Career development

 15h

Six mistakes that could lead to you being ghosted after a job interview


Successfully navigating a job interview can be difficult, even for the most well-prepared candidates.

Job interviews are never easy, and the anticipation of receiving feedback from the potential employer can drive almost any job seeker to the verge of insanity.

In most instances, candidates are unsuccessful because they're simply not the right fit for the job, and this can happen even if... they did all their homework and delivered the perfect presentation to the interviewer.

However, there are many interview mistakes that applicants commonly make without realising it, says Patrick Dillon from marketing agency WISE Digital Partners.

"Candidates often don't realise how certain behaviours signal disengagement or create red flags for hiring managers," Dillon said. "Understanding these missteps gives job seekers the power to keep the process moving forward."

Interviewee ghosting isn't always about the hiring company being rude or dismissive. In many cases, time constraints play a significant role as recruiters are managing dozens of open positions at the same time and providing feedback to every candidate simply isn't feasible.

However, those who put their best foot forward and avoid the common interview pitfalls stand a far greater chance of getting to the next level of the hiring process.

According to Dillon, these are the six most common and significant mistakes that job applicants make:

Showing up unprepared or unenthusiastic

Walking into an interview without having researched the company or the specific role sends a clear message: this opportunity isn't a priority for you. Dillon emphasises that recruiters are acutely aware of candidates' levels of engagement.

If a candidate struggles to answer basic questions about the organisation or seems disinterested, it often leads to missed opportunities.

"Preparation shows respect for the recruiter's time and a genuine interest in the position," Dillon states. Candidates must articulate their reasons for wanting the role to stand out positively.

Failing to respond promptly to communications

In today's fast-paced hiring landscape, timing can be everything. Dillon points out that delays in responses, whether to emails or missed calls without explanation, can signal unreliability to recruiters.

"When someone doesn't respond within 24 hours, it's often interpreted as a lack of interest," he says, adding that recruiters manage multiple candidates and adhere to tight deadlines. Prompt and professional communication is essential to remain in contention.

Providing inconsistent information

Inconsistencies between what is written on a CV and what is stated in an interview can raise immediate red flags regarding a candidate's honesty and accuracy. For instance, if your resume claims you led a team of ten, but you mention three in the interview, doubts arise.

Dillon stresses the importance of trust, explaining that recruiters need to trust the information they're presenting to hiring managers. Consistent information reassures recruiters of a candidate's credibility.

Discussing salary or flexibility too early

Initiating conversations about salary or remote work requirements before establishing your value can undermine your candidacy.

Timing plays a pivotal role in these discussions. Dillon notes that when candidates lead with compensation demands before showcasing their fit for the role, it may come across as transactional rather than collaborative.

Candidates should aim to demonstrate their contributions first before negotiating terms.

Demonstrating poor communication etiquette post-interview

Post-interview communication significantly influences how a recruiter perceives your professionalism. Following up too aggressively, using overly casual language, or failing to acknowledge communications can work against you.

Dillon advises candidates on the importance of maintaining a professional tone: "One thoughtful follow-up within 24 hours strikes the right tone."

Such communication showcases respect and professionalism, setting candidates apart

Missing red flags in your own presentation

Candidates can unintentionally signal concerns about their presentation. Poor punctuality, negative remarks about former employers, or displaying unprofessional behaviour during virtual interviews can severely impact perceptions.

As Dillon adds: "Small details matter more than people realise." Background noise, distractions, or speaking badly of past colleagues can contribute to an overall impression that may dissuade potential employers.

Dillon said the best way to prevent ghosting is to maintain consistent professionalism through every stage of the hiring process.

It is highly recommended that you send a brief thank-you email within 24 hours of your interview, one which reiterates your interest and highlights one or two key points from your conversation. The trick is to remain top of mind without appearing pushy.

"If you haven't heard back within the timeframe the recruiter mentioned, one polite follow-up is appropriate. Keep it brief and professional, simply expressing continued interest and asking if there are any updates. Avoid sending multiple messages or appearing demanding," Dillon says.

"Remember that staying engaged doesn't mean being aggressive. Respect the recruiter's timeline while demonstrating that you're organised, reliable, and genuinely interested in the opportunity. Small actions like these can make the difference between being remembered positively or getting lost in the shuffle." more
1   
Load more...

Career development

 1d

16 Brutal Truths About Why Finding a Job Feels Impossible Right Now


The job hunt today feels less like a professional milestone and more like an Olympic-level endurance sport you didn't train for. One moment you're hopeful, the next you're refreshing your inbox like it owes you money. Every application feels like a carefully crafted message in a bottle tossed into an ocean of thousands just like it. You keep hearing that jobs are "everywhere," yet every role you... apply for seems to vanish into a digital black hole with no explanation. If you've been feeling like landing a job right now borders on impossible, you're far from alone -- and these 16 brutal truths explain exactly why.

1. Hiring Algorithms Filter You Out Before A Human Ever Sees You

Applicant tracking systems have become the modern-day gatekeepers of employment. They scan your résumé with all the empathy of a toaster, tossing out qualified candidates without a second thought. Even small formatting errors or missing keywords can get you instantly dismissed. This leaves candidates feeling like they're auditioning for an algorithm instead of a company. Until someone touches your résumé with actual human hands, you're fighting an invisible battle.

2. Job Descriptions Are Becoming Ridiculously Unrealistic

Many companies seem to forget that no one is born knowing twelve coding languages, five software suites, and three forms of project management. Job postings are increasingly stuffed with impossible wish lists that scream perfectionism rather than practicality. When a single entry-level role demands advanced experience, candidates can feel defeated before even applying. This disconnect creates anxiety and lowers confidence among job seekers. The perfect candidate these companies want simply doesn't exist -- and they know it.

3. Everyone Is Applying For The Same Jobs At The Same Time

The job market is more crowded than ever, thanks to layoffs, career changes, and the rise of remote work. With so many people applying to the same role, competition turns brutal quickly. Even highly qualified candidates get lost in the noise. This saturation means companies can afford to be pickier than ever. Unfortunately, that leaves job seekers feeling like they're shouting into a void.

4. Companies Are Taking Forever To Make Decisions

Gone are the days of quick hiring timelines and simple interview processes. Many businesses now stretch hiring decisions across weeks -- or months -- without explanation. Extended silence creates panic, self-doubt, and frustration for applicants. Meanwhile, companies keep adding more interviews "just to be sure." This leads to emotional exhaustion long before an offer is ever made.

5. Networking Matters More Than Talent Right Now

In today's market, who you know often feels more important than what you know. Referrals can bypass automated systems and land you in front of decision-makers instantly. But not everyone has access to those networks, leaving many candidates at a major disadvantage. This creates an uneven playing field disguised as "strategy." It's discouraging, but it's the reality of modern hiring.

6. Companies Want Experience But Refuse To Train Anyone

Organizations claim they want fresh ideas and young talent, but they rarely invest in training. Instead, they want experienced employees without paying experienced salaries. This creates a paradox where entry-level jobs require years of experience. Candidates who are highly capable but inexperienced end up shut out. The cycle keeps repeating, leaving thousands stuck.

7. Many Jobs Are Already Filled Before They're Even Posted

Some roles are posted publicly even though a company already knows who they're hiring internally. The listing is merely a formality to comply with policy or appearance. Applicants waste time crafting résumés and cover letters for roles they never had a chance at. It's disheartening and wildly inefficient. Transparency would solve this, but transparency isn't trending.

8. Remote Jobs Attract Global Competition

Remote work changed everything -- especially the size of the talent pool. Suddenly your competition isn't just local; it's worldwide. A single job can receive thousands of applications within hours. While remote work offers flexibility, it also turns every role into a high-stakes competition. The odds feel impossible because, in many cases, they are.

9. Recruiters Are Overwhelmed And Understaffed

Recruiters are juggling hundreds of openings and thousands of applicants. Messages slip through cracks, follow-ups go unanswered, and qualified candidates get forgotten. It's not always intentional -- it's often pure overload. But that doesn't make it any less painful for applicants waiting desperately for updates. The system is overwhelmed from every angle.

10. Ghosting Has Become Standard Practice

Companies used to at least send rejection emails, but now many don't respond at all. Applicants pour time, energy, and emotional investment into the process only to be met with silence. This lack of closure creates uncertainty and drains motivation. Ghosting feels personal even when it isn't. Sadly, it's become the new normal.

11. Salary Transparency Still Isn't Universal

Not knowing the pay for a role until the final interview -- or not at all -- creates unnecessary stress. Candidates have no idea whether they're applying for a livable wage or something wildly below expectations. This lack of clarity wastes time for both sides. It also damages trust before the relationship even begins. Transparent pay would solve so many problems.

12. Job Searching Is Emotionally Exhausting

Looking for a job has become a full-time job. The constant cycle of hope, rejection, and silence takes a toll on mental health. Even strong candidates start doubting their worth. Burnout hits long before an offer appears. It's not just difficult -- it's draining in ways many people don't talk about.

13. Career Changes Are More Common But More Complicated

People are switching industries more than ever, but companies haven't caught up. They still focus heavily on traditional experience and linear career paths. This makes transitioning incredibly challenging, even when someone has transferable skills. Career changers often feel stuck in between industries. The flexibility the world promotes doesn't match how hiring actually works.

14. Skill Requirements Shift Constantly

Technology, trends, and workplace expectations evolve at lightning speed. Candidates feel pressure to constantly learn new tools just to stay relevant. Even experienced professionals struggle to keep up. This ever-moving target makes job hunting feel like chasing a train that's already left the station. The pace of change is exhilarating -- and exhausting.

15. Employers Want Culture Fit Without Defining Culture

Many companies emphasize "culture fit," yet their culture is unclear or inconsistent. Candidates are left trying to guess what qualities the company actually values. This makes interviews feel like personality auditions rather than skill assessments. The vagueness creates confusion and rejection for reasons impossible to understand. Culture fit shouldn't be a riddle, but too often it is.

16. The Market Has Shifted Faster Than Expectations

The job landscape has changed drastically in just a few years. Candidates are navigating new technologies, new expectations, and a new level of competition. Many people are still adjusting while companies move ahead with different priorities. This mismatch creates frustration on both sides. The ground is shifting, and job seekers are trying to stay upright.

What Has Your Job Search Really Been Like?

Finding a job right now is tough, messy, emotional, and often unfair -- but understanding why can help you stay grounded. These brutal truths aren't meant to discourage you; they're meant to remind you that the struggle isn't a reflection of your talent or worth.

Have you run into any of these obstacles during your own search? Share your stories, thoughts, or experiences in the comments below. Your journey matters, and talking about it helps everyone feel a little less alone. more
6   

  • Patrick Thotho

    4h

    Finding employment in developing nations feels like a nightmare, where positions are often claimed by those who can pay the most. The competitive and... corrupt nature of the job market is highlighted in point 7 of your article. more

  • Captain bulemu Ezra

    15
    6h

    In fact in this corrupt world there is no true way of getting a job for example one goes for the interviews and passes but at the end he /she is not... considered so what ever may talked of has no truth in it though it is the right way to go  more

Load more...

Mila Penrose


Career development 4d
We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

But I’ve noticed that a coworker often leaves with a jar of coffee, a pack of sugar, or even a pack of printer paper in his backpack. Should I tell my boss about it, or is it none of my business?

Thanks for the... advice.

 more

  • Moses Ndichu

    7h

    Proper movement and management of staff and assets is highly required. Today might be a jar of sugar, tomorrow will be losing a whole vehicle or a... life. Poor security system. more

  • anywar dennis

    1d

    So there is no department or person responsible for those items? If you are not directly responsible learn to mind your business at every job and... always learn to execute your roles and responsibilities per your job description or position....
    Everyone has a role in any employment settings.
    Just kindly show up at your job and perform what u are supposed to do then leave or sign out honourably..
    Just my humble opinion 🙏🙏🙏     more

Load more...

Eliot Feldman
Career development 2w

How do you handle negative criticism in the workplace? Does it impact your performance in a positive or negative way?
9   

  • Adam Kuczek

    1
    3d

    Depends if the one doing the critique has broader knowledge on the subject than I. If they know more, I would listen. If not, I wouldn't.

  • Marie Lauraine

    1w

    Hi 👋 I'm very impressed by your profile and personality. All the posts on your timeline are great, and I also appreciate your sense of humor here. I... don't usually write reviews, but I think I deserve such a compliment... I wish I could be your boyfriend. I've tried sending you a friend request many times, but they've all failed. Please send me a friend request so we can be good friends. Thank you. Stay safe and happy... more

Load more...

Career development

 11h

My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.


My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.

Alexandra Karplus

Updated December 1, 2025 at 1:55 AM

0

* Burned out from her job at an LA startup, Maria Laposata made a travel spreadsheet with her husband.

* The list inspired her to suggest quitting their jobs and traveling the world for a year.

* She thought the gap would hurt... her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

This story is part of our Adult Gap Year series, which highlights stories from people who have taken extended breaks to reset, explore, and reimagine their lives.

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

Planning for the trip

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

Around the world in 365 days

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

Returning to LA

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

What came next

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview.

Do you have a story about taking a gap year that you want to share? Get in touch with the editor: akarplus@businessinsider.com.

Read the original article on Business Insider more

Career development

 12h

My husband and I quit our jobs to travel for a year. My biggest concern was having a career gap on my résumé.


She thought the gap would hurt her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment... in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

This story is part of our Adult Gap Year series, which highlights stories from people who have taken extended breaks to reset, explore, and reimagine their lives.

Read more:

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview.

Do you have a story about taking a gap year that you want to share? Get in touch with the editor: [email protected].

Read the original article on Business Insider more

Career development

 12h

We quit our jobs to take a yearlong trip. I worried about the career gap on my résumé.


She thought the gap would hurt her résumé. Instead, it helped her stand out in interviews.

This as-told-to essay is based on a conversation with Maria Laposata, 32, the founder of travel consultancy Travelries. Her words have been edited for length and clarity.

Life made me realize I needed a break.

My husband and I had moved in together just before the pandemic, and our one-bedroom apartment... in Los Angeles had become both our offices. We were making it work, but I could feel the walls closing in.

We both love to travel, so in an effort to dream a little, I said, "Let's make a list of all the places we want to go." I'm a bit of a spreadsheet nerd, so I took his list and mine, ranked them, and combined them into one massive spreadsheet. It was my little form of stress relief.

At the time, I was working on the operations team at a startup in LA, and my schedule had become a lot more intense. I opened my laptop at 7 a.m. and closed it at midnight. I loved my job, but I was feeling burned out. On the rough days, I'd look at that list and dream about African safaris or going to Antarctica.

One morning, while my husband was making me a cappuccino, I decided to pitch the idea to him: "Hey babe, what if we quit our jobs and traveled around the world for three months?" And he said, "OK, sounds good." That's very him: calm, chill, no big reaction.

If we were going to take the risk of leaving our jobs, we wanted it to feel worth it. We decided the trip should last for a year, and it took us time to save and work through the logistics. Two years later, we both handed in our resignations.

We set a $75,000 budget for the trip, which included everything from our Netflix subscription to the storage unit we rented. My manager was excited for me, but our families had a lot of questions: How would they contact us? Was it safe? What about diseases?

Before the trip, I was worried about snakes in Africa and tsunamis in Southeast Asia -- which is funny, because I live in Los Angeles on the Ring of Fire.

My biggest concern was that a career gap would look like a black mark on my résumé. That ended up being completely false.

After we finished our lease in LA -- and convinced my mother-in-law to watch our cats -- we were off.

We started our trip in Rome, where we'd enrolled in Italian school for two months. Walking through our neighborhood that first night -- Aperol spritzes on tables, music in the air, a cat watching us from a balcony -- it felt like Rome was saying, "You made the right call."

The next morning, we walked to class past the Colosseum and Pantheon before the tourists were out.

One of the moments that really changed me happened halfway through the trip, when I turned 30. We were in Gili Air, a tiny island near Bali, on my birthday.

Even in paradise, I found myself questioning whether I mattered at all -- away from the birthday emails and office cakes that usually mark the day back home. I told my husband, "I've realized I don't matter," and he stopped and said, "But you mean everything to me."

I'd always said he was my top priority, but in reality, work had always come first. In that moment, I realized how wrong I'd been -- and how much I needed to start actually living my life by what mattered most.

We decided to spend the last six months of the trip focusing on our job search and building skills. My husband built an app while we traveled, and I reconnected with former colleagues so it wouldn't feel out of the blue when I reached out later.

When the plane landed and the pilot said, "Welcome home to Los Angeles," it hit me that I had never pictured that moment. I'd imagined so many scenes from our trip, but never the return.

My husband and I both received job offers on our last day abroad, and I returned to work quickly. I was terrified I'd slip back into old habits -- the workaholic version of myself who didn't know how to be any other way. But this time, I really wanted to change.

I wanted my husband to be at the top of my priorities list -- because he's the reason I matter. When I think back on those moments, I'm grateful that we took that trip. I'm a profoundly different person because of it.

When I was laid off last August, I didn't rush to apply for new jobs. Instead, I returned to an idea I'd had during our trip -- how little support there is for people who want to travel long-term. That's when I started Travelries, a company that helps adults plan gap years and travel sabbaticals.

In the end, the career gap on my résumé ended up being one of the best decisions I ever made -- and a guaranteed conversation starter in every job interview. more

Career development

 13h

Half of public servants want to leave: Here's the blueprint to keep them (and attract more)


Public servants are proud of what they do, but half are looking for the door and 22% call their prospects 'hopeless'.

Pay still matters to public sector employees, but in 2025, it's not what's keeping them loyal.

The latest Frank and Fearless survey, conducted by The Mandarin and Indeed with more than 1,000 public servants, reveals a workforce that's proud of its purpose but restless for... change.

Half of all respondents said they expect to leave within 12 months, and nearly one in three plan to start job-hunting within six. That's a major retention warning for a sector already under pressure.

Public servants have been clear about what they need to stay: meaningful career development, strong and authentic leadership, trust and flexibility, and a culture where they feel respected and included.

In fact, when asked what would improve their job satisfaction, public sector employees ranked "more support and resources" and "respect from managers" well above pay.

In other words, loyalty isn't bought - it's built.

This isn't just about keeping people from leaving; it's about giving them real reasons to stay. The survey findings reveal what's driving loyalty now, and where public sector employers need to focus to build stronger, more committed teams.

This first article in a two-part series exploring Indeed's insights from the 2025 Frank and Fearless survey unpacks the key actions employers can take to earn and sustain loyalty in a changing world of work.

The biggest loyalty driver in the public service may be the one most overlooked: career growth. Only 30% of employees see strong career pathways, while 22% call their prospects "hopeless." Yet 83% say they're proud to work in the public sector, and half joined because the work aligns with their values. The motivation is there, but people still need to see a future for themselves inside the system.

Employers can start by making growth visible from the outset. When new employees can see what progress looks like across different roles or departments, they're more likely to stay and invest in their own development. Growth doesn't have to mean climbing the ladder; it can mean moving sideways, learning new skills or mentoring others. Secondments, rotations and structured development pathways signal that growth is possible without leaving the organisation.

Equally important is recognising experience as gold, not old. Senior staff carry deep institutional knowledge, yet many feel overlooked or stagnant. By positioning them as mentors, advisors or subject matter experts, agencies can give their expertise new purpose while strengthening connections between generations.

Finally, connect purpose to progress. We know that public sector employees are strongly driven by purpose. Show how meaningful work leads to tangible career development, and you'll keep people engaged for the long term.

Flexible and hybrid work are now the rule, not the exception. The survey found that 77% of public servants now work in some form of hybrid arrangement, with 43% on flexible hybrid schedules and only 17% in the office full-time. Nearly 60% say their current setup matches their ideal work pattern "very closely," showing that flexibility has matured to become a cultural expectation.

But once flexibility becomes standard, removing it or managing it poorly becomes a fast track to attrition. Flexibility is now a proxy for trust: when people can choose how and where they work, they feel valued. When that trust is withdrawn, it erodes loyalty fast. Employers should treat flexibility as a strategic capability, not a concession. That means supporting managers to lead hybrid teams with confidence and focusing on outcomes over attendance.

Fairness also matters to employees. Hybrid and remote work can look different depending on the role, so equity should be built into the design. When asked which type of flexibility matters most, 66% of public sector workers want remote or hybrid options, 59% want start/finish time flexibility and 47% want time off when needed.

Many frontline or regional employees can't work remotely but can still benefit from flexible start and finish times, or time-off arrangements that recognise their circumstances. Almost 60% of employees believe non-public-facing roles should "absolutely" be allowed to work from home, and only 3% think everyone should be in the office. When flexibility is handled with transparency and trust, it strengthens connection rather than dividing teams.

Leadership remains the biggest loyalty divider in the public service. Only 17% of respondents report high trust in senior leaders, but 63% rate their immediate manager as effective. That gap shows just how much influence local leadership has in shaping culture and commitment.

When asked what would make them more effective, employees pointed to leadership-led solutions: clearer priorities (46%), better collaboration (38%) and more time for meaningful work (37%).The message is simple: employees already have the motivation and capability; now they need leaders who can remove friction, articulate purpose and allow them to focus on what matters most.

For employers, that means rethinking what great leadership looks like. It's not about hierarchy; it's about humanity. Technical expertise is valuable, but empathy, communication and adaptability are what truly drive engagement and trust. Investing in leadership capability at every level - especially in mid-level and emerging leaders - pays off, because these are the people who shape daily culture and connection.

Strong communication is also powerful. When leaders are visible and transparent, they reduce uncertainty and reinforce trust. Just as importantly, leaders must create psychological safety: the sense that it's safe to speak up, share ideas and make mistakes. Teams that feel heard and supported don't just perform better, they stay longer.

Culture is the heartbeat of loyalty, and right now, it's under pressure. Three in ten employees report being bullied or harassed in the past year, with higher rates among women (31%) than men (24%).Only a third believe their workplace takes inclusion seriously, and nearly one in five think diversity efforts are more symbolic than real.

When trust in leadership is low, weak culture becomes a breaking point. Staff often hear strong messages around respect and inclusion but see limited accountability when behaviour crosses the line. The result is a growing disconnect between organisational values and lived experience, and that's a fast track to retention problems.

The good news? Inclusive cultures don't just feel better; they perform better. Research from Diversity Council Australia's Inclusion@Work Index shows inclusive teams are ten times more likely to innovate and eight times more likely to work effectively together. For employers, that means there needs to be zero tolerance for poor behaviour. Hold people accountable regardless of seniority and equip managers to step in early before issues escalate.

Remember, culture done right becomes a competitive advantage: it's what turns good workplaces into great ones, and employees into advocates.

Loyalty in the public service looks different now, and that's not a bad thing. It's less about stability and more about meaning. Public servants want to work where they're trusted, respected and supported to do their best work. For employers, that means designing workplaces that reflect the public service's strongest values: integrity, purpose and care for people.

When those values show up consistently in leadership, culture and day-to-day experience, loyalty follows naturally.

Indeed is here to help government organisations attract and retain the right talent to build a thriving workforce for the future. Because when people find better work and workplaces that truly work for them, everyone wins. Indeed is not just a platform; it's a strategic partner in the competition for talent.

Need to find new talent to join your team? With Indeed, you can source, screen, and hire faster while enjoying the unwavering support of a true recruitment partner. Start searching today. more

Career development

 1d

Interview: What every manager needs to know


THE job interview remains one of the most popular methods for evaluating potential employees, viewed by many as a critical component in the hiring process. Despite the advent of various new hiring tools and technologies, the traditional job interview has stood the test of time.

The reliability and validity of job interviews have been a topic of considerable research.

A comprehensive review and... meta- analysis by McDaniel et al. (1994) highlighted the complexity of job interviews as a hiring tool, suggesting that while interviews can offer valid assessments, their reliability and predictive validity are often contingent upon their structure and execution.

Structured interviews, in particular, have been repeatedly shown to enhance both reliability and validity, leading to more consistent and predictive hiring outcomes.

The unfortunate part is that most job interviews practiced by many companies are unstructured, leading to bad hiring.

However, without proper training, managers conducting job interviews might inadvertently introduce biases into the hiring process, affecting the utility of the job interview as a hiring tool.

The consequences of untrained managers handling job interviews can be severe, ranging from legal implications due to inappropriate or discriminatory questions to potential financial consequences if an unqualified candidate is hired.

Inadequate interview processes can also cause companies to miss out on qualified candidates, leading to a talent drain that can affect overall organisational success.

Given the high stakes involved, it is clear that managers must be well-versed not only in the art of interviewing but also in the legal and ethical considerations that govern it. This necessitates a commitment to ongoing training and development to ensure that the job interview continues to serve its intended purpose: to reliably and validly assess candidate suitability for the role.

Managers seeking to hire top candidates must navigate the complexities of the modern job market and must recognise the patterns of candidate behaviour and preferences.

As of 2023, the job market is characterised by a substantial presence of passive job seekers -- individuals who are not actively seeking new employment but are open to considering new opportunities.

For instance, Subbarao et al. (2022) explored the distinct behaviours between active and passive job seekers, particularly in their use of social media for job searching, indicating that different strategies may be required to engage with each group.

Preparing for the interview

When it comes to interview preparation, the stakes are high, both for candidates and interviewers.

On average, for a single job opening, 118 candidates apply, but only about 20% are actually interviewed.

As for the candidates, who are offered an interview, a significant percentage fail due to a lack of knowledge about the company and not understanding the job on offer, highlighting the importance of thorough preparation.

Structuring the interview

A structured interview process is a critical element in the recruitment and selection of new employees.

The Society for Human Resource Management (SHRM) emphasizes the use of structured interviews, which involve asking every candidate the same questions in a predetermined order.

This level of standardisation helps ensure that each interview is conducted fairly and that all candidates are evaluated on the same criteria, reducing bias and discrimination in the hiring process.

Research supports the effectiveness of structured interviews in predicting job performance. For example, Van Iddekinge et al. (2007) found that structured interviews administered by experienced interviewers could mitigate the use of impression management tactics by candidates.

Structured interviews typically include different types of questions, such as situational, behavioural, background, and job knowledge, which together provide a comprehensive assessment of a candidate's suitability for the role.

These types of interviews can be particularly effective in minimising in-group favouritism and other forms of bias that can compromise the integrity of the selection process.

Behavioural interview techniques

Behavioural interview techniques are widely recognised for their effectiveness in assessing a candidate's potential for future job performance.

These techniques are rooted in the concept that past behaviour is a reliable indicator of future behaviour in similar situations. Data indicates that behavioural interviewing has a 55% predictive accuracy rate for on-the-job success, which is significantly higher than the 10% predictive accuracy of traditional interviewing methods.

According to LinkedIn's Global Talent Trends 2019 report, 75% of hiring managers use behavioural interview questions to assess soft skills and the potential performance of a candidate. The survey also reveals that nearly 63% of organisations incorporate competency-based questions to evaluate candidates' skills and abilities.

In practice, behavioural interviewing can involve questions that prompt candidates to describe specific instances from their past work experiences. For example, asking a candidate to detail how they navigated a challenging project or conflict within a team can provide insights into their abilities in areas such as leadership, teamwork, and problem-solving.

Furthermore, research supports the use of behavioural interview techniques as a means to gain a deeper understanding of a candidate's competencies. One study by Motowidlo et al. (1992) explored the structured behavioural interview and highlighted its effectiveness in evaluating a candidate's job-relevant behaviors and experiences.

The approach is supported by data suggesting that behavioural interview data can be used to classify new hires into performance groups, allowing for a more refined prediction of candidate success.

Evaluating cues

Non-verbal cues can be just as telling as verbal responses. A study by Northeastern University found that 93% of communication is non-verbal. Managers need to be adept at reading body language, eye contact, and other non-verbal signals that may indicate a candidate's confidence, enthusiasm, or truthfulness.

Wrong questions

Managers must exercise caution to avoid asking the wrong questions during an interview because doing so can lead to significant reputational risks. Inappropriate or discriminatory questions during interviews can damage an organisation's reputation and lead to mistrust among potential employees.

Employers are, therefore, encouraged to steer away from personal topics that could inadvertently lead to discussions of protected characteristics, which might then influence hiring decisions.

It is crucial for managers to be trained on which questions are appropriate and how to conduct interviews that focus on job-related competencies without crossing into illegal territory.

Impact of technology

Technology has revolutionised interviewing. Video interviews increased by 67% during the recent pandemic, and platforms like LinkedIn have made it easier to connect with candidates.

Managers must be comfortable with these technologies.

Closing the interview effectively

The closing of an interview is as important as the beginning. It is a manager's opportunity to ensure that the candidate has a clear understanding of the next steps. Statistics show that 80% of candidates say a positive interview experience can change their mind about a role or company.

Conclusion

Effective job interviewing is a multifaceted skill that encompasses preparation, structure, communication, legal understanding, technology, and continuous improvement.

With the right approach, managers can not only select the best candidates but also enhance the company's reputation and attract top talent in the future. more

Career development

 1d

I landed a job at Amazon after 10 months of job-searching. My strategy was flawed in the beginning -- here's how I fixed it and landed an offer.


He said the shift helped him land a software engineering job at Amazon.

This 'as-told-to' essay is based on a conversation with Jugal Bhatt, a 24-year-old software engineer at Amazon based in Phoenix. Business Insider has verified his employment with documentation. This essay has been edited for length and clarity.

Eight months before graduation, I began searching for a software engineering... role. I thought my job search approach was solid, but in hindsight, it was holding me back.

In 2024, I moved to the US from India to pursue a master's in computer science at the University of Illinois. I kicked off my job search that September -- not just to give myself time before my May 2025 graduation, but because I'd heard that August, September, and October were peak hiring months.

I struggled to gain traction, and for the first few months, I didn't land any interviews. Slowly but surely, I realized I needed to make a change.

After implementing a new approach that incorporated Boolean search techniques, strategic networking, and targeted LinkedIn posting, I began receiving interviews. My strategy eventually helped me land a software engineering role at Amazon.

At the start of my job hunt, I was mostly cold-applying for software engineering jobs -- whatever I could find of interest on company websites and job platforms. I didn't ask many connections for referrals or reach out to many recruiters, and I used the same résumé for every application.

My strategy shift began around the end of last year. One of the new things I focused on was making connections with recruiters, hiring managers, and employees at companies of interest in the hopes of giving my application an edge.

Business Insider has heard from hundreds of job seekers over the past year. Share your story, whether you found a job or are still looking, by filling out a form, contacting this reporter via email at [email protected], or via Signal at jzinkula.29.

Use a personal email address, a nonwork WiFi network, and a nonwork device; here's our guide to sharing information securely. Read more on the topic:

I started by making a list of 100 to 150 companies I wanted to work for, a mix of startups and larger tech firms. Every morning, I'd spend time searching for people from these companies on LinkedIn. I did so in part by using Boolean search techniques -- searching terms like "recruiter" or "hiring manager" in quotation marks, along with the company name.

I'd identify more than a dozen people from each company and try to connect with or follow them. Once I found them, I'd comment on their LinkedIn posts to get on their radar -- and eventually reach out about roles of interest. I think the comments served their purpose because conversations seemed to flow more naturally when they were familiar with me.

When it came to my résumé, I started tailoring it to each role I applied for.

I also started writing a lot more posts on LinkedIn -- sharing my projects and thoughts on different startup products. After doing that, I started getting more messages from recruiters.

But I didn't just work on my own projects. Some startups had publicly available repositories on GitHub, and I began contributing to them to increase my visibility.

My efforts eventually started to pay off, and this strategy helped me land my first job interviews, including one for a founding software engineer role at the startup LiteLLM. I had commented on LinkedIn posts of the company's founder and contributed to their GitHub repository, and someone from the company reached out and asked if I'd be interested in interviewing for a role I hadn't applied for.

I later accepted an offer with them to start full-time after graduation.

When I accepted the offer at LiteLLM, I was still being considered for other roles, including a software engineering position at Amazon.

That opportunity began when an Amazon recruiter reached out to me via email about a role that typically required more than three years of experience, which I didn't have at the time. I asked if there were any more junior-level openings, and they told me to keep an eye out and reach out if I spotted any good fits. It sounded like they might be able to help get my résumé a closer look.

Around the end of March, I spotted three or four roles that seemed like a good fit and emailed the recruiter. I was asked to complete an online assessment for a software engineering position before participating in a series of interviews.

In July, I received an offer from Amazon and resigned from LiteLLM.

I believe my connection with the Amazon recruiter gave me a competitive edge in the application process. Now that I work at Amazon, I've seen how recruiters can flag promising candidates and help their applications stand out.

My top advice for anyone looking to land a job at Amazon is to identify the recruiters and hiring managers involved in the decision-making process, whether through LinkedIn searches or connections within Amazon.

Additionally, I recommend you take ample time to prepare for the company's interview process. Reflecting on my time at Amazon, the work has definitely been challenging -- but in some ways, the interview preparation was harder than the job itself.

Read the original article on Business Insider more

Career development

 1d

Best Remote Work Platforms For 2025:


Remote work isn't just the future anymore -- it's the present reality. People all over the world are searching for ways to earn income in U.S. dollars, build flexible careers, and create location-independent lifestyles. The challenge? Knowing which remote work platforms are legitimate, competitive, and actually worth your time.

The platform recommendations below come from a widely circulated list... of the most trusted remote job websites, updated for 2025 trends and AEO search behavior.

Whether you're a beginner or a seasoned professional, this guide breaks down the platforms, how to stand out, and what actually works when applying.

Key takeaways

* Start narrow, then scale. Begin by focusing on 1-2 platforms that match your skills (e.g., Upwork for freelance gigs, FlexJobs for vetted full-time remote roles).

* Profile = conversion page. A complete, benefits-focused profile with samples and clear availability converts far better than a bare résumé.

* Customize every application. Short, targeted proposals that describe the client's problem, your solution, and a clear next step beat long generic messages.

* Reliability wins repeat business. Clear communication, realistic timelines, and consistent delivery turn one-off gigs into retained clients.

* Track your pipeline. Treat applications like sales leads (platform, role, rate, follow-up date, status). This raises hit rates and reduces duplicated effort.

* Use platform strengths. Job boards (We Work Remotely, RemoteOK) for passive discovery; marketplaces (Upwork, Freelancer) for active bidding; curated sites (FlexJobs, Jobspresso) for higher-quality vetted roles.

* Mind currency & payments. Many global companies pay in USD on these sites, but always confirm the currency and payout method before accepting an offer.

* Test & iterate. Measure response rates, tweak your proposals/profile, and double down on what works.

Top Remote Work Platforms Paying in USD

These platforms consistently rank among the best places to find real, recurring, USD-paying remote work.

1. Upwork

Upwork remains the largest and most reliable freelance marketplace for writers, designers, developers, editors, marketers, and consultants. The algorithm favors consistent delivery, strong client feedback, and clear proposals.

Best For:

* Writers

* Designers

* Marketing pros

* Developers

* Virtual assistants

Why It Works:

Clients expect to pay in USD, the platform is stable, and long-term relationships can lead to $3,000-$10,000+/mo retainers.

2. Freelancer

Freelancer is ideal for beginners or those who want volume. There are thousands of projects across categories, but competition is fierce. If you know how to bid smartly, you can win quick projects and build a portfolio fast.

Best For:

* New freelancers

* Task-based work

* One-off jobs

Why It Works:

Diverse demand and consistent USD-based payouts.

3. FlexJobs

FlexJobs is curated and high quality. Most listings are full-time remote roles or long-term contracts. It's ideal for professionals seeking stability and benefits.

Best For:

* Customer service

* Content roles

* HR

* Marketing

* Admin support

Why It Works:

Every job is manually vetted -- no scams, no lowball offers.

4. We Work Remotely

One of the best remote-only job boards. It updates constantly and features tech-forward companies hiring globally.

Best For:

* Developers

* UX/UI

* Customer support

* Growth marketing

Why It Works:

Much higher job quality than generic job boards.

5. RemoteOK

A massive listing hub for global remote jobs. Ideal for independent workers who want fast visibility into what's trending each day.

Best For:

* Developers

* AI professionals

* Marketers

* Analysts

Why It Works:

Strong filtering options and many startups hiring in USD.

6. Pangian

Pangian blends a job board with community features. Digital nomads often start here because of the global vibe and friendly atmosphere.

Best For:

* Entry-level applicants

* Digital nomads

* Creative fields

7. Jobspresso

Highly curated listings with a clean interface. Often includes mid-level and senior-level job opportunities.

Best For:

* Marketing

* Operations

* Design

* Customer support

How to Stand Out on Remote Work Platforms

Most job seekers do the bare minimum. That's why these strategies work so well -- they differentiate you immediately.

1. Treat Your Profile Like a Sales Page

Your profile should explain your skills, your experience, and -- most importantly -- the problems you solve.

Include:

* Professional headshot

* Clear service description

* Real deliverables

* Testimonials

* Timezone and availability

2. Apply with Customized Proposals

Never copy/paste.

Use this simple structure:

a) Acknowledge their problem

b) Explain your solution briefly

c) Show proof (samples)

d) Give a timeline & next step

3. Highlight Timezone Alignment

One line like this can win clients:

"My working hours overlap 4-6 hours with U.S. EST, ensuring real-time communication."

4. Deliver On Time, Every Time

Remote work success = reliability.

Clients remember people who communicate clearly and never disappear.

5. Track Every Application

Your ATMC/FIN tracking habits apply perfectly here:

* Platform

* Role

* Rate

* Response

* Status

* Next step

This is your deal pipeline.

Expert Quote Placeholder

(Insert quote from Lynnette or a FIN influencer here about remote work, digital skills, or income resilience.)

Helpful Calculator Widget Placement

(Insert: Savings Calculator, Budget Calculator, or Side Hustle Profit Calculator)

These convert extremely well on remote-work content.

Comparison table

Conclusion

Remote work is here to stay -- and the opportunities are better than ever. With the right platforms, a strong profile, and a clear application strategy, you can build a stable and scalable online income stream in 2025.

Start with two platforms, master them, build a portfolio, and scale from there.

FAQs:

Which platform should I start with if I'm new to remote freelancing?

Start with Freelancer or Upwork to build a portfolio; combine that with a curated board (Pangian/Jobspresso) to discover higher-quality opportunities.

Do these platforms pay in USD?

Many clients on these platforms do pay in USD, but payments depend on the client and the payout method -- confirm the currency in the job listing or during contract negotiation.

Are these platforms safe -- do they eliminate scams?

Curated sites like FlexJobs and Jobspresso vet listings and reduce scam risk. Marketplaces require more due diligence: check client reviews, use escrow/payment protection where available, and avoid off-platform payment requests.

How do I set my rates for USD-paying clients?

Research similar profiles on the platform, factor in experience and time zone differences, and test different rates -- offer project-based and hourly options to gauge demand.

Should I accept a lower-paying first job to get a review?

It can make sense strategically, but keep it time-limited and with clear deliverables so you don't lock in unsustainably low rates.

How do I get repeat clients?

Overdeliver on communication, meet deadlines, propose next-phase work in your final delivery, and ask for referrals and testimonials.

What's the best way to organize applications across platforms?

Use a simple spreadsheet or CRM to track platform, role, rate, date applied, reply status, and next steps -- treat it like a sales pipeline.

Can I work on multiple platforms at the same time?

Yes -- many pros use 2-3 platforms simultaneously (one for active prospecting, one for passive discovery, one for retained work). Manage availability carefully. more

Career development

 1d

Modern Project Management Resume Creation


I want a sleek, modern-looking résumé that positions me as a compelling Project Manager candidate. The document's sole purpose is to win interviews, so it must balance visual appeal with ATS-friendly formatting, concise accomplishment-driven copy, and keywords that resonate with today's hiring algorithms and human recruiters alike. You'll be working with my existing career details -- roles,... metrics, certifications, and notable projects -- and shaping them into a narrative that highlights leadership, risk mitigation, and delivery success. A clean layout, contemporary typography, and strategic white space are all essential; color accents are fine as long as they stay professional and printer-friendly. Deliverables I expect: * Editable source file (Word or Google Docs) * Final PDF optimized for ATS parsing and email submission * A brief rationale explaining major content or design choices If you have experience crafting modern, interview-winning resumes for project-management roles, let's get started -- the sooner I can submit, the better. more

Career development

 1d

I landed a job at Amazon after 10 months of job-searching. My strategy was flawed in the beginning -- here's how I fixed it and landed an offer.


He said the shift helped him land a software engineering job at Amazon.

This 'as-told-to' essay is based on a conversation with Jugal Bhatt, a 24-year-old software engineer at Amazon based in Phoenix. Business Insider has verified his employment with documentation. This essay has been edited for length and clarity.

Eight months before graduation, I began searching for a software engineering... role. I thought my job search approach was solid, but in hindsight, it was holding me back.

In 2024, I moved to the US from India to pursue a master's in computer science at the University of Illinois. I kicked off my job search that September -- not just to give myself time before my May 2025 graduation, but because I'd heard that August, September, and October were peak hiring months.

I struggled to gain traction, and for the first few months, I didn't land any interviews. Slowly but surely, I realized I needed to make a change.

After implementing a new approach that incorporated Boolean search techniques, strategic networking, and targeted LinkedIn posting, I began receiving interviews. My strategy eventually helped me land a software engineering role at Amazon.

At the start of my job hunt, I was mostly cold-applying for software engineering jobs -- whatever I could find of interest on company websites and job platforms. I didn't ask many connections for referrals or reach out to many recruiters, and I used the same résumé for every application.

My strategy shift began around the end of last year. One of the new things I focused on was making connections with recruiters, hiring managers, and employees at companies of interest in the hopes of giving my application an edge.

I started by making a list of 100 to 150 companies I wanted to work for, a mix of startups and larger tech firms. Every morning, I'd spend time searching for people from these companies on LinkedIn. I did so in part by using Boolean search techniques -- searching terms like "recruiter" or "hiring manager" in quotation marks, along with the company name.

I'd identify more than a dozen people from each company and try to connect with or follow them. Once I found them, I'd comment on their LinkedIn posts to get on their radar -- and eventually reach out about roles of interest. I think the comments served their purpose because conversations seemed to flow more naturally when they were familiar with me.

When it came to my résumé, I started tailoring it to each role I applied for.

I also started writing a lot more posts on LinkedIn -- sharing my projects and thoughts on different startup products. After doing that, I started getting more messages from recruiters.

But I didn't just work on my own projects. Some startups had publicly available repositories on GitHub, and I began contributing to them to increase my visibility.

My efforts eventually started to pay off, and this strategy helped me land my first job interviews, including one for a founding software engineer role at the startup LiteLLM. I had commented on LinkedIn posts of the company's founder and contributed to their GitHub repository, and someone from the company reached out and asked if I'd be interested in interviewing for a role I hadn't applied for.

I later accepted an offer with them to start full-time after graduation.

When I accepted the offer at LiteLLM, I was still being considered for other roles, including a software engineering position at Amazon.

That opportunity began when an Amazon recruiter reached out to me via email about a role that typically required more than three years of experience, which I didn't have at the time. I asked if there were any more junior-level openings, and they told me to keep an eye out and reach out if I spotted any good fits. It sounded like they might be able to help get my résumé a closer look.

Around the end of March, I spotted three or four roles that seemed like a good fit and emailed the recruiter. I was asked to complete an online assessment for a software engineering position before participating in a series of interviews.

In July, I received an offer from Amazon and resigned from LiteLLM.

I believe my connection with the Amazon recruiter gave me a competitive edge in the application process. Now that I work at Amazon, I've seen how recruiters can flag promising candidates and help their applications stand out.

My top advice for anyone looking to land a job at Amazon is to identify the recruiters and hiring managers involved in the decision-making process, whether through LinkedIn searches or connections within Amazon.

Additionally, I recommend you take ample time to prepare for the company's interview process. Reflecting on my time at Amazon, the work has definitely been challenging -- but in some ways, the interview preparation was harder than the job itself. more

Career development

 1d

How AI Is Changing Entry-Level Career Paths


We may earn a commission if you click on a product link and make a purchase at no additional cost to you. For more information, please see our disclosure policy.

Last updated: November 28, 2025

By Mark Fiebert

Key Takeaways

* Entry roles shifting: AI is automating many routine tasks that once defined entry-level jobs, pushing newcomers toward higher-value work from day one.

* Career paths... rewritten: Traditional "ladder rungs" such as junior admin or fundamental analyst roles are shrinking, while AI-related and hybrid human-AI positions are emerging.

* Skills expectations rising: Employers now expect early-career candidates to bring AI literacy, stronger critical thinking, and better communication than previous cohorts.

* Hiring process evolving: AI-driven screening, assessments, and portfolio reviews increasingly shape who even gets seen by human recruiters.

* Proactive workers benefit: Those who learn to use AI as a tool, build proof-of-work projects, and stay adaptable can accelerate their careers rather than stall them.

AI is reshaping how early careers begin as entry level paths shift quickly. Learn what skills can help you stay competitive and position yourself for meaningful growth. Explore the insights today. #AIcareersClick To Tweet

Artificial intelligence is quietly rewriting how careers begin. Tasks that once defined entry-level work -- research, drafting, data entry, simple analysis, basic customer support -- are increasingly handled by automation and generative AI tools. At the same time, organizations still need fresh talent, just with different skills and expectations. Understanding how AI is changing entry-level career paths can help students, recent graduates, and early-career professionals adapt rather than get left behind.

THE FUTURE OF WORK: UNDERSTANDING THE IMPACT OF AI ON JOB SECURITY AND UNEMPLOYMENT

$3.99

This book is an in-depth exploration of the impact of Artificial Intelligence (AI) on job security and unemployment. It covers various aspects of AI, including its history, current state of development, and potential implications for the workforce and society.

Learn More

We earn a commission if you click this link and make a purchase at no additional cost to you.

11/29/2025 03:00 am GMT

Why Entry-Level Jobs Are Being Impacted First

AI systems excel at tasks that are repetitive, rules-based, and structured, which historically make up a large share of entry-level work. Employers see immediate cost and efficiency benefits from automating activities such as compiling reports, cleaning data, summarizing documents, or handling simple customer questions.

Because junior employees are often hired to do precisely this kind of work, their roles are naturally the first to be reshaped or reduced. Instead of spending months learning the basics through low-risk tasks, new hires are being dropped into responsibilities that require judgment, creativity, and client-facing communication much faster.

How AI Is Changing Entry-Level Career Paths

The classic early-career journey used to follow a predictable script: start with simple tasks, learn the systems, gradually take on more complex work, and climb from junior to mid-level roles. AI is disrupting that script. In many office, tech, and service environments, the "grunt work" that once served as a training ground is now performed by automation or generative AI.

Some traditional junior roles are shrinking or disappearing altogether, including basic data-entry positions, routine customer support roles, and low-level reporting or research jobs. At the same time, new entry points are appearing in AI operations, workflow support, content quality review, and hybrid roles where employees use AI to produce, refine, and oversee work outputs.

AI Career Pathways: Navigating the Future

$8.99

This book provides an in-depth look at the various career paths available in the AI industry. It covers everything from the basics of AI to the most advanced technologies, giving readers the tools they need to make informed decisions about their future.

Learn More

We earn a commission if you click this link and make a purchase at no additional cost to you.

11/29/2025 12:03 pm GMT

How AI Is Changing the Entry-Level Hiring Process

AI is not only transforming the work itself; it is also changing who gets hired in the first place. Many employers now use AI-powered tools to scan résumés, parse keywords, and sort candidates before a human ever looks at an application. Automated assessments can test writing, logic, or technical skills, often with AI-generated or graded tasks.

Early-career candidates who rely solely on generic résumés and vague job descriptions risk being filtered out by these systems. Hiring managers are increasingly looking for evidence of practical skills, such as projects that demonstrate how a candidate uses AI tools responsibly, problem-solving examples, or clear impact statements that go beyond listing coursework and internships.

The Skills Early-Career Workers Need Now

Because AI can handle so many routine tasks, the skills that make humans valuable are changing. Early-career professionals now need a blend of AI fluency and classic human strengths. Basic AI literacy -- knowing how to prompt tools, verify outputs, and understand limitations -- has become a core capability rather than a niche interest. Critical thinking and problem-solving are more important than ever because workers must decide when to trust AI and when to override it.

Communication skills, both written and verbal, stand out as AI-generated content becomes more common; employers value people who can clearly explain ideas, tailor messages to different audiences, and collaborate across teams: adaptability and a commitment to continuous learning round out the modern entry-level skill set.

Job Search Reinvented - TopResume

We're with you until you land your next job -- placement support guaranteed. Four expert services. One simple fee. This personal, done-for-you, job placement support service has everything you need to find your next role.

Learn More

We earn a commission if you click this link and make a purchase at no additional cost to you.

How AI Is Changing On-the-Job Learning

In the past, much of the learning at the start of a career happened through repetitive, lower-risk tasks that gave newcomers time to understand the business and refine their skills. With AI taking over many of those tasks, early-career workers are often expected to contribute at a higher level much sooner. This can be exciting but also overwhelming. On-the-job learning increasingly comes from working alongside AI tools, shadowing more experienced colleagues, and owning pieces of projects rather than just supporting them.

To keep growing, new hires must proactively seek feedback, ask for context around decisions, and intentionally practice the skills that AI cannot replicate, such as relationship-building, nuanced judgment, and ethical consideration.

Industry-Specific Impacts on Entry-Level Paths

AI's impact on entry-level careers varies by industry, but the pattern is similar: repetitive tasks shrink while higher-value responsibilities expand. In technology and data roles, simple coding, testing, and documentation work are increasingly automated, while junior professionals are expected to understand system behavior, troubleshoot complex issues, and design better workflows. In marketing and communications, AI can quickly draft copy or analyze campaign data, so early-career employees are asked to focus more on strategy, storytelling, and brand consistency.

In finance and business operations, spreadsheet-heavy tasks and basic reporting are increasingly automated, while junior staff are pulled into forecasting, scenario planning, and client discussions sooner than before. Customer service and support roles see AI handling standard inquiries while humans tackle edge cases, escalations, and relationship management.

Chegg - Real World Skills to Launch Your Dream Career

Build the real-world skills you need to stand out to employers hiring for entry-level roles with Chegg Skills. Select a career path below to access exclusive internships and gain real-world skills. Students who add top skills to their resume are 3x more likely to hear back from potential employers

Get Started for Free

We earn a commission if you click this link and make a purchase at no additional cost to you.

Action Plan for Job Seekers Entering the AI Era

For students, recent graduates, and career changers, the goal is not to compete with AI but to show you can work effectively with it. Start by building familiarity with widely used AI tools in your field and creating small projects that demonstrate how you use them to produce better results, not just faster ones. Document these examples in a portfolio, Git repository, or online showcase that employers can review.

Focus your learning on skills that compound over time: critical thinking, structured problem-solving, communication, and domain knowledge. Network intentionally with people already working in AI-impacted roles to understand what their day-to-day looks like and which skills they wish they had learned earlier. Treat AI as part of your toolkit, not the whole toolbox.

Further Guidance & Tools

* Job Trends: Review the Future of Jobs Report to understand which roles and skills global employers expect to grow or shrink.

* AI Literacy: Explore introductory AI courses and resources on Coursera to build foundational knowledge and hands-on practice.

* Career Mapping: Try LinkedIn's Career Explorer to see how your current skills connect to new roles and emerging AI-impacted opportunities.

* Job Search Strategy: Use the Indeed Career Guide for up-to-date advice on résumés, interviews, and job search tactics in an AI-driven hiring landscape. * Skill Building: Browse free AI and digital skills trainings from Grow with Google to strengthen your employability in entry-level roles.

JobCopilot | Automate Job Applications

Get 10X more Job Interviews with JobCopilot. Automatically apply to jobs from 50,000+ companies worldwide

Try it now

We earn a commission if you click this link and make a purchase at no additional cost to you.

Next Steps

* Audit your current skills, highlight where AI already supports or could support your work, and note the gaps you want to close.

* Create a small project that uses AI to solve a real problem, and document your process, decisions, and results for your portfolio.

* Update your résumé and online profiles to emphasize impact, problem-solving, and concrete examples of using digital or AI tools.

* Talk with professionals in roles you want and ask how AI has changed their entry-level work, responsibilities, and advancement paths.

* Set up a simple routine to explore new AI tools regularly so you stay comfortable adapting to changes in your target industry.

Final Words

AI is not removing the need for early-career professionals; it is reshaping what those early roles look like and how quickly responsibility arrives. Workers who learn to collaborate with AI, focus on high-value human skills, and continually adapt will find more doors opening, not fewer. By understanding these shifts and responding intentionally, you can build a career path that stays resilient as technology evolves.

It's Not You, It's Your Job Search

$9.95

10 Ways Your Job Search Is Messing With Your Mind (Plus 43 Super-Practical Tips to Undo the Voodoo)

Learn More

We earn a commission if you click this link and make a purchase at no additional cost to you.

11/29/2025 05:01 pm GMT

Related posts:

Your Guide to Planning an...

Healthcare Education Path...

Should You Take a Volunta...

What to Look for When Cho...

Mark Fiebert

Mark Fiebert is a former finance executive who hired and managed dozens of professionals during his 30-plus-year career. He now shares expert job search, resume, and career advice on CareerAlley.com. more

Career development

 1d

People who look back on life without regret at 70 typically prioritized these 10 achievements


These achievements aren't loud or glamorous. They're not the kind you post about or brag about. They don't fit neatly into résumés or social media feeds. But they are the ones that matter the most.

When you talk to people in their seventies who carry no bitterness, no heaviness, and no "I wish I had..." hanging over their shoulders, you quickly notice something striking.

They didn't live perfect... lives. They didn't avoid mistakes. They didn't take the most glamorous path.

But they did make certain choices -- consistently -- that shaped their later years into something peaceful, meaningful, and deeply satisfying.

Not everyone reaches 70 with a sense of contentment. Many people carry regret like an unwanted companion. But those who don't? They tend to share the same habits, the same values, and the same priorities across different countries, cultures, and backgrounds.

Here are the ten achievements they tended to prioritize -- ones that quietly accumulate into a life without heavy regret.

When people reach their seventies and feel at peace, one thing becomes obvious: they didn't let their most important relationships deteriorate through indifference.

They checked in. They showed up. They apologized when they were wrong. They forgave when forgiveness was possible.

And they made the effort -- because they knew effort was the fuel of connection.

The people with the fewest regrets at 70 are not the ones with the most friends. They're the ones who cared deeply for the friends they had.

These relationships didn't survive by accident. They survived because these individuals treated loved ones like a priority, not an afterthought.

Regret often grows in the space where we expect someone else to fix our problems, save us, or shape us.

People who are content in their seventies rarely lived that way.

At some point -- usually earlier than most -- they realized:

So they didn't waste decades blaming parents, partners, bosses, or circumstances. They stopped outsourcing their joy.

And as a result, they built a life they could own without resentment.

People with no regrets at 70 rarely say, "I'm glad I earned as much as possible."

Instead, they say things like:

They understood that passion nourished the soul.

They never let the pressure to be practical kill their sense of wonder.

Passion didn't always become a career -- but it became part of their identity.

And that made their life richer than any bank account ever could.

Life shifts constantly -- relationships, careers, health, technology, culture.

People who reach old age without regret aren't the ones who resisted these changes. They're the ones who adapted.

They learned new things.

They let go of outdated beliefs.

They allowed themselves to evolve rather than holding onto a version of themselves that no longer fit.

This flexibility didn't just make their life easier; it kept them young.

There's a certain peace that comes with flowing instead of fighting.

The people who feel good about their lives at 70 can say something very simple:

"I acted in alignment with my values."

They didn't cut corners.

They didn't hurt others to get ahead.

They didn't betray themselves for approval or comfort.

They lived with consistency -- choosing honesty, decency, and dignity even when it meant slower progress or less applause.

And here's the thing about integrity:

It gives you a kind of quiet confidence money can never provide.

People who reach their seventies without regret don't usually have perfect health -- aging makes sure of that.

But they almost always say something like:

"I'm glad I looked after myself when I was younger."

They didn't wait for a crisis.

They didn't treat their body like a disposable machine.

They didn't assume they'd have infinite energy or resilience.

They took walks.

They ate reasonably well.

They slept.

They managed stress.

They did the boring, unglamorous things that preserve quality of life.

And at 70, they're grateful for every ounce of strength those habits gave them.

People who carry regret into old age often carry grudges too.

People who don't? They learned that bitterness is a burden.

Forgiveness wasn't always immediate. It wasn't always perfect.

Sometimes it wasn't even about reconciliation -- it was about emotional freedom.

But people at peace in their seventies tend to share one thing:

They didn't let resentment define decades of their life.

They chose healing over hostility.

And their hearts are lighter because of it.

People without regret didn't let fear trap them.

They said yes when something aligned with their values, excited them, or opened a door they knew they'd never forgive themselves for ignoring.

They:

But they also said no when necessary.

They protected their time, their self-respect, their boundaries, and their energy.

That balance -- bravery and boundaries -- is what created a life they don't look back on with frustration or shame.

Regret often hides in the places where we poured ourselves into the wrong relationships -- ones built on imbalance, confusion, or desperation.

People at peace at 70 rarely made that mistake for long.

They learned to stop chasing, stop proving, and stop over-giving.

This gave them decades of emotional stability that many people never experience.

People who look back without regret didn't let their life be swallowed by busyness, distractions, or meaningless obligations.

Instead, they intentionally built a life through:

Meaning doesn't appear out of nowhere. It's cultivated.

And those who cultivated it earlier in life enjoy its fruits well into old age.

They didn't let decades pass without asking:

"Does this actually matter?"

That single question changed the trajectory of their life.

Reaching 70 with peace instead of regret doesn't happen by accident.

It's the result of thousands of small choices, repeated over decades, that shape a life from the inside out.

These achievements aren't loud or glamorous. They're not the kind you post about or brag about.

They don't fit neatly into résumés or social media feeds.

But they are the ones that matter the most.

If you're reading this and you're younger than 70, the lesson is simple:

Start prioritizing the things your future self will thank you for. more

Gabriel Moses
Career development 2d
please i need an advice, i need a remote job on customer service and data entry, how do i go about it

Brantley Winston
Career development 3w
I’ve noticed many professionals, even highly qualified ones, sending out dozens of resumes and not hearing anything back. It can be frustrating and discouraging, especially when you’ve followed every “expert tip” online.

In most cases, it’s not about your skills or experience, it’s about how you present and position them. Sometimes small tweaks in wording, structure, or job targeting can... completely change your results.

If you’ve been applying and not seeing progress, what challenges are you facing most, is it feedback, visibility, or interviews?

Feel free to share your experience below or message me directly if you’d like to discuss what might be holding things back. I’m always open to helping professionals figure out their next step and connect them with the right support. more
4   

  • Muhayimana Pascal

    2w

    Thank you very much. I am in the same situation, sending dozens of resumes, yet no feedback. Kindly assist me

  • leta peter

    2
    3w

    Thank you very much I am in same situation sending dozens resume yet no feedback kindly assist me

Load more...

Career development

 2d

Rise of skills-first era: How workplaces are rewriting the rules of hiring


For decades, the college degree was the ultimate passport to professional success is a symbol of discipline, intelligence, and opportunity. It told employers who was "qualified," who deserved the interview, and who would likely succeed. But that once-reliable signal is fading. As industries digitize and automation accelerates, the relationship between education and employability has begun to... fracture.

Today, the half-life of knowledge is shrinking. Entire job categories are being redefined by technology, and new ones from AI operations to digital product design are emerging faster than universities can adapt. The traditional degree, built for a slower era, can no longer keep up with the fluid demands of the modern workplace. What matters now is not just what you know, but what you can do -- and how quickly you can learn, unlearn, and relearn.

Across global boardrooms and Indian startups alike, résumés are being rewritten. Recruiters are valuing demonstrable skills over static credentials, projects over papers, and outcomes over institutions. The world of work is shifting from pedigree to performance and in this new meritocracy, skills have become the real currency of success.

Several structural forces are driving a recalibration of how we evaluate talent.

l Technology and disruption. Automation, AI and digital transformation are altering job-profiles faster than traditional education systems can keep up. As one study explains, emerging fields such as AI and "green jobs" show growing demand for specific skill-sets while degree requirements are declining.

l Degree inflation and credential saturation. With more people holding degrees than ever before, the signalling value of a certificate has weakened in many contexts. The phenomenon of "credential inflation" - where jobs require increasingly higher credentials without concomitant increases in job‐complexity - is well documented.

l Skills-based hiring gains traction. Employers are increasingly adopting "skills-first" hiring strategies: asking not "what degree do you hold?" but "what can you do, and how quickly can you learn?" For example, the Corporate Finance Institute notes that major firms such as IBM, Microsoft and General Motors have reduced or removed four-year degree requirements when the role doesn't necessitate it.

l Global and Indian context. While much of the commentary comes from Western markets, the trend is relevant globally -- including in India -- where skills gaps, rapidly evolving tech jobs and rising education costs mean many learners and workers are rethinking the value proposition of degrees.

What exactly is driving the shift? A few key reasons:

1. Direct relevance vs. signalling. A degree has long served as a signal of trainability, discipline and some baseline knowledge. But employers increasingly care about whether a candidate can deliver -- i.e., perform tasks relevant to the role, adapt, learn quickly. Skills are a more direct proxy for that.

2. Shorter learning cycles & modular credentials. With rapid change in skills required, shorter, focused credentials (bootcamps, micro-credentials, certifications) allow faster updating than multi-year degree programmes.

3. Broader access and diversity. Focusing on skills lowers barriers for talent from non-traditional educational backgrounds, increasing diversity and allowing firms to tap pools that might be overlooked if degrees were required.

4. Better internal mobility and flexibility. Employers adopting skills-based frameworks can redeploy or upskill existing staff rather than always hiring new degree-holders. This improves efficiency and responsiveness.

5. Mismatch between what degrees teach and what jobs need. Many degree courses focus on theory rather than immediately applicable skills; as one article puts it: "A degree can help you get a job, but skills are what will keep you in the running.

Before we conclude that degrees are obsolete, it's important to nuance the argument. Degrees continue to have value -- in some fields and for certain roles, and for foundational learning.

l Professionally regulated fields. Medicine, law, certain engineering disciplines, university-teaching roles etc require accredited degrees (and licensure) and are unlikely to shift solely to skills in the short run.

l Broad foundational knowledge. A degree often exposes learners to a wider base of knowledge (critical thinking, research, exposure beyond narrow work tasks) which still holds value in many careers.

l Screening benefit. For many employers, degrees still serve as an efficient screening tool for basic trainability or as a filter when candidate pools are large.

l Status and signalling. Although the signalling value is declining, degrees still carry social prestige and can open doors (especially in certain markets and hierarchies).

l Hybrid approach wins. Many commentators argue the ideal is not degree or skills, but a combination: a good degree plus strong, relevant skills.

l Don't rely solely on having a degree. Make sure you build tangible skills, ideally mapped to industry demand (technical + soft skills).

l Develop learning agility -- the ability to pick up new skills quickly, adapt to changing job-requirements. This is increasingly a top differentiator.

l Use alternative credentials to complement or substitute part of the traditional path: certifications, boot-camps, project-portfolios, internships.

l When choosing a degree, think about how you will link it to applicable skills and real-world experience (internships, practical projects) rather than just course completion.

l Understand the market you're entering: in some fields degrees will still matter a lot; in others, skills may dominate.

l Shift the mindset from "degree = quality" to "skills + potential = quality". Consider frameworks that map candidate capabilities rather than credentials alone.

l Invest in internal upskilling and mobility: if someone has half the skills, can you train them to fill the gap rather than starting anew?

l Be transparent about what skills you value: publish job-specifications that list required competencies (technical/soft) rather than just degree requirements.

l Rethink filters: degrees can exclude valuable talent unnecessarily; opening to skills-based hiring can widen the pool and improve diversity.

l The concept of a "resume" will increasingly emphasise skills, micro-credentials, project-portfolios and demonstrated outcomes rather than the diploma line.

l For employers: talent frameworks will evolve to map skills inventories, learning pathways and internal mobility, not just external hiring of degree holders.

l For learners: the era of one degree for life will give way to lifelong learning for multiple careers. Reskilling and up-skilling will become norm (not exception).

l For institutions: education providers will need to become more agile, modular, aligned with industry, and flexible (online + offline + mentored).

l For economies: if more roles can be filled via skills-based sourcing, potential for reducing mismatch, unemployment and under-employment rises -- opening opportunities for talent from non-traditional backgrounds.

The message is clear: in the evolving world of work, skills are fast becoming the currency. Degrees are no longer the sole or even dominant credential in many cases -- they remain relevant, but increasingly as part of a broader stack that includes practical capabilities, learning agility, adaptability, and demonstrated performance. For job-seekers, the takeaway is: don't just get a degree -- build relevant skills, and be ready to show what you can do.

For employers, it's a call to rethink hiring, talent development and internal mobility through a skills lens. For educators and policymakers, it's a prompt to recalibrate curricula, credentials and pathways in service of the real demands of the labour market. The author is Director & Co-founder, iXceed Solutions (Global Tech-Recruiter Provider). more

Career development

 2d

John Dolan: If you sit a job interview, the least you deserve is a prompt reply


Say hello warmly. Look into their eyes. Smile. Shake their hands firmly. Sit down and lean forward slightly in your chair. And, begin...

Is there any situation more stressful and downright unnatural in life than a job interview?

I mean, I get it. How else is an employer going to appoint a person to a role in their organisation, when they have had more than one applicant? Draw straws?

Job... interviews are a necessary evil - but an evil nonetheless for those on the wrong side of the table!

Sure, some people are naturals at them, but for every confident, bubbly personality who can reel off pearlers like "Opportunities don't happen, you create them", there are perhaps ten others who fake it and stumble blindly through the inquisition, despite perhaps being just as suitable for the role as the goody-two-shoes.

However, one thing I'm sure we can all agree on, is that if someone takes the time and trouble to attend a job interview, the least they deserve is a prompt response as to whether they actually passed the audition.

But in this day and age, I'm afraid such a basic courtesy on behalf of an employer seems to be in short supply.

My teenage son recently attended an interview for a part-time job at a large organisation. He made himself presentable, and I drove him down to the place, trying to coach him on some of the possible questions and offer advice.

Half an hour later, he emerged quite happy with the experience. He had answered all the questions and felt he had done fine. "They said they would know their decision by the end of next week," he said.

That was a month ago. We heard not a jot since.

My son has pointed out that the fact they said they would know their decision by the end of the following week didn't actually suggest they would let him know the answer.

But that seems a cop-out to me.

Since when did it become normal for any employer, no matter how large or small, to not even deliver a basic 'Thanks, but no thanks' to a failed candidate?

It would never have happened back in the day, that's for sure.

When I was leaving school, and still unsure of what I wanted to do, I wrote maybe a dozen letters to large companies in my home town in England looking for a job, any job. They weren't even actively recruiting at the time. Unemployment was sky-high, and thousands were looking for work.

Even so, I got prompt replies back from all those companies turning me down, while some went the extra mile, and offered sound advice and tips for someone in my position.

None of them left me hanging.

Back then, if you went to the extra trouble of actually sitting a job interview, you would have been sent a letter or phoned quickly to put you out of your misery.

These days, it appears misery is good.

And it's an odd state of affairs, because we live in an age where most larger companies have HR (human resources) industries that are dedicated to caring for the workforce and to recruitment.

This may partly be down to the ease these days with which a person can apply for a role.

Years ago, you had to answer a recruitment advert with a handwritten letter, buy a stamp and envelope, and post it out, eagerly awaiting a reply with your interview date.

Today, people can bounce their CVs out on websites such as LinkedIn and carpet-bomb prospective employers, and perhaps that feeds into an attitude of 'Don't call us, we'll call you'.

But I don't think that's a good enough excuse.

And a simple stock answer - yes or no - is all that most people need.

Sure, some candidates might want to seek advice on why their interview failed, which shows initiative, but it's not a company's job to be their personal advisor and offer feedback. That could be time-consuming, and risk offending the applicant, even incurring a charge of discrimination.

This is another attitude imported to our business sphere from the U.S, where writs can fly very easily in the recruitment world.

All that aside, if a person takes out maybe three or four hours of their day to prepare and attend an interview with your company, and endures all the stresses that such an interrogation involves, a simple response to their application is not too much to ask.

There is even a corporate phrase for this 'ghosting' of interviewees - 'no-reply culture'.

The concerning aspect for the guilty company is that candidates failing to get closure can come away with a negative attitude to that organisation and feel disrespected by it.

Maybe the customer care departments in these big businesses need to have a word in the ear of the HR team down the corridor!

I've been at both ends of the interview table several times in my career, and still, if I had an important interview tomorrow, I could be thrown by such a basic and obvious question as 'What qualities do you think you could bring to this role?'

That's before you get to those occasional curve-ball questions that can throw even the best-prepared candidates.

Like, "Can you provide me with an example of a time when you confronted a stressful situation and made it better?"

Me: "Yes, trying to feed the kids breakfast this morning. I made it better by giving them all a clip around the ear!"

Cue lots of ticking and crossing of various boxes by the interview panel. I never know if that is a good thing!

Back in the UK many years ago, I was interviewing a few people with my editor when one lady came in who broke every single rule in the book. She arrived ten minutes late, failed to apologise, and was prickly and abrasive. She slagged off every employer she had worked for, and admitted that didn't put her in a good light, but so what!

When she left, the editor turned to me and said: "She won't get the job, which is a shame, as she'd give a few people round here a good kick up the arse!"

Another boss judged candidates on first impression by noting how shiny their shoes were.

Then there was a friend of mine in the UK who listed working on a dog magazine on his CV, and was quizzed about it by an interview panel.

"I basically write doggy-style articles for it," he explained in a fluster. He swore it was only the next day that it dawned on him he had uttered perhaps the worst double entendre of all time. He is still scarlet now.

That was one candidate who really didn't need to wait for the rejection letter. more

Career development

 2d

Kaspersky Warns of Young Talent Turning to Dark Web Jobs; Median Age Drops to 24


Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023

Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in... the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025. 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. more