Tumusiime Ezra
Career development 1d
How does everyone deal with Christmas burnout at office? Where every project is calling your name to close it before the year ends!🙄
1   

  • Michelle Willis

    3h

    I reach out to the parties that are responsible for the priorities and have them rank the most important. I share where the goal is not feasible and... work some extra hours if the goal can be met with just a bit extra. more

  • Munyaradzi David Matimba

    1
    11h

    Do the best you can.

    1
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Career development

 8h

Professional Job Application Assistance


I need an organised, detail-oriented helper to handle the day-to-day work of applying to vacancies on my behalf. You will receive my up-to-date résumé, a base cover-letter template, and a short list of target roles. From there, your job is to * source suitable openings on platforms such as LinkedIn, Indeed, and direct company sites, * tailor the résumé and cover letter to each posting,... incorporating strong ATS keywords, * complete all required online forms accurately, and * record every submission in a shared spreadsheet with the job link, date applied, and next-step notes. I'll check the tracker daily and step in when an interview invitation arrives. Discretion is essential; no applications should be sent without confirmation that the role matches the criteria I'll provide. The deliverable each week is an updated tracker plus copies of any customised documents used. If you have previous experience as a virtual assistant or recruiter and can work quickly without sacrificing accuracy, I'll be glad to hear how you'll streamline this process for me. more

Anonymous member


Career development 2d
I had an interview and realized that if I lied and said I fit all the job requirements, they would hired me. But I don’t have all the skills, so I decided to be honest-they didn’t take me. Now thinking, maybe I should lied and dealt with it later?
4   

  • CALVIN OJANGOLE

    8h

    Absolutely true. It's better to be honest and grow into the role than to fake it and struggle under pressure daily.

  • Nnaji Chif

    1d

    Lying in a job interview is never a good idea

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Martin Waters


Career development 3d
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
7   

  • Marti Ongeri

    11h

    I would advise that you go for it.You will grow older there.

  • Rachel Hall

    16h

    Based on my experience, you are too valuable in your position to be promoted. Get your resume together and find a company that recognizes your... potential and starts you where you should be. Ii had a similar situation and although I brought in millions, wasn't promoted when I left they had to hire 2 people to do my job. more

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Career development

 16h

AI isn't likely throwing out your résumé. A human is.


A surge in applications can create challenges for both job seekers and recruiters.

At least that's the popular refrain on social media: The thing standing between you and a new job is an algorithm. It's an idea that can help make sense of a dizzying job market where applications can meet speedy rejections or, worse, go unanswered.

Yet, often, technology isn't directly to blame.

Even as AI and... applicant tracking systems are playing a larger role in many parts of the hiring process, most of the time it's still a person, not a bot, who actually nixes your application, hiring experts told Business Insider.

"People have gaslit themselves into believing a story that's not true," said Bobby Miloev, a researcher with the résumé builder Enhancv, referring to the way many blame applicant software or AI for challenges in the job market. He added that he doesn't fault job seekers who might think this way.

It's understandable why people who've been hunting for a job might look for someone to blame, said Daniel Chait, CEO of hiring-software company Greenhouse.

"They're applying to many, many more jobs than they used to, and yet they're not getting hired," he said. "When that happens to you, you look for a reason."

Some job seekers have taken to social media to point out that they've received a rejection email not long after putting in an application.

Where tech might be a deciding factor upfront involves so-called knockout questions. Those can include inquiries such as, "Are you authorized to work in this country?" or "Do you have a degree in nursing?" Software can weed out the applicants who say "no" when a question is a dealbreaker. Ultimately, though, those are parameters a recruiter sets.

There are also high-profile examples around the use of AI in hiring. A lawsuit against the HR-services company Workday has raised questions about what types of AI screening of applicants might be appropriate.

A Workday spokesperson said in a statement to Business Insider that the claims in the suit are false and that the company's products -- AI-enabled and not -- are designed to help customers manage an increasing volume of applicants "with a focus on human decision-making."

Miloev, from Enhancv, said that, often, applicant software generates "quite simple" scores based on how many keywords in a résumé match a job description.

Yet that's not always a big help -- especially as AI has made it easier for people to tailor their résumés to match a job posting. For that reason, he said, many of the recruiters he speaks with don't rely on those scores to screen out résumés.

Miloev said that such scores don't yet tend to involve parsing résumés for deeper insights or involve "complicated understanding by large language models," he said.

"There aren't very many magic hacks," to reviewing résumés, Miloev said.

Often, he said, recruiters simply read through incoming CVs chronologically -- another reason it's good to apply quickly to a role that looks good, he said. After a certain point, there will be too many to go through.

Mark Jensen, a recruiter with Upswing Talent Acquisition, said that when applications start to pile up for a role, he'll stop accepting them. Otherwise, he said, those doing the hiring are "waiting for perfection to fall into our lap, instead of working with what's available."

Chait, who runs Greenhouse, said that hiring technology is getting better at helping recruiters identify applicants who possess the necessary skills or qualifications for a job. Software can read a résumé and application materials, and generate analytics about the applicants, he said.

That's a departure from years ago, when applicant tracking systems were little more than glorified inboxes.

"It used to just be like the line at the deli -- everybody shows up and goes in order," Chait said.

Many employers are being bombarded with applicants because so many more résumés are zipping across the internet. People desperate to land a role or hoping to find an in with an employer can, in some cases, easily click "submit." Employers, in turn, then have to sift through a taller stack of résumés.

The result, Chait said, is an "AI doom loop" that's unspooling as it's getting harder to get a job while getting easier to apply for them.

He said that means job seekers often feel as though they're "shouting into the void and not getting anywhere." Meanwhile, Chait said, recruiters face a mountain of applications and ask, "What the hell do I do with that? How do I get to the person I need to hire when there's all this noise?"

When job posts get so many applicants, Miloev said, it's understandable why people would blame technology. But that doesn't mean it's "randomly rejecting résumés," he said. more

Career development

 17h

A former AT&T worker has been job hunting for 3 years. Recruiters keep telling him to embellish his résumé.


Bradley said he's coped with long-term unemployment by minimizing expenses and staying optimistic.

After more than three years of job hunting, Miles Bradley suspects his best chance of getting hired may be a strategy he refuses to try: lying on his résumé.

Bradley has been searching for work since October 2022, when he was let go from a contract software engineering role at AT&T. He said he's... connected with several recruiters during his search, and that some have asked him to tailor his résumé to better align with a job posting -- requests he's been happy to accommodate.

However, Bradley said some recruiters went a step further -- making significant changes to his résumé without his approval, which he felt didn't accurately reflect his experience and qualifications. These changes appeared to help him land a few interviews, but once he realized which résumé had been used, he declined the opportunities and stopped working with the recruiters.

"I was like, 'wait, this résumé doesn't represent me at all, and I'm not ethically going to do this,'" said Bradley, who's in his late 50s and lives in New York.

Bradley is among the dozens of Americans Business Insider has spoken with over the past year who are struggling to find work. Amid economic uncertainty, the early effects of generative AI adoption, and a trend toward streamlining operations, US businesses are now hiring at one of the slowest rates since 2013. Job openings have fallen sharply since peaking in 2022, when they exceeded 12 million, to about 7.2 million as of this past August, the most recent data available.

In a competitive job market, some job seekers are willing to try just about anything to get hired. While stretching the truth on a résumé or during an interview, for example, might pay off, the strategy also comes with significant risks.

Bradley said he's concerned that a competitive job market encourages résumé embellishment by both recruiters and job seekers -- and that it's hard for him to compete with fabricated applications.

If companies are patient enough, he thinks someone with the ideal résumé -- embellished or not -- will often eventually come along. And when that happens, Bradley said, he can't blame companies for choosing the candidate who appears to be the safe, logical option -- even if they might not actually be the best person for the job.

"The industry has become addicted to finding the 'Goldilocks' candidates," he said. "They want to have somebody that exactly fits what they're looking for."

There's evidence that companies have become slower to fill job openings, whether due to economic uncertainty or the desire to find the perfect candidate. In October 2019, about 91% of job postings from companies in the Russell 3000 -- a stock market index that tracks the performance of the 3,000 largest US public firms -- were filled within six months, according to data shared with Business Insider by Revelio Labs. Of the jobs posted in October 2024, fewer than half were filled within the same six-month timeframe.

While Bradley prefers to be as honest as possible on his résumé, he said he's become comfortable being somewhat flexible with certain details. For example, he said he might present certain skills or experiences as more central to his past work than they actually were. However, he's careful not to include anything that he believes would misrepresent who he is or what he's actually done.

In his final days on the job at AT&T, Bradley said he did his best to "exit gracefully," which included training his replacement and ensuring his main project was in as good a shape as possible.

Once he officially left, he began searching for work, targeting engineering manager- and director-level roles. As his job search has dragged on, he said he has also explored product management and business analyst roles, and even applied for a barista position at Starbucks. Despite submitting hundreds of applications, he's still waiting for an offer.

Job-hunting for three years has taken a toll on Bradley's finances, but he said he's fortunate to have support from his partner and family. In addition to that financial help, Bradley said he has been able to get by because he has become a "hyper minimalist." He said he used to have multiple cars, but now drives a single 15-year-old vehicle.

"It means I don't get anything that I don't need," he said. "I've reduced it down to a couple of backpacks' worth of stuff."

Bradley is among the Americans dealing with the economic consequences of long-term unemployment. While the unemployment rate remains fairly low by historical standards, it has risen to its highest level since 2021, when the economy was still recovering from pandemic-related disruptions. The share of unemployed workers who've been searching for work for 27 weeks or longer rose this year to the highest level since early 2022, and remains near that level as of the most recent data.

Bradley said he often reminds himself that, in the big picture, he's fortunate to have the lifestyle he does.

"I still live at the top percentage of the world's population," he said. "So what do I have to be upset about?"

Going forward, Bradley said he's at peace with the possibility that his job search luck may never change -- but he still plans to keep looking for work.

"I love to help companies be successful," he said. "But at the same time, if nobody wants to hire me, I shrug my shoulders and keep going." more

Career development

 20h

What Is a Training Program?


A training program is a structured approach to enhancing employee skills and knowledge, customized to meet specific organizational needs. It typically includes various formats like onboarding and job-specific training, all designed to achieve clear learning objectives. Effective training programs utilize Learning Management Systems (LMS) for tracking progress and outcomes. Comprehending the... components and benefits of a training program can greatly impact employee performance and satisfaction. So, what are the fundamental steps to create an effective training program?

A training program is fundamentally a structured framework aimed at improving employees' skills and knowledge to boost their performance within an organization.

The training program definition encompasses various formats, ranging from simple shadowing to extensive multi-week onboarding processes. Effective training program design includes clear training objectives that outline what employees should learn and achieve.

This structured approach often starts with orientation sessions, where company values are introduced, followed by job-specific skills training and hands-on practice under supervision.

Utilizing tools like Learning Management Systems (LMS) helps manage and deliver these programs efficiently, allowing you to track employee progress and evaluate outcomes effectively.

By implementing a well-designed training program, you can greatly improve productivity, reduce employee turnover, and guarantee consistency in task performance across the organization.

In the end, a solid training program lays the foundation for a skilled and efficient workforce aligned with organizational goals.

Employee training is essential for enhancing skill development and boosting engagement among your workforce.

When you invest in training, you not merely help employees improve their abilities but likewise cultivate a deeper connection to their roles, which can lead to greater job satisfaction.

In the end, a well-structured training program contributes to a more competent and motivated team, driving the organization toward its goals.

Effective training programs play a crucial role in enhancing skill development within an organization. By implementing a targeted skills training program, you can address specific job requirements, which leads to improved performance and efficiency.

Investing in a training program can yield impressive results; organizations often see a 24% increase in productivity and a significant reduction in skills gaps. When you focus on designing a training plan that emphasizes career development, 93% of employees are more likely to stay longer, benefiting your organization's stability.

Furthermore, companies prioritizing training report a 218% increase in income per employee. Continuous training encourages innovation and adaptability, making organizations 37% more likely to lead their market, showcasing the undeniable value of skill development.

Training programs play a pivotal role in boosting employee engagement within an organization. When you understand the training program meaning, you'll see how effective training programme design can cultivate a culture of learning.

Hands-on training programs, in particular, lead to a 30% increase in engagement scores by providing regular feedback and development opportunities. Research shows that 93% of employees are more likely to stay longer at companies offering career development, resulting in a 40% increase in retention rates.

Engaged employees are 17% more productive, enhancing overall performance. Organizations investing in employee training experience 24% higher profit margins and 218% higher income per employee, demonstrating the tangible benefits of prioritizing employee engagement through well-structured training initiatives.

Engaging training methods, such as interactive workshops or multimedia presentations, can improve comprehension and retention of information.

Clear learning objectives are essential for any successful training program, guiding both the content and assessment processes. They outline the expected competencies you and your colleagues should achieve after training, ensuring alignment with organizational goals and employee performance.

To create effective clear learning objectives, use the SMART criteria -- specific, measurable, achievable, relevant, and time-bound. This approach facilitates the evaluation of training success. Furthermore, these objectives help identify the performance gap between current and required skills, allowing for targeted training design that addresses specific needs.

Effective training programs thrive on engaging methods that resonate with diverse learning styles. By incorporating a mix of instructor-led sessions and e-learning, you can improve retention and engagement during extensive training.

Hands-on practice and simulations allow you to apply new skills in real-world scenarios, boosting knowledge retention by up to 75%. Role-playing exercises facilitate experiential learning, helping you develop vital soft skills like communication and problem-solving in a safe environment.

Regular feedback and opportunities for discussion cultivate a collaborative atmosphere, encouraging participant engagement and a deeper comprehension of the material. Furthermore, offering microlearning segments -- short, focused content pieces -- enables you to learn at your own pace, revisiting material as needed throughout the training steps.

Training programs come in various types, each designed to address specific needs within an organization.

New hire onboarding is fundamental for integrating new employees into the company culture, helping them understand policies and their specific job roles over several weeks.

Compliance training is another significant program; it educates employees on laws and regulations relevant to their positions, ensuring ethical behavior and reducing legal risks.

Leadership development focuses on equipping high-potential employees with important skills for future leadership roles, including decision-making and team management.

Furthermore, cross-training improves flexibility by preparing employees for multiple roles, encouraging collaboration among team members.

Safety training is likewise critical, as it informs employees about workplace safety protocols and emergency procedures, ultimately reducing accidents and ensuring compliance with health regulations.

Each of these training types plays a pivotal role in promoting a knowledgeable and capable workforce.

To create an effective training program, you first need to assess training needs by identifying skill gaps and aligning them with your business goals.

Once you have a clear comprehension of these needs, develop training objectives that are specific, measurable, achievable, relevant, and time-bound.

This structured approach guarantees that your training is focused and directly supports both employee performance and organizational success.

Evaluating training needs is a crucial step in developing an effective training program that aligns with your organization's goals. To assess training needs, start by analyzing performance problems to determine if training is the right solution.

Identify skill gaps and employee competencies that need improvement for training purposes. Establish a clear business goal that your training program will support, like boosting productivity or ensuring compliance.

Next, pinpoint the specific tasks employees must perform and clarify the necessary skills for successful execution. Gathering input from employees and supervisors helps identify current skills and knowledge gaps.

This information enables you to tailor training activities effectively, setting the foundation for how to start a training program and ensuring a focused approach.

Establishing clear training objectives is vital for creating a successful training program. You should define these objectives using the SMART criteria -- Specific, Measurable, Achievable, Relevant, and Time-bound. This approach aligns your work training goals with business needs. Start by identifying a clear business goal, such as improving employee performance or enhancing compliance. Next, outline the specific skills, knowledge, or attitudes employees must gain. Engaging stakeholders in this process guarantees your training meets organizational needs. Finally, regularly review and adjust your objectives based on feedback to maintain relevance.

How can organizations effectively identify their training needs? The process begins with conducting a training needs assessment, which analyzes performance gaps to guarantee that training aligns with organizational goals.

First, establish a clear business goal, like increasing revenue or improving compliance, to guide your training objectives. Next, gather input from employees and supervisors to pinpoint specific knowledge and skill gaps that training should address, enhancing both relevance and effectiveness.

Reviewing performance metrics can help identify areas needing improvement, allowing for the establishment of measurable training objectives based on those findings.

Finally, comprehending the tasks required for employees to meet business goals is essential; this guarantees that the training activities you design will facilitate the necessary skill development.

When you're designing a training program, the first step is to identify clear training objectives that align with your organization's goals.

You'll need to develop training materials that effectively address the skill gaps you've pinpointed within your team.

What factors should you consider when identifying training objectives for a program? First, use the SMART criteria -- specific, measurable, achievable, relevant, and time-bound -- to create clear objectives.

This clarity helps guarantee that the training aligns with your organization's business goals, like boosting productivity or compliance. Moreover, gather insights from stakeholders, including employees and supervisors, to accurately pinpoint training needs and relevant learning objectives.

Focus on the specific knowledge, skills, or attitudes (KSAs) that employees should gain by the program's conclusion. Finally, regularly review and adjust your training objectives based on feedback and evolving organizational needs, maintaining the relevance and effectiveness of your training initiatives.

This approach guarantees that the training adds real value to your organization.

With clear training objectives in place, the next step is to develop training materials that effectively convey the necessary knowledge, skills, and attitudes (KSAs) employees need to acquire.

Focus on creating content that aligns with these objectives during incorporating various instructional methods. Here are some considerations for developing effective training materials:

Establishing key performance indicators (KPIs) is vital for measuring the effectiveness of training programs. You should define these KPIs before the training begins to align them with specific learning objectives. This alignment guarantees that you can measure training outcomes against your business goals.

Common KPIs include employee performance improvement, knowledge retention rates, and the percentage of employees applying their new skills in their job roles.

Regularly soliciting feedback from employees after training is important for evaluating its impact on their performance and identifying areas for improvement. Tracking the long-term application of skills learned during training sessions helps you assess the return on investment (ROI) associated with your training initiatives.

Additionally, cultivating a culture of ongoing professional development through multiple training sessions each year can lead to sustained improvements in employee productivity and overall organizational performance. By focusing on these KPIs, you can improve the effectiveness of your training programs.

To effectively measure the success of your training programs, utilizing the right tools and platforms for delivering training is important. These resources can streamline your processes and improve engagement, ensuring your employees gain the necessary skills.

Choosing the right combination of these tools will support your training initiatives and help promote an environment of continuous learning.

How can you effectively measure the success of your training programs? Start by evaluating whether learning objectives and key performance indicators (KPIs) are met. Use feedback mechanisms like surveys and assessments after training sessions to gauge improvements in skills and overall employee productivity.

Tracking long-term retention and application of skills is vital, as it helps analyze business outcomes linked to your training initiatives, determining return on investment (ROI).

To gain a deeper insight, solicit employee feedback and measure performance before and after training. This approach will help you identify the impact of training on behavior and skills application, ultimately leading to improved organizational efficiency.

Keep in mind that scheduling multiple training sessions throughout the year can promote continuous learning and cultivate a culture of ongoing professional advancement. By taking these steps, you can guarantee your training programs are effective and beneficial for both employees and the organization.

Continuous improvement in training programs is essential for organizations aiming to adapt to changing business environments and employee needs.

To achieve this, you should focus on several key strategies:

Employee training and development offer numerous benefits that greatly impact both individual performance and overall organizational success. By addressing skill gaps, these programs improve employee performance, which in turn increases productivity and enhances business outcomes.

When companies invest in training, they see higher retention rates; in fact, 93% of employees are likely to stay longer if given career development opportunities. Access to training promotes loyalty, considerably reducing turnover and encouraging internal mobility.

Furthermore, effective training initiatives encourage innovation and agility, ensuring employees stay equipped with the latest skills and knowledge required in a swiftly changing industry. Organizations with robust training programs likewise report improved morale and engagement, leading to a better workplace culture.

This promotes a productive environment where employees feel valued and motivated to contribute their best efforts. In the end, the benefits of employee training extend beyond individual growth to positively influence the entire organization.

Here are some examples of effective training programs that can make a difference:

Implementing these training methods can lead to substantial organizational benefits.

Implementing training programs presents several challenges that organizations must navigate to achieve their desired outcomes. One significant hurdle is conducting a thorough training needs assessment. This process can be time-consuming and requires input from various stakeholders to accurately identify skills gaps and align with business goals.

Furthermore, resistance to change among employees can hinder the program's success, as many may be reluctant to adopt new skills or methodologies introduced during training. Budget constraints likewise pose a challenge; companies must allocate resources for materials, instructor fees, and delivery methods during the aim for a positive return on investment.

Measuring the effectiveness of training programs can be difficult, necessitating clear key performance indicators (KPIs) and reliable methods for evaluating changes in employee performance post-training.

Finally, keeping training content relevant and up-to-date is crucial, which requires ongoing revisions and adaptations to meet the fast-paced nature of many industries.

An example of a training program is onboarding training, which helps new employees understand company policies, procedures, and their job roles. This structured plan typically spans several weeks to months, allowing you to acclimate to the workplace environment.

Another example is product training, where you learn about the company's offerings, enabling you to communicate effectively with customers.

Both programs improve your skills and knowledge, ultimately boosting your performance and career prospects.

When you hear "training program," it refers to a structured initiative aimed at enhancing skills and knowledge within a workplace.

These programs often include various components like orientation, specific job training, and hands-on practice. They can vary in length and complexity, catering to different roles and learning styles.

The main purpose of a training program is to improve your skills and knowledge, leading to better job performance.

It focuses on filling specific skill gaps, preparing you for current and future job demands. A well-structured program sets clear learning objectives aligned with organizational goals.

A training program operates by first identifying the specific skills needed for your role, then establishing clear objectives.

It uses various methods, like instructor-led sessions or online courses, to deliver content customized to different learning styles.

You'll engage in assessments to gauge your comprehension, whereas ongoing feedback helps guarantee you can apply what you've learned.

Finally, evaluations after training track your performance improvements and the program's overall effectiveness within the organization.

In conclusion, a training program is crucial for developing employee skills and enhancing organizational performance. By comprehending the importance of structured training, identifying key components, and recognizing various types, you can create effective programs customized to your team's needs. Continuous improvement guarantees these programs remain relevant and impactful. In the end, investing in employee training not just boosts productivity but additionally cultivates a more engaged and competent workforce, directly contributing to the overall success of your organization. more

Career development

 21h

Remote Healthcare RCM Job Application Assistant (Resume + Cover Letters)


I'm looking for an experienced freelancer to help me apply for fully remote healthcare roles, specifically in Medical Billing, Denial Management, and Revenue Cycle Management (RCM). I need support with the entire application process, including: * Updating and polishing my résumé to match different RCM, billing, and denial specialist positions. * Creating tailored cover letters for each job, using... a strong main template plus quick edits for each posting. * Searching for suitable remote RCM positions on reputable job boards and company career sites. * Submitting applications (with my approval) and completing follow-up questionnaires when required. * Maintaining a job-tracking sheet with the roles applied to, dates, statuses, and next steps. * Sending a short weekly summary of progress and upcoming tasks. I will provide all career details, past experience, accomplishments, and anything else needed. I respond quickly to messages. Success for this project means a steady flow of high-quality applications submitted each week, written in a professional tone that reflects my voice and aligns with healthcare RCM requirements. Please start your bid with "I read everything" so I know you reviewed the full description. more

Career development

 1d

'It was torture, I had tears in my eyes': how a French civil servant drugged hundreds of women


Zarouri: "When I found out I was really in shock ... Then I was angry"

GABRIEL GAUFFRE FOR THE SUNDAY TIMES

Between 2009 and 2018, Nègre met women for job interviews or mentorship sessions in Paris and Strasbourg, according to prosecutors. In many cases he had approached them on LinkedIn and ...

Career development

 4d
"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   

  • Vicki Dublin

    1
    1d

    The pedals…what good is the bike without a source of energy for mobility.

  • DENNISH OMWONY

    2d

    my answer is Chain I will work together with other people as a chain to develop the institution

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Career development

 1d

Continuing divides


In Bangalore, I've found that introductions follow a quiet choreography, one so familiar nobody bothers to question it. The first sentence is straightforward enough: a name and a relational anchor. The second sentence, though, is where the real work happens. It signals not personality but status, a quick sketch of where this person sits in the country's endlessly negotiated social hierarchy. And,... of course, this line disappears entirely if the introducer decides the résumé won't impress. I grew up hearing these lines tossed around so casually they almost felt like punctuation.

On a sticky Saturday afternoon at a gastrobar in Indiranagar, in that familiar Bangalore humidity, you can hear things like: "This is Rajiv -- an old colleague of mine. He's now the Managing Director of Unilever." "This is Fatima, a friend. She went to IIM." "This is Piyush, from our neighborhood. His father owns Britannia." Sometimes these introductions unfold right in front of you, like a small public performance in which you're both the subject and the unwilling audience. And as life progresses, the "second sentence", the social verdict, begins to shift. At the moment, mine is: "He goes to Columbia." Just as Piyush has been immortalised as "the Britannia kid", I've apparently become "the guy who goes to Columbia".

To a Western ear, this can sound like gaudy social hierarchism, a shrinking of the vast, contradictory sprawl of a human being into a single credential. But in the subcontinent, the "second sentence" is more than shorthand; it's a kind of cultural haiku. Maybe it's the distilled essence of what counts as achievement. Maybe it's a clue to what people value most about you -- your rung on the social ladder, polished and held up to the light. Maybe, in a strange way, it becomes your legacy.

Clearly, I'm not in favour of the second sentence. At the same time, I'm not upset with the friends and relatives who still live in that world, who treat the second sentence as naturally as a handshake. I don't blame them for participating in the tradition; it's the water they've always swum in, the grammar of social life they absorbed without ever being taught. I'm no cultural theorist, but it's hard not to see this whole practice as a legacy of the two great forces that shaped the subcontinent: capitalism and colonialism. I like to call them the two big Cs. Part of what makes the "second sentence" so durable is that it didn't arise out of nowhere. A society trained for centuries to sort and be sorted under empire was already fluent in the language of hierarchy. Ranking wasn't a habit, it was a survival mechanism. So when Independence arrived and the old categories began to lose their official sanction, the instinct didn't disappear. It simply reached for new material. Instead of lineage or skin tone, people began to pick up the contemporary metrics at hand: wealth, job titles, degrees, company names -- the shorthand markers of modern meritocracy. The hierarchy stayed intact; it just updated its vocabulary.

Old claims of lineage gave way to newer ones: Amazon salaries, Ivy League placements, villas in gated communities off Sarjapur Road. Of course, caste never truly vanished from this architecture. It simply wove itself around these newer markers, shaping who inherited capital, who gained access to elite schools, and whose successes were deemed "natural". In many ways, money and caste became intertwined currencies. One visible, the other quietly underwriting it. And the second sentence became the everyday expression of that combined inheritance, dressed up in the vocabulary of résumés and LinkedIn pages.

Anyone who's sat through an Intro to Econ lecture knows the three canonical functions of money: medium of exchange, store of value, unit of account. What they don't tell you is how neatly those same functions map onto social life. You see it in the smallest interactions -- at dinner tables, wedding halls, even WhatsApp groups -- where people trade credentials the way others trade currency. A store of value ensures that the children of those at the top tend to stay there; everyone already knows which families "come from money". A medium of exchange creates a logic of transactionality: the reason uncles at parties ask, "Where does he work now?" isn't curiosity, it's calibration. And the unit of account? That one practically begs you to rank people.

If someone's interning at Goldman Sachs, or has got into Harvard, or just bought a villa in Sarjapur, it slips into conversation with the same inevitability as a price tag. Suddenly, everyone has a number attached to them, even if it's never said out loud.

Money also offered something else: a metric by which the newly independent subject could measure himself against his former ruler. It's almost comic, in a tragic way. The subcontinent adopted a capitalist imagination that promised parity. A brown man, the thinking went, could finally stand shoulder to shoulder with the white man, provided their bank balances matched. And this, perhaps, is where the second sentence becomes most revealing. It's never just a line in an introduction; it's a ledger entry, an attempt to situate a person within an ever-shifting balance sheet of status and aspiration.

What always unsettles me is how clean my own second sentence sounds. "He goes to Columbia" makes it seem like I walked there in a straight line, as if everything behind it had been reduced to background noise. It's flattering in the way a half-truth is flattering: nice to hear, but unsettling in what it leaves out.

I sometimes wonder what my own second sentence will turn into when "He goes to Columbia" eventually expires. These labels have a predictable shelf-life. In a few years, it might be "He works at..." or, later still, "He bought a house in..." tidy little descriptors that make a life sound far neater than it is. I know I won't be the one choosing any of these lines. Other people will write them for me, just as they always have. And if I'm being honest, I'm not above that very same instinct myself. I'd like to imagine I've outgrown the need for shorthand -- that distance, education, or adulthood has inoculated me against it.

But I occasionally still catch myself reaching for the same shortcuts when I talk about others, introducing them by their internships or degrees as if those facts alone could summarise a human being. The truth is that I am fluent in the very grammar I claim to resist. Part of me dislikes that; another part recognises how deeply these habits run, how natural it feels to rely on tiny verbal labels. So maybe the real irony is that, after writing all this, after tracing the lineage of the "second sentence" through empire, caste, capitalism, and gossip, I've probably given myself a new one. Somewhere, someone will inevitably say it with the same breezy confidence that uncles, aunties, or even peers use when discussing job titles or houses: "Oh him? He's the guy who wrote that piece about introductions."

ss7049@columbia.edu more

Career development

 3d

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
6   

  • Sam Okuthe Oyieke

    1d

    Sometimes we need to cool off to reenergize and get some sense of what would be the most satisfying in ones life.

    Great courage that you took to... make this move. All the best. more

  • SMART LUNGU

    2d

    I am having the most unsatisfying job right now, I am unhappy and not liking it at all. But the fact is I have no any other job and quitting right now... is risk because I have two kids that need a life out of it. But I am burning from inside. I will continue looking for opportunities out there. more

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Career development

 1d

Unsuccessful job interview


Your question can be read by others - so please don't post your contact details or any other information that could personally identify you. Please read our Terms and Conditions and Community Guidelines for more details.

I was unsuccessful after my 2nd interview 2 team leaders and the manager.

I have recorded this myself and the team leader Mark was pleased and stated I had "pushed other... competitors down' so I did my best.

Even though the interview lasts 1 hour, I finished in 15 minutes. I ensured I highlighted key points and used the STAR technique. I even asked on a follow up email after my interview with Mark if I would be marked down for this, he stated no as they state "1 hour for the interview" so they do not go over. I revised for this for at least 2 weeks and was super confident.

My experience, knowledge and qualifications go hand in hand with the job role as Cancer Information and Support Advisor. I am unsure as to why this was unsuccessful and find it unfair. To having got through the 2nd stage after they were pleased with the 1st stage interview seems off.

I have the necessary skills, and experience, just by cutting my interview short does not mean I should be unsuccessful as many candidates out there can get nervous but I ensured I followed all steps and covered everything to answer the questions, with notes they said we could bring. (Of course I did not continuously look over my notes, just briefly).

Yes, I have asked for feedback but I am sure they will mention the time it took to complete the interview and either my answers weren't structured when they were. What more would they like us to mention. 10 mins per question seems a lot, and i followed the "being concise and structured" during my answers.

It may not be suitable for them, but does not mean my answers are wrong.

I am disappointed and want another chance at this interview. more

Career development

 1d

Mia Spencer leads West Holmes FFA at job interview contest


Thursday's fair schedule included dairy goats, pygmy goats, 4-H horse show and special recognition for senior citizens.

On Nov. 10, Mia Spencer of the West Holmes FFA participated in the District Job Interview Contest at Lucas High School. In the sophomore division, Mia Spencer finished in second place.

On Thursday, Nov. 6, West Holmes participated in the Sub District Job interview contest at... Hillsdale High School. In the Senior division, Madison Ringwalt was fourth. In the Junior division, Shane Lorentz was third. In the Sophomore division, Mia Spencer placed first and in the Freshman division, Conner Allison was fifth. Mia Spencer is now qualified for the District Job Interview contest at Lucas.

On Oct. 20, five West Holmes FFA members participated in the chapter job interview contest held at the West Holmes High School. Members went through an interview process, they wrote a cover letter and resume and also filled out an application. In the Freshman division, Conner Allison placed first. In the Sophomore division, Mia Spencer placed first. In the Junior division, Shane Lorentz placed first. In the Senior division, Madison Ringwalt was first. Emma Emberhard was second. Conner Allison, Mia Spencer, Shane Lorentz, and Madison Ringwalt qualified to compete in the Sub District Contest. more

Career development

 2d

Modern Yachting Resume Design


I already have a standard land-based résumé and now need it transformed into a polished, modern-style document tailored for the yachting industry. Please re-format the content I provide so it speaks the language of yacht captains and crew agencies while still reflecting my individual experience. Key elements to weave in: * Experience section that highlights my maritime and hospitality background... in a way recruiters immediately recognise. * Certifications section showcasing STCW and any other tickets I hold, formatted for quick scanning. * Skills section focused on transferable deck or interior abilities as well as soft skills valued on board. A professional headshot must be integrated cleanly into the layout without dominating the page. I'm after a fresh, contemporary aesthetic -- clean lines, balanced white space, tasteful typography -- optimised for both PDF and print. Deliverables: 1. Editable file (Word or InDesign) plus final PDF. 2. Consistent font and colour palette appropriate for modern yachting résumés. 3. Guidance on minor wording tweaks if needed to fit the new structure. Once I send my current résumé and photo, I'd like a first draft within three days, with one revision round to polish the final look. more

Career development

 2d

Professional Personal Website Build


I need a clean, responsive site that places my CV/ résumé front and centre in a polished, professional layout. The résumé page should be easy to scan and include an embedded contact form so visitors can reach me instantly. Beyond the résumé, I also want a concise Services section that outlines what I offer and a Publications page where I can list papers, articles, or presentations with links or... downloadable files. Fast load times, mobile friendliness, and a straightforward way for me to update content later are essential. Deliverables * Fully responsive website with Home, CV/Résumé (with contact form), Services, and Publications pages * Professional typography and colour palette, optimised for desktop and mobile viewing * Simple editing workflow (WordPress, static site generator, or lightweight CMS -- whichever you recommend) * Deployment support plus hand-off documentation so I can update text or add new publications on my own Please share any similar work you've done and a brief outline of your proposed approach. more

Career development

 2d

North Korea remote worker scheme: U.S. firms impacted


[authors: Carrie Aiken, Gretchen Lindlau, and Briana O'Rourke]*

CEP Magazine (December 2025)

For human resources and technology teams, the talent and recruitment landscape is already a challenging and competitive environment. Extensive steps are taken to ensure the right candidate is sourced to meet the needs of your team and the organization. For those actively recruiting for remote IT... opportunities, there is a new compliance wrinkle that has presented itself that requires a critical layer of awareness to avoid organizational risk and necessitates expansion of considerations for background checks during onboarding and within the context of your compliance program requirements.

Offshore applicants using stolen U.S. work credentials  --  including individuals from the Democratic People's Republic of Korea (North Korea)  --  are infiltrating U.S. corporations for the purpose of raising funds for various military and weapons programs and data extortion. Both the Federal Bureau of Investigation and U.S. Department of Justice continue to issue alerts on the various schemes, which include identity theft and impersonation. There is also the potential for these individuals to engage in ransom of healthcare, confidential, or proprietary data, which results in access and reputational exploitation.

Not only is North Korea sanctioned by the U.S. for business activity  --  which can result in Office of Foreign Assets Control conflicts and prohibited financial exchange  --  but this also raises complications involving regulations or contractual obligations pertaining to offshore data access limitations, the Health Insurance Portability and Accountability Act, and other regulatory frameworks (both domestic and abroad).

Preventing these individuals from infiltrating your organization is key. There are steps that can be taken to identify these individuals and reduce organizational risks. Through partnership between security, IT provisioning, compliance, and human resources teams, there may be opportunities within your organization to evaluate this risk and take prevention steps.

Monitor the timeline of job postings and applications

These individuals, posing as qualified applicants, are often targeting aged job postings that offer the chance to work fully remote. For an application with extended posting visibility, resumes are often generated to align exactly with the requirements of the posted position. This is to give the appearance that the candidate has all the necessary experience to "save the day" and fill a long-vacant role. This gives the impostor an immediate advantage in the interview process. If your organization takes steps to refresh job postings, applicants will struggle to determine which positions have strong candidate pools versus those with stale ones, making it tougher to target hard-to-fill roles.

Résumé analysis

Résumés and experience from these candidates are presented in a way that appears "too good to be true," with qualifications that align exactly with the position description. These individuals often utilize various tools and technologies to align the content of their listed experience to mirror the exact expectations of an open role. Not only may the contents of these résumés be falsified, but these applicants have also been found to be utilizing recycled résumés that can be found online and are in use by several individuals, containing the same experience, skill set, and work history, but under a different candidate name. Comparison across résumés and/or online searches can be helpful in uncovering this falsification.

Although experience is a key area of focus for those reviewing résumés, further questions arise in other resume details. These individuals often include false contact information, such as Voice over Internet Protocol phone numbers, nonexistent addresses, or educational degrees from institutions that do not offer the listed degree on the résumé. Candidates may also submit multiple résumés, with varying experience and work history, under a different email address with the same candidate's name. By implementing controls or conducting a swift search in the organization's applicant tracking system for the candidate's name or variations, falsified applications may be more easily identified.

Visual confirmation

For additional verification, all candidates for these risk-prone positions are screened live via video. Evaluation is undertaken with scrutiny to asses background, disposition, and demographic alignment with the application. Although many of these applicants are prepared to be on camera, there are ways to remain vigilant during the screening itself. Often, there are details in the background of the video that may raise suspicions. Does the time of day correspond to the amount of sunshine coming through windows in the candidate's background? Are you able to hear others present with the candidate guiding the interviewee? Are you able to hear others in the background conducting interviews while you are interviewing the candidate (often in a call-center-like environment)?

Not only can the applicant's environment be a key source of warning signs, but visual facial expressions and body language can assist in determining if a candidate is being authentic during their interview. Candidates expect to be asked questions about their experience, education, and skill set during an interview. By finding a way to personalize questions, these individuals may struggle with a genuine reply. For example, if a candidate shares their attendance at a certain university or technical school, ask about their favorite restaurant near campus. If a candidate expresses that they live in a specific state, ask them how they enjoy the weather. These individuals are trained and prepared to answer questions specific to the applied role. Nontraditional questions may result in an unnatural delay or difficulty in forming a basic response because a response requires actual life experience in that environment.

Identity validation

Unfortunately, many of the identities that these applicants use are stolen and recycled. Traditionally, I-9 documentation is not collected until an offer has been extended and accepted. However, there are additional ways to remain vigilant prior to this compliance step.

Applicants using stolen identities may copy a qualified individual's history and experience directly from their LinkedIn page. These résumés may mirror the work history and education of the targeted profile. If a headshot or photo is present on LinkedIn, you can verify the candidate's identity during the video screening. If a photo is not present, further analysis of the profile can still be done. Evaluate factors such as the number of LinkedIn connections, posting activity, and follower interactions to assess the legitimacy of a candidate's profile and identity.

If a candidate moves forward with onboarding, additional steps may be taken during the collection of I-9 documentation, including state licenses, work authorizations, and passports. These should be scrutinized for aberrancies such as format and alignment with the résumé and application. All documentation should match the person who attended the interview.

Furthermore, as onboarding progresses, it is still critical to remain vigilant and monitor the mailing of candidate equipment. Individuals falsifying information may list an address on their résumé or state of residency that is confirmed during the interview process. However, when equipment is due to be shipped and delivered, the candidate may request that the delivery be redirected to a new domestic location without further context. This is an additional chance to confirm that the candidate resides in the state listed on their application and is actually the person who applied.

Final thoughts

If this risk is not already contemplated in your compliance program, there is ample opportunity to learn more from these law enforcement agencies and their advisories. Take the time to educate applicable staff on their roles, potential controls, and options for intervention. Use due diligence in working through your candidate pool for potential individuals who may fit this profile and determine your strategy to best protect your organization. more

Career development

 2d

35 Times People Ruined Their Job Interviews In 15 Seconds


There are many ways to crush a job interview and land your dream job, just as there are many ways to ruin it. Sometimes, it can happen to the most competent and qualified people who stumbled upon an unfortunate brain f**t. However, sometimes, a job interview reveals just how much of an a-hole a potential new hire or employer actually is. In both cases, it just proves that while job interviews are... usually as fun as medical check-ups, they're pretty essential.

This time, Bored Panda was curious about the job interviews that didn't go well. But most importantly -- the reasons behind it. We compiled a list for you featuring some really unfortunate stories about ruined job interviews, so why not give it a scroll and vote for the stories you enjoyed reading the most? more

Career development

 2d

Harassment During Job Interviews Under Cyprus Law


By Giorgos Kazoleas, LL.M., Lawyer, Managing Partner at Legal Experts Cyprus

Harassment or bullying during a job interview can now legally be considered workplace harassment. This is explicitly provided for in recent Cypriot legislation regarding workplace harassment, which widens the scope of application to include candidates for employment.

Law 42(I)/2025 (The Prevention and Combating of... Violence and Harassment at Work Law), which came into force on April 11, 2025, explicitly extends protection against harassment and violence to the recruitment process and employment negotiations before a contract is signed.

According to the interpretation of terms in Article 2 of the Law, the definition of an "employee" includes, among others, a person:

"Whose employment relationship has not yet begun, in cases where the violation of the provisions of this Law has been committed during the recruitment process or at another stage of negotiation in which they participated as a candidate for employment prior to the conclusion of a contract or the commencement of employment."

Behaviors Constituting Harassment

Under Law 42(I)/2025, the range of behaviors that could be considered workplace harassment and bullying during a job interview is now much broader.

Any unwanted conduct intended to or resulting in violating the dignity of the candidate and creating an intimidating, hostile, degrading, or aggressive environment may fall into this category.

Bullying or psychological violence can take the form of humiliating or derogatory comments, such as:

Discrimination manifests through questions regarding protected characteristics, which are not directly related to the requirements of the position. These include marital status or intention to have children, sexuality, religion, or national origin and disability or age.

This category also covers clear bias, negative attitudes, or offensive behavior due to the above characteristics, as well as the refusal of an interview or unfair exclusion from the recruitment process based on them.

4. Physical Violence or Threat of Physical Violence

Though rarer, this refers to any physical contact that is not welcome or legitimate, or threats of physical harm.

Important Legal Distinction: The "Single Act" Rule

It is crucial to emphasize that Law 42(I)/2025 recognizes that even a single act -- whether verbal, physical, psychological, sexual, or economic -- is sufficient to cause serious harm and be considered harassment. Repetitive behavior is not required to substantiate a claim of harassment.

Steps for Candidates

If a job applicant has been subjected to even one of the above behaviors at any time during the recruitment process, it is recommended to keep detailed records of the incident(s) and document specific details: Dates, times, exactly what was said or done, the identity of the person involved, and any witnesses.

This evidence can then be utilized by legal counsel or the competent authorities who may investigate the matter. more

Career development

 2d

Job-hunting trends for 2026 that you can't afford to ignore


South Africans searching for work are entering a tougher recruitment landscape, shaped by cautious employers, slower hiring cycles, and rising competition across nearly every sector. According to business strategist Yassin Aberaa, CEO and Founder of Social Market Way, the job market is shifting in ways that demand a different approach from candidates.

Aberaa says the job market in 2026 will... reward adaptability, practical skills and a proactive mindset, and she believes job seekers who evolve with these changes will place themselves far ahead of those relying on outdated job-hunting tactics. Drawing from data and labour patterns observed across industries, she outlines the six key trends that will define the job search in 2026 and explains what each one means for anyone looking to secure meaningful work in the year ahead.

Companies across sectors are approaching recruitment with far more caution, often delaying hiring plans or reducing the number of new positions they open. With fewer vacancies available, competition for each role is set to tighten significantly. Aberaa explains that fewer new openings mean job seekers will have to make a stronger case for themselves and that meeting the basic requirements is no longer enough. She says candidates who demonstrate adaptability, problem-solving ability and clear value from the outset will stand out in an environment where employers can afford to be selective.

Economic uncertainty continues to drive organisations to choose short-term, contract and project-based roles over permanent appointments. This shift means job seekers must become more flexible in how they build their careers. Aberaa notes that the traditional permanent role is becoming less common and that those who are willing to embrace temporary or freelance work will find more opportunities than those who only apply for long-term posts. She adds that short-term work can be a stepping stone to more stable opportunities, as it allows candidates to gain experience, build a portfolio and make industry connections.

Certain industries continue to show stronger hiring activity than others, especially those tied to long-term growth such as healthcare, renewable energy, technology, digital services and specialised trades. Aberaa says these future-fit sectors will dominate hiring in the coming years and that job seekers may benefit from upskilling into these fields or strengthening transferable skills that apply across them. She explains that candidates who invest in digital competencies, sustainable-industry skills, or sector-specific certifications will remain far more competitive than those relying solely on experience or academic qualifications.

While youth unemployment remains a major concern, competition is also intensifying across mid-career and senior levels. More South Africans are applying for fewer roles, and this means candidates must find ways to set themselves apart beyond their CVs. Aberaa says differentiators such as internships, real project experience, volunteer work, soft skills and strong digital visibility can make the difference between securing an interview and being overlooked. She emphasises that employers want proof of capability, not only potential, and that job seekers should showcase tangible achievements wherever possible.

With more applicants per role, companies are extending and intensifying their hiring processes. Multi-stage interviews, assessments, skills tests and longer waiting periods between rounds are becoming increasingly common as employers take their time to find the exact fit. Aberaa advises job seekers to expect more rigorous screening and to prepare thoroughly for each stage. She says patience and persistence are essential in this environment and that candidates should maintain momentum by continuing to apply for other opportunities instead of waiting for a single outcome.

Across South African industries, there is a clear move away from strict degree requirements and a stronger focus on demonstrable skills, practical experience and portfolio-based evidence. This is especially true for roles in technology, digital marketing, renewable energy, and the broader green and AI-aligned sectors. Aberaa explains that what matters most now is concrete ability, supported by certifications, project work and practical results. She believes this shift levels the playing field for candidates who may not have formal academic credentials but possess strong technical or creative capabilities.

Aberaa says job seekers must adopt a more intentional and adaptable strategy in order to navigate these changes successfully. She encourages candidates to identify sectors that align with their skills or interests and to invest in targeted upskilling through short courses and certifications. She adds that building a strong online presence is essential and that platforms like LinkedIn or portfolio websites allow candidates to showcase their work in ways that employers can easily verify. Networking remains critical, both online and in person, as many roles are filled through relationships long before they appear on public job boards.

She also advises job seekers to remain flexible about the types of roles they consider. Temporary or freelance opportunities can provide valuable experience and often serve as pathways into permanent positions. Finally, she stresses the importance of preparation. Keeping a CV updated, practising interview techniques and applying consistently will help job seekers maintain momentum through longer hiring cycles. more