Ralph Lee


Career development 3h
At our company we never get raises or bonuses. Instead, the boss gives us company mugs, bags and notebooks. After a successful deal or project he buys us pizza. I know I'm getting paid what we agreed on, but it would be nice to get some kind of reward once in a while. That never happens.
What do you think? Should I hint that money would be more appreciated than getting a fifth mug with the... company logo on it?

 more

  • Lashawnda Partee

    9m

    Be grateful and thankful. Some of us work jobs and get nothing at all. Waitress over 34 years, no bonus, no 401k, nothing.

Career development

 8h

People Share 36 Major Job Interview Red Flags They Saw


The person doing the interview asked me what position I applied for. He was shocked to find out it was his position. The interview didn't go well.

User , Tima Miroshnichenko Report

I once had an interview in a restaurant. It was outside of their opening hours and when I arrived the lights were off, the doors were closed (not doors with a doorknob but those automatic sliding ones), no doorbell... existing, and there was seemingly nobody inside.

I called them a few times, got only voicemail, and sent them an email. After waiting for an hour without any response I left.

A few hours later I got a rather annoyed sounding email back. They said that it should have been absolutely obvious that the door was not locked. That I should have pried the sliding doors open to enter and walked to the back to find someone and that it was very unprofessional of me to just leave.

I never would have thought that breaking and entering was the obvious way to go.

Chemical_Emu7819 , Jack Sparrow Report

They stopped the online interview recording to tell me that what they were trying to say in a roundabout way, is that they do not hire fat or lazy people.

I was completely shell shocked. I was incredibly surprised when they offered me the job, but also with a salary less than they were advertising for.

I declined.

heresmy20cents , Anna Shvets Report

Nobody knows exactly what a recruiter might be hiding from them or what things about the company they might be covering up. It's difficult to understand that in the first meeting itself, but certain words or phrases might give an indication as to the true nature of the organization.

It's just important to know what to look out for, for example, when companies call their employees a 'family.' To understand why this phrase has such a negative connotation, Bored Panda reached out to Peter Duris, who's the CEO and Co-founder of Kickresume.

He said that "when companies say 'we are a family,' even if the person saying it really does have good intentions and has close relationships with their colleagues, it can be a sign that this might be an unhealthy working environment."

"Saying that your employees are your family puts too much pressure on them. It can sound as if companies are saying they should prioritize their job over other things that are important to them, like their real family at home."

"It also blurs the line between professional and personal relationships and can even come across as emotionally manipulative. If your manager asks you to go above and beyond all the time and says things like 'we need to support each other because we're a family here,' you might feel guilt-tripped into overworking to the point of burnout."

"Lastly, even if your employer says you're family to them, unfortunately, you could still end up losing your job in a restructuring somewhere down the line," he explained.

Interviewer asked me why I am the way that I am after one of my responses, lol. I answered. They ask "But why?" and it was clear this person was not interested in my skills but examining me like a specimen. Was desperate and ended up taking the job offer I really didn't think I'd get. Turned out to be a horrifically manipulative, invasive, toxic office. Go figure.

Soup-Mother5709 , Christina Morillo Report

Made me wait in the lobby for 45 minutes.

After I was hired, I was on the team that interviewed prospects. It was our VPs policy to make candidates wait to see how much they really wanted the job.

It was a toxic place to work. I actually saw coworkers crying at their desk.

I was pretty jaded by that point in my career, so I was able to put up with their shenanigans until a plum offer came along.

They had no clue why turnover was so high.

Fair-Literature8300 , Donald Tong Report

I was in a first interview that had to ask if I would be okay working in a environment that would involve some woman employees. Would I have a problem working with or even being instructed by them.

The fact that they would even have to ask tells me there's a harsh restructuring of the good Ole boy office underway. Dodged that dumpster fire.

SpeedinIan , Vlada Karpovich Report

Going in for an interview can be a nerve-wracking thing, and there's a reason for that. People often feel intensely scrutinized or sometimes like they are being continuously tested. That's why surveys have found that around 51% of professionals have had a bad experience during a job interview process.

This can either be due to interviewers who are demanding, aggressive, or not prepared enough. Around 33% of folks have even found the process to be too long and tiresome. This means that recruiters do not fully understand the needs of the candidate and push on ahead despite peoples' discomfort or lack of interest.

This list itself shows that companies need to be honest with people about their requirements and not demand or expect too much extra from them. They also need to revamp their interview process to make it easier for the folks who come for it.

A guy excused himself during the interview to get himself a cup of coffee. Didn't offer me one. I surreptitiously followed him out of the room, he turned left, I turned right and walked out the door and into the parking lot.

Imaginary-Orange-849 , cottonbro studio Report

Being told the company is like a 'family' is always a red flag 🚩 -- usually code for unpaid overtime and blurred boundaries. Another one is when they dodge questions about career growth or salary. If they can't respect your time during an interview, imagine how it'll be on the job!

West_Description_984 , Kindel Media Report

I interviewed with the two doctors whose office I was potentially being hired to run. They were nice, we hit it off, the interview went well. They called the next day to have me come in for a follow-up interview. It was with their wives. (Who had nothing at all to do with the business.) I did NOT get that job. Thankfully.

ph8drus , Tima Miroshnichenko Report

This list of interview red flags might seem pretty obvious, but there are also other subtle signs that you must look out for. That's why we asked Peter Duris what warning signs candidates should be aware of and how they can set boundaries.

He said, "if the company or the recruiter won't tell you the salary range you can expect, especially after you have been interviewed, it's fine to push back and tell them you need to know or to share the salary range you'd be looking for. If you are looking for a hybrid or remote job opportunity, watch out for adverts that list the job as hybrid but require 4 or even 4.5 days a week on-site."

"You can also tell a lot about a company based on how they come across in the interview. If the hiring manager and other interviewers seem stressed and unhappy themselves, this might be a sign that the working environment at this company isn't great."

"Similarly, if the company seems to have a rapid turnover and has new job adverts up all the time, this might be a sign that employees are joining the company, getting stressed and burned out, and leaving rapidly. This is why it's always good to ask questions like 'What do you like about your job?' and 'Can you tell me about the culture here?' when you have an interview," he added.

Had to go in after 6 o clock to interview and most employees were still there. Start time was 8AM. Ended up taking job and worked 70+ hour weeks until I left.

Asked me to go in for interview on a Saturday.

Another place had a piece of trash in the lobby on the floor that only if a candidate picked it up they "acted as an owner" and would move on to next round.

Valuable_Designer_48 , Resume Genius Report

Manager said the best part of my interview was my skin color.

LorZod , Tima Miroshnichenko Report

Interviewing for SpaceX. The phrases "work-life balance" and "i love nature" were both extreme trigger words for them. I was told 15 hrs days were to be expected. I got a call 2 days later saying I wasn't being considered, shocker.

anon , SpaceX Report

If you've gone in for an interview and not come across any of these red flags, it means that the organization may probably be a good one. Everyone wants to land a great role, but it isn't necessary that they get the same job they try out for.

If you ever feel that you've botched an interview it's important not to be too hard on yourself. Rather than going into a negative spiral, it's better to reflect on everything you did during the process and figure out what you can do better next time.

Incase you haven't heard from the recruiter for a long time, you can also send them an email asking them for feedback on the process or thanking them for taking the time to interview you. It's best not to get too hung up on missing out on a particular job, because your next best role might be just around the corner.

I had an interview for a program that had rotating schedules every 3 months that included day shifts(7-4, 9-6), as well as late shifts (12-9, 1-10). When I asked the manager for the role if those late shifts were sporadic or typically allowed for days off, he snarkily replied, "well, like you were explained, the shifts rotate every 3 months. That means you get a day shift, then 3 months later a late shift, then a day shift again, etc. I would hope that's something you can understand."

Manager already classifying basic questions as "not understanding"? Thanks but no thanks dude. I left the interview then and there lol.

hola-mundo , Cheung Gnaiq Report

Interviewer: "What brings you in today?"

Me: "The interview we scheduled..".

User Report

When i asked the director if she has a work life balance and she said "i do now since i had a baby".

that basically told me that she didn't before.

i turned the offer down bc i value my work life balance.

Donut-sprinkle , Tima Miroshnichenko Report

The next time you go in for an interview, all of these red flags will probably be on your mind. Although it might be a helpful guide to keep you out of toxic workplaces, it's also important to listen to your gut and go with what feels right. No company may be a 100% right fit for you, but if you like most of what they do, you may end up loving the rest in the end.

What are some of the interview warning signs that you've come across? Do share your experience in the comments.

Showed up on-site for an interview. There was a recruiter there that gave me a friendly greeting, then the guy that was supposed to be interviewing me walked right up to the recruiter (not acknowledging my presence AT ALL) and told her "this isn't going to work, we need to reschedule," then turned around and left, leaving the recruiter to apologize to me and do damage control.

KevineCove , Timur Weber Report

The boss/interviewer kept calling me the wrong name...the third time I just didn't correct him. No one's ever been thrown off my name either, pretty common name.

Murrpph2411 , RDNE Stock project Report

For anyone reading this, if any of interviewers make you feel uncomfortable don't come back.

Had the interviewer keep repeating the same question after I answered it, he kept asking it again as if he's not convinced by the answer I provided.

I should have known he's crazy.

High_Mountain_Snow , Kampus Production Report

Personal questions that have nothing to do with the role, ie if my kids are old enough to care for themselves if I was asked to travel/work ot, etc. They don't need to know how many times I've been married or what my weekend hobbies are...anything that could cause even a hint of discrimination. Work is not your family, but some orgs still try to pitch it that way in an attempt to create one-sided loyalty.

Triple_Nickel_325 , Sora Shimazaki Report

I was told i had a job, phone interviews etc. i relocated 1000 miles, scheduled the official interview. Person interviewing me was off-putting, and eventually asked me why I wanted to work there. It was then that I told them that I just moved 1000 miles because I was told I had the job. Immediately I could see a realization come over their face, and the tone quickly changed. It also defined the next three years of my life while working there.

StNic54 Report

I did an interview few years ago. It went really well on my end. At the end, I got the opportunity to ask 3 questions. I asked 3 very simple questions about work and team. But the manager for the team I was interviewing for refused outright to answer my questions which was unbelievable. Another manager (higher) stepped and answered my 3 questions very easily. That was a major red flag. I took the job and it turned out the team manager that didn't answer questions proved difficult to work with and a complete control freak.

MonduTT10 , Tima Miroshnichenko Report

They called me at 20:00. I missed the call because I had no reception in that parking lot. They left a voicemail saying "Call us back."

I called them back and they said, "Because you didn't immediately answer your phone, we've decided not to continue with your application. We need people we can rely on." lol.

Outrageous-Ebb1874 Report

I asked if there would be formal training on their computer system, and the interviewer looked at me like I was an idiot. "Of course there will be training. There's always training at a new job." She said it so condescendingly.

The last two jobs I was at had no training. They just sat you next to someone to watch them work. I wanted to correct her assumption but didn't waste my breath. This was obviously a place I would not want to work.

FlaKiki , Product School Report

Went for a lead role and the manager wanted to pay me as a lead but not make official, I was to follow the current lead for a while to pick up all I could then they would fire her and then make me lead.

POS manager, POS company.

karenskygreen , yanalya Report

Got invited to an interview at a local branch location by the central corporate office. When I showed up there, noone at the branch knew anything about an interview and the manager wasn't even in that day. They told me to come back the next day when the manager would be in. When I arrived at the same time the next day, the manager told me she had just hired someone else for the position.

channilein Report

The whole team was so excited about bringing me on board! I thought that was a good thing until I saw the actual situation. Everyone was extremely overextended. The company has finally agreed to one new low level team member. However, what they needed were five more people, not one. They expected hiring one person would solve all the team's problems, and when I didn't I got s**t for it.

notreallylucy , Azwedo L.LC Report

The lady told me about how employees can and should make comment cards about other employees when they do things we don't like so they can have meetings to solve the issues. She said "it sounds like tattling but it's not lol. Well a little lol but don't look at it like that. Do you have any questions" "yeah, can you tell me what my job would entail?" Like I was f*****g shocked and grateful she dropped that comment card card thing on my right away. Literally before anything even about the job I was applying for lol.

mirrrje , cottonbro studio Report

There are just so many red flags in the recruitment process, but one thing I've been noticing lately is particularly concerning for remote positions: when they ask you to complete a test that requires creating a long piece of content. I've experienced this twice, and afterward, the recruiter simply disappeared. I feel that some recruiters may be using this tactic to collect free ideas, so I've decided not to participate in these types of assessments anymore.

Apart from this, other red flags include:

* They make you wait for a long time

* The office doesn't look good and the people don't look happy

* They are unfriendly in the interview

* They ask you stupid questions like "How do you see yourself 5 years from now?".

CQ_2023 , Peter Olexa Report

I had an interview at a coffee shop instead of the office. And they didn't want to call it an "interview" but just getting to know each other (should've been my first clue).

Anyway the first day I saw the office was on my first day, it was over a cigar shop and my office smelt like cigars all day long that it started giving me regular headaches. It looked like they had just moved in with lights not working/nothing hung on the walls.

When I asked if they just moved in, they said no they've been there for years. Ended up being one of the most toxic environments I ever worked.

User , Nafinia Putra Report

They were bothered I didn't have immediate access to high school transcripts while I pointed out I have a Masters degree.

Fabulous_Yesterday77 Report

He kept asking me when did I really f*** something up, what makes me explode at work, why me being organised would lead to issues (because of course it has to have something f****d up) basically was a whole hour of what's wrong with you. Felt like a very weird psychological evaluation. In the middle the scientific interviewer kept asking why I was in 2 programs that have woman in the title (digitalisation and mentoring programs) and why that must mean that I am a radical feminist and so on ...

Ok-Cookie6564 , teksomolika Report

I had an interview in another time zone so got up early to prepare, have coffee, have breakfast, go for a walk, review my notes, etc.

Show up on the zoom call early, nobody joins. Stay on for maybe 20-30 more minutes hoping that they were just running late. Still nothing. I had to find their HQ number and call in to request to talk to the HR person and they just forgot and had to reschedule.

I got the job and it ended up being disorganized (shocker), but one of the coolest jobs I've ever had, so no regrets.

Alikese , Diva Plavalaguna Report

I was told midway through an on-site (by someone in leadership) that I probably wasn't getting the job. It seemed rude to just walk out so I figured I'd get some practice and finish out the day. Afterwards they sent me an offer. I think either one guy didn't want to hire me and was trying to throw me off, or they say this to everyone to gauge their response.

ownhigh Report

Changing the role I was interviewing for half way through the interview should have been that red flag unfortunately It was right at the start of my career. The job changed every week I was there and they never followed through with any of their contractually agreed requirements including pay (they had a collective agreement that outlined pay scale quite clearly that was changed through union negotiations half way through my employment, they decided not to honour it. I decided to tell them to shove it)

I now work externally as a stakeholder in their business and see them regularly.

User , pressfoto Report

I had a supervisor tell people she "rubbed people the wrong way" in an interview. I left shortly after that. We were re-organized and put in her group and I couldn't even stand her for 2 months after being at the company 10 years.

Filmy-Reference Report

I was doing a mock QBR, and one of the interviewers, who would have been my boss, started yelling objections, literally yelling, and abruptly left the Zoom in the middle of me talking. I was told it was a test because "that's how QBR's go.".

BoisterousBanquet , rawpixel.com Report

You might also like: "It's A 'Benefit' To My Employer, Not Me": People Are Sharing 28 Insulting Things A Job Has Offered Them more

Career development

 8h

Japanese University Students Face Stress Despite 98% Employment Rate


Early recruitment and 'owahara' pressure challenge students amid high job market success

The Nikkei Shimbun reported on the 2nd that 80% of fourth-year university students in Japan have already secured employment offers. Although graduation (next March) is still nine months away, most have already decided on the companies they will join.

In Japan, where there is a severe shortage of job seekers,... "early recruitment" to secure new employees in advance is active. The government has even created a schedule guideline urging companies to start promotions in March, conduct interviews from June, and extend offers from October to prevent excessive early recruitment. However, this guideline is ineffective in the field. Most students receive offers during their third year, and recently, there are even stories of second-year and even first-year students securing offers.

Companies engage in a fierce competition to attract university students every year. After securing talent, they sometimes provide various short-term internship opportunities or group training programs. While the stated purpose is to foster a sense of belonging, there is also an underlying intention to familiarize students with company tasks and gain their fresh ideas.

With a 98% employment rate, Japanese university students do not engage in "building up their specs" like their South Korean counterparts. Not only is there no time to build specs due to early job hunting activities, but companies also do not require it. Japanese companies select candidates based on "potential" such as academic background, communication skills, and personality, and then mold them into the desired talent.

However, Japanese university students also face significant stress. While they are not particularly worried about not finding employment, there is considerable pressure to engage in early job hunting to join their desired companies. In particular, many have their employment decided before they have sufficiently explored their aptitudes.

The phenomenon of "post-offer blues," where students fall into depression after receiving offers, also occurs. This is due to anxiety about their choices and the pressure of becoming a member of society. Many students continue job hunting while holding offers from 3-4 companies in search of better welfare, salaries, and a better fit for their aptitudes.

Companies employ various methods to prevent offer recipients from leaving. HR personnel frequently contact the recipients, organize meetings for them, and even invite parents to company briefings as part of "offer recipient follow-up" activities. Some companies exert pressure by demanding, "Sign a pledge to end job hunting" or "Cancel other interviews if you want to accept our offer." This harassment to stop job hunting is called "owahara" (終わハラ).

Owahara negatively impacts corporate images. Therefore, recent companies are offering various "carrots" such as Okinawa resort invitation ceremonies, hotel dinners with executives, overseas site visits, and laptop distributions. more

Career development

 8h

Indeed's CMO wants marketers to get AI-smart without losing the human touch


Searching for a job can be brutal. Finding the right talent in a sea of résumés is an HR headache. Neither employers nor workers are happy with the status quo, which is the tension behind Indeed's new brand campaign, "Jobs Need People".

Produced with creative agency 72andSunny, the campaign features warm images of workers in a wide range of job functions engaging with customers and colleagues.... Indeed's message is focused on its AI-powered matching tools that it says help people and companies find each other.

"Jobs Need People" is a reminder that while AI can streamline the process, hiring must always remain fundamentally human," wrote the company's chief marketing officer, James Whitemore, in a blog post announcing the new creative.

Whitemore recorded a video interview with Business Insider when the campaign was still under wraps. He spoke then about the balance between the tech and the human -- about how his marketing team is unlocking the benefits of AI for refining and tailoring content for its audiences, and arming the sales teams with AI tools to help strategize deals.

"I want my team to be able to be fluent in AI, to have the right skills they need for AI, and help them build their career as a digital AI-savvy marketer," he said.

Whitemore also talked about the power of fandom across the brand's sports partnerships. Soon, as part of the company's broader initiative, Indeed and FOX Sports will announce the winner of its job search for the FIFA Men's World Cup Watcher, a real employee who will earn a $50,000 salary to watch every game from a cube in New York's Times Square.

The following transcript has been edited for length and clarity.

There are really three areas I'm focused on right now in artificial intelligence for marketing. First, it's about helping us refine our audiences, tailor our content for those audiences, and use our media and campaign dollars as effectively as possible.

We serve hundreds of millions of people across multiple countries and multiple industry segments. The more targeted I can get, the better: using AI to take our first-party data, along with the first-party data from our partners and our media companies, and really building hyper-targeted audiences is the first objective.

The second is to strengthen the relationship between sales and marketing. We're giving our selling teams AI tools that allow them to understand what types of engagements their customers are having with marketing, content, and programs -- and suggest next actions for them, and follow-ups for them in response to that. It really changes the whole concept of what a lead is, to become real-time signals and alerts.

The third area I feel very strongly about is helping the marketing teams develop their own AI skills. Marketing is one of the professions that is being impacted most significantly by AI, and I want my team to be able to be fluent in AI, to have the right skills they need, and help them build their career as a digital AI-savvy marketer.

Fandoms as the FIFA World Cup approaches

The concept of a fandom is something I'm very passionate about. Fandoms exist across sports, across entertainment, and in many other areas. Basically, it's a community of like-minded people who are very passionate about a specific topic. And those audiences have a very high propensity to engage with content and share content and generate content themselves. The ability to tap into those fandoms is core to the way I think as a CMO.

The partnerships that we have with F1 are really interesting. F1 taps into billions of people in the fandom. In Premier League soccer, the partnerships that we have with teams like Brentford FC and FC Utrecht and Eintracht Frankfurt will become a lot bigger this summer with the World Cup in the U.S.

We also announced some very interesting partnerships with FOX Sports, where we will be hiring their official FIFA World Cup viewer for the entire duration of the tournament.

Pivoting a career in sales to marketing

I started my career in sales. I got into marketing because I was always the mouthy, pushy salesperson who was telling the marketing teams that I didn't like their content, that it wasn't working, that it wasn't resonating with customers.

Eventually, when I was working with IBM, somebody said, "Well, if you're so good at marketing, you should come work in marketing." So I went and joined the product marketing team at IBM.

When I look back at that, I think I should have been more confident in my ability to tell a story and translate complex technologies into something that resonates with the people that you are actually talking to -- especially customers who may not be technologists. It took me quite some time to believe in myself and my ability to tell those stories. more

Career development

 9h

Is LinkedIn Entering Its Post-Cringe Era?


A few months ago, I opened my LinkedIn account to stalk an old colleague. What I saw surprised me:

* A video interview with Lisa Rinna, the "Real Housewives of Beverly Hills" star, giving career advice

* A day-in-the-life video of a man's morning commute, sponsored by a podcast company

* A writer ranting about A.I.

* A founder of a data platform raving about A.I.

* A selfie from a stranger... announcing that his father had died

I put stalking to the side as a different thought arose: Was LinkedIn getting more interesting?

The platform began in 2003 with the mission of "connecting the world's professionals." In the years since, users have relied on it to network, stay up-to-date with job listings and share their résumés. As on other social networking sites, users could post thoughts, links and photos, though the focus was decidedly on careers.

That hasn't changed, at least according to the people who help run the site. LinkedIn is not trying to be a "normal social media network," said Daniel Roth, its editor in chief. "The idea is: help people connect to economic opportunity."

LinkedIn would not disclose the number of users who are active monthly, unlike some social media platforms. But a 2026 survey by Statista, a market data and research company, reported that 18 percent of about 60,000 people used the site regularly -- far below the amount of regular users on Instagram but on par with Reddit.

Still, browsing LinkedIn today can turn up the kind of videos, sponsored content and memes reminiscent of other media platforms. Has all this expanded its appeal, or undermined its central mission?

Either way, the platform is inarguably huge; since 2020 it has doubled its membership to over 1.3 billion users, and has raised its revenue to more than $19 billion annually, the site said. Video content is growing on the site, and 18- to 29-year-olds are its fastest growing demographic.

"Few places are structured around the 'official life story' the way that LinkedIn is," said Bernie Hogan, an associate professor at the Oxford Internet Institute, adding that the site is a "welcome environment" for people who are highly focused on their careers. (Some users say the site's lack of anonymity distinguishes it from other parts of the internet. Over 100 million users are now verified.)

Now, celebrities, athletes and other content creators are leaning into their LinkedIn presence, and the usual business executives and "thought leaders" more associated with it are getting more personal. One top executive at Blackstone even posts while jogging.

During a recent book campaign, Ms. Rinna announced that she was creating a LinkedIn account because "hustle is a lifestyle." In recent years, athletes like Kevin Durant and Stephen Curry have begun to visibly push their business endeavors, joining entertainer-slash-entrepreneurs like Snoop Dogg and Paris Hilton. (LinkedIn has said that it works with high-profile users to help shape their content, and pays some users to market LinkedIn on the site and other platforms.)

Influencers who have built followings on LinkedIn, as on other social media sites, are brokering lucrative deals to market products like A.I. tools and jets. Others, tired of tech-y jargon and performative professionalism, hope to bring a more intimate quality to the site. The resulting hodgepodge suggests another question: If the central mission is to boost your career, can you be authentic on LinkedIn?

A New Wave

Two years ago, Brooke Sweedar, a 30-year-old based in Baton Rouge, La., wanted to pivot from her job in recruiting to become a software engineer. She had no industry connections, so she fired up an inactive LinkedIn account to network and share her coding insights.

"I had this perception that LinkedIn was very stuffy, you know, very corporate," Ms. Sweedar said. "And I kind of found myself injecting a lot of my real personality."

Ms. Sweedar brands herself as the "tech baddie," and shares selfies, memes and cat videos between jokes about coding. "I show up like the multifaceted human being that I am," she said, adding that she hoped it gave others permission to do the same.

That approach has gained her job interviews, almost 30,000 followers and even, she said, offers from tech companies like Notion to post about their products.

"We all have to make a living and pay our bills," she said. "And it's really, really hard to attract people when you sound like a corporate drone."

Many influencers on LinkedIn have built niches on corporate-friendly topics like mastering A.I., business-to-business marketing and office politics. Others share health advice, writing tips and satirical videos that might look more at home on TikTok. Those like Ms. Sweedar who amass a following can turn being a LinkedIn influencer into a full-time career. The number of such creators has surged, the site said.

LinkedIn has aggressively pursued influencers and creators, said Brooke Erin Duffy, an associate professor of communication at Cornell University. But, she added, "what does it mean for the rest of us who are living, working and spending our time in these sites where everything we see has this ethos of self promotion?"

"Like every brand, we pay creators as part of our marketing efforts, and that content shows up on LinkedIn and other platforms," a spokeswoman said.

Optimizing the 'Cringe'

Amid all these shifts, trying to stand out on LinkedIn can backfire.

There's the colloquial language of the site itself: Rapid line breaks, corporate lingo and storytelling have fused into a genre some have labeled "bro-etry" or "LinkedIn-ese." Alongside that, critics have derided the inappropriate exploitation of personal events for professional gain -- fodder for Reddit boards like LinkedIn Lunatics. And users have gone viral for unintended reasons, including a chief executive who was widely criticized as tone-deaf for posting a teary-eyed selfie after staff layoffs.

"It's this dystopian, rah-rah-rah, back-patting circle that encourages this really inauthentic behavior," said John Hickey, a creative director who runs "Best of LinkedIn," an account mocking posts. The site, he acknowledged, was "unparalleled" for networking. "It's just the extra 40 percent noise on top that I can't stand," he said, "and I think a lot of people can't stand."

"The problem is sincerity," Dr. Hogan said, adding that people's intentions were compromised under the eye of potential employers or clients. "That withers people, because if you can't be sincere, then you can't fully understand other people's intentions."

Juliana Chan, a founder of a branding business in Singapore, has translated LinkedIn-ese on her account, and said her content had helped her find clients and collaborators. "People who like what you're saying will not find you cringe," she added.

Elsewhere, unconventional professionals are optimizing that cringe. Ken Cheng, a comedian based in London with 220,000 followers on LinkedIn, has found a niche parodying overly devoted corporate types. His bio declares, with a smiley face, that he wants to "connect with you, emotionally."

He was struck by the tension people feel between their dislike of workplace politics and their sense that participation was essential to survive. "It's quite weird just seeing everyone become this corporate shell in order to operate in this world," he said.

As he has gained popularity, some companies have paid Mr. Cheng to poke fun at them on LinkedIn for publicity, or have hired him to perform at conferences. He charges up to $4,000 for a post.

'Brands Are Getting It'

Power users of the site, even self-deprecating ones like Mr. Cheng, are still relatively rare. Many people prefer to lurk, stepping in only to share job updates or congratulate colleagues on promotions.

The site's most discussed topics, according to internal data, may still sound more familiar in conference rooms than on social media: A.I.'s place in work, leadership development, the start-up founder journey, and crypto trends.

"I think LinkedIn is just getting started because they have not prioritized it as a social platform until very recently," said Shama Hyder, a Miami-based founder of a marketing agency who shares her business insights to some 672,000 followers.

Ms. Hyder describers herself as a longtime "power-user-slash-thought-leader" of the site and believes users are more likely to engage with the profiles of people they find credible than they are the profiles of brands. She makes paid content for sponsors on the platform -- with her rates beginning at $20,000 for one post -- and said she had worked with brands like Adobe.

"Brands are getting it," she said. "They're waking up to this."

LinkedIn is adding even more ways for influencers to make money, and has expanded its own "paid creator partnerships," the site said. That wave, who use the hashtag #LinkedInpartners, included Fernando Mendoza, a football player who celebrated being the first overall pick for the 2026 N.F.L. draft with a LinkedIn post.

Dr. Hogan, however, is skeptical that this broadening engagement will keep audiences on LinkedIn long-term. "It will work in the short term until people get fatigue" he said.

Power-users like Ms. Hyder also do not want LinkedIn to lose its professional utility. "I think they will lose folks if they continue to have a lot of the same content that you can find on other platforms," she said.

After so many calls with influencers, I couldn't stop dwelling on my LinkedIn presence. I took the advice of some coaches and:

* Added a banner image to my profile

* Shared a vulnerable story about my past

* Reposted a senior editor

* Let myself use exclamation marks and an emoji!!

Only a few people liked my posts, including a friend and a former teacher. But I could see that more users were engaging with my profile each week; the site suggested I keep commenting and posting for even more reach.

I reached back out to Mr. Cheng, the comedian, who was recently paid to host a marketing conference. "I've become the thing I seek to destroy," Mr. Cheng said, jokingly. Since our last conversation, he had raised his rates, he said, and expected to raise them again.

Matt Yan contributed reporting.

Isabella Kwai is a Times reporter based in London, covering breaking news and other trends.

The post Is LinkedIn Entering Its Post-Cringe Era? appeared first on New York Times. more

Career development

 10h

Worried About AI Job Loss? Don't Wait For Certainty


You updated your résumé. You scanned the job boards. Maybe you enrolled in another course because everyone keeps saying AI is changing work and you don't want to be left behind.

And yet the same questions keep returning: What skills should you learn? How do you stay employable when AI is changing jobs? How do you future-proof your career when nobody seems to agree on which jobs will exist five... years from now?

Whether you've already been laid off or you're simply worried that your experience may become less valuable, the uncertainty feels the same. The career advice most people grew up with was built for a labor market where the destination was knowable. Identify a growing field, build the required skills, and move toward the opportunity.

For most of the last century, that sequence worked.

Today, the destination keeps shifting before you arrive.

Your advantage will not come from knowing exactly where AI is taking work. Nobody knows that yet. Your advantage comes from becoming the kind of person who acts before the answers are obvious. more

Career development

 11h

The Question Every AI Job Search Tool Gets Wrong


I applied to more than 200 jobs over nine months.

I had an ATS resume optimizer, an AI cover letter generator, a spreadsheet to track every application, and a set of prompts I'd refined over months. I had a workflow and prompts for tailoring resumes, and AI-generated cover letters that hit every keyword in every job description. By every measurable input, I was doing it right.

And yet somewhere... around month six, something started to feel off. Not the rejection rate -- that's just how job searching works. Something else. I'd get deep into an application process, two rounds of interviews in, doing the research that should have happened weeks earlier, and realize: I don't actually want this job.

The AI didn't cause that problem. But it made it faster and cheaper to get there -- which turns out to be a different kind of problem.

The assumption baked into every tool

Every AI job search product is built on the same premise: help the applicant look more attractive to the employer.

Match scores tell you how well your resume fits the job description. Resume tailoring surfaces the right keywords to pass ATS screeners. Cover letter generators produce keyword-optimized outreach in seconds -- polished on the surface, but rarely reflecting who you actually are or what you actually want. All of it optimizes for one question: Will they want me?

That's not wrong. It's just incomplete -- and the gap it leaves is consequential.

None of these tools ask the question on the other side of the table: Do I want them?

That sounds obvious when you say it out loud. Of course you should want the job you're applying to. But here's what actually happens in a job search, especially one that's gone on longer than you expected: you stop evaluating and just apply to roles you're mostly qualified for. The goal quietly shifts from "find a good fit" to "get an offer." The more refined your application process and tools become, the faster that shift happens.

The sunk-cost trap, accelerated

There's a psychological dynamic that job search tools have unintentionally made worse.

Once you've spent two hours tailoring your resume, researching the company, and writing a cover letter that actually sounds like you -- you're invested. That investment creates a bias toward continuing. You're not just a candidate anymore; you're someone who has worked for this. Pulling out now means that work was wasted.

This is the sunk-cost trap, and it's been part of job searching forever. What AI changes is the speed at which you get there.

When it took four hours to put together a strong application, the investment itself served as a natural filter. You didn't apply unless you were reasonably sure you wanted the job, because the cost of being wrong was visible and immediate.

When it takes forty minutes -- or twenty, with a good workflow -- the filter disappears. You can be deep into a second-round interview before you've ever seriously asked yourself whether this role is one you even want to be pursuing. The AI didn't make you want the wrong job. It just made it cheaper to chase it.

What a real mutual-fit analysis actually surfaces

When I finally started evaluating job descriptions as carefully as I was tailoring my materials to them, I noticed patterns I'd been ignoring.

Role scope that spans three jobs. Job descriptions that list responsibilities across strategy, execution, and operations, with no indication of team support, are often describing a position where you'll be doing all of it, often at a salary that doesn't reflect the scope. That's not necessarily a dealbreaker, but it's a negotiation -- and you should know that going in.

Culture language with no specifics. "We're collaborative and fast-moving" and "We value transparency" appear in nearly every job posting. Neither really tells you anything. What tells you something is when culture language is specific: how decisions get made, what teams you'd interface with, what the definition of success looks like at 90 days. When the language is all values and no mechanics, that's a signal worth noting.

Title and scope that don't match. A "Senior Manager" title with no direct reports and a deliverables list that reads like a junior IC role is describing something different than the title implies. A "Director" posting with a team of one and a budget of zero is a different job than you'd expect. These mismatches are readable before you apply -- in the org chart context, the reporting structure, the scope of the responsibilities. The title alone doesn't tell you what you're walking into. The description does.

Warning signs that get ignored in scarcity mode. When you're in the middle of a long search and a recruiter is responsive and the interview goes well, you start projecting. The ambiguous answer about career growth sounds like an opportunity. The company that describes itself as "moving fast" takes six weeks to schedule your second interview. The things you're explaining away are often worth taking seriously.

None of this is analysis that takes hours. It takes fifteen minutes and a framework for what to look for. The problem is that nothing in your current tooling ecosystem was helping you do it.

Why you can't evaluate clearly from inside a search

Here's what makes this hard: a job search puts you in the worst possible mental state for clear evaluation, especially if you're job searching as a result of a layoff and need to land something before your severance (if you were lucky enough to get any) or your measly unemployment benefits run out.

When applications aren't converting, every opportunity feels high-stakes. Saying no to anything feels reckless. The rational part of your brain knows that a bad fit is a bad fit regardless of market conditions -- but the part of your brain running on three months of rejection and savings fumes doesn't fully agree.

That mental state is why the evaluation has to happen before you're deep in the process, not during it. By the time you're in a second-round interview, you're invested. The bias is already working. You need something external -- a framework, a tool, a coach, a trusted person -- to interrupt the pattern before it gets that far.

The mental model shift that changes everything

A job application is a mutual evaluation, not a one-sided audition.

The employer is assessing whether you can do the work and whether you'll fit the team. You are assessing whether the work is interesting to you, whether the team is one you want to be part of, and whether the trade-offs -- compensation, scope, growth, culture -- are ones you're willing to make. Both of those evaluations matter equally.

When you internalize that framing, the whole process changes.

You ask different questions in interviews -- not to impress, but to actually find out: how decisions get made, what's broken and why, whether this manager is someone you'd want to work for. You pay attention to how the interviewer describes challenges, not just opportunities. You notice when things that should be clear are vague. You make decisions instead of hoping the employer will make them for you.

And when you walk away from a process that isn't right, it doesn't feel like failure. It feels empowering because you're saving that time and effort for an opportunity that is the right fit -- not only for the employer but for you as well.

Why I built AppliCraft around this

I spent over nine months applying to 200+ applications using AI prompts to produce polished applications. What I didn't have was anything helping me answer the question that actually mattered at the front of the process: Is this worth pursuing?

The mutual fit analysis I kept doing manually -- reading between the lines of job descriptions, checking my own motivations, asking myself what I'd be trading off -- wasn't being supported by any of the tools I was using. They were all optimized for the same direction. Apply better. Apply faster. Apply more.

Those were the two gaps I kept running into: nothing helping me decide whether a role was worth pursuing, and nothing streamlining the application work once I decided it was. Every tool was optimized for volume. None of them were built for judgment.

That's what AppliCraft was built to address. The mutual fit analysis I kept doing manually is now built into the workflow -- before you start tailoring your resume, before you write a word of your cover letter. And when you do decide a role is worth pursuing, the tailoring work is faster and more focused because you already know why you want it.

The goal isn't a better application. It's a better outcome. Those are related, but different things -- and the difference starts with a question most people never stop to ask.

Erin Orstrom is a Product Consultant, Fractional PM, and the founder of AppliCraft -- an AI job application tool she built after spending nine months and 200+ applications on the wrong side of a broken job search process. more

Career development

 12h

Primary Care Nurse Practitioner or Physician Assistant in Hartford, CT - Archyde


A new opportunity has emerged for healthcare professionals in Hartford, Connecticut, as a Primary Care Nurse Practitioner (NP) or Physician Assistant (PA) position opens at a local medical facility. The job posting, shared by Jobot, highlights the urgent need for skilled clinicians to join a team dedicated to patient-centered care. With the healthcare sector continuously evolving, this role... underscores the growing demand for qualified medical professionals in the region.

The position, listed as available in Hartford, CT, emphasizes the importance of providing comprehensive primary care services to patients of all ages. Candidates are expected to possess advanced clinical training, with a focus on diagnosing and managing acute and chronic health conditions. The role also requires strong communication skills to collaborate with physicians, nurses, and other healthcare team members. Applications are currently being accepted through CareerBuilder, offering a direct pathway for interested professionals to apply.

Why This Role Matters in Hartford's Healthcare Landscape

Hartford, a hub for healthcare innovation and services in Connecticut, has seen increased pressure on its medical infrastructure due to rising patient demand and staffing challenges. According to a 2023 report by the Connecticut Health Policy and Equity Foundation, primary care access remains a critical issue in urban and suburban areas, with shortages of NPs and PAs contributing to longer wait times and reduced care quality [1]. This job opening addresses a key gap in the system, aiming to enhance patient outcomes through timely and accessible care.

The role's emphasis on collaborative care aligns with broader trends in modern healthcare, where NPs and PAs play pivotal roles in delivering cost-effective, high-quality services. A 2022 study published in the American Journal of Public Health found that practices employing NPs and PAs reported higher patient satisfaction scores and improved chronic disease management [2]. This positioning makes the Hartford role not just a career opportunity but a contribution to community health resilience.

Qualifications and Application Process

To qualify for the position, applicants must hold a valid state license as a Nurse Practitioner or Physician Assistant, along with at least two years of clinical experience in a primary care setting. Additional qualifications include proficiency in electronic health records (EHR) systems, a commitment to evidence-based practice, and the ability to work independently while maintaining strong team dynamics. The job also requires flexibility to adapt to changing patient needs and healthcare protocols.

Applicants are encouraged to submit their resumes and a cover letter detailing their experience and philosophy of care. The hiring process is expected to prioritize candidates who demonstrate cultural competence and a dedication to serving diverse patient populations. For those interested, the application portal on CareerBuilder provides a streamlined process to explore the opportunity further [3].

What's Next for Healthcare in Hartford?

The availability of this position reflects a broader shift in how healthcare organizations are addressing staffing shortages. As the demand for primary care services continues to rise, institutions are increasingly turning to NPs and PAs to fill critical roles. This trend is supported by policy changes at the state level, including expanded practice authority for NPs, which has been advocated by the Connecticut Nurses Association [4].

For prospective candidates, the role represents a chance to contribute to a dynamic healthcare environment while advancing their careers. The job also offers competitive compensation and benefits, including malpractice insurance, continuing education support, and a supportive work culture. As Hartford's healthcare sector continues to grow, such opportunities will likely remain a focal point for attracting and retaining top talent.

As the application deadline approaches, interested professionals are advised to act promptly to secure their place in this evolving field. The success of this hiring initiative could set a precedent for future recruitment efforts, reinforcing the importance of investing in healthcare infrastructure to meet the needs of local communities. more

Career development

 13h

How to master the one-way video interview in the digital age


In a one-way video interview, candidates receive a set of questions and record their responses without a live interviewer present.

The job interview is changing. Instead of sitting across from a recruiter, many candidates now find themselves speaking to a camera. One-way video interviews, used by platforms such as HireVue and other hiring tools, have become increasingly common as companies... embrace remote recruitment.

In a one-way video interview, candidates receive a set of questions and record their responses without a live interviewer present. While this format can feel unusual at first, preparation and practice can help job seekers perform with confidence.

Technical issues can distract from an otherwise strong performance. Before the interview, test your internet connection, camera and microphone. Choose a quiet location with good lighting and a clean background.

Position your camera at eye level and ensure your face is clearly visible. Avoid sitting with a bright window behind you, as this can make your face appear dark on screen.

It is also wise to close unnecessary applications on your device to prevent notifications or interruptions during the recording.

One of the biggest challenges of a one-way interview is the absence of a human interviewer. Instead of looking at your own image, focus on the camera lens. This creates the impression of direct eye contact and helps you appear more engaged.

Speak clearly and maintain a steady pace. Many candidates rush through answers because they feel uncomfortable talking to a screen. Taking a brief pause before responding can help you organise your thoughts and project confidence.

Preparation is essential. Review the job description and anticipate common interview questions. Use examples from your experience to demonstrate your skills and achievements.

A useful technique is the STAR method: Situation, Task, Action and Result. This framework helps you deliver concise and well-organised answers that highlight your contributions and impact.

Record yourself answering sample questions and watch the playback. Pay attention to your body language, tone of voice and speaking speed. This exercise helps identify habits such as excessive filler words, poor posture or lack of eye contact.

The more comfortable you become on camera, the more natural your responses will feel during the actual interview.

Dress as you would for an in-person interview, even if you are participating from home. Professional attire demonstrates respect for the opportunity and can boost your confidence.

At the same time, do not be afraid to let your personality shine through. Employers are assessing not only your qualifications but also your communication style and cultural fit.

As remote hiring continues to grow, mastering the one-way video interview is becoming an important career skill. Candidates who combine technical preparation, clear communication and authentic confidence can stand out, even when the only audience is a camera.

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MTN, Airtel & Lyca Mobile only. If you're serious about upgrading your skills and your financial future this year, start here. more

Career development

 15h

I got laid off from IBM over 2 years ago and I'm still unemployed. I don't want my kids to feel like anything is wrong.


This as-told-to essay is based on a conversation with Fatema Ali, a job seeker in her 30s who lives in Texas. She previously worked for IBM as a project manager before being laid off in 2024. The following has been edited for length and clarity.

In early 2024, I began to worry that my time at IBM could be coming to an end.

I was a delivery project manager based in the Dallas area and had been... working remotely since joining IBM in 2018. That January, IBM announced that all US managers would be required to report to an office or client location at least three days a week or risk losing their jobs. There was an office about 15 minutes from my home, and I started going in regularly.

In February, my manager started warning me that broader layoffs could be on the horizon. By the time I was laid off in April, I wasn't completely surprised.

More than two years later, I'm still looking for full-time work.

My husband and I were suddenly both out of work at the same time

What made the layoff more difficult was that a few months earlier, my husband had left his job to pursue a startup idea that wasn't yet generating income. We had three children to support, and suddenly neither of us had a traditional full-time job.

One thing working in our favor was that we had already paid off our house. That gave us some breathing room and relieved some financial pressure.

Even so, there was a lot of financial uncertainty. We cut back where we could and tried to live more simply, including traveling less with the kids. For a period, we were largely living off savings and the severance I received, which amounted to about three months of salary.

I started looking for work immediately, both inside and outside IBM. There was one promising internal opportunity I applied for, but it would've required me to move to North Carolina. I had recently bought a home in Texas, had family nearby, and didn't want to uproot my three children.

Instead, I focused on finding opportunities closer to home, primarily in project and program management, while also applying for roles in higher education, nonprofits, and government.

The job search feels harder than it did during the Great Recession

When I graduated from college in 2008 during the Great Recession, the job market was difficult. Looking back, it almost feels like a walk in the park compared with what I've experienced over the last two years. Back then, I was getting more interview opportunities.

One of the most frustrating parts of the process has been dealing with applicant tracking systems. I have dozens of résumé versions for different roles because I know résumés can be filtered out if they're missing the right keywords. It feels like strong candidates can be overlooked before anyone has a chance to review their experience.

I can spend hours tailoring an application and never speak with a human recruiter. It's become a nightmare.

I try to reach out to people in my network. If I see a mutual connection who works at an organization where I'm applying, I'll try to reconnect with them directly. Simply applying online without a referral has become one of my least effective job-search strategies.

I've landed a few interviews over the last two years and have made it through multiple rounds with some employers. In many cases, companies ultimately chose an internal candidate or someone with more experience in a specific area. Occasionally, I check LinkedIn to try to figure out who ended up getting the role based on their title and start date.

I've tried to make the most of my time away from work

While I've been looking for work since my layoff, I haven't always been consistent with my applications. I spent time helping my husband with his startup and devoted a lot of time to caring for my youngest child.

Last year, my husband decided to focus less on his startup and return to the workforce, landing a new job in November. That provided some financial relief for our family.

As my children have gotten older, I've also had more freedom to focus on my career again. By the middle of last year, I became much more consistent with my job search.

While I'm still looking for work, I've scaled back my job search somewhat in recent months to spend more time pursuing projects with my husband, notably P1loop, an app we launched together. My husband used his experience as an iOS developer to help build it.

The app is designed to help teams communicate about urgent operational issues. It isn't generating any income yet, but we're hopeful. My layoff experience has forced me to rethink stability, take a risk, and try to build something meaningful from scratch.

The biggest lesson I've learned is patience

I've been working since I was 19, and I'm looking forward to returning to work.

My job search has been stressful, but I didn't want that pressure to show on my face. I don't want my children to feel like there is anything wrong. I want to carry on with the day and stay grounded as best as I can.

Being unemployed hasn't felt like much of a break. When you're dealing with financial uncertainty, caring for children, looking for work, and trying to build something new, your mind is always racing.

My best advice to anyone going through this is to stay patient, whether you've worked really hard and things are going exactly the way you hoped, or things aren't falling into place yet.

While I'm still looking for the right opportunity, I've learned the importance of staying the course. more

Career development

 16h

American Thinker


Congratulations! You've finished your high school, college, grad school, or trade school experience, and you're being rewarded for your work with a diploma, certificate, or degree. Well done! Now what are you going to do with it?

In the workforce, just doing your job "okay" might keep you in an entry-level role, but it won't help you advance. And when there are layoffs or plant closures, the... employees who were just "okay" might be the first to go, and they'll have the toughest time finding new jobs in a tough economy.

Since your first job won't fund the lifestyle you want, you need to strive for excellence, so that you can get -- and deserve -- promotions throughout your career.

So let's get some of the basics out of the way, and then address the issues that most people haven't told you until now.

First, the job hunt probably doesn't work the way you expect. Apply for a hundred jobs or more, with a completely honest, carefully written and proofread résumé using lots of buzzwords. This is serious: In most cases, human eyes don't see a résumé until it's already been selected, and computers are programmed to look for certain words to prove qualification for a role. For example, I spent my career in transportation, which some people call logistics, some call shipping, and some call traffic. Which of these synonyms would the hiring manager have programmed into his system as a requirement for consideration? If I guessed wrong, no human being even saw my résumé, so I made sure they were all in there. The same goes for every talent, every specialty, every qualification.

Next, once you get your first job, start saving for retirement. Don't think you can put it off until you're making more money. If you learned nothing else from math class, learn this: The magic of compounding interest is most effective if it starts early. Start your retirement savings as soon as you start your first job. Always save at least as much in your employer's 401(k) plan as your company will match, and then save more, separately, in your own external investment account. A lot more. The more you save, the earlier you start, the earlier you can retire with comfort, and the better you'll be able to provide for your children and grandchildren.

And yes, as soon as you're a responsible adult -- which hopefully is today -- start looking for Mister or Miss Right. Marrying young, and raising children young, is good for you and good for them. I know it's tempting to think you'll be better spouses and better parents when you're older, after those promotions and raises start coming along. But there's an odd thing about that: Whether they admit it or not, companies usually see singles as less responsible, and they see married couples as more responsible. So marriage often helps you get those promotions or employment changes. A wedding ring shows that you're willing to make a commitment and accept responsibility, two of the fundamental requirements for moving up the ladder.

Now for the hard news, the truths from which you may have been sheltered in college.

America was an amazing, rapidly growing economic engine for a century, but for the past fifty years, that engine has been sputtering. We are now back on the right track, but some states are still resisting economic growth through high-tax, high-crime, and high-regulation policies. As a result, it may be time for you to consider moving. There are states currently welcoming business growth, creating opportunity for energetic young workers, and there are other states happy in their stagnancy. It might be time to move. You have the happiness and prosperity of your future family to consider. Choose carefully.

Depending on your school, your major, and your peer group, much of what you've been told the past few years has been completely wrong. For example, you've been told that marijuana is harmless, that billionaires are the enemy, that labor should be outsourced to the Third World to make more profit for pot-smoking millionaires-in-the-making here at home. It's all hogwash. Pot does do physical and mental damage (particularly in diminishing ambition and drive), and billionaires are the ones who create jobs for the rest of us, and when you outsource jobs to the Third World, you are eliminating needed jobs here at home. If you want to be a well paid employee someday, you need a well paid employer to hire you.

Many of you -- the chemists, engineers, and biomolecular researchers -- have been told to become an expert at your job, and you'll do great. But that's not actually enough. In the real world, it's not enough to be an expert at your job; you need to learn as much as you can about your colleagues' jobs, too, and about all the other departments in your organization.

No, I'm not talking about trying to take their jobs away from them. It's just that, for a modern company to succeed, it can't be made up of a bunch of silos that never interact. A company needs people who think and work cross-functionally.

No matter your role, you need to understand enough about production, and marketing, and regulatory, and purchasing, and quality, and finance, to be able to anticipate their needs so that your own deliverable is also everyone else's deliverable.

So pay attention to your colleagues, and pay attention to your company's problems. When you're the one who makes your company succeed, then you will succeed as well.

The old paradigm is being rewritten. A.I. means we don't need to outsource documentation to India anymore. Robotics means we don't need the cheap labor of China anymore. Tariffs mean foreign goods aren't as cheap as they used to be. This all means that America can be competitive again, and American manufacturing is responding.

Whether your teachers and professors have noticed it or not, the focus of today's American company is on re-shoring, and even on-shoring -- bringing back the supply chain from third-world vendors to convenient vendors here at home. To some extent, that will be your job: helping evaluate bids, updating blueprints, handling the PPAP approvals, writing new ISO procedures -- supporting the change in vendors from distant foreign suppliers to both established U.S. vendors and brand new U.S. startups, suppliers your employer couldn't afford before but that are now, finally, competitive again.

For many of you, hopefully for most of you, this will be a wonderful opportunity: starting out in the business world during America's Semiquincentennial, and being a part of America's manufacturing renaissance.

For a very long time, America's schools and businesses accepted the idea that America's days as the engine of the world were behind us. Whether they like it or not, the nation is finally recognizing the danger in such a belief.

America is back, and the young employees of today, the future managers of tomorrow, can be a part of straightening out the mess you've inherited.

So it's your job to bring America back from the brink. Finally, it's considered okay again to make decisions based on what's truly best for your company, your family, your neighbors, your community.

By rebuilding the American business community, you'll be rebuilding America.

Get to it, folks! God bless!

John F. Di Leo is a Chicagoland-based international trade compliance trainer, public speaker, and consultant at The Trade Compliance Coach. Read his book on the surprisingly numerous varieties of vote fraud (The Tales of Little Pavel), his biting political satires on the Biden-Harris years (Evening Soup with Basement Joe, Volumes I, II, and III), and his collection of essays on public policy in the 2020s, Current Events and the Issues of Our Age, all available in eBook or paperback, exclusively on Amazon. more

Career development

 21h

'Once you log off, you are...': Why this Indian woman chose Sweden over returning to India - BusinessToday


An Indian woman who followed her husband to Stockholm on a dependent visa in 2018 is today a Solution Architect at Scania. She has thought carefully about going back. She won't be.

Starting from zero

Chandrika grew up near Tirupati and had built a steady career in India, first at Cognizant, then specialising in SAP Materials Management, before her husband received an offer from Scania and the... family moved to Sweden, according to Financial Express. She arrived with a young son, no local experience, limited Swedish, and no professional network. The early days were harder than she had expected.

DON'T MISS: 'Every morning I feel I'll have...': 36-year-old NRI techie in US for 8 years wants to quit, return to India

"Everything was new. I stayed at home with my son, no TV, nothing," she told FE. Job hunting on a dependent visa was a particular challenge, with no local experience, limited Swedish, and no professional network to speak of.

She didn't wait for things to improve on their own. She enrolled in free Swedish language classes, rewrote her CV to local standards, and began applying. Within a year, she had her first role through a Telugu consulting firm. From there, she moved to Electrolux and eventually returned to Scania as a Solution Architect in the AP domain.

The system that changed things

For all the early difficulty, Sweden's parental leave structure shifted the equation significantly. Parents can share 480 days of leave per child, with the flexibility to use them until the child turns 12. Subsidised, reliable daycare is widely available. "You don't feel guilty taking time off for your child. Society actually supports working parents," Chandrika said.

According to Sweden's Social Insurance Agency, each parent is entitled to 240 days of parental leave, with 90 days reserved for each. In most cases, parents receive around 80% of their salary for up to 390 days, with the remaining 90 days paid at a lower flat rate.

The financial trade-off is real, though. Taxes run between 30 and 40%, and Stockholm's cost of living is high. "You get stability, but not necessarily high savings," she explained. "Most of the income goes into running the household."

For Chandrika, the calculus still works, particularly as a working mother. "The stress-free work culture, safe environment, and quality education for children made the trade-off worthwhile," she said.

Work that stays at work

One adjustment that has shaped her daily life more than most is the Swedish approach to working hours. The day starts early and ends on time. After that, communication stops. "There is no stress after working hours," she says. "Once you log off, you are done for the day."

As the mother of two children, aged 10 and 3, that boundary has been central to how she manages both career and family.

The decision to stay

The family's immigration path moved from a two-year employer-sponsored work visa to permanent residency after four years. They are now exploring citizenship. Proposed changes from 2026, including longer residency requirements, mandatory language tests, and higher income thresholds, have introduced uncertainty for sections of the Indian community in Sweden, and the family is not entirely insulated from that.

But whenever the question of returning to India came up, the answer settled in the same direction. Quality of life, personal safety, clean surroundings, and a stable environment for their children consistently tipped the balance.

"Emotionally, India will always be home," Chandrika says. "But practically, Sweden offers a more balanced and stable environment for raising a family." more

Career development

 1d

As a recent college graduate, I knew I'd have to do more than just send out my résumé. I found my first job from a Facebook post.


Last May, I graduated from Smith College. Now I live in New York and work as a Project Manager at PDS Development, a Brooklyn-based real estate development and consulting firm. My experience with the job application process had nothing to do with LinkedIn, a perfect résumé, or most of the mainstream advice Gen Z has been given about landing a job.

It had everything to do with human... connection.

I've loved all things real estate and design since I was 10 years old. I grew up around it -- spreading garden mulch on Brooklyn investment properties for $15 an hour, shadowing agents at showings, interning at a local architecture firm, and ultimately passing my real estate licensing exam at 18.

Thankfully, I landed my dream job straight out of college in a unique way.

A Facebook post, and seizing the moment

One day, during my junior year, I randomly hopped on Facebook and spotted a post in a community group called "Park Slope Together," formed during COVID to support neighbors and local businesses. A successful real estate developer was looking for administrative assistance, and I was hungry for real-world, working experience -- something not easily accessible as a full-time student in Massachusetts.

Twenty-three people flooded the comments. I messaged him directly on Facebook Messenger, we got on the phone, and within days, he started sending me remote tasks to complete while I finished my studies. The most amusing part? He lived up the street from my childhood home; we were neighbors.

I worked quietly in the background of his operations for two years.

As my last semester of college approached, he said, "You know, if you're ever interested in full-time work, we can talk about what that could look like." It was a no-brainer; I jumped at the opportunity to work with him, someone who was so inspiring to me. His mentorship and generosity felt invaluable. I'm now working full-time at PDS, and I couldn't be happier.

Since starting, I've sourced sites for charter schools and other nonprofit programs, attended RFP site visits, supported loan financing for nonprofits, helped facilitate relationships with financial institutions, and represented the firm at events. The most meaningful part has been the building of relationships with clients, brokers, building owners, and coworkers.

The importance of human connection

In this new era of digital connection, where many people are firing off identical applications, I've found that human connection is what helps people stand out -- nurturing real relationships. I've watched peers navigate the process through digital channels alone, and the contrast is stark.

I've recently started attending real estate events. Though I've struggled with a fear of public speaking, I raised my hand to ask a question during a Q&A. I left feeling proud, and it even opened up conversations after the event.

It's no surprise that much of professional communication happens digitally, and often without a face behind the name. As communication becomes increasingly digitized, it's more important than ever to grow human connections.

Recognizing your existing network

Despite the challenges that come with building a career as a young person, one major advantage is that people want to help you. They think back to when they were just as uncertain in their early 20's.

Accept the help and welcome mentorship.

For those who don't think they already have a strong network: you may not realize it, but you do. You have family, friends, neighbors, teachers, community members, alum. Asking someone to grab a coffee may seem like a small step, but you never know what types of opportunities could come from it.

Don't rush figuring everything out

When I was a kid, I went rock hunting behind my home in Michigan. I found a rock, and something made me grab a marker and write a message on it: "Try new things." I still have the rock, and I often think back to the message.

I've learned to go with the flow and not rush myself to figure out my life. It's easy to feel pressured to follow specific, linear paths, but I've observed that career trajectories (and personal ones for that matter) aren't always as structured as they appear to be.

Three years ago, I would never have expected to be doing the work I'm currently doing, but I was open to the experience of trying something new.

My message to those reading, who may feel lost: Believe in yourself, even when the destination isn't visible. Put yourself out there and meet new people. Try new things. more
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  • Kathy Omaits

    1
    1d

    Where in Michigan did you grow up? I am also from Michigan, the Milford/ Fenton/Holly triangle.

    1

Career development

 1d

When I moved from the US to Paris 2 years ago, I hadn't considered all of the privileges I was leaving behind


* I left New York City and moved to Paris about two and a half years ago.

* Living abroad has been great in many ways, but I miss having a physical support system.

* Job hunting feels extra tough since I need a visa sponsorship, which can be expensive for companies.

Nearly two and a half years ago, in January 2024, I crammed my most essential belongings into three suitcases and left behind the... only life I have ever known to start a new one halfway across the world, in Paris.

Jaded by corporate America and wanting a change of environment, I left my hometown of New York City and moved to the City of Light on a student visa in pursuit of a better life.

While I feel I succeeded in building a more mindful life for myself in many ways, living abroad has also come with its fair share of challenges.

When I decided to leave my home country and become an immigrant, I didn't fully consider all of the privileges I may be leaving behind.

In addition to having to prepare a script to book a doctor's appointment in a language I'm not yet fluent in, other seemingly simple tasks have become notably more difficult to circumvent as an American living in France.

Navigating a tough job market is a nightmare when I have to also consider visa sponsorship

Because of visa restrictions, it often feels like I have to work 10 times as hard as French nationals and EU citizens to secure a permanent work contract in my field.

In France, companies hiring a foreign worker for 12 months or more are typically required to pay an annual tax that can equate to 55% of the employee's salary. This is no paltry fee, particularly for small enterprises and startups.

The job market here is so tough for non-EU citizens that many of my fellow expats in Paris have turned to fully remote work, freelancing, gig work, content creation, or entrepreneurship to generate income.

As a foreigner, securing a contrat à durée indéterminée, a permanent work contract, in France is like holding the winning lottery ticket.

In my experience, like in the US, job hunting here is partly a matter of chance, but mostly a long-haul battle that involves numerous rejections until you network with the right person or secure an internship that leads to a long-term role.

However, unlike job hunting back home in the States, I don't have to question whether I was rejected for a role due to my résumé or because the company isn't able or willing to sponsor my work permit.

Not having a built-in support system in Paris can be tough during hard moments

By moving away from home, I created a physical divide between myself and my loved ones and left behind family members and lifelong friends.

Although I'm in constant digital communication with my family and hometown best friends and try to call often, when the going gets tough, I miss having physical access to my community.

When I still lived in New York and I was feeling low, I would always take the subway uptown for a home-cooked meal or meet up with my girlfriends for dinner downtown after a rough workweek.

I even miss the small, fleeting moments of communion growing up in New York City, like engaging in small talk in Spanish, my mother tongue, at the deli or supermarket -- conversations that are not as fluid in my broken French, even though I make an effort. Or walking by another Black American on the street and giving each other an acknowledging smile or nod -- a courtesy that hasn't been adopted by our brothers and sisters across the Atlantic.

Given that the majority of my community is back home in the US, I would be lying if I said I didn't have anxieties over experiencing a crisis situation while living abroad and not having immediate emotional and physical support.

Nevertheless, I know forming deep friendships and relationships takes time, particularly for a guarded introvert like me, and I'm grateful for the small community I do have in Paris. And my hope is that when we are at our most vulnerable, we will be there for one another.

As an immigrant, I feel like I'm always fighting for my right to stay in France

More often than not, the first thing locals ask me when they learn that I'm American is: "So, why did you move to Paris?"

My answer is always the same: Because I fell in love with the city and wanted to create a life for myself in a country I chose, on my own terms.

The question often comes from a place of curiosity, not judgment, but I grapple with it each time. I still don't feel like I fully belong here.

I know it'd be much easier to live in the country where I was born, where I have my support system and don't have to worry about my visa status or justify why I deserve to stay in the place I've chosen to call home.

I'm still regularly apologizing for my slight accent as my mouth, so used to the stress-timed rhythm of the English language, adjusts to the way French cuts and stitches words together so sentences flow like a continuous piece of fabric.

However, it's been my choice to live abroad and take all that comes with it, including giving up the benefits and comforts of existing within a society I'm familiar with.

By taking the leap anyway, I get to prove to myself every day that I'm stronger than I think.

Read the original article on Business Insider more

Career development

 1d

The Interview Question That Lets You Shine -- and How to Nail It


Discover why interviewers ask this question -- and how to ace answering it.

Editor's Note: This story originally appeared on Zety.com.

"Tell me about yourself."

Interview questions can sometimes feel a bit awkward. And since you are trying to impress your recruiter, you can't be too modest. On the other hand, being too cocky is also a bad idea. How should you best answer it?

Read on and learn... all you need to know about answering the "tell me about yourself" interview question.

Why Do Recruiters Ask This Question?

There's a reason behind each and every question the interviewer asks you. And unless you know what the reason is, you're likely to fail your answer miserably. Why do recruiters ask this question?

Well, there are five main reasons:

Recruiters only know you from what you put on your resume (and maybe from a brief conversation on the phone), so they want to get to know you better. Remember that 78% of employers claim that personality is the most desirable quality in employees. But that doesn't mean you should only focus on that.

The way you talk and behave will give them a glimpse into your soft skills:

* Are you confident and calm while you're speaking?

* Do you maintain eye contact? Are you a good communicator?

* Can you establish rapport?

Your answer could also determine what questions come next. If you win the recruiter over immediately, your entire job interview can go pretty smoothly.

Of all the common interview questions the recruiters can ask, this one seems most relaxed to begin an otherwise stressful conversation. Still, it's quite meaningful. Answering it correctly will allow you to show self-esteem.

Different Ways of Asking 'Tell Me About Yourself'

Don't expect that specific question to be asked precisely like that. A recruiter can try to get the same answer from you, by slightly rephrasing it, so keep your ears open.

Here are some variations of the "tell me about yourself" interview question:

* Can you please describe yourself?

* Walk me through your resume.

* I don't like resumes. Let's talk like people. I'd love to learn more about you.

* Can you tell me more about your background?

* I've seen your resume, but I am sure there's more to you than that document.

* Tell me something about you that's not on the resume in front of me.

And these are just some examples of many ways of asking the same question. So now, let's see how to answer tell me about yourself in an interview.

How to Answer 'Tell Me About Yourself'

Before we see some examples, let's find the best way to structure your answer.

1. Use a Simple Formula

Here's a simple formula for answering the "tell me about yourself" question:

Keep in mind that knowing this formula isn't enough to give a good answer. It will only help you if you know how to make your answer relevant to the position you're after. Let's find out!

2. Make Your Answer Relevant

Interviews happen after your resume has gone through a selection process. It passed the applicant tracking system and was marked as an ATS-friendly resume, meaning you know how to write a resume, and know that relevance is key.

Now it's time to make sure that what you plan to say is relevant, too. The first step involves revisiting the job offer.

There are surely certain hard and soft skills mentioned. Mention your recent accomplishments and work experience where they can be found. Perhaps some relevant coursework can be found in your education section.

As you can see, there's a lot to find on your resume. Use everything that's relevant to the job opening.

3. Show Your Personality

Being yourself is important because recruiters really want to learn something about you. The way you answer the tell me about yourself interview question helps them identify what kind of person you are. Focusing strictly on what they want to hear might seem fake and forced. And just like with lying on a resume, you want to avoid that impression.

It might be a good idea to share things from your additional resume sections, such as:

* Hobbies and interests

* Voluntary work

* Certificates and licenses

* Relevant publications

* Language skills

It's also how to answer when you have no experience. Plus, done well, they can mirror and confirm both hard skills and soft skills wanted for the position you're after.

4. Know Your Audience

You know you need to have a tailored resume that answers the specific job opening. Remember to also tailor your answer to the person you're talking to.

Different people can interview you at different stages of your recruitment process.

If you're applying for a job as a graphic designer in an HR-related startup, you wouldn't discuss what type of tablet stylus pen you love the most with the CEO of your company, or even with the hiring manager. But you can do it when talking with the creative director, who speaks your lingo and knows exactly what you're talking about.

Here's a good interview tip: Always tailor your communication style to your audience.

5. Practice a Lot and Follow Good Examples

It's not just what you say that counts, but also how you say it. The goal is to be able to say exactly what you want, just the way you want. To do that, you might need to practice a bit.

Remember, the way you deliver your answer will give the recruiter a glimpse into your communication skills and interpersonal skills. Practicing will help you smooth your answer, and it will help you if the stress kicks in.

According to Columbia Southern University, it's also one of the most effective ways to prepare for an interview. Repeating your answer a couple of times will help you achieve that part of your interview, but don't memorize it because it will make it sound unnatural.

You know how to create your "tell me about yourself" job interview answer. Now it's time for some examples that will help you get inspired.

Examples of Best Answers

The following are "tell me about yourself" answer examples and explanations on why they work well.

'Tell Me Something About Yourself' -- Sample Answer

Q: "Tell us a bit about yourself."

A: "I really enjoy providing robust software solutions. I've led a software engineering team of 10 programmers at FuzzyX Solutions for three years. Our proudest moment was receiving the 2018 Bossie Award.

Before that I worked for two years as a software engineer at SurgeWallop. I slashed security breaches by 70% by winning full employee buy-in for our Principle of Least Privilege drive. It's been a great run, but I'm hoping to join a high-performing DevOps team like the one at Brass LAMP Dev."

Entry-Level Candidate

Q: "Tell me about yourself."

A: "I'm a junior copywriter. During my month-long internship at Twilio Creative Agency, I participated in over 20 brainstorming sessions and created text for social media posts for our top clients working in the beauty industry, boosting the reach of posts by 15%. That led to a 5% increase in sales and generated profit that was estimated at over $20,000.

In my free time, I write poetry and songs for my indie band, Lazy Shark. I'd love to keep improving my creative writing skills and deliver the best ideas for a modern social media agency, such as SomeSoMe."

Experienced Candidate

Q: "Tell me something about yourself."

A: "I thrive in a fast-paced office where I can work on ratcheting up efficiency. At Castle Rock Mineral we often had over 100 customers a day come through the doors. I was able to cut scheduling errors by 25% and resolve complaints 50% faster than the previous assistant.

Before that at TD Dental, I helped raise patient satisfaction scores 20% by streamlining our intake flow. I'm ready to grow into a position where my efficiency can make a difference to a larger team. That's why I'm so excited about this role."

Manager Position

Q: "Tell me about yourself."

A: "I love using my talents to bring more business to a worthy product. I worked as marketing manager at Ninequist Interactive for three years. During that time, my team and I presided over a period of 40% revenue growth.

Before that at Spintegrity, I was able to increase conversions for email campaigns by 25%. I'm ready for a bigger challenge, and I would thrive as a marketing manager in a fast-growing tech firm like Sequoia5 Global." more

Darrell Jewell


Career development 5d
My coworker is always borrowing money from people until payday. The amounts are small, but he does it all the time. Sometimes he even borrows money from one coworker to pay back another. I never kept track of exactly how much I lent him or how much he paid back, but I got sick of it and finally said no when he asked again.
Since then, he's been talking badly about me to other coworkers and... spreading rumors. I don't know how to end this situation. Is there a way to get him to leave me alone and stop bothering me?

 more
4   

  • Joshua Milks

    1d

    What are all of these comments?
    1) Escalate to your manager and to HR
    1a) tell them the employee has been pressuring other employees and myself... repeatedly for X months and won’t give it up or take no for an answer. It is very distracting and hard to get work done while this is going on.
    1B) tell them the employee has also now been spreading rumors about me since I have told the employee that I wasn’t going to loan money again.      more

  • Joshua Milks

    1d

    What are all of these comments?
    1) Escalate to your manager and to HR
    1a) tell them the employee has been pressuring other employees and myself... repeatedly for X months and won’t give it up or take no for an answer. It is very distracting and hard to get work done while this is going on.
    1B) tell them the employee has also now been spreading rumors about me since I have told the employee that I wasn’t going to loan money again.      more

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Career development

 1d

Get hired: Samuel Ray's tips for jobseekers on writing cold emails - News - The Jakarta Post


Have you ever sent so many job applications through job portals that you've lost track of which position you applied for?

This may be a common experience among jobseekers who are desperately looking for a new position amid the pandemic. As the global recession forces companies to lay off their employees, this could mean more rivals in the job-hunting pool.

Human resources (HR) professional... Samuel Ray says that special measures should be taken if you want to stand out among jobseekers in this trying time, one of which is to send cold emails to employers.

A cold email is an unsolicited email sent to a receiver who has no previous contact with the sender. In theory, you send this email to a person in a high position in a corporation, asking for a job. It may inspire dread in an introvert, but Samuel argues that the method has paved the way for his career.

"It is more effective than if you apply through job portals," he told The Jakarta Post in an interview.

Carving a cold email is an art of its own. Below are tips from Samuel that can help you create one to increase your winning chance in the job-seeking game.

1. Be selective

A cold email is more effective when it is sent to the right person who has the executive authority to hire you right away. You would want to send a cold email to someone at the top of a corporate branch, such as a director or a CEO. According to your expertise, you can also send a cold email to department heads such as the finance manager if you are looking a position in finance or the editor-in-chief if you are a journalist looking for a steady job.

"The key is to choose a person with the decision-making power," Samuel said. Doing adequate research about the person sitting in the executive chair in your dream company can also help you craft a powerful cold email.

Samuel advised against sending a cold email to the HR department. As the division handles a lot of job applications as their main task, your resume and cover letter might be overlooked.

"Instead, an executive has the authority to push HR to hire you if they like you," he said.

2. Be concise

In writing a cold email, you want to be concise but enticing. The email should be a brief but effective introduction of yourself to a potential employer.

"You have to summarize what you have done [in your previous professional work] in two or three sentences," he said.

Samuel suggests that the email consist of three main parts: header, content and closing.

"The header should be an executive summary of yourself, the content explains the purpose of the email and what you want from the person receiving the email, then close it with a thank you," Samuel said.

The email should also contain a call to respond to an invitation to engage further, such as an invitation to meet over coffee to discuss your qualifications. Or in the world of free-floating deadly viruses, you can invite the person to a friendly video call.

Read also: Samuel Ray's guide to job hunting amid pandemic

3. Be assertive

Sometimes you'll be surprised that your email is responded to positively and that a potential employer will say yes to your invitation for a follow-up.

"If they respond with a yes, be proactive by proposing a time to meet, such as 'Saturday at 2 p.m. or Sunday at 3 p.m.?' Don't be abstract and ask them when they will be available. We do that thinking for them," Samuel said.

4. Be confident

Sending an email out of the blue to someone you haven't met can sound pushy, but you would be surprised that people do get hired after a good pitch in a cold email. Don't lose hope if your email isn't received warmly, or even gets no response at all.

"The job-seeking game is very similar to the sales game," Samuel said. "The more you try, the more you approach people, the greater probability that you will be hired."

Always position yourself as someone valuable to the potential employer.

"[The pitch] is all about the value you can bring to your client or your potential employers. And don't be too worried about how you come across to others, otherwise you won't do what you have to do," he said.

Samuel suggests just focusing on your pitch and doing your best, with a "nothing to lose" attitude.

"Don't be too fixated on one company so you won't be too disappointed if you don't get in. You can still earn your living working elsewhere," he said. (wng) more

Career development

 1d

Samuel Ray's guide to job hunting amid pandemic - News - The Jakarta Post


s the economy is in crisis, the job security of millions of people in Indonesia is under threat, while millions of others have lost their source of income amid the COVID-19 pandemic.

According to Manpower Ministry data in April, over 1.2 million workers from 74,439 companies in both the formal and informal sectors have either been told to stay at home or have been laid off. This was only at the... beginning of the pandemic.

HR professional Samuel Ray said the pandemic had caused significant turbulence in people's employment situation. All participants in the workplace, from job seekers and workers to employers, are now exposed to a discomfort that has put them in survival mode.

"In general, this year's theme is survival," Samuel told The Jakarta Post in an interview on Saturday.

"For job seekers, the competition is tougher. Fresh graduates are not only competing to get a new job with their peers but also with their seniors. For those who are not laid off, their working burden might be heavier, as one person might be expected to do the job of three people," he said.

According to Samuel, employers and investors also find themselves in an awkward position. It is only natural that investors would want to hold on to cash and stop giving funding to growing businesses, forcing companies to economize. Many then choose the bitter escape of cutting down payrolls or even laying off their employees.

However, Samuel said there is still hope in desperate times. Below are his tips to getting a new job amid the various obstacles set by the pandemic.

Read also: What recession means for you and the economy

1. Know your prospects

Identifying your opportunities is imperative in your job hunting process.

"You have to know whether the kind of industry you are about to enter is in its sunrise or sunset period. Today, the trend in industry changes at a fast pace. In one or two years, something can turn obsolete," he said.

He gave the example of the banking industry, which in the past absorbed a high number of workers. Now with the creation of digital and branchless banks, the industry does not need as many tellers and customer service staff as in the past. The mining industry is also seen not as enticing anymore as people become more interested in green energy.

On the opposite side, the trend is growing in the technology industry, bringing a great salary growth in the sector, he said.

"About three or four years before the pandemic, talents in technology such as software developers and UI/UX designers had begun to be in high demand in Indonesia," he said.

If the current situation forces you to go back to your hometown, where corporate ladders might not be as promising as in big cities, you can consider a prospect in freelancing and adapting to the digital nomad lifestyle.

"The gig economy is in trend now, and you can work from anywhere," Samuel said. The challenges in freelancing is that you have to do all managerial, administration and marketing duties on your own, which requires great self control and self management. Freelancing in a small town could also mean you have to conquer the daily struggle of getting good internet access. However, if you can overcome the obstacles, succeeding in freelancing can be very rewarding.

You also may take advantage of the recession by going back to school.

"Maybe for so long you've had a dream to get a master's degree. This is a good time to do that," Samuel said. "You can go back to school for one or two years while waiting for the pandemic to recede. Then, when you've earned your degree, you're ready to bounce back to the workplace without a gap in your resume."

2. Know yourself

Mid-level and senior professionals who now suddenly find themselves jobless during the recession may also use this opportunity to identify their personal strengths and weaknesses, and even reevaluate their careers and consider jumping into different sectors.

"For those who are laid off in a mid-level career, you might want to observe your career path and consider taking other roles. If you want to shift occupation, for instance you used to be a journalist and now you want to move into a digital industry, you have to identify which skills you have that can be translated to this new field so we can leverage on day one," he said.

Senior professionals may use this opportunity to consider a career in consulting.

"I imagine a senior professional would be someone who has knowledge and the know-how. Also, they might have made a good name for themselves and are respected [figures] in the industry," Samuel said.

"Seniors can use their acquired skills to advise other people in the industry."

To start a consulting career, they can utilize their professional network and take advantage of social media.

3. Know your strategy

The right strategy is key to winning a new job. Samuel suggests a controversial but perfectly legal backdoor way of using referral networks.

"In fact, many companies offer incentives for their employees who can recruit new employees from their network," he said.

Through referrals, usually a job application process can be done quicker and more smoothly than applying through job portals.

You also have to be conscientious from the start of the process.

"When you write your CV, all job descriptions have to be written along with achievements that can be proven by numbers or certificates," Samuel said.

"In interviews, you have to make it a competency-based interview in which you answer questions with sample cases of your achievements, and make your narrative have an interesting story arc."

It is also okay if you do not nail your first interview, as the more you do interviews the more you learn from your mistakes. Losing an interview will only make you more prepared for the next ones.

"In the end, we will meet an employer that appreciates us for who we really are," he said.

4. Know your worth

The final stage of a job application process is when you are offered the position with a package of compensation and benefits. Many times, we know how to work but do not know how much we are worth.

To know how much pay you deserve, you can discuss your salary prospects with other people in the industry. Some sectors, however, are more discreet than others when it comes to salary discussion. If those in your field generally consider salary as a sensitive topic, you can consult salary surveys prior to pay negotiation with your employer.

According to Samuel, if you wish to get a new job with an increase in salary, you can expect a 15 to 20 percent raise compared to your latest pay.

In negotiation, you can also mention your personal needs that you wish can be covered with the increase.

"For example, you just have a newborn baby or the location of your new office makes your commute longer than usual," he said.

Samuel also suggests to negotiate the salary through email to avoid ambiguous nuances, as well as to record the deal.

5. Don't lose hope

Losing your job, routines and safety net can be stressful, but Samuel encourages people who have just been laid off to stay positive in this trying time.

"I was laid off from a job once, just after I got a promotion to be a manager," he said. "What I learned from that time was I became more of an overthinker and stressed if I let myself be idle and [wallow in] self pity."

Samuel suggests keeping yourself busy while job hunting, for example by learning a new language or taking an online course to keep your mind occupied.

He said looking for a job is like a trying to sell a product.

"We have to have a salesman mentality. If a door closes for us, try another. Eventually, we will get the one that will hire us," he said.

He also sent a word of encouragement.

"I saw many good deeds done amid the pandemic. Some people buy more food via delivery service and give an extra portion to drivers. Many people on Twitter retweet posts about people trying to get a job," he said.

"The only thing we can do is to move forward. We can still survive by believing that there are still good things in the world in this trying time," he concludes. (wng) more

Career development

 1d

Early Independence: Ernest Rutherford Fellowships 2026


See further guidance and information about TR&I, including where applicants can find additional support.

We are running this funding opportunity on the new UK Research and Innovation (UKRI) Funding Service so please ensure that your organisation is registered. You cannot apply on the Joint Electronic Submissions (Je-S) system.

The fellow is responsible for completing the application process on... the Funding Service, but we expect all team members and project partners to contribute to the application.

Only the lead research organisation can submit an application to UKRI.

To apply

Select 'Start application' near the beginning of this Funding finder page.

Please be aware that research office and finance teams undertake checks on hosting arrangements and financial eligibility. The ultimate responsibility for ensuring compliance with all opportunity requirements lies with the applicant.

Where indicated, you can also demonstrate elements of your responses in visual form if relevant.

When including images, you must:

* provide a descriptive caption or legend for each image immediately underneath it in the text box (this must be outside the image and counts towards your word limit)

* insert each new image on a new line

* use files smaller than 5MB and in JPEG, JPG, JPE, JFI, JIF, JFIF, PNG, GIF, BMP or WEBP format

Images should only be used to convey important visual information that cannot easily be put into words. The following are not permitted, and your application will be rejected if you include:

* sentences or paragraphs of text

* tables

* excessive quantities of images

A few words are permitted where the image would lack clarity without the contextual words, such as a diagram, where text labels are required for an axis or graph column.

For more guidance on the Funding Service, see:

References

References should be included within the word count of the appropriate question section. You should use your discretion when including references and prioritise those most pertinent to the application.

Hyperlinks can be used in reference information. When including references, you should consider how your references will be viewed and used by the assessors, ensuring that:

* references are easily identifiable by the assessors

* references are formatted as appropriate to your research

* persistent identifiers are used where possible

General use of hyperlinks

Applications should be self-contained. You should only use hyperlinks to link directly to reference information. You must not include links to web resources to extend your application. Assessors are not required to access links to conduct assessment or recommend a funding decision.

Generative artificial intelligence (AI)

Use of generative AI tools to prepare funding applications is permitted, however, caution should be applied.

For more information see our policy on the use of generative AI in application and assessment.

Deadline

STFC must receive your application by 30 September 2026 at 4:00pm UK time.

You will not be able to apply after this time.

Make sure you are aware of and follow any internal institutional deadlines.

Following the submission of your application to this funding opportunity, your application cannot be changed, and submitted applications will not be amended. If your application does not follow the guidance, it may be rejected.

Personal data

Processing personal data

STFC, as part of UKRI, will need to collect some personal information to manage your Funding Service account and the registration of your funding applications.

We will handle personal data in line with UK data protection legislation and manage it securely. For more information, including how to exercise your rights, read our privacy notice.

Sensitive information

If you or a core team member need to tell us something you wish to remain confidential, email fellowships@stfc.ukri.org

Include in the subject line: [the funding opportunity title; sensitive information; your Funding Service application number].

Typical examples of confidential information include:

* individual is unavailable until a certain date (for example due to parental leave)

* declaration of interest

* additional information about eligibility to apply that would not be appropriately shared in the 'Applicant and team capability' section

* conflict of interest for UKRI to consider in reviewer or panel participant selection

* the application is an invited resubmission

For information about how UKRI handles personal data, read UKRI's privacy notice.

Institutional matched funding

There is no requirement for matched funding from the institutions hosting the project lead, project co-leads or other staff employed on the application, beyond the standard 20% FEC. Expert reviewers and panels assessing UKRI funding applications must not consider levels of institutional matched funding as a factor on which to base recommendations. Direct and in-kind contributions from third party project partners are encouraged.

This policy does not remove the need for support from host organisations who must provide the necessary research environment and infrastructure for award-specific activities funded by UKRI. For example, research facilities, training and development of staff.

Publication of outcomes

STFC, as part of UKRI, will publish the outcomes of this funding opportunity at Board and panel outcomes

If your application is successful, we will publish some personal information on the UKRI Gateway to Research.

Summary

Word limit: 550

In plain English, provide a summary we can use to identify the most suitable experts to assess your application.

We usually make this summary publicly available on external-facing websites, therefore do not include any confidential or sensitive information. Make it suitable for a variety of readers, for example:

* opinion-formers

* policymakers

* the public

* the wider research community

Guidance for writing a summary

Clearly describe your proposed work in terms of:

* context

* the challenge the project addresses

* aims and objectives

* potential applications and benefits

Core team

List the key members of your team and assign them roles from the following:

* fellow

Only list one individual as fellow.

UKRI has introduced a new addition to the 'Specialist' role type. Public contributors such as people with lived experience can now be added to an application.

Find out more about UKRI's core team roles in funding applications.

Application questions

Vision and Approach

Create a document that includes your responses to all criteria. The document should not be more than 6-sides of A4, single spaced in paper in 11-point Arial (or equivalent sans serif font) with margins of at least 2cm. You may include images, graphs, tables.

For the file name, use the unique Funding Service number the system gives you when you create an application, followed by the words 'Vision and Approach'.

Save this document as a single PDF file, no bigger than 8MB. Unless specifically requested, please do not include any sensitive data within the attachment.

If the attachment does not meet these requirements, the application will be rejected.

The Funding Service will provide document upload details when you apply.

What are you hoping to achieve with and how will you deliver your proposed work?

What the assessors are looking for in your response

For the Vision, explain how your proposed work:

* is of excellent quality and importance within or beyond the field(s) or area(s)

* has the potential to advance current understanding, generates new knowledge, thinking or discovery within or beyond the field or area

* is timely, given current trends, context, and needs

* impacts world-leading research, society, the economy or the environment

* supports wider capacity development in the field(s) or area(s) of focus

Mobility and Knowledge Exchange:

* identifies the potential local, regional or national impacts, both direct and indirect, and who the beneficiaries might be

* enhances the UK's research and innovation capabilities through local, regional or both activity

* describe how your research plans fit into an international context

* show the importance and alignment of the project to the STFC Programme

For the Approach, explain how you have designed your work so that it:

* is effective and appropriate to achieve your objectives

* is feasible, and comprehensively identifies any risks to delivery and how they will be managed

* if applicable, uses a clearly written and transparent methodology

* if applicable, summarises the previous work and describes how this will be built upon and progressed

* will maximise translation of outputs into outcomes and impacts

Mobility and Knowledge Exchange:

* will increase the mobility of knowledge and research between sectors by supporting knowledge exchange and the movement of people between sectors

* is embedded and develops impact and knowledge exchange after the funding has ended

* communicates and disseminates impact, knowledge exchange, outcomes and outputs

Within the Approach section we also expect you to:

* demonstrate access to the appropriate services, facilities, infrastructure, or equipment to deliver the proposed work

* provide a detailed and comprehensive project plan, including milestones and timelines in the form of a chart or diagram

* describe how the planned programme of research shows potential to significantly advance the field with the appropriate balance of risk versus reward

* detail a project that is feasible within the period of the fellowship demonstrating a rigorous approach to reach achievable goals

References may be included within this section.

You may demonstrate elements of your responses in visual form if relevant. Further details are provided in the Funding Service.

Data management and sharing

Word limit: 500

How will you manage and share data collected or acquired through the proposed research?

What the assessors are looking for in your response

Provide a data management plan that clearly details how you will comply with UKRI's published data sharing policy, which includes detailed guidance notes.

Applicant capability to deliver

Word limit: 1,650

Why are you the right individual to successfully deliver the proposed work?

What the assessors are looking for in your response

Evidence of how you have:

* the relevant experience (appropriate to career stage) to make best use of the benefits presented by this funding opportunity to develop your career

* the right balance of skills and aptitude to deliver the proposed work

* contributed to developing a positive research environment and wider community

* the appropriate team working or leadership skills (appropriate to career stage)

You may demonstrate elements of your responses in visual form if relevant. Further details are provided in the Funding Service.

The word limit for this section is 1,650 words, 1,150 words to be used for Résumé for Research and Innovation (R4RI) modules (including references) and, if necessary, a further 500 words for Additions.

Use the R4RI format to showcase the range of relevant skills you have and how this will help to deliver the proposed work. You can include specific achievements and choose past contributions that best evidence your ability to deliver this work.

Complete this section using the following R4RI module headings. You should use each heading once, see the UKRI guidance on R4RI. You should consider how to balance your answer, and emphasize where appropriate the key skills you bring:

* contributions to the generation of new ideas, tools, methodologies, or knowledge

* the development of others and maintenance of effective working relationships

* contributions to the wider research and innovation community

* contributions to broader research or innovation, users and audiences, and towards wider societal benefit

Additions

Provide any further details relevant to your application. This section is optional and can be up to 500 words. You should not use it to describe additional skills, experiences, or outputs, but you can use it to describe any factors that provide context for the rest of your R4RI (for example, details of career breaks if you wish to disclose them).

You should complete this section as a narrative. Do not format it like a CV.

The roles in funding applications policy has descriptions of the different project roles.

Career development

Word limit: 1,000

Why is this fellowship the right way to develop your career and how will you use it to benefit others?

What the assessors are looking for in your response

Ensure that you have identified:

* career development goals appropriate to the fellowship funding opportunity

* how the fellowship will provide a feasible and appropriate trajectory for your personal development and to achieve your stated career development goals (as appropriate to your career stage and field)

* an appropriate trajectory for you to acquire additional skills, like research, leadership, communication and management

* how you will instigate positive change in the wider research and innovation community, for example through Equality Diversity and Inclusion (EDI), advocacy or advisory roles, stakeholder engagement, participation in expert review, influencing policy, public engagement, or outreach

Within the Career development section we also expect you to describe:

* how you will ensure continued research and professional development in those you will be managing on the project, to have a positive research and innovation experience, with opportunities or support to progress their own careers (useful links Concordat to Support the Career Development of Researchers and Technician Commitment)

* what mentoring arrangements are proposed and how they are appropriate to you

Host organisation support

Word limit: 1,000

How will the host organisation support your fellowship?

What the assessors are looking for in your response

Ensure the Head of Department (of the host organisation) provides you with a supporting statement (which they have written), that includes:

* the name and title of the Head of Department providing the written statement

* evidence detailing how the host will support you, as appropriate for your career development and the vision and approach of the fellowship

* how your research environment will contribute to the success of the work, in terms of suitability of the host organisation and strategic relevance to the project

* how the host organisation will ensure your time commitment to the fellowship is protected

* what development and training opportunities will be provided and how they form a cohesive career development package tailored to your aims and aspirations

* what financial or practical support, such as access to the appropriate services, facilities, infrastructure, or equipment, is being provided and how this strengthens your application

The statement of support provided by your host organisation should be copied and pasted into the text box. You cannot upload the statement of support to this section as an attachment. Your application may be rejected if you upload a host organisation statement of support to the 'Project Partners: letters (or emails) of support' section or any other section of your application.

Within the Host organisation support section we also expect you to describe:

* evidence of support from the lead of the proposed host research and innovation group (including the project lead, formerly known as principal investigator or fellow)

* details of the fellowship work to be conducted at another UK or overseas host organisation and how they will support you (if applicable)

Resources and cost justification

Word limit: 1,000

What will you need to deliver your proposed work and how much will it cost?

What the assessors are looking for in your response

Justify the application's more costly resources, in particular:

* significant travel for field work or collaboration (but not regular travel between collaborating organisations or to conferences)

* any consumables beyond typical requirements, or that are required in exceptional quantities

You can request costs associated with reasonable adjustments where they increase as a direct result of working on the project. For further information see Disability and accessibility support for UKRI applicants and grant holders. Where a funding limit is imposed on the funding opportunity, requested costs for reasonable adjustments may exceed the maximum funding amount.

Assessors are not looking for detailed costs or a line-by-line breakdown of all project resources. Overall, they want you to demonstrate how the resources you anticipate needing for your proposed work:

* are comprehensive, appropriate, and justified

* represent the optimal use of resources to achieve the intended outcomes

* maximise potential outcomes and impacts

Ethics and responsible research and innovation (RRI)

Word limit: 500

What are the ethical and RRI considerations, implications and issues relating to the proposed work? If you do not think that the proposed work raises any ethical or RRI issues, explain why.

What the assessors are looking for in your response

Demonstrate that you have identified and evaluated:

* the relevant ethical and RRI considerations

* how you will manage these considerations

If you are collecting or using data you should identify:

* any legal and ethical considerations of collecting, releasing and storing the data (including consent, confidentiality, anonymisation, security and other ethical considerations and, in particular, strategies to not preclude further reuse of data)

* formal information standards that your proposed work will comply with

You may demonstrate elements of your responses in visual form if relevant. Further details are provided in the Funding Service.

Please refer to the UKRI position statement on funding ethical research and Responsible innovation for more information around our expectations on ethical and responsible research and innovation.

Animal Involvement and "3Rs"

You must complete this section about how your proposed project will involve or impact animals.

If your project does not involve or impact animals, you must confirm this on the next page.

You may be asked about:

* what animals you are involving

* the severity of the procedures you are using

* where the procedures will take place

* welfare standards you aim to meet

* the relevance of your project to the development, validation or dissemination of the 3Rs

You may also need to download, complete, and upload at least one set of additional questions. You will be told how to do this towards the end of this section.

To complete this section and check whether your project is in the scope of the questions, refer to the UKRI policy for research and innovation involving animals"

What counts as an animal

UKRI policy relates to all animals in the Kingdom Animalia, including vertebrates and invertebrates.

Genetically modified organisms and biological risk

You must complete this section if your project will include genetically modified organisms or genetic technologies.

If you project does not involve genetically modified organisms or genetic technologies, you must confirm this on the next page.

You may be asked about:

* the type of organism your project will involve and the procedures your project will include

* the intended use of the organism or genetic technology

* the genetic, biological and environmental risks of your project

For more information, see UKRI's guidance on genetic technologies.

Human Participation in Health-related Research

You must complete this section about whether your project will include human participation.

If your project does not involve human participation, you must confirm this on the next page.

You may be asked about:

* what type of human participation your project includes

* the project design for human participation

* the phase of the clinical trial

* whether the project will be in an NHS setting, if so how the project will be registered

* whether diversity and inclusion will be considered

For more information, see UKRI's guidance for human participants in research.

Classification of application

Word limit: 10

Question: Please select one of the following classifications that are the closest match to your application for peer review purposes.

What the assessors are looking for in your response

* accelerator physics

* astronomy extragalactic

* astronomy near universe

* astronomy near universe exoplanet or solar

* nuclear physics

* particle astrophysics and cosmology

* particle physics experiment

* particle physics theory

Nature of research activity

Word limit: 30

Question: Please select one of the following classifications for the nature of your research activity that is the closest match to your application for peer review purpose.

What the assessors are looking for in your response

* develops original theoretical and analytical outputs

* designs and builds cutting edge experiments, instrumentation or software that fundamentally underpins and furthers research in an) STFC core business area

* does both of the above

Posts held since PhD

Word limit: 100

Question: What posts have you held since completing your PhD.

What the assessors are looking for in your response

Please detail the positions held and the organisations you worked at since your PhD.

Resubmissions

Word limit: 200

Question: Is your application a resubmission from ERF 2025?

What the assessors are looking for in your response.

Resubmission (yes or no)

If yes, please include the Funding Service grant reference of your previous submission and briefly outline changes that you have made to your application, including how this submission addresses feedback from reviewers and the panel.

Other funding support

Word limit: 150

Please give us details of support sought or received from any other source for this or other research in the same field.

If you are seeking or have received support for this or other research, please provide the following information:

* awarding institution

* awarding organisation's reference

* title of project

* decision made (yes or no)

* award made (yes or no)

* start date

Trusted Research and Innovation (TR&I)

Trusted Research and Innovation is the protection of the UK's intellectual property, sensitive research, people, and infrastructure from potential theft, misuse, and exploitation.

Organisations receiving UKRI funding are obliged to act in line with UK government legislation. They are also expected to undertake appropriate due diligence assessment of organisations involved in research partnerships, collaboration agreements, and commercial contracts.

You will be asked about:

* which areas of the National Security and Investment (NSI) Act your project relates to

* who you intend to collaborate with and how

* if your project requires an export control licence

Your answers may affect the T&Cs of your funding agreement if you are successful. We may use your answers to determine that our current T&Cs are sufficient or if additional T&Cs are required. more

Career development

 1d

Women Who Rock: Michael Kors' Jung Yoon Believes in Giving Back


Jung Yoon, senior vice president of global sourcing at Michael Kors, likes to give back.

Yoon is particularly keen on transferring her knowledge to the next generation of women entering the fashion industry. "If there are college students wanting to tour the office and wanting to hear some advice, I would always like to host," she said. "If this is going to be the industry that attracts a lot of... young women, [then] perhaps I can use any opportunity, small or big, that I have in my daily interaction with them."

Her academic background was in marketing and statistics, and she hadn't planned on getting into fashion. Most of the jobs she's had came through personal recommendations as opposed to the usual submission of a resumé. "I tell everybody that you [are] your resumé. How you show up to work, to your friends and to people around you -- that is your resumé every day," she said, adding that it's not necessarily what school one went to or one's GPA. "It's really about who you are."

Yoon's statistics know-how prepared her well for the complex world of sourcing. "Statistics has always taught me to look at the numbers and the trend of the numbers. If you follow the numbers and the data, then the trend of what's happening is pretty clear," she said.

She said that background helped her notice issues such as equipment shortage, even before the COVID pandemic. Then came empty containers and the imbalance in shipping, which led to concern about the raw materials the company had ordered, and eventually the domino impact on finished goods. "You always want to have a Plan B, C and D," she advised about handling challenges.

As a mom of two, she also must contend with traveling for her job. She spoke of a "trick" someone told her about how to make it easier for her kids when she's traveling, which is to leave a special note in each outfit for every day away. Yoon changed the note to a gift, little items from the Dollar Store, to shift the focus to a more positive experience. And when a colleague at Kors with young kids was traveling for the first time earlier this year, Yoon didn't hesitate to pass along the tip.

"She didn't know what to do. And I told her this, and she said it worked really well," Yoon noted.

A version of this article appeared in the June 1 print issue of FN, as part of the "Women Who Rock" special section. On June 3, FN and Two Ten Footwear Foundation will honor these women at the annual live event in New York City. more