Career development

Mila Ashford

2d

After the New Year’s party this guy from the design team (who I used to have a thing for) told me I’m “incongruent.”
I was totally shocked.
I even looked it up online and apparently it means I come off as fake or hypocritical.
We’re supposed to go on a training together in a week, and I honestly have no idea how I’m going to deal with him.
Any advice? Thanks!

1

Phindile Mahlangu
2h
Don't let pitfalls to affect you. You were assignee to do training so partake. The guy is at the same team as you don't become too negative towards... him only a manager can inform more
Althea Warner
22h
I don’t know your faith level but pray before you go into the training.

James Ravenscroft

Career development

1d

Hi! I really have a problem, I keep forgetting what else I need to do at work. I already make a daily plan and check it all the time, but as soon as I get distracted by urgent issues, I can’t remember what I was thinking about before. I understand that this can’t go on for long, because my mistakes keep coming up and management notices them. Maybe you could advise me on how to train my memory and... attention? Thank you. more

Phindile Mahlangu
2h
Multitasking. You need to learn.
naquitta naxy
4h
This usually happens because of task-switching, not bad memory. A simple fix is to always write down what you were doing and the next step before... handling urgent issues. Also, break your daily plan into small “next actions,” do quick reviews after interruptions, and try short focus sessions (25 min). These habits greatly reduce mistakes and improve attention over time.
more

Career development

10h

Multi-Platform ATS Resume Builder

I want to launch an ATS-friendly résumé creator that offers the same smooth, guided experience you see on [login to view URL], but packaged for the web, mobile phones, and desktop computers in a single, maintainable code-base. The look and feel must stay firmly professional -- clean lines, generous whitespace, restrained colour palette -- so a finished résumé looks hiring-manager ready straight... out of the tool. Users will browse a gallery of editable templates, type or paste their details, watch real-time changes, and finish with a document that sails through Applicant Tracking Systems. Three functions are non-negotiable: * A library of fully Customizable Templates, each section drag-and-drop or on/off toggle. * An ATS Compatibility Check that scans content/layout for keyword density, section order, and parsing pitfalls, then highlights fixes. * One-click export to both Word (DOCX) and PDF with identical formatting across all platforms. Stack is your call -- React + React Native, Flutter, Electron, or another cross-platform approach -- so long as it delivers: 1) a responsive web app, Deliverables 1. Deployed MVP on a public staging URL plus signed mobile/desktop builds. 2. Full source code in a Git repo with clear setup docs. 3. Short user guide and API/architecture notes. When you reply, outline your preferred tech stack, any similar WYSIWYG/editor work you can show, and a milestone timeline so we can get started right away. more

Career development

11h

This Denver mom once feared losing everything. At Women's Bean Project, she found stability -- and freedom.

When Brittany Persichitte walked through the doors of Women's Bean Project in April 2023, she carried things no résumé could explain: fear, determination, and the hope that this time she would build a different life.

"In my past, there was a lot of drug addiction," she said quietly when we spoke at the Women's Bean Center off Federal Blvd. in Denver. "I had a lot of incarceration, homelessness. I... ended up getting pregnant, and that was my changing point for myself. I did not want to lose custody of my son."

Her love for him -- and the fear of losing him -- became her north star.

"I got sober, and I moved into a sober living facility," she said. "Then my next step was to get a job."

A roommate told her about Women's Bean Project, a Denver nonprofit that hires women facing barriers to employment and pays them while they stabilize their lives and learn job skills. She applied and was accepted.

But what she felt on day one surprised her.

"It's unlike any job I've ever worked before," she said. "You come in, and everybody is so friendly, and everyone just cares so much about you and really wants you to succeed. It's totally different."

She didn't know it yet, but she was in the first chapter of a new life -- one she now helps other women begin.

Women's Bean Project was founded in 1989, aimed at helping women break the cycle of poverty and achieve lasting independence. They quickly became known for their 10-bean soup, but these days, the program manufactures, packages, and sells much more than that -- everything from baking mixes to dog treats.

Brittany is one of an estimated 2,000 Colorado women who have graduated from the program, which is structured to meet local women where they are.

"The first phase is the stability phase," CEO Shelby Mattingly explained. "Making sure that folks have access to transportation, that they have a place to live, that they have childcare if they need it, and that they're aligned with a case manager." The women are hired at the standard Denver minimum wage, and most complete the program in six to nine months, leaving with a job outside the program.

For many women living on the streets or escaping a toxic environment, survival mode is the norm. Their barriers -- addiction, homelessness, poverty, incarceration, domestic violence -- don't arrive alone. They layer and compound, making it difficult to navigate complex systems requiring paperwork, time and self-advocacy.

In the early weeks of her journey, Brittany says she found space to breathe for the first time in years. "In the first phase, we did a lot of self-work," she said. "We learned a lot about healthy relationships. My case manager helped me write letters of self-advocacy for a court case. We also did a lot of art therapy."

Slowly, she learned she didn't have to accept "no" as the final answer -- not from housing agencies, not from the legal system, and not from the world.

"Before it was just so easy to take no for an answer, because you're not sure you deserve anything else," she said. "But here, they really show you that you don't have to. You can have a different life."

When her application for a housing voucher was denied because of her criminal history, she thought the door had closed. But at Women's Bean Project, someone showed her the appeals process. She followed it and won. Her voice softened when she described the moment: "If they hadn't given me that opportunity, I think I would've lost everything again."

When Brittany moved into the program's second phase, she stepped onto the production floor of the Women's Bean warehouse -- rows of tables, shelves of ingredients, the hum of machines. It was a world totally unfamiliar to her.

"I had no idea what I was walking into," she said with a small laugh. "But I really enjoy the work. It's cool to look at something you buy at the grocery store and be like, 'Oh yeah, I totally know how that ends up in that box now.'"

She also kept taking classes on conflict management, financial literacy, and digital skills. But most importantly, she began experiencing steadiness -- perhaps for the first time as an adult. An income. A routine. A team that noticed her hard work.

"There's a lot of things I'm really proud of," she said, reflecting on her time in the program. "Having an honest income, paying off my traffic tickets so I could get my license and get a car, not having to take my son on the bus when it was cold." And perhaps the biggest win of all: "I celebrated my one year of sobriety here. And I did get custody of my son back."

But it's not just her own journey she's proud of. "The women here, they're making a bigger impact than just on themselves," she said. "A lot of them have kids, and they're getting to show their kids that they don't have to follow in their footsteps. We're making a change for generations to come."

After graduating, Brittany became one of the roughly 30% of women who go on to work for the Women's Bean Project. "I felt like I had a story that could really reach other participants," she said. "I needed to feel like I was making a difference. And I feel like I can do that here."

Now she works with women in the program daily, acting as their manager on the production floor, but also as a friend who knows what they're going through. Sometimes they talk about résumés, other times it's about court dates, recovery hurdles, housing barriers and other struggles she overcame while in the program. "Then I am able to share some of my experiences and just show them that you can come out on the other side," she said.

For people who have never navigated addiction, incarceration or housing instability, the path forward can seem simple from the outside, Brittany said. But she wants people to understand the truth.

"Making some of the changes that women have to make when they come here -- getting sober, working on their mental health, finding housing, navigating food stamps and Medicaid. Those aren't easy things to do. When someone is putting in that work and that time, they deserve a second chance. They deserve to be heard."

CEO Shelby Mattingly echoed that sentiment. "I wish people knew how capable and powerful and resilient the women that work here are," she said. "What I see every day is a team of really funny, talented, skilled women who can do anything they set their minds to."

After everything she has moved through -- addiction, homelessness, incarceration, fear -- Brittany now carries a word that once felt impossible.

"Freedom is my word now," she said. "Freedom to make the choices to do what I want with my life. Freedom to want more and to want to do more." more

Adetola AjaoOjo

Career development

2w

I felt disengaged from my role as PMTCT Focal Person in my office because I was given almost no tasks to manage. I tried everything I could to engage myself. How should I approach my boss to request a different role?

3

Stanley-Duke Ngene
1
1w
Leadership Lesson: Relevance Is a Choice

In public service and NGO work, relevance is rarely announced—it is demonstrated.

When you feel... underutilized:

Don’t complain—seek clarity

Don’t withdraw—offer solutions

Don’t wait—add value

Strong professionals don’t say “I have nothing to do.”
They say:

“How can I better support our mission?”

Leadership is not a position—it is initiative in service of impact.
Those who remain relevant choose contribution over comfort and purpose over passivity. more
1
IRADUKUNDA Christian
1
1w
give it time. be patient with that, if you like it continue with it, if you dont like it, ask for another alternative role.

Career development

12h

Organization strategy to improve employee retention and business success

The article argues that employee retention is no longer an HR problem but a core business strategy directly linked to profitability, stability, and long-term performance. Drawing on research and industry practice, it presents a clear four-pillar framework, total rewards, career development, leadership quality, and human-centric work design, to help organizations reduce avoidable attrition,... especially in the critical first year of employment.

The retention of employees has taken the form of a strategic necessity in a very competitive labour market. It is not an HR issue anymore, but the business priority directly related to profitability, stability and long-term organizational performance. Attrition causes loss of institutional knowledge, demoralizing employees, harming the employer brand, and consumes funds. It is hence crucial to be proactive in addressing the turnover to protect the operation efficiency and trust of stakeholders.

Turnover expenses, direct and indirect, demonstrate the urgency of the intervention. The process of replacing an employee is usually very expensive and can increase significantly when it comes to the middle and high-level jobs. The largest percentage of neglectable turnover is the one that is preventable and almost 40 percent of the turnover is in the first year when the losses are greatest since training and onboarding investment is not yet profitable. Even the most conservative estimates put the annual financial loss caused by the turnover in the six figures alone, without considering intangible losses of lost productivity and a weaker team spirit. However, organizations that invest in retention will always achieve high returns, including reductions in costs of hiring, increased customer satisfaction and solid organizational performance.

This strategic plan suggests four pillars which are interdependent, Total Rewards, Career Development, Leadership Excellence, and the human-centric work design which will transform retention into sustainable competitive advantage.

Pillar I: Enhancing the Foundation: Holistic Total Rewards Programme

The contemporary total rewards policy should go way beyond compensation. Attractive remuneration is necessary to attract talent, yet studies have indicated that workers remain due to reasons that go beyond the remuneration. A full package is a combination of financial compensation and non-monetary compensation that are significant to support the feeling of importance and inclusion. Acknowledgment programmes, work-life options, wellness programmes, extra leave, and customized experiential rewards are forces in reinforcing the psychological contract-employees are confident that the company will invest in them to develop, stay healthy, and pursue their career dream.

An effective reward system provides an indication of a sense of fairness, organizational concern, and competence in handling intrinsic motives of employees. It will establish emotional attachment, decrease chances of withdrawal, and increase long-term attachment. Rewards, however, will not resolve turnover in cases where employees feel that they have limited growth opportunities.

Pillar II: Building a Growth Culture by establishing a Career Development and Advancement

The greatest source of voluntary turnover is lack of career development. Limited promotion prospects are given as the key cause of exit by employees who have left their jobs and an overwhelming majority of them would stay longer should their employer invest in their career development. To solve this, companies need to have clear career ladders which enable workers to see the possibilities of internal movements within positions and functions.

Reskilling and upskilling programmes are also very important. The leaders of the industry are spending heavily in the future because they have realized that building capability in-house is a crucial element in competitiveness. The message that the company cares about their long-term success can be strengthened by providing employees with formally organized learning opportunities in rotational programmes, stretch assignments, mentorships and coaching. These types of development systems enhance retention, further engagement and firm development of the talent that is required to meet the demands of the evolving business.

Pillar III: Strengthening the Linchpin - Management and Leadership Excellence

The greatest aspect of a decision to remain or leave is the managers. Research shows that managerial behaviour can be attributed to up to 70 percent of engagement variance. Employees have a high chance of staying in the organization when their leaders communicate freely, offer recognition, coach, and show emotional intelligence. On the other hand, bad management hastens the process of disengagement and contributes to avoidable turnover.

Developing leadership capacity is something you have to invest in. The mandatory management development courses should impart the managers with professional abilities in communication, coaching, conflict resolution, fairness, and trust-building. The inclusion of retention measures in the managerial appraisals strengthens accountability. Besides, managerial administrative burdens are minimized that enables the leaders to invest more time on people development instead of documentation. This is achieved by improving the quality of leadership that fosters growth, psychological safety, and loyalty in organizations.

Pillar IV: Creating a Human-Centred Employee Experience

The contemporary worker desires organizations to ensure that they treat her as a complete individual, as opposed to a worker. But this expectation is felt by many not to be met. Creating a human-centric employee value proposition closes this gap as well as reinforcing emotional attachment to the organization.

An effective purposeful culture is a strong predictor of retention. When employees are engaged in their jobs, they feel proud to work at their company and have some kind of enjoyment, there are high chances of them remaining. Flexibility is also necessary; work flexibility contributes to long-term commitment and burnout significantly. Lastly, diversity, equity, and inclusion measures make employees feel respected and safe, psychologically, and can be themselves in the workplace, which were associated with retention and organizational resilience.

Implementation and Measurement

Effectiveness of a plan is only achieved through discipline. The first 90 days should be spent on the diagnosis of root causes with the help of analytics, stay interviews, onboarding assessments, and improved exit-feedback processes. Findings during this stage influence specific initiatives like leadership training sessions, career-pathing attempts, and policy restructuring concerning flexibility, rewards, and recognition.

The key metrics that will be used to measure success include voluntary turnover, the first-year turnover, engagement and internal mobility rates as well as ROI of investments in retention. The constant assessment will make sure that the organization is changing and refining its strategy to maintain improvement.

Conclusion

Employee retention is not an organizational fortune -- a by-product of luck. Competitive rewards, well-developed career, effective leadership, and a human-oriented work environment allow an organization to minimize turnover, improve engagement and create a culture that employees will want to be and develop. This plan will make the organization stronger, protect financial resources, and generate a sustainable competitive edge based on a loyal and thriving workforce.

DISCLAIMER: The views expressed are solely of the author and ETHRWorld does not necessarily subscribe to it. ETHRWorld will not be responsible for any damage caused to any person or organisation directly or indirectly. more

Anonymous member

Career development

1w

Recently, a woman joined our department, and her desk is next to mine. She’s constantly asking for things - anything from a pencil or an eraser to asking me to buy her groceries when I go out for lunch. It all seems small, but she never gives anything back, and she never pays me back either. I got fed up and stopped responding to her requests, and now she’s telling everyone that I’m cheap.
It’s a... nightmare, it’s impossible to work. I’m nervous and angry all the time. What should I do?

more

6

GLADECAM ENTERPRISES
14h
My advise would be you just talk to that colligue in a polite way..Piga hesabu all th groceries you bought for her ,muitishe pesa yako in a polite way... akikoso report to your supervisor more
Muhammad Adnan
2d
Sounds like harassment! Ignore her, stop discussing with others. Go through HR and request a joint mtg with a supervisor or mediator. Explain the... facts, not hear / say. This should end her behavior. If not, it will at least cause it to be entered in her employee record more
2

Career development

1d

The small CV change that increases your chances of landing the job

New year, new job. Almost half of UK office workers are planning to switch careers in 2026, with 38% already actively searching job listings, according to the Global Payroll Alliance.

But there's no way to sugar-coat it, competition is stiff -- there's currently 2.5 unemployed people per job vacancy, the highest level since July 2015 (excluding the pandemic).

One job-seeker even shared with... Metro that at a recent job interview, she was told there'd been 615 applicants for her role. Talk about pressure.

But, there is one thing you can do to give yourself a fighting chance. According to experts, a simple tweak to your CV can make all the difference...

How to improve your CV

It's fairly standard on a CV to list your past job titles, with a few bullet points about what that role involved, but this is where Jim Moore, employee relations expert at HR consultants Hamilton Nash, says people are going wrong.

'I see lots of CVs where applicants describe in great (and boring!) detail all the tedious tasks they performed in their role, but never how it benefited the company,' he tells Metro.

'Swap outputs for outcomes, and use examples and numbers where possible to show how you added value for your employer.'

And Liz Sebag-Montefiore, career coach and CEO of HR consultancy 10Eighty, agrees.

'It makes a huge difference because hiring managers skim CVs quickly,' she tells Metro. 'Leading with outcomes helps them instantly answer the question "What value does this person create?".

'It also signals commercial awareness and confidence, which are often what differentiate candidates competing for the same role or pay band.

'This shift can turn a CV from descriptive into persuasive, without adding length or exaggeration.'

How do you do it?

As Liz says, we want to avoid just describing what we do in our day-to-day role.

'Many CVs open with a long list of duties: "responsible for...", "supported...", "involved in...",' Liz explains. Rewrite the first three to five bullet points in each role to lead with results, not tasks.

'For example, instead of "Managed stakeholder relationships", say "Improved stakeholder engagement, reducing project delays by 20%".'

Just be cautious not to omit the key words from the job description, as many companies now use AI to filter out applications first by scanning for the terms which match up with the advertisement.

Jim adds: 'Your CV will work harder if you stop purely listing duties and start showing what you achieved.'

A common CV crime

So, we've gone over the small tweak you can make, but what about the one critical error people make when applying?

Jim, who has been through a mountain of applications in his career, says: 'One of the worst CV mistakes you can commit is to send exactly the same CV to every role you apply for without updating it.

'There's nothing worse than a generic CV that doesn't hit the mark.'

Why does this harm your chances? Well, Jim adds that a CV need to 'scream out "we're made for each other"'.

'That means you need to tailor your CV to the employer and role you're applying for,' he explains. 'You need to stand out as relevant before a human reader yawns and moves on.'

The questions Jim says you can answer to show you've tailored your application include:

* What about the employer that really aligns with your career aspirations?

* What makes this your dream job, as opposed to a safe haven until you find something better?

* How do you nail what they're looking for?

* What makes you a perfect fit for the role?

* What makes you a better investment than other candidates?

'A clear, tailored CV that highlights real achievements stands out far more than one packed with vague descriptions,' he says.

So, what are you waiting for? Get applying.

Do you have a story to share? more

1

DOBSON NGOTA
15h
Having communication skills I think can help too.

Steven Ishimwe

Career development

5d

Hi, everyone I am new here. Quick advice from you, which one is the best to study at University, Finance or Accounting

2

Oyegunle K. Oyedeji
1
16h
I advised you to go for Accounting where the two is not combined in the university. I have a friend that had B. SC in Financial study who found... himself in academic line to teach Accounting, he was forced to go and do conversation in third year in a university to secure Accounting B. SC because of his career.
I believe Accounting has more future than Financial study. more
1
Akite Pamella
1
1d
Accounting
1

cynthia quaynor tulasi

Career development

2d

I was inducted as HoD this new year. I prepared a working document, containing great suggestions from members, subject for discussion during upcoming dept. meeting. Two members just hinted me that the previous HoD commented at my back that I wasn't cooperative back then, but now I expect others to cooperate, "leadership by example". Although angry at such a lie against me, I didn't show it but... told them, at our next meeting it'll be addressed. Thinking about it, is she trying to divert the whole department attention from what we ought to develop, to her own selfish interest ? Must I address this or ignore her and move forward?
I need advice on what to do, please. more

Steward Tony Pacheco
33
17h
What Keeps People From Success Is The Distractions. There Will Be Many In Your Career, Coming From All Sides, But You

You Must Be Teflon In Your... Approach, And Slide To The Top With The Qualifications, Knowledge & Wisdom That You Have Embraced During Your Lifespan, Regardless Of Age Or Even Formal Education. Unfortunately, Not Through Any Malicious Intent On Your Part, A Personal Journal Must Now Be Kept In Order To Protect Yourself From Such Exhibits Of What Ever This Is. They Had No Place To Put You On Guard, So Make Sure You Document What Transpired Then, Now & In The Future. You Career Is At Stake, But Not From Management, From Those Inside Of Your Circle. The Business World Is A Shark Tank. Guppies Do Not Survive. more

Anonymous member

Career development

3d

It's been almost 10 years in my current post, but I feel like I won't achieve anything if I stay any longer. There is no hope of growth and development. I think this should be my final year to prepare a way out of this though the market is crazy competitive.

5

IRA BORTNICK
23h
Been there, done that. Definitely get another position before you leave Disregard any counter offers, they last until they find your replacement
Uma Aggarwal
2d
Good advice. You have negotiating power when you are employed. Being unemployed in a competitive market is rather stressful. Good luck.
3

Career development

1d

"Hiring Red Flags": 24 Strange Questions People Were Asked During Job Interviews

When you put on your best suit and go to a job interview, there's bound to be a handful of butterflies fluttering somewhere inside your belly. A few of those are most likely anxiety butterflies, but the others are excitement. Wow! You're gonna shine at that interview! This is gonna be the best job ever! Right..?

Here's the thing though: how our interview's gonna go doesn't just depend on how... prepared we are. If you're unlucky, you're going to get a horrible interviewer who bats really inappropriate questions your way. Like a bolt from the blue, they'll knock you off-balance and make you wonder what the ever-loving fudge is going on and if you're being pranked for a TV show.

When Redditor iiLady_Insanityii asked their fellow users to share the most inappropriate and unexpected things they were asked during job interviews, they got over 5.1k comments. We've picked out the best ones for you to see, dear Readers, so be sure to upvote the ones that made your jaw drop the most with how out of place they sound. more

Career development

1d

Canada's Unemployment Rate Jumps to 6.8% in December -- 2nd Update

OTTAWA--Canadians resumed job hunting last month only to learn that finding work remains tough, sending the unemployment rate up sharply in the final month of 2025.

Employers in the country added a net 8,200 jobs in December, Statistics Canada said Friday.

That continued the hiring seen the past few months, though at a muted pace that failed to keep up with a strong rebound in the size of labor... force and increased participation. The result was the jobless rate climbing to 6.8%, a large 0.3-percentage-point rise that rolled back half of the decline seen cumulatively the previous two months.

The labor survey caps a soft year for a labor market roiled by tariffs and uncertainty. Until September, there had been virtually no net growth in employment in Canada and December's result effectively revisits that trend.

The hiring for the month, though modest, was stronger than the 2,500 job losses economists were expecting and comes after the economy added almost 181,000 jobs over the prior three months. And the rise in the unemployment rate, while a tick higher than the 6.7% penciled in, was the first advance since August, when the rate hit the highest level outside the pandemic since 2016 at 7.1%.

"Today's data demonstrate that the sharp move lower in unemployment during the preceding month was partly flattered by a decline in labor force participation," said Andrew Grantham, senior economist at CIBC Capital Markets.

With the federal government tightening immigration the population rose by just under 10,000 last month, the slowest pace on record. Still the labor force expanded by 81,000 as the proportion of the working-age population employed or looking for a job increased 0.3 point to 65.4%.

There was a strong 50,200 rise in full-time employment numbers in December, though that was moderated by a 40,000 drop in part-time positions that took back some of the strength the last two months. What job gains there were focused mainly on the ranks of the self-employed, with little movement in numbers of private or public sector employees.

When calculated using U.S. Labor Department methodology, Canada's unemployment rate was 0.1 percentage points higher at 5.7%.

Adding to the dovish tone of the labor force survey, wage growth cooled for the month, though it continues to outpace annual consumer price inflation that sits just above the Bank of Canada's 2% target. Wages for permanent employees rose 3.7% on a year earlier, softer than the 4.0% advance the month before and the 3.8% growth economists expected.

Canada's economy has been dented by the Trump administration's threat and imposition of tariffs, and hiring plans have been soft even as layoff rates in 2025 held to historical levels. Before September's jump in hiring, the proportion of job seekers who found work from one month was 18.1% on average during the year, down from 21% in 2024 and 24% between 2017 and 2019 before the pandemic.

The Bank of Canada projects modest growth for the economy this year, in part as labor market softness weighs on household spending. Central bankers have signalled that after a string of interest rate cuts, the bar is high for any further moves.

The Canadian Federation of Independent Business's monthly barometer showed a recovery in optimism among the country's small businesses in December to a year-long high, though more than half of companies reported insufficient demand and staffing plans overall remained weak as more businesses plan to reduce full-time positions than hire.

Economists say it is clear that slack remains in Canada's labor market. Some expect layoffs in early 2026 as the economy struggles to grow amid ongoing trade uncertainty and weak domestic demand, which could push the underemployment rate back above 7%, while others continue to anticipate improvement. Markets were little changed following the data.

"Rather than signaling a setback, December's modest employment gain and rising unemployment rate reinforce our view that Canada's labor market recovery is under way, but will likely prove choppy, with slack absorbed only gradually over time," said Claire Fan, senior economist at Royal Bank of Canada.

This headline was corrected at 11:17 a.m. ET because it incorrectly described the statistic as employment rate in the headline. Canada's unemployment rate jumped to 6.8%. more

Career development

1d

Brac launches BRIDGE Returnship Program for women

The six-month program offers on-the-job learning, professional mentoring, and career development support

Brac has opened applications for a new cycle of its BRIDGE Returnship Program, an initiative aimed at supporting women seeking to return to professional life after a career break.

Women often leave the workforce due to personal, family, or social responsibilities and face structural barriers,... skill gaps, and confidence challenges when attempting to return. The BRIDGE Returnship Program seeks to address these issues through structured, hands-on opportunities and targeted support.

The six-month program offers on-the-job learning, professional mentoring, and career development support. Participants are placed across different Brac programs, contributing to areas such as project management and research while gaining practical experience and exposure to organizational processes.

Launched last year, the program selected 15 participants from nearly 1,100 applicants. Following completion, four participants secured full-time positions at Brac and other organizations. An additional 100 shortlisted candidates took part in a boot camp that provided training, networking opportunities, and guidance on re-entering the workplace.

Participants from the previous cohort cited maternity, caregiving responsibilities, social expectations, and challenging work environments as the main reasons for their career breaks. Their motivation to return included aspirations for professional growth, financial independence, and renewed confidence.

Commenting on the initiative, Moutushi Kabir, Senior Director, People, Culture and Communications at Brac, said: "Taking a break from a career does not mean a lack of talent or ability. The BRIDGE Returnship initiative is designed for women who wish to re-enter the professional world and strengthen their social and professional identity."

The program also facilitates networking by connecting participants with professionals from NGOs, private sector organizations, and corporate institutions.

Applicants must have at least three years of professional experience in a recognized organization, hold a bachelor's degree from an accredited institution, and have taken a career break of at least one year.

Applications close on January 21, 2026. More information is available at Brac.net/bridge-returnship more

Career development

1d

Unlocking Opportunities: How Fsaid Create Can Transform Your Career Path

In today's dynamic professional landscape, unlocking new career opportunities is a goal shared by many. The term "fsaid create" might not yet be widely recognized, but it holds significant potential in shaping how we navigate and evolve our career paths. Whether you're in the early stages of your career or looking to pivot to a new field, understanding and leveraging the concept of fsaid create... can be a game-changer. This article will explore the multifaceted ways this concept can transform your professional journey.

What Does Fsaid Create Mean for Your Career?

Fsaid create, a term garnering attention in professional circles, involves generating fresh ideas and pathways to enhance career prospects. This concept emphasizes creativity, adaptability, and innovation -- key qualities that employers highly value in the fast-changing job market. By integrating these elements into your career strategy, you can unlock new possibilities and overcome stagnation.

The Importance of Adaptability

Incorporating fsaid create into your career development demands a high degree of adaptability. The modern workplace is continuously evolving with technology advancements and shifting market demands. Embracing change can help you stay relevant and open up new roles that align with these transformations. The ability to learn and apply new skills rapidly is critical in maintaining a competitive edge.

Enhancing Creativity in Your Professional Life

Creativity is at the heart of fsaid create, encouraging professionals to think beyond conventional pathways. This creative mindset can lead to significant breakthroughs, whether you're brainstorming new project ideas or finding unique solutions to industry challenges. Creative thinkers can identify and develop opportunities that others might overlook, positioning themselves as valuable assets in any organization.

Innovative Approaches to Problem-Solving

Fsaid create encourages innovative problem-solving approaches, which can differentiate you in a crowded job market. Employers value individuals who not only identify problems but can also propose innovative solutions. This proactive attitude can help drive personal career growth and contribute positively to organizational success. Learn more about enhancing creative thinking in our guide on Hypnosis and Intuition in Art Creation.

Implementing Fsaid Create in Career Development

The implementation of fsaid create in career development is not a single-step process but a continual journey of growth. Here are some strategies to consider:

* Continuous Learning: Engage in lifelong learning through online courses, workshops, and seminars. Staying updated with industry trends is crucial.

* Networking: Build a robust professional network to gain insights and discover new opportunities that align with your career objectives.

* Personal Branding: Develop a personal brand that highlights your unique skills and expertise in a specific niche.

* Reflection and Feedback: Regularly seek feedback and reflect on your experiences to identify areas for improvement.

The Role of Technology

Technology plays a significant role in enabling the principles of fsaid create. Utilizing modern tools and platforms can streamline workflows and provide valuable data insights that inform career decisions. Whether it's leveraging social media for networking or utilizing AI-driven analytics for skill gaps, technology should be embraced as a partner in career growth.

Enhancing Opportunities with Fsaid Create

Beyond individual growth, fsaid create has the potential to enhance overall industry opportunities. By fostering a culture of innovation and adaptability, businesses can better respond to market changes and remain competitive. This, in turn, opens more avenues for professionals to explore varied roles and responsibilities.

Collaborative Efforts for Greater Impact

Collaboration is a cornerstone of fsaid create. By working collectively, teams can combine diverse perspectives and skill sets to achieve common objectives, thus amplifying the impact of individual contributions.

Looking to the Future

As we look towards the future, the principles of fsaid create will become increasingly essential in navigating the complexities of a globalized workforce. Embracing these concepts can not only unlock personal career potential but also contribute to the broader progress of industries and societies.

For more insights on education and career development strategies, see this informative article.

Embracing fsaid create within your professional journey is a pivotal move that ensures continuous growth and exploration of new directions in your career. The potential change and advancement it offers is invaluable in staying at the forefront of industry demands.

* Fsaid create emphasizes creativity, adaptability, and innovation.

* Adaptability is crucial in the ever-evolving job market.

* Creativity and innovative problem-solving are key to unlocking personal and organizational potential.

* Continuous learning and networking support career growth.

* Technology enhances opportunities and efficiency in career development.

FAQs

What is fsaid create?

Fsaid create refers to the process of generating new ideas and paths to propel one's career forward by focusing on creativity, adaptability, and innovation.

How can fsaid create benefit my career?

By fostering a creative and adaptable mindset, fsaid create helps you remain relevant in the job market and opens up new career pathways.

What role does technology play in fsaid create?

Technology facilitates the principles of fsaid create by offering tools for networking, professional development, and informed decision-making.

Can fsaid create be applied at any career stage?

Yes, fsaid create is applicable at all career stages, from early career professionals to those looking to pivot or advance.

Where can I learn more about fsaid create?

Additional resources can be found in articles like our guide on creative thinking in art creation and educational insights available online. more

Career development

1d

What Is an Employee Development Plan and Its Importance?

Dennis musembi

Career development

4d

I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more

10

Dennis musembi
1d
ICT Support staff
Solomon Chalo
2d
Hello every one and Happy New year.
The company I was working for as an Accountant for the last 8 years unfortunately relocated to another country... in October last year and most of us in the company were affected by losing our jobs. Currently I am looking for an opening, if anyone knows of any available opportunity not limited to my profession kindly let me know where I can apply I will really appreciate. more

Career development

1d

Your horoscope for Jan 9-15

Your spot-on horoscope for work, money and relationship from Guru by the Bangkok Post's famously accurate fortune teller. Let's see how you will fare this week and beyond.

Mar 21 - Apr 19

(⏰) Old conflicts, legal hiccups or hidden mess may land on your desk and you'll need to fix them fast. You communicate smoothly under pressure, linking people and info effectively. A senior will guide you on... bigger responsibilities and pass on pro tips that actually matter. Business talks could turn into signatures on the spot.

(₿) Extra income could come from a creative project, a quiet behind-the-scenes work or a slightly grey hustle. Public servants, think twice about a "tea money" offer. Urges to splurge are strong, so try your hardest to stick to your budget. Costs related to car or healthcare may pop up.

(♥) Work, study and social plans might widen the space between you two. Different lifestyles may clash and mindsets might collide. However, you two will be able to meet each other in the middle. Low-key quality time could unfold into delicious closeness and naughty chemistry.

(⚤) A romantic spark with someone from work or a work-related social event is on the cards. Getting to know them in secret may be a better idea lest you want to be gossiped about by your nosy colleagues.

Apr 20 - May 20

(⏰) Tech glitches, resource scarcity and budget changes may hinder your progress. One or two projects might get stalled. New assignments come with being under the surveillance of your boss, testing your patience. Your boss breathes down your neck, or clients nitpick every detail. Still, you'll come out wiser, not worn out.

(₿) Your pay or rate negotiation ends in your favour. Someone close hits you up for a loan that you can't easily refuse, while car or gadget repairs take a big bite out of your budget. Skip big buys and bold bets and keep your wallet tight. Beware of a shiny investment opportunity and double-check everything.

(♥) An older couple might drop wisdom worth listening to. Your relationship will settle into a stable, mature groove with fun intact. Small acts of love will outshine the flashy stuff. Expect quality time, spontaneous mini-adventures and memory-making moments with your partner and kids.

(⚤) Already seeing someone? You'll realise they want the perks without the label. Your inner voice will tell you loud and clear whether to stay or go. Several romantic options show up through work, travel or online, but they don't look so promising.

May 21 - Jun 20

(⏰) Backlogs or stuck projects will finally progress with confidence. Your main gig and side hustle will both bring opportunities to prove your value and top up your bank balance. You'll handle priorities and resources smartly, turning conflicts into cooperations. You will likely get what you want from negotiations.

(₿) A friendly auntie or big sis in your circle will help you seal a sweet deal or drop insider info that boosts your bank account. Unexpected gains might come to you in the forms of inheritance or a forgotten piggybank. After essential bills, you'll have money left to spend on what truly spark joy.

(♥) Love will stay solid even when life throws curveballs. Finding the sweet spot between me-time and we-time will come naturally. A delightful windfall could show up for you two, or someone younger might bring news that makes you both smile. Expect cosy moments together, lovely family time or a possible intro to your future in-laws.

(⚤) If you are seeing someone, the chemistry will feel real enough to soft-launch on Instagram. If you are flying solo, romance could slip in through mutual friends, social scenes or work. A familiar face might shoot their shot at you, too.

Jun 21 - Jul 22

(⏰) Someone might twist facts and keep crucial info to themselves. Trust your gut when you sense something is off. Meetings might spark friction and emails could raise your blood pressure. Double-check details before you say yes to any offer. Pause before reacting because clap-backs may cost you more later. Stay professional even when others aren't.

(₿) Opportunities to earn more could come through learning, travel or friends overseas. Playing it safe won't pay off as well as calculated risks will. You'll handle your must-pays with less stress than you expected. Guard your wallet against pickpockets if you're heading abroad.

(♥) Different lifestyles and beliefs will pull you closer in surprising ways, instead of the other way around. Expect fun adventures and Insta-worthy moments with your partner and kid. The adventure continues in bed with your partner, where things get daring and spicier. Pillow talk will likely drift into baby plans or a honeymoon trip.

(⚤) You'll meet someone who ticks all your boxes, but a full fan club is already chasing them. A younger foreign snack will also make you smile with their rizz. An old flame may slide in with caring check-ins and honeyed words, but it's just a booty call. Hard pass.

Jul 23 - Aug 22

(⏰) The tough training you powered through will pay off. Your ability to adapt to sudden shifts with sharp thinking and steady composure will impress bigwigs and clients. You might get recruited for an innovative project that expands your network and elevates your career. Job hunting? An opening in creative, entertainment or soft power fields is your chance to shine.

(₿) You'll either reap the payoff from past efforts or see long-overdue money coming in. You'll keep spending in check and tackle debts or taxes with cool confidence. Check everything twice when it comes to joint investments or partnership contracts before you sign.

(♥) Work rush plus family and parenting duties will shrink your couple time. Your partner might poke you to get your attention, but your bond stays strong. Tiny pockets of peace and playful cuddles will remind you two that the spark's still there.

(⚤) You may be interested in someone from work or a work-related social event. Getting to know each other in secret to avoid nosy colleagues may be a good idea. You don't want unnecessary pressure or drama.

Aug 23 - Sept 22

(⏰) Miscommunications with higher-ups will test your patience. Work documents and travel plans might stall just when you need them quickly. An old conflict could resurface, demanding fast damage control. Slow progress doesn't mean stuck. Fine-tune your strategy and expect a Thursday eureka moment to unclog any obstacles.

(₿) You'll spot ways to boost income. Financial conversations lead to favourable outcomes. Confident energy helps you lock in better deals or settle disputes successfully. Your spending stays in check while saving feels easier than usual.

(♥) You'll balance love and life like a pro. Everyone at work and at home seems to need more of your time and energy, but you remain unfazed. You may have to make big money decisions regarding home upgrades or kids' schooling.

(⚤) If you're talking to someone only online, slow replies might turn into silence and the vibe could fade fast. Meanwhile, a taken friend or colleague might be extra friendly and suddenly your heart's writing fan fiction. The feeling isn't mutual.

Sept 23 - Oct 22

(⏰) Your creativity and quick thinking will hit an all-time high. Both your main job and side hustle allow you to show what you're made of. Unexpected travel might pop up. Work gets chaotic but the sweet paycheque makes up for it. Your professional nemesis might reach out for help. Job interview coming up? Expect a quick positive reply.

(₿) A friendly uncle or big bro figure will hook you up with a cash opportunity or help you seal a sweet deal. Your investment instincts are unusually sharp, so trust them. You manage your money well and become a financial guru in your friends group.

(♥) Passionate opinions on serious topics might spark mini fights, but you two will sort things out with mutual respect. You get to spend some me time but also make time to be with your partner. Someone may shoot their shot, not knowing you're taken.

(⚤) An opportunity to get close to and get to know your crush one-on-one is on the cards. Try to keep your eagerness in check, as they may think that you're a bit weird. Also, they have several romantic options to choose from and you're just in the audition round.

Oct 23 - Nov 21

(⏰) Situations that once felt stuck will start moving forward again. Your main job and side hustle will give you chances to flex your strengths and prove your worth. New connections will hype you up and unlock opportunities you never saw coming. Concrete results are close, so spend your energy smart.

(₿) Money-making opportunities will multiply and you might be busier than usual. The payoff feels sweet like getting back what you splurged during the New Year festivities. You'll handle essential expenses with ease. Just stay smart because next-gen scammers are getting sneaky and ready to target your inbox or socials.

(♥) You and your partner might score an unexpected gift or gain together. A mismatched expectation and an old issue might cause some tension. You stay close by showing up for each other when it counts. Expect playful moments, chill QT and genuine warmth with your spouse and kid(s) this Childrens' Day.

(⚤) You'll be giving the main character energy and pulling attention left and right. With great rizz comes great responsibility, so choose who truly deserves your time. Stay clear about intentions, yours and theirs. The right person will rise to meet you.

Nov 22 - Dec 21

(⏰) Brace for urgent tasks and drama. Crises allow you to reveal your sharp skills under pressure and deliver results no one else can overlook. Your composure amid chaos makes you more trustworthy in your boss's eyes and unlocks a career step-up. Job hunting? You'll secure a solid offer that proves your value.

(₿) Extra income comes your way via freelance work or a friend's referral. Your pay negotiation may not be easy, but it will eventually shift in your favour. Don't give in to luxury treats and retail therapy and your future self will thank you later. Read the fine print twice before signing any partnership papers.

(♥) You'll maintain harmony with your partner effortlessly. Meaningful moments will keep the bond strong. Though everything feels steady, an unexpected pull toward a married friend or colleague could catch you off guard. Your heart might race like it's rediscovering a first crush.

(⚤) Already getting to know someone? Your chat with them loses spark and you wonder if your goals really match. You may consider ghosting them. New romantic prospects through friends, family or work may pop up. Each one has a different allure that leaves you curious and undecided.

Dec 22 - Jan 19

(⏰) Tensions are rising. Someone has been hiding messy problems and they're about to blow up unexpectedly, testing every ounce of your patience. You'll find yourself in action mode, fixing what's broken and the bigwigs will notice. Recognition is coming, maybe even a level-up or reward. Just stay alert because an envious colleague might play dirty.

(₿) Your passion project or side hustle could take off when the right people get involved. Friends or travel might lead to an earning opportunity. Beware of impulse buys. Your online cart is your wallet's worst enemy right now. Temptation and "treat yourself" urges will test your saving discipline hard.

(♥) Life throws curveballs that push you and your partner to adjust fast and make quick calls together. Things will get intense, but your partnership will be your strongest foundation. Expect fun adventures and quality moments with your spouse and kids this Children's Day weekend.

(⚤) This week brings an IRL connection that feels electric from the start. However, soon enough, real-life complexities like different beliefs and lifestyle gaps show up. At the same time, someone else slides into your DMs hoping to score your attention.

Jan 20 - Feb 18

(⏰) You'll handle sudden changes and surprise travel with cool confidence and make the complicated matters look easy. You'll meet deadlines early, freeing up time for your passion project or side hustle. Higher-ups and clients will spot your enthusiasm and new doors will swing open for fresh connections and income boosts.

(₿) You'll switch to save mode, calculate every cost and stretch every baht. Travel and deep dives with AI chats will trigger money-making ideas. A friend gives you a cash boost. It could be backstage work or a low-key grey-area gig, but the payoff will feel solid.

(♥) You'll keep things balanced and drama-free with your partner. Quality time, clear communication and small but loving gestures will anchor your love in place. Out of nowhere, a married friend or very charming colleague ignites a sudden spark in you with first-love excitement.

(⚤) Cupid might get playful this week. You could feel a spark with someone in your professional circle, while an online connection could evolve into a real-life date. Feeling torn is normal when two people pique your interest. No rush to pick your person yet. Let their actions speak for themselves. You'll know soon enough.

Feb 19 - Mar 20

(⏰) Not all meetings are necessary but you'll remain attentive throughout. You deal with conflict and drama with diplomacy and grace. Stalled plans or what feels stuck finally move forward. A higher-up supports you behind the curtain. On-short-notice work travel and impromptu pitching could pop up on your calendar.

(₿) Networking, old contacts and chatting with AI could spark fresh income ideas. A long-awaited refund or delayed payment finally arrives. Travel brings a sweet little windfall. Seeking financial backing? Someone unexpectedly says yes.

(♥) Work and family duties will compete for your focus and date nights might suffer a bit. One of you may feel under appreciated, which triggers talks about priorities and what you both truly want. Patience and clear communication can do wonders for your relationship.

(⚤) Seeing someone? Different dreams and lifestyles might spark distance and awkward quietness. You'll meet a fresh face in social scenes but zero butterflies on your part. An ex might come back with sweet talk after fighting with their main squeeze. You're probably just their temporary fix. You don't need a rerun. more

Career development

1d

9 AI HR Risk Management Tools HR Pros Trust

HR risk has outgrown simple payroll errors and the occasional harassment claim. Today you juggle algorithmic bias, insider fraud, deep-fake applicants, and tightening data-privacy laws -- all at once.

AI can amplify or contain those threats. A July 2025 survey found that 65 percent of U.S. managers already use AI at work, and 94 percent let it influence promotion or layoff decisions -- putting HR... on the legal hook when models misfire.

This guide reviews nine AI HR risk-management tools that spot trouble early, document every safeguard for auditors, and plug into the systems you already use -- helping you turn risk into resilience.

AI now drives decisions once guarded by people. In July 2025, 65 percent of U.S. managers said they use AI at work, and 94 percent let it influence promotions or layoffs, according to a 2025 Compliance Digest overview.

Europe shows the same pattern. According to law firm Davis Wright Tremaine, EU lawmakers estimate that 42 percent of employees are already "managed by algorithms," and the upcoming AI Act can fine companies up to €15 million (or 3 percent of global revenue) when high-risk HR systems break the rules. With penalties that steep, transparency reports and bias audits move from nice to have to must have.

Threats keep shifting. PwC reports a surge in AI-generated résumés and voice-cloned interviews; one in four firms lost more than $50,000 to fraudulent hires in 2024. Traditional vetting cannot spot synthetic applicants fast enough.

Combine rapid adoption, tougher laws, and sharper fraud schemes, and manual spreadsheets fall short. Your HR team needs AI that flags risk in real time and keeps a clear paper trail for regulators.

According to Logical Commander's behavioral analytics guide at Logicalcommander.com, the most effective setups combine event logs from endpoints, HR identity attributes such as role or department, and application access records so anomaly detection can turn everyday activity into early warning signals without inspecting private content or relying on secret monitoring.

Those details give you a concrete checklist of data sources and non intrusive controls to look for when you evaluate any AI HR risk platform.

Our rubric mirrors how HR, compliance, and risk teams choose software, so you can copy it for your own vendor short list.

Every product starts on the same 100-point canvas; the scores in the next section reflect that math, not vendor marketing.

Before we dive into each review, here's a quick matrix of every platform's niche, signature AI capability, and buying essentials.

*Prices reflect publicly listed tiers or typical quotes as of Q4 2025; confirm current rates on vendor sites.

Keep this table handy. One glance shows which tool best addresses deep-fake hiring fraud, GDPR audits, or any other pressing risk.

Trusted by organisations in 47 countries, Logical Commander, an enterprise risk-management platform treats HR risk like a live security feed rather than a quarterly checklist. Its AI ingests streams of HR data, from expense claims to Slack messages, and flags patterns a person might miss.

Picture a dashboard that pings you the instant duplicate reimbursements surface or a team's sentiment drops. Early alerts let HR act before fraud spreads or morale sinks.

Compliance comes baked in. The platform holds ISO 27001 certification and aligns with GDPR and the U.S. Employee Polygraph Protection Act. Every alert carries a time stamp, so auditors can retrace steps without extra work.

Deployment is quick: connectors pull org charts from Workday, identity data from Okta, and even door-badge logs, so most teams go live within weeks. Logical Commander already serves clients in 47 countries, giving it a wider compliance record than many newcomers.

Pricing starts with a free trial and shifts to tiered licences based on headcount and activated modules. Ask for ROI figures specific to your sector during the demo.

Bottom line: if insider risk tops your worry list, Logical Commander offers continuous monitoring, smart triage, and an audit-ready paper trail in one place.

Checkr turns background checks from a multi-day task into an automated workflow. TechRadar reports that optical character recognition scans court documents, and machine-learning models standardise legal codes across 3,200 U.S. jurisdictions, surfacing a clear, comparable report instead of dense legal jargon. The same engine flags identity mismatches, a growing defence against deep-fake CVs and voice-cloned interviews.

Speed stays in step with compliance. Every screening follows the Fair Credit Reporting Act, offers a built-in dispute workflow, and sits behind SOC 2 controls. A complete audit trail shows exactly when and how data was accessed.

Integrations run wide. Recruiters can launch checks inside Greenhouse, Workable, or any ATS through API, with results flowing back automatically. Pricing is pay per check, starting around $30 for a Basic+ package and falling with volume, according to G2 crowd reviews.

If you need fast, compliant vetting in your hiring funnel, Checkr's AI engine offers a balanced mix of speed, coverage, and legal defensibility.

Cross-border hiring feels exciting until tax inspectors arrive. Deel's AI scans labour laws in more than 150 countries and checks your contracts, payroll, and time-off data. If a Brazilian contractor drifts into employee status, you know before regulators do.

Deel Advisor, an in-platform chatbot, answers questions such as "Can my Canadian designer be overtime-exempt?" in plain English, citing local statutes. The tool can cut days of back-and-forth with outside counsel, according to industry publication People Managing People.

Security stays front and centre. Deel holds SOC 2 Type II certification, encrypts data end-to-end, and lets you set granular, role-based permissions.

Integrations span HRIS, accounting, and ATS tools: Workday for headcount, QuickBooks for payroll journals, and Netsuite for contractor invoices. Pricing is clear -- employer-of-record service starts at $599 per employee per month, while contractor management costs $49 per contractor per month.

Bottom line: if international compliance keeps you awake, Deel's always-on rules and legal guidance lower risk across borders.

Miss one employee-relations case and legal headaches multiply. HR Acuity moves every allegation, performance note, or policy question into a structured workflow; its AI assistant, Oliver, scans that data for spikes, such as a post-reorg jump in retaliation claims or a pattern of micro-aggressions tied to a manager.

Instead of paging through dozens of files, HR opens a dashboard that flags hotspots and recommends preventive steps like refresher training or leadership coaching. All activity carries a time stamp, so auditors can retrace decisions in minutes rather than days.

The platform holds SOC 2 Type II certification and encrypts evidence end to end, reinforcing chain-of-custody requirements. Workday and SAP feed employee data automatically, while SSO keeps access tight; ethics-hotline or IT-ticket feeds can flow in through connectors.

Pricing follows a quote model, usually an annual SaaS tied to employee count. HR Acuity cites case studies where clients avoided six-figure discrimination costs by catching issues early, so ask the sales team for ROI examples in your sector.

If you need a defensible, AI-guided system of record for employee-relations risk, HR Acuity deserves a spot on your shortlist.

Privacy laws change weekly, and OneTrust's AI assistant tracks those updates so you don't have to. The platform discovers where employee data lives, maps its flow, and checks each touchpoint against frameworks such as GDPR, CPRA, and HIPAA. Launch a new wellbeing survey? OneTrust reviews the consent language in real time and suggests fixes inside the tools you already use.

Compliance credentials support every feature. The company holds ISO 27001 for security and ISO 27701 for privacy management. Its vendor-risk module scans third-party contracts for missing data-processing clauses and opens remediation tasks before procurement signs off.

Integrations span the typical HR and IT stack: Workday for HR data, ServiceNow for ticket feeds, and Okta for identity control. Pricing stays modular; you can license only privacy, vendor, or ethics suites and add more as regulations or headcount grow.

For global employers juggling overlapping laws, OneTrust offers a single, AI-guided dashboard that shows exactly where to focus next.

The strongest firewall fails if an employee clicks a fake invoice. KnowBe4 lowers that human risk with AI-tailored phishing drills and just-in-time coaching.

Each user starts with a baseline Phish-prone Percentage (PPP). KnowBe4's AI builds email lures matched to that person's role, past mistakes, and regional language. If someone clicks, the platform launches a short lesson that highlights red flags in minutes, not hours.

The results are measurable. The 2025 Industry Benchmarking Report shows the global average PPP falling from 33.1 percent to 4.1 percent after 12 months of training. Dashboards track company, department, and individual scores -- a level of evidence auditors and boards value.

Rollout stays simple: sync users from Azure AD or Google Workspace, select a training tier, and go live. The content library covers phishing, social engineering, HIPAA, and privacy basics, letting HR and IT meet several compliance goals.

Pricing ranges from about $15 to $30 per user per year, depending on tier and volume. Preventing a single ransomware incident can offset that cost many times over.

If lower click rates and clear security-awareness ROI matter to you, KnowBe4's adaptive training platform is worth a closer look.

When algorithms screen résumés or rank employees, HR inherits new liabilities. Credo AI audits those models before regulators or plaintiffs step in. The platform connects to the systems behind hiring and promotion, runs bias tests, explains feature importance, and generates audit reports that align with the EU AI Act, New York City's AEDT law, and the NIST AI Risk Framework.

Policy automation sets Credo AI apart. Upload internal rules such as "no age bias" and "log every model change," and the platform monitors for drift. If a data-science team pushes an unreviewed update, you receive an alert at once.

Data stays on your own cloud. Role-based access lets HR view summary fairness scores while data scientists inspect granular metrics.

Penalties for non-compliant "high-risk" AI can reach €15 million or 3 percent of global revenue under the EU AI Act, so Credo AI's quote-only enterprise pricing often makes financial sense.

If AI already influences your talent decisions, Credo AI provides a governance layer that keeps innovation moving while auditors stay satisfied.

Issues that never reach HR often surface later on Glassdoor or TikTok. AllVoices offers employees a truly anonymous channel to speak up, then uses natural-language processing to surface patterns that deserve leadership attention.

Reports arrive via web, mobile, or Slack. The platform strips metadata, stores messages in an encrypted vault, and assigns each case a unique code so HR can follow up without revealing the reporter's identity. This design choice lifts participation rates, according to the company's support documentation.

Once data flows in, AI clusters cases by theme (harassment, burnout, ethics), scores sentiment, and highlights hotspots on a heat map. If one VP's division shows an uptick in burnout complaints, you will see it long before exit interviews confirm the trend.

Compliance comes built in. AllVoices holds SOC 2 Type II certification and offers guidance to meet the EU Whistleblower Directive, time-stamping every action for an audit trail. Resolved cases can sync back to your HRIS to close the loop.

Pricing follows a SaaS model: a free starter tier for small teams and sliding-scale enterprise packages. For companies worried about silent culture risks, AllVoices delivers an anonymous reporting system with analytics that lets you act early instead of reacting to public fallout.

Riskonnect pulls HR, finance, cyber, and supply-chain risks into a single dashboard. Its machine-learning models parse incident reports, audit findings, and news feeds, calculate likelihood and impact, and place mitigation tasks in a shared workspace.

For HR, your compliance calendar sits beside legal and IT schedules, with reminders for harassment-training deadlines or CPRA updates. The same view powers executive reviews, so missed tasks surface quickly.

Implementation takes planning. Riskonnect is an enterprise platform that usually rolls out over 8 to 12 weeks with IT and risk teams involved. The benefit is one repository where every risk, owner, and control lives together.

Pricing matches that scope. The company sells module-based annual contracts and invites prospects to request a quote. Large, regulated organisations that juggle multiple risk tools can retire point solutions and move HR from silo to strategic partner.

If you need a unified view for enterprise and people-related risks -- and you have resources for a formal rollout -- Riskonnect merits a demo.

A leaderboard score helps, yet the right tool depends on your risk profile. Start by naming the single issue that could cost real money this quarter, such as global compliance, insider fraud, or algorithmic bias. Once the priority is clear, your shortlist shrinks fast.

Next, watch each vendor's AI in a live demo. Ask to see an alert fire, the audit trail it produces, and the remediation workflow. If a rep cannot show those in real time, keep looking.

Security is non-negotiable. Require ISO 27001 or SOC 2 reports and insist on role-based access; HR data is a prized target for attackers. IBM's 2024 Cost of a Data Breach report puts the global average breach at $4.88 million, a steep penalty for choosing a weak link.

Integration often matters more than feature count. A sleek interface is useless if it sits outside Workday or your ATS. Push vendors for plug-and-play connectors or a documented API; fewer manual exports mean lower risk.

Finally, weigh total cost of ownership, not sticker price. Add potential fines, legal fees, and productivity losses from manual processes. In many cases, a tool pays for itself by preventing a single incident.

Bottom line: clarify your biggest threat, demand proof of AI performance and security, and run the full TCO math before you buy.

No. These platforms act as assistants: they surface anomalies quickly, but humans still decide how to respond and communicate.

Not at all. Checkr's pay-per-check model and AllVoices' free tier work for small teams, while Riskonnect and OneTrust suit complex, highly regulated organisations.

Lightweight tools such as KnowBe4 or Checkr can go live in a few days once integrations connect. Enterprise systems that draw from multiple data sources, such as Riskonnect, typically undergo a 8- to 12-week rollout, according to vendor case studies.

Begin with SOC 2 or ISO 27001. If you handle EU employee data, add GDPR alignment; if AI influences hiring or promotion, look for readiness against the EU AI Act or New York City's AEDT audit rule.

Yes. Track hours saved on manual audits, fines avoided, and incident rates before versus after deployment. IBM's 2024 Cost of a Data Breach report places the average breach at $4.88 million, so preventing even one major incident can more than cover subscription fees.

Still unsure? Line up two demos, invite your compliance lead, and test each tool with real scenarios. Proof beats promises. more

Evelyn Aldridge

Career development

2w

Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

The problem is, everyone at work keeps acting all worried for me, giving me sweets, trying to “comfort” me. I keep saying I’m fine, but they don’t get it. It’s starting to feel... really awkward. How do I make them stop?

more

Jai Carlisle
1d
I 2nd what Victoria said!
Stanley Koech
3d
Engage yourself with someone else probably from outside your workplace even if it means a 'make-belief move'; this way you change the narrative and... know the truth about your workmates' feelings concerning you, wether they were genuine or fake! more

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