Brianna Hollister


Career development 1d
A young, attractive woman just joined our team and immediately started dating a guy from IT. I get it, she’s young and has a personal life. But she basically doesn’t work. She’s always on her phone or disappearing, and when she does do something, it’s full of mistakes.
We’re the ones getting in trouble from management because of this. Now we’re not sure, should we just keep an eye on her work... ourselves, or tell the boss this can’t keep going?

 more
3   

  • Timothy Chipango

    4h

    From the description of the young lady! It’s suggesting there is some degree of emotional involvement. “Young and attractive could indicate, there is... something you also admiring, but not telling us”. But I would advise you have a word with her, before escalating! since you are the one who noticed the problem first. more

  • arnold ntimani

    7h

    Yikes, that’s tricky. Honestly, I’d focus on the work and not the dating drama keep track of what’s getting missed and have a friendly but honest chat... about expectations. Everyone has personal stuff, but the team can’t keep picking up the slack. more

    1
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Career development

 7h

Opinion: AI could help companies find and hire truly creative people


Creativity is easy to praise and hard to recognize, though chief executives say they want to hire creative people.

Unfortunately, traditional recruiting filters out anyone who doesn't fit the mold -- the artist who taught themselves to code, the former teacher who became a data analyst, the entrepreneur who failed twice before finding a niche. These are precisely the kinds of unconventional... thinkers who drive transformation, yet they rarely make it past the first algorithmic screen.

They prize résumés filled with brand-name schools, familiar employers, and linear career paths. The result is a workforce that looks great on paper but too often lacks the imagination and boldness needed to navigate a rapidly changing world.

That may be about to change.

Artificial intelligence -- the very technology disrupting nearly every industry -- is beginning to reshape how companies identify and recruit talent. Used thoughtfully, AI can help organizations look beyond traditional credentials and uncover qualities that predict creative potential: curiosity, adaptability, and the ability to connect ideas across disciplines.

New AI-driven assessment tools can analyze language patterns, problem-solving styles, and even how candidates respond to ambiguity. Instead of relying solely on keywords or job titles, these systems can detect evidence of open-mindedness, experimentation and insight -- traits that correlate more closely with creativity than GPA or years of experience.

Some companies are already experimenting with this approach. Rather than asking for resumes, they present candidates with real-world challenges and use AI to evaluate how they think through problems. Others are analyzing internal communication data -- emails, chat threads and project notes -- to identify teams that demonstrate the kind of creative collaboration that drives innovation.

But there's a catch: AI can reflect the same biases it promises to fix, and if algorithms are trained on historical hiring data, they may simply reproduce old habits -- favoring candidates who look and sound like those already in the system. Creativity, especially from underrepresented groups or unconventional backgrounds, risks being filtered out yet again.

That's why the human element still matters. The goal shouldn't be to let machines make hiring decisions, but to use them as lenses that broaden our understanding of talent. When guided by human judgment and ethical oversight, AI can help recruiters see potential that traditional systems overlook.

In fact, this is where AI could make its most meaningful contribution to the future of work: not by replacing human creativity, but by helping us recognize it. The companies that thrive in the coming decade will be those that hire people who can adapt, invent and reimagine what's possible. Machines can analyze data, but only people can dream.

If business leaders are serious about innovation, they'll need to challenge their own comfort zones -- and the systems that reward conformity. AI, for all its risks, offers a rare opportunity to reset the equation. It can help us find the outliers, the boundary crossers, the restless minds who refuse to color inside the lines.

It is fashionable to claim to use AI in hiring, but the depth and sophistication vary widely -- much still depends on how the tool is designed and integrated, and whether human judgment remains central.

John M. Eger is professor emeritus in the School of Journalism and Media Studies at San Diego State University. He previously served as telecommunications advisor to President Gerald R. Ford, legal assistant to FCC Chairman Dean Burch, and senior vice president of CBS. more

Obitech Invents
Career development 4d
Honestly its really heart breaking 💔 😪

for over 12 months now i have been hunting for a Job as Full-stack Software Engineer still no luck 😑 . I really don't know what am doing wrong or where am getting it all wrong.

A few couple of months ago I was able to scure a good $10k/mo by AWS as a Software ll. But the offer withdrawn due to HB-1 Visa support.

Honestly, am so excited to... collab and work eh—but I have been at home for a while and i feel like am getting a little bit dusty 🙃 .

Although i haven't been idle, i have had a couple of cool project i have launched with one AI based Fitness App—although this was a Freelance gig 😅.

I can't wait to get back in the game 😩  more
1   

  • arnold ntimani

    1
    7h

    I totally get how frustrating this feels. I actually saw a story on Facebook about a recent grad who couldn’t get a job because he didn’t have... experience. Instead of waiting around, he started documenting his coding projects and skills online to stay relevant and fresh. When his current employer invited him to an interview, he even shared a write-up of how he solved a problem they gave him, and the interviewer was really impressed. He ended up landing a senior role because of it.

    Maybe you can try something similar showcasing your projects, AI app work, and problem-solving process could really make you stand out.     more

  • James Anderson

    Pro
    10
    2d

    I suggest as the first thing you must do is take a course on English speaking and writing. Communication is the first rule of being good at a job. I... would also learn more about American culture so that when you do get an interview, there are fewer signs of awkwardness. I believe your lack of communication skills are overshadowing your actual skills. more

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Billy Whitcomb


Career development 4d
Hey! I had two interviews at the same company and both seemed to go fine. But then their HR person called and said they’re not moving forward with me because of a couple of my social media posts. Apparently they think I look “inappropriate” in them (even though there’s honestly nothing like that).
So I’m wondering, is this even normal? Photos from a party are my own business. Why does a company... think it gets a say in my personal life?

 more
5   

  • arnold ntimani

    7h

    Yeah, unfortunately this happens more than you’d think. Companies often check social media to get a sense of how someone might represent them, even if... it feels unfair. It’s frustrating because your personal life is your own, but sometimes they see it differently. Definitely not a reflection of your professionalism it’s just their policy or perception. more

  • Chas Frank

    2d

    Just for your own edification. look up the people who are principals at the company and the HR person and look at their linked in and social media... posts and see how they tow their own line. today's world is very superficial and full of people who say one thing but do the opposite. more

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Career development

 7h

'Little Leaders' program helps St. Agnes students build confidence, connections


The group launched with a formal application process that required students to submit a short résumé outlining their skills and why they wanted to lead.

MOOSE JAW -- A student-led leadership program at St. Agnes School is helping younger students find their voice while strengthening community connections, including regular visits to residents at Pioneer Lodge.

The "Little Leaders" group,... spearheaded last year by St. Agnes teacher Kaelyn Turberfield alongside colleagues Holly Crompton and Diana Osiowy, was created after staff identified a gap in extracurricular leadership opportunities for students in Grades 3 to 6.

"I work with that age group, and I've always said that these kids are just so eager and imaginative. They just want a meaningful voice in their school, and they don't have as many opportunities (as older students)," Turberfield said.

"So we launched the program ... and the buzz that went through their classrooms was just really cool -- they were so excited to be a part of something."

The group launched with a formal application process that required students to submit a short résumé outlining their skills and why they wanted to lead. While all applicants were accepted, Turberfield said the process itself helped generate excitement and ownership among students.

Since then, the Little Leaders have met during lunch hours and taken on school-wide initiatives. Last year's projects included planning Valentine's Day and Earth Day activities. This year, the group organized a large-scale National Child Day celebration.

"They planned the entire day," she said. "They did an assembly that was completely student-led. They troubleshot everything. They created all the documents, all the slide shows, and all the speaking MC parts.

"They hosted families for a picnic and had play stations circulating throughout the school that all the kids could be a part of. Our teaching staff helped with the execution as well, but the kids were the big organizers of the day ... they handled it with so much confidence and we were so proud of them."

This year also marked an expansion beyond the school itself, as the group began visiting Pioneer Lodge once a month to connect with residents and build relationships through crafts, games, and conversation. Around seven to 10 students typically attend each visit, drawn from a core group of 10 to 15 members.

Ahead of the Christmas break this month, students shared songs from their school concert and joined residents in carolling.

"During the first couple of visits there was an apprehensiveness between the kids and the residents who live there, just because a lot of (the students) maybe don't have grandparents or they're not around that sort of setting very often," Turberfield recalled.

"But this visit, I think just because Christmas is naturally such a meaningful and exciting time, it was just so much more comfortable. The kids brought little booklets with all of the songs, they were using the microphones, and they were helping the residents find the songs in the book," she continued.

"Then they shared hot chocolate and cookies afterward and you could just see the connection they had built."

She said students also asked thoughtful questions about what the holidays look like for those living at the lodge.

"Some of the things students were curious about were 'What are they going to do for Christmas?' 'Is anyone else going to come visit them?' and 'Do they have Christmas dinner here?'" Turberfield said. "You could see that there was a light bulb (in their mind) -- this is a really special time (of year)."

For Turberfield, those moments are at the heart of leadership development. "I'm personally just very passionate about giving kids child-led opportunities, and I think that kids need a voice and some choice in their learning. They need to be active members in the school community," she said.

The Little Leaders program remains open to new partnerships, and Turberfield is inviting community organizations to connect with St. Agnes School to explore future collaborations. To learn more, contact the school at 306-694-1767. more

Career development

 9h

Gen Z could wave goodbye to résumés because most companies have turned to skills-based recruitment -- and find it more effective, research shows | Fortune


Trying to summarize every job you've ever had and then distill that onto a two-page résumé has been the bane of job hunter's existence since around the 1950s. Fortunately, for Gen Z, it's something they might never have to bore themselves with.

That's because research shows many companies are moving away from relying on the traditional job application requirement.

In fact, almost three-quarters... of companies now use skills-based assessments throughout their hiring process, according to TestGorilla's The State of Skills-Based Hiring 2023 report which surveyed 3,000 employees and employers around the world. This is up from 56% in the previous year.

Although many of those employers are still also using CVs, it might not be long until they're a thing of the past because most bosses are already favoring the new hiring practice and reporting big results.

The employers surveyed who use skills-based hiring -- which includes role-specific skills assessments, instead of simply scanning someone's listed career experience -- reported massive gains.

According to TestGorilla's research, it reduced the number of mis-hires by 88%, total time spent searching for the perfect candidate by 82%, and hiring-related costs by 74%.

Overall, 92% of the employers surveyed reported that skills-based hiring is more effective at identifying talented candidates than a traditional CV. Meanwhile, over 80% said it's more predictive of on-job success and leads to new hires staying longer in their roles.

By testing candidates on how they would handle the actual day-to-day responsibilities of a role, employers are more likely to hire the best person for the job instead of being drawn by big names and snazzy titles.

As Khyati Sundaram, CEO of the skill-based recruitment platform Applied, previously told Fortune, just because someone has listed on their résumé that they've worked with the SEO team at somewhere alluring like Google, it doesn't actually mean they know the ins and outs of search engine optimization to the extent that's required for a role.

"We are trying to make sure the test or the question is as relevant to the job as possible," Sundaram said, adding, "That's the reason that candidates love it too."

Intuitively people may assume that taking multiple skills-based tests would feel like more of a nuisance for job seekers than simply blasting their CV at hundreds of roles -- but the data shows otherwise.

Most of the workers that TestGorilla surveyed think that skills-based hiring levels the playing field and improves their chances of bagging their dream jobs.

This is especially true for candidates who are often overlooked. In fact, around three-quarters of the Black, Asian, and Arab employees that TestGorilla surveyed have already reportedly gained access to new employment opportunities through skills-based assessments.

The uptick in skills-based hiring comes as degrees have slidden down the priority list for employers.

Google, Microsoft, IBM, and Apple previously eliminated their long-held degree requirements to remove barriers to entry and recruit more diverse talent. Meanwhile, recruiters globally are five times more likely to search for new hires by skills over higher education.

A former Cisco top executive in the U.K. also said young aspiring workers would be better off skipping out on college to join the world of work straight away.

"In university, you come out with whatever degree you may get, but it's almost certainly saddled with debt," David Meads, former Cisco's U.K. and Ireland CEO, told Fortune. "Is that better than on-the-job experience where you're rotating through different parts of our organization, and living the reality and not just the theory?"

"For me, attitude and aptitude are more important than whatever letters you have after your name, or whatever qualifications you've got on a sheet," he added.

But research has shown that skeptical Gen Z remain unconvinced: They're shunning apprenticeship schemes in favor of going down the traditional route of college. So perhaps they will still go through the bore of writing a résumé -- even if, like a college degree, it's no longer needed. more

Jane Tilden


Career development 1w
Hi everyone! I’m a college student and I’m thinking about getting a job as a waiter in a cafe. But my parents are against it, my dad says that kind of job will ruin my resume, like no decent company will ever hire me afterward.
I’m tired of always asking my parents for money and I want to earn my own. How can I convince them?
Thanks

9   

  • Jennifer Phillips McLellan

    9h

    It's literally your life, make your own decisions. Unless it would leave you homeless, you don't need to follow this advice from your parents. I... earned money as waitstaff for extra money, and one of the regulars offered me a job and I took it. It was a good job, and one which I did put on my resume (I didn't include the waitresses job, because it wasn't needed.) Not every job you have needs to go on your CV. However, putting a waitstaff job on your resume won't ruin it - employer's to want to know that you've had experience working with people, keeping track of money, and working hard. Good luck! more

  • j b

    1d

    Listen to your parents, stop listening to strangers!

    -2
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Berta Harkness


Career development 1w
I work from home and take my 2.5-year-old to my mother-in-law for half the day (she lives just down the street). That was the plan from the beginning and both she and my husband agreed to it.
Now my mother-in-law doesn’t want to watch her grandson anymore. She says I can just work and take care of the child at the same time.
My husband agrees with her. I even offered to pay my mother-in-law like... a babysitter, because I really don’t want to lose my job or get stuck doing only house stuff.
What should I do? I’d appreciate any advice.

 more
4   

  • prince kaliki chimboma

    14h

    Since you are able to pay for a nanny, just find one instead of your mum inlaw.

    1

  • Refined Print Works

    1d

    I am working in the cafe as the cashier.... but full time busy i don t have time to go and refresh with my friends..... and the family members.. what... can i do? i can look for anew job where i can have atleast time to interact with other people and also family people? some piece of advice please more

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Career development

 14h

Dark web attracts laid-off workers, teenagers, and elite talent - DefenceWeb


There was a two-fold increase in the number of résumés and jobs posted on underground dark web forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025, according to new research from Kaspersky.

Overall, in 2025, résumés outnumber vacancies 55% to 45%, driven by global layoffs and an influx of younger candidates. Age distribution among the candidates shows a... median seeker age of just 24, with a marked teenager presence.

Jobs found on the dark web are predominantly related to cybercrime or other illegal activities, although some legitimate positions are present as well. Kaspersky findings show a shadow economy where 69% of job seekers did not specify a preferred field, openly signaling they'd take any paid opportunity - from programming to running scams or high-stakes cyber operations. The most in-demand IT roles posted by employers on the dark web reflect a mature criminal ecosystem:

Developers (accounted for 17% of vacancies) create attack tools;

Penetration testers (12%) probe networks for weaknesses;

Money launderers (11%) clean illicit funds through layered transactions;

Carders (6%) steal and monetise payment data;

Traffers (5%) drive victims to phishing sites or infected downloads.

Gender-specific patterns emerged in specialised applications. Female applicants predominantly sought interpersonal roles, including support, call-centre, and technical-assistance positions. Male applicants, by contrast, more frequently targeted technical and financial-crime roles - developers, money mules, or mule handlers.

Salary expectations varied sharply by specialisation. Reverse engineers commanded the highest compensation, averaging over $5,000 monthly, followed by penetration testers at $4,000 monthly and developers at $2,000. Fraudsters tended to receive a fixed percentage of a team's income. Money launderers average 20%, while carders and traffers earn approximately 30% and 50% of the full income, respectively. These figures reflect a premium on scarce, high-impact skills within the shadow ecosystem.

"The shadow job market is no longer peripheral; it's absorbing the unemployed, the underage, and the overqualified. Many arrive thinking that the dark web and the legal market are fundamentally alike, rewarding proven skills over diplomas, with the dark web even offering some benefits - like offers landing within 48 hours and no HR interviews. However, not many realise that working on the dark web can lead to prison," comments Alexandra Fedosimova, Digital Footprint Analyst at Kaspersky.

Young individuals contemplating dark web employment must recognise that short-term earnings carry irreversible legal and reputational consequences. Parents, educators, and the community are urged to report suspicious online solicitations immediately. Children should be shown that there are multiple skill-building and career pathways in legitimate technology sectors, such as cybersecurity, Kaspersky said.

The Kaspersky analysis was based on 2,225 job-related posts - vacancies and resumes - published on dark web forums between January 2023 and June 2025. Some of the forums and resources reviewed may no longer be accessible at the time of publication. more

Jim Farnsworth


Career development 3d
I’ve been working as an economist in the department for three years and was hoping I’d be promoted to head of the department. But no, they told me they’re hiring some random outsider for the position, someone with no experience, just because he’s “very motivated”.
Am I not motivated? I also have actual work experience. How can I change management’s mind? Thanks.

1   

  • Michelle Nenkai Emanuel

    1d

    Sometimes things happen to us so we can open our eyes an out wings....and fly.
    When your efforts are rewarded with pain,start looking elsewhere. Maybe... it's high time you did! more

  • Steward Tony Pacheco

    1d

    As a Retired Head Hunter, It Appears That They Have Already Extended An Offer To The New Eager Beaver. That What I Interpreted By The Wording You Gave... Us. He More Than Likely Will Be At A Lower Paygrade As Well.
    You Mentioned "Hope" & As A Mover & Shaker In My Own Career, Hope Was Never Considered In My Climb. I Consistantly Fixed & Refined My Plan. What Was Your Plan? It Cant Be Hope. When You Have A Viable Plan, Then You Have Faith In That Plan & You Make It Work. Never Hope It Works. Time Is To Short. So You Fall, But Will You Fall Forward? Will You Go To Work, Pay Your Bills, While Developing Your Plan? Your Plan Does Not Need To Be At The Same Company? Stick To The Plan & Do Not Share It With Anyone. Start Searching For Other Opportunities.

     more

    1
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Career development

 1d

Apply To 500 Remote Roles


I need 500 job applications lodged on my behalf for positions that are either fully remote or hybrid with a Sydney base and are open to talent Australia-wide. The vacancies should fall into the broad buckets of Engineering, Customer Support, Admin, Marketing or general Tech/IT. You'll receive my résumé, a base cover-letter template and the email address to use. From there your responsibilities are... to: * Source suitable listings on platforms such as Seek, LinkedIn Jobs, Indeed or relevant company portals * Complete each application accurately, attaching the provided documents * Log every submission in a shared spreadsheet noting: date, company, role title, job-link and any credentials created A brief, role-specific tweak to the cover note is welcome when it can boost relevance, but the core text remains the same so the process stays fast. Daily progress updates are essential, and the job concludes once 500 confirmed submissions are recorded in the tracker. If you're organised, fluent with Australian job boards and comfortable handling repetitive online forms, you'll breeze through this task. I look forward to seeing how efficiently you can get my name in front of the right hiring teams. more

Adetola AjaoOjo
Career development 2d
Life teaches us lessons in unexpected ways. Sometimes roles change, doors close, and silence replaces activity—but growth never stops. I remain grateful for every experience and open to new opportunities to learn, serve, and contribute. The journey continues
4   

  • Willis Alford

    1
    1d

    As a senior actively involved in involved in several aspects of a startup business, there are two ways to go in life. To "go" or to "grow. To just go... on daily or to "grow", to learn new things, explore new avenues new pathways. I want to "grow" and "squeeze everything " out of life. Life's to short to just "go" daily through life. And I might add, God has a purpose foe each of us! Really!! more

    1

Career development

 1d

Why Orange Cassidy Is Quietly Creating New Wrestling Fans


Since arriving in All Elite Wrestling in 2019, Orange Cassidy has carved out a role few modern wrestlers occupy: a gateway into wrestling for people who never cared about it before. While his in-ring résumé continues to grow, Cassidy says his proudest accomplishment has nothing to do with titles or match ratings; it's the audience he's helped bring along with him.

Appearing on the Casuals with... Katie Nolan podcast, Cassidy reflected on how often fans tell him he's become the bridge between wrestling fans and non-fans. Through meet-and-greets and casual conversations, he's repeatedly heard stories about parents, partners, and friends who never watched wrestling until Cassidy caught their attention. One moment in particular stayed with him: a father explaining that wrestling had never connected with his daughters until Cassidy appeared on screen. Standing behind him were three young girls dressed just like Cassidy, a sight he described as both surreal and deeply meaningful.

Despite his carefree on-screen demeanor, Cassidy made it clear that his philosophy comes from intention, not indifference. Growing up as the only wrestling fan among his friends gave him an outsider's perspective on the industry, shaping his belief that wrestling should be welcoming rather than intimidating. His goal, he explained, is simple: let people enjoy the show without feeling like they need to understand every nuance. That mindset stands in sharp contrast to his personal approach to the craft, which he admitted he studies obsessively behind the scenes.

While his character preaches relaxation, Cassidy himself is anything but complacent. He acknowledged that he overanalyzes his work and constantly looks for ways to improve, even if the final product appears effortless. With momentum to regain after his recent elimination from the Continental Classic on AEW Collision, Cassidy enters 2026 focused on getting back into the championship picture, still doing the hard work so fans don't have to think too hard at all.

Orange Cassidy's importance to AEW isn't best measured by win-loss records or title reigns. His real value lies in pattern recognition: again and again, wrestlers who break traditional molds end up expanding the audience rather than shrinking it. Historically, performers like The Rock, Rey Mysterio, and even Mick Foley brought in viewers who didn't see themselves reflected in "standard" wrestling archetypes. Cassidy fits that lineage. His presentation lowers the intimidation factor of wrestling while still rewarding longtime fans with smart match structure and deliberate pacing.

For fans, the takeaway is simple but significant. Cassidy represents how wrestling grows, not just how it sustains itself. In a landscape where many discussions revolve around ratings, gates, and social media reactions, his impact is felt in quieter ways: families watching together, casual viewers sticking around, and non-fans finally "getting it." That's not accidental, and it's not easily replaceable. Understanding that context helps explain why Cassidy remains a priority on AEW television, regardless of where he sits in the title picture at any given moment. more

Adetola AjaoOjo
Career development 2d
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?


2   
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Career development

 1d

Mastering Your Strengths: A Guide to Impress in Job Interviews


When preparing for a job interview, you'll likely encounter a question about your strengths. Knowing how to answer "what are your strengths" effectively can set you apart from other candidates. This guide will help you craft insightful and compelling responses that demonstrate your value to potential employers.

Understanding How to Answer "What Are Your Strengths"

Answering the question about... your strengths isn't just about listing your skills. It's an opportunity to showcase your self-awareness, align your strengths with the job you're applying for, and give concrete examples of how these strengths have benefitted previous roles.

Identify Your Relevant Strengths

Start by reflecting on your skills and experiences. Which strengths have consistently helped you succeed? Choose attributes that are pertinent to the position you're applying for. For example, if you're applying for a managerial role, strengths like leadership and communication are crucial.

Provide Real-Life Examples

Concrete examples can make your strengths more convincing. For instance, if you claim to have excellent organizational skills, recount a specific project where this trait was instrumental in your success. This approach not only substantiates your claim but also makes your narrative more engaging.

Align Strengths with Job Requirements

Review the job description carefully to align your strengths with the employer's requirements. This not only shows that you are well-suited for the job but also that you understand what the role entails. Employers appreciate candidates who can draw direct correlations between their strengths and the company's needs.

For a broader understanding of aligning your capabilities with career goals, consider reading about crafting the perfect personal statement for scholarship success.

Practice Makes Perfect

Rehearse your response to ensure you communicate clearly and confidently. Practicing in front of a mirror or recording your answer can help you refine your delivery. Consider seeking feedback from a mentor or friend who can provide constructive criticism.

Examples of Strong Answers

There are several ways to effectively answer the question "what are your strengths." Below are some examples:

Example 1: Leadership and Initiative

"One of my greatest strengths is my ability to lead teams effectively. In my previous role, I led a project team that improved departmental efficiency by 20%. By fostering open communication and motivating team members, we met our goals two weeks ahead of schedule."

Example 2: Problem Solving

"I excel at analyzing situations and coming up with creative solutions under pressure. For instance, during a critical systems failure at my last job, I spearheaded a problem-solving session that restored full functionality within hours, minimizing downtime."

Example 3: Adaptability

"Adaptability is one of my strong suits. During a company merger at my former workplace, I quickly adjusted to new systems and protocols, which helped maintain continuity of service and ease the transition for my team."

Why Answering this Question Well is Important

A well-thought-out answer can demonstrate your suitability for the role and how you might fit into the company culture. Employers are not just evaluating your skills, but also your ability to self-reflect and grow. Demonstrating these abilities suggests potential for long-term development within their organization.

What Not to Do

Avoid generalities like "I'm a hard worker" without specific examples. Also, don't undersell your strengths or apologize for qualities you believe might not align with the role. Stick to strengths that genuinely represent you and are relevant to the job.

For more educational resources on job preparation, visit this comprehensive guide on education practices.

Conclusion: How to Answer "What Are Your Strengths" in a Job Interview

Knowing how to answer "what are your strengths" is a critical part of interview preparation. By identifying relevant strengths, providing concrete examples, and aligning these with the job requirements, you can give compelling answers that resonate with interviewers.

* Identify and understand your unique strengths.

* Provide real-life examples to substantiate your claims.

* Align your strengths with job requirements.

* Practice your delivery for a confident presentation.

* A well-structured answer showcases both your skills and self-awareness.

FAQ

How do I identify my strengths?

Reflect on past experiences and seek feedback from colleagues to discover your core strengths. Look for patterns in tasks or challenges you handle exceptionally well.

Should I mention weaknesses when asked about strengths?

Generally, focus on your strengths during this question. If asked about weaknesses separately, be honest but frame them as areas for growth and learning.

Can I prepare a script for my answer?

While it's helpful to have key points planned, avoid sounding rehearsed. Aim for a natural and conversational delivery that can adjust to the flow of the interview.

How many strengths should I mention in my response?

Limit your answer to two or three strengths. This keeps your response focused and allows you to provide detailed examples.

What if my strengths don't fully align with the job description?

In such cases, focus on transferable skills and demonstrate how you've applied these successfully in different contexts. more

Career development

 1d

I've studied hundreds of highly successful kids: The No. 1 parenting trend that worries me -- and what to do instead


I spent seven years studying high-achieving students, interviewing hundreds of them and their families.

Many young people I met described monitoring grades, rankings, and résumés as if they were constantly evaluating their worth. In some families, achievement took on an outsized role, leading some children to wonder whether their parents' love was tied to how well they performed.

Achievement... culture promises to open doors, suggesting that better grades and better college degrees guarantee better futures. But a growing body of research shows that this relentless chase can breed perfectionism, a trait linked to higher rates of anxiety and depression.

So what can a parent do to protect against this narrow view of success and self-worth?

We can help young people turn their self-focused attention outward. When children shift from "How am I doing?" to "Where can I be useful?" they develop a stronger identity, rooted in contribution rather than performance. Small, everyday ways of being needed -- helping a neighbor, being counted on at home, showing up for a team -- can buffer against that harmful inner-scorekeeping and build a sturdier sense of self-worth.

When kids anchor their efforts in something beyond themselves, everyday stressors become more manageable. They stop believing they are only a grade or a score, and start feeling like a person who matters in the world. Here's how: more

Career development

 1d

Good hiring holds the key to a company's success


It takes skill on the part of an interviewer to hire the right person.

As Hilt founder and CEO, Sinead English, says: "While initial screening is often carried out by HR specialists who are skilled at assessing applications, the task of interviewing can then go to individuals, who, while they may be heads of operations, finance, or marketing, may not have the skills required.

"Being a good judge... of people, or a good conversationalist, does not automatically make someone a skilled interviewer. Because that is a learned skill, and small mistakes can cost organisations the best talent, it makes sense to leave hiring to those who have trained for the task."

Nepotism and cronyism are just two of the factors that can influence hiring managers to hire the wrong person. Whatever the reason, it happens a lot. CareerBuilder research indicates it's something 75% of employers have experienced.

As for the cost of a bad hire, the jury's out. According to Business.com, it can be as much as 30% of an employee's salary. Separately, IBEC estimates that poor mental health can cost up to €2,000 yearly per employee.

While they might be more aware of it than most, trained interviewers are - like everyone else - prone to bias. Whether this is of the positive or negative sort, it's always unfair. Which is why, if you're in the market for a job, you're in a battlefield. One in which smarts, beauty and skills, battle bias, machines and error.

We're told that in the recruitment game, the beautiful, tall and male are professionally advantaged. What we're not told - and it's probably safe to assume - is that the aforementioned favourable bias is primarily reserved for cisgender men. Why? Because even in the unfairness battle, all is not equal, with workplace prejudices regularly impacting minorities more than others.

"Being aware of bias is important," says English. "It can creep in, even when interviewers believe they are being objective. Hiring managers often give more weight to a candidate's years of experience than to the quality of their skillset. Job adverts often specify a minimum of ten years' experience in a similar role.

"Yet, ten years on paper could be one year's experience repeated ten times. For this reason, it's advisable for employers to focus instead on what candidates can demonstrably do and on all they can bring to a role."

Asked about how employers view a frequent change of jobs, she replies: "When they see this on a CV, they often see it as evidence the candidate is a job-hopper. This can be the assumption, even though that individual might have been working on short-term contracts or rapidly growing their experience."

As for those who have spent decades in the same job, she says recruiters should not automatically deem them to be too set in their ways to take on a new role.

People favour people who share similar interests, backgrounds and experiences. Hiring managers are no different. "It's common for them to favour people similar to themselves," says English. "They think they are 'the same' and that because of this, they will fit in with their team. This sort of thinking can cloud their judgment."

To avoid this and to ensure a fairer and more objective comparison between candidates - one that minimises bias and allows for consistent data collection, she recommends structured interviews - the standardised assessment process under which every candidate is asked the same questions and evaluated against the same criteria.

While this interview tool has merit, English acknowledges its ability to predict job performance can be low.

Recruiters know they have to be careful with their words, with some being better at asking suitable questions than others.

On the wisdom of beginning an interview with a welcome, she says: "This can be followed by something along the lines of: 'Congratulations on getting to the interview stage for a role in which there was lots of interest'.

"That said, employers might next remark that the candidate's CV made interesting reading. They might then ask that person to use the next couple of minutes to share how they think their experience to date would be of benefit to the organisation."

Revealing how hiring managers can easily trip up, she gives the example 'Can you tell us a little bit about yourself?'.

"It's a good idea to avoid asking that at an interview," Sinead English says. 'Can you talk us through your CV?' is no better.

Explaining why, she says: "Questions like these can make candidates nervous. This may lead to them blurting out irrelevant personal information.

"At an interview, small details matter. Concise instructions and maintaining focus on relevant questions can make a positive difference. It's good to keep comments neutral. 'Nice day out there today,' is good. So too is avoiding questions about personal matters such as family, travel, or religion. At every touchpoint, employers should be aiming for a professional, respectful, and consistent approach."

Sharing that follow-up questions are essential to uncovering the depth of a candidate's experience and for distinguishing candidates who are genuinely capable from those relying on rehearsed or AI-generated responses, she says: "To get around scenarios of that nature, hiring managers might ask something along the lines of: 'You say you spent six months doing that. Tell us what else you had on your plate during that time.' Or: 'You mentioned resources. Tell us more about that."

She says that when interviewing, employers should pay attention to red flags such as excessive pauses, overly polished answers and inconsistencies between what a candidate's CV states and what they are saying at interview.

"AI tools have changed the recruitment landscape," she says. "80 per cent of candidates are using these platforms to prepare their CV. This is absolutely fine once they're not getting AI to lie for them."

Lying is as old as time. Interviewees answering questions online with real-time AI prompts, not so much. To manage this until recently unheard of scenario, hirers are pushing back. Some adopt policies such as 'camera on for the duration of the interview' and perform regular screen-sharing checks.

Using machines to generate replies at interview is not a good idea. It might give one candidate an unfair advantage over another. Worst case scenario it might facilitate lying about experience. But employers' responding by taking the liberty, at online interviews, to gawk while a nervous candidate obediently pans their camera around their room is invasive. Outrageously so. Whether they're sitting in a tiny studio rental, or aboard a yacht on the high seas - assistance dog at their feet - should be their business only.

Any good hiring manager should notice if an interviewee is attentive and speaking from memory, rather than making stuff up and relying on machine prompts to sound convincing. They should notice if they are repeating the questions asked, so as to instigate a typed response from AI, which they then read aloud.

There's much that employers can do to attract the best talent to their organisation.

As English says: "Because recruitment outcomes are impacted by candidate perception of the hiring process, hiring managers should think about how well written the job ad is and whether it reflects clearly what's required for the role. Sometimes the responsibilities list is four times longer than it should be and companies take too long to get back to people after they apply, or interview. Negative experiences can turn candidates away - even from senior roles." more

Career development

 1d

Need Full-Time IT Job


I need strategic, hands-on support to land a full-time position in the IT and Software space. The assignment covers everything from polishing my professional brand to connecting me with active job openings and prepping me for interviews. Key deliverables * A rewritten, keyword-rich résumé tailored to current IT & Software hiring trends. * An updated LinkedIn profile (headline, summary, skills, and... accomplishments) that aligns with the résumé. * A curated list of at least ten suitable full-time vacancies, each with company name, role description, and direct application link. * Practical interview preparation: two mock interview sessions with feedback notes and improvement tips. Work is complete when the résumé and LinkedIn profile are live, the vacancy list meets the specified count and relevance, and I feel confident after the mock interviews. more

Lora L.


Career development 1mo
We recently had a work party and I accidentally saw something I wasn’t supposed to. Today, they announced that this woman is getting a promotion, she will become the head of a new department. They’ve gathered subordinates for her from different departments, and I’m one of them.
But I can’t work with her. I don’t even know how to look at her now. And constantly interacting with her is going to be... awful. I also don’t know how to explain why I don’t want to be in her department.
Could you please give me advice on what to do? Thank you.

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2   

  • S G

    1d

    If you saw something, meaning that you saw her having some sort of sexual interlude with someone superior to her in the company, and now she is... getting a promotion, that is actually sexual harassment. Sexual harassment includes witnessing other people engaging in activity that makes you uncomfortable. It does not only mean activity directly toward you. If this is the case, you need to report it immediately. Do not listen to people telling you to mind your business because this is absolutely a case of sexual harassment. Without knowing what sort of thing you actually saw I can’t say otherwise.  more

  • Phindile Mahlangu

    2d

    Don't mix personal issues with business.

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Anonymous member


Career development 1w
Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

1   

  • S G

    1d

    This is absolutely inappropriate and the women here who are telling you that you’re making too much of it are enabling rape culture and abuse in the... workplace. You need to take this to your superiors and HR immediately. more

    2

  • James Anderson

    2d

    Act like someone has really creative ideas, and that you appreciate this person. Coming off any other way will make you a pariah around the office.... Especially if that person was not being suggestive. more

    -3
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