Career development

12h

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.

Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more

3

Mosebetsi Motaung
2h
Wow, what's an inspirational action you take.

Tim Jacobs

Career development

2d

Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.

8

Blessings Mayembe
2h
Yes, I know the coffee test. I think it’s a clever way to observe someone’s attitude toward small responsibilities. I believe small actions show a lot... about someone’s work ethic, so I’d naturally return the cup or ask where to place it.” more
ChrysalisHR HR
3h
The reservations I have with these types of "tests" is that they are not in any way a reliable indicator of performance on the job. Unless of course... you are interviewing for an etiquette role. There's lots of people that have "failed" the "coffee test" but kill it on the job!! On the flip side there's even more that will probably pass it because they know about it but ... more

Career development

1d

"Which part of a bicycle do you associate yourself with?".
This is one of those tricky interview questions you may be asked in a job interview.
What would you answer, and why?

1

Achom Deborah
5h
the seat , without it a cyclist gets tired and cannot travel very long distances. with a seat am refreshed and ever ready to work
Jessica Wilcox
10h
This aligns well with a couple questions I've been asked during some interviews. One was: if you could be any animal, what would you be and why? The... other was: if you could have any super power what would it be and why? These questions are alright but I always wondered what information is really gathered when folks answer. I couldnt help but notice there was zero mention of the tires. Which feels like something id say but my gut tells me it would be an unfavorable answer somehow, but logic tells me you cant operate that bike without a tire. Having a tube is important, but you still need the tire. So, I would be honest and say, "these questions are my least favorite, and a tire. Ill work well on the road, and I hope to go for thousands of amazing miles before I dry rot." more

Martin Waters

Career development

12h

I’m 25 years old and have been working as a junior manager in a trading company for 4 years. Recently, our internal email said that another department is looking for a new boss. I sent my resume. But HR and the deputy director laughed at me and said I’m too young, even though I’m sure I can do the job.
I feel upset, because we already have some department heads who are 26-27.
Now I don’t know... what to do. Should I stay and wait until I’m older or look for another company that respects young, active workers? Thanks more

3

Blessings Mayembe
2h
“I applied because I believe I have the capability and the experience to take on more responsibility. The reaction I received felt discouraging, but I... still want to grow. I’m hoping for clarity on what skills or qualifications I should build to be considered seriously for leadership roles.” more
Morrice Shisia
2h
Let Your request be known to God through prayers 🙏 God is in control of every situation and nothing comes against us that He does not see. Why... should you be afraid when He's the Ruler of Creations? more
2

Career development

11h

Career Planning in German Academia (German Postdoc Network)

Building a successful academic career is rarely straightforward. It is influenced by external structures, funding opportunities, disciplinary trends, and sometimes sheer timing. Career development, however, should not be left to chance -- particularly within the German academic system, which is often perceived as complex and opaque.

This interactive 60-minute session presents seven key steps for... effective academic career planning, with a special focus on issues relevant to international researchers in Germany. Participants will gain practical insights that strengthen their sense of agency, help them identify opportunities, and support them in navigating the uncertainties of the German academic system with greater clarity and confidence. more

Mila Penrose

Career development

1w

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

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

Thanks for the... advice.

more

Steward Tony Pacheco
12h
You would be in violation of the code of conduct by not reporting theft. All those little incidentals cost the company, thereby affecting its profit... margin and leading up to pay increases & bonus payouts. Yes, it unethical not to expose it. At least they will get a warning and you (being anonymous) would have done the right thing. more
Moses Baya
2d
Get to know the rules and regulations of that company.
Understand every worker.
Probable the guy's contract has a clause that allows him carry... whatever he does and the management is aware. more

Career development

1d

As the job market tightens, workers without degrees could hit a 'paper ceiling'

On a bus headed downtown, Cherri McKinney opened a compact mirror and -- even as the vehicle rattled and blinding morning sun filled the window -- skillfully applied eyeliner.

McKinney is a licensed aesthetician. She went into bookkeeping after graduating from high school in 1992, then ran a waxing salon for years. Later she shifted into human resources at a homeless shelter. But stepping off... the bus, she started her work day as a benefits and leave administrator for Colorado's Department of Labor and Employment.

She wouldn't have made it past some hiring managers.

"My background is kind of all over the place," McKinney said. "You might have looked at my résumé and thought, 'Wow, this girl doesn't have a college education.'"

In fact, Colorado's state government was looking for workers just like her. In 2022, Gov. Jared Polis signed an executive order directing state agencies to embrace "skills-based hiring" -- evaluating job seekers based on abilities rather than education level -- and to open more positions to applicants without college diplomas. When McKinney interviewed with the state in the summer of 2024, she said, she was asked practical questions about topics like the Family Medical Leave Act, not about her academic background.

For a decade, workforce organizations, researchers and public officials have pushed employers to stop requiring bachelor's degrees for jobs that don't need them. That's a response to a hiring trend that began during the Great Recession, when job seekers vastly outnumbered open positions and employers increased their use of bachelor's degree requirements for many jobs -- like administrative assistants, construction supervisors and insurance claims clerks -- that people without college diplomas had capably handled. The so-called "paper ceiling," advocates say, locks skilled workers without degrees out of good-paying jobs. Degree requirements hurt employers, too, advocates argue, by screening out valuable talent.

In recent years, at least 26 states, along with private companies like IBM and Accenture, began stripping degree requirements and focusing hiring practices on applicants' skills. A job seeker's market after Covid, plus labor shortages in the public sector, boosted momentum. Seven states showed double-digit percentage increases in job listings without a degree requirement between 2019 and 2024, according to the National Governors Association. A 2022 report from labor analytics firm Burning Glass (recently renamed Lightcast) found degree requirements disappearing from private sector listings too.

But less evidence has emerged of employers actually hiring nondegreed job seekers in substantial numbers, and a crumbling economic outlook could stall momentum. Last year, Burning Glass and Harvard Business School found that less than 1 in 700 hires in 2023 benefited from the shift to skills-based hiring. Federal layoffs and other cuts pushing more workers with degrees into the job hunt could tempt employers to return to using the bachelor's as a filtering mechanism.

"I think it's a sort of do-or-die moment" for skills-based hiring, said Amanda Winters, who advises state governments on skills-based hiring at the nonprofit National Governors Association.

Winters said the shift to hiring for skills requires time-consuming structural changes. Human resource departments must rewrite job descriptions, and hiring managers must be trained to change their approach to interviewing to assess candidates for skills, among other steps. And even then, said Winters, there's no reason for managers not to prefer applicants with college degrees if they indeed have the skills.

Colorado is trying to push employers, both public and private, to make this shift. Polis' 2022 order devoted $700,000 and three staffers to institutionalizing skills-based hiring in state government. According to a case study by the National Governors Association and the nonprofit Opportunity@Work, the state is working with human resources departments at individual agencies, training them to rewrite job descriptions to spell out skills (for example, "active listening and interpersonal skills"). When posting a job, hiring managers are encouraged to click a box that reads: "I have considered removing the degree requirement for this role."

Polis' team also built a dashboard to track progress toward "Wildly Important Goals" related to skills-based hiring -- like boosting the share of job applicants without a bachelor's degree by 5 percent by summer 2026. State officials say about 80 percent of job classifications (categories of jobs with specific pay scales and responsibilities -- for example, Human Resources Specialist III or Accountant I) now emphasize skills over degrees.

All told, the state says, 25 percent of hires within those job classifications in 2024 -- 1,588 in total -- were people without degrees, roughly the same share as in 2023, when the state began collecting this information. Similar data from other states on their success in hiring skilled, nondegreed workers is scarce. State officials from Maryland and Pennsylvania, two of the first states with executive orders dropping degree requirements, said they track education levels of applicants but not of new hires.

To spark skills-based hiring in the private sector, the Colorado Workforce Development Council, a quasi-governmental group appointed by the governor, encourages local workforce boards to help assess employers' needs and job seekers' skills.

One of those boards -- Pikes Peak Workforce Center in Colorado Springs -- conducts workshops for local businesses on skills-based hiring and helps them write job descriptions that emphasize skills. When a company registers for a job fair, said CEO Traci Marques, the center asks both what positions are open and which skills are needed for them.

The center also teaches job seekers to identify their skills and show employers how they apply in different fields. A recent high school graduate who served on student council, Marques said, might discuss what that role taught them about time management, conflict resolution and event planning.

The goal is for skills to become the lingua franca between employers and job seekers. "It's really that matchmaking where we fit in," Marques said.

One new matchmaking tool is learning and employment records, or LERs. These digital records allow job seekers to verify their degrees, credentials and skills with former schools and workplaces and then share them with potential employers. Two years ago, a philanthropic coalition granted the Colorado Workforce Development Council $1.4 million to create LER systems.

LERs are still in the early stages of development, but advocates say they could eventually allow more precise matching of employers' needs with job seekers' skills.

Once nondegreed workers get in the door, employers can also see payoffs, said Cole Napper, vice president of research, innovation and talent insights at Lightcast. His research shows that workers hired for skills get promoted at almost the same rate as education-based hires and stay at their jobs longer.

But as the labor market cools, the question now is whether people without four-year degrees will get in the door in the first place. Nationally, job growth has slowed. Maryland and Colorado froze hiring this summer for state positions.

At a recent job fair at Pikes Peak, single mother Yvette Stanton made her way around the tables, some featuring placards that read "Skills-Based Hiring." After a few months at a sober living facility, Stanton had lined up day care and was ready to work. She clutched a green folder with a résumé documenting certifications vouching for her skills in phlebotomy and medication administration. "When you have more certifications, there are better job opportunities," said Stanton.

She approached a table for the Colorado Department of Corrections. Human resources specialist Jack Zeller told her that prisons do need workers with medical certifications, and he said she could also apply to be a corrections officer. But, he said -- holding out his phone to show her the job application site -- she should wait until Jan. 1.

"If the hiring freeze ends like it's supposed to," he said, "there's gonna be a billion jobs going up on the website."

Colorado works not just on the demand side, pushing employers to seek out workers based on their skills, but also on the supply side, to arm people who might not choose college with marketable skills and help them find jobs in in-demand industries.

The Polis administration encourages high schools and community colleges to make available industry-recognized credentials -- including certified nursing assistant, certified associate in project management and the CompTIA cybersecurity certification -- that can earn students credits while giving them skills for better-paying jobs. The governor is also making a big bet on work-based learning opportunities in high school and community college, especially apprenticeships.

If employers meet talented workers who lack degrees, they'll grow more comfortable hiring for skills, said Sarah Heath, who directs career and technical education for the Colorado Community College System. "You've got to prove it to people to get them to buy into it," she said.

At Red Rocks Community College in Lakewood, a suburb of Denver, President Landon Pirius has set a goal of eventually providing a work-based learning experience to every graduate. Earlier this year, the college hired a work-based learning coordinator and an apprenticeship coordinator, and it partners with Northrop Grumman on a registered apprenticeship that lets cybersecurity students earn money while getting technical instruction and on-the-job learning.

In his frequent discussions with regional employers, Pirius said, "the message is consistently skill-based hiring." He added: "Our manufacturers are like, 'I don't even care about a degree. I just want to know that they can do X, Y, Z skills. So when you're teaching our students, make sure you teach them these things.'"

Colorado community colleges also see opportunities to equip students with skills in fields like aerospace, quantum computing, behavioral addiction treatment and mental health counseling, where there's a growing demand for workers and some jobs can be handled without a four-year degree. In 2022, Colorado gave its community college system $15 million to create pathways to behavioral health careers that don't require a Master of Social Work degree or even a B.A.

Colorado's skill-based talent pipeline extends to high school. In a "Computer Science and Cybersecurity" class at Warren Tech, a high school in Lakewood, Zachary Flower teaches in-demand "soft skills" like problem solving, teamwork and communication.

"The people who get hired are more often the ones who are better communicators," said Flower, a software developer who was a director of software engineering and hiring manager for a travel company before he started teaching. Communication skills are half of the grade in Flower's capstone project: Students communicate independently throughout the year with local industry sponsors, and at the end they present to a panel of engineers and developers.

Despite the emphasis on skills-based hiring, a 2023 study projected that more than 4 in 10 job openings in Colorado from 2021 through 2031 would require at least a bachelor's degree -- the second-highest proportion of any state in the country -- because many industries there, like engineering, health care and business services, require higher education, according to Georgetown University's Center on Education and the Workforce."But there's still a significant amount of opportunity for people with less than a bachelor's degree," said Nicole Smith, chief economist at the center.

People, in other words, like Cherri McKinney, who couldn't afford college and didn't want to spend four years finding her path. McKinney plans to stay in state government, where she believes she can develop more skills and advance without a college degree. Indeed, a 2023 executive order demanded that every state agency develop at least two work-based learning programs by the end of this year.

Gov. Polis, who championed workers like McKinney, ends his second term in January 2027 and cannot run for reelection. State budgets are fragile in the Trump era. McKinney's colleagues call often, nervous about their benefits in a time of hiring freezes and government shutdowns.

McKinney isn't worried.

"When I made my first career switch from bookkeeping to aesthetics, what I realized was I am the eye of this storm," she said. "Things swirl around me, and if I bring myself in my way that I do to my jobs, that's what is going to create the stability for me." more

Steward Tony Pacheco
13
12h
That is not necessarily true, as those who spent time in school did not gain the experience as did their counterparts who just entry leveled into the... job market. I started in the 70’s in Standard & Poors mailroom back in NYC. I have had a successful career achieving 6-figure earnings without a degree but carrying just a few credits and a truckload of certs. I refused the indoctrination part of college education as it was wasting my time as well as earning potential. more

Career development

14h

The Great Job-Search Illusion: When Everyone Sounds Helpful Until They're... Not

The Great Job-Search Illusion: When Everyone Sounds Helpful Until They're... Not

A brutally funny reality check for anyone who's ever waited for a recruiter to "circle back."

Job hunting in 2025 feels like dating someone who calls you "soulmate" and then ghosts you before dessert.

Somewhere between the friendly recruiter, the smiling interviewer, and the "I'll help you out" buddy... hopes go to... die.

I've cracked the job-search algorithm:

Step 1 - They hype you.

Step 2 - You believe them.

Step 3 - Rejection email at 11:57 PM.

Basically, if confused enthusiasm were a business model, recruiters would be billionaires.

Scene 1: The "Totally Friendly" Interview

Every job interview today feels the same - ten minutes of beaches and hobbies, five minutes of compliments, and one late-night rejection that sounds suspiciously like it was written by an AI with commitment issues.

Our hopeful hero logs in, all polished and prepared. The interviewer beams like she's announcing good news. They talk weather, holidays, favorite cafés - everything but the job itself.

Then she leans forward and says, "You're amazing. I'll forward this to the senior panel."

For five full hours, he floats. Then, just before midnight - ding:

"We loved your profile but are moving ahead with other candidates. Let's stay in touch!"

Translation: We will ghost you with warmth and dignity.

Scene 2: The Insider Buddy

New company. New hope.

He messages an old colleague - the one who never returned his headphones but somehow still calls him "bro."

"Brooo you GOT this. I'll refer you right now," he says with corporate excitement.

Confidence level: 200%.

Reality level: 0%.

By evening - rejection mail, one line long and character-lacking.

Even the subject line reads like a breakup text.

Scene 3: The VP Who Once Laid Him Off

You know things are bad when even the VP who laid you off suddenly wants to "help your career."

"Oh wow, that's amazing!" she messages. "I'll connect you to the right people."

Translation: I will absolutely not connect you to anyone, but I do want karma points on LinkedIn.

Three weeks later, only silence. Even Gmail stops showing her thread - like it, too, has given up hope.

The Great Disappearing Act

Let's talk about this new trend: people who cheer for your dreams like it's a festival... and then disappear like a magician.

Why does everyone sound so helpful, so enthusiastic, so heartwarmingly invested - until the exact moment you need them to actually do something?

Is it guilt? Politeness?

Some kind of HR coping mechanism?

Or maybe there's a secret course titled:

"How to Sound Extremely Supportive While Doing Absolutely Nothing."

I Because let's be honest - being helpful feels good.

Being actually helpful takes effort.

The Real Question

In today's hiring world -

where every recruiter says "We'll circle back,"

every interviewer says "I'll escalate your profile,"

every buddy says "You're definitely getting it,"

and every leader says "I'll introduce you to someone"...

How do you tell who really wants to help,

and who just wants to sound helpful?

The modern job hunt isn't a pipeline anymore.

It's a psychological thriller - where everyone plays nice until disappearing in Act Three.

Maybe the only thing missing from every job offer today.

is a line that says:

"Therapy benefits start from your first interview." more

Career development

16h

Most job seekers don't survive the first filter on Linkedin- Report - Businessday NG

LinkedIn now serves as the first screening layer for employers, with 97 percent of HR recruiters using the platform to source talent, according to Sociallyin , a US-based social media agency, also noting that most job seekers don't survive the first filter on Linkedin.

Currently, Linkedin has about 52 million users of the platform from the Middle East and Africa alone, making the statistics... significant. Candidates risk being overlooked if their profiles lack essential skills, keywords or recent activity, making visibility a critical job-hunting skill.

"LinkedIn is increasingly determining which candidates get noticed, and most jobseekers are failing to clear its earliest screening layer", according to Keith Kakadia, marketing strategist and CEO of Sociallyin.

"People severely underestimate how strict the first filter is," she said. "If your profile is empty, outdated or passive, recruiters simply do not see you. Visibility is now a skill, not an added bonus."

For many employers, the platform has replaced the traditional CV as the first point of assessment, meaning a candidate may be dismissed long before their résumé is opened if their profile lacks essential skills, keywords or recent engagement.

Read also: Why Nigerian professors, lecturers need a strong Linkedin profile

"With competition routinely surpassing 100 applicants per vacancy, even small missteps, such as missing skills, outdated profiles or a lack of activity, can remove a candidate from a recruiter's search results entirely", she explained.

This comes as the labour market tightens for the next graduating cohort. Hiring growth for 2026 is forecast at just 1.6 per cent, while 60 per cent of employers plan to maintain flat recruitment next year. The rise of skills-based hiring is also shifting expectations: nearly 70 per cent of employers now prioritise demonstrable skills over academic grades.

Where jobseekers are going wrong

Many users still overlook the importance of listing core competencies and industry-specific terminology, a gap that can render their profiles virtually invisible in recruiter searches. Without the right skills and keywords, candidates simply fail to appear in the platforms' filtering systems.

A lack of recent activity also undermines visibility. Inactive profiles tend to rank lower, as minimal posting, commenting or engagement signals stagnation and suggests that a candidate may not be actively involved in their field.

Weak or generic headlines present a further challenge. Vague phrases such as "Open to Work" do little to support discoverability, as recruiters typically search for specific skills and specialisms rather than broad status updates.

Many job seekers still treat LinkedIn as a static CV, uploading a résumé and leaving the rest of the profile sparse. However, recruiters increasingly expect evidence of capability, including projects, links, measurable achievements and recognised certifications, to substantiate the information on a candidate's résumé.

Read also: Nine ways to build credibility on linkedin fast

Also, profiles lacking a human touch often fall flat. Without a photograph, summary or a sense of personality, a profile can appear incomplete and uninviting, prompting recruiters to favour candidates who present themselves as authentic, engaged and professionally present.

"The biggest shift is that recruiters are no longer focused solely on qualifications," Kakadia added. "They want proof that you are active in your field. Even one thoughtful post a week can dramatically change how you appear in search. In a crowded market, the visible candidates are the ones who get hired."

Read also: Nigeria's workforce faces a digital reality check as global remote jobs surge

Recruitment remains LinkedIn's core mission

Despite its evolution into a content and marketing platform, recruitment is still LinkedIn's core mission. The site currently lists more than 14 million open roles, and 97 per cent of HR professionals use it for talent acquisition. It remains the top global source of quality hires, eclipsing job boards and even employee referrals.

Though many postings now display only "over 100 applicants", LinkedIn notes that this figure includes incomplete submissions, meaning genuine competition may be lower.

The platform's most in-demand skills reflect a fast-shifting workplace. Adaptability, research, communication, analytics, leadership and project management top the list, with adaptability surging in relevance as artificial intelligence reshapes job requirements. more

Career development

17h

Harnessing Online Platforms for Career Advancement Opportunities

Online platforms have revolutionised how people hunt for jobs and their careers.

Say goodbye to flipping through newspaper listings or hitting every door in your neighbourhood. You can now apply to hundreds of jobs without lifting a finger. And guess what?

Online platforms grant you access to openings you'd otherwise never stumble upon.

The majority of people use these platforms all wrong. They... set up a profile, upload a resume, and wait for a miracle to happen. These tactics simply don't work anymore.

The employment market has undergone a radical change in recent years.

According to recent data, as much as 90% of job seekers use LinkedIn in their job search. That's a whopping number. If you aren't utilising online platforms for your career advancement, you're already at a disadvantage.

Think about it...

When employers want to fill their vacancies, their first instinct is to turn to digital platforms. Whether you want to explore current openings in Tucson -- like those at Afni Careers -- or you are in the market for remote positions all over the country, online job boards make it all possible.

And here's the kicker...

Platforms help you find jobs, but they also help employers find you. A well-optimised profile can entice recruiters to your inbox without even trying.

Not all online platforms are created equal. Some are more useful for specific industries than others. Understanding which platforms to prioritise can save you months of frustration and wasted efforts.

Every single platform type serves a different purpose in your job hunting journey.

Job boards cast a wide net and encompass thousands of positions. As a result, they are excellent for surveying what's available in your niche.

Professional networks operate in a slightly different manner. They are more about building relationships and showing off your expertise. The platforms help you get access to the hidden job market.

Company career pages let you go straight to the source. Many employers prefer to fill their positions through their own portals and only post them elsewhere later on.

Here's where most job seekers go wrong...

They create profiles and simply abandon them there. Your online presence should be nurtured and regularly updated to perform optimally.

Statistics show that 77% of job seekers use social media sites to research potential employers. Guess what? Employers do the same to their prospective employees. They're doing some research on you.

As a result, everything online is of importance. Your LinkedIn posts, your public social media profiles and even comments you drop on industry articles.

The goal here is simple.

Ensure that whatever employers find about you online, reinforces your professional image.

The competition on online platforms is fierce. Hundreds of applicants apply for the same positions. How do you make sure your application makes the right impression?

Here's how to pull it off...

Generic applications end up in the bin. Tailor your resume and cover letter for each position. Copy-paste the exact language from the job posting.

This tells employers that you've read and understand what they are looking for.

Connections are far more important than most people are willing to realise.

Don't add contacts and then forget about them. Interact with their content. Send them thoughtful messages. Offer value before asking for anything.

When it's time for opportunities to be doled out, your network becomes your biggest ally.

Words on a profile get you only so far. Find ways to demonstrate your skills.

Applied for a position that's a match made in heaven? Don't just sit there and wait.

Send a follow-up message after a reasonable period. Connect with people at the company on professional networks. Be interested without being overly pushy.

That extra mile separates serious candidates from the crowd.

Job hunting online is straightforward in theory. But people make life infinitely more difficult without even realising.

Keep an eye out for these errors:

Each of these mistakes lessens your chances of success. The good news is that they're all easy to correct once you become aware of them.

The modern platforms come with a suite of features that can supercharge your job search.

Set up job alerts for your target positions. This will make sure you're one of the first applicants when fresh opportunities crop up.

Use the built-in analytics that many platforms offer. They reveal how many people have viewed your profile and which parts capture the most attention.

Don't overlook mobile apps, either.

Many employers expect swift responses. Having apps installed on your phone will let you respond at the drop of a hat when opportunities crop up.

Online platforms have levelled the playing field for job seekers all around the world. These tools connect you with opportunities that would have been impossible to even dream about just a decade ago.

But merely existing on these platforms isn't enough.

Success entails:

The job hunters who master these platforms gain a massive advantage over the rest. They land better positions at a faster clip. They build connections that benefit them for years.

The bottom line:

Your next career opportunity is out there, most probably on an online platform. The question is whether you'll be willing to do the work to find it.

Start with one platform. Optimise it to the brim. Then move on to the next. This laser-focused approach produces better results than spreading yourself thin across a dozen sites.

The tools are at your disposal. The opportunities are there. It's now time to use them. more

Career development

4d

Six mistakes that could lead to you being ghosted after a job interview

Successfully navigating a job interview can be difficult, even for the most well-prepared candidates.

Job interviews are never easy, and the anticipation of receiving feedback from the potential employer can drive almost any job seeker to the verge of insanity.

In most instances, candidates are unsuccessful because they're simply not the right fit for the job, and this can happen even if... they did all their homework and delivered the perfect presentation to the interviewer.

However, there are many interview mistakes that applicants commonly make without realising it, says Patrick Dillon from marketing agency WISE Digital Partners.

"Candidates often don't realise how certain behaviours signal disengagement or create red flags for hiring managers," Dillon said. "Understanding these missteps gives job seekers the power to keep the process moving forward."

Interviewee ghosting isn't always about the hiring company being rude or dismissive. In many cases, time constraints play a significant role as recruiters are managing dozens of open positions at the same time and providing feedback to every candidate simply isn't feasible.

However, those who put their best foot forward and avoid the common interview pitfalls stand a far greater chance of getting to the next level of the hiring process.

According to Dillon, these are the six most common and significant mistakes that job applicants make:

Showing up unprepared or unenthusiastic

Walking into an interview without having researched the company or the specific role sends a clear message: this opportunity isn't a priority for you. Dillon emphasises that recruiters are acutely aware of candidates' levels of engagement.

If a candidate struggles to answer basic questions about the organisation or seems disinterested, it often leads to missed opportunities.

"Preparation shows respect for the recruiter's time and a genuine interest in the position," Dillon states. Candidates must articulate their reasons for wanting the role to stand out positively.

Failing to respond promptly to communications

In today's fast-paced hiring landscape, timing can be everything. Dillon points out that delays in responses, whether to emails or missed calls without explanation, can signal unreliability to recruiters.

"When someone doesn't respond within 24 hours, it's often interpreted as a lack of interest," he says, adding that recruiters manage multiple candidates and adhere to tight deadlines. Prompt and professional communication is essential to remain in contention.

Providing inconsistent information

Inconsistencies between what is written on a CV and what is stated in an interview can raise immediate red flags regarding a candidate's honesty and accuracy. For instance, if your resume claims you led a team of ten, but you mention three in the interview, doubts arise.

Dillon stresses the importance of trust, explaining that recruiters need to trust the information they're presenting to hiring managers. Consistent information reassures recruiters of a candidate's credibility.

Discussing salary or flexibility too early

Initiating conversations about salary or remote work requirements before establishing your value can undermine your candidacy.

Timing plays a pivotal role in these discussions. Dillon notes that when candidates lead with compensation demands before showcasing their fit for the role, it may come across as transactional rather than collaborative.

Candidates should aim to demonstrate their contributions first before negotiating terms.

Demonstrating poor communication etiquette post-interview

Post-interview communication significantly influences how a recruiter perceives your professionalism. Following up too aggressively, using overly casual language, or failing to acknowledge communications can work against you.

Dillon advises candidates on the importance of maintaining a professional tone: "One thoughtful follow-up within 24 hours strikes the right tone."

Such communication showcases respect and professionalism, setting candidates apart

Missing red flags in your own presentation

Candidates can unintentionally signal concerns about their presentation. Poor punctuality, negative remarks about former employers, or displaying unprofessional behaviour during virtual interviews can severely impact perceptions.

As Dillon adds: "Small details matter more than people realise." Background noise, distractions, or speaking badly of past colleagues can contribute to an overall impression that may dissuade potential employers.

Dillon said the best way to prevent ghosting is to maintain consistent professionalism through every stage of the hiring process.

It is highly recommended that you send a brief thank-you email within 24 hours of your interview, one which reiterates your interest and highlights one or two key points from your conversation. The trick is to remain top of mind without appearing pushy.

"If you haven't heard back within the timeframe the recruiter mentioned, one polite follow-up is appropriate. Keep it brief and professional, simply expressing continued interest and asking if there are any updates. Avoid sending multiple messages or appearing demanding," Dillon says.

"Remember that staying engaged doesn't mean being aggressive. Respect the recruiter's timeline while demonstrating that you're organised, reliable, and genuinely interested in the opportunity. Small actions like these can make the difference between being remembered positively or getting lost in the shuffle." more

4

samwel okoyo
17h
Nice I'm now enlightened
Mubendo Joseph
1d
Thanks,

Career development

19h

Mastering Job Hunting Strategies for a Competitive Edge

Old habits of mailing out a few resumes and waiting for the call back are no longer effective. The labor market is more competitive than ever. Applying to dozens of postings means little if you don't have a smart strategy.

There's a bright side...

Job hunting strategies and tactics that are out of the ordinary can work tremendously in your favor. When the rest of the competition is scrambling to... get noticed, you can stand out with the right tactics.

We'll reveal:

The majority of people go about job hunting in the same way:

They update their resume and get onto a job portal and click apply on any postings that sound remotely interesting. Then they wait... for weeks.

This is the reason it rarely works:

The problem is, everyone is doing the same thing. Job boards get swamped with applicants. Hiring managers get inundated with requests. And yours is just one of hundreds competing for that single spot.

Consider these facts:

The average job search takes a staggering 19.3 weeks. That's almost 5 months of tedium, discouragement, and emails with 'no thank you's' written on them. No wonder people dread the process so much.

For those of you who are ready to get out there and apply, you can browse Tucson-based job listings at Afni Careers to find positions in your specific area or field of choice.. But finding a job posting is only the first step of the puzzle. Applying and strategizing wisely is the trick.

One of the biggest job market secrets most people aren't aware of is that a full 85% of all jobs never get advertised. Instead, they are hired through networking or other passive means.

Mind-blowing, right?

Jobs get filled through employee referrals, personal relationships, and word-of-mouth. By the time it reaches a job portal, that open position may already have someone in mind.

It means that:

The great news is the hidden job market is not an exclusive society you need to know the secret handshake to join. It's accessible to anyone who is willing to change their mindset from reactively applying for jobs to proactively building relationships.

In a nutshell, your personal brand is what others say about you when you are not around.

It is of more importance than you might expect in your career. Recruiters and hiring managers do research on potential hires online long before they reach the interview stage. First impressions matter.

So, what is a good personal brand made of?

Visibility is key. Sharing your insights about your industry and posting about your area of expertise paints you as a thought leader who is worth talking about and hiring. Passive job searching and waiting for recruiters to reach out to you become a thing of the past.

And here's the best part, a personal brand costs you zero money and only requires your time.

Networking has gotten a bad rap.

But the real kind that leads to jobs doesn't have anything to do with schmoozing. Networking that helps the way it should is more about building relationships before they're required.

Networking doesn't always have to equal hardcopy business cards. Real, authentic networking is about making connections with others that would have you in mind if they happen to hear of a job opportunity. Referrals are 5x more likely to be effective than applications made via job boards.

One coffee meeting with the right person can work more magic for your career than 50 applications online. Quality over quantity is always the most powerful advice when it comes to networking.

Few job seekers realize before a resume gets reviewed by a human recruiter or hiring manager, it first has to get through an ATS.

ATS stands for applicant tracking system. They are programs designed to scan resumes and applications for keywords and relevant data before it goes on to the next stage of the hiring process. If your resume doesn't pass the screening, you don't move on.

The statistics don't lie. An estimated 75% of resumes get filtered out by these systems. And don't get me wrong, automation is great and has its place. But that means the majority of applicants are immediately eliminated.

The rules for beating the system include the following:

Tailoring each resume and application for every job can take a bit of work. But it will exponentially increase your odds of getting past the digital barrier and into a human's hands.

One topic not discussed nearly enough is the mental side effects job searching and hunting have on people.

The endless cycle of rejections, waiting, not knowing when or if they will hear back, it can all take its toll on even the strongest people. Research suggests that as much as 72% of job seekers report the process having a negative impact on mental well-being.

There's nothing to be ashamed of if you find yourself in this boat. And acknowledging these struggles and talking about them is the most important step.

So, how can you look out for yourself and your mental health?

Job hunting is a marathon. It is not a sprint. Protecting your mental health along the way is not a luxury. It's a necessity for interviewing well and making the best choices.

Getting hired for that perfect job does not occur through blind luck.

Job hunting and applying take a smart strategy of networking with intent, building a personal brand to attract those opportunities to you and being aware of what modern hiring really looks like. The job market favors those who rise to the occasion.

To bring everything we've covered home:

Job hunting success won't happen overnight. But with the strategies in this guide in place, your path towards landing the next awesome opportunity becomes a whole lot clearer. Implement these techniques today and let the results fall in line. more

Career development

21h

Resume Rewrite for Career Change

My current résumé tells the story of a decade in a different field, yet my next move is firmly set on mid-level roles in environmental compliance. I need the document overhauled so it speaks the language of regulators, sustainability teams, and ESG-minded employers rather than my previous industry. You will start with my existing two-page résumé and reshape it for Applicant Tracking Systems (ATS)... as well as human readers: crisp achievement statements, metrics where possible, and terminology that resonates with environmental legislation, audits, and reporting. A concise, targeted summary and a set of core competencies that line up with environmental compliance standards are essential. Deliverables * A master résumé in Word and PDF, optimized for ATS * A brief note explaining keyword strategy and any major structural changes Once delivered, I should be able to submit this résumé to mid-level environmental compliance vacancies and confidently expect it to pass initial screening both by software and hiring managers. more

Career development

22h

Why Personal Branding Matters for Tech Professionals

🧩Connect with me for career guidance, personalized mentoring, and real-world hands-on project experience www.linkedin.com/in/learnwithsankari

In this practical guide, we'll explore why personal branding matters for developers, along with tactical steps complete with code examples you can apply starting today.

In short:

Your personal brand is your career's API surface. Make it clean, clear, and... callable.

Your open-source repos, Dev.to articles, and GitHub activity do more than your résumé ever will.

"Senior Developer" means nothing without visible proof.

A single well-written article or repo can showcase depth better than a 5-page CV.

Developer Tip:

Your niche is not permanent it evolves as your skills evolve.

🧩Connect with me for career guidance, personalized mentoring, and real-world hands-on project experience www.linkedin.com/in/learnwithsankari

Your personal brand should include code samples that demonstrate clarity, structure, and thought process.

Example -- A clean Python script that fetches GitHub repo stats for your portfolio:

"Here's how I cut container build time from 90s to 22s using multi-stage builds."

This differentiates you from 90% of developers online.

Your personal branding workflow can run like CI/CD.

Automation = consistency, consistency = visibility.

🧩Connect with me for career guidance, personalized mentoring, and real-world hands-on project experience www.linkedin.com/in/learnwithsankari

A personal brand becomes powerful when developers can consume it as an API.

Add it to your resume or LinkedIn. Recruiters love interactive portfolios.

Q1: Does personal branding really matter for backend/infra engineers?

Yes. Infra roles especially rely on trust. Your published scripts, IaC templates, and case studies build credibility.

Q2: Do I need to become an influencer?

Not at all. You need to be discoverable, not famous. Even 500 strong followers can change your career.

Q3: I'm introverted. Can I still build a brand?

Yes -- write instead of speaking.

Introverts often produce the deepest technical content.

Q4: What if my skills aren't expert-level yet?

Share your learning journey, not expertise.

Beginners relate more to beginners.

Personal branding is a force multiplier for tech professionals. It improves visibility, accelerates opportunities, attracts recruiters, and builds trust in your skills all while making you a better engineer through consistent sharing.

Start small. Publish one thing this week.

Your future self will thank you. more

Career development

1d

Book Marketing Mistakes: How to Fix the "Monsters" That Haunt Authors

How do I avoid them? Audit channels, align branding, keep dashboard control, email monthly, focus on 1-2 platforms, measure inputs.

Even outside the Halloween season, book marketing mistakes can creep up like ghosts -- draining your time, money, and confidence. The myths may change, but the monsters remain: scattered platforms, inconsistent branding, predatory publishing contracts, and silent... mailing lists that turn cold.

This episode turns those spooky metaphors into evergreen strategies for author success. Because while pumpkins fade and cobwebs get packed away, good marketing habits never die.

1. Frankenstein's Platform: When "Doing Everything" Goes Wrong

It's easy to fall into the "Frankenstein's platform" trap -- stitching together TikTok experiments, random Amazon ads, and half-finished blogs just to feel productive. The result? A mismatched, shuffling brand that confuses readers and drains your creative energy.

According to Written Word Media, 61% of indie authors say "lack of focus" is their biggest marketing challenge. The cure is a strategic audit:

* Identify where your readers actually spend time.

* Pick two or three manageable channels.

* Track what you do and why.

Every post, pitch, and page becomes your professional résumé. If it doesn't reinforce your core promise to readers, it's just spare parts.

? Pro Tip: Authors who track marketing activity weekly see 35% higher engagement within three months compared to those who promote sporadically (Reedsy 2024).

2. The Werewolf Brand: Consistency Before the Full Moon

By day, everything looks fine -- a decent website, an attractive cover, a few solid posts. But under the "launch full moon," your brand transforms into a confusing creature: covers that clash, messaging that misleads, and tone that doesn't match your genre.

The fix is proactive brand testing:

* Share early cover comps with readers.

* A/B test taglines with your email list.

* Align colors, fonts, and tone across your website, newsletter, and social channels.

Consistency builds credibility. A Lucidpress study found that consistent branding increases revenue by up to 23% -- proof that harmony sells more books than hype.

3. The Vampire Press: Spot and Stop Predatory Publishing

The scariest villain in publishing isn't a bad review -- it's the vampire vanity press that feeds on your ambition. These companies promise exposure, distribution, and creative freedom, but often drain your rights, data access, and long-term flexibility.

Protect yourself by asking for everything in writing:

* Who controls your retailer dashboards?

* How are metadata updates handled?

* What's the contract term and exit clause?

* Can you contact other authors who've worked with them?

If a service gets defensive when you ask questions, that's your cue to walk away. Author Rights Watch reports that authors lose an average of $4,200 when trapped in bad contracts -- money and momentum that could have fueled their next launch.

4. The Mummy Mailing List: Don't Let It Go Cold

You've built a list... and then gone silent. The result is a wrapped-up, lifeless "mummy" mailing list -- unopened emails, unsubscribes, and fading trust.

Email still delivers the highest ROI of any marketing channel (HubSpot 2024) -- an average of $36 for every $1 spent -- but only if it stays active.

You don't need to send weekly newsletters. A single monthly email with value keeps your readers engaged:

* Share behind-the-scenes stories or research nuggets.

* Offer sneak peeks at your next project.

* Recommend books your audience will love.

Small lists aren't a weakness; they're a superpower. Treat subscribers like VIPs, and they'll champion your books organically.

5. The Mini Monsters: Small Fixes With Big Impact

Each "mini monster" teaches a quick, lasting lesson for authors:

* The Invisible Author: Not showing up online means no discoverability. Be present on one or two key platforms and post consistently.

* The Headless Ad Spend: Don't run ads without targeting. Know your comp titles, categories, and reader intent before hitting "publish."

* The Spider Web of Social: Being everywhere poorly spreads you thin. Focus where your readers engage most and tailor content to the platform's culture.

* The Troll Under the Bridge: Negative reviews happen. Separate taste from technical critique -- fix what's fixable and move on.

? Remember: In publishing, silence is scarier than criticism. Visibility breeds opportunity; consistency builds trust.

6. Turning Monsters Into Momentum

The real moral of this story isn't seasonal -- it's structural. Evolve with intention.

* Audit your platform.

* Align your branding.

* Protect your rights.

* Nurture your list.

When every touchpoint -- social, email, website, and product -- supports the same reader promise, you cut waste, build credibility, and make discovery easier for the right audience.

Whether it's October or March, these lessons stay evergreen: the best marketing isn't magic -- it's method.

Resources & Free Downloads

Holiday book marketing: why summer prep matters

Pitching book influencers: what authors need to know

Amazon ad problems: how genre mismatching can harm sales

Marketing versus sales: what authors need to know

Media coverage: what all authors need to understand

Game-changing Goodreads news that will affect sales

How email newsletters can amplify your success

Check out all the episodes of our book promotion podcast anywhere you listen to podcasts!

Be sure to sign up for our newsletter on the right-hand side of our blog homepage. If you haven't opened a recent one your registration may have lapsed. more

David Cabot

Career development

1w

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

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

What do you think? Thanks.

more

3

jesca akiteng
1d
Try Ur luck. Don't just sit back my dear. Chase for it if it doesn't work, then U leave
Kasuubo Esther
1d
Go and work. Never know they were desperate and you might turnout to be the best option for them.