Career development

Ashley Evans-Clark

1d

In our company only men get promoted and raises. It’s much easier for them - work for a year and they already manage a couple of people. I’ve been working hard for four years and nothing happens for me. My boss says women are unreliable, that I’ll probably get married and go on maternity leave. Men, he says, are fine. So I get a lot of work but no raise.
Should I try talking to him seriously... again or should I leave since there’s no future here?

more

1

Christine Kathleen Lind Diaz
19h
Leave
13 replies
Shane Delgado
23h
I hope you have more evidence than your word. This seems like a story from the 70s with the way you worded it. If this is true, find a new job and if... you have proof, sue them. more
2

Amanda Hollingsworth

Career development

5d

I’m not an ambitious person, I just want a normal, calm job and I’m not chasing promotions. But my boyfriend keeps nagging me every day about why I don’t try to please the boss, don’t take overtime, and don’t agree to work weekends when they ask. He keeps saying I need to build a career and make more money.
Honestly, I’m starting to wonder if I should even stay with him, because I don’t want to... plan anything serious with someone who’ll keep pushing me to work like crazy, while I just want a job I actually enjoy. What would you suggest?

more

11

Alfred Boone
1d
Strongly recommend both of you discuss today or your boyfriend may find someone that is ambitious. It seems like your dreams and life outcomes don’t... align and this misalignment will be a sticking point. more
wadia gardiner
1d
Please your boss? WTF??? Are you looking at him with a tilted head and squinted eyes when he says that? You truly need to give him "the look" so that... he never says soemthing as stupid as that again! more
1 reply

Anonymous member

Career development

2d

Hello! What would you do in my situation? Yesterday was my first day at a new job. I went through a long interview process and was super excited to get hired. But then I was totally shocked to see my ex working in the next department. For the record, I was the one who left him before our wedding.
How am I supposed to work next to him now?

3

Zachary Nyambu
2h
It would only look ugly if you would be reporting to him or vice versa. Just operate professionally and assume no relationship ever exited.
Zakayo Nderui
1d
Bear with the situation.

Career development

19h

5 red flags to look for during a job search

Property is Power! Buy the block! What it means for the Black community

WHEN IT COMES TO JOB INTERVIEWS, a lot has been said about spotting warning signs in candidates -- but it's equally important for this scrutiny to go the other way. (Credit: Getty Images)

by Laura Onyeneho

It's a brutal time to be on the job hunt. Layoffs are making headlines almost daily; entire departments are being... eliminated, and competition for openings has become fierce.

When bills need paying, it's tempting to jump at the first offer that comes your way. But desperation can cloud judgment, and the wrong job can drain you faster than unemployment ever could.

That's why it's critical to recognize the red flags before you sign that offer letter. Some of them might look harmless in a job description, but once you're inside, they can translate into burnout, chaos and regret. Here are five warning signs you should never ignore.

Lack of salary information

A role that hides or vaguely hints at pay usually signals one of two things: They're underpaying and don't want to scare you off, or they want to keep things ambiguous to lowball you later.

This isn't just an inconvenience. A lack of salary transparency puts candidates at a disadvantage from the start. You invest time applying, interviewing and completing test assignments without knowing if the compensation meets your basic needs. It also makes it harder to negotiate, because the company holds all the cards until the end of the process.

With many states passing laws requiring salary ranges to be included on job postings, companies that still hide pay are waving a neon warning sign. If they're already skirting fairness and clarity during the hiring stage, what does that say about how they'll handle raises, promotions or performance reviews once you're inside?

A healthy employer knows pay is part of the conversation from day one. They're upfront about salary ranges, benefits and perks because they value your time as much as their own. Proceed with caution if you're met with silence, evasive answers, or phrases like "competitive pay" without numbers. Ambiguity around money almost always means you'll end up undervalued.

Everything sounds urgent

When a job posting emphasizes urgency, "immediate start," "must fill quickly," or "urgent need," it's worth asking why. Fast hiring is sometimes legitimate, but more often it signals high turnover. If people leave roles so quickly that managers are desperate to backfill, it points to deeper issues like poor leadership, unreasonable demands, or a toxic workplace culture.

This red flag is crucial in today's economy. Many companies are cutting staff and are not rushing to expand. So, if a posting stresses an immediate need, it's likely you're not walking into growth, but instead into damage control. You may inherit the unfinished work, strained relationships, or unresolved problems left by the person who went before you and there's a good chance you'll understand exactly why they left within a few months.

Urgency also sets the tone for your working relationship. If you're pressured to join quickly, you may be pressured just as heavily once in the role. A healthy company respects your timeline, gives space for thoughtful onboarding and sees hiring as a strategic investment. When urgency is their leading pitch, don't ignore the signal; it often means you'll be filling more than just a position. You'll be stepping into a cycle of churn.

The "Fast-paced" environment

"Fast-paced workplace" might be dressed up to sound exciting, but too often it's code for a company that lacks direction.

Inside these environments, you'll find shifting goals, last-minute pivots and projects abandoned before gaining traction. Leadership often doesn't have a clear roadmap, so employees are left scrambling to adapt to whatever the "new direction" happens to be that day. This creates frustration because the target constantly moves, no matter how hard you work. Wins are rarely celebrated because leadership has already moved on by the time you achieve them.

This lack of consistency takes a toll. It can make it hard to feel proud of your work or even know where you stand. It also signals high turnover, because people quickly burn out from the constant instability. A truly dynamic workplace provides structure while embracing change strategically. If all you see in the description are buzzwords about speed and adaptability, you're likely walking into chaos disguised as opportunity.

Overemphasis on "Family Culture"

At first glance, it appears supportive. Who doesn't want to be part of a workplace where people care about each other? But it's often shorthand for a culture with weak boundaries. Families blur the lines between personal and professional life. In a job setting, that can mean late-night messages and unspoken pressure to put the company's needs before yours.

Actual healthy workplaces don't need to rely on family metaphors. They respect your time, your off-hours, and your need for balance. They offer flexibility when life happens, but they don't manipulate you into sacrificing your well-being in the name of togetherness. If a job pitch relies too heavily on family language, prepare for an environment where boundaries are often overlooked and overwork is normalized.

Unrealistic job expectations

Have you seen these postings that tell you that you need 5 years of experience for an entry-level salary, three advanced certifications, mastery of six software platforms and the ability to lead, manage, and execute all at once? It's a bit of an exaggeration, but you get it.

A laundry list of impossible qualifications usually means it's a warning that expectations inside the job will be just as unreasonable. You'll constantly be asked to do more than what's possible within your role, and deadlines will always be crushing. You'll be expected to do many tasks outside your primary role and usually the explanation would be that it's supposed to help build your skillset for the future. But it really means that when that performance evaluation hits, they will find enough faults in your work not to give you that promotion or raise. more

2

Kyle Macklane
3h
This guy has talked about all the descriptions in current jobs

Jaxon Hastings

Career development

4d

does anyone know what lets just be friends mean in a relationship

2

Neema Ngugi
2
7h
That 'friend' is only helping with your character development.
Lisa Serradilla
70
2d
It means exactly what it states, be friends, not partners, not lovers.

Todd Simmons

Career development

19h

Hi everyone! I’ve been sending out a ton of resumes, but haven’t had any luck so far. Any tips on how to stand out and actually get noticed? I feel like I’ve followed all the advice online, but I’m still not getting called for interviews. I’m an economist by training.
Thanks in advance!

1

Aman Amen
7h
Hello Dear,
At this point, it’s clear to every professional that the issue isn’t about individual performance or a lack of understanding of how to... apply effectively. Rather, it stems from the current unfair recruitment practices. In many cases, having personal connections or relationships with influential individuals within an organization has become the main factor determining opportunities . This is a reality that many recruiters seem to follow nowadays. more
Louisa Dimakatso Maodi
8h
It's not the right time yet. Hold on in time you'll be hired

Career development

1d

How To Make More Money As a Freelancer: 5 Simple Strategies

Growing your income can feel even harder, especially when you're a one-person business with a limited number of hours each week. The good news is you don't need to double your workload to earn more.

You need clearer positioning, a stronger presence in the places clients already look, and offers that reward your expertise rather than your time.

With a few practical changes, how you present... yourself, how you follow up, how you price, and what you sell, you can raise your average project value, smooth out feast-and-famine cycles, and build income that doesn't rely only on client hours.

Think of your LinkedIn profile as a landing page, not an online résumé. In your headline and about section, say plainly who you help, the problem you solve, and the outcomes you deliver. Replace vague claims with proof, brief case notes, measurable results, or recognisable client names if you're allowed to share them.

Post short, helpful content several times a week that shows your expertise: quick how-to tips, a before-and-after from a recent project, or a short thread explaining your process.

Then connect intentionally with decision-makers in your target industry and send friendly, concise messages that focus on their goals rather than your services. Consistency here matters more than perfection; steady visibility turns into steady inquiries.

Many freelancers overlook the warm opportunities right around them. Tell friends, former coworkers, local business groups, online communities, and your social audiences that you have capacity for new projects and briefly describe the type of client you serve best.

Revisit old leads and proposals that went quiet; timing changes, budgets free up, and a polite follow-up often revives a good conversation. After you finish a successful project, ask the client if they know one person who might benefit from the same result.

Make that referral easy with a short blurb they can forward and, if it fits your model, offer a simple thank-you such as a discount on their next engagement or a small referral fee. Word-of-mouth leads tend to close faster and at better rates because trust is already present.

It is usually easier and cheaper to sell more to a happy client than to win a brand-new one. Look at your current accounts and ask where you can add strategic value. If you mainly deliver implementation work, offer a roadmap session, audit, or quarterly strategy review.

If you build once-off assets, add ongoing optimisation or maintenance. Package your services in clear tiers, good, better, best,so clients can graduate to a level that matches their goals. Position upsells around outcomes rather than tasks:

"Increase qualified leads by 25% in 90 days" is more compelling than "five extra landing pages." When clients see a path to bigger results, they see a reason to invest more with you.

Rates should reflect demand, skill, and the value you create, not just the hours you spend. If your calendar is full or your expertise has grown, it's time to review pricing. Consider moving from hourly billing to project-based or retainer pricing so you capture the value of efficiency and avoid the ceiling that hourly creates.

Roll out new rates first for new inquiries, then, with clear advance notice, for existing clients at renewal or the start of a new scope. Anchor price changes to tangible improvements: faster delivery, better results, wider capabilities, or expanded support.

A confident, transparent explanation paired with options helps good clients stay while aligning your income with the impact you deliver.

Client work pays well, but it ties income to your availability. Turn a repeatable slice of your expertise into a small digital product: a practical template pack, a short video workshop, a step-by-step playbook, or a mini-course that solves a focused problem.

Start narrow and specific, with one pain point, one promise, and one clear outcome. Then, sell it through your website, email list, and LinkedIn. A simple funnel works: teach something useful in public, invite people to a deeper resource, and offer an optional upgrade such as a live Q&A or a one-hour consult.

Over time, products can become a reliable second income stream, smoothing cash flow and giving you the freedom to be choosier with client projects. more

Odeke Daniel okiria
9h
Yes
Rebecca Erinah
1d
Am a professional journalist and a writer would lend some ideas plus free lance writing sites.thsnk you

Career development

10h

Introvert Marketers: Turn Your Job Hunting into a Campaign

Job hunting can feel like a full-time job, and an awkward one at that. Especially if you are an introvert marketer.

But here's the thing: you already know how to market something. You have done it for brands, products, and SaaS platforms. You understand funnels, CTAs, and positioning.

So why not apply what you're already good at for your own good?

If job hunting is your campaign, your audience... is everything. But unlike an ad campaign, your audience is not defined by demographics or interests.

Let's break down your potential segments.

Recruiters are your top-of-funnel awareness stage. They do not have final say, but they control visibility. Their goal is simple: filter, shortlist, and move fast.

They skim profiles in seconds, so you need clarity, not poetry. Think of recruiters as your SEO algorithm. They do not read for nuance; they scan for relevance.

Pro tip: Mirror their language. If a job post says "growth strategy," not "marketing innovation," you say "growth strategy." Optimize like you would for Google, because in their inbox, you are one of a hundred results.

Hiring managers are your middle-of-funnel audience. They are not looking for buzzwords; they are looking for competence. They ask, "Can this person solve my problem?"

They care about outcomes, not adjectives. Focus on results over roles.

Introverts tend to shine here because data talks louder than self-promotion.

These are your bottom-of-funnel decision-makers. They think long-term and look for alignment. They want to know if you understand brand narrative, retention, and customer lifecycle.

For them, storytelling is your differentiator. Use your portfolio, blog, or case study to show how you think, not just what you have done.

Agencies thrive on speed and adaptability. They want marketers who can juggle campaigns, clients, and caffeine without losing focus.

Show range, from SEO to PPC, from strategy to execution, but keep it grounded in measurable impact.

Startups do not want employees; they want co-conspirators. They value initiative and scrappiness over polish. Show that you have built things, not just managed them.

Prove that you can think like an owner - someone who spots problems, builds solutions fast, and doesn't wait for permission to make things better.

Sometimes your next opportunity does not come from HR. It comes from a DM.

Peers notice your thought leadership, not your cover letter. Contribute insights, comment thoughtfully, and let quiet credibility do the rest.

Your CV is not a biography. It is a conversion tool. Think of it as a landing page that sells one thing: you.

Recruiters spend an average of six seconds scanning a CV. That is literally shorter than a TikTok ad. So you need structure and clarity, not fluff.

Instead of saying:

"Responsible for social media content."

Say:

"Created multi-channel content that increased engagement by 60 percent and lowered CPC by 22 percent."

Numbers are your testimonials, and every marketer knows they convert better than adjectives.

Design matters too. White space beats gimmicks. Readability beats creativity. If your CV looks like a dense email from 2012 (or worse, a homepage from 2002), you are already losing traffic.

Everyone hates writing cover letters. They feel awkward, repetitive, and often sound robotic. But skipping them is a mistake. The cover letter is the only part of your funnel where you can sound human.

Think of it as ad copy: short, emotional, and designed to move one person, the hiring manager, to click reply.

Use the simple structure marketers already know. Hook, Value, CTA.

You can create tailored letters in minutes by matching your resume, the job description, and your tone of voice.

You probably already use dashboards and track numbers for each of your marketing campaigns. So why not do that for your whole career?

Every job application is a campaign touchpoint. Your LinkedIn visibility is awareness, your interviews are consideration, and your offers are conversions.

Track them like you would a marketing funnel:

When you measure, you improve. The data shows you where to double down and where your funnel is leaking.

You do not need to manually follow up or drown in spreadsheets. Use tools you already know.

Even better, automate follow-ups with personalized templates. Think of it as lead nurturing: polite, consistent, and on-brand.

If you are getting profile views but no callbacks, your messaging (CV) needs optimization. If interviews go well but offers stall, your conversion copy (cover letter or presentation) might need a tweak.

Use the same mindset you would bring to a campaign post-mortem. Ask yourself:

Job hunting is not about sending 100 resumes. It is about identifying what works and scaling that.

In marketing, customer retention is key: the best ROI comes from repeat customers. The same is true for your career.

Therefore, you need to nurture your network like an email list. Stay top-of-mind with thoughtful follow-ups, shared insights, and real conversations. Be the name people remember when an opportunity opens.

Keep creating, even when you are not job hunting. Share insights, post case studies, write about what you have learned. Each post is a brand touchpoint. Each interaction is another impression in your long-term awareness game.

Re-engage old contacts, too. That recruiter who ghosted you? Follow up months later, not to ask for a job but to share what you have been working on. That is retention marketing in action.

You do not need to network louder; you need to stay in the game.

Introverts are wired for precision, not noise.

Define your audience. Craft your message. Build your funnel. Measure your results. Then play the long game.

Like you would do for any other marketing aspect, so why not for your marketing career per se? more

Zachary Dean

Career development

1w

I am the deputy principal at an elementary school, and recently, parents of first-grade students have brought up a concern. The issue is that their teacher needs to eat small, frequent meals every hour due to her health condition, but young children find it difficult when the teacher is constantly eating during lessons.
I want to be sensitive to her health situation and avoid causing her stress,... but I also want to address the concerns of the students and their parents. Could you advise me on who I might consult regarding this delicate matter?
Thank you for your guidance.

more

6

Leo George William Smith
3d
I think the student should always come first no exceptions. How old are these students?
Unless this teacher is an expert at teaching discipline,... students should come first. more
11 reply
Zahra'u Ibrahim Waya
4d
Actually if the teacher is good you can do one thing. You can split her lesson into 30 minutes to have a break. Another person will over look the... class for 10 minutes break to eat her food in staff room to avoid the children to understand her health problem. At the same time you can advise her to seek medical care . more

Career development

16h

Inquiry Unveils Hidden Racism in Aussie Workplaces

A national inquiry into racism in Australian workplaces would provide a long-overdue opportunity to expose systemic discrimination and drive meaningful reform across industries, according to national non-profit SSI.

CEO Violet Roumeliotis said SSI welcomed calls today from the Australian Human Rights Commission (AHRC) for a first-of-its-kind inquiry specifically focused on workplace... racism.

"Racism has no place in Australia, including in Australian workplaces. Employees from all backgrounds should feel safe and welcome in workplaces across the country. Every worker should be able to pursue their careers without confronting racist barriers and attitudes," she said.

"We commend the AHRC for this important initiative and stand ready to contribute to the inquiry to ensure the voices of our communities are heard," she said.

SSI has spent 25 years working alongside migrant and refugee communities, and its frontline experience -- backed by research from its Billion Dollar Benefit campaign -- shows that workplace racism remains a daily reality for many.

"We know that racism is not just an interpersonal issue -- it is embedded in the systems and structures that shape employment outcomes," said Ms Roumeliotis.

"Almost half of permanent migrants in Australia work below their skill level. We know racism is a key factor, with migrants from non-OECD countries facing significantly higher underutilisation rates -- 50 per cent -- compared to 39 per cent for those from OECD countries and 35 per cent for Australian-born workers. Applicants from 'ethnic' backgrounds are also 57 per cent less likely to be considered for leadership roles, even when submitting identical résumés."

Ms Roumeliotis said recruitment processes in Australia continue to discriminate against job seekers based on name and language, with identical résumés often producing different outcomes.

"Even when Australian-born workers have low English proficiency, they are still less likely to be underutilised than migrants with the same proficiency. This disparity makes it clear that language alone does not explain the gap," she said.

"There is a weight of evidence pointing to a crisis bubbling beneath the surface of Australian workplaces. The best way to bring these issues to light -- and to the forefront of national attention -- is through an inquiry, as proposed by the AHRC."

Ms Roumeliotis highlighted that addressing racism in Australian workplaces was first and foremost about fairness and equity, but that it also made sense for businesses seeking to improve their performance.

"Time and time again research has shown that workforce diversity is important for business innovation and performance, and addressing workplace racism is key to unlocking these benefits.

"At the economy-wide level, our research has shown there is a billion-dollar benefit at stake, with Australia missing out on $9 billion each year because we fail to fully harness the skills of migrants."

The AHRC's proposed inquiry aligns with the goals of the National Anti-Racism Framework, which SSI strongly supports. A national inquiry would help uncover racism not only in interpersonal interactions but also at institutional, structural, and systemic levels -- improving Australia's understanding of racism and informing more effective anti-racism policies and programs.

"An inquiry of this nature sends a powerful message about who we are as a nation. It affirms our commitment to respect, fairness, and opportunity for all -- values that should be reflected in every Australian workplace," said Ms Roumeliotis.

SSI looks forward to working with the AHRC and other stakeholders to advance this critical conversation and help shape a more equitable future for all Australians.

About us:

SSI delivers a range of human services that connect individuals, families, and children from diverse backgrounds with opportunities - including settlement support, disability programs, community engagement initiatives and training and employment pathways. At the heart of everything we do is a drive for equality, empathy, and celebration of every individual.

/Public Release. This material from the originating organization/author(s) might be of the point-in-time nature, and edited for clarity, style and length. Mirage.News does not take institutional positions or sides, and all views, positions, and conclusions expressed herein are solely those of the author(s). more

Career development

19h

FFWD | The Next Wave of News

Opinion piece by Nikoletta Constantinou, Senior Talent Acquisition Specialist at Exness

When you've listened to people talk about their careers, one thing stands out: behind every title and résumé is a person still figuring out what success really means. Because careers aren't built once. They evolve, just like the people who live them.

If you had told me 10 years ago that I'd build a career in... recruitment, I probably wouldn't have believed you. I studied finance, started out as an auditor, and thought my career path was set. But somewhere early along the way, I realized that the part of my work I loved most wasn't the numbers, it was the people. That realization led me to make a change, and it has been one of the best decisions I've ever made.

Eight years later, I've interviewed over 1,000 people across industries, roles, and career stages, and I've discovered something important: careers don't follow a script. They're messy, surprising, and very personal.

Here are four lessons that stand out most clearly:

For years, we were told careers should look like ladders: one step after another, climbing ever upward. But in reality? Most careers look more like zigzag paths.

Mine certainly did, from finance to auditing to talent acquisition. And many of the most inspiring people I've spoken to had similar twists in their careers: engineers who became founders, marketers who became teachers, professionals who took sabbaticals and came back stronger.

The common thread isn't a straight path; it's the ability to connect the dots and own the journey.

Tip: Embrace the twists. They can reveal new opportunities you could not plan for.

Over hundreds of interviews, it became obvious that the candidates who stand out aren't necessarily the ones with the longest list of achievements. They're the ones who demonstrate self-awareness.

They can talk honestly about their strengths, but also about their blind spots. They know what motivates them and what environments bring out their best. That kind of clarity is magnetic. It shows honesty, humility, and confidence.

As a Senior Talent Acquisition Specialist at Exness, I see every day how self-awareness fuels not only better careers but also stronger teams.

Tip: A great interview starts with understanding and embracing who you are.

When people talk about success, the usual points that come up are: salary, job titles, or reputable companies on the CV. However, after 1,000+ conversations, I've learned that true fulfillment looks very different from person to person.

For some, success means the flexibility to spend more time with family. For others, it's more about the freedom to innovate or the satisfaction of continuous learning. I've also noticed how definitions change over time. Early-career professionals often focus on prestige. Later, many value impact, autonomy, and working with good people the most.

In any case, success that's defined on your own terms is likely to be more sustainable and meaningful.

Tip: Redefine "success" every few years to reflect who you are becoming.

If I had to bet on one trait that predicts long-term success, it would be curiosity. The professionals who thrive are the ones who ask questions, explore new ideas, and adapt when circumstances change. Curiosity makes people bold enough to take risks, open to feedback, and resilient in the face of uncertainty.

Being bold is a value we live by at Exness, and curiosity is the fuel behind being bold. It drives us to step outside comfort zones and embrace change.

In a world that evolves faster than ever, curiosity isn't optional. It's everything.

Tip: Stay curious. Every question you ask moves your career in the right direction.

After more than 1,000 career conversations, I've realized that we are probably all searching for the same thing: a path that feels like ours.

And I say this not just as someone who's listened, but as someone who's been there too. I've been in the same seat myself, as a candidate, a learner, and a person trying to find the right fit, unsure of what to say next or which exact direction to take.

So, when it comes down to it, just remember that interviewing and career planning work both ways. It's not just about securing the next role, but about building a life and career that align with who you are and who you want to become.

If you want to find out where your next step could take you, maybe start by asking the same questions you'd expect in an interview. more

Career development

19h

EB-2 Petition Drafting

I have gathered my credentials and most of the employer documentation for an employment-based EB-2 petition, but I need the entire package shaped into a polished, USCIS-ready submission. Your task is to transform the raw evidence -- résumés, letters of support, academic records, and company materials -- into a persuasive narrative that meets every procedural and formatting requirement. This... includes drafting a compelling petition letter, preparing the I-140 and any accompanying forms, and weaving the exhibits together so the adjudicator can follow the argument effortlessly. Deliverables * A fully drafted EB-2 petition letter tailored to my background * Completed I-140 form (fillable PDF and final PDF) * Exhibit index with clear labeling and cross-references * Cover letter summarizing the filing package and checklist of required evidence Acceptance Criteria The documents must follow current USCIS formatting rules, cite relevant statutes and policy memos accurately, and be free of grammatical errors. I'll review one round of edits; after that, the files should be delivered in both Word and PDF formats, ready for printing and submission. Only those who can demonstrate that they have completed at least five EB2 patient cases are eligible for negotiations. more

Career development

20h

The Sobering Reality of Pretty Privilege

Member-only story

The Sobering Reality of Pretty Privilege

How society monetizes beauty, turning faces into currency in the attention economy.

We like to think we value people based on their character and merit, and that valuing physical attractiveness is superficial.

But scientific research suggests we might be far more shallow than we think. In one experiment, participants tasked with... investing money in trustees consistently gave higher initial investments to those with more attractive faces or voices. No résumé. No track record. Just a face. If that's not privilege, what is?

From job interviews to dating apps, service interactions to social media fame, attractiveness quietly shapes our opportunities, our income, and even how people treat us in our daily lives.

Two Worlds

There seem to be two very different worlds people live in: the world of the ordinary and the world of the conventionally attractive.

A close friend of mine shared her experience of undergoing a weight loss journey and losing a total of 130 lbs (59 kg) in just over 1 year. She described an enormous shift in the way she was treated and perceived by people, which made her realize just how poorly she had been treated before. On the receiving end of pretty privilege, respect no... more

Ana Brianna

Career development

1mo

Are you finding it difficult to secure and high paying job?

share your thoughts 🤔

13

Patricia Wyatt
2
21h
I had an incident where I interviewed Thursday agency set that up and was offered the job. The agency told me if I had any questions to email the... person I interviewed with. I sent her an email yesterday thinking she would see it today. I asked a question about holidays and the hours are they flexible it was work from home. I was totally floored when she said they were retracting my offer? I am sure that was my answered prayer that door shut. Employers now are ridiculous more
Eliot Feldman
12
3w
This is a common theme my clients ask me. It depends on several factors. If you would like email me or in box me I would be happy to give you... 15-minutes to discuss more

Career development

1d

Never eat the candy on your pillow: Freedom demands

While I may feel like I'm stumbling through life on the outside, I know my commitment to growth makes all the difference -- especially now that I feel more free to be myself

Few things are more unsettling than uncertainty, especially when being released from prison after many years of incarceration, with no job or serious prospects.

I found myself facing freedom without a clear path forward, and... my mind constantly raced with questions: Where will I live? How will I support myself? Where do I start?

These questions don't just reflect my own personal fears; they reveal a much larger societal need to provide support and assistance to those reentering society after incarceration. Without help, uncertainty can quickly turn into frustration or even desperation -- and we don't always act rationally when we feel desperate.

Preparation can make a significant difference. I saw men come back to my prison after being released, and I vowed that would never be me. Well before I even knew I'd be released, I gathered information about housing, employment opportunities, and community resources. I sought out mentors, counselors, and others who could offer advice on successfully reintegrating. Before my release, I knew it was crucial to seek out information and build a network so I wouldn't have to face these challenges alone.

I thought I had everything figured out.

What if I told you that I submitted over 60 employment applications and had more than 30 interviews? Would you be surprised to learn that I was rejected by every single employer after they took a look at my background check?

Most interviewers weren't rude or malicious. Some even apologized for passing me over for the job. Apparently for most companies, there was no good way to hire someone with my criminal convictions. Business is business, right?

Still, even after a steady stream of disappointments, I refused to let rejection define me. Instead, I looked for less conventional employment by exploring temp agencies and looking into gigs as a day laborer. More broadly, I leaned on support groups and stayed connected with others who understood my struggle. Each setback, though frustrating, made me more resilient and pushed me to keep searching for a place where my past wouldn't automatically disqualify me from having a future.

The road was far from easy, but I learned that persistence and a willingness to adapt could open doors I'd never expected.

It's been a humbling experience, jumping from dirty job to dirty job. I've cleaned people's houses, mowed lawns, gardened, assembled furniture, and even shoveled mounds of horse manure, just to pay my parole supervision fees and provide for myself. Though certainly not ideal, I saw these jobs as gifts given to me by people who recognized my willingness to work. While this work was hard, it paled in comparison to the emotional work I was doing to adjust to life outside. In case you didn't know: Being free is a tremendous amount of work.

I'm not a saint. I certainly have bad days. I feel frustrated that I cannot earn a living as a writer, the way that I'd hoped. But every day, I remind myself that each task -- no matter how small or strenuous -- is a step toward something greater.

But reader, sometimes I feel like the little bit of good I have is robbing someone else of work, support, or care. I know this is a scarcity mindset, but the city I live in is filled with unhoused, jobless, seemingly broken people -- many of whom have a criminal background, the same as me. This lends to the feeling that any meager side job I get somehow takes an opportunity away from someone else. Then one day at church while serving breakfast, I got some helpful advice from an unhoused man we'll call Mitch.

It was one of those days when I was feeling less than stellar about my circumstances. Though grateful for the small jobs I picked up here and there, I obsessed over finding steady employment. Sensing my mood, Mitch struck up a conversation with me, making a joke about his unemployment being the "vacation" he never intended to take.

He explained that he once worked on an assembly line, and when he was laid off, he sought respite in the bottle. I mentioned that I was feeling dejected about my own prospects, explaining all the recent job interviews and rejections. Mitch said something I initially thought was a joke: He told me to look at each job interview as if it were merely "an opportunity to meet new people." I shouldn't get so worked up about whether I'd get the job, he said. Instead, I should just be transparent about my situation and see what happens.

The inevitable background check always felt like the ax about to fall on an otherwise good interview. It never occurred to me that I could tell my story on my own terms, in my own words. I thanked Mitch for the advice and offered him what little money I had. He declined, making another joke about how he's terrible with money because he has so little of it. What he did accept was my promise that I'd be myself at my next job interview.

Putting Mitch's advice into practice felt like a turning point. It also made me realize that when I worried about taking opportunities from others, the reason was that I didn't believe I was deserving of the blessings I received. That's what incarceration does to people; it makes them feel unworthy of life outside.

As I walked into my next interview, I carried Mitch's words with me, and I reminded myself that the interview process was a chance to connect. Letting go of my anxiety and embracing authenticity, I found myself speaking with genuine openness about my experiences and aspirations. The interviewers responded with curiosity rather than judgment, and for the first time, I felt seen -- not only for my past but for my potential.

This newfound perspective shifted my approach entirely, helping me realize that each encounter, whether in a church kitchen or a professional office, could be a step toward building trust and discovering new opportunities. For the first time, I left an interview with hope, grateful for the lessons learned from both the struggle and the kindness of others. For once, I really felt OK with whatever came next.

I am proud to say that I finally received a job offer!

While I know our value isn't measured by whether we work, the sense of validation I felt was overwhelming. It was as if all of the effort I poured into proving my reliability and determination was finally paying off. Accepting the position marked the beginning of a new chapter, one where hope replaced uncertainty. With gratitude, I am doing my best to embrace whatever challenges lie ahead, knowing that freedom demands continuous effort and a commitment to growth.

I also understand that the path to rebuilding life outside isn't just about securing employment; it's about learning, adapting, and building trust each day with the people I'm now in community with.

Several weeks later, I saw Mitch again. He was standing in the breakfast line, drunk and belligerent. Once he had his food, he kept to himself, sitting as far from others as possible.

When he finished eating, Mitch caught me by the arm and asked whether I had gotten a job yet. I nodded, and he gave me a big grin. We sat outside the church together, him smoking cheap cigarettes and me nursing a glass of orange juice. I told him all about the interview. Mitch congratulated me and shared his own big news: He planned to quit drinking. His liver was failing, and he wanted to put his past assembly line experience to use long enough to get health insurance.

I didn't know how to take Mitch's revelation; it was both heavy and heartening. I went inside and fixed him a to-go plate. Mitch took the food and smiled. He looked hopeful. more

Anonymous member

Career development

1w

MY FRIEND WENT I AN INTERVIEW AND HE WAS DECLINED BECAUSE OF POOR RESUME DESIGNED WAS THAT NECESSARY

1

Calvin Mulligan
1d
I served as an instructor at a Canadian agricultural college where I taught a career development course to our agribusiness students. Our advice to... students was "the interview is always on". In other words all observable behaviours on the part of the job candidate could be taken into account by a prospective employer. This included how the candidate drove in the parking lot at the interview location, how he or she interacted with reception or administrative staff and so on. The corollary is the employer is interested in the entire package the candidate presents. Dress, speech, resume and so forth. It also includes one's social media identity and content. In short, the prospective employer has a vested interest in knowing what kind of "ambassador" the job candidate would make for the company. Yes, with some employers, that little coffee stain on the tie, the popular profanity used in the reception area, along with the other matters discussed in this thread are noted.
Faced with a decision between two seemingly equivalent candidates, I once opted for the individual who noticed a file cabinet drawer at floor level had been carelessly been left open posing a hazard. She quietly reached down and closed the drawer in the course of our office tour following her interview. Guess who got the job? more
1
Calvin Mulligan
4d
I'm curious. Let's pretend you're the HR recruiter. What if the job required a relatively higher level of organization and presentation skills and... attention to detail was considered essential to job success. You have three applicants with equivalent credentials and experience. Would you take the relative quality of their resumes into account? more
21 reply