Anonymous member


Career development 1d
I had an interview and realized that if I lied and said I fit all the job requirements, they would hired me. But I don’t have all the skills, so I decided to be honest-they didn’t take me. Now thinking, maybe I should lied and dealt with it later?
4   

  • CALVIN OJANGOLE

    1h

    Absolutely true. It's better to be honest and grow into the role than to fake it and struggle under pressure daily.

  • Nnaji Chif

    1d

    Lying in a job interview is never a good idea

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Tumusiime Ezra
Career development 22h
How does everyone deal with Christmas burnout at office? Where every project is calling your name to close it before the year ends!🙄
1   

Martin Waters


Career development 2d
I’m 25 years old and have been working as a junior manager in a trading company for 4 years. Recently, our internal email said that another department is looking for a new boss. I sent my resume. But HR and the deputy director laughed at me and said I’m too young, even though I’m sure I can do the job.
I feel upset, because we already have some department heads who are 26-27.
Now I don’t know... what to do. Should I stay and wait until I’m older or look for another company that respects young, active workers? Thanks more
7   

  • Marti Ongeri

    4h

    I would advise that you go for it.You will grow older there.

  • Rachel Hall

    9h

    Based on my experience, you are too valuable in your position to be promoted. Get your resume together and find a company that recognizes your... potential and starts you where you should be. Ii had a similar situation and although I brought in millions, wasn't promoted when I left they had to hire 2 people to do my job. more

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Career development

 14h

Remote Healthcare RCM Job Application Assistant (Resume + Cover Letters)


I'm looking for an experienced freelancer to help me apply for fully remote healthcare roles, specifically in Medical Billing, Denial Management, and Revenue Cycle Management (RCM). I need support with the entire application process, including: * Updating and polishing my résumé to match different RCM, billing, and denial specialist positions. * Creating tailored cover letters for each job, using... a strong main template plus quick edits for each posting. * Searching for suitable remote RCM positions on reputable job boards and company career sites. * Submitting applications (with my approval) and completing follow-up questionnaires when required. * Maintaining a job-tracking sheet with the roles applied to, dates, statuses, and next steps. * Sending a short weekly summary of progress and upcoming tasks. I will provide all career details, past experience, accomplishments, and anything else needed. I respond quickly to messages. Success for this project means a steady flow of high-quality applications submitted each week, written in a professional tone that reflects my voice and aligns with healthcare RCM requirements. Please start your bid with "I read everything" so I know you reviewed the full description. more

Career development

 20h

'It was torture, I had tears in my eyes': how a French civil servant drugged hundreds of women


Zarouri: "When I found out I was really in shock ... Then I was angry"

GABRIEL GAUFFRE FOR THE SUNDAY TIMES

Between 2009 and 2018, Nègre met women for job interviews or mentorship sessions in Paris and Strasbourg, according to prosecutors. In many cases he had approached them on LinkedIn and ...

Career development

 3d
"Which part of a bicycle do you associate yourself with?".
This is one of those tricky interview questions you may be asked in a job interview.
What would you answer, and why?
1   

  • Vicki Dublin

    1
    1d

    The pedals…what good is the bike without a source of energy for mobility.

  • DENNISH OMWONY

    2d

    my answer is Chain I will work together with other people as a chain to develop the institution

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Career development

 22h

Continuing divides


In Bangalore, I've found that introductions follow a quiet choreography, one so familiar nobody bothers to question it. The first sentence is straightforward enough: a name and a relational anchor. The second sentence, though, is where the real work happens. It signals not personality but status, a quick sketch of where this person sits in the country's endlessly negotiated social hierarchy. And,... of course, this line disappears entirely if the introducer decides the résumé won't impress. I grew up hearing these lines tossed around so casually they almost felt like punctuation.

On a sticky Saturday afternoon at a gastrobar in Indiranagar, in that familiar Bangalore humidity, you can hear things like: "This is Rajiv -- an old colleague of mine. He's now the Managing Director of Unilever." "This is Fatima, a friend. She went to IIM." "This is Piyush, from our neighborhood. His father owns Britannia." Sometimes these introductions unfold right in front of you, like a small public performance in which you're both the subject and the unwilling audience. And as life progresses, the "second sentence", the social verdict, begins to shift. At the moment, mine is: "He goes to Columbia." Just as Piyush has been immortalised as "the Britannia kid", I've apparently become "the guy who goes to Columbia".

To a Western ear, this can sound like gaudy social hierarchism, a shrinking of the vast, contradictory sprawl of a human being into a single credential. But in the subcontinent, the "second sentence" is more than shorthand; it's a kind of cultural haiku. Maybe it's the distilled essence of what counts as achievement. Maybe it's a clue to what people value most about you -- your rung on the social ladder, polished and held up to the light. Maybe, in a strange way, it becomes your legacy.

Clearly, I'm not in favour of the second sentence. At the same time, I'm not upset with the friends and relatives who still live in that world, who treat the second sentence as naturally as a handshake. I don't blame them for participating in the tradition; it's the water they've always swum in, the grammar of social life they absorbed without ever being taught. I'm no cultural theorist, but it's hard not to see this whole practice as a legacy of the two great forces that shaped the subcontinent: capitalism and colonialism. I like to call them the two big Cs. Part of what makes the "second sentence" so durable is that it didn't arise out of nowhere. A society trained for centuries to sort and be sorted under empire was already fluent in the language of hierarchy. Ranking wasn't a habit, it was a survival mechanism. So when Independence arrived and the old categories began to lose their official sanction, the instinct didn't disappear. It simply reached for new material. Instead of lineage or skin tone, people began to pick up the contemporary metrics at hand: wealth, job titles, degrees, company names -- the shorthand markers of modern meritocracy. The hierarchy stayed intact; it just updated its vocabulary.

Old claims of lineage gave way to newer ones: Amazon salaries, Ivy League placements, villas in gated communities off Sarjapur Road. Of course, caste never truly vanished from this architecture. It simply wove itself around these newer markers, shaping who inherited capital, who gained access to elite schools, and whose successes were deemed "natural". In many ways, money and caste became intertwined currencies. One visible, the other quietly underwriting it. And the second sentence became the everyday expression of that combined inheritance, dressed up in the vocabulary of résumés and LinkedIn pages.

Anyone who's sat through an Intro to Econ lecture knows the three canonical functions of money: medium of exchange, store of value, unit of account. What they don't tell you is how neatly those same functions map onto social life. You see it in the smallest interactions -- at dinner tables, wedding halls, even WhatsApp groups -- where people trade credentials the way others trade currency. A store of value ensures that the children of those at the top tend to stay there; everyone already knows which families "come from money". A medium of exchange creates a logic of transactionality: the reason uncles at parties ask, "Where does he work now?" isn't curiosity, it's calibration. And the unit of account? That one practically begs you to rank people.

If someone's interning at Goldman Sachs, or has got into Harvard, or just bought a villa in Sarjapur, it slips into conversation with the same inevitability as a price tag. Suddenly, everyone has a number attached to them, even if it's never said out loud.

Money also offered something else: a metric by which the newly independent subject could measure himself against his former ruler. It's almost comic, in a tragic way. The subcontinent adopted a capitalist imagination that promised parity. A brown man, the thinking went, could finally stand shoulder to shoulder with the white man, provided their bank balances matched. And this, perhaps, is where the second sentence becomes most revealing. It's never just a line in an introduction; it's a ledger entry, an attempt to situate a person within an ever-shifting balance sheet of status and aspiration.

What always unsettles me is how clean my own second sentence sounds. "He goes to Columbia" makes it seem like I walked there in a straight line, as if everything behind it had been reduced to background noise. It's flattering in the way a half-truth is flattering: nice to hear, but unsettling in what it leaves out.

I sometimes wonder what my own second sentence will turn into when "He goes to Columbia" eventually expires. These labels have a predictable shelf-life. In a few years, it might be "He works at..." or, later still, "He bought a house in..." tidy little descriptors that make a life sound far neater than it is. I know I won't be the one choosing any of these lines. Other people will write them for me, just as they always have. And if I'm being honest, I'm not above that very same instinct myself. I'd like to imagine I've outgrown the need for shorthand -- that distance, education, or adulthood has inoculated me against it.

But I occasionally still catch myself reaching for the same shortcuts when I talk about others, introducing them by their internships or degrees as if those facts alone could summarise a human being. The truth is that I am fluent in the very grammar I claim to resist. Part of me dislikes that; another part recognises how deeply these habits run, how natural it feels to rely on tiny verbal labels. So maybe the real irony is that, after writing all this, after tracing the lineage of the "second sentence" through empire, caste, capitalism, and gossip, I've probably given myself a new one. Somewhere, someone will inevitably say it with the same breezy confidence that uncles, aunties, or even peers use when discussing job titles or houses: "Oh him? He's the guy who wrote that piece about introductions."

ss7049@columbia.edu more

Career development

 2d

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.


Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more
6   

  • Sam Okuthe Oyieke

    1d

    Sometimes we need to cool off to reenergize and get some sense of what would be the most satisfying in ones life.

    Great courage that you took to... make this move. All the best. more

  • SMART LUNGU

    1d

    I am having the most unsatisfying job right now, I am unhappy and not liking it at all. But the fact is I have no any other job and quitting right now... is risk because I have two kids that need a life out of it. But I am burning from inside. I will continue looking for opportunities out there. more

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Career development

 1d

Unsuccessful job interview


Your question can be read by others - so please don't post your contact details or any other information that could personally identify you. Please read our Terms and Conditions and Community Guidelines for more details.

I was unsuccessful after my 2nd interview 2 team leaders and the manager.

I have recorded this myself and the team leader Mark was pleased and stated I had "pushed other... competitors down' so I did my best.

Even though the interview lasts 1 hour, I finished in 15 minutes. I ensured I highlighted key points and used the STAR technique. I even asked on a follow up email after my interview with Mark if I would be marked down for this, he stated no as they state "1 hour for the interview" so they do not go over. I revised for this for at least 2 weeks and was super confident.

My experience, knowledge and qualifications go hand in hand with the job role as Cancer Information and Support Advisor. I am unsure as to why this was unsuccessful and find it unfair. To having got through the 2nd stage after they were pleased with the 1st stage interview seems off.

I have the necessary skills, and experience, just by cutting my interview short does not mean I should be unsuccessful as many candidates out there can get nervous but I ensured I followed all steps and covered everything to answer the questions, with notes they said we could bring. (Of course I did not continuously look over my notes, just briefly).

Yes, I have asked for feedback but I am sure they will mention the time it took to complete the interview and either my answers weren't structured when they were. What more would they like us to mention. 10 mins per question seems a lot, and i followed the "being concise and structured" during my answers.

It may not be suitable for them, but does not mean my answers are wrong.

I am disappointed and want another chance at this interview. more

Career development

 1d

Mia Spencer leads West Holmes FFA at job interview contest


Thursday's fair schedule included dairy goats, pygmy goats, 4-H horse show and special recognition for senior citizens.

On Nov. 10, Mia Spencer of the West Holmes FFA participated in the District Job Interview Contest at Lucas High School. In the sophomore division, Mia Spencer finished in second place.

On Thursday, Nov. 6, West Holmes participated in the Sub District Job interview contest at... Hillsdale High School. In the Senior division, Madison Ringwalt was fourth. In the Junior division, Shane Lorentz was third. In the Sophomore division, Mia Spencer placed first and in the Freshman division, Conner Allison was fifth. Mia Spencer is now qualified for the District Job Interview contest at Lucas.

On Oct. 20, five West Holmes FFA members participated in the chapter job interview contest held at the West Holmes High School. Members went through an interview process, they wrote a cover letter and resume and also filled out an application. In the Freshman division, Conner Allison placed first. In the Sophomore division, Mia Spencer placed first. In the Junior division, Shane Lorentz placed first. In the Senior division, Madison Ringwalt was first. Emma Emberhard was second. Conner Allison, Mia Spencer, Shane Lorentz, and Madison Ringwalt qualified to compete in the Sub District Contest. more

Career development

 1d

Modern Yachting Resume Design


I already have a standard land-based résumé and now need it transformed into a polished, modern-style document tailored for the yachting industry. Please re-format the content I provide so it speaks the language of yacht captains and crew agencies while still reflecting my individual experience. Key elements to weave in: * Experience section that highlights my maritime and hospitality background... in a way recruiters immediately recognise. * Certifications section showcasing STCW and any other tickets I hold, formatted for quick scanning. * Skills section focused on transferable deck or interior abilities as well as soft skills valued on board. A professional headshot must be integrated cleanly into the layout without dominating the page. I'm after a fresh, contemporary aesthetic -- clean lines, balanced white space, tasteful typography -- optimised for both PDF and print. Deliverables: 1. Editable file (Word or InDesign) plus final PDF. 2. Consistent font and colour palette appropriate for modern yachting résumés. 3. Guidance on minor wording tweaks if needed to fit the new structure. Once I send my current résumé and photo, I'd like a first draft within three days, with one revision round to polish the final look. more

Career development

 1d

Professional Personal Website Build


I need a clean, responsive site that places my CV/ résumé front and centre in a polished, professional layout. The résumé page should be easy to scan and include an embedded contact form so visitors can reach me instantly. Beyond the résumé, I also want a concise Services section that outlines what I offer and a Publications page where I can list papers, articles, or presentations with links or... downloadable files. Fast load times, mobile friendliness, and a straightforward way for me to update content later are essential. Deliverables * Fully responsive website with Home, CV/Résumé (with contact form), Services, and Publications pages * Professional typography and colour palette, optimised for desktop and mobile viewing * Simple editing workflow (WordPress, static site generator, or lightweight CMS -- whichever you recommend) * Deployment support plus hand-off documentation so I can update text or add new publications on my own Please share any similar work you've done and a brief outline of your proposed approach. more

Career development

 2d

North Korea remote worker scheme: U.S. firms impacted


[authors: Carrie Aiken, Gretchen Lindlau, and Briana O'Rourke]*

CEP Magazine (December 2025)

For human resources and technology teams, the talent and recruitment landscape is already a challenging and competitive environment. Extensive steps are taken to ensure the right candidate is sourced to meet the needs of your team and the organization. For those actively recruiting for remote IT... opportunities, there is a new compliance wrinkle that has presented itself that requires a critical layer of awareness to avoid organizational risk and necessitates expansion of considerations for background checks during onboarding and within the context of your compliance program requirements.

Offshore applicants using stolen U.S. work credentials  --  including individuals from the Democratic People's Republic of Korea (North Korea)  --  are infiltrating U.S. corporations for the purpose of raising funds for various military and weapons programs and data extortion. Both the Federal Bureau of Investigation and U.S. Department of Justice continue to issue alerts on the various schemes, which include identity theft and impersonation. There is also the potential for these individuals to engage in ransom of healthcare, confidential, or proprietary data, which results in access and reputational exploitation.

Not only is North Korea sanctioned by the U.S. for business activity  --  which can result in Office of Foreign Assets Control conflicts and prohibited financial exchange  --  but this also raises complications involving regulations or contractual obligations pertaining to offshore data access limitations, the Health Insurance Portability and Accountability Act, and other regulatory frameworks (both domestic and abroad).

Preventing these individuals from infiltrating your organization is key. There are steps that can be taken to identify these individuals and reduce organizational risks. Through partnership between security, IT provisioning, compliance, and human resources teams, there may be opportunities within your organization to evaluate this risk and take prevention steps.

Monitor the timeline of job postings and applications

These individuals, posing as qualified applicants, are often targeting aged job postings that offer the chance to work fully remote. For an application with extended posting visibility, resumes are often generated to align exactly with the requirements of the posted position. This is to give the appearance that the candidate has all the necessary experience to "save the day" and fill a long-vacant role. This gives the impostor an immediate advantage in the interview process. If your organization takes steps to refresh job postings, applicants will struggle to determine which positions have strong candidate pools versus those with stale ones, making it tougher to target hard-to-fill roles.

Résumé analysis

Résumés and experience from these candidates are presented in a way that appears "too good to be true," with qualifications that align exactly with the position description. These individuals often utilize various tools and technologies to align the content of their listed experience to mirror the exact expectations of an open role. Not only may the contents of these résumés be falsified, but these applicants have also been found to be utilizing recycled résumés that can be found online and are in use by several individuals, containing the same experience, skill set, and work history, but under a different candidate name. Comparison across résumés and/or online searches can be helpful in uncovering this falsification.

Although experience is a key area of focus for those reviewing résumés, further questions arise in other resume details. These individuals often include false contact information, such as Voice over Internet Protocol phone numbers, nonexistent addresses, or educational degrees from institutions that do not offer the listed degree on the résumé. Candidates may also submit multiple résumés, with varying experience and work history, under a different email address with the same candidate's name. By implementing controls or conducting a swift search in the organization's applicant tracking system for the candidate's name or variations, falsified applications may be more easily identified.

Visual confirmation

For additional verification, all candidates for these risk-prone positions are screened live via video. Evaluation is undertaken with scrutiny to asses background, disposition, and demographic alignment with the application. Although many of these applicants are prepared to be on camera, there are ways to remain vigilant during the screening itself. Often, there are details in the background of the video that may raise suspicions. Does the time of day correspond to the amount of sunshine coming through windows in the candidate's background? Are you able to hear others present with the candidate guiding the interviewee? Are you able to hear others in the background conducting interviews while you are interviewing the candidate (often in a call-center-like environment)?

Not only can the applicant's environment be a key source of warning signs, but visual facial expressions and body language can assist in determining if a candidate is being authentic during their interview. Candidates expect to be asked questions about their experience, education, and skill set during an interview. By finding a way to personalize questions, these individuals may struggle with a genuine reply. For example, if a candidate shares their attendance at a certain university or technical school, ask about their favorite restaurant near campus. If a candidate expresses that they live in a specific state, ask them how they enjoy the weather. These individuals are trained and prepared to answer questions specific to the applied role. Nontraditional questions may result in an unnatural delay or difficulty in forming a basic response because a response requires actual life experience in that environment.

Identity validation

Unfortunately, many of the identities that these applicants use are stolen and recycled. Traditionally, I-9 documentation is not collected until an offer has been extended and accepted. However, there are additional ways to remain vigilant prior to this compliance step.

Applicants using stolen identities may copy a qualified individual's history and experience directly from their LinkedIn page. These résumés may mirror the work history and education of the targeted profile. If a headshot or photo is present on LinkedIn, you can verify the candidate's identity during the video screening. If a photo is not present, further analysis of the profile can still be done. Evaluate factors such as the number of LinkedIn connections, posting activity, and follower interactions to assess the legitimacy of a candidate's profile and identity.

If a candidate moves forward with onboarding, additional steps may be taken during the collection of I-9 documentation, including state licenses, work authorizations, and passports. These should be scrutinized for aberrancies such as format and alignment with the résumé and application. All documentation should match the person who attended the interview.

Furthermore, as onboarding progresses, it is still critical to remain vigilant and monitor the mailing of candidate equipment. Individuals falsifying information may list an address on their résumé or state of residency that is confirmed during the interview process. However, when equipment is due to be shipped and delivered, the candidate may request that the delivery be redirected to a new domestic location without further context. This is an additional chance to confirm that the candidate resides in the state listed on their application and is actually the person who applied.

Final thoughts

If this risk is not already contemplated in your compliance program, there is ample opportunity to learn more from these law enforcement agencies and their advisories. Take the time to educate applicable staff on their roles, potential controls, and options for intervention. Use due diligence in working through your candidate pool for potential individuals who may fit this profile and determine your strategy to best protect your organization. more

Career development

 2d

35 Times People Ruined Their Job Interviews In 15 Seconds


There are many ways to crush a job interview and land your dream job, just as there are many ways to ruin it. Sometimes, it can happen to the most competent and qualified people who stumbled upon an unfortunate brain f**t. However, sometimes, a job interview reveals just how much of an a-hole a potential new hire or employer actually is. In both cases, it just proves that while job interviews are... usually as fun as medical check-ups, they're pretty essential.

This time, Bored Panda was curious about the job interviews that didn't go well. But most importantly -- the reasons behind it. We compiled a list for you featuring some really unfortunate stories about ruined job interviews, so why not give it a scroll and vote for the stories you enjoyed reading the most? more

Career development

 2d

Harassment During Job Interviews Under Cyprus Law


By Giorgos Kazoleas, LL.M., Lawyer, Managing Partner at Legal Experts Cyprus

Harassment or bullying during a job interview can now legally be considered workplace harassment. This is explicitly provided for in recent Cypriot legislation regarding workplace harassment, which widens the scope of application to include candidates for employment.

Law 42(I)/2025 (The Prevention and Combating of... Violence and Harassment at Work Law), which came into force on April 11, 2025, explicitly extends protection against harassment and violence to the recruitment process and employment negotiations before a contract is signed.

According to the interpretation of terms in Article 2 of the Law, the definition of an "employee" includes, among others, a person:

"Whose employment relationship has not yet begun, in cases where the violation of the provisions of this Law has been committed during the recruitment process or at another stage of negotiation in which they participated as a candidate for employment prior to the conclusion of a contract or the commencement of employment."

Behaviors Constituting Harassment

Under Law 42(I)/2025, the range of behaviors that could be considered workplace harassment and bullying during a job interview is now much broader.

Any unwanted conduct intended to or resulting in violating the dignity of the candidate and creating an intimidating, hostile, degrading, or aggressive environment may fall into this category.

Bullying or psychological violence can take the form of humiliating or derogatory comments, such as:

Discrimination manifests through questions regarding protected characteristics, which are not directly related to the requirements of the position. These include marital status or intention to have children, sexuality, religion, or national origin and disability or age.

This category also covers clear bias, negative attitudes, or offensive behavior due to the above characteristics, as well as the refusal of an interview or unfair exclusion from the recruitment process based on them.

4. Physical Violence or Threat of Physical Violence

Though rarer, this refers to any physical contact that is not welcome or legitimate, or threats of physical harm.

Important Legal Distinction: The "Single Act" Rule

It is crucial to emphasize that Law 42(I)/2025 recognizes that even a single act -- whether verbal, physical, psychological, sexual, or economic -- is sufficient to cause serious harm and be considered harassment. Repetitive behavior is not required to substantiate a claim of harassment.

Steps for Candidates

If a job applicant has been subjected to even one of the above behaviors at any time during the recruitment process, it is recommended to keep detailed records of the incident(s) and document specific details: Dates, times, exactly what was said or done, the identity of the person involved, and any witnesses.

This evidence can then be utilized by legal counsel or the competent authorities who may investigate the matter. more

Career development

 2d

Job-hunting trends for 2026 that you can't afford to ignore


South Africans searching for work are entering a tougher recruitment landscape, shaped by cautious employers, slower hiring cycles, and rising competition across nearly every sector. According to business strategist Yassin Aberaa, CEO and Founder of Social Market Way, the job market is shifting in ways that demand a different approach from candidates.

Aberaa says the job market in 2026 will... reward adaptability, practical skills and a proactive mindset, and she believes job seekers who evolve with these changes will place themselves far ahead of those relying on outdated job-hunting tactics. Drawing from data and labour patterns observed across industries, she outlines the six key trends that will define the job search in 2026 and explains what each one means for anyone looking to secure meaningful work in the year ahead.

Companies across sectors are approaching recruitment with far more caution, often delaying hiring plans or reducing the number of new positions they open. With fewer vacancies available, competition for each role is set to tighten significantly. Aberaa explains that fewer new openings mean job seekers will have to make a stronger case for themselves and that meeting the basic requirements is no longer enough. She says candidates who demonstrate adaptability, problem-solving ability and clear value from the outset will stand out in an environment where employers can afford to be selective.

Economic uncertainty continues to drive organisations to choose short-term, contract and project-based roles over permanent appointments. This shift means job seekers must become more flexible in how they build their careers. Aberaa notes that the traditional permanent role is becoming less common and that those who are willing to embrace temporary or freelance work will find more opportunities than those who only apply for long-term posts. She adds that short-term work can be a stepping stone to more stable opportunities, as it allows candidates to gain experience, build a portfolio and make industry connections.

Certain industries continue to show stronger hiring activity than others, especially those tied to long-term growth such as healthcare, renewable energy, technology, digital services and specialised trades. Aberaa says these future-fit sectors will dominate hiring in the coming years and that job seekers may benefit from upskilling into these fields or strengthening transferable skills that apply across them. She explains that candidates who invest in digital competencies, sustainable-industry skills, or sector-specific certifications will remain far more competitive than those relying solely on experience or academic qualifications.

While youth unemployment remains a major concern, competition is also intensifying across mid-career and senior levels. More South Africans are applying for fewer roles, and this means candidates must find ways to set themselves apart beyond their CVs. Aberaa says differentiators such as internships, real project experience, volunteer work, soft skills and strong digital visibility can make the difference between securing an interview and being overlooked. She emphasises that employers want proof of capability, not only potential, and that job seekers should showcase tangible achievements wherever possible.

With more applicants per role, companies are extending and intensifying their hiring processes. Multi-stage interviews, assessments, skills tests and longer waiting periods between rounds are becoming increasingly common as employers take their time to find the exact fit. Aberaa advises job seekers to expect more rigorous screening and to prepare thoroughly for each stage. She says patience and persistence are essential in this environment and that candidates should maintain momentum by continuing to apply for other opportunities instead of waiting for a single outcome.

Across South African industries, there is a clear move away from strict degree requirements and a stronger focus on demonstrable skills, practical experience and portfolio-based evidence. This is especially true for roles in technology, digital marketing, renewable energy, and the broader green and AI-aligned sectors. Aberaa explains that what matters most now is concrete ability, supported by certifications, project work and practical results. She believes this shift levels the playing field for candidates who may not have formal academic credentials but possess strong technical or creative capabilities.

Aberaa says job seekers must adopt a more intentional and adaptable strategy in order to navigate these changes successfully. She encourages candidates to identify sectors that align with their skills or interests and to invest in targeted upskilling through short courses and certifications. She adds that building a strong online presence is essential and that platforms like LinkedIn or portfolio websites allow candidates to showcase their work in ways that employers can easily verify. Networking remains critical, both online and in person, as many roles are filled through relationships long before they appear on public job boards.

She also advises job seekers to remain flexible about the types of roles they consider. Temporary or freelance opportunities can provide valuable experience and often serve as pathways into permanent positions. Finally, she stresses the importance of preparation. Keeping a CV updated, practising interview techniques and applying consistently will help job seekers maintain momentum through longer hiring cycles. more

Career development

 2d

Why Most Founder Bios Don't Build Trust (And the Fix Takes 10 Minutes)


Most founder bios don't build trust.

They read like LinkedIn résumés wearing a blazer.

But the people reading them?

They're not looking for polished accomplishments.

They're looking for you.. the reason you're building what you're building, the context that makes your work make sense.

And most bios hide that part completely.

This is the gap we're closing today.

What you'll walk away with

A... simple, 10-minute structure to rewrite your founder bio so it builds trust, not boredom.

Who this is for

Creators, solopreneurs, indie founders, service pros. Anyone whose "About" section currently feels like a beige wall.

The moment I realized founder bios were broken

A few years ago during the pandemic a founder DM'ed me. Her message frantically asked me to review her homepage.

Everything looked sharp. Clean layout, strong offer, clear CTA.

Then I clicked "About."

Three dense paragraphs.

A timeline of roles and responsibilities.

A few logos sprinkled in for good measure.

But nothing in it explained why she built the product. Nothing spoke to what she cared about, or the worldview that shaped her decisions.

I closed the tab, shook my head and thought:

I still have no idea who this person is.

And then it hit me. That's how most readers feel.

Because a founder bio isn't a résumé.

It's part of the trust-building process.

And most people skip that entirely.

Where most founders get stuck

Here's the pattern I see over and over:

They assume "credibility" means:

- listing achievements

- stacking credentials

- showing career progression

- proving they've "earned" the right to build

But your reader doesn't think like that.

They're searching for:

- context

- intention

- relatability

- the story behind the product

- a signal that you understand them

When a bio misses those pieces, it becomes a timeline instead of a trust layer.

And timelines don't convert.

They inform.

They don't connect.

The real problem, your bio has no "why"

Most founder bios answer the question:

"What have I done?"

But readers are silently asking:

"Why did you build this?

Do you understand my world?

Can I trust you to lead me somewhere better?"

When the bio doesn't address these questions, a sort of emotional static forms.

The reader doesn't know you.

Doesn't feel you.

Doesn't see the mission under the work.

And trust never forms.

The good news?

It takes less than 10 minutes to fix.

The 10-Minute Fix: Build a Trust Layer, Not a Timeline

A founder bio has one job:

Make people believe you're the right person to guide them through the problem they're living with.

Not because of your titles.

But because of your story. The small moment that made your work inevitable.

Think of your bio as a Trust Layer:

- Who you are

- Who you serve

- The problem you couldn't ignore

- Why you're credible (in context, not bragging)

- Where you're going, the mission

This shift alone turns a flat bio into a magnetic one.

A quick proof story

One of my clients had a typical founder bio:

Years of experience, impressive roles, all the right signals.

But no heartbeat.

We rewrote it using the Trust Layer:

- Opened with the moment she realized the industry was broken.

- Described the type of people she serves and why she cares.

- Added a short story about a customer interaction that changed her approach.

- Framed her expertise as lived experience, not a trophy case.

Within weeks she reached out excited:

- More profile views

- More replies to outreach

- More "I feel like you get me" messages

- And higher conversion from homepage traffic

Same founder.

Same skills.

Just a different narrative architecture.

The 10-Minute Founder Bio Upgrade Framework

Set a timer.

Grab your current bio.

Rewrite it using these five pieces:

1. Start with the spark

What moment, frustration, or realization pushed you into building this?

One or two sentences is enough.

(Example: "I kept meeting founders who were brilliant but invisible online. Not because their ideas were small, because their story wasn't clear.")

2. Define who you serve

This is where your reader feels seen.

(Example: "I work with early-stage founders who want consistent visibility without turning into full-time content creators.")

3. Explain the problem you couldn't ignore

Use everyday language.

Keep it human.

(Example: "I noticed most marketing advice demanded more time than founders actually had. So they gave up. Not because they lacked effort, but because the system wasn't designed for them.")

4. Show your credibility through context, not flexing

Instead of listing achievements, link them to the work you do now.

(Example: "After a decade in digital marketing strategy, I realized the real bottleneck wasn't tools. It was clarity.")

This lands better because it feels earned, not performed.

5. Close with the mission you're building toward

Readers trust founders who stand for something.

One clean line:

(Example: "My work is about giving founders a story strong enough to carry their business.")

Takeaway: Your bio shouldn't sound like you're trying to impress anyone

It should sound like you're talking to the person you built this for.

The moment your bio shifts from résumé to Trust Layer, everything else gets easier:

People understand you.

They remember you.

And they trust you faster.

If you want to start somewhere simple?

Start with the spark.

The rest unfolds naturally. more

Tim Jacobs


Career development 4d
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
12   

  • Amnon BC

    2d

    1) Try not to slurp
    2) Try not to spill the coffee down your shirt (especially if you are wearing white)

  • Blessings Mayembe

    2d

    Yes, I know the coffee test. I think it’s a clever way to observe someone’s attitude toward small responsibilities. I believe small actions show a lot... about someone’s work ethic, so I’d naturally return the cup or ask where to place it.” more

    1
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Career development

 2d

Interview Rubric: How To Build On + FREE Template


An interview rubric is one of the most effective tools HR can use to make consistent, fair, data-driven hiring decisions. A well-developed interview rubric, which helps standardize candidate evaluations, can reduce an organization's risk of costly hiring mistakes.

Regardless of the role you're hiring for, a structured system for rating candidates helps ensure your interview team is aligned,... objective, and efficient. This article explores what an interview rubric is, why you should use one, and how to build and apply it effectively.

Contents

What is an interview rubric?

Interview rubric examples

Why should you use an interview rubric?

6 elements to include in an interview rubric

Free interview rubric template

9 steps to build an interview rubric

Practical ways to apply a job interview rubric

An interview rubric is a structured scoring guide you can use to rate candidates on the same criteria during job interviews. It's not meant to replace human judgment but to standardize how hiring managers apply that judgment.

By providing predefined competencies, clear behavioral anchors, asnd a consistent rating scale, an interview rubric makes sure each candidate is evaluated on metrics that are both objective and relevant to the job.

Typically, an interview rubric includes:

This tool fits naturally into structured interviews and competency-based assessments, which helps "connect the dots" between hiring decisions and actual job performance expectations.

As different roles require different competencies, it's essential to tailor your rubric to suit each role for which you are interviewing. There are different types of scales you can use for your rubric, such as a graphic rating scale or behaviorally anchored rating scale (BARS). Here are a few examples:

Other competencies: Conflict resolution, activity discipline, and coachability.

Other competencies: Code quality, system design basics, and collaboration.

Other competencies: Product knowledge, communication skills, and conflict resolution ability.

A structured interview scoring rubric improves both decision-making and business outcomes. Here are the main benefits of using an interview rubric:

Many elements can be included in a rubric, but the principle of "garbage in is garbage out" applies. With that said, an effective rubric should include the following relevant components:

Start by listing five to eight core competencies that truly define success in the role, such as problem-solving, stakeholder management, or technical expertise. Each competency should link directly to key outcomes for the job, so you avoid scoring candidates on vague traits or "nice-to-haves" that don't impact performance.

Include a definition of each competency to give hiring managers a clear picture of what answers and behaviors to look for when assessing each candidate for required competencies. For instance, you could define strategic thinking as the "ability to see the bigger picture, set priorities, and make decisions that support long-term goals".

Use a consistent rating scale (e.g., 0-5) and define what each score means. For instance, 0 can mean "shows no evidence of this skill," and 5 can mean "exceptional, expert use". Describe what performance at each level looks like in practice, so interviewers can score based on observable behaviors, not gut feel.

Assign more weight to the competencies that matter most for success in the role, such as problem-solving or safety in critical positions. Use a 1-5 scale and explain what each means (e.g., 1 is "nice to have) and 5 is "must-have"), so hiring managers understand why certain areas carry more influence on the final score and hiring decision.

Reserve space next to each competency for interviewers to record specific examples and quotes from the candidate. Encourage short, factual notes (e.g., "led a team of 6 through a system migration") rather than opinions ("seems confident"), so you build a record that supports decisions, enables fair comparisons, and strengthens compliance.

Include a section for overall candidate scores based on how they fared on individual skills and competencies, and define what each scoring range means. For instance, a candidate who scores 0 to 15 "shows no or very limited evidence of this skill, while one who scores 29 or more "shows exceptional, expert-level capability".

AIHR offers a free, customizable interview rubric template in Excel that you can adapt for any role. It provides structured scoring, informative definitions, and evidence documentation, simplifying panel interviews and candidate evaluations.

Here are nine steps to take to build your own interview rubric:

Start by identifying the top five to seven outcomes the candidate should achieve in their first year. This makes sure the rubric focuses on what really matters for the role.

Practical tip: Engage the hiring manager and team to brainstorm measurable outcomes.

Example: A Product Manager should deliver a first-quarter roadmap, improve product adoption by 10%, and lead cross-functional team meetings effectively.

Translate these outcomes into measurable competencies. These are the skill areas or behaviors your rubric will assess.

Practical tip: Ensure each outcome links directly to a competency to avoid evaluating irrelevant traits.

Example: The outcome "deliver a first-quarter roadmap" should link to the competency of project planning and execution.

Select a rating scale, usually 0-5, and define what each point represents. A key purpose of this scale is to maintain consistency across interviewers.

Practical tip: Include clear labels (e.g., 0 = "shows no evidence of this skill/competency" and 5 = "exceptional, expert use; can lead or coach others in this area."). Discuss this with the panel to align expectations prior to the interviews.

Example: A Customer Service Specialist who shows little to no ability to calm upset customers would get a score of 0, while one who expertly turns escalated cases into positive experiences would get a score of 5.

Not all competencies are equal. As such, it's important to assign greater weightage to must-have skills and smaller weightage to nice-to-haves.

Practical tip: Use percentages that sum to 100%, or a 0-5 scale. Consider using equal weights for small roles or weighted scales for strategic positions.

Example: Problem-solving = 3, technical knowledge = 3, communication = 2, teamwork = 2.

Develop at least two structured questions for every relevant competency. This helps maintain consistent data for easier, more accurate scoring.

Practical tip: Ask open-ended, behavioral, and situational questions. Avoid questions that favor one interviewer's perspective.

Example: A relevant question regarding the competency of collaboration might be: "Tell me about a time you resolved a conflict in a team project."

Test the rubric with two to three recent hires or a few mock candidate personas. Then, compare scores to see if your anchors and weights are realistic.

Practical tip: Discuss discrepancies openly to refine wording and reduce subjectivity. Track which anchors lead to consistent scoring.

Example: Have three interviewers independently score two recent successful hires and one unsuccessful hire using the new rubric. Then, compare their scores and discuss where they disagreed to refine the anchors and adjust weights that don't reflect real performance.

Once calibrated, save the rubric in a central location (e.g., ATS, HRIS, or HR folder) and allow the interview panel access to it.

Practical tip: Maintain strict and consistent version control, so everyone using the rubric can be certain they're using the latest updated version.

Example: Naming a rubric along the lines of "Product Manager Interview Rubric v1.0 - Nov 20 2025" makes it clear which version it is and when it was updated.

Conduct training sessions that review anchors, scoring, and effective note-taking techniques. Provide a sample scoring exercise.

Practical tip: Include examples of common pitfalls (e.g., rating based on gut feel). Reinforce the "note facts, not feelings" principle.

Example: Run a workshop where interviewers review the rubric together, score a recorded mock interview individually, then compare scores while highlighting where someone relied on "good vibes" or "liked them" instead of writing short, factual notes tied to specific behaviors.

Analyze scoring patterns against performance data to ensure predictive validity, and adjust anchors or weights as necessary to maintain their relevance and accuracy.

Practical tip: Review key trends, such as average candidate scores, pass-through rates, and hiring manager satisfaction. Then, refine the rubric for continuous improvement.

Example: Every quarter, compare interview rubric scores with three- and six-month performance ratings for recent hires. If high-scoring candidates underperform (or vice versa), adjust the anchors and weights so the rubric better reflects what success in the role actually looks like.

After building an interview rubric, you need to apply it effectively to make the most of it. Here's how you can do it:

An interview rubric is more than a scoring tool. It's a structured, strategic framework that brings consistency and fairness to your hiring process. By defining competencies, anchoring ratings, and documenting evidence, HR teams can make data-driven decisions that benefit both candidates and the business.

Implementing a well-designed rubric leads to better hires, reduced turnover, and stronger teams. By following the steps outlined here and leveraging AIHR's free interview rubric template, HR professionals can elevate the interview process and deliver measurable business impact. more

Career development

 2d

The New American Reality: Working Past 80 Just to Survive | WATCH | EURweb | Black News, Culture, Entertainment & More


'Still Working at 80': Four Americans Explain Why Clocking In Isn't Optional

*In a country that loves to preach "work hard and retire happy," the reality for many older Americans looks a lot more like work hard, keep working, and pray the transmission doesn't go out.

For four Americans in their 80s, "retirement" isn't just delayed -- it's not even on the menu. Between rising costs, nonexistent... safety nets, and retirement accounts that evaporated faster than a politician's promise, these seniors are still punching the clock. And not because they "just love staying active."

From Uber shifts to substitute teaching gigs, their stories offer a brutally honest look at what aging in the U.S. really means when the math ain't mathin'.

The Early Days: First Jobs, Pivot Careers, and Lessons That Didn't Pay the Bills

Before they were octogenarians navigating a gig economy built for 22-year-olds with ring lights, these older workers lived entire chapters of American labor history.

Cocktail waitressing, computer programming, driving jobs, healing arts -- their résumés read like a timeline of industries that thrived, collapsed, and reinvented themselves. Some switched careers as often as others switched hairstyles; others stayed loyal to one job only to see industries shrink, move overseas, or fade out.

One theme runs through all their paths: having a degree -- even multiple degrees -- doesn't guarantee financial literacy. One woman with a college background said she knew how to analyze literature, not compound interest. And by the time she figured out what she should've done with her money, well, the rent was already due.

Peak Earning Years: When the Money Was Good... Until It Wasn't

For a few, the so-called "peak years" actually paid off -- salaries reaching $100,000 and up. But high earnings didn't automatically translate into cushy retirements. Raise a family alone? That income disappears fast. Work two or three jobs to keep food on the table? Savings fall to the bottom of the priority list.

One self-described night owl said she spent decades working night shifts -- perfect for her body clock, terrible for her long-term health. Another worked days, nights, and weekends because "children don't raise themselves and bills don't care."

Their biggest regret: mistaking steady income for long-term security.

Why They Couldn't Retire: Crashes, Layoffs, and the Sound of 401(k)s Crying

Retirement wasn't just postponed -- it was derailed. Several of these seniors were forced to tap into their 401(k)s after sudden layoffs or medical expenses. Others watched market downturns wipe out years of savings.

The stock market crash? They felt it.

Unexpected debt? It followed them.

Financial setbacks in their 60s and 70s? Absolutely devastating.

As one senior put it: "It's hard to rebuild a retirement at 72. Companies don't exactly line up to hire you."

The Rising Cost of Living: When Even the Basics Become Luxury Items

Ask anyone over 80 still working today, and you'll hear the same tired sigh: "Everything costs too much."

Groceries. Insurance. Car repairs. The basics have skyrocketed. Even those living frugally -- cooking at home, clipping coupons, doing the "stretch-the-leftovers" shuffle -- admit it's not enough.

One woman said that even after a raise, she still wasn't hitting a living wage: "I celebrated for 10 minutes, then paid my bills and cried."

Still Working: Uber, Subbing, Admin Work -- Whatever Pays

Most of these seniors are still grinding through part-time or full-time gigs to keep their independence.

* Uber driving: One 80-plus driver says the app doesn't know her age -- and that's the only reason she still gets rides.

* Substitute teaching: Another says the kids keep her sharp, and the check keeps her housed.

* Admin jobs: Perfect for those who still type faster than today's interns.

Their Social Security checks? A helpful supplement -- but nowhere near enough to live on.

Age Discrimination: When Experience Makes You "Invisible"

Finding work after 70 is hard. Finding work after 80? Borderline Olympic.

Most of them say employers treat older workers like museum exhibits: admired from afar, never hired. Age discrimination is real, rampant, and rarely subtle.

"I felt invisible," one woman said. "Like the moment they saw my birth year, the interview was over."

They've learned to highlight skills, not ages, and apply strategically -- because too many rejections sting even when you've lived long enough to expect them.

Purpose, Pride, and the Real Reason They Keep Going

Here's the twist: many of these seniors actually enjoy the work. Not the bills, not the scraping by, but the purpose.

Work keeps them social. It keeps them thinking. It keeps them -- in their words -- alive.

Some love the flexibility of choosing their own hours. Others feel younger when they're contributing. One woman said, "Retirement is overrated unless you can afford it. I can't, so I'm still useful."

Lessons Learned: Regrets, Wisdom, and What They Want Younger People to Know

Aging is tough, they say -- not because of wrinkles or slowing down, but because the financial hits feel heavier when you're older.

Their advice?

* Save early. Earlier than you think.

* Budget like your life depends on it -- because one day it might.

* Choose a job that brings you joy sooner, not later.

* Understand your money before it understands you.

Despite everything, these seniors have found joy in resilience. They may still be clocking in, but they're also still laughing, still learning, and still living -- on their terms, in a country that makes it far too hard.

Check out the Business Insider video below on life lessons from older Americans who still work to pay the bills.

(If You Like/Appreciate This EURweb Story, Please SHARE it!)

MORE NEWS ON EURWEB.COM: Morgan Freeman on Aging: 'Keep Moving' and No Retirement at 88 more