Lora L.


Career development 2d
We recently had a work party and I accidentally saw something I wasn’t supposed to. Today, they announced that this woman is getting a promotion, she will become the head of a new department. They’ve gathered subordinates for her from different departments, and I’m one of them.
But I can’t work with her. I don’t even know how to look at her now. And constantly interacting with her is going to be... awful. I also don’t know how to explain why I don’t want to be in her department.
Could you please give me advice on what to do? Thank you.

 more
2   

  • Steward Tony Pacheco

    24m

    Well if she did something on the job that is against company policy, illegal or could jeopardize the safety of team member on the job, use the HR... Hotline with full details, time, location & names of other involved or witnesses. That’s all. Set it & forget it. The investigation will start and end in silence. Your job is done. Note time of your call as they will have it time stamped.
    If what you saw was on a personal level which made you uncomfortable then get over it because that baggage will affect your job and not theirs.      more

  • Rhoda Ntoreine

    11h

    If she noticed you saw, why not face her and say i saw you, but we are good. maybe another person could have seen as well and soon news will be all... over and she might think it is you. Finding another job unplanned might not be easy for now and what if the same happens at the new job as well. more

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Tom Lockridge


Career development 19h
Yesterday during an important meeting with some clients, I accidentally broke a glass and ended up spilling champagne on a couple of people.
First, the director practically burned a hole through me with his stare and now our accounting department wants to deduct the cost of the glass from my salary. And honestly, it seems like they’re planning to fire me.
But seriously, can someone really lose... his job over such a small thing? It could happen to anyone, right?

 more
1   

  • Steward Tony Pacheco

    1h

    Your reaction to the incident as it happened has a lot to do with the perception. Were you tipsy, sloshed & or operating in your normal professional... manner. Depending on the level arrogance at this event I would gauge what my next action would be. A card for him and nice flowers for her with a note “Please Excuse My Clumsiness Last Night”
    I Am Blessed To Have Met You Regardless Of What Mishaps Happened Last Night. Looking Forward To Meeting Again & Continuing Our Interaction & Relationship Building Conversation. Thank You Again For Your Sincere Understanding.”

    It’s not an ego thing but more about them than about you. What you do next will set the direction from this point forward. It may even boost your production, growth gross profit, mental awareness, etc.
    Things like this happens to everyone. Who knows why? But if you fall, you will fall forward! Believe That! Gods got you covered!     more

  • Calvin Mulligan

    1h

    I'm wondering if there's more to the story.

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Anonymous member


Career development 1d
Hi everyone,
I'm currently working on my thesis and I'm facing serious challenges with designing my questionnaires. Every time I try, I realize the structure or logic isn't accurate enough for the kind of analysis I need. I am currently on my 6th design and still feels worthless.
Earlier this year, I lost contact with the few people who used to guide me through these things. I know I should... reach out to my supervisor, but I’ve been genuinely afraid to do so. Since I was assigned to him, I’ve found it difficult to communicate he feels very unapproachable to me, and that’s made me hesitant.
Now my thesis is pending, and I’m stuck with no clear path forward.
 more
3   

  • Calvin Mulligan

    1h

    Your description of your situation sounds somewhat subjective. For example, "still feels worthless"? "feels very unapproachable" Feelings are... perceptions and they or may not reflect reality. Presumably there are objective standards for questionnaires that would allow you to objectively assess what you have developed to date and determine what needs refinement. I'm sure there's an abundance of sources on the net.

    Apart from that, your supervisor was assigned to guide your process. So summon your courage and seek his assessment regarding what you have done to date and how you can move forward. If he ignores you, that's on him. If you fail to seek help, it's on you.
     more

  • SALESIO MIRITI

    13h

    Several indefatigable attempts proves your interest. You will eventually make it, albeit you need to be cognizant of the mutual benefit that stream... from the output of research, both to you and your supervisor. Confidently approach your supervisor, they also need your thesis to advance in their careers. more

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Vronwyn Su


Career development 3d
Yesterday I went to an interview for a junior economist position. They offered me to work for a month or two for free like an internship, and then, if a vacancy opens up, they might hire me.
Is this some kind of scam? The company seems respectable, but I don’t understand why they’re holding interviews if there isn’t an actual job available.
Would you agree to something like that?

11   

  • SAIDU BABA GOMBE

    2h

    Well, it all depends on what's agreed upon.

  • Diane Pollard123

    16h

    It’s a NO NO, where you from ,age and what’s your qualifications if I may ask?

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Ashley Barrett


Career development 6d
In our office, there’s a central air conditioning system, and my desk is right under one of the vents. Because of that, I keep getting sick, always coughing and with a runny nose. My coworkers aren’t too happy about it either.
When I take sick leave for a few days to get better, my manager gets really angry. He even threatened to fire me if I keep missing work.
What should I do? (There’s no way... to move my desk.) Thanks.

 more
2   

  • Kuuiini Robinson

    11h

    Close the vent which is over your desk, then ask that the a/c filters need to be change.

  • Randall Giancaterino

    4d

    Yes, report it to your supervisor. Plus, if they do not clean out the vents regularly, which seems to be a common oversight in workplaces, it could... be a health hazard long-term. A good supervisor or the HR office, if you have one, will respond accordingly, and l not make it get to the point where the employee has to get a doctor's note. Relocating your desk as suggested, is a good idea. more

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Susan Poni
Career development 19h

Can someone help me with a good resume sample?
3   

Career development

 15h

Complete Healthcare Resume Revamp


My current résumé reflects a solid mid-level career in healthcare, yet it no longer does justice to my capabilities. The format feels dated, the wording lacks energy, and my accomplishments are hidden rather than highlighted. I need a fresh, cohesive document that: * Presents a clean, modern layout aligned with current hiring-manager expectations * Showcases my clinical and leadership skills with... concise, impact-driven language * Positions key achievements up front and quantifies results wherever possible * Passes applicant-tracking-system (ATS) scans without sacrificing readability Please rebuild the résumé entirely -- structure, content, and design -- delivering an editable Word file and a print-ready PDF. If you use any specialized résumé software or style guides, just let me know so future edits stay consistent. I'm happy to provide my existing résumé and any additional metrics you might need to craft compelling bullet points. more

Taofeeq Oyelade
Career development 5d
Why Your Resume Might Be Working Against You — Even When You’re Qualified

Hi everyone — I’ve read through many honest and powerful posts here: people who feel qualified, experienced, and ready — but still getting rejected or ghosted. I want to share a few common resume issues that aren’t about lack of skill or experience — but about how your strengths are being communicated, and that might be... what’s holding you back.

1. Your resume isn’t telling your story.
It’s not just about listing your tasks and roles. Recruiters — and even hiring systems — want to see impact. What changed because of you? What problem did you help solve? When your resume shows that, it suddenly feels more real, more valuable.

2. ATS systems are filtering out strong candidates.
Unfortunately, many companies use automated tracking systems before a human ever sees your application. This isn’t just a numbers game — it means real, capable people are being passed over simply because their resumes aren’t perfectly tailored for the system. It’s not a reflection of your potential — it’s a limitation of the process.

3. Your choice of words matters.
I’ve seen resumes full of “helped,” “assisted,” or “worked on” — and while those are honest words, they don’t show the scale of your contribution. Using verbs like “led,” “implemented,” “optimized,” or “designed” helps hiring teams understand the real weight of your work.

4. The way your resume is formatted makes a difference.
Even a powerful experience can be missed if the layout is confusing — too many tables, odd graphics, or clutter. A clean, simple, and readable structure works best. It helps both the ATS and real people see what you actually did.

If any of this resonates — if you feel like your resume is good but isn’t doing its job — I’d be very happy to review one sentence or bullet point from it (or your LinkedIn headline) and give you a honest tip. Just drop it below, and I’ll respond. more
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Liyab Eugene
Career development 1d
Since I began my role as a Front Desk Officer, I’ve consistently strived to deliver exceptional service, earning the appreciation of my oprations manager and some supervisors, and they recommended me to the General Manager for recognition in all areas of my performance.

However, this recognition seems to have caused some tension with certain supervisors, like the house keeping supervisor and... the marketing supervisor who have expressed frustration towards me. Recently, the General Manager decided to replace underperforming supervisors, and with my boss's recommendation, I’ve been considered for a potential promotion to one of these leadership positions. While I am honored by this opportunity, I do have concerns that my advancement might be misinterpreted by some as a cause for the current changes in the team.

I want to make it clear that my focus has always been on contributing positively to the team, and I never intended for my growth to negatively impact anyone else’s position. I am simply eager to continue to learn, improve, and contribute to the success of the hotel.
Please let me know if i should go for the offer of taking the suppervisor possition? more
2   

  • NYABIZURA ALICE

    6h

    Just go for it.Negative reactions will always happen

  • Sarah Galey

    17h

    If you live by the cheers, you’ll die by the boos.

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Career development

 2d

Desperate For A Job, I Applied At A Sandwich Shop. The Response I Got Was Soul-Crushing.


"This has been going on for years. I've rewritten my resume more times than I can count. Nothing works. Every rejection chips away at something I used to believe about myself. Something like worth."

I handed in a job application at a sandwich shop last week. There was a giant Now Hiring sign taped to the front window, so I walked in and, to my surprise, they handed me a paper application. I... filled it out, smiled, and returned it to them.

They never called me.

I tell myself it's probably because I'm too old. Maybe it's because I didn't apply online, or because the kid behind the counter didn't scan my info into the system. I don't know. I only know that I was ready to make sandwiches for minimum wage, and nobody even wanted that from me.

I have a master's degree in interdisciplinary arts and decades of experience, both personal and professional. I speak two languages. As if any of that matters.

I've been told all my life that I'm smart, and yet here I am, chronically underemployed, invisible in the job market, and applying anywhere I can -- hardware stores, pet supply chains, and garden centers. No one writes back. No one calls.

"Please upload your résumé," I'm told. I do and it disappears into the algorithmic abyss, and I never hear from a human being.

I don't need a career. I need a paycheck. But the system seems to think I'm either aiming too low or not playing the game right, or worse, that I don't exist at all.

This has been going on for years. I've rewritten my résumé more times than I can count, tried leaving off my degree, tried playing up my "people skills," tried the QR codes and portals and ghost-job listings that don't lead anywhere. Nothing works. Every rejection chips away at something I used to believe about myself. Something like worth.

At one point, I thought maybe I had undiagnosed ADHD. Or social anxiety. Or something that could explain the gap between what I know I can do and how the world seems to view me. But mostly, I return to one haunting possibility: Maybe I'm just clueless. Maybe I've been clueless for years, and everyone else knows it except me.

That is, hands down, my greatest fear -- not failure, not poverty, not even loneliness: the idea that I might be fundamentally out of sync with the world, and not even aware of it.

Because here's the truth that nobody likes to talk about: being educated, competent and willing to work is no guarantee that you'll find work. Especially not in a system where hiring has become automated, impersonal and biased in a hundred tiny, invisible ways. Especially not in a country where being overqualified is treated like a liability, where aging disqualifies you from entry-level jobs, and where the tech used to "streamline" applications often ends up gatekeeping the people who need the job the most. more
3   

  • Melissa Love

    17h

    I can completely understand and relate to your frustration. Question, have you plugged in your Resume into AI and asked them to update it so that you... will stand out from other applicants by using keywords that will pass through applicant tracking systems? These keywords suggested in your resume would help you bypass technical roadblocks and allow your resume to be actually seen by the employer. Another thing that has helped me get lots of interviews is copying job discriminations and having AI adjust my resume skillset and experience to highlight what the qualifications that they are looking for. I also use AI to help me prepare for interviews by asking what questions to prepare for and how to present my responses based on my own personal education, background and job history. Since I have been doing this, I have gotten 10 interviews and 2 job offers since the last week of September. Before it was crickets for almost 6 months. Trust me, It works! Use technology as your career guide!!! Keep me updated  more

  • Stefan Warter

    1
    2d

    Then do the same

    1

Career development

 18h

Tech Job Application Assistant - manually apply to job postings WITH PRECISION !


Each day I need 100 carefully curated job applications submitted on LinkedIn, Indeed, and Workday. The target roles centre on Software Engineer, Software Developer, and AI/ML Engineer positions, so every posting you shortlist must align with at least one of those keywords. The workflow is straightforward but demands accuracy and professionalism: * Scan the three platforms, filter by the stated... keywords plus any additional criteria I send. * Edit or rebuild my résumé in MS Word, convert to Adobe PDF, and tailor it to each role before applying. Note- I will be sharing inputs and a google drive folder to target each job role. However, make note of additional changes for each job posting if missing in current version. This will be addressed at the eod. Proactively ask questions in case of any missing information. Focus on speed and accuracy both. High quality is a must. * Complete the application, ensuring all fields, prescreen questions, and attachments are error-free and written in clear, natural English. * Record every submission in a shared tracker (Google Sheet or Excel) with job link, company, title, date, and résumé version used. Must-have abilities English reading, writing, and editing at a professional level; solid command of MS Word and Adobe PDF; prompt, clear communication. Nice to have A software-engineering or broader technical background so you instantly recognise role relevance and can fine-tune technical wording in the résumé. Daily deliverables 1. Tracker updated with exactly 100 new applications. 2. Copies of the tailored résumés used (labelled by company/role). 3. A short summary of any notable trends or platform issues encountered. I'll provide my base résumé, cover-letter snippets, and filtering nuances once we start. Consistent quality, on-time delivery, and confidentiality are essential; hit those marks and this will turn into a long-term engagement. Note- Extra bonus on interview reach-outs. more

Nikki Langley


Career development 4d
I’m a junior cook who makes soups at the cafeteria. I really love cooking and graduated from culinary school with honors.
Whenever the soup or cream soup turns out great, the head cook always takes the credit and says he made it. But if something goes wrong, he blames me even when I wasn’t the one working on that dish.
It’s really frustrating. Do you think I should talk to the chef about it?

8   

  • Ogwang David

    20h

    Yes my dear, your knowledge should hand for you a credit not anyone else

  • Bill A

    2d

    That's because you are not there to be the head chief. You are there to learn. Once you have gained the knowledge, add you flavor and be the boss. In... the meantime appreciate what he teaches you. If he is a failed Chief, than find another to learn from. more

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Career development

 20h

How Weak Leaders Weaponize Empowerment


I've been thinking about the management practices that all of us encounter: the ones that feel wrong but are hard to name. Personal development goals that feel invasive. "We're a family" rhetoric that breeds guilt. Criticism so vague it becomes impossible to address. Performance improvement plans that feel predetermined. "Unlimited PTO" that results in taking less vacation.

These aren't random... management mistakes. They share a common pattern: leadership externalizing its own failures onto employees while maintaining control through ambiguity and emotional manipulation.

Recognizing this pattern helps you spot unhealthy organizations before they damage your career. If you're in leadership, it helps you avoid perpetuating these failures.

Organizations often mandate "personal development goals" aligned with company objectives. This sounds reasonable; who opposes professional growth?

Forced personal goals often serve different purposes. When leadership lacks a coherent vision, they push goal-setting down to individuals. Employees must create their own direction because leadership hasn't provided one. When projects fail or strategy shifts, employees who "chose the wrong goals" can be blamed rather than leadership who failed to provide clear direction.

Framing career development as a personal responsibility the company graciously supports intrudes on the proper separation between employment and personal life. Your career is your responsibility; the company's responsibility is defining success criteria for your role. Goals create written records that can be selectively interpreted during reviews. Did you achieve your goals? That's subjective. The ambiguity is the point.

Healthy organizations provide clear role expectations, transparent promotion criteria, and optional professional development support. The company defines what success looks like in your role. You decide what professional development serves your career.

When leadership declares "we're a family," they're often establishing emotional leverage to extract unpaid labor and undermine boundaries.

Families don't negotiate compensation. Families don't have performance reviews. Families don't conduct layoffs when quarterly earnings disappoint. Employment is a transaction: professional value exchanged for compensation. That's not cynical; it's honest.

The "family" rhetoric serves specific purposes. Families sacrifice for each other, so if you won't work weekends or skip vacation, are you really committed to the family? Raising concerns about compensation, workload, or management becomes "causing family drama" rather than legitimate professional feedback.

Families have complicated, unequal relationships. Bosses have organizational power over employees. Calling this a "family" obscures that power differential. Families don't need HR policies, formal procedures, or documentation because they "trust each other," and this lack of structure protects leadership from accountability.

Healthy organizations provide professional respect, clear boundaries, fair compensation, and transparent processes. Teams that acknowledge the transactional nature of employment while treating each other with dignity consistently outperform "families."

"You're not meeting expectations."

"There have been concerns about your performance."

"Your communication needs improvement."

"I've received feedback about your work."

Notice what's missing? Specifics. Examples. Timestamps. Observable behaviors. Concrete improvement criteria.

Vague criticism serves leadership in several ways. Without specific examples, you cannot respond meaningfully. "I haven't heard these concerns" is met with "well, they exist." If you don't know what you did wrong, everything becomes suspect. You second-guess every decision and interaction. When leadership decides to terminate or deny promotion, vague historical criticism provides documented justification without the messy work of actually documenting issues when they occurred.

You cannot improve if you don't know what's wrong, but the vagueness isn't a bug. It's a feature. The goal isn't your improvement; it's maintaining management's unaccountable authority.

Healthy organizations provide specific, timely, actionable feedback. "In yesterday's meeting, when you interrupted Sarah twice during her presentation, it undermined her credibility with the client. In future meetings, please let presenters finish their points." This is feedback someone can act on.

PIPs deserve special attention as the most dishonest of these practices.

In theory, a PIP provides struggling employees structured support to improve. In practice, PIPs are primarily legal documentation for termination decisions leadership has already made.

The dishonesty manifests in several ways. By the time a PIP is issued, leadership has decided to terminate. The PIP creates a paper trail while giving the appearance of due process. PIPs often contain vague goals, unrealistic timelines, or moving targets that ensure failure while maintaining plausible deniability. Issues that were never previously documented suddenly become "ongoing performance concerns." The PIP references a history of problems that was never actually communicated to the employee. PIPs focus exclusively on individual performance while ignoring organizational dysfunction, unclear requirements, inadequate resources, or leadership failures that contributed to the problems.

Healthy organizations have honest, timely performance conversations. If someone isn't succeeding, have direct conversations immediately, not six months later with a PIP. If the role isn't working, be honest about fit rather than creating theater around improvement that isn't the real goal.

"Unlimited PTO" sounds generous. Take time off whenever you need it! No accrual limits!

The reality is typically the opposite. With accrued PTO, you have X days you're entitled to take. With unlimited PTO, every request requires justification and approval. There's no clear baseline. How much is too much? What if others are taking less? This ambiguity typically results in people taking less vacation than they would with accruals. Accrued PTO is a balance sheet liability that must be paid out when employment ends. Unlimited PTO eliminates this liability for the company. Some employees can take significant time off while others are subtly (or not so subtly) discouraged. The lack of clear policy makes inconsistent enforcement invisible.

Healthy organizations provide clear PTO allocation with transparent policies. Minimum vacation requirements (yes, minimum) ensure people actually take time off. Leadership models healthy work-life boundaries.

Every pattern described here shares the same core dysfunction: leadership failures externalized onto employees.

When leadership lacks clear vision, employees must create their own "aligned goals." When leadership lacks effective management systems, they rely on emotional manipulation ("we're a family"). When leadership lacks accountability, they use vague criticism and ambiguous policies to maintain plausible deniability. When leadership lacks strategic clarity, they blame individual performance for systemic failures. When leadership lacks courage, they use PIPs instead of honest conversations.

The rhetoric always sounds empowering: "We trust you to manage your own goals!" "We're all in this together!" "We give you autonomy!"

The reality is control through ambiguity, manipulation through emotion, and blame through documentation.

Healthy organizations don't need these manipulation tactics because they have actual leadership.

Your role has defined success criteria. Promotion paths are transparent. You know what's expected. Managers provide timely, concrete, actionable feedback. You're never surprised by your performance review. The organization respects that employment is a transaction. They compete for your labor with fair compensation and good working conditions, not emotional manipulation.

If your performance is unsatisfactory, leadership tells you directly and specifically. If the role isn't working, they're honest about fit rather than creating improvement theater. When projects fail, leadership examines systemic issues like unclear requirements, inadequate resources, and poor planning, not just individual performance. PTO, compensation, promotion criteria, and performance expectations are clear and consistently applied.

Recognize the patterns early. The first time you encounter vague criticism, forced personal goals, or "family" rhetoric, take it seriously. One instance might be a mistake. Patterns indicate organizational dysfunction.

Document everything. Keep records of your work, accomplishments, and any feedback (positive or negative). If criticism is vague, request specifics in writing. If something feels manipulative, it probably is. Don't gaslight yourself into accepting dysfunction.

The best defense against organizational dysfunction is the ability to leave. Maintain your professional network, keep your skills current, and don't let loyalty to a "family" prevent you from protecting your career.

Be ruthlessly honest with yourself. Do your management practices exist to serve your employees' growth and the organization's goals, or to cover for your own failures?

Define clear success criteria for roles. Make promotion paths transparent. Give specific, timely feedback. Respect that employment is an exchange of value. Compete for talent with fair compensation and good conditions, not emotional manipulation.

When things go wrong, examine your role before blaming individuals. Did you provide clear direction? Adequate resources? Timely feedback? Instead of pushing goal-setting down to individuals, create strategic clarity. Instead of "family" rhetoric, build professional processes. Instead of vague criticism, train managers to give specific feedback.

These management anti-patterns aren't accidental. They're systematic ways organizations externalize leadership failures onto employees while maintaining control through ambiguity and emotional manipulation.

Recognizing this pattern helps you identify toxic organizations and build or advocate for healthy ones. Organizations succeed when leadership provides clarity, accountability flows in all directions, and professional boundaries are respected.

The next time someone talks about "personal goals," "family culture," or gives you vague criticism, ask yourself: is this empowerment, or is this a leadership failure disguised as empowerment? more

Career development

 21h

College Career Motivation Speeches


I need a fresh set of motivational speeches crafted specifically for a college audience. The goal is straightforward: inspire university students to think boldly about their career development and take concrete action toward it. I'm looking for content that balances big-picture vision with practical steps -- stories that light a fire, plus clear takeaways students can apply the same day. Each... speech should feel conversational, relatable to 18- to 22-year-olds, and rooted in real-world examples rather than generic clichés. Deliverables * A series of original speech scripts (5-7 minutes each) focused on career development for college students * A brief speaker's guide for each script outlining key points, audience engagement moments, and suggested calls to action * Rights transferred to me upon final payment so I may record or present the material as needed Acceptance criteria * Language and tone resonate with university-level listeners -- motivating yet authentic, no fluff * Every speech contains at least one actionable career tip and one compelling story or analogy * Content passes plagiarism checks and is solely your own work If you thrive on storytelling, understand what excites students on the brink of their professional journey, and can deliver punchy, memorable scripts, I'd love to see a sample outline or snippet of your style. more

Career development

 22h

Naukri Launches AI-Powered Resume Maker to Help Job Seekers Build Professional, Recruiter-Ready CVs Effortlessly


Creating that stellar resume is like trying to solve one of those puzzles where every piece will fit, but not really. Enter Naukri Pro's AI Resume Maker, your new go-to partner in job hunting, designed to turn the "Where do I even start?" moment into "Wow, that looks impressive!"

The Naukri Pro - AI Resume Maker is an advanced online self-service platform that allows job seekers to create... professional resumes that appeal to recruiters effortlessly. Whether you're a fresher searching for your first opportunity or an experienced professional eyeing the next move, this AI tool keeps your resumes polished, powerful, and perfectly tailored to land in the right hands.

Forget spending hours tweaking margins or guessing what "ATS-friendly" even means. Naukri's AI Resume Maker simplifies it all with:

With just a few clicks, your resume is ready to impress, whether you're applying on Naukri, LinkedIn, or any other job platform.

Because first impressions count - and yours just got an upgrade

Your resume isn't just a document; it's your first handshake with opportunity. The AI Resume Maker uses intelligent algorithms to polish your profile, sharpen your tone, and present your skills in a way recruiters can't ignore.

Because career growth shouldn't break the bank. Choose from three flexible plans:

Each plan includes complete access to Naukri Pro and its suite of powerful career tools.

Job hunting can be overwhelming. Between writing cover letters, preparing for interviews, and second-guessing your resume format, it's a lot. The Naukri Pro AI Resume Maker takes one major stress off your plate.

It's like having a smart, experienced friend by your side, one who knows what recruiters want and helps you put your best foot forward.

So stop overthinking fonts and bullet points. Start building a resume that speaks for you.

Because the right job starts with the right resume, and with Naukri Pro's AI Resume Maker, you're already halfway there. more

Career development

 1d

What 193 Applications and 4 Months Taught Me About Finding Work in 2025


After my third layoff, I did what millions of Americans do each year -- I started applying for jobs. What followed was a journey through 192 applications, 100+ companies that never responded (72% ghost rate), 46 rejections (24%), countless hours of prep work, and ultimately, by God's grace, two offers that changed everything.

This isn't just my story -- it's the reality of modern job searching.... Here's what I learned, what it cost, and how you can navigate this challenging landscape more effectively.

Finding a job has become an investment that many don't anticipate:

Monthly cost: $100-$200+

For someone between paychecks, this adds up fast. My advice? Start with LinkedIn Premium and Simplify+. These two gave me the best ROI. The others can wait until you've exhausted free resources.

Here's where my 40+ hours per week went:

Browsing & Networking (15 hours/week) Across Indeed, LinkedIn, Welcome to the Jungle, Dice, Workforgood, and ZipRecruiter -- each platform has its own interface, its own quirks, and overlapping job listings that require constant cross-referencing.

Inventory Management (3-5 hours/week) Reconciling applications across platforms, tracking emails, organizing positive and negative responses -- this became its own project.

Learning & Skill Development (2-4 hours/week) Staying sharp, filling knowledge gaps, preparing for technical interviews.

The breakthrough? Finding the right tools (especially Simplify+) cut my application administrative time by 95%.

This is where job searching gets real.

Good Community is Awesome. From family, to former coworkers, vendors I'd worked with, even acquaintances reached out with encouragement, referrals, and genuine support. I've never felt more cared for -- or more vulnerable -- than during this period.

Both my offers came through referrals, not through the 150+ applications I submitted into the void. That's the uncomfortable truth: relationships matter more than resumes.

AI is a double-edged sword. I could generate tailored resumes and cover letters in minutes -- amazing. But so could everyone else. Employers are drowning in AI-generated applications, making it harder than ever to stand out. The noise level has never been higher.

✅ Christ -- Truly! Many days were hard and annoying but giving up was never an option. I thank Him for walking alongside me. Psalm 62:5

✅ Maintaining a routine -- Treating job searching like a job itself gave structure to uncertain days

✅ Finding my tribe -- Connecting with others on the same journey created accountability and shared wisdom

✅ Building something -- I worked on side projects and learning initiatives to stay sharp and prove I was growing

✅ Rest and recharge -- Burnout is real. Taking breaks wasn't lazy; it was strategic

Simplify Jobs was the MVP -- it streamlined discovery, application, and tracking in one platform. ApplyAll helped with volume but felt less personal. LLMs transformed my interview preparation from generic to strategic.

This process revealed something important: the job search industry is ripe for innovation.

There's a massive gap between what exists and what's needed. For entrepreneurs, product builders, and innovators -- this is your moment.

If you're in the job search trenches right now, hear this: You're not broken. The system is challenging, but you are capable.

192 applications taught me resilience, humility, and gratitude. The ghost rate stung. The rejections hurt. But the two offers reminded me that it only takes one "yes" to change everything.

Keep going. Lean on your community. Use the right tools. Believe in your value.

You've got this. more

Anonymous member


Career development 1w
So I’ve got this situation at work, it’s bad enough I’m thinking of quitting. I forgot my lunch at home a couple of times, and my mom brought it over for me. Now everyone at the office keeps joking that I’m a total “mama’s boy”.
Yeah, I live with my mom, big deal. But now everyone’s teasing me about it, even my boss. Honestly, I’m about ready to look for a new job. What should I do?

5   

  • Jeremy Head

    1d

    I agree with you and your mother making everyone that teases you a lunch. THen ask her to bring it to your job. At the bottom of each little bag put a... small note from your mother that says "now you're one of my boys too" more

  • Paul Eshun

    1d

    When u report it will bring about hatred although you are acting professional.
    Nonetheless u just have to control your anger , don't retaliate. try... best to socialize well with them even though they mock u as time passes by the jokes will fade
     more

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Career development

 1d

16 Husker Students Selected as Peer Career Coaches in College of Business | Newswise


Newswise -- Sixteen University of Nebraska-Lincoln students have been selected as peer career coaches in the College of Business. Working in the Business Career Center, the coaches assist peers with résumés, cover letters, interview skills and the navigation of early career decisions.

The coaches work closely with students in two required business courses in the college's Professional Enhancement... Program -- Career Development and Planning (BSAD 222) and Internship and Job Search Strategies (BSAD 333). This academic year, they will conduct more than 1,300 one-on-one résumé coaching appointments for BSAD 222 and provide assignment feedback to more than 1,000 students in BSAD 333.

"Peer career coaches make career support more accessible for every student in our college," said Bethany Heser, assistant director of internship and job search strategies. "Because they've taken the same classes and completed the same assignments, students feel comfortable asking questions and getting the guidance they need to move forward."

The students selected as peer career coaches are listed below by hometown, with their current class standing based on credit hours earned and academic major(s).

Nebraska

Fremont:

* McKenna Olson, junior, finance

Hastings:

* Emmy Huyser, junior, accounting

* Jimmy Truong, junior, supply chain management

Holdrege:

* Lorna Weides, junior, marketing

* Ava Wells, senior, marketing

Omaha:

* Cecilia Beckerbauer, senior, management and computer science

* Ella DeSmet, junior, accounting and finance

* Emma Edelman, senior, management and marketing

* Maris Grabill, senior, marketing

* Charlie Poitras, junior, marketing

* Caroline Smith, senior, management

* Joselyn Tavizon Alvidrez, senior, accounting

Elsewhere in the U.S.

Arlington Heights, Illinois:

* Gianna Zitella, senior, actuarial science and finance

Aurora, Illinois:

* Matthew Crerand, junior, accounting and finance

Overland Park, Kansas:

* Breck Steffensmeier, junior, marketing

Eden Prairie, Minnesota:

* Katelyn Jensen, senior, international business and Spanish

Peer career coaches receive extensive onboarding, weekly training and hands-on experience. Many continue in the role for multiple years and take on leadership projects that help improve the college's career development offerings.

"Our peer career coaches grow significantly during their time in the role, and the amount of training they do is one reason this program has won awards from the Career Leadership Collective and National Association of Colleges and Employers," Heser said. "They build relationships with their own groups of students and communicate professionally in many different settings. We also give them meaningful professional development opportunities, from employer visits to workshops, that strengthen the same skills they teach to their peers."

Kadina Koonce, assistant director of career development and planning, said the peer-to-peer approach helps students feel comfortable seeking guidance.

"One of the greatest strengths of this program is the peer connection," she said. "Our coaches have been where the students are. That relatability helps students ask questions, build confidence and make progress on their career goals."

Applications for peer career coaches for the 2025-26 academic year open Dec. 8 on Handshake. Those selected will participate in training before starting in August. more

Career development

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[FREE] Reference Check Form Template and Checklist


A reference check form remains one of the most effective candidate validation tools in hiring. AI-powered recruitment can speed up sourcing and pre-employment screening but cannot replace human insight, which can ensure structured reference checks that capture crucial real-world feedback.

At the same time, 75% of hiring professionals see emotional intelligence as the most critical skill for... success, followed by adaptability and resilience. In addition to interviews, reference check forms can confirm if candidates display such traits and how. This article explains how to use such a form and provides a free, fully customizable reference check form template.

Contents

What is a reference check form?

Why use a reference check form template?

What to include in a telephone reference check form

Free reference check form template

How to customize your template for different roles

Using a reference check form: HR's checklist

A reference check form, also called an employment or employee reference check form, is a standardized worksheet recruiters or hiring managers use during the reference-checking stage. Whether digital or on paper, it usually includes candidate and referee details, structured questions, and space for notes, and keeps the process consistent and thorough.

A pre-employment reference check form becomes even more important when you consider that 72% of people lie on their résumés. It can help you spot dishonesty in candidates, as well as provide a framework for job-related questions that reveal a candidate's strengths, reliability, and fit for the role.

A telephone reference check form (or phone reference form) is a version designed for live reference calls. It standardizes the conversation by listing questions and providing space for detailed responses and observations. This helps every interviewer capture comparable data, maintain professionalism, and keep calls aligned with compliance requirements.

Here's why you should use a reference check form template:

A reference check form template ensures consistency and fairness by using the same structure and questions for every candidate. This helps eliminate arbitrary variations in what you ask and record, reducing the risk of bias and enabling easier candidate comparison. Subjecting all reference checks to the same standards helps ensure fair, defensible hiring decisions.

A good template prompts the interviewer to ask thoughtful, job-related questions, encouraging deeper conversations with referees. Instead of vague or anecdotal feedback, you can get specific examples of past performance, behavior, and teamwork. These structured insights make it easier to assess a candidate's likely success in the new role.

A pre-built form helps shorten preparation time for interviews. It serves as both a guide and a record-keeping tool, allowing you to take notes quickly during calls, then easily file them afterwards. This speeds up the process and ensures the documentation is complete and ready for compliance checks or internal HR audits.

Every recruiter or hiring manager using the same reference check form makes it easier to share results and align on hiring decisions. The uniform layout enables stakeholders to review findings quickly, discuss them efficiently, and make informed decisions based on clear and consistent data. This also means smoother collaboration and better quality of hire.

A well-designed template helps your organization maintain compliance with employment laws and data privacy standards. Its standardized consent sections, reference verification fields, and storage instructions enable you to easily tick all relevant legal and procedural boxes. It also lowers the risk of oversight or non-compliance.

You can always refine your reference check form template based on experience and feedback. Tracking which reference check questions yield the most useful responses allows you to make adjustments to improve the hiring process. This ongoing optimization turns the form into a living document that becomes more effective with every use.

A well-designed phone reference check form, complete with the right elements, makes the reference check process compliant, efficient, and valuable for informed decision-making. Here's what you need to include:

AIHR has created a free reference check form template to streamline your hiring process and ensure consistency. The template is fully customizable, so you can adapt it to your organization's needs -- whether you're conducting a phone reference check, using a digital employment reference check form, or integrating it into your ATS or HRIS.

A reference check form works best when it combines consistency and flexibility. Keep about 70% of the form the same across all roles to maintain fairness and comparability, and customize the rest (e.g., two or three role-specific questions), so feedback stays relevant to the job.

If your organization hires across multiple states or regions, include an internal note section where recruiters can capture local legal and disclosure limits. This helps keep the reference check process compliant with local privacy and employment rules.

Strengthen the form further with one or two optional role-specific blocks. In regulated industries like finance or healthcare, focus on confidentiality, accuracy, and policy adherence. For instance, if hiring for customer-facing roles, assess CSAT, NPS, and escalation management.

If hiring for technical and operations functions, look at delivery timelines, process reliability, and system ownership. The goal is to create a modular template that's easy to adapt while remaining consistent, compliant and role-relevant.

Using a reference check form template is a great start, but the real value comes from how you apply it. These best practices will help you make the most of every reference check conversation and turn it into a dependable decision-making tool.

Review the candidate's résumé, interview notes, and the completed reference check form template before making contact, so you can tailor questions to the role and verify key facts efficiently.

Build rapport with the referee early in the call. Explain the purpose of the reference check and assure them you'll use their feedback confidentially and professionally.

Stick to the core reference check questions outlined in the employment reference check form and avoid personal opinions or unrelated topics.

Encourage referees to provide specific examples or outcomes (e.g., sales figures, website traffic stats), rather than general impressions. This helps distinguish between vague praise and measurable performance.

Write notes as you go, focusing on key facts, examples, and measurable outcomes. Consistent note-taking enables you to compare data across multiple candidates.

To promote fairness and minimize bias, ask the same set of structured questions for every candidate being considered for the same role.

If potential issues arise, record them factually, along with any supporting evidence you have. To maintain fairness, avoid misinterpretation and exaggeration, and stick solely to the facts.

At the end of the reference call, thank the referee for their time and verify any unclear points. Once you've completed the check, upload or save the document in your HRIS.

Regularly update your reference check form template based on recruiter feedback and role changes. Your reference check questions must reflect any changes in role requirements.

Every hiring decision shapes your organization's future, and reference checks can help you make such decisions confidently. A well-structured reference check form combines consistency, good questioning and thoughtful customization for insights into how people think, collaborate and contribute in the workplace.

Review how your team approaches reference checks. Download AIHR's template, train your recruiters to listen for the details that reveal fit and potential, and integrate what you learn into your hiring playbook. The goal isn't just to verify the past but to better predict future performance and give your company a genuine competitive edge. more

Career development

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Gen Z's Wild New Trend: Bringing Their Parents to Work


The survey, conducted in July 2025 on a sample of 831 young U.S. adults employed full-time and aged between 18 and 28, aimed to measure how involved parents are in their children's professional lives. The report shows that family support no longer stops at revising a résumé or sharing a piece of advice before an interview -- many young workers now delegate entire stages of the hiring process to... their parents, from emailing recruiters to handling initial conversations with HR.

In some cases, mom and dad physically show up to interviews, answer hiring managers' questions, introduce themselves, or even negotiate salary and benefits. According to the report, more than 77% of participants brought a parent to a job interview at least once, over 40% had them sit in during the meeting, while roughly one third had a parent ask questions or handle parts of the negotiation. A behavior that, just a few years ago, would have sounded like a classic boomer joke -- yet today represents a daily reality for many U.S. companies.

For a significant portion of Gen Z, parents remain active interlocutors even after being hired. 86% have their parents review their performance evaluations, 79% involve them in communications with their manager, and about half rely on them for delicate conversations such as requesting time off, discussing a raise, or handling internal conflicts. In some cases, parents even speak to the manager more often than their own children do. more