said She Wasn't Sure About Kids


Falling in love can absolutely feel more like a job interview than a love story. We're often reminded to prioritize a meaningful life partner over a fling and to never settle.

It is all sound advice, in theory. But is there such a thing as deciding too soon that someone isn't your forever person, and is it possible to get too stuck on a checklist before you've even given someone a real... chance?

This 27-year-old woman went out on a couple of dates with a 38-year-old guy. Everything was wonderful, and he said he liked her before she talked about her feelings.

He pursued her and confessed to having a huge crush on her. She truly believed that they had a genuine connection, even though they were still becoming acquainted.

"Out of nowhere, he ended things. His reason was that he's 'dating intentionally' and wants someone whose future aligns with his, specifically around kids," she explained.

"I told him I'm not against having kids. I'm just not 100% certain yet. I said I'm still figuring it out, which I feel is normal. He basically said he's trying to trust his gut and doesn't want to invest in something that might not align long-term."

"I get the idea of dating intentionally, but at the same time...it feels really premature to make that call after only a few dates. Like, we barely know each other. It honestly came across to me like an excuse or an easy way out."

She's left feeling completely upset and puzzled, and she thinks there's more to the story than what this man told her.

Well, I don't see anything wrong with what he did, although I can understand why she's feeling disappointed. The thing is, they have an 11-year age gap, which means something when it comes down to starting a family.

Sign up for Chip Chick's newsletter and get stories like this delivered to your inbox.

She still has plenty of time to decide if she wants to be a mom, but I'll bet anything this man doesn't feel the same way, and his biological clock is ticking.

Dating isn't just about the chemistry or the sparks; it's also about making sure you align on your life plans, and they simply aren't if he's all in on kids and she's not positive about them.

There's nothing problematic about this man realizing that he doesn't want to spend any more of his time waiting for her to see if they ultimately will want the same things.

At the end of the day, kids are clearly a dealbreaker for him, and she can't fault him for that. He is out there dating with intention; he made that crystal-clear, and she's not the best fit for him since she has not yet made up her mind about kids. more