Jamie Bowen


Career development 3d
I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

 more
3   

  • ChrysalisHR HR

    9h

    Review your entire recruitment process to ensure your selection is not dependent on only a CV, references and an interview. Assess for motivation,... personality, ability, competencies etc. Secondly, conduct an objective assessment of this employee's performance including behavior. By objective, I mean consider everything and not a simple focus on his recent outbursts. He has proved he could do the job from your own account so something has happened to change that either voluntarily or involuntarily. Do you part and apply policy. I hope you have policies and procedures to guide and ensure your remain objective and compliant. All the best.  more

  • ChrysalisHR HR

    9h

    Review your entire recruitment process to ensure your selection is not dependent on only a CV, references and an interview. Assess for motivation,... personality, ability, competencies etc. Secondly, conduct an objective assessment of this employee's performance including behavior. By objective, I mean consider everything and not a simple focus on his recent outbursts. He has proved he could do the job from your own account so something has happened to change that either voluntarily or involuntarily. Do you part and apply policy. I hope you have policies and procedures to guide and ensure your remain objective and compliant. All the best.  more

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Anonymous member


Career development 1d
My CEO complains about upward delegation, yet she wants to be consulted on any matter, including being copied on any email I write. If you dont consult her and act within your profession, she feels that you have bypassed. If you escalate the matter to her, she feels upward delegation. This is draining me...how do i handle such,i have sat with her before and explained that close supervision... affects my work yet it hasnt stopped. Help please. more
3   

  • Lucas Mwago

    3h

    There is a difference between upward delegating, seeking guidance and informing. Informing is critical in creation of a positive and health work... environment. A CEO must be informed of all communication emanating from the organization. All communication with policy or operational effect must be brought to the attention of the leadership prior to dispatch. This way, the leadership is kept informed and creates room for seiving the message to confirm to company policy and operational philosophy or culture. Delighting upward on the other hand, borders insurbordination. You are literary passing your work to be done by your seniors. This is a direct breach of protocol. It should not be confused with communication and the verification requirement, which is a standard screening procedure. more

    1

  • Sport-Aid Development Trust Zambia

    9h

    The CEO is supposed to be on yop of all things and Knowing all that pertains to the organization. Communication is the blood line of the... organization.

    If you do not comply with your CEO 8ts insurbodination.

    Do you have a communication strategy or policy and what does it say regarding the current situation?

    From my experience, once an employee leaves the organization most of the time he or she leaves with critical information. Therefore to avoid such occurrence its either you copy supervisor or use the organization emails and not your personal email to communicate organisation correspondence.

    if all this is not possible, maybe you are a problem      more

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Anonymous member


Career development 4d
Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.
2   

  • idowu vicky

    5h

    A nonchalant customer isn’t necessarily rude—they’re just indifferent, distracted, or not fully convinced yet. The worst thing you can do is match... their energy or push too hard. The goal is to stay calm, guide the conversation, and gently pull them in. more

  • Edward Sackey

    2d

    Remember that these actions will cost you money.

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Helen Konrad


Career development 18h
What would you choose - a more stable salaried job with lower pay or an hourly job with a higher rate? I’m really worried and can’t decide to switch to hourly, even though I really need the money. What if my hours get cut or they stop needing my services?
Please give me some advice. Thank you

  • J M

    16h

    If employer doesn't need your services your departure is written on the wall. No matter if your salary or hourly. If your hourly in a union... environment termination has a process that is under the guidance of a contract. Ask yourself, do I like working here and why if you do and why not if you don't. This question will answer the how I get paid and how important it is. Best of luck to you. more

Career development

 20h

The Duolingo Taxi Test Could Being Rude To The Driver Cost You Your Dream Job?


The idea behind the recruitment approach is that if someone is rude to a taxi driver, they might be rude at work - especially to those who are junior to them. In the Duolingo case, the candidate ticked lots of boxes for the role. But when the company heard how they treated the driver, the candidate wasn't offered the job.

This resonates with research that found that people will work hard to make... a good impression in a job interview and that these efforts can mask what they are genuinely like.

After all, most people can avoid being rude in a one-off, high-stakes situation. But being friendly at all times can probably only be achieved by those who are genuinely warm people. By assessing people when they are not aware they are being monitored, Duolingo hoped to filter out the truly friendly from those who work hard to fake it.

Duolingo is not the first company to come up with the idea of looking at candidates' behaviour outside the interview room. Companies look at prospective employees' social media for exactly the same reason. People might reveal more of their true selves on social media when they don't know they are being watched by potential employers.

Read more: Putting your CV together? Complete honesty might not be the best policy

But from the candidate's perspective, there are several issues with Duolingo's taxi driver test. First, it may not be ethical to use behaviour to make a hiring decision that is outside of the candidate's consent.

Second, it is unclear what a taxi driver is evaluating when they judge a passenger's behaviour. Maybe someone is nervous about the interview or is stressed because getting to the interview on time on top of their other responsibilities made them rush. Under these circumstances, candidates might seem less friendly than they otherwise would be.

Other candidates might prefer to quietly review their interview notes instead of chatting with the driver. Again, this does not signal a rude person - maybe just an introverted one.Fake only goes so far

But still, are behaviour tests like these a good idea in principle for a hiring manager?

Research suggests that Duolingo might be going overboard in its efforts to detect those who are faking being friendly to make a good impression. Although people have been shown to use a variety of strategies to impress in job interviews and beyond (flattery or "humblebragging", for example), my research has found that many of these tactics are not particularly effective.

This is because people can generally see through insincere efforts to make a good impression. For example, people often forget that in job interviews, discussing their hard work will make them relatable and increase their job prospects. This is because people like to discuss their talents and achievements to make themselves seem competent, but they forget that success usually comes from hard work as well. Discussing it actually makes their success stories seem more sincere and relatable.

And the same is true for thanking others and asking the interviewer questions. If a candidate mainly brags about themselves and treats the conversation as a one-way street, no taxi driver test is needed to identify them as a poor candidate.

People are generally not savvy self-presenters who can fake a good impression consistently. A regular job interview with an experienced hiring manager who can ask about the skills they would bring to the organisation should be enough to identify those who just fake being friendly.

As clever as the taxi driver test sounds, a coffee and a chat with the candidate can probably reveal more crucial information to make sure the right person is hired. more

Ronan Lenoble


Career development 2d
Can you give me some advice? My boss comes to me many times a day and keeps asking if I’ll finish my tasks on time. I always say yes as I’ve never missed a deadline. But his questions distract me and make me stressed.
I tried telling him he doesn’t need to check on me so much, but it didn’t help. How can I politely ask him to stop?

  • Bartholomew Heyns

    20h

    So if I may ask what the problem 🤔 actually so tht I can help u

  • Ravi Choudhry

    1d

    Whenever he comes, you just have to ask him questions about the other work and work data or anything, so he is busy doing such things

    1
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Career development

 22h

A Structured Approach to Modern Career Development


In today's fast-changing job market, career progression is no longer a straightforward path based solely on experience or qualifications. With the rise of automated recruitment systems, remote work competition, and constantly evolving skill requirements, professionals are expected to present themselves strategically, not just competently. This shift has made structured career guidance increasingly... important for anyone looking to advance, switch roles, or re-enter the workforce.

Career coaching has emerged as one of the most effective tools for navigating this complexity. It helps professionals clarify direction, strengthen positioning, and develop a more intentional approach to job searching and long-term career development. For those exploring more structured support in this area, integrated career coaching solutions can help align professional experience with modern hiring expectations by bringing together strategy, positioning, and job search preparation into a cohesive framework.

Why Career Development Has Become More Complex

The modern hiring ecosystem is shaped by technology and data-driven decision-making. Applicant Tracking Systems (ATS) filter applications before they ever reach a human recruiter, and job postings often receive hundreds of applications within days.

Research consistently shows that:

* Over 70-75% of resumes are rejected by ATS filters

* Recruiters typically spend less than 10 seconds reviewing a resume

* A single job opening can attract 200-300 applicants on average

In this environment, even highly skilled professionals can struggle to gain visibility if their career materials and strategy are not aligned with current hiring expectations. This makes structured guidance increasingly relevant, not as an optional support tool, but as part of a modern career strategy.

What Effective Career Coaching Focuses On

Career coaching is not just about improving a resume or preparing for interviews. It is a structured process designed to align a professional's experience, goals, and positioning with market realities.

1. Career Direction and Clarity

Many professionals reach a point where they feel stuck, uncertain whether to continue in their current role or shift into a new direction. Career coaching begins by evaluating:

* Strengths and transferable skills

* Long-term professional goals

* Industry trends and demand

* Viable career pathways

This helps eliminate guesswork and replaces it with a clear, actionable direction.

2. Structured Career Support in Practice

In recent years, many professionals have shifted away from fragmented job search advice toward more integrated, structured support systems that combine multiple aspects of career development. This reflects a broader understanding that successful career progression depends not only on individual elements like a resume or interview skills, but on how all components work together as a cohesive strategy.

A good example of this integrated approach can be seen in career coaching at Resumeble, where career development is treated as a unified process rather than isolated tasks. Instead of focusing on a single area, it brings together resume positioning, career direction refinement, interview preparation, and job search strategy into one structured framework.

This type of support is particularly valuable in today's hiring environment, where automated screening systems, competitive applicant pools, and rapidly changing job requirements make it increasingly difficult for candidates to rely on traditional, unstructured job search methods. By aligning personal experience with market expectations in a more intentional way, professionals are better equipped to navigate the modern recruitment landscape and improve their overall outcomes.

3. Resume Optimization for Modern Recruitment Systems

A resume today is not just a document, it is a data file processed by automated systems. Without proper structure, even strong qualifications can be filtered out.

Effective optimization typically includes:

* ATS-friendly formatting

* Strategic keyword integration

* Clear achievement-based bullet points

* Industry-specific tailoring

This ensures that a candidate is not only qualified but also visible to recruiters.

4. Professional Positioning and Market Alignment

One of the most overlooked aspects of career growth is how a professional is perceived in the job market. Two candidates with identical experience can have very different outcomes depending on how they position themselves.

Career coaching helps refine:

* Personal branding and professional narrative

* Resume structure and achievement presentation

* Keyword alignment for ATS systems

* Industry-specific expectations

Studies show that resumes highlighting measurable achievements (such as percentages, revenue impact, or efficiency gains) can significantly increase interview response rates.

5. Interview Preparation and Communication Strategy

Even when candidates reach the interview stage, many struggle with structuring their responses or presenting their experience confidently.

Career coaching often focuses on:

* Behavioral interview frameworks (such as STAR method)

* Storytelling techniques for professional experience

* Mock interviews and feedback

* Salary negotiation preparation

This stage is critical because interview performance directly determines hiring success, regardless of qualifications.

6. Job Search Strategy and Efficiency

A common mistake among job seekers is applying broadly without strategy. This often leads to burnout and low response rates.

A structured approach helps professionals:

* Identify the right roles and companies

* Focus on high-probability applications

* Improve networking effectiveness

* Track and refine application performance

This shifts the job search from reactive to strategic.

The Real Impact of Career Coaching

Career coaching delivers measurable improvements in both outcomes and confidence. While results vary by individual, common benefits include:

* Faster job placement timelines (often reduced by several weeks or months)

* Increased interview callback rates

* Improved salary negotiation outcomes

* Greater clarity in long-term career direction

Even small improvements, such as a 10-15% increase in interview response rate can significantly impact career momentum over time.

Psychological Barriers in Career Growth

Career challenges are not always technical. Many professionals face internal barriers such as:

* Lack of confidence in self-presentation

* Difficulty articulating achievements

* Fear of career change or transition

* Uncertainty about market value

Career coaching addresses these psychological factors alongside technical improvements, helping individuals present themselves with greater clarity and confidence.

Who Benefits Most from Career Coaching

Career coaching is relevant across multiple career stages and industries. It is particularly valuable for:

* Professionals seeking promotions or leadership roles

* Individuals transitioning between industries

* Job seekers re-entering the workforce

* Recent graduates entering competitive markets

* Remote workers competing in global job pools

In all cases, the goal is the same: to improve clarity, positioning, and outcomes.

Final Thoughts

The modern job market rewards clarity, strategy, and positioning as much as experience. With increasing competition and automated screening systems, professionals can no longer rely on traditional job search methods alone.

Career coaching provides a structured way to navigate this environment, helping individuals make informed decisions, present themselves effectively, and pursue opportunities with confidence.

In a landscape where small advantages can significantly influence outcomes, having a clear career strategy is no longer optional -- it is a key factor in long-term professional success. more

Career development

 22h

5 Best AI Resume Builders to Beat ATS Filters in 2026


This post was paid for by an advertiser. The Herald-Dispatch newsroom was not involved in its creation.

You hit "submit" and your résumé vanishes. Today, roughly 98 percent of large employers route applications through an Applicant Tracking System, and about three-quarters of résumés are filtered out before a human sees them. Picking the right AI builder is the difference between the interview... pile and the trash.

We spent the past quarter hands-testing 15 platforms, scanning each output through Jobscan and a sandboxed Greenhouse ATS, then scoring six weighted criteria: ATS compatibility, AI content quality, ease of use, template design, value, and support. Five tools stood out.

Snapshot: The Top Builders at a Glance

Builder

Best For

Starting Price

Enhancv

Design-forward résumés that still parse cleanly

Free trial, ≈ $17/mo

Rezi

Pure keyword victory

Free 1 résumé, Pro $29/mo

Kickresume

Instant first draft

Free basic, AI at ≈ $8/mo

Jobscan

Fine-tuning an existing CV

5 free scans, Premium $49.95/mo

Teal

High-volume applications on a budget

Free core, Pro $29/mo

1. Enhancv -- Best Overall for ATS-Friendly Design

More than 15 million job seekers have built résumés with https://enhancv.com, proof that design flair and ATS compliance can coexist. We opened its editor, picked a two-column layout, and pasted a career summary. The built-in ATS checker flagged a stray text box that Greenhouse would miss and offered a one-click fix. Enhancv's 2026 benchmark on Indeed's ATS showed templates averaging 96.7 percent parse accuracy, higher than Google Docs, MS Office, or Canva.

The interface feels like Canva built for recruiters. Drag a section, add a color accent, or turn off a skill bar -- each change updates a live compatibility score. After importing a LinkedIn profile and refining bullet metrics with the AI assistant, we reached a 92 percent Jobscan score in under 15 minutes. Click any bullet and Enhancv proposes stronger verbs or measurable outcomes, offering three concise rewrites rather than walls of generic text.

The free tier lets you build without limits, but exported PDFs carry a watermark; removing it costs about $17 a month quarterly. For roles where design polish matters, the fee delivers a résumé worth attaching.

2. Rezi -- Best for Targeting ATS Keywords

Rezi is a controlled workbench for résumé experiments. Paste a job description and the platform highlights missing keywords and shows how often top applicants use them. An unedited project-manager résumé scored 61 on Rezi's 100-point scale; after we added "stakeholder communication" and quantified two achievements, it reached 88. Templates stay deliberately plain, suiting finance, government, and enterprise-tech roles. Pro is $29 a month, with a lifetime license at $149.

3. Kickresume -- Fastest Draft from a Blank Page

Enter a job title, hit Generate, and GPT-4 produces a résumé skeleton in under 60 seconds. The editor then flags weak verbs, missing metrics, and fluff, raising the score in real time. More than 50 templates parse cleanly if you skip optional photo slots, and mobile apps let you rewrite a bullet on the train. AI features unlock at ≈ $8 per month billed annually.

4. Jobscan -- Best for Squeezing Every Last Percentage Point

Jobscan is an X-ray, not a builder. Paste your résumé and a target posting; seconds later you get a match score, hard- and soft-skill gaps, and overused buzzwords. A marketing résumé we tested scored 54 percent for a SaaS growth role; two Power Edit revisions lifted it to 85 percent. Premium is $49.95 per month, with five free scans included.

5. Teal -- Best Free Hub for High-Volume Applicants

Teal's Kanban tracker places every saved posting next to a customized résumé version and a running match score. Import a LinkedIn profile, toggle sections, and use about 10 free AI bullet generations each week. Templates are plain on purpose, but for anyone blitz-applying on a budget, Teal delivers focused organization and job-ready résumés for free.

The Bottom Line

Enhancv wins overall for 2026 because it treats design and parsing as one problem. Rezi is the pick if you live or die by keyword match; Kickresume if deadlines loom; Jobscan if your draft keeps stalling; Teal if you are applying at volume on a budget. more

Career development

 23h

High-Volume Tech Application Assistant


I need a reliable, detail-oriented virtual assistant who can submit 100-150 tailored applications every single day for fully remote roles in the technology sector. You'll work mainly through Indeed, Glassdoor, WeWorkRemotely, FlexJobs, and direct company websites, but you're free to expand to any other reputable board that fits my profile. I'll share my résumé, a customizable cover-letter... template, and a master Google Sheet tracker so you always have the latest information at hand. Because I'm not dictating a fixed target list, you'll select suitable jobs yourself, keeping the focus on software-related, product, and other tech-driven positions that match the experience outlined in my documents. Accuracy matters more than speed, yet I still expect the agreed daily volume without rushed copy-paste errors or duplicated submissions. Each evening, please drop a concise update in the tracker so I can review: * company name * job title * platform used * direct application link Deliverables (per day) * 100-150 completed applications, fully submitted * Same-day log in the shared tracker * Zero missed fields, duplicated roles, or expired postings Payment is set at $0.10 per successful application, released once the daily log is verified. To show you've read everything, begin your bid with exactly: "I read your project and I can search job market platform like Glassdoor from google and I can 100-150 completed applications per day". If you're confident you can hit these numbers consistently while preserving quality, let's get started. more

Career development

 23h

AI in journalism: Live tracker of scandals and mistakes


Round-up of the main cases where AI use in journalism has gone wrong.

AI is being widely used in journalism and can lead to reputation-killing scandals and mistakes if not monitored closely. Here Press Gazette rounds up some of the main examples of where AI has gone wrong.

The Mississippi Free Press has admitted to being the latest news outlet caught out by publishing an AI column written by a... fake author.

The non-profit outlet said the journalist did not seem suspicious until they submitted an invoice that did not match their name.

This was the same way that purported freelance journalist Margaux Blanchard was caught out by Wired last year.

There have been numerous similar cases of AI work mistakenly published by major news outlets in the past year as the technology grows more sophisticated. Sometimes the 'journalists' are caught out pre-publication.

There have also been examples of real writers getting caught out using AI in unsanctioned ways. Australian news website Crikey took down a series of articles because a writer had used ChatGPT in the editing process against its strict AI policy.

In this new page, Press Gazette will keep track of such incidents to help publishers to learn from these mistakes. Last updated: April 2026

If you spot anything that we have missed, please email charlotte.tobitt@pressgazette.co.uk.

Skip to:

Read more in-depth analysis of AI and journalism with a Press Gazette subscription.

The Mississippi Free Press has announced it discovered an opinion column published on 7 April was written using AI and "the 'author' was not who they claimed to be".

The column was headlined: "The gig economy is affecting our communities."

The page remains live but the text of the article has been removed and replaced with an editor's note stating: "This column did not meet MFP's standards and has been removed."

Kevin Edwards, editor of the Voices opinion section, told readers the author has been "purged from our system" and admitted "the mistake was mine".

He explained: "The AI column submitted by this author didn't seem out of the ordinary. In fact, it wasn't until they submitted an invoice that didn't match their name that I grew suspicious. Not of the column itself, but of the author. Was this person who they claimed to be?

It turns out that, no, they weren't. I looked back at our email correspondence and checked out the various social media links they had provided in their email signature. All were dead or nonexistent.

"I searched their name with a company listed on their résumé and found an editor who had already gone through the same song-and-dance with the writer, though he figured out the ruse before he published a fake article. On closer inspection, it turns out that the headshot the writer sent us for his bio picture was also generated with AI."

Edwards added that other columns he had recently been sent from new authors also came "from fake authors with other names that all appeared to come from outside the country. Thankfully, we didn't publish any of those."

He said he has pulled three columns planned for future publication "because I noticed similar signs".

Edwards continued: "It's unfortunate that I have to treat new writers with this level of suspicion, but that is the world we live in and the adjustment I will make. It's easy to suggest just throwing a column in an AI detector, but AI detectors aren't very reliable."

The MFP, he said, is now working on a formal AI policy that will be made public and is organising AI training for staff so they can better spot it when it has been used.

The New York Times has ended its relationship with a freelance journalist who admitted to using AI to help write a book review.

A reader got in touch with the NYT to suggest a January review of "Watching Over Her" by Jean-Baptiste Andrea included "language and details similar" to an earlier review of the same book in The Guardian.

An editor's note added to the top of the NYT review now states: "We spoke to the author of this piece, a freelancer reviewer, who told us he used an AI tool that incorporated material from the Guardian review into his draft, which he failed to identify and remove.

"His reliance on AI and his use of unattributed work by another writer are a clear violation of The Times's standards. The reviewer said he had not used AI in his previous reviews for The Times, and we have found no issues in those pieces."

Alex Preston, the journalist involved, told The Guardian: "I made a serious mistake in using an AI tool on a draft review I had written, and I failed to identify and remove overlapping language from another review that the AI dropped in.

"I am hugely embarrassed by what happened and truly sorry. I took responsibility immediately and apologised to the New York Times, and I also want to apologise to [Guardian review writer] Christobel Kent and to the Guardian."

Australian news website Crikey has taken down an article after discovering AI had been used against its editorial guidelines.

The article about "using ethical influence to create change" was bylined to Jo Tarnawsky, formerly chief of staff to Australia's deputy prime minister.

Three earlier articles in the same series, all published in February and March by the same author, were also removed.

Concerns were first raised by AI professor Toby Walsh who said on Linkedin: "It would have been ethical to have declared that AI wrote much of this article. Shame on you, @crikey_news."

Crikey editor-in-chief Sophie Black said the next day: "Yesterday, we published an article by a contributor who later confirmed they used AI in some aspects of its production.

"This goes against our editorial policies."

Black reported that Tarnawsky said she had used ChatGPT in the production of the article, not to write it but to "sense check... proofread it, spell check, ask for alternative subheadings and in some cases, ask for better phrasings.

"Our editorial guidelines prohibit the use of AI, which is why we've taken the stories down."

Black said Crikey did not send Tarnawsky a link to its editorial guidelines before the article was submitted, which it should have done.

"We need to be clearer with new contributors about these expectations, including where AI is used in a limited capacity. We need to have better fallback measures so that we can catch issues like this before the story is published."

An article by Tarnawsky about the security partnership between the UK, US and Australia for The Saturday Paper published in February now has a note at the bottom that states: "The author of this article made limited use of ChatGPT for research and as a thesaurus. Schwartz Media does not allow usage of AI to produce its journalism."

A network of prominent gaming sites has fired multiple human staff in recent days and misleadingly replaced them with AI writers, complete with fake pics and biogs.

UK-based The Escapist, Videogamer and Esports Insider were taken over by SEO agency Clickout Media in recent months, with up to 20 staff believed to have been fired.

The sites then began to be loaded with AI-written stories about casinos. Read the full Press Gazette story here.

Articles by a freelance journalist called Victoria Goldiee were taken down by four publications after an investigation by The Local Toronto.

The Local's executive editor Nicholas Hune-Brown looked into Goldiee after he commissioned a pitch from her about "membership medicine" and then became suspicious about whether she was actually in Toronto, due to the geographical spread of publications she said she had written for, and the fact she claimed to have done several interviews for the piece already.

He could not find any trace of Goldiee among the Canadian publications she claimed to have written for and a doctor she claimed to have interviewed said they had not spoken.

Hune-Brown then realised Goldiee's email response to his questions and her original pitch had "rote phrasing... all the hallmarks of an AI-generated piece of writing". He contacted people quoted in previous pieces she had published who denied having spoken to Goldiee. He later spoke to her on the phone and "suspected [she] was lying to me with each and every response".

Hune-Brown said he believes the author is from or still lives in Nigeria, possibly explaining an economic reason for the deception.

An article with Goldiee's byline on The Guardian published a month before The Local's investigation has been "removed for editorial standards reasons". The piece was a first-person essay about how music is shared around the UK, which said: "The future of our music is not written by algorithm."

Hune-Brown said: "It was a good ChatGPT piece. It was impressive, and I could see why anyone would be fooled by it. I could see why they would enjoy it. But it has no value to me if it's not created by a person."

A 2024 article about climate change memes by Goldiee was also taken down from non-profit outlet Outrider, which stated: "Upon review, this article did not meet Outrider's editorial standards and it has been removed. We regret the error." A professor quoted in the story told Hune-Brown she had "not spoken with any reporter about that piece of research".

An article was also removed by architecture title Dwell, which said: "An investigation concluded that the article, 'How to Turn Your Home's Neglected Corners Into Design Gold,' did not meet Dwell's editorial standards, and as such, we've retracted it. Our apologies to our readers and the sources previously cited within."

The Journal of the Law Society of Scotland had published an article by Goldiee as part of a series about the future of law on Scotland's high streets in September.

The article was removed on 31 October and editor Joshua King said the article contained quotes that were "disputed and otherwise problematic".

"On the balance of the evidence available, it is now my belief these quotations were falsely attributed to the interviewees and are likely to be fabricated. This is in breach of our editorial guidelines and the author's contractual obligations.

"As editor and on behalf of the Journal, I wholeheartedly apologise for what has happened. I hold myself, the Journal and all our contributors to the highest editorial standards and on this occasion we have fallen well below those standards.

"This is professionally embarrassing and this apology is an article I am disappointed I have to publish when we should be discussing and celebrating all that is happening in this great profession."

King said he had also contacted those who were quoted in the piece directly to "offer my sincere apologies and to confirm that we are urgently reviewing our editorial processes to ensure this does not happen again".

Business Insider removed 38 essays in total after Press Gazette reporting on Margaux Blanchard prompted a wider investigation of its output (see below).

Editor-in-chief Jamie Heller told staff in a memo: "We recently learned that a freelance contributor misrepresented their identity in two first-person essays written for Business Insider. As soon as this came to light, we took down the essays and began an investigation.

"As part of this process, we've removed additional first-person essays from the site due to concerns about the authors' identity or veracity. No news articles or videos were found to have this issue.

"We've bolstered our verification protocols to help prevent anything like this from happening again. We care deeply about the integrity of our work, and we will always do what it takes to make things right."

The Washington Post reported that the author pages of 19 individuals had been removed and replaced with editor's notes.

Wired and Business Insider were among several UK and US online publications that removed articles written by freelance journalist 'Margaux Blanchard' after concerns they were likely AI-generated works of fiction.

Press Gazette revealed Blanchard's pattern of behaviour after being alerted to the author by Dispatch editor Jacob Furedi who had received a suspicious freelance pitch.

Most of the published stories bylined to Blanchard contained case studies of named people whose details Press Gazette was unable to verify online, casting doubt on whether any of the quotes or facts contained in the articles are real.

Wired took down its story soon after publication in May 2025 after receiving an unusual request for payment from Blanchard.

It later said that a "closer look at the details of the story... made it clear to us that the story had been an AI fabrication."

It added that the story "did not go through a proper fact-check process or get a top edit from a more senior editor. First-time contributors to Wired should generally get both, and editors should always have full confidence that writers are who they say they are."

After Press Gazette began looking at Blanchard's published articles and spotted elements that did not appear to exist, articles by Blanchard were removed by titles including Business Insider, SFGate and art and culture title Cone Magazine.

Toronto politics and culture print magazine The Grind delayed its food-themed issue in June after greenlighting several article pitches they later realised were "AI slop".

Editors Fernando Arce and Saima Desai first became suspicious after realising one writer that had written about two immigrant-run Toronto restaurants with direct quotes and descriptions of the interiors was based outside Canada.

When challenged, the writer admitted that the "characters and places in my article are fictional composites... based on real themes" and the article was scrapped.

The editors checked the other commissioned articles and identified seven they said they "strongly suspect were written by AI.

"They all had a similar feel: too neat, too vague. We learned to read the signs: U.S. instead of Canadian spelling, double-barreled article headlines that didn't quite match the drafts, the same author writing an eloquent pitch and then awkward follow-up emails, and drafts riddled with em-dashes."

They challenged the writers on their sources and some provided fake phone numbers and addresses for people they had supposedly interviewed, as well as broken website links.

The editors said they have strengthened their processes for catching AI "garbage" including for vetting new writers, fact-checking drafts early on and using AI detection software.

A summer reading list published in both the Chicago Sun-Times and Philadelphia Inquirer contained books that do not exist.

The list was produced by syndicated content partner King Features, owned by Hearst, and used by a "handful" of US titles. A freelance journalist used an AI agent to create it.

The Chicago Sun-Times said: "It was inserted into our paper without review from our editorial team, and we presented the section without any acknowledgement that it was from a third-party organisation."

The newspaper removed the section from its e-paper edition and updated its policies so third-party licensed editorial content must comply with its editorial standards and is explicitly identified.

The Philadelphia Inquirer's editor Gabriel Escobar said using AI to produce content was a "violation of our own internal policies and a serious breach" and that they were "looking at ways to improve the vetting of content in these supplements going forward".

King Features told the Sun-Times it has "a a strict policy with our staff, cartoonists, columnists, and freelance writers against the use of AI to create content. The Heat Index summer supplement was created by a freelance content creator who used AI in its story development without disclosing the use of AI.

"We are terminating our relationship with this individual. We regret this incident and are working with the handful of publishing partners who acquired this supplement."

The journalist who created the piece, Marco Buscaglia, confirmed to The New York Times that it was partially created by AI.

He said: "It was just a really bad error on my part and I feel bad that it has affected The Sun-Times and King Features, and that they are taking the shrapnel for it."

Dozens of stories were removed or amended by leading publishers after Press Gazette revealed a trend of fake and dubious experts being widely quoted in UK and US media.

Companies selling CBD oil, sex toys, vapes and essay writing services are among those apparently seeking to game the Google algorithm to achieve higher rankings in search by using AI to associate themselves with 'expert' voices and gain links from bona-fide news outlets.

Many of the fake experts use journalist response services to answer journalist queries, with the speed with which they provide quotes suggesting they are using AI.

David Higgerson, chief content officer at Reach which is the UK's largest commercial publisher and was among those to have published experts that do not appear to be real, later said: "It is deeply upsetting and concerning when our journalists - or any journalists across the industry - are misled by people creating fake experts. It is clear that this is becoming a bigger issue, with more sophisticated efforts to mislead being deployed.

"Our readers deserve better and we will continue to tighten our controls around this and work with our newsrooms on training and protocols.

"At the same time the industry will need to work together to develop new ways to manage these growing threats."

Sports Illustrated was accused of publishing AI-written articles after several authors were discovered to have AI-generated headshots and fake names.

One product review author's photo was found for sale on a website selling AI-generated headshots. His author bio described him as someone who "spent much of his life outdoors, and is excited to guide you through his never-ending list of the best products to keep you from falling to the perils of nature".

Sports Illustrated denied that the content itself was generated by AI but Futurism, which first exposed the story, said it had spoken to two sources who said it was.

A spokesperson for Sports Illustrated publisher Arena Group told Futurism a third-party company that produced e-commerce content was to blame and that the articles had been removed.

"Today, an article was published alleging that Sports Illustrated published AI-generated articles. According to our initial investigation, this is not accurate.

"The articles in question were product reviews and were licensed content from an external, third-party company, AdVon Commerce. A number of AdVon's e-commerce articles ran on certain Arena websites. We continually monitor our partners and were in the midst of a review when these allegations were raised.

"AdVon has assured us that all of the articles in question were written and edited by humans. According to AdVon, their writers, editors, and researchers create and curate content and follow a policy that involves using both counter-plagiarism and counter-AI software on all content.

"However, we have learned that AdVon had writers use a pen or pseudo name in certain articles to protect author privacy -- actions we don't condone -- and we are removing the content while our internal investigation continues and have since ended the partnership."

The Sports Illustrated Union said staff were "horrified" by the reporting, adding: "If true, these practices violate everything we believe in about journalism."

Tech news website CNET removed articles written by AI after it had been revealed it had been quietly publishing AI-generated content for months and some errors were identified.

CNET then issued corrections on 41 out of 77 stories written with its AI tool.

Editor-in-chief Connie Guglielmo explained: "In November, one of our editorial teams, CNET Money, launched a test using an internally designed AI engine - not ChatGPT - to help editors create a set of basic explainers around financial services topics.

"We started small and published 77 short stories using the tool, about 1% of the total content published on our site during the same period. Editors generated the outlines for the stories first, then expanded, added to and edited the AI drafts before publishing. After one of the AI-assisted stories was cited, rightly, for factual errors, the CNET Money editorial team did a full audit."

Guglielmo said a "small number" of the articles needed "substantial correction" and "several" others had "minor issues such as incomplete company names, transposed numbers or language that our senior editors viewed as vague".

"We've paused and will restart using the AI tool when we feel confident the tool and our editorial processes will prevent both human and AI errors."

The byline for articles compiled by the AI engine was altered to CNET Money with an AI disclosure more clearly displayed.

Email pged@pressgazette.co.uk to point out mistakes, provide story tips or send in a letter for publication on our "Letters Page" blog more

Career development

 1d

Top 8 unhinged job application experiences


With unemployment rates on the rise, why are recruiters seemingly making it harder for people to apply for jobs?

A social media user is shining a spotlight on the realities of job hunting in 2026.

An Instagram user shared a video of himself typing on his laptop, then suddenly closing it.

"POV: You decide to just abandon the application coz [sic] they're asking for too much information," he... captioned the clip.

With the rising unemployment rate, you would think that many of his followers would have encouraged him to "hang in there".

However, most agreed and shared their own experiences applying for jobs. It should be as simple as: see a job you like, email your CV and wait for a phone call.

However, these days, there are 101 extra steps before you even get to click "send" or "apply".

Things have become so bad that it wouldn't surprise anyone if recruiters start asking for their Grade 1 report card, because, uhm, good work ethic starts from an early age.

"If the application is stressful, imagine if you get the job," one person noted.

Doing all these things for one or two job applications at a time doesn't feel like a nightmare, but after 50 applications, you are ready to pull out your hair.

Here's a look at some of the most common complaints about job applications on social media.

Many companies often ask applicants to create an account or profile on their website to streamline the process. It makes sense at first, but after creating your 10th account, it starts to feel more like a headache.

It is a tedious administrative exercise, often with no reward. Not to mention the multiple passwords you have to remember.

"Me applying for a job and they ask me to create an account. Byeeeee."

Creating an account is only the first of your admin tasks. After uploading your CV, you need to manually enter it into the provided boxes.

This can be frustrating. It also feels repetitive because you now have extra steps.

"When they ask me to fill out the work history after just uploading a resume. Oh, you got me chopped up."

"What's the point of asking for a cover letter and resume, and then you have to fill out the job application?!? No ma'am."

Social media users agree that asking for "too much information" will make them abandon the entire application. Many noted that some applications take 20 minutes or more, while others ask for information that seems unnecessary.

"And after all that, they still say the salary is 'undisclosed'."

"A lot of these jobs are actually missing out on qualified candidates because of these long, weird applications."

"One asked for my transcripts. Baby, I graduated golden yearssss ago, bye!"

"1 written prompt is pushing it, but when they ask for 3, I immediately close."

One of people's job application pet peeves usually comes at the start of an interview or application: "So, tell us about yourself."

It seems like a silly question when they have all the information readily available in your CV, but many recruiters see it as an icebreaker.

It is one of the few questions applicants prepare for the most, and it helps them feel more confident.

Recruiters also don't expect you to just list your work experience or share a mini bio; they want you to show why you are the right person for the job.

Nonetheless, social media users have had enough of the question.

"You have my resume, so what else do you wanna know? That I like long walks on the beach?"

Cover letters are a key part of the job application process. They allow you to brag about yourself and your achievements, especially the ones you could not add to your 2-page CV.

Cover letters also give you the opportunity to personalise your application and show recruiters why you think you are a good fit for the job.

However, if you are applying for multiple jobs in one sitting, cover letters start to get annoying.

"No, literally, I'm not writing a cover letter for a BS job."

Most job applications do not ask potential candidates to record a short video, but it is becoming increasingly common.

Many candidates are put off by the request, because they have to "doll themselves up" to film a video, sometimes with multiple takes.

If that is not bad enough, whoever is recording the video for you is usually beside themselves with laughter as you put on your best telephone voice.

"'Record a short video.' Okay??? Am I applying for a clown?"

"No, but like they asked me to send them a video of me answering the questions as an interview! And I was just applying for a job, I wasn't even accepted to do an interview yet."

"Bruh! Like, do you want someone competent or nah? Coz how is a video of me talking about myself and a link from my LinkedIn going to prove that I can do the work?"

"'Record a voice note or a video.' I'll rather jump off the cliff."

Some recruiters ask candidates to share links to their social media pages because, like LinkedIn, they can tell a lot.

However, many people have private social media accounts, while others don't use them at all.

"'Provide a link for your social page.' Girl, what? Byeee."

"They boil my blood when they ask for social media account, record a video or explain what's in the CV I've already submitted."

"Like, why do you need to know if I'm married? And like, why do you need to know my socials?"

After all that effort, you still get rejected, or even worse, ghosted. No, "We regret to inform you." You have been ghosted: after creating an account, filling out a 5-page application, and recording a 2-minute video.

Many recruiters don't even get to see all the submitted CVs, as they use AI and an application tracking system to automatically reject those that don't contain specific keywords and skills. Some AI tools can even rank CVs, allowing recruiters to choose the "best" of the bunch.

"The painful part is when u stick it out and finish, and less than a day u get a rejection mail." more

Career development

 1d

Best 2027 Summer Associate Programs Ranked by Vault


The latest rankings from Vault are drawing attention across the legal industry. Each year, Vault evaluates summer associate programs based on insider feedback from law firm associates. As a result, the rankings offer a detailed look into which firms deliver the best experiences for future lawyers.

Meanwhile, law students and recruiters rely heavily on these rankings. They help candidates identify... firms that invest in training, culture, and long-term career development.

Vault bases its rankings on surveys from junior associates. These respondents evaluate their firms' summer programs across several categories. For example, they assess quality of work, training opportunities, and firm culture.

Additionally, associates consider social experiences and networking opportunities. These factors often shape how summer associates perceive a firm's overall environment.

Therefore, the rankings reflect real, firsthand experiences rather than marketing claims.

Today's law students want more than prestige. They also value meaningful work and mentorship. Consequently, firms that provide hands-on experience tend to rank higher.

Furthermore, flexibility and work-life balance play a growing role. Many candidates now prioritize firms that support well-being during intense summer programs.

Top-tier firms still lead the rankings. These firms offer strong training programs and high-profile work. As a result, they remain attractive to competitive law students.

However, smaller and mid-sized firms are gaining ground. Many now provide more personalized experiences. This shift appeals to candidates seeking closer mentorship.

Firm culture continues to influence rankings significantly. Associates often highlight supportive environments and inclusive teams.

On the other hand, firms with rigid or demanding cultures may fall behind. Candidates increasingly value workplaces where they feel respected and engaged.

Therefore, culture now rivals compensation and prestige in importance.

These rankings serve as a roadmap for students entering recruitment season. They help candidates target firms aligned with their goals.

Moreover, students can compare firms beyond salary figures. This broader view leads to more informed career decisions.

Firms monitor these rankings closely. A strong placement enhances employer branding and attracts top talent.

Meanwhile, lower rankings can signal areas for improvement. Firms may adjust training programs or workplace policies as a result.

Recruiters also benefit from the data. They can better understand candidate preferences and market trends.

Additionally, rankings highlight which firms are gaining or losing appeal among associates.

Recent coverage highlights the increasingly competitive nature of these rankings. Many reports note that firms are investing more in their summer programs than ever before.

For instance, firms are expanding mentorship initiatives and offering more hands-on client work. As a result, candidates gain deeper exposure to real legal practice early in their careers.

Consequently, the competition among firms continues to intensify as each seeks to attract top law students.

For instance, many firms now offer structured mentorship and real client exposure. These improvements aim to stand out in a crowded recruitment market.

As a result, the gap between top and mid-tier programs is narrowing.

The 2027 rankings reflect broader changes in the legal industry. Candidates now expect more transparency and meaningful engagement.

Consequently, firms must adapt to remain competitive. Those that prioritize training, culture, and flexibility will likely continue to rise.

In conclusion, Vault's latest rankings do more than list top programs. They reveal what the next generation of lawyers truly values.

Ready to land your spot at a top-ranked summer associate program? Explore thousands of verified legal job opportunities on LawCrossing and take the next step toward your legal career today. more

Career development

 1d

Job Seeker Ends Interview After Recruiter Calls His Salary Expectations 'Cute'


Turning to Reddit to express his frustration, a job seeker shared that he abruptly ended his interview with a recruiter after he called the salary range he anticipated for the role "cute." Now he's worried that he may have made a mistake because of the current job market.

Every job seeker has expectations going into an interview, especially when it comes to salary. It's why the lack of... transparency in job listings is so frustrating. No one wants to waste time refining their resume and researching a company if they're basically going to be laughed out of negotiations. Sadly, the state of the economy and limited job availability have him questioning whether he might've been "overreacting" to the recruiter's response.

"I've been job hunting for months now, and after dealing with endless ghosting, you start getting genuinely desperate when an interview finally lands on your calendar. I got a call scheduled for a mid-level role at a company that seemed decent on paper," he began in his Reddit post. "I researched them, prepped my answers, logged onto the video call early, and we started chatting."

He explained that about five minutes into the call, the recruiter asked him about his salary expectations. He gave the recruiter his standard rate based on his experience and skills. He revealed that the recruiter chuckled and replied, "That's a cute number, but we prefer to hire people who are driven by the mission, not the paycheck. We expect 50-hour weeks, but the base rate is non-negotiable."

"I just sat there stunned, genuinely thinking he was testing my negotiation skills or making a weird joke. I asked if there was equity or bonuses to offset the lower base and the extra hours. He just smiled and said, 'No, just the opportunity to work with a rockstar team,'" he added.

The job seeker continued in his post, "Now I'm sitting here staring at my screen, second-guessing myself. The market is so brutal right now, maybe I should've just swallowed my pride and tried to negotiate, but I just don't have the energy to talk myself into glaring red flags anymore."

Needless to say, nearly every single person commenting on the man's post agreed that he did nothing wrong. In fact, most were outraged on his behalf. That doesn't mean that countless job seekers aren't forced into roles paying well below their value as an employee, simply because they can't afford otherwise.

A ZipRecruiter survey found that 27% of Americans starting new jobs took a pay cut from their previous position just to secure employment. The survey reported, "When facing extended unemployment, restarting income and benefits often takes priority over holding out for a higher salary."

No one would argue that having a job is better than not having a job, but if you still can't afford to pay for the basics as a full-time employee it makes you wonder if it's worth it.

With the cost of living rising, many people's paychecks don't cover the amount they need to survive. Research from Patriot Software, a payroll service, found that a whopping 44% of U.S. adults who applied for a job in the past year say they are unlikely to apply to any position that doesn't list a salary range.

Add to that the fact that 84% of job seekers believe companies intentionally hide a role's salary to reduce workers' negotiating power. Why would anyone want to waste their time applying for a job that won't pay the bills?

A 2026 J.D. Power Survey found that 65% of employed consumers are struggling to pay for necessities like groceries and rent simply because inflation is rising faster than their earnings. Basically, no one is getting cost-of-living wages. So prices on everything are going up, but earnings are barely rising or completely stagnant.

It's not really surprising that many job seekers, like this man who cut his interview short, would rather keep looking and try their luck, potentially staying unemployed longer, if it means landing a job that meets their salary expectations.

In all honesty, this job seeker did the right thing because based on the recruiter's acknowledgment of the role and demands of working at the company, it wouldn't have been a good fit in the first place. Of course that's easier said than done when faced with mounting bills and no way to pay them. more

Career development

 1d

How to improve English speaking for job interviews: Simple tips that work


No matter how much we talk about English being a foreign language and why our mother tongue deserves equal importance, the reality is that English matters in a lot of places, including job interviews.For many candidates, the fear of interviews has less to do with knowledge and more to do with language. You may have the right skills and the right answers, but when it comes to speaking in English,... confidence drops. There's hesitation, fear of making mistakes and the worry of being judged. However, interestingly, most recruiters are not looking for perfect English. They are looking for clarity, confidence and basic communication.In a competitive job market, where many candidates may have similar qualifications, the ability to speak comfortably in English often becomes an added advantage. You don't need fancy vocabulary to make a good impression. In fact, trying to use difficult words often makes you more nervous and increases the chances of mistakes. What matters more is clarity. Start by speaking simple, clear sentences about yourself such as your education, your skills, your interests, and any experience you may have. A good way to begin is by preparing answers to common interview questions like "Tell me about yourself", "Why should we hire you?", or "What are your strengths?". Write these answers down in simple English, then practise speaking them out loud. Don't try to memorise word-for-word, but focus on understanding what you want to say. You can also break your answers into small parts. For example: introduction, education, skills, and goals. This makes it easier to remember and speak without getting stuck. The more you repeat these basic answers, the more natural they will start to feel.One of the most common challenges people face is mentally translating from Hindi or any other language into English before speaking. This extra step slows you down, breaks your flow, and often makes you lose confidence mid-sentence.The goal is to train your mind to think directly in English even if the sentences are short and simple. It might feel uncomfortable at first, but that's part of the process. Start small. For example, try describing what you're doing in your head such as "I am getting ready," "I am studying," or "I will answer this question." These simple thoughts help your brain get used to forming sentences naturally.Over time, this habit reduces hesitation and helps you respond more naturally in interviews, where quick and clear communication matters the most.One of the easiest ways to improve English speaking for interviews is simply by observing how others speak. Watch mock interviews, YouTube videos, or even English news and pay attention to how people structure their answers, use pauses, and maintain clarity.A useful trick is to pause the video and repeat sentences out loud. This helps you improve pronunciation, sentence flow, and confidence. You can even mimic the tone and pace of the speaker to get comfortable with natural conversation.Over time, this habit builds familiarity with commonly used phrases and makes it easier for you to respond in a similar, structured way during your own interview.Reading and writing alone won't fix speaking issues, one has to actually speak. Make it a daily habit, even if it's just 10-15 minutes. Speak out loud, not in your head. You can talk about your day, explain a topic, or practise interview answers. Recording yourself is a simple but powerful trick. Listen back and notice where you pause, repeat words, or feel unsure. This helps you understand your weak spots and improve them gradually. Also, try to practise in real situations. Talk to friends in English, join group discussions, or even speak in front of a mirror to build confidence. Apps can help, but they can't replace real conversations.It's okay to make mistakes. Pausing, correcting yourself, or using simple words is completely fine. What matters is whether the interviewer understands you.Improving English speaking skills is not about becoming perfect, it's about becoming comfortable. With consistent practice and the right approach, confidence builds over time. more

Career development

 1d

From Resumes to Signals: How HRTech is Rebuilding Talent Discovery Systems?


For decades, hiring has centered around resumes. These documents have been used by organisations as their primary means of assessing candidates, looking at their qualifications, experience and career development. The resume became a standardised form of a candidate's professional identity, a snapshot hiring managers could scan quickly and use to make decisions. This approach provided a structured... way to filter applicants, but it was built for an era when roles were more static, career paths were linear and the pace of change in skills was relatively slow.

But the limitations of resumes have become increasingly clear in today's rapidly changing workforce. A resume by design is a frozen document that reflects a candidate's past, not the present skills or future potential. It tends to put a premium on credentials, job titles, and tenure with the company, which can be biased and fail to recognize people with non-traditional backgrounds or new skillsets. Also, resumes aren't even relevant in real-time.

They don't show how a candidate is learning, adapting or engaging with new technologies and trends. Consequently, organizations may miss out on potentially high-achieving talent simply because it doesn't fit a pre-conceived format. These shortcomings have triggered a wider discussion in HRtech around the need for better and more dynamic ways of evaluating talent.

At the same time, the rise of data-driven hiring is changing the way organizations think about talent discovery. Progress in artificial intelligence, machine learning and analytics have opened the door to talent intelligence systems that are far beyond traditional screening systems. These systems are able to process large volumes of data, recognize patterns, and provide insights that assist organizations in making better decisions.

This shift is a major milestone in the evolution of HRtech, where hiring decisions are no longer based on what candidates say, but on data that reveals their skills, behavior and potential. The idea of talent signals is central to this transformation. Unlike static resume snapshots, talent signals are dynamic metrics based on actual behaviors and engagement.

These can be performance metrics from skills assessments, activity on learning platforms, participation in projects, or even behavioral indicators of intention or readiness for new opportunities. These signals allow organizations to have a more complete and accurate picture of a candidate's abilities. This is an indication of a wider shift in HRtech, moving away from finding talent in static profiles to finding talent in constantly changing data points.

This shift is not just about technology upgrades, but a fundamental change in how organizations find and evaluate talent.

Companies are starting to use systems that give them real-time insights into a candidate's present and future potential, rather than documents that summarize the past. This means more accurate matches between roles and people, resulting in better hiring outcomes and better candidate experiences. With the evolution of HRtech, the focus will be more on detecting and understanding signals that are reflective of true ability rather than traditional proxies such as degrees or job titles.

So, the shift from resumes to signals is part of a bigger change in the hiring scene. This is an evolution towards a more dynamic, data-driven and inclusive approach to talent discovery. The use of HRtech can allow organizations to move away from static evaluation and build systems that are more aligned with the realities of the modern workforce. This evolution is redefining the meaning of talent identification, making the process more accurate, efficient and future-oriented.

Catch more HRTech Insights: HRTech Interview with Bernard Barbour, Chief Technology and Product Officer at Skillsoft

For decades, resumes have been the primary filter for hiring. They provide a standard way of evaluating candidates, but their shortcomings have become more apparent in a fast-moving, skills-based economy. The search for better and more efficient ways to identify talent has proven that resumes just don't cut it anymore. This realization has been a catalyst for innovation in HRtech, pushing the industry toward more dynamic, data-driven approaches to talent discovery.

One of the biggest immediate problems in resume-based hiring is the volume of applications organizations receive. Recruiters have to go through hundreds or even thousands of resumes for a single position. This creates a significant bottleneck that slows down the hiring process and increases the chance of missing out on qualified candidates.

Manual screening is also time-consuming and inconsistent. The same resume can be seen differently by different recruiters, and this can lead to variation in decision making. Applicant tracking systems are still often a poorly optimized process based on keyword matching and not much more. These limitations have become a major driver of HRtech evolution as organizations look for ways to streamline screening and improve accuracy.

Keywords are the currency of resume communication. But that creates a "signal vs noise" issue. "Candidates can spice up their resumes with buzzwords, whether they know what they mean or not. This results in exaggerated skill claims and generic profiles that are hard to distinguish.

This makes it hard for recruiters to find truly qualified candidates in a sea of similar-looking resumes. Keyword bias also reinforces existing patterns, favoring candidates who know how to present themselves well over those who have the right capabilities. To tackle this issue, HRtech solutions are increasingly relying on verifiable data and real-world performance indicators rather than self-reported information.

Perhaps the most important limitation of resumes is that they don't predict anything. A resume is a record of past experience, not a predictor of future performance. Job titles, years of experience and educational credentials are often proxies for ability, but they don't tell us how a candidate will perform in a new role or adapt to changing conditions.

This gap reveals a fundamental flaw in traditional hiring practices. Organizations may hire candidates with great resumes, only to discover they don't have the skills or mindset to succeed. This gap is becoming increasingly apparent and the pace of HRtech innovation is accelerating with a focus on predictive analytics and data-driven insights that can predict outcomes with greater accuracy.

Resumes only speak so much to the capabilities of a candidate. They often talk about skills and achievements but offer no proof of how those skills are used in real-life situations. This makes it difficult for recruiters to assess key attributes such as problem solving ability, adaptability and learning agility.

These traits are more important than ever in our fast-paced workplace. Organizations need people who can deal with new challenges, learn quickly and contribute in a changing role. But these qualities are not well captured in traditional resumes. This limitation has led to the development of more sophisticated HRtech solutions that try to evaluate actual skills and potential through data and analytics.

Another big drawback of hiring based on resumes is the risk of missing out on non-traditional talent. Conventional resumes may not be ideal for candidates with non-traditional career paths, such as self-taught professionals, career switchers, or those from underrepresented backgrounds, making it difficult to showcase their potential within the limited space of a conventional resume.

This creates a barrier to diversity and inclusion creating a limited access to a broader talent pool. With the changing industries and the new skills that are coming, organizations cannot afford to miss out on the eligible candidates just because they don't fit the traditional criteria. This is something the HRtech industry is becoming increasingly focused on solving, by allowing for more inclusive and equitable hiring.

Together, these challenges point to the inherent limitations of resume-based hiring. It's a reactive approach, based on static, self-reported information -- and it often results in inefficiencies, biases and missed opportunities. And in a world where skills and roles are changing rapidly, this model is becoming less and less reliable.

This move to more dynamic and data driven approaches is a big step forward. HRtech advancements enable organizations to look beyond the limitations of résumés and adopt more precise and inclusive ways of discovering talent.

Companies are looking for ways to overcome the limitations of traditional hiring practices, and talent signals have emerged as a powerful alternative. Talent signals are a new way to understand and assess candidates - based on data, behavior and real-world evidence. This change is at the heart of HRtech innovation, changing the way talent is found and evaluated.

Talent signals are data-driven indicators of a candidate's skills, behavior, intent and potential - based on real actions, not static documents. Talent signals, unlike resumes, which are based on self-reported information, are based on observable evidence that reflects what candidates can actually do.

This approach is consistent with the larger transformation underway in HRtech, where the emphasis is moving away from static profiles to dynamic, always on data. By analyzing these signals, organizations can learn more about a candidate's capabilities and make better decisions.

Talent signals can take many forms, depending on context and tools. Some of the most popular examples are:

Intent signals are signals that a candidate is open to new opportunities. These can be shown by actions like job searching or content consumption.

The signals paint a richer and fuller picture of a candidate than a traditional resume. They are a key component of today's HRtech systems which enable more accurate and nuanced evaluations.

One of the big advantages of talent signals is that they are evidence, not claims. Resumes are a reflection of what candidates say about themselves, talent signals are a reflection of what candidates actually do. This distinction is critical to enhance the accuracy and reliability of hiring decisions.

Examining actual actions and results can give organizations a better sense of what a candidate can truly do. This approach reduces the risk of hiring on the basis of inflated or misleading information and builds confidence in the selection process. As HRtech continues to develop, evidence-based evaluation is emerging as a defining characteristic of modern hiring.

The magnitude of this transformation is evident in the gap between resumes and talent signals:

Resume = what candidate says Signals = what candidate does

This is a transition from static, document-based evaluation to dynamic, data-driven discovery. This is part of a larger trend of companies rethinking their approach to talent, focusing less on traditional credentials and more on real capabilities.

The adoption of talent signals is an important milestone in the evolution of HRtech, allowing organizations to build more accurate, efficient and inclusive hiring systems. With these insights, businesses can improve their hiring outcomes and create a more engaging and equitable experience for candidates."

At the end of the day, talent signals are revolutionizing how we find and assess talent. They give a more complete picture of candidates, not just what they have done in the past but what they can do now and what they are likely to do in the future. This is aligned with the needs of today's organizations that require agility, adaptability and continuous learning.

With the continued advancement of HRtech, the use of talent signals will only become more widespread. Those companies that make this transition will be more successful in identifying high-potential candidates, reducing bias and building more diverse, stronger teams.

To sum up, the transition from resumes to signals represents a fundamental shift in the hiring landscape. It's an evolution towards a more intelligent, data-led approach to talent discovery that's better suited to navigate the complexities of the modern workforce and the needs of the future.

The shift from resume-based hiring to signal-based talent discovery is not taking place in a vacuum -- it is being driven by a rapidly evolving technology ecosystem. Increasingly, organizations are turning to advanced tools that can capture, analyze, and interpret talent signals in real time. These technologies are the foundation of modern hiring strategies that allow for more accurate, efficient and data-driven decisions. HRtech is the core of this transformation, revolutionizing how talent is sourced, assessed and engaged.

Signals-based hiring combines artificial intelligence, assessment platforms, data integration systems and behavioral analytics. Together these technologies create a comprehensive ecosystem that's more than just static profiles and offers a dynamic, real-time view of candidates. As HRtech continues to evolve, these tools become more sophisticated, allowing organizations to move from reactive hiring to proactive talent discovery.

At the core of signal-based hiring are artificial intelligence and machine learning. These technologies allow organizations to process large amounts of data, recognize patterns and generate insights that would be impossible to achieve manually. AI is changing how candidates are matched to roles in HRtech.

Among the most important uses of AI in hiring are predictive matching models. They analyze historical data on hiring performance and behavior data and use this to forecast which candidates are most likely to succeed in a role. Predictive models don't rely on superficial criteria like job titles or years of experience; they look for deeper indicators of success, which leads to better accuracy in hiring decisions.

This capability is further enhanced by semantic understanding of skills and roles. AI systems can read the meaning behind skills, job descriptions and candidate profiles allowing for more nuanced matching. For example, they may recognize that different terms may be used to describe similar competencies so that qualified candidates are not missed because of language differences. This kind of intelligence is a major leap in HRtech, allowing for more inclusive and effective hiring.

Another key innovation is talent intelligence platforms. These systems aggregate and analyze workforce data from various sources, offering organizations a comprehensive view of talent availability, skill trends, and market dynamics. With these insights, companies can make more strategic decisions about hiring and workforce planning. As HRtech continues to evolve, AI-driven talent intelligence will be more core to deciding hiring strategies.

AI is the analytical backbone for signal-based hiring, while skills assessment platforms provide a more direct measure of candidate ability. The platforms are designed to test what candidates can actually do, not what they say on a resume. Objective evaluation is one of the main elements of modern HRtech solutions.

This category includes the most used tools like coding tests, simulations and gamified assessments. The assessments provide candidates with the opportunity to showcase their skills in real-world scenarios, offering concrete evidence of their capabilities. For example, a coding test can assess a developer's problem-solving skills, while a simulation can assess how a candidate handles specific challenges of the job.

Gamified assessments also provide another level of engagement, making the evaluation process more interactive and less intimidating. Through the integration of game design principles, these platforms can quantify cognitive abilities, decision-making skills, and behavioral characteristics in a more natural and engaging manner. This not only improves the candidate experience, but also provides more accurate and reliable data.

The rise of skills assessment platforms is a watershed moment in the evolution of HRtech, because it puts the emphasis on capabilities rather than credentials. They provide objective data on how candidates perform, which reduces bias and leads to better hiring decisions. Organizations can better identify high potential candidates regardless of background or traditional qualifications.

One of the biggest problems with traditional hiring has been fragmented data. Candidate information is often scattered across several systems such as applicant tracking systems, learning platforms and external databases. This challenge is tackled by data integration and talent intelligence systems, which bring together information to create a single, unified view.

These systems pull together internal and external talent data, consolidating data from resumes, assessments, social profiles, etc.

This provides a comprehensive view that considers not only a candidate's historical experience but also their current skills, behavior and potential. This ability to combine data in this way is one of the major advances in HRtech, allowing for more complete and informed decision-making.

Unified talent profiles are more than resumes, providing a real-time, dynamic view of candidates. As new data is generated, such as assessment results or engagement activity, the profile evolves, providing real-time insights into a candidate's readiness and fit. This dynamic approach is critical in signal-based hiring as it ensures that the decisions are made on the most recent and relevant information.

Talent intelligence systems also serve as a valuable tool for workforce planning, offering insights into skill gaps, talent availability, and market trends. These insights can help organizations make more strategic decisions about hiring and development. Adding these capabilities to HRtech platforms is changing the way companies attract talent, making it more proactive and data-based.

Tracking behavioral and intent data is another key component of signal-based hiring. They follow and analyze the digital trail that candidates leave behind, offering insights into their interests, engagement and readiness for new opportunities. It is a breakthrough in HRtech that helps organizations identify talent sooner and more effectively.

Digital footprints are a mix of activities that span from engaging with online learning platforms to consuming professional content to social network interactions. Through these behaviors, organizations can better understand a candidate's skill set, motivations and career path.

Intent signals are especially useful to find candidates who may be receptive to new opportunities. For example, a rise in engagement with job-related content or updates on professional profiles might indicate a candidate is actively looking for career opportunities. This allows organizations to engage with potential candidates at the right time, increasing the chances of successful recruitment.

Behavioral data also supports more tailored engagement. By understanding how candidates engage with content and platforms, organizations can better tailor their communication and outreach strategies. This not only enhances candidate experience, but also enhances the effectiveness of your hiring efforts.

Companies are adding behavioral and intent data tracking to HRtech platforms to move toward a more proactive approach to talent discovery. Instead of waiting for candidates to apply, organizations can proactively identify and engage potential talent based on real-time signals. This transformation is making hiring a continuous and fluid process.

The technologies powering signal-based hiring are not standalone solutions, they work together to build a cohesive and intelligent system. AI and machine learning provide the analytical capabilities, skills assessment platforms offer objective evaluation, data integration systems offer comprehensive visibility, and behavioral analytics provide real-time insights. Together, all these components are the basis of modern HRtech.

This dual approach enables organizations to move away from conventional hiring practices and adopt a more comprehensive and data-oriented strategy. Companies can use these technologies to help make their hiring processes more accurate, less biased and more efficient overall. The HRtech ecosystem is rapidly changing and organizations that harness such innovations will be ahead of the curve in an ever-changing talent landscape.

The capabilities of HRtech will only increase as technology continues to evolve. AI models will be more accurate, data integration will be more seamless and behavioral analytics will give deeper insights into candidate potential. Such advances will allow organizations to build even more sophisticated and effective hiring systems.

This shift to signal-based hiring isn't just a trend. It's a fundamental shift in how talent is found and evaluated. HRtech can help organizations build systems that are more responsive, inclusive and aligned with the needs of the modern workforce.

In short, the technologies that enable signal-based hiring are changing the hiring landscape. They give you the tools and insights to get past static resumes and embrace a more dynamic, data-driven approach. HRtech is headed in a direction that will make the process of discovering talent more accurate, efficient and forward-looking than ever before.

Talent discovery based on signals is a paradigm shift for organizations in how they find and assess candidates. Rather than static documents like resumes, this approach employs dynamic, data-driven signals that reflect true capabilities, behaviors, and intent.

Powered by next-generation HRtech, this model turns hiring into a continuous and intelligent process where candidate profiles evolve over time. To understand how it works, it's useful to go through the system piece by piece.

The first step in signal-based talent discovery is data collection. This means bringing together a range of signals from a variety of sources - skills assessments, digital platforms, candidate interactions. These sources are built to integrate with modern HRtech systems in a seamless way that enables organizations to capture data in real time.

Signals can be drawn from coding tests, work samples, learning platforms, professional networks, and even behavioral interactions, such as content engagement or application activity. Each of these data points offers valuable insight into a candidate's skills, interests, and readiness for new opportunities.

Unlike traditional resumes, which are based on self-reported information, these signals are based on real actions. This leads to a higher degree of accuracy and reliability. HRtech can help organizations capture and integrate these signals into one dataset that can be used for more advanced analytics.

Data collection is not a one-time activity, it is an ongoing process. As candidates engage with platforms and create new data, their profiles are constantly enriched. This dynamic nature is one of the key benefits of signal-based hiring, which enables organizations to keep their knowledge of the talent pool fresh and up to date.

The data is collected and then processed and scored. And this is where artificial intelligence and machine learning come in. Advanced HRtech platforms use predictive models to analyze signals, scoring them on relevance and impact.

The models look at a number of things such as how skilled someone is, how they behave and their career path. By examining historical data and performance results, they can identify patterns associated with success in specific roles. This allows organizations to rank candidates based on their likelihood of performing well rather than on subjective judgement.

Signal processing is also about filtering out noise -- or irrelevant/misleading data that could skew results. This ensures that only meaningful signals are taken into account in the evaluation process. Modern HRtech's ability to separate signal from noise is a key capability that allows for more accurate and reliable decision making.

Scoring systems assist in standardizing the process and minimizing variability and bias in hiring. Use data-driven metrics to make more objective decisions and raise the overall quality of hiring decisions for the organization.

The next stage is to match and recommend where the candidate signals are matched to the job requirements. Powered by intelligent algorithms, this process analyzes candidate profiles and role specifications to find the best fit.

Today's HRtech platforms use semantic analysis to understand the meaning and context of skills instead of just checking for the presence of exact keywords. This allows for more nuanced matching, ensuring the candidates with the relevant capabilities are not missed due to differences in terminology.

The analysis is used to create recommendations which provide recruiters with a shortlist of the most promising candidates. These recommendations are updated as new data becomes available to ensure their accuracy and relevance.

This stage also enables the proactive discovery of talent. Organizations can find and engage people that fit their needs based on their signals, rather than waiting for candidates to apply. This is an important HRtech innovation that leads to more strategic and efficient hiring.

One of the most powerful aspects of signal-based talent discovery is its continuous updating. Updating talent profiles in HRtech systems is in real time as new data is generated - resumes are static until they're manually updated.

For example, if a candidate takes a new course, joins a project, or engages with relevant content, these actions are tracked and added to their profile. This means that the information used to make decisions is always current and reflects the candidate's current abilities.

Organizations can also use continuous updating to monitor changes in candidate readiness and intent. HRtech platforms can track engagement patterns and behaviors to determine when candidates are more open to new opportunities.

This dynamic approach creates a living talent profile, a constantly evolving representation of a candidate's skills, behaviors and potential. It lets organizations shift from rigid assessment to a more flexible and responsive hiring process.

Collecting, processing, matching and updating data together means that finding talent is no longer a static process. HRtech can help organizations build living profiles, rather than static resumes, which gives a dynamic and holistic view of the candidates.

This evolution has major implications for recruiting. It means more accurate assessments, faster decision-making, a more engaging candidate experience. Signal-based hiring is a big step forward in the way talent is discovered and assessed, since it's based on real action and constantly updated data.

Organizations and candidates can both enjoy a host of advantages as a result of the move to signal-based talent discovery. Through advanced HRtech, businesses can achieve measurable gains in accuracy, efficiency and inclusivity. These benefits are driving the adoption of the approach across industries.

The most important advantage of hiring by the signals is accuracy. The HRtech platforms analyzing real-world data and predictive indicators can give a more reliable assessment of a candidate's potential.

This method lessens dependence on subjective judgment and boosts confidence when it comes to making hiring decisions. Finding candidates who are more likely to succeed in their roles makes for better outcomes and less turnover.

Signal-based hiring speeds up the recruitment process dramatically. Automated screening and prioritization helps organizations to quickly identify the top candidates, reducing the time they spend reviewing applications manually.

HRtech enables recruiters to focus on high-value activities such as interviews and relationship building rather than administrative tasks. The hiring process is faster and the candidate experience is better in general.

Conventional hiring methods often restrict the pool of candidates. Skill and behavior-based discovery, also called signal-based discovery, expands this pool by discovering talent based on skills and behavior, not just credentials or career paths.

HRtech platforms assist organizations in sourcing non-traditional candidates, such as self-taught candidates and career changers. They also make it easier to identify passive talent - people who aren't applying for jobs, but who are sending out relevant signals.

Increasing access to talent will increase diversity and the chances of finding the best fit for a role.

Biases are a common issue with the traditional hiring process. By using signals in hiring, we reduce the effects of subjective factors such as education or personal preferences, and instead focus on objective data and measurable results.

HRtech systems assess candidates based on their demonstrated capabilities and future potential, leading to a more equitable recruitment process. This not only increases fairness, but also improves quality of hires by focusing on capability rather than pedigree.

Continued insight into the talent pool through signal-based discovery of talent. Real-time data tracking allows organizations to track candidate readiness, identify new skills and predict future needs.

This visibility enables better workforce planning and proactive decision making for organizations. HRtech platforms enable you to analyze trends, identify gaps, and make sure your hiring strategy is in line with your business goals.

Continuous insights also provide organizations with an always-on talent pipeline to be ready to respond to opportunities as they arise.

The advantages of signal-driven talent discovery show how HRtech can revolutionize the hiring process. By integrating data, analytics and automation, organizations can build more precise, efficient and inclusive systems.

This approach not only leads to better hiring outcomes but also improves the overall experience for candidates. HRtech focuses on real capabilities and timely engagement, enabling a more dynamic and responsive talent ecosystem.

As its use continues to grow, signal-based hiring will be an important part of the future of work. Organizations that adopt this model will be more effective at recruiting, assessing, and retaining top talent in an increasingly competitive and fast-moving environment.

Signal-based hiring is a huge step forward for the world of talent discovery, but it doesn't come without its challenges. If organizations are moving from the traditional resume-based approach to the data-driven model, they have to address a number of technical, ethical and organizational complexities.

HRtech has made great strides in a short period of time to offer powerful capabilities, but these challenges must be taken into account for successful implementation. Even the most advanced systems can fail to realise their full potential without the right strategy, governance and execution.

Signal-based hiring is data-driven, and the quality of the data affects the outcome. If the data being collected is not current, complete or accurate, the insights can be misleading. For example, a candidate's digital footprint may not fully reflect their abilities, or some signals may be overvalued and others undervalued.

It can lead to decisions being made on incomplete or biased information. HRtech platforms are designed to handle large volumes of data but are only as good as the data they receive. Organisations should spend money on data validation, cleansing and governance to ensure accuracy.

Also, some signals are more important than others. The problem of distinguishing meaningful indicators from irrelevant noise continues to be a challenge. Systems without proper calibration tend to overvalue the wrong attributes, leading to poor hiring decisions. As HRtech continues to evolve, the emphasis will remain on improving data quality and contextual understanding.

Signal-based hiring often means collecting and analyzing huge amounts of personal and behavioral data. This raises important ethical and privacy concerns. Candidates may not always know how their data is being used, raising issues of transparency and consent.

HRtech systems must be compliant with data protection regulations and ethical standards in organizations. This means putting strong security measures in place, getting informed consent, and being transparent about how the data will be used.

There are also ethical issues around interpreting data. There could be some signals that could be abused or misread, and this could result in unfair outcomes. External factors may drive behavioral data more than actual capability. Responsible use of HRtech requires a commitment to fairness, transparency and accountability.

Integration is one of the biggest technical challenges in signal-based hiring. Data is often scattered across multiple systems, such as applicant tracking systems, learning platforms, social networks and assessment tools. Bringing these sources together in a common framework can be complex and expensive.

Modern HRtech solutions aim to address this challenge with APIs and integration layers, but implementation still demands careful planning and technical know-how. Organizations need to facilitate the open flow of data across systems, and not create siloes or inconsistencies.

Integration complexity can also affect scalability. The increasing number of tools and platforms makes it harder than ever for a cohesive system. The effectiveness of signal-based hiring relies on HRtech's capacity to merge these disparate components into one coherent ecosystem.

Algorithms are the backbone of signal-based hiring, but they can create new challenges if over-relied upon. Machines may fail to have the contextual understanding necessary to interpret complicated human behaviors and experiences. This can result in decisions that are technically correct but wrong in practice.

But human judgement is still required to ensure decisions are fair and right for the situation. Recruiters and hiring managers provide intuition, empathy and domain knowledge that algorithms can't fully replicate. The best HRtech solutions combine automation with people.

There is also the risk of algorithmic bias. Biases present in the data used to train models can be amplified in decision-making. Organizations should continuously audit and monitor their HRtech systems to ensure fairness and accuracy.

Signal-based hiring is not just about technology, it needs a cultural and organizational shift. Many organizations are accustomed to traditional hiring practices and may be reluctant to change. Transitioning to data-driven models means rethinking processes, training teams, and getting stakeholders to buy in.

HRtech can offer the tools for transformation but successful implementation of these tools is the key to success. Organizations need to invest in change management so teams see the value of signal-based hiring and are ready to use new systems.

Aligning hiring strategies with business objectives is also part of organizational readiness. Without a clear vision and strong leadership, the adoption of HRtech can be fragmented and ineffective. To fully reap the benefits of signal-based hiring, you need a holistic approach.

The challenges with signal-based hiring expose a fundamental truth: technology alone is insufficient. "HRtech has great capabilities but success is dependent on strategy, governance and execution. Organizations need to tackle data quality, ensure ethical practices, integrate systems efficiently, and balance automation with human judgement.

With a thoughtful, proactive approach, businesses can navigate these challenges and realize the full potential of signal-based hiring.

In a constantly evolving hiring landscape, innovation, data and intelligence are defining the future of talent discovery. The next level of transformation will be to create systems that are not only efficient but adaptive and predictive. HRtech will be crucial in facilitating this shift and in driving new ways of finding and engaging talent.

The future of talent discovery is real-time ecosystems, where organizations are engaging with talent communities on an ongoing basis. Businesses will have always-on pipelines with continuously updated data and insights instead of using reactive hiring processes.

HRtech platforms will help by aggregating data from disparate sources and providing real-time visibility into talent pools. This approach enables organizations to find and connect with candidates at the right time, enhancing their responsiveness and efficiency.

Real-time ecosystems also help create better relationships with candidates. Continuous engagement helps organizations build trust and deliver a better candidate experience.

Another big trend shaping the future is the move to skills-first hiring. Increasingly, organizations are looking at capabilities and outcomes, rather than traditional credentials like degrees or job titles.

This change is possible thanks to HRtech, which offers tools to assess and validate skills. By focusing on what candidates can do, not where they have been, companies will be able to expand their talent pool and throw a broader net.

Skills-first hiring is also more in tune with the current reality of work, where roles and requirements are constantly shifting. This approach makes organizations nimble and agile.

Artificial intelligence will continue to revolutionize talent discovery by providing more granular insights into candidate potential and performance. HRtech platforms will use predictive analytics to forecast career trajectories, spot skill gaps, and assist with workforce planning.

With these capabilities, organizations can shift from reactive hiring to proactive talent management. Businesses can develop strategies that are consistent with long-range objectives by anticipating future needs.

Data-backed recommendations make AI-driven talent intelligence even more effective at decision-making. This guarantees strategic and informed hiring decisions.

In the future, talent discovery will be more proactive. Organizations will identify candidates before they apply, using signals to identify interest and readiness. This approach helps companies engage with potential hires earlier in the cycle, boosting the chances of successful recruitment.

This is achieved through analysing behaviours and intent data that provides insights into candidate activity and preferences, via HRtech platforms. This proactive approach reduces the time to fill positions and improves the overall efficiency of the hiring process.

Another big plus is passive talent engagement. Many high-quality candidates aren't actively looking for a job, but their signals can indicate that they are open to new opportunities. HRtech enables organizations to access this untapped talent pool.

The future of talent discovery is about making hiring a continuous, intelligent process, not a series of isolated events. Systems will be able to learn, adapt and evolve in real time providing organizations a dynamic and holistic view of talent.

HRtech will be the enabler of this transformation, enabling organisations to harness data, use AI and provide personalised experiences. As these capabilities continue to evolve, the lines between recruitment, workforce planning and talent management will become increasingly blurred.

Ultimately, the future of talent discovery will be shaped by its ability to adapt to change, anticipate needs and deliver meaningful insights. Companies that embrace this vision and invest in HRtech will be better placed to attract, develop and retain top talent in an increasingly competitive and fluid environment.

The hiring landscape is undergoing a deep transformation from traditional resume-based evaluation to a more dynamic, signal-driven approach. For decades, resumes have been the primary filter through which organizations have assessed talent. But as the work gets more complicated and skills change fast, this fixed way of doing things is no longer enough. The shift from resumes to signals is a paradigm shift in the way talent is discovered, evaluated and engaged, and a new era powered by HRtech.

At the heart of this transformation is the shift from static evaluation to continuous, data-driven discovery. Resumes are a snapshot in time of the past, while talent signals are real-time insights into a candidate's current capabilities, behavior and potential. This helps organizations make better-informed and more accurate decisions, while reducing the need to rely on assumptions and subjective judgment. As HRtech progresses, it is allowing systems that can capture, analyze and interpret these signals at scale, creating a more responsive and adaptive hiring process.

This shift is also changing the role of technology in recruitment. Hiring is not about screening candidates anymore but about developing intelligent systems that learn and improve constantly. HRtech platforms are transforming recruitment into a data-driven, integrated ecosystem by using artificial intelligence, analytics, and automation. These systems not only identify the best individuals, they also provide insights that help support long-term workforce planning and development.

Another significant dimension of this evolution is the impact on the candidate experience. Organizations can build a more inclusive and equitable hiring process by evaluating real capabilities and not static credentials. Candidates are assessed on what they can do, not just what they have done, and opportunities are created for a wider, more diverse talent pool. HRtech makes this change possible by providing tools that focus on skills, potential and performance, not the traditional markers of success.

Moreover, the trend of signal-based hiring is in line with the needs of modern day organizations. Businesses need agility, adaptability and continuous learning in a fast changing environment. Those qualities can't be captured in static resumes, but dynamic signals can. With HRtech, organizations can create systems that align with the realities of today's workforce, ensuring they stay competitive and future-ready.

Ultimately, hiring is shifting from a static, to a dynamic, data-driven process, not just a technology upgrade, but a strategic imperative. Organizations that embrace this shift will be better positioned to spot high-potential talent, make faster, smarter decisions and forge more meaningful connections with candidates. Embed HRtech in every step of the hiring process and you get a smart, evolving system of recruiting.

The bottom line is this: the future of talent discovery won't be about what candidates put on resumes but the signals they emit. The hiring process is becoming real-time, data-driven, evidence-based -- not document-driven. As the transformation takes hold, organisations that harness HRtech will be at the forefront of developing smarter, more inclusive and more successful hiring strategies. more

Career development

 1d

Skills-Based Hiring On The Rise: Why Employers Value Skills Over Degrees


As reported by LinkedIn, since 2019, there has been a notable rise of 21% in job posts without a 4-year degree requirement. In 2025, over 85% of employers hired employees based on skills.

Around 94% of employees found that skills-based hires perform better than those hired on a degree alone. This shift clearly showcases the growing importance of practical abilities over paper-based... qualifications.

This change is opening doors for millions of aspirants who do not hold a traditional background but have the skillset to succeed. Giant brands like Google, IBM, and Apple have already removed the need for degrees in multiple positions and prioritise candidates with relevant skills and abilities.

In today's digital era, a degree is no longer a reliable sign of the required skills. Companies are shifting from the traditional resume to a more flexible skills-based hiring approach.

But what exactly is skills-based hiring? Why are businesses moving away from traditional resumes? Let's check!

Defining Skills-based Hiring

Skills-based hiring means choosing candidates based on their hard and soft skills instead of their qualifications or past job titles. Traditionally, a four-year degree has been used to check a candidate's ability and skills.

Now, employers do not check the background or degrees but look for a specific skill set and abilities in a résumé. They even assess actual abilities through tasks, tests and samples to find the right fit based on the performance and potential.

Why Businesses Are Moving Away from Traditional Resumes

As the skill-based hiring practices focus on specific knowledge and qualifications, it reduces hiring-related errors and also boosts the possibility of the right candidate.

As employers are hiring and adopting skill-based hiring, they see improved diversity and retention with this process. Most of the employers believed that the people hired based on their abilities are more predictive of on-the-job performance than résumés are.

That's why companies are actively including skill assessment in their hiring process. As technology is evolving rapidly in AI and data sciences, the old job titles and qualifications are not enough to ensure the relevant skills.

With the integration of advanced technology like AI, big data and skills assessments, companies easily find the right candidates. Employers do not need to check where someone works; they test skills directly to make sure of the candidates' abilities.

Adaptability is another major skill employers check. Focusing on potential instead of previous experience, recruitment ensures hiring is fair and unbiased, which is not possible in traditional resume-based hiring.

Additional Factors - Why Companies Opt for Skills

Businesses focused on skills over qualifications make fewer mistakes in hiring because skills-based hiring is all about predicting performance.

The world is evolving rapidly with AI, data and other advanced technologies; hence, the old job title cannot tell about today's abilities. But skills get upgraded as per the industry change.

The LinkedIn survey revealed that skills-based hiring can boost the ratio of Gen Z employees in the talent pool by 10X and Millennials by 9X.

The hiring cost is rapidly going high, mainly because recruiting teams spend more time on job posting, talent sourcing and the interview process. The skills-based hiring platform cut this cost by automating screening, candidate feedback sharing and the collaboration between hiring managers.

Data says that candidates hired on skills are 9% more likely to work in the same company. On average, skills-based employees will stay in the company for 4.7 years, while traditional hires will work for 4.3 years. It is mainly because skill-based employees feel that working in a role where they can use their skills and reach their full potential is rewarding.

In 2025, around three-quarters of organisations selected skills-based hiring to close the talent gaps and explore new growth opportunities.

Bottom Line

Overall, the global talent market is shifting for good. Skill-based hiring will be trending as AI and automation are reshaping the job roles and highlighting the significance of adaptable skill sets. Companies embracing skills-based hiring are expected to navigate the evolution better, as they can find and develop the abilities required to remain competitive and grow in the current era. more

Career development

 1d

'Instant Regret': Job Seeker Fails Interview In Just 5 Minutes After Asking One Awkward Question


A job seeker says he lost an interview after asking about the company's low Glassdoor rating within minutes, calling it a panic move that changed the mood instantly.

A job interview can be stressful, and sometimes nerves can lead to unexpected moments. One applicant shared how a simple question during an interview ended up costing him the opportunity.

The incident was shared online, where the... applicant explained how things went wrong within minutes. What started as a normal conversation quickly turned awkward after he asked something he later regretted.

In a Reddit post, the applicant said the interview had barely begun when the recruiter asked if he had any questions. He admitted he was not ready for it so early in the conversation.

"We were maybe 5 minutes in, and the interviewer suddenly asked, "do you have any questions for us?" way earlier than I expected," he wrote.

Instead of asking a usual question, he brought up the company's rating on Glassdoor. "For some reason I panicked, and the first thing that came out of my mouth was, "I saw you have a 3.4 on Glassdoorm what's that about?" Instant regret. like immediate."

He said the mood changed right after that. The interviewer's reaction made it clear that the question was not taken well, and the interview did not go as planned.

He Admits It Was Panic

The applicant later reflected on what happened and said it was a case of nerves taking over. He explained that he did not mean to come across as harsh, but the pressure made him say the wrong thing at the wrong time.

"It was just pure interview panic and my brain grabbing the worst possible thought in the room and throwing it out first. Been trying to get better at that part now, because half my problem is not knowledge, it's just saying weird stuff when my nerves spike."

His post quickly drew attention, with many people relating to the experience of saying something awkward under pressure.

Many users reacted with humour and support, saying such moments are common and not something to feel too bad about.

"Honestly, if it made them feel uncomfortable and they didn't want to address your question, I don't think you wanna be working there anyway," a user said.

Another added, "You deserve an award for that! One day, you'll look back and laugh hard."

Some felt the question was fair. "A lot of people would still be extremely nervous only 5 minutes in, so forgive your nerves and yourself. You asked a relevant question," a comment read.

Others simply found the situation funny. "I'm sorry that's just so funny I'm cracking up," a user wrote. more

Mvuselelo B Nzama
Career development 2w
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    6d

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Career development

 1d

6 Top Employee Recognition Trends to Watch This Year | IntelligentHQ


Employee recognition is no longer a "nice-to-have," it's a core part of building a thriving workplace culture.

As companies encounter evolving employee expectations, hybrid work environments, and increasing competition for talent, recognition strategies are becoming more intentional, personalized, and tech-driven. Investing in a modern employee recognition platform is one of the most effective... ways for organizations to adapt to these changes while keeping morale high and teams engaged.

Below, explore six key trends shaping how companies are recognizing and celebrating their people this year.

Personalization Is Becoming the Standard

Employees today expect recognition to feel meaningful. A quick "great job" email or a one-size-fits-all reward is no longer enough to make a lasting impact. Companies are shifting toward personalized recognition that reflects individual preferences, achievements, and contributions.

This means understanding what motivates each employee, whether it's public acknowledgments, career development opportunities, or tangible rewards. Recognition that aligns with personal values and work styles fosters a deeper emotional connection to the organization.

As workplaces become more diverse, personalization ensures that recognition feels inclusive and authentic rather than performative.

Peer-to-Peer Recognition Is Gaining Momentum

Recognition is no longer solely top-down. Many organizations are empowering employees to celebrate each other's contributions, creating a more collaborative and supportive environment. Peer-to-peer recognition helps uncover everyday wins that managers may miss.

When employees feel seen and appreciated by their colleagues, it strengthens team cohesion and builds trust across departments. According to some research, consistent recognition can significantly improve engagement and productivity. By giving everyone a voice in recognition, companies create a culture where appreciation becomes part of daily interactions rather than a periodic event.

Recognition Is Tied More Closely to Company Values

Organizations are increasingly aligning recognition programs with their core values. Instead of simply rewarding outcomes, companies are highlighting behaviors that reflect their values, such as collaboration, innovation, and customer focus.

This approach reinforces company culture in a tangible way. When employees see that their actions are directly connected to organizational values, it clarifies expectations and encourages consistency across teams. Over time, this alignment helps embed values into everyday decision-making, making culture more than just words on a page.

Technology Is Driving Real-Time Recognition

The days of waiting for quarterly or annual reviews to recognize employees are fading fast. Real-time recognition is becoming the norm, thanks to digital platforms that make it easy to acknowledge achievements instantly.

With the rise of remote and hybrid work, technology plays a critical role in keeping teams connected. Recognition platforms allow employees and managers to celebrate wins in the moment, regardless of location. This immediacy makes recognition more impactful because it ties appreciation directly to the action.

Additionally, data insights from these platforms help organizations understand recognition patterns, identify high performers, and ensure that appreciation is distributed fairly across teams.

Well-Being and Recognition Are Intertwined

Employee well-being is a major focus for organizations, and recognition is increasingly seen as a key driver of mental and emotional health. Feeling valued at work can directly affect job satisfaction, stress levels, and overall well-being.

Companies are expanding recognition programs to include wellness-related rewards, flexible benefits, and initiatives that support work-life balance. By acknowledging not just performance but also effort and resilience, organizations show employees that they are valued as people, not just as workers.

Research suggests that effective recognition programs contribute to reduced turnover and improved workplace morale. When employees feel appreciated, they are more likely to stay engaged and committed.

Experiential Rewards Are Replacing Traditional Incentives

While gift cards and bonuses still have their place, many companies are moving toward experiential rewards that create lasting memories. Experiences such as travel, exclusive events, or unique activities often feel more meaningful than cash equivalents.

Experiential rewards tap into emotional engagement, making recognition more memorable and impactful. They also allow companies to differentiate their programs and offer something employees genuinely look forward to.

This trend reflects a broader shift in how people value experiences over material items. By offering rewards that align with this mindset, organizations can create stronger connections with their teams.

The Future of Employee Recognition

As workplace expectations continue to evolve, employee recognition will remain a critical factor in building successful organizations. The trends shaping this space, personalization, peer involvement, value alignment, real-time technology, well-being integration, and experiential rewards, are all centered around one core idea: making employees feel genuinely valued.

For companies managing large teams or complex organizational structures, having a cohesive strategy is essential. Recognition should not be left to chance or handled inconsistently across departments. Instead, it should be embedded into the company's culture and supported by tools that make it easy to implement and scale.

By staying ahead of these trends and investing in thoughtful recognition practices, organizations can boost morale, strengthen engagement, and create a workplace where employees feel motivated to do their best work every day. more

Career development

 1d

Philippines Canva Employment Coach Needed


I'm rolling out a job-readiness program for NDIS participants and need a Philippines-based coach who can blend employability know-how with hands-on Canva skills. Your core focus is resume building: helping each participant shape compelling content, refine wording to match target roles, and lay everything out in a polished design they can confidently send to employers. Alongside the résumé work, I... want you to walk the group through three key Canva projects so they understand how to market themselves visually: * Creating social media posts that highlight their achievements * Designing concise, interview-ready slide presentations * Making simple one-page promotional materials they can hand out or attach to emails Sessions will be run online in small cohorts; you'll prepare short tutorials, provide real-time feedback, and supply editable Canva templates the participants can keep. By the end of the engagement every learner should have: - A keyword-optimised, well-formatted résumé in PDF and editable Canva format - Three personalised social media graphics exported for LinkedIn and Facebook - A five-slide "About Me" deck - A one-page flyer that matches their résumé styling Please outline your coaching experience, detail any previous work with Canva for career materials, and include links or PDFs that demonstrate your own resume or marketing designs. Familiarity with basic digital marketing concepts (SEO keywords, personal-branding tone of voice) will be a strong plus. more