Career development

Berta Harkness

6d

I work from home and take my 2.5-year-old to my mother-in-law for half the day (she lives just down the street). That was the plan from the beginning and both she and my husband agreed to it.
Now my mother-in-law doesn’t want to watch her grandson anymore. She says I can just work and take care of the child at the same time.
My husband agrees with her. I even offered to pay my mother-in-law like... a babysitter, because I really don’t want to lose my job or get stuck doing only house stuff.
What should I do? I’d appreciate any advice.

more

4

Ganda D Dakurah
1h
You're even lucky to be working from home, where you have a lot more control. As someone suggested, consider hiring someone to come to your home to... help. What if you had to go into the office every day? This really shouldn’t be an issue. more
Rick Garside
1d
You have two things to consider and decide on. First of all, either you never asked your mother-in-law why or you just didn't tell us that part. I... hope you don't hold it against her. It is very possible that she was willing to try to take care of your son, but maybe in reality the job became much harder for her than she expected. A young child takes an awful lot of energy to manage, which you are well aware of. Perhaps Mom just came to the realization she couldn't handle it. If so, I hope you do not hold it against her. Secondly, it sounds like your husband is opposed to it and maybe there's something going on you don't want to hear. Maybe it's best that you stay home and take care of your son. Rather than feel like you're getting 'stuck', perhaps it will be a major blessing to you to experience all your son's firsts and bond with him in a way that only time spent with him will allow. Many women would love to be in a position where they can be a full-time Mom, but cannot afford it. more
-1

Jane Tilden

Career development

1w

Hi everyone! I’m a college student and I’m thinking about getting a job as a waiter in a cafe. But my parents are against it, my dad says that kind of job will ruin my resume, like no decent company will ever hire me afterward.
I’m tired of always asking my parents for money and I want to earn my own. How can I convince them?
Thanks

9

Andrew Moseti
2h
Is that the only job you can find? What other ideas do your parents have for you? Perhaps having a discussion with them about the current... opportunities and economic situation could help. They have their reasons, you have yours. Conversation around the issues you have shared with the very people that care for you is very important. more
Cliff Macleod
1d
I think in this economy with this president future employers will understand and will give you credit for wanting
To earn your own way. I have a good... friend whose some worked at a Carivou for two years out of college and finally landed a great job just a few months ago. Just keep looking while you wait tables and don’t be afraid to tell people what you are doing. You never know when a conversation could lead to something! more
-1

Career development

16h

The interview's on Zoom. Here's how to actually stand out.

Virtual meetings and job interviews are no longer the exception, but we're not all spiff and polished when presenting ourselves online.

This requires a skill set not naturally in many people's wheelhouse.

Nancy Ancowitz, a career strategist and author of the new book "Zoom to Success," has some coaching tips.

Here are edited excerpts of our recent conversation:

Kerry Hannon: Why did you write... this book right now?

Ancowitz: This is the book I wish I had to help me navigate the virtual world. There is so much that goes into all of this before we even open our mouths -- the lighting (two light sources from the front or sides for balanced, flattering light), the hair, the makeup, the camera, your background, what you are wearing, the tech checks. I show people ways to make it simpler and more accessible to bring your best face forward online.

What are the biggest challenges of virtual presentations?

Speaking to somebody 12 inches from their face, and where their face and your face are so big and filling up the whole space, is really tough for many people. And if you are presenting, looking at 20 or more of those faces in little boxes is truly abnormal.

Another big one is that you can't make real eye contact with anyone since you're looking into your tiny camera. Nobody knows where to look when they are speaking. Maybe you look at yourself. You get distracted by your hair out of place. Also, not everybody's blessed with a great voice, and your voice matters even more on Zoom and other virtual platforms because there's not as much of you to see and to experience. Finally, one of the hardest things, of course, is that you have to be your own tech person and when things go wrong, be calm and cool.

You need to carve out an hour ahead of time to get mentally grounded and ready.

A virtual presentation can create more jitters than in-person for many folks. What are some of the good techniques you can do?

My favorite technique is self-talk, or speaking to yourself in the second or third person. Instead of saying, 'I've got this,' say 'you've got this.' Reframe nerves as excitement. Think 'I feel most alive when I'm tackling things that are a little bit challenging.'

I remind myself to slow down and breathe deeply, which sharpens my focus and clears my head when things get bumpy. Start with a two-minute reset: Inhale for four counts, hold for four, and exhale for eight.

It's a mindset matter. Remember that you're not there to impress people. You're there to share something, to share information, to inspire, to educate, to persuade. But you're not there for their judgment. That's a super important way to manage jitters. more

Namakau Mambwe
2h
Thank you for sharing

Career development

4h

I moved to the US from India. Here's how I landed a job at Microsoft after first misunderstanding the Big Tech hiring process.

He suggests tech hopefuls build a public presence and continually develop skills to stand out.

This as-told-to essay is based on a conversation with Rishab Jolly, a 37-year-old senior product manager at Microsoft, based in Redmond, Washington. Business Insider has verified Jolly's employment history with documentation. The following has been edited for length and clarity.

Before moving to the US... in 2015, I studied engineering and computer science in India, where I worked as both a software quality tester and an engineer.

I was always interested in the business side of technology, so I left my job in India to pursue an MBA at the University of Arizona. My goal was to gain business acumen to complement my engineering background. I saw firsthand how much innovation takes place in the US and how many opportunities exist to work on cutting-edge products, which inspired me to build my career here.

One of the most valuable parts of the MBA program was its partnerships with Big Tech companies. As part of the curriculum, representatives from Microsoft, Amazon, and Google brought projects to campus.

Students formed teams, worked on deliverables, and were graded by company representatives. In 2016, I was team lead on a Microsoft project, and we did an excellent job. That gave me a chance to network and to demonstrate my skills to an actual Microsoft product manager.

I applied to about 200 jobs, sending the same generic résumé without referrals. I received only three calls back and passed two interviews, but both offers were subsequently rescinded: one company considered my visa too risky without a STEM extension, and another cited budgetary reasons.

I needed to secure a job within 60-90 days after graduation, or I would be forced to return to India. I ran out of money, asked a friend if I could crash on their couch, and felt a constant sense of anxiety.

During that time, I stayed in touch with the Microsoft contact I'd met through my MBA project. When an opening came up, I asked if he would refer me.

He agreed, and I rewrote my résumé to match the specific role. The hiring manager liked my application, called me in, and I got a shot. That referral and tailoring my résumé made all the difference.

I was hired by Microsoft in July 2017 and started as a product manager. I became a senior product manager in 2021.

First, you have to get the interview, and second, you have to pass it. For the first step, referrals are critical. Big Tech companies receive tens of thousands of résumés every month. A referral can push yours to the top of the stack.

To prepare for interviews, I relied heavily on mock interviews. I reached out to peers who had been in the same boat and asked them to test me. They helped me refine my storytelling, practice answering metrics-driven questions, and pinpoint areas for improvement.

When I finally interviewed at Microsoft, the feedback I received was that my stories were authentic and clearly based on real experiences. That authenticity resonated far more than rehearsed answers pulled from the internet.

In today's tech world, showcasing your skills outside work or school, whether on LinkedIn, GitHub, or through personal projects, demonstrates passion and initiative.

I started posting more consistently on LinkedIn during the pandemic. I shared lessons from my career, thoughts on product management, and observations about the industry. I wasn't trying to "build a following," I just focused on topics that genuinely resonated with me.

Over time, those posts resonated with others, and a community naturally formed around them. The growth happened gradually and organically, simply because people connected with the ideas and conversations.

Recruiters notice when you go beyond the curriculum to learn new tools or contribute to open-source projects. In a fast-changing industry where AI and new technologies emerge every six months, demonstrating your ability to adapt and self-learn is as important as the content of your résumé.

While a small percentage of jobs may prefer an MBA, I know successful product managers who came from accounting, English literature, or completely different areas. Microsoft values diverse backgrounds because innovation thrives when teams bring fresh perspectives.

Even with this knowledge, I would still pursue an MBA because it was not just about academics; it was also about gaining practical experience. It provided me with exposure to new perspectives, helped me transition into product management, and connected me with mentors and peers who have shaped my career in meaningful ways.

I don't think an MBA is mandatory for everyone. It depends on your goals and whether you're looking for a career pivot, a network, or structured learning.

Visa restrictions, financial pressure, and cultural adjustments can make the experience stressful. I had moments when I felt defeated, but staying focused and working smart eventually brought everything together.

After over eight years at Microsoft, I plan to continue contributing to the technology and innovation ecosystem. I'm exploring the appropriate pathways that align with my career goals, but nothing is finalized at this time. My focus is on the work itself and continuing to grow professionally.

My advice to anyone following a similar path is straightforward: network strategically, prepare thoroughly, stay authentic, and continually build your skills and presence. Things may look uncertain now, but persistence and the right relationships can open doors you didn't think were possible. more

Career development

1d

Yesterday, I Got the Job Offer ,After 8 Months of Doubt

This is a personal update reflecting on my job-hunting journey, self-doubt, and resilience over the past eight months. I'm sharing this for anyone navigating rejection, waiting, or imposter syndrome.

Yesterday, I got the job offer.

Before the excitement kicked in, there was silence. Relief. A moment to breathe. It felt like the end of a season I wasn't sure I would survive, let alone learn... from.

For over eight months, I was unemployed.

Eight months of applications. Waiting. Refreshing my inbox. Wondering what more I needed to fix.

This wasn't just a job hunt. It was a confrontation with my confidence.

The Part No One Prepares You For

I redid my CV more times than I can count. Each rejection convinced me there was something missing.

Maybe my experience wasn't strong enough.

Maybe my portfolio didn't meet the standard.

Maybe I wasn't telling my story well.

Or maybe quietly, painfully,I just wasn't good enough.

Imposter syndrome didn't whisper. It took over.

I compared myself constantly. I questioned my growth. I looked at other designers and wondered how they seemed so sure while I felt like I was barely holding myself together.

Still, I showed up.

Not confidently.

Not consistently motivated.

But honestly, and that mattered.

Waiting Changes You

Being without work does something to your identity, especially when your craft is tied to how you see yourself.

I questioned my path. I considered shrinking my ambitions. Some days, I wondered if choosing this career had been a mistake.

Yet, even in doubt, I kept refining my portfolio. Rewriting case studies. Applying again. Believing, sometimes reluctantly,that this season wasn't a verdict on my ability.

Sometimes growth looks like survival.

When It Finally Happened

When the offer came yesterday, it wasn't loud.

It was grounding.

Relief before celebration.

Validation before excitement.

Not because the job suddenly made me worthy, but because it reminded me that the version of me who kept going, even when exhausted and unsure, was never wrong to try.

I didn't become capable yesterday.

I was always capable,I just lost sight of it while waiting.

If You're Still There

If you're in the middle of a long job search, feeling behind, discouraged, or invisibleplease hear this:

Your struggle is not a reflection of your worth.

Your doubt does not cancel your skill.

Your timeline is not broken.

This chapter humbled me. It stretched me. It taught me patience, self-trust, and compassion,for myself and for others fighting quiet battles.

Yesterday, I got the job offer.

But long before that, I proved something even more important to myself:

Even when I doubted myself, I still showed up.

If this resonated with you, feel free to leave a comment or share it with someone who might need it today. more

8

benson bagonza
10h
Congratulations..thanks for the inspiration. Work hard and protect it. Don't forget the huddles passed through to get it...save invest small small as... salary come in...Merry Christmas and holidays more
Ssendegeya Martin
16h
Congratulations 👏

Anonymous member

Career development

1d

hello! im currently collecting unemployment insurnace but it will be coming to an end soon. I have been looking for a full time job but no luck. I take public transportation so its very difficult for me to find a job that doesnt require you to travel to multiple offices etc. I would also perfer a full time job rather than part time. Im a 21yr female, I only have myself and I need help finding a... full time job.

I have a diploma of comleption for medical assisting. currently I am taking an online course for medical billing and coding to expand my skills on my resume. please reach out if you think you think you may be able to help. more

Gladys E. Bustos
17h
Work for the government in enforcement

Jina Langley

Career development

5d

Hello! I worked as an economist in a small bank for 3.5 years. Now I’m moving to the same job in a big bank, and I’ll earn $50 more per month. I think it’s a better and more promising option. But my family says there’s no point in changing jobs. I’m really tired of staying in the same place and want something new. Honestly, I also hope for raises and career growth.

How can I convince my family?... They keep trying to talk me out of it, and it’s really stressful.(

more

3

Rhonda Miller
18h
If there is room for job growth and raises in pay, then you are right. It would be an improvement. You can still keep looking in the first couple of... weeks or month at the new job too. more
Uma Aggarwal
1d
I do not fully agree with all the advice. A bright young person still needs the counsel of a seasoned mentor. Youth may not consider the downside of... an action fully and can get hurt. To me, the saying " your health, your family, your job..in that order" makes a lot of sense. Most families are looking out for you when they advise and I would not totally ignore them unless they do not understand or are obstructionist. I would try to tap their wisdom. more

Evelyn Aldridge

Career development

2d

Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

The problem is, everyone at work keeps acting all worried for me, giving me sweets, trying to “comfort” me. I keep saying I’m fine, but they don’t get it. It’s starting to feel... really awkward. How do I make them stop?

more

Rhonda Miller
19h
Check in with the old boyfriend to make sure it he isn't adding fuel to the fire. Ask him "are people in the office interested in your past with me?... because I am getting inquiries. what do you say to them?" more
Djadji Sylla-Samassa
1d
It might be genuine concern, or it might just be people being curious and loving a bit of drama. Either way, acting unbothered and positive usually... makes people back off pretty quickly. more
3

Career development

21h

6 charts to show your family when they ask why you don't have a new job

Unemployment rates for 20-somethings hit their highest level in years.

Kanika Mohan lost count of her job applications.

With a new bachelor's degree, a slate of summer tech internships, and years of networking at campus career fairs, she hadn't expected getting a job to be this hard.

"I remember waking up every single day to at least a few rejection emails, and these emails have... absolutely no personalization to them," Mohan, 22, told Business Insider over the summer. "You can do three rounds of interviews, yet you'll still get a very generic, 'Sorry. You're not a good fit."'

She eventually landed a role at a top tech company, but months of editing cover letters, prepping for interviews, and getting ghosted had been exhausting. And brutal job search experiences like hers aren't an outlier -- they've become the norm.

The job market in the US hit some major milestones this year. Unfortunately for the dozens of job seekers Business Insider has heard from, they weren't the good kind. AI, economic uncertainty, and a shift toward employer power have been felt across the workforce.

Tyler Sorenson knows this all too well. The Gen Zer was so frustrated by limited job vacancies and slow replies to his online applications that he began leaving paper résumés at local businesses.

"I literally just had to walk into that store and hand them an actual résumé for them to even take a look at me," he said in the summer. For him, that actually ended up yielding results: He was able to bypass the onslaught of AI applications and get directly to a human. It's part of just how topsy-turvy the job hunt has become.

The economic situation has everyone feeling stuck: Companies are pulling back on hiring, while people with a steady paycheck are feeling too cautious to make a move. It's culminating in a frozen job market -- and Americans are feeling the chill.

The number of job openings for each unemployed person has tightened

Millions of people are struggling to get a job -- the unemployment rate as of November is the highest since 2021. Meanwhile, job openings have cooled off 37% from their high point in 2022.

"This job market is terrifying," Hilary Nordland, a Gen X job seeker told Business Insider over the summer. "It's a black hole that makes you question everything -- and I don't see a clear path through."

The number of job openings for each unemployed person has come way down over the past few years -- from two openings per unemployed person in 2022 to one this past September. The number of people unemployed briefly surpassed job opportunities in July and August, which hasn't happened since the economic disruptions caused by the pandemic in 2020 and 2021.

"Job growth has been very slow over the course of 2025, and it doesn't seem like we've turned around quite yet to translate the pent-up demand for hiring and the recent increase in job openings into actual hires," Nicole Bachaud, an economist at ZipRecruiter, said.

The 'Big Stay' intensified

In 2023, Business Insider wrote about how the Great Resignation, where many workers were switching into new roles amid robust options, was pivoting into the Big Stay, where more workers would keep their jobs, whether they wanted to or not.

That shift became clearer in 2024 and persisted in 2025. The quits rate fell to 1.8% this past October, the lowest since May 2020.

The quits rate provides a good indicator of how confident workers feel about being able to transition to a new employer. The low rate means workers likely don't see many new opportunities.

"When we look at the fact that inflation is still strong, wage growth is cooling in respect to inflation, a lot of workers are maybe thinking a steady paycheck, whether it's my ideal job or not, is better than the risk of me going for something else because there's not a lot of something else out there," Bachaud said.

The job switcher wage premium evaporated from Great Resignation highs

Over the past few years, wage growth for job switchers had far outpaced that of their colleagues holding tight; at the peak of the Great Resignation, job switchers' paychecks were benefiting from major premiums.

But in 2025, the job switcher wage growth came down to earth, and then some. In the back half of the year, job stayers and job switchers have duked it out for who's seeing larger wage growth -- a marked contrast to the larger paychecks companies dangled over potential job hoppers just a few years ago.

That's not necessarily great news for job stayers, though. On the whole, wage growth tempered for both groups, meaning less ample raises. And it's another indicator that job market power has slipped back into the hands of employers.

Long-term unemployment reached levels unseen since 2022

The share of workers who are deemed "long-term unemployed" -- meaning they've been out of work for 27 weeks or more -- has come to encompass a quarter of all unemployed Americans. That's picked up in the back half of 2025, suggesting that many had spent a solid chunk of the year jobless.

For workers thrust out of their jobs, climbing back into the fold is an ever more daunting task.

Clair Todd, who was laid off two years ago, said constant job rejections can make you feel like you are not good enough.

"On top of that, you have to worry about paying the bills without money coming in," she said. "I don't want to say I've given up, but my search has been extremely discouraging."

She stopped actively looking for a new position a few months ago and instead prioritized building a website development business.

Young adults haven't been this unemployed since the early pandemic

The 2025 job market was brutal for every generation, but Gen Zers are in an especially tough spot. The unemployment rate for 20- to 24-year-olds reached 9.2% in August and September, the highest figure since the recovery from the pandemic recession.

"I was applying and I felt like, 'This is so stupid because I know I'm going to get rejected,' recent grad Bella Babbitt told Business Insider last spring.

For those with a college degree, the prospects have been especially grim. The educated 20-something unemployment rate has consistently surpassed the overall unemployment rate since 2021, and the gap has widened. It's not unusual for young people to be out of work at higher levels than the general population, but a degree has historically boosted young people's chances of landing a job. Young men were more unemployed than young women this year, in part because women tend to dominate one of the few growing sectors of the job market: healthcare.

Business Insider has heard from dozens of Gen Zers this year. Some are pivoting from white-collar fields to more seemingly secure blue-collar work, while others said they've submitted hundreds of applications without any luck. Most felt their traditional paths to success disappeared in 2025: The Trump administration's DOGE initiative slashed opportunities in the federal workforce, AI is snapping up entry-level tasks in fields like tech, and major companies aren't hiring due to economic headwinds.

Workers aren't confident about finding a job if they lost theirs

The US isn't in an official downturn, but workers and consumers had an especially bleak outlook this year.

The New York Fed asks people about how likely they think they could find a new job in the next three months if they lost their role today. The average probability fell to its lowest point in August since the survey began in 2013. It's only seen mild recovery since.

Weaker worker sentiment has been paired with fewer job opportunities than a few years ago, stubborn inflation, tariff chaos, and relatively high interest rates.

"I went through months of job searching -- about four to five months -- and it was really scary, it was really harsh, it was really painful," Mohan, the recent college grad, said. "It took a really huge emotional toll and a big toll on my mental health, too." more

Career development

1d

6 charts to show your family when they ask why you don't have a new job

Career development

1d

The economic purge of the young white male | The Spectator Australia

I can remember when I first realized that something strange was happening to white men in Hollywood. It was around 2014, and my younger colleagues in LA - often British writers, directors and actors who had moved to California to "make it" - began reporting, anecdotally, that their work was disappearing.

By that I don't mean the normal vicissitudes of a volatile creative industry. I don't mean... actors "resting" or scripts getting stuck in "development hell." I mean that all jobs, and job opportunities, were abruptly vanishing. Applications went nowhere, résumés were binned, hopeful meetings were suddenly canceled. And white men in Hollywood in their twenties or thirties, who had assumed they were on the upwards curve of a career, discovered that the optimistic curve had ended. It was more like a ski jump. They were plunging into the drifts of debt, failure and bankruptcy.

Since then I've often wondered where many of those guys went. And now I have more than an answer, thanks to a simmering, eloquent essay in Compact magazine which has gone extremely viral, with Vice President J.D. Vance wading in alongside many other powerful voices. The essay is entitled "The lost generation," it begins in Hollywood but ranges way beyond, and it is by a youngish white "writer" called Jacob Savage.

I put the word writer in inverted commas not to impugn Mr. Savage - on the basis of this essay he is highly talented - but because he is, by his own admission, a failed writer. He is one of the writerly men who floated around Hollywood in the 2010s, only to find themselves rebuffed on all fronts, their scripts unread, their skills unwanted.

Why did Jacob Savage and his cohort lose out so badly that he ended up scalping tickets for a living? Because they were the wrong color, and the wrong gender, at the wrongest, maddest of times. Hollywood was in the first frenzy of #OscarsSoWhite (closely followed by #MeToo), and it was openly determined to atone for the pale male past: by hiring lots and lots of women, Asians, black people, Latinx, lesbians, lesbian Arabs - basically anything apart from younger white men.

Nor was this policy some hidden directive. It was overtly acknowledged, indeed celebrated. The powers that be actively wanted to be seen excluding white men, as proof of their woke, feminist, anti-racist credentials. As Savage notes, one of the great ironies is that much of this purging was driven by the old white men at the top of the movie biz - the boomers. To save themselves, they sacrificed their sons.

If this were merely a tale of Hollywood, we might dismiss it as lunacy in La-La Land. But of course it was not, and is not. As "The lost generation" articulates, Hollywood's anti-white-male pathology briskly infested multiple areas of American life: journalism, academe, publishing. It then crossed borders and oceans, infecting the UK, Canada, Australia and beyond.

Here are a few snippets which give a flavor of Savage's mind-boggling data: "In 2011, the year I moved to Los Angeles, white men were 48 per cent of lower-level TV writers; by 2024 they accounted for just 11.9 percent... Since 2018, only 14.6 percent of tenure-track assistant professors hired at Yale have been white American men. In the humanities, that number was just six out of 76 (7.9 percent)."

Even as he adduces these numbers, Savage includes some startling testimony. This is from the world of senior New York journalism: "'For a typical job we'd get a couple hundred applications, probably at least 80 from white guys,' a hiring editor recalled. '[but] it was a given that we weren't gonna hire the best person... It was jarring how we would talk about excluding white guys.'"

Since the early 2010s, being a white man in many of the best, most fulfilling professions across the Anglosphere has meant being automatically pushed to the back of the queue

There is more - much more. Savage notes how the payroll at one department at a Californian university fell to just 3 percent white males (not a typo). But you get the flavor, and the anger. And that anger is surely justified. Since the early 2010s, being a white man in many of the best, most fulfilling professions across the Anglosphere has meant being automatically pushed to the back of the queue. In some cases, there is no hope at all, even if you are plainly the most talented. You are the victim of profound and immoral discrimination which you did literally nothing to deserve.

As America, so Britain. I could cite multiple UK examples, from the Royal Air Force's notorious exclusive recruitment of non-whites - eventually ruled illegal - to the ludicrous continuation of a literary prize for "women in fiction," which, given the overwhelming domination of fiction by women, is rather like having a prize for getting black men into TV sofa adverts.

But perhaps an anecdote is more powerful. A businessman friend of mine once endured a board meeting at which company diversity was discussed. The head of diversity was asked: "How are we doing with gender equity at managerial level?" She replied: "Pretty well - we're up to 70 percent women." No irony was detected.

The case is made. But does it matter? Aren't we simply righting major historical wrongs, even if some people are hurt along the way? I believe it matters a great deal, and has been seriously pernicious, even if the intentions were noble. Consider just three consequences.

The internet is full of women lamenting that they cannot meet successful, interesting men. Birth rates suggest they may have a point; polls show women have never been so uninterested in marriage. But one reason for all this may be that white men have been bullied and impoverished for 15 years or more - and so they now present, through no fault of their own, as meek, embittered or broke.

Meanwhile, governments are pushing the anti-male agenda, as in Britain where schools are instructed to "root out misogyny and sexism," to counter the so-called Andrew Tate effect. Well, one way to reduce resentment among boys and young men might be to cease the blatant, systematic bias in favor of women.

Finally, there is the ultimate male role: soldiering. As Vladimir Putin menaces Europe, the airwaves are full of generals, politicians and female heads of intelligence agencies telling us we must be more warlike, boost defense spending and so on. In other words, the armed services are about to embark on a recruitment drive. Necessarily, that recruitment will be of young white men.

It will be interesting to see how this is pitched. Perhaps along the lines of: "Yes, we think you are intrinsically toxic, because of your gender. Also, your whiteness makes you morally suspect. In addition, your ambitions to be a lawyer, journalist or doctor are laughably misguided, because women and ethnic minorities must always come first. But, by the way, would you mind dying for the state that treats you like this?"

To use a Hollywood term: I don't think that will make bank at the box office. more

Career development

1d

Show Me Your Code -- Not Your Credentials

A hiring perspective on why portfolios, GitHub projects, and real code beat résumés in software engineering

When people imagine the hiring process for software engineers or data scientists, they often picture long checklists: prestigious degrees, big-name companies, years of experience, formal titles, and polished résumés.

But if I'm the one screening candidates for an IT role, I don't care... about any of that.

Not your age.

Not your alma mater.

Not your years of experience.

Not even the companies you worked for.

There's only one thing that determines whether I give you an interview:

Your best package of code.

The clearest, rawest, and most honest reflection of what you can actually do.

Because in software roles, your code is the closest representation of real work performance. It shows how you think, how you solve problems, how you structure ideas, and how deeply you understand the tools and technologies you claim to know.

A résumé tells me what you say you can do.

Your code shows me what you can actually do. more

Career development

1d

Saudi Music Commission launches 'Music Compass' programme

The programme features in-person and virtual workshops covering artist management, the music industry's ecosystem, and advanced practical and professional skills.

The Saudi Music Commission has unveiled the "Music Compass" programme, a strategic initiative designed to strengthen music business management and professional career development within the Kingdom. The programme focuses on equipping... practitioners with advanced skills to manage artistic careers and artists' affairs, while creating more structured and effective career pathways that reflect the rapid expansion of the global music industry.

The initiative forms part of the commission's broader efforts to enhance capabilities across the music sector, raise professional standards and adopt international best practices in talent and career management. By developing practical expertise, the program aims to support the advancement of artists' careers, broaden employment opportunities and reinforce the sector's long-term sustainability. It also seeks to enable Saudi artists and professionals to engage with global markets, contributing to a balanced and resilient music ecosystem in line with the goals of Saudi Vision 2030.

"Music Compass" will be delivered through a combination of in-person and virtual workshops and training sessions. The curriculum covers key areas such as artist management, the economic and infrastructural framework of the music industry, and advanced practical training that focuses on professional development tools and real-world skills.

According to the Saudi Press Agency, a select group of participants will be nominated to attend leading international music conferences and festivals. This exposure is intended to provide insight into global best practices while allowing participants to build professional networks with international experts and specialists in music business management.

The programme also includes partnerships with private-sector companies and non-profit organisations specialising in creative talent development. These collaborations are aimed at supporting the sustainable growth of music business management capabilities and strengthening Saudi representation at major international conferences and exhibitions. Through these efforts, the programme seeks to raise awareness of the Kingdom's music sector and accelerate its development both locally and globally. more

Career development

1d

The Question Interviewers Ask To Test Emotional Intelligence That Only 1 Out Of 100 People Get Right

Anonymous member

Career development

3d

Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

Rick Garside
1d
Before jumping to conclusions, are you SURE they were made out of lingerie? After all, you said they were little roses, which means they are simply... small pieces of fabric. Lingerie and sheer/and or flowery-type fabrics look the same. It doesn't automatically mean your roses were made OUT of lingerie. It could simply be a fabric that looks like it could be lingerie. It's possible the giver would be equally shocked to realize you concluded they gave you 'lingerie' as a gift. more
Victoria Restrepo
1d
You are entitled to your feelings. If you are feeling uncomfortable, I think there should be rules for your work’s Secret Santa and HR needs to be... told. more

Sam Carroway

Career development

4d

Has anyone dealt with this before? Can you give me some advice? We’re going to have a Christmas office party and everyone has to come up with a fun game called “Make Boss Laugh”. I really don’t like these kinds of events, especially making people laugh. Honestly, I’d rather not go at all, but I know that would look bad for my reputation and career. Can you suggest a game that’s fun but still... appropriate? Thanks!

more

prasad r
1d
If all of those who take part in this fun activity are civilised then it may not be as wierd as you fear.
1
BEN OMONDI
1d
Just come up with a story

Career development

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The Importance Of The Best Outplacement Managers

Tomas Eckholm

Career development

2w

Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

more

6

Loi Jackson
2d
I think, it's your job.
you can go on the working as driver.
you will get trust from your manager and his family.
then, it's much better for you.
Kigongo Yosam
3d
And also if these other duties paused a threat to operations of the company, his absense during those erands, would have been noticed already

Career development

2d

Interview Questions Recruiters Secretly Love to Ask

Job interviews can feel like a game, but don't worry -- you've got this! Whether you're gearing up for your dream job or simply exploring new opportunities, you need to know the interview questions that recruiters secretly love to ask. Why? These questions reveal your true potential, and we're about to give you the inside scoop on how to ace them.

Recruiters ask all kinds of questions, but some... are more common and revealing than others. Knowing what to expect allows you to come prepared and hit the ground running. The interview process is often the most critical step in landing your ideal position. Understanding the psychology behind recruiter questions gives you a significant advantage.

The Real Deal Behind Recruiter Questions

Here's what most candidates don't realize: recruiters aren't just listening to your answers -- they're watching how you think, how you handle pressure, and whether you align with company culture. Every question serves a strategic purpose beyond the surface level.

Why These Questions Matter

The questions recruiters "secretly love" aren't actually secret at all. They're behavioral interview questions designed to predict your future performance based on past experiences. Questions like "Tell me about a time you failed" or "Describe a conflict with a coworker" force you to reveal your problem-solving approach, emotional intelligence, and self-awareness.

Preparation is Your Superpower

Smart candidates research the company beforehand, practice the STAR method (Situation, Task, Action, Result) for storytelling, and prepare specific examples that showcase their skills. Remember, confidence comes from preparation. When you understand what recruiters are really asking, you can craft authentic responses that highlight your unique value proposition and demonstrate why you're the perfect fit for the role.

The Purpose Behind Every Question

Every question asked during an interview serves a purpose. It assesses your technical capabilities, evaluates your cultural fit, or measures your emotional intelligence. As you prepare for your next job interview, keep these questions in mind. Get ready to showcase your best self!

Understanding the Interviewer's Mindset

The key to interview success lies not just in having the right answers. You must understand why these questions are being asked in the first place. This knowledge allows you to craft responses that address the recruiter's underlying concerns. You can highlight your unique qualifications and experiences effectively.

Why Do Recruiters Ask Certain Interview Questions?

Have you ever wondered why recruiters seem to ask the same interview questions over and over again? Well, they're not just trying to make you squirm. These questions are designed to reveal key insights about your personality, work ethic, and overall fit for the job.

Assessing Cultural Fit

By asking about your past experience, communication skills, and character traits, they can gauge how well you'll mesh with the company culture. They're also determining how prepared you are for the role.

Evaluating Problem-Solving and Self-Awareness

In addition, these questions help interviewers assess your self-awareness and problem-solving abilities. The hiring process is expensive and time-consuming. Recruiters need to make informed decisions about which candidates are most likely to succeed in the role and remain with the company long-term.

What Recruiters Really Listen For

Each question serves as a tool to peel back layers of your professional persona. It helps them understand who you really are as an employee. Recruiters are trained to listen not just to what you say, but how you say it. Your body language, your enthusiasm, and your ability to think on your feet all contribute to their assessment.

They're looking for consistency between your resume, your references, and the person sitting across from them in the interview room.

READ ALSO: Why Interviews Matter (And How To Make Them Better)

Types of Interview Questions

When preparing for a job interview, it's important to recognize that not all questions are created equal. Interviewers use a mix of behavioral interview questions, technical questions, and situational questions. This gives them a well-rounded view of each candidate.

Behavioral Interview Questions

Behavioral interview questions focus on your past actions and experiences. They ask you to describe how you handled specific situations. These questions help interviewers predict how you might respond in the future. It's essential to prepare examples that showcase your skills and knowledge.

The premise behind behavioral questions is simple: past behavior is the most reliable indicator of future performance. When a recruiter asks about a time you faced a challenge or worked under pressure, they're conducting a performance preview. This preview is based on your historical track record.

Technical Questions

Technical questions are designed to assess your expertise in a particular area relevant to the job. Whether it's about software, industry standards, or specialized tasks, these questions test your ability to apply your knowledge in real-world scenarios.

Technical assessments vary widely depending on the industry and role. A software developer might face coding challenges. A marketing professional might be asked about campaign metrics and analytics platforms. The key is demonstrating not just theoretical knowledge, but practical application and problem-solving ability.

Situational Questions

Situational questions present you with hypothetical scenarios and ask how you would respond. This type of interview question evaluates your problem-solving abilities and decision-making process. It gives the interviewer insight into how you might handle challenges on the job.

Unlike behavioral questions that focus on past experiences, situational questions assess your ability to think critically about future scenarios. You must articulate a logical approach to unfamiliar problems.

Preparation Strategies

By understanding the different types of interview questions, candidates can better prepare and respond with confidence. Take time to review the job description. Reflect on your past experiences. Practice answering a variety of questions.

This approach will help you demonstrate your skills and show that you're ready for the future challenges of the position. Consider conducting mock interviews with friends or mentors. Record yourself to analyze your responses. Refine your answers until they feel natural and authentic.

"Tell Me About a Time You...": The Classic Behavioral Interview Question

One of the most common interview questions you'll face is, "Tell me about a time you...". Whether it's about overcoming a challenge, working on a major project, or solving a difficult situation, this question uses the STAR method. The STAR method (Situation, Task, Action, Result) helps interviewers understand how you've handled specific situations in the past.

Why Recruiters Love This Question

Why do recruiters love this question? Your past behavior is one of the best predictors of your future performance. When they ask you about past experience, they're looking for concrete examples that demonstrate your skills, decision-making, and ability to adapt. Always provide a specific example to support your answer.

To make your answer stand out, focus on giving examples that highlight your strengths. Behavioral questions often include topics like a time you failed. Be ready to discuss what you learned from such experiences.

Moving Beyond Generic Claims

The beauty of behavioral questions is that they force you to move beyond generic claims about your abilities. You must provide verifiable evidence of your competencies. Anyone can say they're a "team player" or "results-oriented." Demonstrating these qualities through specific examples makes your claims credible and memorable.

Building Your Story Bank

When preparing for behavioral questions, think about key moments in your career that showcase different skills. Consider leadership, conflict resolution, innovation, adaptability, and perseverance. The most effective responses tell a compelling story that takes the interviewer on a journey from challenge to resolution. You are the protagonist who drove positive change.

Pro Tips for STAR Responses

Tip: When responding, start with a brief overview of the situation and task. Then explain the action you took and the result you achieved. Keep it concise, but detailed enough to show off your problem-solving skills! Practice using the STAR method to prepare examples that demonstrate your skills and experiences.

Prepare 3-5 versatile stories using the STAR method that can be adapted for leadership, conflict, or problem-solving questions. The STAR method works best when most of your response focuses on the Actions you took.

Quantify Your Results

Remember to quantify your results whenever possible. Did you increase revenue by a certain percentage, reduce processing time, or improve customer satisfaction scores? Numbers make your achievements tangible and impressive.

What Is Your Greatest Achievement?

This is another one of those interview questions that's bound to come up. Recruiters want to know what you consider to be your greatest achievement. This question isn't just about bragging rights. It's a chance for you to demonstrate your work style, dedication, and how your achievements align with the job description.

Choosing the Right Achievement

When answering this question, think strategically about which achievement will resonate most with your potential employer. Your greatest personal achievement might be running a marathon. However, your greatest professional achievement that's relevant to the position should take center stage during the interview.

The achievement you select should ideally demonstrate multiple competencies that are valuable for the role you're pursuing. For example, if you led a successful product launch, this shows project management skills, leadership, strategic thinking, and the ability to work cross-functionally. Consider the specific requirements listed in the job description. Choose an achievement that aligns with those needs.

Framing Your Success

The way you frame your achievement matters just as much as the achievement itself. Rather than simply listing what you did, explain the context that made it challenging. Describe the obstacles you overcame. Explain the impact it had on your organization.

Great answers to this question tell a story of transformation. Show where things started, what you did to change the trajectory, and where things ended up as a result of your efforts. This narrative structure keeps the interviewer engaged. It helps them visualize you bringing similar success to their organization.

Making It Relevant

Tip: Use a specific example from your last job to illustrate your greatest achievement. When possible, frame your achievement as a successful deal or agreement. Highlight your ability to negotiate or close important opportunities.

Discuss 2-3 strengths relevant to the job and provide examples of how you've demonstrated them. Think about your career development. Highlight a major project or accomplishment that shows how you've grown professionally. Show the interviewer that you're a great candidate who consistently strives for success.

Don't forget to focus on how this achievement relates to the new position you're applying for. If you can draw clear connections between your past success and the challenges this new role presents, you'll make a compelling case for why you're the ideal candidate.

"What Is Your Management Style?"

For those in leadership roles or looking to take on a management position, this is one of the most important things recruiters want to know. They want to see if your management style aligns with the team and the company culture.

Understanding Leadership Styles

Leadership styles vary significantly. Some managers are highly directive and hands-on. Others prefer to empower their teams with autonomy and trust. Neither approach is inherently wrong. However, compatibility with the organization's existing culture and the team's needs is crucial for success.

Demonstrating People Development

If you've previously managed a team, talk about your work environment. Explain how you supported your team's growth and productivity. Include how you provided training and development opportunities to help team members improve their skills.

Effective managers understand that their success is directly tied to their team's success. They invest time in coaching, mentoring, and removing obstacles that prevent their team from performing at their best. Discuss specific examples of how you've helped team members develop new skills, take on more responsibility, or overcome performance challenges. This demonstrates your commitment to people development, which is a hallmark of exceptional leadership.

Articulating Your Leadership Approach

If you're applying for a management role, be sure to explain how you handle leadership challenges. Describe how you manage different tasks and responsibilities. Show how you inspire collaboration.

Talk about your communication approach. Do you hold regular one-on-one meetings with your team? In your role, do you provide frequent feedback? To encourage transparency, do you create open channels for team members to voice concerns and ideas? Describe how you balance the need for accountability with the importance of creating a psychologically safe environment. People should feel comfortable taking calculated risks and learning from mistakes.

Modern Management Considerations

Modern managers must also be skilled at navigating remote and hybrid work environments. If you have experience managing distributed teams, this is valuable to mention.

Tip: Be authentic! You don't need to say that you're the "perfect" manager. Instead, talk about giving feedback, delegating different tasks, and empowering your team to succeed. Good managers are proactive and often suggest new ideas or strategies to improve team performance.

When answering challenging interview questions about management, use structured techniques and emotional intelligence to respond effectively. Recruiters are looking for a good leader who can communicate effectively and foster a positive work environment.

Honesty about your management philosophy and acknowledgment of areas where you're still learning demonstrates self-awareness and a growth mindset. Organizations value these qualities in their leaders.

READ ALSO: Tips for Mastering an Online Video Job Interview

What Are Your Salary Expectations?

The dreaded question about salary expectations comes up in almost every interview. Recruiters need to know if your current salary aligns with their budget for the new position. But don't let it throw you off! Be prepared to answer this question confidently without underselling yourself.

Navigating Salary Conversations

Salary negotiations can feel uncomfortable. You may be concerned about pricing yourself out of consideration or leaving money on the table. However, approaching this conversation with preparation and confidence is essential to ensuring you're compensated fairly for your skills and experience.

Do Your Research

Before any interview, research salary ranges for your specific role, industry, geographic location, and experience level. Use resources like Glassdoor, PayScale, LinkedIn Salary, and industry-specific compensation surveys. Understanding market rates gives you a solid foundation for your expectations. It helps you speak with authority about your worth.

Strategic Response Options

When the salary question arises, you have several strategic options for how to respond. You can provide a salary range rather than a specific number. This gives you negotiating flexibility while showing you've done your homework.

You can also deflect initially by expressing that you'd like to learn more about the full scope of responsibilities and the complete compensation package before discussing specific numbers. Many total compensation packages include bonuses, equity, retirement contributions, healthcare benefits, professional development budgets, and other valuable components beyond base salary. Understanding the complete picture helps you make informed decisions about whether an offer meets your needs.

Know Your Rights

Tip: Research salary ranges for your industry, location, and level of experience. This will give you a good idea of what to expect and help you stay within reasonable bounds. If you don't feel comfortable discussing salary history, politely steer the conversation toward the salary expectations for the role you're interviewing for.

In many jurisdictions, employers are actually prohibited from asking about your salary history. Know your rights and focus the conversation on your value and market rates rather than what you've earned previously. If you're transitioning industries or roles, emphasize the transferable skills you bring. Explain how your unique background adds value that justifies your compensation expectations.

"Where Do You See Yourself in Five Years?"

This interview question is a classic. Recruiters want to know if you're thinking about long-term career paths and how the job fits into your professional goals. Are you looking to grow with the company? Do you have a career development plan?

What This Question Really Reveals

This question helps interviewers assess whether you're a flight risk who will leave as soon as a better opportunity comes along. They want to know if you're someone who's genuinely interested in building a career with the organization.

Balancing Ambition and Commitment

While this might seem like a vague question, it's an opportunity to show that you're a good fit for the company. Talk about your aspirations and how the job aligns with your goals. Just don't get too specific about things like promotions or salary. Keep the focus on the position and the potential for growth within the company.

The best answers demonstrate ambition balanced with realistic expectations and genuine interest in the company's mission. You want to show that you've thought about your career trajectory. However, you're also flexible and open to opportunities that may emerge as you learn and grow in the role.

Understanding the Employer's Perspective

Employers invest significant time and resources in recruiting and onboarding new employees. They want assurance that you'll stick around long enough for that investment to pay off. However, they also want to hire people who are ambitious and growth-oriented rather than those who are content with stagnation.

The key is striking the right balance. Express enthusiasm for professional development while demonstrating commitment to contributing meaningfully to the organization. Mention specific skills you'd like to develop, types of projects you hope to work on, or areas of the business you're interested in learning more about. This shows you've thought seriously about your career while remaining focused on adding value in your current role.

Crafting Your Answer

Tip: Show that you've thought about your future and that you're eager to contribute to the company's success. Keep the focus on the job description and the impact you hope to make.

Avoid answers that suggest you plan to use this position as a stepping stone to something completely different. Don't indicate that you expect to move up the organizational ladder according to a rigid timeline. Instead, express genuine interest in mastering your craft, taking on increasing responsibility as you prove yourself, and growing alongside the organization as it pursues its strategic objectives.

How Do You Handle Difficult Situations?

It's easy to sound confident when things are going well. However, recruiters want to know how you react when things go south. This question helps them understand how you handle difficult situations and stay calm under pressure.

Why This Question Matters

The workplace inevitably involves challenges. Tight deadlines, resource constraints, interpersonal conflicts, unexpected setbacks, and high-stakes decisions are common. How you navigate these difficulties reveals your true character and professional maturity.

Structuring Your Response

Talk about a time when you faced a difficult situation and describe how you responded. If something went wrong, be honest about it. Admitting when you were wrong shows accountability and a willingness to learn.

Did you take initiative in the situation? While facing the challenge, did you stay calm and think critically? When solving the problem, did you collaborate with others? Show them that you can handle stress while maintaining your communication skills and work ethic. When discussing failures or weaknesses, focus on the lessons learned and the improvements you made as a result.

Key Qualities to Demonstrate

Strong answers to this question demonstrate several key qualities. Show emotional regulation under stress. Display analytical thinking to identify root causes. Exhibit creative problem-solving to develop solutions. Demonstrate effective communication to keep stakeholders informed. Reveal resilience to persist despite setbacks.

Walk the interviewer through your thought process. How did you assess the situation? What options did you consider? Why did you choose the approach you took? How did you adapt when circumstances changed? This level of detail shows sophisticated problem-solving skills and the ability to learn from experience.

The Power of Reflection

The most impressive responses to this question also include reflection on what you learned from the difficult situation. Explain how it shaped your approach to future challenges. Perhaps you realized the importance of more frequent communication. Maybe you learned to escalate issues earlier, discovered a new technique for managing stress, or developed greater empathy for team members facing similar struggles.

This metacognitive awareness -- the ability to think about your own thinking and learn from your experiences -- is what separates good employees from exceptional ones. Show the recruiter that you don't just survive difficult situations. You emerge from them stronger, wiser, and more capable.

"Why Should We Hire You?"

This is where you really get to shine! The interviewer is asking for your pitch -- your chance to explain why you're the great candidate for the role. Be ready to showcase your skills, past experience, and unique qualities that make you the perfect fit for the position.

Making Your Closing Argument

This question is essentially an invitation to make your closing argument. Synthesize everything discussed during the interview. Present a compelling case for why you're the ideal choice.

Think of it as your elevator pitch, but with an added advantage. You've spent time with the interviewer understanding their needs, concerns, and priorities. The most effective responses directly address the key requirements from the job description. They also touch on cultural fit and intangible qualities that make you uniquely valuable.

Three-Part Structure

Structure your response to cover three main areas: technical qualifications, proven track record, and cultural alignment.

First, briefly reinforce that you have the necessary skills, experience, and credentials for the role. Second, point to specific examples of past success that demonstrate you can deliver results in similar situations. Third, explain why this particular company and role excites you. Show that your values and working style align with the organization's culture.

This comprehensive approach addresses the rational and emotional factors that influence hiring decisions.

Stand Out From the Competition

Take this opportunity to differentiate yourself from other candidates by highlighting what sets you apart. Mention specialized skills or unique experiences that make you valuable.

Tip: Highlight your key strengths, experience, and character traits that align with the company's needs. Describe yourself as the type of person who is reliable, organized, and positive -- qualities that make you well-suited for the role.

Show them how you'll contribute to the team and help the company reach its goals. And remember, don't be shy -- this is your time to sell yourself!

Follow Up Effectively

Following up after the interview can also help you stand out among other candidates. It keeps you fresh in the interviewer's mind. Consider referencing specific moments from the interview where you connected with the interviewer or gained insight into the company's challenges. Then explain how your background positions you to address those needs effectively.

READ ALSO: Remain motivated while between jobs

"What Are Your Weaknesses?"

Okay, let's address the elephant in the room -- weaknesses. This is one of those interview questions that can feel a little uncomfortable. However, recruiters ask it to see how self-aware you are. The goal is not to catch you off guard but to assess your ability to be honest and improve.

Why Candidates Struggle

Many candidates stumble on this question because they're unsure how much vulnerability to show. They worry that admitting any weakness will disqualify them from consideration.

The Right Approach

When answering, focus on a weakness you've worked to improve. Talk about how you've recognized it and what steps you've taken to overcome it. This will show that you're committed to personal growth and developing your skills.

The key is selecting a genuine weakness. Don't use a strength disguised as a weakness like "I work too hard" or "I'm too much of a perfectionist." Frame it in a way that demonstrates self-awareness and active improvement.

Providing a Strong Example

For example, you might discuss how you initially struggled with public speaking. Explain how you've since joined Toastmasters, volunteered to lead team presentations, and significantly improved your confidence and delivery.

What This Reveals About You

The "weakness" question also reveals how you handle vulnerability and feedback. These are critical components of a healthy workplace culture. Employees who can acknowledge their limitations, seek help when needed, and continually work on self-improvement are far more valuable than those who pretend to be perfect.

When discussing your weakness, be specific about the steps you're taking to improve. Are you taking courses? Working with a mentor? Using new tools or techniques? Consciously practicing in low-stakes situations before applying the skill in critical moments?

Important Guidelines

Tip: Don't go overboard with self-deprecation! Acknowledge your weakness, but focus on the steps you're taking to grow and improve.

Avoid mentioning weaknesses that are core requirements of the job. If you're interviewing for a project manager role, don't say you struggle with organization or time management. Instead, focus on areas adjacent to the role's requirements. Your ongoing development should show growth mindset without raising red flags about your ability to perform essential functions.

"How Do You Handle Feedback?"

One of the most important things a recruiter wants to know is how you handle feedback. Being open to feedback is a key trait of a successful employee. Recruiters want to see that you can take constructive criticism in stride.

Why Feedback Matters

In today's fast-paced work environments, the ability to receive, process, and act on feedback quickly is essential. It enables continuous improvement and agility.

Using the STAR Method

When answering behavioral interview questions, the most important thing is to focus on the actions you took in response to feedback. The STAR method emphasizes describing the specific steps you took to address the feedback. Explain how you improved your work style or performance.

Show that you're open to growth and are willing to learn from mistakes. Great answers to this question include specific examples of feedback you received, how you initially reacted, what you learned from it, and how you implemented changes based on that feedback.

Demonstrating Versatility

Consider discussing different types of feedback situations to demonstrate versatility in handling input from various sources. Perhaps you received critical feedback from a supervisor on a major project. Maybe you got constructive suggestions from peers during a team retrospective. Or you received customer complaints that helped you improve service delivery.

Each scenario shows different dimensions of your ability to receive feedback. It reveals how you handle input from authority figures, from colleagues at your level, and from external stakeholders. The best employees actively seek feedback rather than waiting for it to be offered. This shows they're proactive about personal development.

Showing Emotional Maturity

Your response to this question should convey emotional maturity. Demonstrate the ability to set aside ego. Show that you listen without becoming defensive. Explain how you ask clarifying questions to ensure you understand the feedback fully. Express gratitude for the input even when it's difficult to hear.

Describe your process for processing feedback. Before responding, do you take time to reflect? To better understand the concern, do you ask for specific examples? When improvement is needed, do you create an action plan? This level of detail demonstrates sophistication in how you approach professional growth. It shows you have systems in place for continuous self-improvement rather than relying solely on intuition or motivation.

"Describe Your Ideal Work Environment"

The work environment plays a huge role in your success at a company. Recruiters want to know if their office culture is a good match for you. Your answer will reveal whether you're a good fit for their team and whether the company is the right place for you to thrive.

A Dual-Purpose Question

This question serves a dual purpose. It helps the employer assess cultural fit. It also gives you an opportunity to learn more about whether the work environment aligns with your preferences and needs.

Being Honest About Your Preferences

Be honest about the kind of environment where you do your best work. Do you prefer a collaborative team atmosphere, or do you thrive in a more independent setting? Sharing ideas and collaborating with team members is essential for problem-solving and innovation in a positive work environment.

Additionally, clear communication and choosing your words carefully help foster respect and understanding among colleagues. Be sure to explain how your work style aligns with the company's work environment.

Multiple Dimensions to Consider

When answering this question, consider multiple dimensions of work environment. Think about the physical space (open office versus private offices, remote versus on-site). Consider the pace (fast-paced and dynamic versus steady and predictable). Reflect on the culture (formal versus casual, hierarchical versus flat). Think about the communication style (frequent meetings versus asynchronous updates). Consider the management approach (micromanaged versus autonomous).

You don't need to have rigid preferences for all these dimensions. Being thoughtful about what helps you perform at your best shows self-awareness.

The Strategic Approach

The most strategic approach is to emphasize flexibility and adaptability while highlighting a few key elements that are genuinely important to your success. For example, you might say you've thrived in various environments. However, you find that transparent communication, opportunities for collaboration, and clear expectations are common threads in places where you've done your best work.

This positions you as someone who can adapt while also subtly learning whether the company offers those critical elements. Pay attention to how the interviewer responds. Their answer gives you valuable data about whether this opportunity is right for you.

"What Do You Know About Our Company?"

Recruiters love it when candidates come prepared! Showing that you've researched the company is a great way to demonstrate your interest in the role. It also shows your commitment to the hiring process.

Going Beyond the Basics

Talk about what you know about the company's mission, values, and recent projects. This question separates candidates who are spraying applications everywhere from those who are genuinely interested in this specific opportunity.

This is your chance to show that you're not just looking for any job. Prove that you're specifically interested in working for this potential employer. Go beyond surface-level knowledge like the company's founding date or number of employees.

Demonstrating Deep Research

Discuss recent news about the company. Mention product launches, expansion into new markets, awards or recognition, leadership changes, or strategic initiatives mentioned in their annual report or press releases. Reference their mission statement or core values. Explain how these resonate with your own professional values.

If you've used their products or services, share your authentic experience as a customer or user.

What Your Research Reveals

The depth of your research demonstrates several important qualities. Genuine interest in the opportunity is clearly shown. Initiative and resourcefulness are effectively revealed through the response. Attention to detail is also evident throughout. Respect for the interviewer's time is consistently demonstrated.

When you walk into an interview armed with knowledge about the company, you can have a more sophisticated conversation. You can discuss how you'd contribute to their specific goals and challenges rather than speaking in generalities. You can also ask more insightful questions based on your research. This impresses interviewers and helps you gather information needed to make an informed decision if you receive an offer.

Connecting Your Background to Their Needs

Take your company research a step further by connecting your background to their needs. For example: "I noticed on your website that you're expanding into the healthcare sector. Having worked in healthcare technology for five years, I'm excited about the opportunity to bring that industry expertise to your team. I can help you navigate compliance requirements and build relationships with hospital systems."

This type of tailored response shows you've thought seriously about how you'd add value in the specific context of this organization. You're not just looking for any job in your field.

Interview Tips and Best Practices

Succeeding in a job interview goes beyond just answering questions. It's about presenting your best self and making a memorable impression on the hiring manager.

Preparation Is Key

Start by thoroughly reviewing the job description and researching the company. This allows you to tailor your responses to what the potential employer is looking for. The interview begins long before you walk into the room or log onto the video call. Your preparation sets the foundation for success.

During the Interview

During the interview process, demonstrate self-awareness by reflecting on your strengths, areas for growth, and how your character traits align with the company's values. Use the STAR method to structure your answers. Provide clear examples that highlight your communication skills and relevant experience.

Don't hesitate to ask questions about the position, team, or development opportunities. This shows genuine interest and helps you assess if the company is the right fit for your career goals.

Evaluating the Opportunity

Remember, the interview is also your chance to evaluate the work environment and management style. Make sure it matches your preferred way of working.

Following Up

After the job interview, send a thank-you note to express your appreciation and reinforce your enthusiasm for the role. Following up on your application status demonstrates professionalism. It keeps you top of mind during the hiring process.

Practical Details Matter

Beyond these fundamentals, pay attention to practical details that can make or break your interview performance. Plan your logistics carefully. For virtual interviews, test your technology. For in-person meetings, plan your route to arrive early. Prepare backup plans in case something goes wrong.

Dress appropriately for the company culture, erring on the side of being slightly more formal than the everyday dress code. Bring multiple copies of your resume, a notepad for taking notes, and a list of thoughtful questions you want to ask.

Non-Verbal Communication

Your body language and non-verbal communication matter tremendously in creating positive impressions. Maintain appropriate eye contact. Offer a firm handshake when meeting in person. Sit up straight with open body language. Show genuine engagement through nodding and facial expressions as the interviewer speaks.

For virtual interviews, look at the camera when speaking rather than at your own image on the screen. Ensure your background is professional and uncluttered. Test your audio and video quality beforehand.

The Right Mindset

By following these interview tips and best practices, candidates can confidently navigate the interview process, showcase their skills, and increase their chances of landing the job. Remember that interviews are as much about finding the right mutual fit as they are about being evaluated. You're interviewing the company just as much as they're interviewing you.

Approach each interview as a professional conversation between equals rather than an interrogation. You'll project confidence while gathering the information you need to make the best career decision.

Showcasing Your Professional Identity

Each question is a doorway into showcasing different aspects of your professional identity. Display your technical capabilities. Reveal your interpersonal skills. Demonstrate your problem-solving approach. Share your cultural values. Express your career aspirations.

The Power of Authenticity

Remember, it's all about being authentic, staying calm, and showing your best self. So, the next time you step into an interview, you'll be ready to impress and show why you're the perfect fit for the job.

Authentic answers resonate more powerfully than rehearsed scripts that sound impressive but feel hollow. Interviewers are skilled at detecting when candidates are being genuine versus when they're performing a role they think the interviewer wants to see.

A Systematic Approach

Approach your interview preparation systematically. Research the company thoroughly. Review the job description carefully. Prepare examples using the STAR method for common behavioral questions. Practice your responses until they feel natural. Develop thoughtful questions that demonstrate your strategic thinking about the role.

However, also remember that flexibility and authenticity matter more than perfect memorization. If you've done your preparation work, trust yourself to have meaningful conversations rather than reciting predetermined scripts.

Embracing the Process

Finally, remember that rejection is a normal part of the job search process. It doesn't reflect your worth as a professional. Each interview is an opportunity to refine your approach, learn what resonates with employers, and get closer to finding the right opportunity.

Even unsuccessful interviews provide valuable practice and feedback that improve your performance in future conversations. Stay persistent. Continue learning from each experience. Maintain confidence that the right opportunity will emerge when you're prepared to seize it.

With the insights and strategies shared in this guide, you're well-equipped to navigate the interview process with confidence and land the position that advances your career goals.

Conclusion

The interview questions you encounter during a job interview are your opportunity to shine. By preparing thoughtful answers to these common interview questions, you can demonstrate your qualifications, character traits, and enthusiasm for the position. more

Anonymous member

Career development

1w

We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

more

4

Lisa Serradilla
2d
There’s something missing here. What was he initially hired for? And what does he currently do? The accusations of slavery and discrimination here... are frankly repulsive given the lack of specific facts. The employee may not have good people skills. Some people do and some people don’t. In our hyperbolic work environment too many people assume discrimination . Plenty of people apply for internal positions and don’t get them. Give this person feedback for how to improve or other opportunities he might be better suited for. It’s not discrimination to tell someone the truth about their skills. Done correctly, you can incentivize people to learn and improve and continue to be a valued member of your team. more
Rahab Njuguna
3d
Are you suggesting that due to his disability he will chase customers away? Are there any DEI programs where you work? Honestly I am of the opinion he... should be given an equal chance and also upskilled through learning and development programs to be equiped at an equitable level to grow his career into whatever he would like to be. "Hiding" him behind document archives is dehumanizing, degrading and planting ideas that being in the shadows is the only place he belongs. Totally unacceptable, we are now inclusive societies. more
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