Career development

Maria Peres

2h

I work as a waitress in a small restaurant. When another waitress job opened, I suggested hiring my 19-year-old daughter. She needs a part-time job while studying. But the manager said no. He thinks we might be dishonest and cheat him. I don’t understand how we could do that or why it’s a problem when my daughter works with me. Can you explain?

Kenneth Nwala
3m
It’s understandable that you feel confused. From the manager’s perspective, hiring close family members in the same workplace can raise concerns about... conflict of interest, for example, favoritism, covering for each other, or handling money together in ways that might be harder to monitor. Even if you and your daughter would never do anything dishonest, managers often try to avoid situations where family ties could create doubts or make discipline more complicated. In short, it’s less about you personally and more about a general workplace policy to protect fairness and trust. more

Anonymous member

Career development

1d

Hi! I had a job interview and everything was going well, but I got stuck on the question about my weaknesses. If I tell the full truth, I feel like I’ll never get hired. But if I hide the negative parts and they show up later at work, that won’t be good either. What should I do? Should I be completely honest or only partly?

1

Kenneth Nwala
9m
The best approach is to be strategically honest. Choose a real weakness, but frame it in a way that shows self-awareness and growth. For example,... instead of saying “I’m disorganized,” you could say, “I used to struggle with prioritizing tasks, but I’ve been improving by using project management tools and setting clearer deadlines.” This way, you’re not hiding the truth, but you’re showing that you take responsibility and actively work on improving. Employers value honesty combined with problem-solving and self-development. more
Randall Giancaterino
5h
Tell them: "My challenge is that I struggle with a "work-life" balance. I tend to have a strong work ethic."

Emmanuel Ehimetalor

Career development

1d

so i work at upwork as a social media marketing expert with 5 star ratings and 100 jss but upwork just seems to be dead at the moment.

please any suggestions on where i can get quality jobs

Dana Rankin
Pro
3h
Freelancer, Skip The Drive

Career development

5h

The New York Times Promotes Bill Ruthhart to Senior Early Careers Editor to Strengthen Talent Pipeline Strategy

The New York Times has promoted Bill Ruthhart to senior early careers editor, expanding his role in shaping the newsroom's recruitment, mentorship, and training programs for journalists entering the industry.

Ruthhart, who joined the Times in 2022, has played a central role in guiding early-career journalists through fellowship and mentorship programs, working across résumé development, story... coaching, and newsroom training initiatives. In his expanded position, he will help coordinate and formalize the company's early-career strategy as it works to adapt its talent pipeline to evolving newsroom needs.

The promotion reflects a broader effort by major news organizations to invest more systematically in recruiting and developing journalists at the start of their careers, as traditional newsroom entry paths continue to shift and competition for emerging talent intensifies. At the Times, early-career programs have become a key part of its long-term staffing approach, particularly as digital-first reporting and cross-platform storytelling expand newsroom skill requirements.

Ruthhart's responsibilities have already extended beyond coaching fellows to include résumé and application review, journalism training, and coordination with external newsrooms to support job placement for emerging reporters. He has also been involved in educational programming through The School of The New York Times and mentorship initiatives tied to college students and early-career journalists.

Before joining the Times, Ruthhart spent more than a decade at the Chicago Tribune, where he covered Illinois politics, city government, and national elections, including coverage of Rahm Emanuel's tenure as mayor of Chicago and the 2020 presidential race. He began his journalism career at The Indianapolis Star, reporting on state government and multiple legislative sessions.

His background in political reporting and newsroom operations has informed his transition into training and mentorship roles, particularly in guiding early-career journalists through complex reporting environments and editorial standards.

In his new position, Ruthhart will also focus on expanding and structuring the Times' early-career initiatives, including refining curriculum components, coordinating outreach to universities, and aligning training programs with newsroom hiring needs.

The promotion underscores the Times' emphasis on building internal development pathways for journalists, as news organizations increasingly compete not only for experienced reporters but also for emerging talent capable of navigating data-driven and multimedia reporting environments. more

Career development

5h

Resume Update: Add New Roles

I have a solid résumé template that I am happy with -- layout, fonts, skills, and education all stay exactly as they are. What I need is for you to weave one to two recent positions into the Work Experience section so the document reads as if it was always there. I will supply: * The current résumé in Word and PDF * Bullet points for each new role (titles, dates, key achievements) You will: *... Blend those details seamlessly into the existing format * Keep wording concise and achievement-focused, matching my voice * Preserve spacing, typography, and overall styling Once finished, please return an editable Word file and a print-ready PDF. A brief spell-check and light ATS optimisation would be appreciated, but no redesign is required. Quick turnaround preferred -- let me know if you can deliver within the next couple of days. more

Career development

6h

Rite Foods Technical Trainee Program 2026: Deadline, Salary & How to Apply

Rite Foods Limited has officially announced the launch of its 2026 Technical Trainee Program, offering young Nigerians a rare opportunity to earn a salary while gaining hands-on industrial experience in the manufacturing sector.

The 12-month intensive training programme is designed to equip participants with practical technical skills, workplace experience, and career development opportunities,... positioning them for long-term employment within the company and the broader manufacturing industry.

With the application deadline set for April 17, 2026, interested candidates are urged to act quickly.

What the Rite Foods Technical Trainee Program Offers

The Rite Foods Technical Trainee Program stands out as a career-launching initiative for individuals interested in technical operations and manufacturing.

Participants will undergo a blend of classroom learning and on-the-job training, working alongside experienced professionals in a structured environment.

The programme focuses on building core competencies in machine operation, safety compliance, and production efficiency, which are essential skills in modern manufacturing.

Key Benefits: Salary, Training, and Career Growth

Successful applicants will enjoy several benefits aimed at supporting both their financial stability and professional development.

These include:

* Monthly salary throughout the training period

* Hands-on technical training in a real production environment

* Exposure to industry-standard manufacturing processes

* Opportunity for career advancement and potential employment

* Mentorship from experienced professionals

This combination of earning while learning makes the programme highly attractive to entry-level candidates.

Eligibility Criteria for Applicants

To qualify for the 2026 Technical Trainee Program, applicants must meet the following requirements:

* Possess an OND or equivalent qualification in Engineering or related disciplines

* Demonstrate a strong passion for manufacturing operations

* Be agile learners, result-driven, and committed to excellence

The programme is specifically tailored for individuals seeking to build a technical career in Nigeria's industrial sector.

READ ALSO

Nestlé CWAR Nesternship 2026: Apply for Paid Internship, Training & Career Boost

WTO Young Professionals Program 2027: Earn CHF 4,000 Monthly, Eligibility, & How to Apply

Key Responsibilities of Trainees

Selected candidates will be actively involved in production processes and will be expected to:

* Operate and monitor machines in line with standard procedures

* Ensure minimal material wastage and efficient production

* Maintain cleanliness and adhere to Good Manufacturing Practices (GMP)

* Follow health and safety regulations strictly

* Report faults and assist in routine maintenance

* Prevent product contamination and ensure hygiene standards

These responsibilities are designed to prepare trainees for real-world manufacturing challenges.

Application Deadline and How to Apply

Applications for the programme are currently open and will close on April 17, 2026.

Step-by-Step Application Process:

Only shortlisted candidates will be contacted for the next stage of the recruitment process.

Why This Program Matters for Nigerian Youth

With rising unemployment and limited access to practical training opportunities, the Rite Foods initiative offers a valuable pathway for skill acquisition and employment.

By focusing on technical capacity building, the programme contributes to strengthening Nigeria's manufacturing workforce while empowering young professionals with industry-relevant experience.

For many applicants, this could serve as a stepping stone to long-term career success in engineering and production.

FAQ

What is the Rite Foods Technical Trainee Program 2026?

It is a 12-month training programme designed to equip young Nigerians with technical skills in manufacturing while earning a salary.

Is the Rite Foods trainee program paid?

Yes, selected candidates receive a monthly salary throughout the training period.

Who is eligible for the Rite Foods Technical Trainee Program?

Applicants must have an OND or equivalent in engineering or related fields and show interest in manufacturing operations.

What is the deadline for Rite Foods Technical Trainee Program 2026?

The application deadline is April 17, 2026.

How can I apply for the Rite Foods trainee program?

You can apply by sending your CV to [email protected] with the job title as the subject.

Does Rite Foods offer employment after the program?

While not guaranteed, the programme provides career development opportunities and may lead to employment based on performance.

What skills will I gain from the program?

You will gain skills in machine operation, safety compliance, production efficiency, and maintenance practices.

Is the program open to fresh graduates?

Yes, it is suitable for entry-level candidates, especially those with OND qualifications.

Where is the Rite Foods trainee program located?

The programme takes place in Nigeria at Rite Foods production facilities.

Why should I apply for the Rite Foods program?

It offers a unique chance to earn, learn, and build a career in Nigeria's manufacturing sector. more

SAJJABI BENJAMIN

Career development

6d

i just want to branch after my sernior four this year but it is hard to choose a course to do

1

Taher Mashud
6h
Resort to the field you think you have the potential in and a high interest in pursuing, not necessarily following any advice to make a wrong choice
kato harlod
2d
What do you want to be or become.
Voccational courses are far much better than proffessional courses these days. take your time.
Email me and I will... let you know the way forward
katoharlod@gmail.com more

Emil Kaminsky

Career development

5d

Hi! Need some advice. There’s a woman in my team who has a difficult life situation - she has two kids and takes care of her elderly mother. She often makes mistakes in her reports. I’ve been quietly fixing them and not criticizing her.
But lately I’ve been thinking about replacing her with someone who makes fewer mistakes. I know this would really upset her.
What would you do in my place?

1

Taher Mashud
6h
As she makes mistakes and you always correct them, you are part of her problem-solving. Engage her in conversation with a little criticism, and she... may change, instead of sacking her to sorsen her plight. more
Moses Bol Alier Pach
1d
From the context that " experience is the best teacher" personal call her and have a close door meeting with however before revealing out the reason... you called her, preliminarily have some discussions regarding her situations in order to calm her,this would make us consider you as one of the close co_workers and will certainly gain trust from you. Later inform her about the meeting .
Don't forget that she is capable that's why you employed her first however the dramas she is going through are the one causing the mess
more

Anonymous member

Career development

2d

Im new to my field and I need to gain clients. Any suggesstions on how to do this? everyone Ive approached gives their contact information but doesn't show up for the meetings

Taher Mashud
6h
Hire experts to do this on your behalf, and engage the media for advertisements
Taher Mashud
6h
Hire experts to do this on your behalf, and engage the media for advertisements

Dean Lee

Career development

2d

I used to think that when a man has a successful career, his wife would be proud and happy. But the more I work (and earn), the worse things get at home. My wife even said she might leave me if I don’t come home on time and spend more time with her and our child. What should I do? I don’t want to work less because I could lose opportunities.

4

Taher Mashud
6h
Honestly speaking, knack her well well without excuses of tiredness, and keep her updated a little more often about your meetings, workshops,... trainings, almost everything related to your work, be it inside or outside your office, she must be in the know. more
Abbas Isa Ruga
7h
The entire problem is not about spending time with her and your child, its about spending time with her, and that doesn't mean she wants you around... her all the time, but whenever you are getting intimate just do it well and make sure she got the pleasure she needs. Make your bed lively and healthy and all other problems will vanish. more

Career development

7h

Want to stand out on LinkedIn? Try this career strategist's top 3 tips for strengthening your profile

Every minute, LinkedIn users submit just north of 8,000 job applications, according to company data.

For job seekers, that can feel like a daunting number, especially as headlines about layoffs seem to infiltrate news feeds at a similar rate.

While LinkedIn isn't the only platform for searching job ads, it's the most popular, with a global user base of over one billion. So if you haven't updated... your LinkedIn profile in a while, whether you're actively seeking employment or not, it's time for a refresh.

Also: 'Job seekers have to be detectives': 3 signs that listing is a scam

"People want to see that you have a digital footprint and see that you have more context about who you are," said Sam Wright, head of career strategy at Huntr, a company that specializes in job search tools.

Here are three quick ways -- plus one bonus round -- to clean up your LinkedIn profile.

Think about the information you want a potential employer to know about you first, and make sure they can see it fast.

If you have impressive facts or stats, make sure no one has to dig into your profile to find them. In part, that means using your headline and about section.

The headline, for example, can go beyond your current job title. A post on LinkedIn profiles from the University of Washington advised professionals to use 10 to 15 words to describe both career focus and top skills.

Also: Job hunting? 5 ways you can stand out in 2026 - and beat AI screening tools

Wright recommended compiling your achievements and crafting a few sentences highlighting them for the about section.

"I like to remind people that we all have TikTok brains, eight-second attention spans -- hiring managers and recruiters included," Wright said.

If finding your most important information requires too much scrolling and clicking, odds are, a recruiter or hiring manager might not get there.

On your resume, you probably go into specifics about your past positions, not only describing your title and length of employment, but also your key achievements and responsibilities.

Make sure that information is also on your LinkedIn profile.

A 2025 guide from Rutgers University suggested using strong verbs and bolstering those bullet points with measurable numbers to tell what it calls your "professional story."

Also: Job hunting? Nothing beats human networks - here are 8 places to start

You should answer the question of what you actually did in your job.

Wright said that information helps with visibility, and it's easy to add since you've already got it on your resume.

You've likely seen rants on LinkedIn. Particularly after something like a layoff, you might be tempted to vent your work-related frustrations on the platform.

Remember that if you're on the job hunt, your target audience is recruiters and potential employers. Rants, however justified or deeply felt, are better suited for friends and family.

"You want to promote yourself as a professional that somebody wants to work with," Wright said.

And if you've posted a screed in the past, it's worth going back through old posts and deleting anything that might not represent you well.

While you're at it, you can use our guide to make sure your online presence beyond LinkedIn won't get you disqualified from a job you want, either.

Even if you're not on the job hunt at the moment, it's important to keep your LinkedIn profile polished and up-to-date.

Wright suggested a good time to revisit your profile is around when you do performance reviews at work. That way, you have your most recent stats and accomplishments at hand, and should you suffer a layoff or decide to start looking for a new gig, your profile is ready to go. more

Career development

8h

Managing Well

Unintentional Outcomes as a Catalyst for Brainstorming

Taly Reich, Alexander Fulmer & Kelly Herd

Personality and Social Psychology Bulletin, forthcoming

Abstract:

Companies increasingly engage in ideation exercises both with their employees and the public. One field experiment with Marketing and Sales employees at a candy company and four laboratory studies demonstrate a novel strategy to... promote ideation quantity and quality. They reveal that prompting people to reflect on a history of their own unintentional outcomes in different domains can promote subsequent ideation in brainstorming tasks. This occurs because reflection on one's unintentional outcomes can incite motivation to regain threatened control. We demonstrate this effect in various domains and in several different contexts that have practical implications for both organizational managers and individuals. Further, we identify a theoretically driven moderator of this effect, showing that the promotion of ideation occurs subsequent to control threats in domains perceived as relatively malleable, in which there is an expectation that control can be regained, but does not in domains perceived as relatively non-malleable.

Mind the Gap: AI Adoption in Europe and the U.S.

Alexander Bick et al.

NBER Working Paper, March 2026

Abstract:

This paper combines international evidence from worker and firm surveys conducted in 2025 and 2026 to document large gaps in AI adoption, both between the US and Europe and across European countries. Cross-country differences in worker demographics and firm composition account for an important share of these gaps. AI adoption, within and across countries, is also closely linked to firm personnel management practices and whether firms actively encourage AI use by workers. Micro-level evidence suggests that AI generates meaningful time savings for many workers. At the macro level, in recent years industries with higher AI adoption rates have experienced faster productivity growth. While we do not establish causality, this relationship is statistically significant and similar in magnitude in Europe and the US. We do not find clear evidence that industry-level AI adoption is associated with employment changes. We discuss limitations of existing data and outline priorities for future data collection to better assess the productivity and labor market effects of AI.

Résumé Washing

Janet Gao, Jun Oh & Joseph Pacelli

Harvard Working Paper, March 2026

Abstract:

We examine whether workers strategically revise their descriptions of past job histories on résumés to signal alignment with employer preferences for ESG, a phenomenon we term résumé washing. We find that résumé revision behavior reflects both labor market incentives and workers' intrinsic identities. Workers in management roles are more likely to revise their résumés to signal alignment. Democrat-leaning workers are more likely to include ESG language than Republican-leaning workers. Résumé revisions also exhibit strong political cycles. Additions surge after the 2020 Biden election and deletions rise after the 2024 Trump election. Exploiting variation in the timing of ESG commitments by major prospective employers, we show that workers begin adding ESG language to their résumés when potential employers initiate ESG commitments. Finally, we show that strategic résumé revisions are associated with greater job mobility and higher promotion rates both internally and externally.

Internal Versus Market Pay References in Knowledge-Intensive Firms

Claudine Gartenberg & Elaine Pak

Organization Science, forthcoming

Abstract:

How do firms balance market competitiveness with internal cohesion when setting employee pay? We examine this question using confidential compensation data on 19 million U.S. employees across 479 firms varying in knowledge intensity. We construct precise pay reference groups: internal benchmarks based on skill-equivalent peers across functions and market benchmarks based on same occupation, skill level, and region at other firms. We find that in low knowledge-intensity firms, pay is equally sensitive to both internal and market benchmarks, whereas in high knowledge-intensity firms, pay becomes decoupled from market forces and aligns with internal benchmarks. Internal pay alignment also increases following chief executive officer transitions that prioritize innovation. These patterns are driven by high-skilled employees in roles requiring complex problem-solving and collaboration. Moreover, firms with greater internal pay alignment generate more patents, including breakthrough innovations. Altogether, our findings reveal that although some firms maintain close market alignment, knowledge-intensive firms appear to decouple pay from market forces. This is particularly the case for their skilled workers, consistent with firms prioritizing internal social dynamics in contexts where complex problem-solving and collaboration are important for value creation.

Beyond Demo Day: Sorting and Value Added in Startup Accelerators

Youn Baek & Deepak Hegde

NBER Working Paper, April 2026

Abstract:

We study who joins startup accelerators, how founders sort across programs, and which accelerators improve startup outcomes. Using a comprehensive sample of about 750,000 U.S. startups linked to 329 accelerators, we adapt the teacher value-added framework from education economics to estimate accelerator value added (AVA) while accounting for sorting. Selection is systematic: observably better ventures are more likely to enter accelerators and to sort into higher-AVA programs. Yet accelerator performance is highly dispersed. Most accelerators have negative value added relative to a no-accelerator benchmark, while a small right tail generates large gains. High-AVA accelerators predict better long-term outcomes, including acquisition, employment, revenue, and valuation, and are also more likely to accelerate the shutdown of weaker ventures. We validate AVA using internal applicant data from a large U.S. non-equity accelerator.

Managers Allocate Additional Tasks to Intrinsically Motivated Employees: Exploring Mechanisms, Consequences, and Solutions

Sangah Bae & Kaitlin Woolley

Organization Science, forthcoming

Abstract:

Intrinsic motivation is highly valued in the workplace with employees encouraged to express the meaning and enjoyment they derive from their work. However, the current research identifies a cost of intrinsic motivation: managers allocate additional tasks to employees they perceive as more (versus less) intrinsically motivated. We establish this effect across task allocation paradigms using managers' actual employees, profiles of real workers randomly assigned to managers, and a laboratory experiment with a salient financial downside for the chosen employee (Studies 1a, 1b, and 2). Managers' preference to allocate additional tasks to intrinsically motivated employees is serially mediated by the naïve belief that these employees will enjoy the additional task (i.e., motive oversimplification), which, in turn, reduces perceived risk of burnout from the additional work (Study 2, Supplemental Studies 2 and 3). Notably, this preference persists in a six-day longitudinal study with repeated allocation decisions (Study 3) and can negatively affect organizations (Study 3 posttest). Two theory-driven interventions attenuate this preference by intervening on managers' decision environment (Study 4) and beliefs (Study 5). This research advances theory on motivation, person perception, and task allocation decisions and offers insights and solutions for the paradoxical burnout experienced by individuals who derive joy from their work.

Entrepreneurial deviance as bright and dark character virtues: The Harry Potter study

Martin Obschonka et al.

Small Business Economics, March 2026, Pages 949-975

Abstract:

Despite its centrality to entrepreneurship, entrepreneurial deviance remains poorly understood and hard to capture empirically. This study offers a fresh, character-oriented perspective, proposing that deviance may stem from deeper, but fundamentally different, personality structures. Drawing on a fiction-based personality typology from the Harry Potter saga, we use machine-learning methods to transform this typology into measurable constructs. We analyze large-scale data from the TIME Magazine Harry Potter Quiz at the regional level (N = 795,829) and a two-wave individual-level replication and extension study (N = 820). We consistently find that Gryffindor and Slytherin character types, capturing bright and dark forms of deviance, jointly predict entrepreneurial outcomes. These effects persist even when accounting for established entrepreneurial personality profiles. Our findings underscore the conceptual and empirical value of viewing entrepreneurial deviance through the lens of character diversity and equifinality. Both heroic and self-serving forms of deviance may play constructive roles in entrepreneurship, inviting renewed reflection on the moral complexity of entrepreneurial personality and behavior.

Collaborative Work Management Technologies and Managerial Intensity in U.S. Corporations: An Examination

Piyush Gulati, Arianna Marchetti & Phanish Puranam

Management Science, forthcoming

Abstract:

Do digital technologies reinforce managerial hierarchies or, instead, make them less relevant? We propose that the answer to this question depends on the nature of the technology: specifically, its relative impact on managers' capacity to supervise and on subordinates' need for supervision. Applying this framework to collaborative work management (CWM) technologies that facilitate real-time collaboration, communication, and task coordination, we predict that the adoption of such technologies should reduce managerial intensity and increase decentralization in organizations. To test this prediction, we use a difference-in-differences design on a novel data set built from over 26 million job listings (Lightcast) and over 20 million social profiles (Revelio) matched to 3,017 U.S. public firms in Compustat, which we track over the period from 2010 to 2019. We find that over the observation window, CWM technology adopters show a 3% reduction in managerial intensity and a 5%-7% increase in nonmanagerial skills linked to decentralization in their job postings in the years following adoption. The pattern of results is robust to a battery of validations, alternative measures, and specifications, and it strongly supports the idea that these technologies enable collaboration and make organizations less hierarchical along the dimensions that we studied. more

Anonymous member

Career development

3d

I had a job interview yesterday and most of the questions weren’t about my experience or skills, but about my personal life. They asked about my boyfriend, our plans and even our intimate relationship. I’m shocked. Is it normal to ask things like that?
I feel really uncomfortable and gross after they basically dug into my private life

3

Patrick Igbana
2d
What could be the position you were being interviewed for? Maybe the interviewer needed a partner. Other wise, those questions were not for regular... interviews more
22 replies
Dorothy Awuor
2d
This is not normal, probably the interview panel had no idea about the job requirements