Career development

Tina Thackeray

18h

Good afternoon. I want to share my situation.
I have the most powerful computer at work because I officially asked for it and explained why I need it for my job. Management approved it and gave me a new, very good computer.
Now a coworker from another department wants to take my computer and swap with hers. She says her old computer is too weak because she often watches movies at work. I said... no.
After that, she started telling management bad things about me and saying that I don’t use the computer for work. I tried to talk to her, but she is threatening me - either I give her my computer, or she will keep saying that I work badly.
Do you think I should talk to management about this? Thank you for your advice.

more

3

Samueljackson Gemadi
1h
Don't give out
Uma Aggarwal
2h
The computer was given to you by management and you cannot just swap it based on someone's threat. And if you swap it, your justification to get the... computer is invalidated and you will get in trouble with management.
Unless there is some truth in her threats, what are you afraid of? A blackmailer may not be satisfied with its first victory and may have other demands as well.
Looks like a rather uncomfortable situation. You can share your weakness with management and disarm her. Think it through. Choose your poison. Good luck. more

James Ravenscroft

Career development

1d

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

Beth Dombach
3h
Is this forgetting/distractibility something new for you or an existing trend that is now having a negative impact on your work? Either way it is... worth considering what has changed in you and or your environment.
I would also recommend assessing whether the interruptions are truly urgent, important, and your responsibility. If not, is there a way you can indicate to coworkers that you are engaged in focused work and unavailable to them? If they are your responsibility, could any of them be preemptively addressed before they become interruptions and/or postponed until you’ve completed your previous task?
It may also be worth discussing with HR and or management how the interruptions impact your productivity and ways to minimize the interruptions so you can maximize your productivity. Bringing it up proactively, especially if you suggestion solutions, will almost certainly look better then ignoring or trying to hide it until your manager brings it up. more
Phindile Mahlangu
20h
Multitasking. You need to learn.

Career development

8h

Role-Based College Internship Portal

I need a complete web portal that streamlines our college's internship ecosystem through clear, role-based access: * Students - build résumés inside the platform, search and apply for live internship postings, and book AI or human-led mock interviews to prepare. * Employers - post openings, review incoming applications in a Kanban-style dashboard, and schedule interviews, all backed by n8n flows... that trigger confirmation emails, calendar invites, and status updates automatically. * College Admin - oversee every listing, moderate content, monitor hiring metrics, and generate placement reports. Security-first login (SSO if possible), permission boundaries per role, and an intuitive mobile-friendly interface are essential. The résumé builder should ship with modern templates, drag-and-drop sections, and PDF export. Mock interviews can either embed a video meeting tool or integrate with an external service as long as booking and feedback stay inside the portal. Deliverables 1. Fully deployed web app on our cloud account, with source code. 2. Database schema and seed data for one academic year. 3. n8n workflow files with clear documentation. 4. Walk-through video plus a short user guide. I'll test by creating each role, running an end-to-end internship cycle, and confirming that every automated notification fires via n8n without manual intervention. more

Career development

18h

Powerful Job Interview Tips From a Recruiter: How to Pass an Interview

If you've prepared a good, brief narrative of your career, you can impress them right off the bat.

If you think most hiring decisions are based on your experience and qualifications, then you better keep reading. Your resume gets you in the door, but how you interview determines whether you're offered the job.

This article will teach you proven job interview tips to help you pass a job interview... and get the job you want. Here's what we're going to cover:

* Part I: Job Interview Preparation Tips - everything to do before your interview

* Part II: Interviewing Tips - the best strategies to use during your interview to stand out

* Part III: Tips for After Your Interview - how to make sure you get the job offer after your interview is over

These are the best interview tips that I know, from close to 5 years working as a Recruiter.

After you finish this article, you'll know how to stand out from other job seekers and pass a job interview a majority of the time.

Part I: Job Interview Preparation

Each step below will prepare you for the actual interview. None of this is very time consuming but it will set you apart from everyone else applying for the job, making it easy for the company to decide who to hire (you!)

Here are the basic interview preparation steps to remember. I've put the estimated time next to each one.

1. Research the company (10 minutes)

Interviewers can tell when you've done your research, and they love seeing it. And if you haven't... it looks really bad, especially at the start of the interview when they ask things like:

So the start of the interview is your chance to make a great first impression. Walking in with zero knowledge of their business is one of the fastest ways to shoot yourself in the foot and NOT get hired.

It could even lead to them ending the interview early. That's one of the biggest signs your interview went badly, and you definitely want to avoid that (for example if you were told it would be a one-hour interview, and you finish in 25 minutes).

So be ready to show them that you what they do, how they make money, who their typical customer or client is, etc. You're not expected to be an expert on their business, but know the basics.

You can do this company research on the company's website, on their social media pages, and by searching Google. I also recommend finding one or two recent news stories to see what the company has done recently. To learn the latest on a company, try typing the company's name plus the word "news" into your search bar.

2. Think of two reasons you're interested in the company (10 minutes)

Use the company research you've done to come up with a business-related reason you're excited about them. It could be a new business model, new clients, new partnership, etc.

Actual example: I recently had a phone interview with a tech company that was built as a review/info website. They recently started handling transactions instead of sending the buyers out to other websites to complete the transaction. I read this in the news and mentioned it as an exciting development and a really good business move. The interviewer was extremely impressed that I had read the news, and understood the implications. Total time spent researching: less than 3 minutes.

Along with one business reason, try to come up with a secondary reason too. Maybe community involvement. Or company culture. Almost every company has a blurb about their culture on the website. Read it and mention what you read as a secondary reason for being interested.

You'll seem extremely well-prepared and well-rounded for having two very different reasons.

3. Think of an explanation for why you're job searching (5 minutes)

Companies will often choose someone less talented if they also seem less risky or if their motivations make more sense. I've seen it first-hand.

Don't lose out on a job to somebody with less skill than you. Prepare some legitimate reasons why you want to make a move (without talking negatively about your current employer). Here are some examples:

* You've accomplished ____ in your current role and you're ready for a new challenge

* Your company's direction has shifted and you feel it's time to join a new organization

* You're interested in a different type of product/service

* You're looking for a larger or smaller organization

You can get more specific based on your situation. These are general ideas. If you do a good job with this you can beat out applicants that have more experience than yourself, because they're not using these strategies most likely.

If you are job searching while employed, here's a full article on interviewing when you have a job.

And if you're unemployed right now, here are 20 good explanations for why you chose to leave your last job.

4. Prepare to talk about specific accomplishments

Most people go into their interview and make general statements and talk in very general terms. To set yourself apart, you want to prepare specific examples and talk about DETAILS. Facts, numbers and real accomplishments.

Hint: this is true on your resume also. You'll get far more interviews if you cram your resume with facts, figures and statistics instead of general statements like "responsible for handling customer requests".

So when the hiring manager asks what you accomplished in your last job, or what you do each day, you should be ready to impress! This is not the time to hesitate or be unsure. Prepare ahead of time for this.

If you're looking for your first job without any work experience, then think about accomplishments in your academic career - classes you've taken, projects you've completed, etc. That's your most relevant experience!

5. Get familiar with your resume (5 minutes)

This is one of the more important interview preparation tips, and one of the easiest. Glance over your resume if you haven't in a while. Be ready to explain past job changes in a positive light. If you left a job because your manager was horrible, say that you went to an organization that had more supportive management. It's all about how you phrase it. We'll look at more examples of how to deliver this in Part II coming up.

Also think of a couple of challenges and accomplishments in your last 1-2 positions. Interviewers love specific examples of accomplishments.

That's it, you're done with Part I. At this point you've already done more than 80% of job applicants, and you have good answers prepared for some of the most common interview questions. Let's move on...

Part II: Job Interview Tips

So, you've mentally prepared yourself with the interviewing tips from Part I. Now let's talk about how to pass a job interview after it begins.

1. Prepare to describe your work history BRIEFLY

Most interviewers will ask you to give a quick walkthrough of your background at the start of the interview. That's why I mentioned reviewing your resume beforehand. This pre-interview step is commonly overlooked but it's one of my favorite job interview tips and is so easy to do!

If you've prepared a good, brief narrative of your career, you can impress them right off the bat. What got you interested in this field? What have you accomplished recently?

But it has to be concise. Nobody wants to hire somebody that rambles on or sounds scattered, and that's the biggest mistake people make with this relatively open-ended question.

Spend most of your time on the recent portion of your career. Go through the beginning rather quickly. 2-3 minutes total should be your target.

2. Explain why you're interested in interviewing with them

After walking them through your resume, you'll probably be asked why you're looking to make a job change, and/or why you're interested in their company in particular. This is where the research you've done pays off. You should already have two specific reasons for wanting to interview with their company.

When explaining your reason for job searching in general, I mentioned one example of how to turn a negative into a positive in Part I. Here are 2 more examples:

If your current company has no room for upward growth, say that you're looking for a job with more room for upward growth. If you don't like your coworkers, say you're hoping to find a team that's more collaborative. See the difference? You're saying the same thing without sounding negative.

Whatever you say you're looking for, be prepared for them to ask why you can't get that in your current company. Just answer by saying that you don't think there's an opportunity to get this, and that you considered this before starting to look externally. Simple and easy. That should end the line of questioning.

3. Answering technical questions- don't freak out

After the basic questions, you'll get into the meat of the interview. The content and questions here will vary based on the job, but here's what you need to know about how to pass the job interview:

A good interviewer will test your limits. Especially if it's a position involving some type of technical knowledge (math, science, engineering, etc). The only way they can find your limits is if they ask something you don't know. So stay calm when you get this. Here's what to do:

Try to work your way through the question as much as you can. Your thought process is often more important than answering correctly, so tell them what you're thinking. Ask questions to clarify if needed.

Seeming genuine, thoughtful and honest can go a long way. It's more important than answering any one question correctly.

Preparing yourself for how you'll handle a question you're not sure of or didn't expect is an important piece of how to pass an interview. You can prepare for questions all day, but you still might hear something you weren't ready for.

4. Ask your own questions at the end

You should ask a lot of questions after the interviewer has finished their own questions. How are you going to decide if you want the job if you don't find out any info? The best job candidates are evaluating a company, not just trying to get a job in the first company that wants them. Once a company realizes this, they'll treat you like a top-notch candidate and try to sway you to join them.

If you aren't sure what to ask, here's a mega-list of the best questions to ask.

And here are 5 great questions to ask recruiters in particular (this is for phone interviews or first conversations with any recruiter).

Use these lists to come up with questions to ask each person you'll be meeting. If you interview with 4 people, you should ask questions to all of them. It's okay to repeat a question, but don't tell the last person, "so-and-so already answered all my questions." I've done this in the past and wasn't offered the job. Lesson learned.

Some of the best questions are opinion-based questions because you can ask the exact same question to as many people as you want. Example: "What's your favorite part about working here? What is the biggest challenge/difficulty you face here?"

5. Always act like you want the job

You have one goal in any interview: Convince them that you're the best candidate for the job and get invited to the next round.

So you should be selling yourself in the interview, not deciding if the job is desirable.

Then you can go digest the info and make a decision once you get home. If you start using this approach you'll have a big advantage throughout the entire interview because you'll have one single thing to focus on. Other applicants will be juggling everything at once.

6. Don't ask for feedback on the spot

I've seen people recommend that you ask for feedback or concerns at the end of the interview. Something like this: "Based on what we've discussed, is there any reason you wouldn't consider me for this job?" Horrible advice. Never ask this. Ever. Or anything like it.

First of all, they just finished interviewing you. Give them time to think. You're going to go home and decide whether you're interested, they need time to think too. Don't put them on the spot like this.

Also, you're bringing the negatives to their attention. You're literally asking them if they can think of a reason that'd stop them from hiring you. Even if they do think of something, they won't tell you for fear of a lawsuit.

I like to say something like this instead: "If you need any more info from me or have any questions later, don't hesitate to contact me."

7. Be human

You don't need to seem perfect in the interview to get hired. Don't try. Be human.

If you seem fake, or if you try too hard to give "perfect" answers, the hiring manager might not be able to get a real sense of what your strengths and weaknesses are. And if they can't tell, they won't hire you.

So, don't go in with interview answers you read from the top of Google. If you found those in 5 minutes, everyone else did too. Come up with great answers that are unique.

Remember that it's also okay to occasionally say, "I'm not sure", or "Sorry, I'm drawing a total blank". (This is okay once or twice per interview. If you find yourself doing it more, it's a sign you didn't prepare enough).

8. Learn the interviewer's name and use it

I'm horrible at remembering names. I always have been. So if I can do this, you can too...

When you hear someone's name, repeat it to yourself in your head once or twice IMMEDIATELY after you shake hands. This helps you remember it.

Most of the time, if you forget someone's name, it's because you never really "got" it. Immediately after you heard it, you forgot. So this is how to remember.

Then, use it in the conversation within the first 5-10 minutes of the interview. Now you'll never forget it.

There's another benefit to this too - using someone's name helps you build a bond with them and build trust. Studies have shown you seem more confident, competent and impressive when you say someone's name when talking to them.

Go talk to the CEO in your company, and I bet they'll use your name in the conversation. Leaders do this. Successful people do this.

This is a very underrated tip for interview success that anyone can do. It just takes effort.

You will build a stronger bond/rapport with the interviewer if you do this, and they'll be more likely to remember you favorably and hire you.

9. Be upfront and use clear language

Don't use vague language and "dodge" their questions. And don't lie. They'll usually know. Hiring managers interview a lot of people and have a great sense of this.

If you lie and get caught, there is no way they're going to hire you.

And if you seem like you're trying to hide information, they won't trust you and won't hire you either.

Hiring managers aren't just evaluating your skill; they're evaluating your character. If you're going to be joining their team, they need to see what type of person you are. And no hiring manager wants someone who is dishonest on their team.

What do they want? Someone who stands up and takes responsibility when things go wrong, who can learn from past mistakes, who is honest if there's a problem, and who isn't afraid to tell the truth.

The interview is where they test this before hiring you. So just remember that while they're judging your experience and skills, they're also judging these character traits.

10. Never badmouth

Don't badmouth former bosses, former employers, coworkers or anyone else.

Here's what happens when you do: The interviewer will immediately become curious about the other side of the story. They'll wonder if you were part of the problem (or the whole problem).

They'll want to know if you're someone who always looks to blame others. And they might worry that you have a bad attitude and won't be able to fit into their organization. And they won't hire you because of this.

So never, ever badmouth anyone from your past in your interview. Also, you never know if the interviewer knows somebody who you're bad-mouthing! Many industries have pretty tight-knit communities.

11. Make everything about THEM

Here's a little secret: The interview isn't really about you.

If you want to start getting a TON of job offers from your interviews, you need to start thinking about what the company wants. Make yourself seem like a solution to their problems.

How can you help them make money, save money, save time, etc.?

How will you make the hiring manager's life easier if he or she hires you?

Figure out how to show this, start thinking about their needs and answering their questions with this mindset and you will be in the top 10% of job seekers.

The same goes for writing your resume.

If you want to stand out, start thinking of your resume as being about THEM. It's a document that should be "tailored" to the employer's needs, showing them how your qualifications and past work will help you step into *their* job and be successful in their organization.

That's the general idea, and it's true for resumes, cover letters, and interviews.

Part III: Tips for After Your Interview

Once your interview is done and you've left the room, there are still a few things you should do to boost your chance of getting a callback.

These interview tips will help you impress the employer after the interview is over.

Always thank the interviewer

You want to thank your interviewer when you leave the room and send a thank you email the following day.

Showing appreciation for the employer's time goes a long way, and it's one of my favorite interview tips because it requires no talent; just effort.

Act interested but not desperate while waiting for feedback

Sometimes you won't hear from the employer for many days after your interview.

They might need to meet more candidates, or might need time to finalize their decision.

I'd recommend wrapping up your interview by asking when you can expect to hear feedback. That way, you won't be too anxious waiting at home.

If that time passes, it's okay to follow up with the employer to get an update from them. But be patient and never sound needy/desperate. Delays happen.

If they tell you, "sorry, things are taking longer than we expected and we are still making our decision," the worst thing you can do is act frustrated or upset. This isn't going to help you get hired!

The best thing you can do is keep applying for jobs while you wait. It's never smart to wait around for one single employer because so many unexpected things can cost you the job or cause a delay in the process. (Budgets change, people get promoted inside the company and they no longer need an external candidate, etc.)

So that's another one of my favorite interview tips - when you finish one interview, try to get more lined up! Don't stop interviewing for jobs until you've signed a job offer.

Use These Tips for How to Pass an Interview and Get More Job Offers

If you've followed these job interview tips, you're in great shape to pass your next interview and get the job offer.

Don't forget: Motivation, interest, and how you explain yourself and the reason you're interviewing are just as important as your actual resume/skillset. I can't stress this enough in terms of important job interview tips to remember!

Reading this article won't change your professional skills. But it can change something far more powerful -- how you come across in the interview room.

By using the interview tips and strategies above, you can beat out somebody with more experience and a more impressive resume because job interviewing is a separate skill... a skill that you've spent time mastering.

--

This post was previously published on Career Sidekick.

***

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1

NSAALE HOSEA
7
9h
this is so helpful especially in this job seeking world,
i think communication skill is equally important here
thanks

Steven Ishimwe

Career development

5d

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

2

Steward Tony Pacheco
33
10h
Pick the one which is most fun. The one that will allow you to enjoy life. Because No Ones Last Words Ever Where "I Should Have Spent More Time At The... Office!" more
Oyegunle K. Oyedeji
1
1d
I advised you to go for Accounting where the two is not combined in the university. I have a friend that had B. SC in Financial study who found... himself in academic line to teach Accounting, he was forced to go and do conversation in third year in a university to secure Accounting B. SC because of his career.
I believe Accounting has more future than Financial study. more
1

Mila Ashford

Career development

2d

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

1

NSAALE HOSEA
10h
if you feel him too, just draw a clear line btn work and that intimate relationship
Phindile Mahlangu
20h
Don't let pitfalls to affect you. You were assignee to do training so partake. The guy is at the same team as you don't become too negative towards... him only a manager can inform more

Anonymous member

Career development

1w

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

more

6

Steward Tony Pacheco
10h
She will do to others what she has done to you. Make a formal complaint anonymously so that management can be aware of a possible toxic personality in... the team environment which may be looking for a future lawsuit against the company for any reason and also deliberately creating a hostile environment as a control mechanism for her own employment sustainment. Production will be affected if the synergy of your department is compromised. more
GLADECAM ENTERPRISES
1d
My advise would be you just talk to that colligue in a polite way..Piga hesabu all th groceries you bought for her ,muitishe pesa yako in a polite way... akikoso report to your supervisor more

Career development

14h

The Benefits Of Outplacement Counselling

Career development

19h

Dark reality of ethnic blocks in Law Society of Kenya elections

The election season in Kenya's legal profession feels like déjà vu. Posters go up, manifestos are unveiled, and candidates invoke the usual mantras: integrity, merit, vision, track record.

For decades, professional bodies, particularly the Law Society of Kenya (LSK), have held to the idea that their elections are pristine, where competence and character alone determine leadership.

But anyone who... has observed an LSK election close knows better. Beneath the surface of slogans and glossy CVs lies a powerful, often unspoken arithmetic: ethnic mobilisation. Behind this theatre is a truth many would rather not say out loud. Ethnicity plays a decisive role in who rises and who doesn't - not always, not in every case, but often enough that we can no longer ignore it.

Elections in professional bodies are often assumed to be merit-based. They are not. Like all elections, they are political - driven by numbers, visibility, loyalty, and influence.

Ideally, professional bodies are not supposed to mirror national politics. Yet elections, even those involving people in legal robes, are political. In Kenya, politics and ethnicity are intertwined. The idea that people vote on policy, résumé, or debate performance sounds nice. However, when competition intensifies, the arithmetic begins - often with ethnicity. Hopefuls and voters know it, yet we sidestep the subject.

In Kenya's political context, ethnic identity is not incidental; it is central. Voting along ethnic lines is not always about exclusion. For many, it's about recognition. It's a way of asserting visibility in a system where certain names, languages, and lineages have historically opened more doors than others.

This doesn't mean every voter casts a ballot based on ethnicity, or that every candidate seeks tribal endorsement. But when margins are thin, ethnic bloc politics often becomes the deciding factor.

Community-based WhatsApp groups emerge. Meetings are held behind closed doors. Endorsements are sought from institutions, elders, ethnic caucuses, and digital gatekeepers.

This happens while everyone publicly insists that "we are one".

Talking about ethnicity isn't the same as promoting tribalism. For many professionals, especially those from marginalised communities, ethnic identity becomes a pathway to belonging. It is a way of saying: "We're here too and deserve a seat at the table."

These bodies are not established to be vehicles for tribalism. They are platforms for mentorship, solidarity, and professional development. Okil Kamaloka Welfare Association, for example, represents more than 2,000 legal professionals of Luo heritage, offering support grounded in shared experience and identity. It did not invent ethnic organising - it formalised a pattern already embedded in Kenya's professional culture.

Associations like Gikuyu, Embu, and Meru Lawyers; Western Jurists Forum; Lower Eastern Lawyers; Ogilyeek Ab Kutit; and the Gusii Advocates Forum emerged from the same need - to belong in spaces, access to opportunity, and leadership can feel shaped by identity and familiarity.

The real issue is denial. Ethnicity only becomes toxic when it's used to gatekeep, divide, or dominate. However, ignoring it doesn't make it go away. In fact, denial erodes trust and integrity.

The greatest threat to professional cohesion is not ethnic organising, it's our refusal to acknowledge its growing influence. When the LSK fails to confront how identity politics shapes outcomes, it misses a chance to build fairer and more transparent systems.

That reckoning starts with honesty. We must admit that identity plays a role in who we elect. Ethnic mobilisation isn't just something "the other side" does. It is a shared reality. If we confront it openly, we can design systems that accommodate competence and representation - systems where identity is acknowledged but not weaponised.

Many senior members of the legal profession are uneasy with LSK elections. They remember when elections were subdued, conducted through mail-in ballots, guided by decorum and shaped by individual professional reputation rather than popularity.

Law schools are producing hundreds of new lawyers every year, and the profession is younger, more digital, and more politically aware. The entrants - many of them Gen Z - vote not just on merit but on identity. Where candidates are often strangers, voters rely on familiarity and community as stand-ins for trust.

We don't need to ban ethnic groups or shame identity. We need stronger institutions that include every community without embarrassment, silence, or fear. Ethnicity will always be part of how Kenya works. It shouldn't, however, dictate the future we build.

Follow our WhatsApp channel for breaking news updates and more stories like this. more

Career development

1d

Multi-Platform ATS Resume Builder

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

Career development

1d

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

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

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

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

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

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

But what she felt on day one surprised her.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Adetola AjaoOjo

Career development

2w

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

3

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

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

When you feel... underutilized:

Don’t complain—seek clarity

Don’t withdraw—offer solutions

Don’t wait—add value

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

“How can I better support our mission?”

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

Career development

1d

Organization strategy to improve employee retention and business success

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

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

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

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

Pillar I: Enhancing the Foundation: Holistic Total Rewards Programme

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

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

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

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

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

Pillar III: Strengthening the Linchpin - Management and Leadership Excellence

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

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

Pillar IV: Creating a Human-Centred Employee Experience

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

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

Implementation and Measurement

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

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

Conclusion

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

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

Career development

1d

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

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

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

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

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

How to improve your CV

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

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

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

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

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

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

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

How do you do it?

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

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

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

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

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

A common CV crime

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

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

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

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

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

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

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

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

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

* What makes you a perfect fit for the role?

* What makes you a better investment than other candidates?

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

So, what are you waiting for? Get applying.

Do you have a story to share? more

1

DOBSON NGOTA
1d
Having communication skills I think can help too.

cynthia quaynor tulasi

Career development

2d

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

Steward Tony Pacheco
33
1d
What Keeps People From Success Is The Distractions. There Will Be Many In Your Career, Coming From All Sides, But You

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

Anonymous member

Career development

3d

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

5

IRA BORTNICK
1d
Been there, done that. Definitely get another position before you leave Disregard any counter offers, they last until they find your replacement
Uma Aggarwal
3d
Good advice. You have negotiating power when you are employed. Being unemployed in a competitive market is rather stressful. Good luck.
3