Career development

 13h

Not All Career Advice is Good For You


As a career professional who writes and speaks about careers and is often asked for career advice, policing all the advice I hear is exhausting. I stay in my lane more often than not. However, hundreds of thousands are currently offering career advice under the guise of being a career coach. And much of it isn't good. However, I believe there are many positive aspects to consider. I am willing to... focus on and celebrate the valuable and practical, regardless of who or where it comes from.

Scrutinize all career advice. If you don't, conflicting advice can become quite messy. The bottom line is often what you want to do and where you want to do it when it comes to your next job. The lack of clarity becomes a journey for both career professionals and job seekers (or clients).

Successful job candidates today must understand more than the job they want. Become critical thinkers of how the employer expects success. It would be best if you epitomized what employers want. As I said before, "be the prescription to the employers' job description."

Most career professionals these days wouldn't suggest the old-fashioned "Objective" statement on a résumé. Yet, the church that's been looking for a secretary for six months will hire someone with skills, even if they have an "Objective." Not to mention if the person with the "Objective" is referred by a church who was that person's former employer. Referrals often eclipse errors on résumés.

I've suggested job seekers replace the "Objective" with a "Contribution Statement" on a résumé. It's not just what you bring to the table. It's the culmination of thoughtfulness, research, and listening to what employers and recruiters say are the problems. You don't treat a cold with Ibuprofen, and you shouldn't apply Neosporin to the skin if someone complains of a stomachache. It truly takes an examination on the job seeker's part to understand and communicate they have the skills to solve the problem. It's up to you, the job seeker, to apply best practices to align with your goals, motivations, and career objectives.

"Don't be late" is said to adults as it is to kids, but it is a best practice in all industries. It's preached from sermons to elementary school. That doesn't mean someone can't call to say they will be late. Or if it's overlooked, if someone vouches for you. Some of you will think this is petty advice, and it is petty on all levels. It sounds good, but it may not be suitable for you.

People in government sectors who've had long careers will still give the old, cut-and-paste-the-job-description-into-your-resume trick. And people have gotten interviews and jobs from that strategy. I witnessed this firsthand in a recent conversation. Generally, it doesn't work well, but for someone, it did. We can call it an anomaly. However, it's not a good practice, considering that I've heard of a thousand other people who tried and failed with the same strategy.

My friend Hannah Morgan has suggested over the years we call informational interviews something else. Contextually, she is told to stop approaching people: "Can I conduct an informational interview with you?" She's right. She has several articles in which she makes it clear it needs to be a conversation. I call it informational interviews countless times, and I've qualified it by saying it's a business or informal conversation. Not always, but you get the point. Maybe I should say stop taking career and job-search advice so literally?

Career professionals offer career advice on how they would if they were the job seeker, without hearing what they are saying. What they say isn't always in words, nor is their story a literal translation. Within those stories are feelings, and the words they speak are louder than unspoken. The career practitioner must listen for the unsaid as diligently as they interpret what is said. People who need advice are rarely straightforward, specific, and aware in their approach to job search, and are not always sure what they want.

Many will argue they don't have to customize their résumé to each employer. That's arguable in this instance, despite best practices, but you will need to customize your approach if the company's values and philosophies differ. Everyone prefers a different way to be charmed. You must respect their preferences if you want to be noticed. more
1   

Career development

 2d

15+ Job candidates who didn't impress their interviewers at all: 'He's brought his baby with him to an interview'


These job candidates certainly made an impression on their interviewers, but it wasn't the positive impression they were hoping for! Instead, they left these hiring managers totally baffled by the way they conducted themselves, and it's a good lesson on everything you should not do at a job interview.

Lesson number 1: just come alone. Please don't bring your baby along, cute as they may be!... Unless your infant son or daughter is going to be working alongside you every day, try your hardest to leave them with another caring adult who can tend to them for the 45 minutes you're interviewing. It's not that the hiring manager won't find your little bundle of joy charming... but that is the only thing they're going to remember about you. "Remember that candidate who couldn't find a babysitter for their kid, even with all this advance notice, so they brought him to the interview?" they'll laugh amongst themselves. You won't know about that conversation, though, because sadly, you will not get that job. Conversely, don't bring your mom or dad along, either. This is a common pitfall for nervous youngsters who are interviewing for their first job. They get so anxious that they ask Mom or Dad to sit with them during the interview, and as you can imagine, the parents just end up answering the questions and talking over their child. Ridiculous! more

  • Nelly Neicker

    3h

    No, You cannot take anyone with you, to your job interview. It's unethical . Its about you only not anyone else. How you present yourself on this... first day is very important to ,(1st impressions lasts ).
     more

  • Shelby Schneider

    8h

    hahaha. :-). We relaxed a lot of things during Covid...but this one, probably not so much :-).

Load more...

David Cabot


Career development 2d
I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

 more
2   

  • Tumusiime Ezra

    1d

    You were there to be interviewed not to interview, go and work, otherwise, that HR has a job, you won't.

  • Matt Prine

    1d

    That seems like a bit of a red flag.

Load more...

Paul Grey


Career development 3d
Hi everyone! Can someone please tell me what these ridiculous interview questions are and how you’re supposed to answer them? Yesterday, at what seemed like a respectable company, they asked me which part of a bicycle I associate myself with. Is that even normal? I don’t associate myself with a bicycle at all.

What would you have answered? And what should I have said? Thanks.

4   

  • Shelby Schneider

    8h

    That's quite an interesting question; and would throw most people for a loop! Maybe they are looking for potential employee's creativity and ability... to come up with something "in the moment"; which might translate to being able to respond quickly in job situations, etc. OK to pause; ask for a question to be repeated ( to let your brain process a little) and then take a minute to answer! Including saying "wow, I have to think about that"!.  more

  • Eliot Feldman

    20h

    Being that any question could be deemed ridiculous. Depending on the person and the question. The advice I give my clients is to stay focused on... career experiences, keep it simple, don't talk about yourself if it is not relating to the question
     more

Load more...

Janis Hawthorne


Career development 13h
Hi! During my lunch break I was talking with a coworker and kind of daydreaming about how nice it would be to move to a big city and rent a decent apartment there. The boss’s secretary overheard us and 2 hours later my boss called me in and asked why I’d decided to quit and move to the district center.

Of course, I explained everything to him, but now I’m not sure how to work normally knowing... that his secretary reports everything she hears to him.

 more

  • Shelby Schneider

    8h

    You have absolutely every right to daydream about such a thing; and what the heck; does not the boss's secretary have ANYTHING better to do...like... her job. Just do your job 'normally" and carry on.  more

  • Dorothy M Neddermeyer

    9h

    May I let you on a secret. Never ever say anything that you would be embarrassed about or that it is a step across the line of decorum at work. Now... you know. Forewarned is forearmed.  more

    3

Anonymous member


Career development 2w
Hello,

This is my first time posting in this forum, but I wanted to ask for advice. My son will be graduating with a Computer Science degree with a focus on game design in December. Unfortunately, he was never able to land an internship, and he ended up having to be the Project Manager for the majority of his projects because other students failed to do their portion.

That being said, I... realize that the job market is tough for college graduates currently. He loves what he does, but he's getting pretty discouraged about any potential opportunities for employment. From what I understand, jobs in the field are based on your portfolio, not your resume.

His professor told him to consider going to graduate school. Im not sure that's the best option if he does more school, but still can't find a job. Especially with AI taking over the majority of that job market. It seems like a waste of time. I have encouraged him to reach out to HR and recruiters directly. Does anyone have any thoughtful advice on what he can do to find employment?  more
1   

  • Diane Gaa

    8h

    My son had a similar difficulty entering the field after obtaining his degree in IT. He also didn’t complete an internship so had no experience - and... the roles required 3 years experience. What worked for him was to take an entry level IT call center roll that didn’t require prior experience. After a year he obtained certifications to move up in the company into an analyst then specialist roles. After 5 years and 3 career moves he’s making good money and doing what he loves.  more

  • Adam Kuczek

    21h

    Gaming market is brutal right now, not only for graduates but even for seasoned pros, as studios are being closed left and right. There is a lot of... small, indie ones, but they typically operate remotely or look for experienced players. My advice would be to have a really solid portfolio showing strong fundamentals + one really polished personal project. Don't rely on AI, but show he knows how to utilize it. more

Load more...

Career development

 12h

'Leadership Requires Courage And Care'


HRM Director Nicole Bueters and Mark Bentum, Dean of Electrical Engineering, focus on people daily, on how they work, learn, and grow. And on what good leadership means to them: always tied to our university's CORe values: curious, open, responsible, and respectful.

Seat Mark Bentum and Nicole Bueters at the same table to talk about leadership and our university's CORe values, and the energy... starts flowing right away. The new HRM Director, who started in May, asks curious questions, while the EE Dean, Bentum, shares his experiences with apparent enthusiasm. They laugh a lot, complement each other, and push each other's thinking.

It's not their first time meeting. Bentum served on the appointment advisory committee during the interviews for the new HRM Director. And of course, they got to know each other better during Bueters' onboarding and through various projects and meetings across the university.

Turning it around

Bueters comes from Philips, where she spent nearly twenty years in various senior HR roles. When she thinks back to her job interview at TU/e, she laughs. "Thirteen people interviewed me in one session, that was my first real glimpse of how things work at a university."

I ASKED, WHAT MAKES WORKING HERE SO MUCH FUN? AND SO MUCH PASSION AND PRIDE EMERGED - IT REALLY MOVED ME.

Nicole Bueters, Director HRM

Nicole Bueters. Photo: Vincent van den Hoogen

"Everyone was critical, but also curious. They asked, 'We have so many challenges here, how will you handle them?' I turned it around: 'What makes working here so enjoyable?' The atmosphere changed immediately, and a surge of passion and pride emerged. That really moved me."

Bentum: "We did not doubt at all: she had the right experience, courage, and curiosity. That fits perfectly with our values."

Leadership in practice

For Bentum, leadership is primarily about collaboration. "It's not: I'm in charge, and this is how it's going to happen. We have to do it together. I feel that strongly in the UCC meeting (University Consultative Council, ed.) between the deans and the Executive Board. We don't always agree, but there's plenty of room for dialogue. That makes governing easier and more enjoyable."

LEADERSHIP IS NOT: I'M in charge, and this is how it's going to happen. WE HAVE TO DO IT TOGETHER.

Mark Bentum, Dean of EE

Mark Bentum in conversation with Nicole Bueters. Photo: Vincent van den Hoogen

Bueters adds, "I believe in servant leadership. You provide direction, empower the team, help people grow, and dare to give feedback. Give freedom, but not without responsibility."

"Exactly," says Bentum. "And dare to have that difficult conversation. Honestly and respectfully, with a focus on how things can improve."

Feedback and growth

"I'm optimistic," says Bueters. "People are open to growing. You can always keep developing yourself."

Bentum adds: "For your department, your faculty, but also for yourself. If you stop learning, maybe it's time to change roles."

Small steps, big difference

Bueters sees a lot of ambition at TU/e, "but sometimes we want to do too much at once." At HRM, she notices that many projects are being juggled simultaneously. "There are lots of things we want to work on because they have an impact on people."

Bentum: "In the HRM SQUAD analysis, it appeared you were working on more than fifty projects. That's just not feasible. We have to dare to choose and don't need to aim for perfect scores on everything. Sometimes a seven is enough."

WE WANT TO transform a DAF to a ROLLS-ROYCE overnight.

Nicole Bueters, Director HRM

"We want to transform a DAF to a Rolls-Royce overnight," she says. "But real progress happens with small incremental improvements. Progress over perfection. We learn by doing and adjust where needed."

This is our CORe Curious

We cherish curiosity, driving us to explore, question, and innovate, encouraging continuous learning and discovery.

/TU/e Public Release. This material from the originating organization/author(s) might be of the point-in-time nature, and edited for clarity, style and length. Mirage.News does not take institutional positions or sides, and all views, positions, and conclusions expressed herein are solely those of the author(s).View in full here. more

Career development

 5d

​How to Answer "Tell Me About Yourself


How to Answer "Tell me About Yourself"

You've just sat down in an interview, and the first question lands: '"So, tell me about yourself." Fifteen words in, you can already feel your story slipping away...

It's one of the most common, and deceptively simple, questions you'll face in a job interview, networking event, or creative meetup.

At our recent Career Discovery Session, we explored... what it really takes to get started in agency life, from creative briefs to career confidence. One thing we would have loved to include, but ran out of time for, was our 'Pitch Yourself' exercise, a practical way to build a short, memorable personal introduction.

How the Exercise Works:

* STEP ONE: First find someone to run this exercise with (they become the talent acquisition partner working for your perfect company, hiring your perfect role)

* STEP TWO: Your partner asks you one question: "Tell me about yourself."

* STEP THREE: Answer with a concise 30 second response as if you were in a real interview.

* STEP FOUR: Discuss it together: what worked well, what could be clearer, and how it felt to talk about yourself.

* STEP FIVE: Repeat the exercise another 3, 4, or 5 times. The aim isn't to be perfect, it's about getting comfortable speaking about yourself. The more you practice, the more natural it becomes.

* BONUS STEP: Try the same exercise but using two other frequently asked questions:

Next steps...

What are you waiting for? Find a partner, ask the questions, and give it a go.

You'll be surprised how quickly your confidence grows and how this simple exercise will help create the perfect foundation for any video or IRL interview. more
7   

  • Eliot Feldman

    20h

    The best way to answer this question is to NOT focus on things like I am a hard worker. Keep your answer brief and compelling,connecting your past... experiences that relate to the role or situation at hand. more

  • Gashachew Bayleyegn

    3d

    My name is Gashachew Bayleyegn Reda. I have experience as a lecturer in Emergency Medicine and Critical Care Nursing, and I have more than 12 years of... experience in healthcare and volunteerism with the ERCS. more

Load more...

Mila Penrose


Career development 1d
We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

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

Thanks for the... advice.

 more

  • Senyange Wilfred

    9h

    First get to him and know why he's doing it. Some people are going through alot in their homes. Talk to him cautiously. They will stop.

  • Eliot Feldman

    20h

    This is something that you should take to your supervisor. You don't need to put yourself into a position of warning the person. If it continues and... you are aware of it, and failed to report it, you can be terminated for cause. Taking those items is technically theft.  more

Load more...

Anonymous member


Career development 6d
An employee took a bigger salary without asking permission from employer. Her daughter iz processing salaries. She said she rewarded herself for working overtime. What shall the employer do?
1   

  • Eliot Feldman

    20h

    This is probably a serious violation of company policy and would probably lead to termination, criminal complaint and civil action. All this will... depend on the amount and length of time that this activity has been taking place. more

  • Wilson Moono

    2d

    The narative is a miss here. There is an employee statement and a daughter? is this a family business?

Load more...

Career development

 21h

Top 5 Assessment Tools HR Teams Are Replacing Resumes With in 2026


Résumés look helpful on the surface, but most HR teams know they don't tell the full story. Many candidates list skills they have never used, job titles don't show real ability, and there is no clear proof of how someone actually works.

This has caused hiring in 2026 to shift towards skill-based assessments. HR teams now rely on tools that test how candidates think, solve problems, communicate,... and handle everyday tasks. These platforms give clear signals that résumés simply can't provide.

In this guide, we look at five assessment tools HR teams are using instead of résumés. Each one helps employers hire with more confidence by focusing on ability, not claims.

Assessment tools are software platforms that help HR teams assess a candidate's actual skills rather than relying on résumé claims. These tools measure skills such as job knowledge, problem-solving, communication, personality, and coding ability. Platforms such as TestTrick use structured tests, video responses, and cognitive questions to give clear scores that make hiring decisions easier and more accurate.

TestTrick helps HR teams move beyond résumés by showing how candidates actually work. Instead of relying on written claims, it measures skills through tasks, coding challenges, cognitive questions, personality insights, and recorded video responses. HR teams get clear, job-focused signals in one place, which makes shortlisting faster and more accurate.

Best for: HR teams that want a single platform to assess multiple roles with consistent scoring and reliable screening.

TestGorilla is a simple skills-testing tool often used by small and mid-sized teams. It focuses on quick screening with prebuilt tests that help HR filter out unqualified applicants early. It replaces résumé guesswork with basic skill signals and easy-to-read scores.

Best for: Companies that want a lightweight option to screen large applicant pools without building custom tests.

Vervoe focuses on task-based hiring, where candidates complete practical exercises instead of relying on résumé claims. It grades responses automatically and helps HR teams see how someone performs on real tasks such as customer replies, sales pitches, or basic technical work.

Best for: Roles where day-to-day tasks matter more than past job titles, especially customer-facing and support roles.

HackerRank is widely used for technical hiring. Instead of relying on résumé keywords, HR teams can observe how engineers write code, solve problems, and debug under time constraints. It gives a clear view of actual skill, which makes tech shortlisting more reliable.

Best for: Engineering-heavy teams that need a structured way to test coding skills before interviews.

Criteria Corp is another candidate assessment tool that focuses on psychometric testing. It helps HR teams replace résumé guesswork with cognitive, personality, and job-fit insights backed by research. Instead of relying on subjective impressions, teams receive structured scores that predict how well someone might perform.

Best for: HR teams that want scientific testing for job fit across large or enterprise-level hiring.

Résumés often include skills that are exaggerated or never used. Assessment platforms give HR teams direct proof by testing what candidates can actually do. Tools like TestTrick, TestGorilla, and Vervoe turn skill claims into measurable scores, which removes guesswork from screening.

Résumés depend heavily on names, formatting, or past companies, which can influence decisions. Assessment tools like TestTrick and Vervoe use the same tests and scoring rules for every candidate. This helps HR teams make fairer decisions based on performance instead of assumptions.

Sorting résumés takes time and rarely highlights the best applicants. Skill-based tools create clear rankings within minutes. Coding tests, cognitive scores, personality signals, and video responses help HR teams identify strong candidates early, even in large applicant pools.

Work samples, coding tasks, and cognitive questions show how someone thinks and solves problems. These signals are stronger predictors of success than résumé history. Platforms such as TestTrick and Criteria Corp help employers choose candidates who are more likely to perform well once hired.

Assessment tools have become a replacement for résumés because they show what matters most: how a person works, thinks, communicates, and solves problems. Résumés can hide gaps, but structured skill tests reveal ability in a clear and fair way.

Platforms like TestTrick, TestGorilla, Vervoe, HackerRank, and Criteria Corp help HR teams compare candidates using practical tasks, cognitive signals, and behavior insights. This leads to better shortlisting, fewer hiring mistakes, and stronger long-term performance.

As hiring moves toward evidence over claims, these skill based assessment tools give HR teams a more honest, reliable, and consistent way to choose the right people. more

Eliot Feldman
Career development 2w

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

  • Adam Kuczek

    1
    21h

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

  • Marie Lauraine

    4d

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

Load more...

Fitsum Abera
Career development 1w
What do you think about Artificial Intelligence (AI)?
2   

  • Adam Kuczek

    1
    21h

    Useful if you learn how to use it properly, combine various models, and incorporate into your pipeline. It keeps changing fast, though, so you have to... keep adapting.  more

  • Steward Tony Pacheco

    13
    6d

    Ask It For A Picture Of A Beetle? Wiil You Get Cars, Bugs, Or Rock Stars. Possibly a combination of all. Maybe pics of things we never knew as a... beetle.

    Its still Learning, Not Feeling. Its Analyzing, Not Choosing. Its Basically Garbage In Garbage Out With Information. As a human, We still have logic. Use It Dilligently but never give it your soul.     more

Load more...

Career development

 1d

From Microsoft to mailman: How struggling job seekers are explaining their part-time gigs -- or hiding them


They say it's uncertain whether employers will view their temporary gigs in a positive light.

Kevin Hannegan is proud of the string of part-time gigs he has taken on while looking for full-time work. He's just not sure they belong on his résumé.

Since being laid off from his director role at a publishing company in January 2024, Hannegan has driven for DoorDash, worked on the changeover crew at... the Lenovo Center in Raleigh -- helping convert the arena between concerts and sporting events -- and taken on odd jobs for friends, including fixing deck boards and replacing ceiling fans.

He said he asked several people in his life whether it's wise to include gigs like these on his résumé when applying for full-time roles in his field, and the feedback was roughly split. Half said he should, since it showed he was still working; the other half said listing roles that weren't full-time or relevant to his field probably wouldn't be helpful.

Regardless of what he includes, he knows employers will likely have questions about the past two years.

"Being unemployed from full-time work for this long will definitely require some explanation during an interview -- whether the information is on a résumé or not," said Hannegan, who's in his 50s.

Hannegan is one of several job seekers Business Insider has spoken with over the past year who have taken part-time jobs outside their field to earn income while continuing to search for work. Many said they've grappled with whether to include temporary roles on their applications -- fearing that a résumé gap could hurt their chances, but that listing a job significantly different from their desired role might do the same.

In a challenging job market, some candidates say even small résumé choices are worth agonizing over.

A San Francisco-based millennial has worked contract positions at Microsoft and Amazon in recent years, earning about $120,000 annually. When the latter ended in December 2023, he struggled to find another role.

At first, he wasn't interested in the job postings recruiters sent him that offered as little as $75,000 a year. But after a year of struggling to find work -- and relying on unemployment benefits and food stamps to stay afloat -- his perspective shifted.

"By the end of 2024, I would have loved to make $75,000," he said.

After a year of unemployment, he began applying for any gig he could find, and eventually secured work as a ghost tour guide for $30 an hour and a US Postal Service mail carrier for $24 hourly. He estimated that he'll earn about $55,000 this year across the two jobs.

While he hasn't stopped applying for communications roles, you won't find either of his current gigs on his résumé. He believes many companies are biased against candidates who are unemployed or working outside their field.

It's unclear how much job seekers stand to gain by leaving certain gigs off their applications. Priya Rathod, workplace trends editor at Indeed, said it's generally wise to include any work experience -- even if it's temporary or outside one's field -- and to highlight the skills gained from those roles.

"It's not a surprise to employers right now that a lot of people are struggling in the job market," she said, "And I think it shows initiative that you've continued to stay in the workforce in some capacity."

Hannegan said he considered adding his changeover crew job to his résumé because it's a unique role that might catch an employer's attention -- and signals that he's willing to do whatever it takes to support his family.

However, Hannegan isn't optimistic that tweaking his résumé would make a difference. He said he recently decided to pause his search for a full-time role and focus on part-time gigs.

"It's exhausting to put in the work and get no response," he said.

Some job seekers aren't just being selective about which gigs they include in applications -- they're also trying to avoid a résumé gap. The key, some say, is finding any relevant experience they can frame as their current role.

In addition to leaving his mailman and ghost tour gigs off his résumé, the San Francisco-based millennial lists his current employment as an independent communications consulting business. He said the business is barely active and brings in little income, but he includes it to avoid showing an employment gap -- and to maintain the appearance that he's still working in his field.

"I have to keep this charade up that my independent communications business is healthy and successful and that I'm not hustling as a letter carrier," he said.

Miles Bradley has been searching for work since losing his contract software engineering role at AT&T in 2022. He said he's the chief technology officer of a startup, but the company is still securing funding and isn't yet providing any income. Still, he keeps it on his résumé to signal that he remains active in the tech industry.

"The industry has become addicted to finding the 'Goldilocks' candidates," said Bradley, who's in his 50s and lives in New York. "They want to have somebody that exactly fits what they're looking for."

Lisa Rangel, CEO of Chameleon Resumes, an executive job search firm, said job seekers have good reason to keep a current position on their résumés -- and especially on their LinkedIn profiles. Some recruiters, she said, are more likely to search for candidates who are currently employed -- in part because they're perceived as a "safer" hire than someone who isn't working.

To improve their chances of being discovered, Rangel recommends job seekers add a current position to their LinkedIn profile if they're not formally employed. This could be a personal consulting or freelance role -- if they've done relevant work -- or a placeholder title such as "Seeking marketing manager role," with the "company" field reflecting their target industry.

"You need a 'current position' that outlines what you are doing during your unemployment period," Rangel said.

At a minimum, Indeed's Rathod recommends that job seekers address résumé gaps in their résumé and cover letters, as well as during interviews.

Juan Pelaez said he's been fortunate not to have an employment gap on his résumé, despite being laid off in 2023. That's because he's continued doing part-time work for his former employer while searching for full-time marketing and project management roles.

Pelaez, who's in his 40s, also has a side gig that he has debated including in his applications. To earn some income during his job search, he's worked as a background actor on a few films -- including "Happy Gilmore 2." He hasn't listed the acting work on his résumé, but said he's now reconsidering.

"Not having it on there hasn't yielded positive results, so maybe putting it in there would help," he said. more

Career development

 1d

Being likable can matter more than being good at your job


Likability matters most in roles requiring collaboration, but technical skills remain essential.

Survival for some tech workers could come down to something more than code quality or shipping speed: likability.

There is an increased focus in the industry on pleasing the boss as well as "upper upper management," said Soubhik Dawn, who has worked in tech for nearly two decades.

Of course, being... well-liked is important if you want to get ahead in any career, but it's become an especially relevant topic in tech as layoffs and AI transform the industry.

"There is a little bit of showmanship that is going on. That's what I'm hearing from my circle," said Dawn, founder of Upplai, which uses AI to help job seekers with résumés and cover letters.

Competence still matters, yet at a time when some tech companies are demanding more of workers, being well-liked can be the thing that keeps you in your job.

Being likable is a "more important skill than computer programming, or system design, or algorithms," said another tech worker who spoke to Business Insider on the condition of anonymity because his employer doesn't permit staffers to speak to the press.

Getting along well, especially with the higher-ups, has become "the most important skill to survive," he said.

It's a lesson that's taken him a little while to learn, he said. He once tried to take on too many tasks to try to please his boss and skip-level managers. That led to him falling behind. Instead, he said that he should have spent more time cultivating relationships with those in management.

Dawn, from Upplai, said he had seen likability at work take several forms. Over the years, he's watched as some colleagues seemed to prioritize hanging out with VPs or senior VPs and offered to add a bit of polish to a slide deck or run errands.

Those workers, Dawn said, could then go on to complete some small project and "get recognition like crazy."

In some cases, becoming likable in the eyes of the boss comes from simply getting a lot done or doing what you say you'll do -- and flagging any issues before they balloon into bigger problems.

"That kind of leads to likability," Dawn said. "Likability is more like dependability."

In the workplace and elsewhere, we often judge people first on warmth -- which includes traits like trustworthiness -- and only afterward on competence or skill, said Amy Cuddy, a social psychologist and former professor at Harvard Business School.

In moments of uncertainty, warmth dominates, she told Business Insider. Cuddy has researched perceptions of warmth versus competence in the workplace for more than two decades.

"What people are calling likability right now is actually a proxy for trustworthiness, and trust is historically low," she said.

Cuddy said that when people feel uncertain, they start to read each other differently. When trust is low, people tend to rely heavily on trust cues as the most effective way to assess someone, she said.

So, while being capable is still important, if your colleagues don't like you, it can hold you back. Your competence can even become a threat if you're not trustworthy, Cuddy said.

She said that the desire for trust is why "likability suddenly sounds more important than the technical skill."

It's less about whether your colleague wants to have a beer with you after work, Cuddy said. "It's about feeling safe," she said.

"Trust is the conduit of influence," Cuddy said. "You could have a million great ideas, but if you don't have a medium through which those ideas can travel, it doesn't matter."

Still, pure likability has its limits, said Tom Chi, who has worked at Google, Microsoft, and Yahoo, and who is a founding partner of At One Ventures, a Silicon Valley VC firm.

That's because, for many roles, there are "real, quantitative performance metrics" -- things like how many lines of code someone has checked in, he said.

"It's actually relatively straightforward to tell whether you're adding a lot to the team," Chi said.

The tech world has plenty of examples of the "brilliant jerk" -- that talented colleague who rubs others the wrong way, but gets away with it because of their skills or smarts.

"That's a deep part of tech culture," he said.

Where likability might play a more significant role, Chi said, is in roles such as product management or design, which center on coordinating with colleagues, building consensus, or working with customers. In those cases, he said, likability and friendliness tend to matter more, he said. Because amiable traits are ultimately demonstrations of competence.

"That's what merit looks like in that type of role," he said.

At the same time, Chi said, workers who focus too much on being likable are at risk.

"If one wanted to prioritize that over developing merit, then I think you're in for a bad ride," he said.

That hasn't deterred the anonymous coder.

"Does everyone like you?" he said. "That's how you survive in Big Tech right now." more

Career development

 1d

I lost my full-time job and had to drain my savings and take 2 service jobs to make ends meet. It taught me to lean on people.


Francis emphasizes self-worth, resilience, and the importance of community during unemployment.

This as-told-to essay is based on a conversation with Keijhon Francis, a 29-year-old communications specialist based in Brooklyn, NY. The following has been edited for length and clarity.

Losing my job last year completely upended my sense of self. I'd never been let go before, and I panicked.

I'd... moved to New York for my job -- a communications associate role -- and didn't know how I'd continue to live my life without it.

I called a friend, and we agreed that after a few hours, I had to stop crying and accept what had happened.

Months later, I'd applied to over 100 jobs, and nothing was working. I withdrew my entire retirement savings just to make ends meet.

The journey taught me that if you're not open to people being there for you, they won't be. So open yourself up to it and let them help.

It was close to the holidays when I was let go, and hiring is usually slow during that time. I decided not to focus too much on my job search right away and to figure it out in the new year.

I started to go stir-crazy with all the time I suddenly had. I had a lot of thoughts going through my head about whether I was good enough or deserved certain levels of respect at work. It altered my self-perception and put me in a bad place mentally.

I was still applying to jobs, but also spent my time taking walks, enjoying New York during the holiday season, and talking to my friends as much as possible because that really helped me level out.

Once the new year arrived, I was home all day, sending in applications as if it were my full-time job.

I applied on LinkedIn and Indeed, and if I saw a job posting on Instagram, I'd send my résumé. I used AI to help tailor my applications, find roles I could apply for with my skill set, and optimize my LinkedIn profile.

By late spring, I realized I needed to be more strategic because I wasn't getting anywhere, and rejection after rejection was wearing on me. I started tailoring my applications heavily to each role and applied to around three suitable roles a day, versus 25 roles with the same generic résumé.

I saw a slight increase in responses after switching my strategy, but still nothing came through.

I went into my retirement account, which had about $10,000, and I withdrew the entire amount as a safety net for myself. I was also receiving about $500 a week in unemployment benefits until May.

In July, I was flat broke with nothing coming in and nothing to fall back on. That got rough. I realized that I needed any job as soon as possible and couldn't focus on my search on a full-time role anymore.

I got a job as a cashier at a local market in Brooklyn. A week later, I added a job as a host at a bar, which I still host at. Those two combined brought me back to being able to make it through the months financially. But I was feeling very negative internally and trying not to show it.

Through attending therapy and dedicating time to working on freelance gigs and mock projects to boost my portfolio, I realized my old role hadn't been the right fit for me and didn't reflect my worth.

Having so many people pray for me, check in, encourage, and uplift me made me realize that I'm loved and worthy of love. It made me feel less alone during one of the most critical periods of my life.

Through some of those really hard moments, when I didn't know how I would make rent or afford food, I'd think of the positives that came with this newfound free time. I was able to see my best friend of 17 years give birth to her first baby. My relationship with my father has grown immensely, which has been incredible.

It was really beautiful to form stronger bonds with those people, as well as gain a deeper understanding of who I am and what I need.

A friend that I used to work with messaged me one day and asked if I was still looking for a job because she knew someone leaving their role, and she thought I would be a great fit.

I immediately applied, and then I didn't hear from them for a couple of weeks. I went through the interview process, which was pretty long. However, I got the call in October that I had landed the job.

I couldn't even let her finish her statement before I started sobbing. It just felt like that chapter of my life was finally closed. It was everything I had been hoping, praying, and fighting for over the last year.

I've learned a great deal about myself and my priorities. When I lost my job, I was feeling so bad about myself because my identity was tied to my work performance in many ways.

I realized that I always wanted to bring my best self to a role, but I never want to lose myself in it again. That's something I'll take with me as I continue to move forward in life.

To anyone newly unemployed: Take it one day at a time. Use this time to figure out what truly makes you happy. Do what you need to do to ensure that your bills are paid and all the necessary things are taken care of, but let the people who love you be there for you.

Do you have a story to share about long-term unemployment? Contact this reporter, Agnes Applegate, at [email protected].

Read the original article on Business Insider more

Career development

 1d

I lost my job and had to drain my savings. It taught me to lean on people


Francis emphasizes self-worth, resilience, and the importance of community during unemployment.

This as-told-to essay is based on a conversation with Keijhon Francis, a 29-year-old communications specialist based in Brooklyn, NY. The following has been edited for length and clarity.

Losing my job last year completely upended my sense of self. I'd never been let go before, and I panicked.

I'd... moved to New York for my job -- a communications associate role -- and didn't know how I'd continue to live my life without it.

I called a friend, and we agreed that after a few hours, I had to stop crying and accept what had happened.

Months later, I'd applied to over 100 jobs, and nothing was working. I withdrew my entire retirement savings just to make ends meet.

The journey taught me that if you're not open to people being there for you, they won't be. So open yourself up to it and let them help.

It was close to the holidays when I was let go, and hiring is usually slow during that time. I decided not to focus too much on my job search right away and to figure it out in the new year.

I started to go stir-crazy with all the time I suddenly had. I had a lot of thoughts going through my head about whether I was good enough or deserved certain levels of respect at work. It altered my self-perception and put me in a bad place mentally.

I was still applying to jobs, but also spent my time taking walks, enjoying New York during the holiday season, and talking to my friends as much as possible because that really helped me level out.

Once the new year arrived, I was home all day, sending in applications as if it were my full-time job.

I applied on LinkedIn and Indeed, and if I saw a job posting on Instagram, I'd send my résumé. I used AI to help tailor my applications, find roles I could apply for with my skill set, and optimize my LinkedIn profile.

By late spring, I realized I needed to be more strategic because I wasn't getting anywhere, and rejection after rejection was wearing on me. I started tailoring my applications heavily to each role and applied to around three suitable roles a day, versus 25 roles with the same generic résumé.

I saw a slight increase in responses after switching my strategy, but still nothing came through.

I went into my retirement account, which had about $10,000, and I withdrew the entire amount as a safety net for myself. I was also receiving about $500 a week in unemployment benefits until May.

In July, I was flat broke with nothing coming in and nothing to fall back on. That got rough. I realized that I needed any job as soon as possible and couldn't focus on my search on a full-time role anymore.

I got a job as a cashier at a local market in Brooklyn. A week later, I added a job as a host at a bar, which I still host at. Those two combined brought me back to being able to make it through the months financially. But I was feeling very negative internally and trying not to show it.

Through attending therapy and dedicating time to working on freelance gigs and mock projects to boost my portfolio, I realized my old role hadn't been the right fit for me and didn't reflect my worth.

Having so many people pray for me, check in, encourage, and uplift me made me realize that I'm loved and worthy of love. It made me feel less alone during one of the most critical periods of my life.

Through some of those really hard moments, when I didn't know how I would make rent or afford food, I'd think of the positives that came with this newfound free time. I was able to see my best friend of 17 years give birth to her first baby. My relationship with my father has grown immensely, which has been incredible.

It was really beautiful to form stronger bonds with those people, as well as gain a deeper understanding of who I am and what I need.

A friend that I used to work with messaged me one day and asked if I was still looking for a job because she knew someone leaving their role, and she thought I would be a great fit.

I immediately applied, and then I didn't hear from them for a couple of weeks. I went through the interview process, which was pretty long. However, I got the call in October that I had landed the job.

I couldn't even let her finish her statement before I started sobbing. It just felt like that chapter of my life was finally closed. It was everything I had been hoping, praying, and fighting for over the last year.

I've learned a great deal about myself and my priorities. When I lost my job, I was feeling so bad about myself because my identity was tied to my work performance in many ways.

I realized that I always wanted to bring my best self to a role, but I never want to lose myself in it again. That's something I'll take with me as I continue to move forward in life.

To anyone newly unemployed: Take it one day at a time. Use this time to figure out what truly makes you happy. Do what you need to do to ensure that your bills are paid and all the necessary things are taken care of, but let the people who love you be there for you. more

Vronwyn Su


Career development 1w
Yesterday I went to an interview for a junior economist position. They offered me to work for a month or two for free like an internship, and then, if a vacancy opens up, they might hire me.
Is this some kind of scam? The company seems respectable, but I don’t understand why they’re holding interviews if there isn’t an actual job available.
Would you agree to something like that?

11   

  • Steward Tony Pacheco

    1d

    You Should Have Gotten A Call From HR Or The Interviewing Manager With An Offer. Then If You Accept The Terms Of The Offer, A Start Date Could Be... Acknowledged By Both Sides. This Is “The Basics” That Can Be Done.

    How Does A Sales Manager Close A Deal Or Hire Without Proper Procedure?     more

  • Arikoj Jennifer

    2d

    If you are not busy take it up ,gain experience i was once offered such an opportunity i took it up and was hired a few months along the way.

    1
Load more...

Career development

 1d

The Future of Talent Is Inclusive: How Small Businesses Can Tap Untapped Potential Through Skills-Based Hiring - Young Upstarts


by Tracey Pennywell, co-founder and CEO of HBCU Heroes

Across the globe, small businesses are facing a common challenge: finding skilled talent in a rapidly changing workforce. Technology is advancing quickly, traditional degrees aren't keeping up, and hiring competition is intense. Yet many entrepreneurs overlook an abundant source of ready, capable talent -- individuals who gained skills... through nontraditional pathways, including Historically Black Colleges and Universities (HBCUs) in the United States, polytechnics in Singapore, apprenticeship programs in the United Kingdom, and skilling institutes across India.

Skills-based hiring -- evaluating candidates on what they can do rather than where they studied -- offers a powerful solution. It expands access, increases diversity of thought, and helps small businesses build agile, future-ready teams.

And entrepreneurs are uniquely positioned to lead this shift.

Why Traditional Hiring Methods Hold Businesses Back

For years, pedigree-based hiring dominated company culture. Employers filtered candidates based on elite degrees, specific previous titles, or tightly networked referrals. Today, that approach is increasingly ineffective.

1. Degrees Don't Always Reflect Modern Skills.

Fast-moving fields like AI, cybersecurity, design, digital marketing, and analytics evolve far faster than traditional academic cycles. Many strong performers gain their skills through self-study, microcredentials, bootcamps, or hands-on experience rather than traditional degrees.

2. Pedigree Filters Reduce the Talent Pool.

Rigid degree requirements often exclude capable talent -- including many first-generation students and international learners who come through nontraditional education systems.

3. Small Businesses Need Adaptability Above All.

Startups and small teams benefit most from employees who can learn quickly, solve problems creatively, and wear multiple hats. These qualities don't always show up on traditional résumés.

If finding talent feels difficult, the problem may not be scarcity -- it may be a narrow hiring lens.

Why Skills-First Hiring Fuels Innovation

Companies that embrace skills-based hiring gain clear advantages.

1. Diverse Experiences Spark Better Ideas.

Teams that include graduates from HBCUs, Singaporean polytechnics, UK apprenticeships, and Indian skilling programs bring broader perspectives. Global research shows diverse teams consistently outperform homogeneous ones in creativity and problem-solving.

2. Practical Skills Reduce Ramp-Up Time.

Candidates who've demonstrated real-world capability often reach competency faster than those hired based primarily on academic pedigree.

3. Retention Strengthens.

Workers from nontraditional pathways often bring resilience, loyalty, and eagerness to grow -- traits invaluable to small businesses.

4. Untapped Talent Becomes Visible.

Gen Z, one of the most diverse and entrepreneurial generations worldwide, is redefining what "qualified" looks like. Skills-first processes allow employers to notice talent that traditional filters miss.

A Simple Blueprint for Small Businesses to Hire Inclusively

Even without HR teams or large budgets, entrepreneurs can adopt practical, skills-based hiring methods.

1. Write Job Descriptions Centered on Skills.

Replace degree or pedigree requirements with clear capability statements:

* "Able to manage and analyze social media campaigns."

* "Comfortable learning digital tools quickly."

* "Capable of solving customer challenges and documenting solutions."

This opens the door to diverse global talent.

2. Use Skill Tests Early.

Short practical tasks -- a micro-project, writing sample, problem scenario, or coding exercise -- reveal competence more accurately than résumés.

3. Broaden Your Recruiting Channels.

To build a more inclusive pipeline, look beyond traditional sources. Explore:

* Polytechnics and vocational schools

* Apprenticeship programs

* Online bootcamps and microlearning platforms

* Community colleges and technical institutes

* Student innovation labs

* Nonprofit and workforce-development partners

These pathways consistently produce creative, adaptable talent.

4. Interview for Learning Agility.

Questions that assess curiosity and growth mindset include:

* "Tell me about a skill you taught yourself."

* "Describe a time you solved a problem without formal training."

* "What new skill have you developed recently?"

Learning capacity is the most important predictor of success in fast-moving small businesses.

5. Support Continuous Upskilling.

You don't need a large budget to create a learning culture. Simple approaches include:

* Peer skill-sharing sessions

* Free online courses

* Rotational assignments

* Monthly "teach-back" presentations

* Corporate volunteering opportunities

Upskilling boosts morale, retention, and innovation.

Looking Ahead: Inclusive Hiring Is the Future of Work

Across every region, businesses are recognizing that talent is defined not by a diploma but by capability, determination, and continuous learning. Skills-based hiring allows entrepreneurs to access a wider, richer talent pool -- including individuals trained through nontraditional and globally diverse pathways.

Small businesses that embrace this shift won't just fill roles. They'll fuel innovation, strengthen communities, and build a workforce ready for the future.

Tracey Pennywell is the co-founder and CEO of HBCU Heroes, a national nonprofit transforming corporate volunteerism into measurable inclusion. A career coach, author, and entrepreneur with more than 25 years of experience, she partners with Fortune 500 companies to mentor and recruit diverse early-career talent through the HBCU Heroes Job & Mentorship Portal. Beyond the nonprofit, Tracey leads KAN Upskill, a career-readiness consultancy, and has authored two books on leadership and financial empowerment. more

Career development

 1d

Payroll Admin Skills-Based Resume


I want to give my current résumé a complete refresh so it presents me as a modern, results-driven Payroll Administrator. The goal is to shift the document from a traditional, job-by-job chronology to a skills-based format that quickly tells hiring managers I can handle everything a payroll desk throws at me. What I'll supply * My existing résumé in Word and PDF * Any extra employment details or... metrics you need once we get started What I need back * A clean, ATS-friendly résumé in both Word and PDF, reorganised around core payroll competencies rather than dates alone * A concise professional summary that positions me squarely for Payroll Administrator roles * Bullet points rewritten to spotlight measurable results, streamlined processes, accuracy, and compliance expertise * Contemporary formatting: balanced white space, clear section headings, modern fonts -- nothing overly graphic that might trip scanning software I'm happy to answer clarifying questions about achievements, software tools I use, or metrics you'd like to weave in. Once we're aligned, I'd like a first draft within three business days and one revision round to fine-tune the tone and layout. more