Career development

Jessica Miller

7h

I just got back from a job interview and have mixed feelings. They kept trying to confuse me and make me feel bad. At the start, they asked me to tell them about myself. I began talking about my duties at my last job, but they said they didn’t want memorized answers, they wanted real achievements.
Then they asked if I had taken a certain test. I said no (I’d never even heard of it) and they told... me that meant I failed it and got the lowest score. At the end the HR person said they had wasted their time talking to me and that their time is valuable.
Is this how interviews are done now to test how well people handle stress?

more

Richard Bernard Gudoi Gid'Agui
1h
Besides at interviews you are at their mercu and you need the job and they are looking for someone eith strateguc mixed talent
Richard Bernard Gudoi Gid'Agui
1h
That was ok you needed to manage stress under difficult conditions and how to stand your ground when working with professionals or diffucult boss. You... needed to know how policies work and how you manage your work plsns and deveop results. Talk about work and results more

William Robinson

Career development

1w

I had a job interview at a small company. The director said he was going to lunch and asked me to go with him. He bought me a coffee, we talked calmly and then he said I got the job and could start on Monday. I still don’t understand what the catch is. Or did I really just get lucky and find a job that easily?

8

Tree Moon
9h
I would love a job interview like that! The best are when you are hired on the spot when you just walk in with your Rez.
1
Mathew Oyebisi
1d
Congratulations

Anonymous member

Career development

1d

Hi! People at work look at me like I’m crazy or from another planet. When we collect money for someone’s birthday, people usually ask for simple things like a toaster or a frying pan. But I said I’d like an art book. I’ve wanted one for a long time, but I can’t usually afford it, so I thought it would be a nice group gift.
Some people didn’t like that. They said it’s a waste of money and now they... look at me strangely.
Should I try to change their minds, or just let them keep dreaming about frying pans? Thanks

more

Tree Moon
9h
They are the weird ones. It's a great idea. Collectible, too. I was gifted a Maxfield Parish Calendar which later sold at auction for $2000. i send... original art as gifts all the time. With Art the value can really skyrocket. more
TriComTechnologies Kimani
21h
Already that gifting as a group is wrong. A birthday gift should be optional and a personal statement from the giver, determined by the... relationship.
It is unethical to ask for a gift you can’t afford. more

Career development

11h

In a Tight Job Market, Seniors Need to Show Skills (Not Just Majors) - The Middlebury Campus

This piece has been written by staff members at The Center for Careers and Internships. For students of the class of 2026 preparing to enter a competitive job market, getting an early start on the job search can help you navigate an increasingly competitive landscape.

Hiring has become more selective, and many employers are changing how they evaluate candidates. Increasingly, they are focused... less on GPAs and majors and more on specific skills applicants can demonstrate. According to the latest Job Outlook 2026 survey from the National Association of Colleges and Employers (NACE), 70% of employers report using skills-based hiring, up from 65% last year. At the same time, only 42% screen candidates by GPA, down from 73% in 2019, and more than 80% list key skills directly in job descriptions.

In other words, employers are scanning applications for evidence of skills, not just academic credentials. For Middlebury students, this is an opportunity if you know how to show what you can do.

What Skills-Based Hiring Means for Liberal Arts Students

Skills-based hiring is a recruitment approach that evaluates candidates based on demonstrated competencies such as critical thinking, communication, teamwork, and problem-solving. Instead of relying primarily on degrees and GPAs, employers look for examples of how applicants have used these skills in real situations. That means experiences students gain through research projects, internships, campus jobs, student organizations, study abroad, athletics, and community engagement matter more than ever.

CCI advisors say this shift can work in your favor. "Middlebury students are gaining these skills every day through coursework, experiential learning, and leadership roles," said Alicia Gomez, Associate Director, Career Advising at CCI. "The key is learning how to talk about those experiences in a way that clearly shows employers what you can do and the impact you can have."

Common Résumé Mistakes Students Make

Advisors say many students undersell their experiences on their résumés. Common mistakes include listing responsibilities instead of results, writing generic bullet points that could apply to anyone, leaving out numbers or measurable outcomes, including a skills section that doesn't match the job description, and sending the same résumé to every employer.

For example, a résumé bullet that reads "Worked on a research project" doesn't tell an employer much. Hiring managers want to know what problem you worked on, what actions you took, and what changed because of your work. Specific results help employers see the skills behind the experience.

Why Interview Stories Matter

The focus on skills becomes even clearer during interviews. Employers frequently ask behavioral questions designed to reveal how candidates think and work in real situations, such as asking students to describe a time they solved a problem, faced a challenge on a team, or had to adapt quickly.

These questions are designed to uncover how candidates apply their skills more than learn what courses they took or positions they held.

The STARR Method for Stronger Interview Answers

CCI advisors recommend using the STARR method to structure interview responses. This framework helps candidates turn experiences into clear, compelling stories by walking through the situation, the task or responsibility involved, the actions taken, and the result. The final step, reflection and relevance, explains what was learned and how that experience connects to the role being pursued.

Preparing for Skills-Based Interviews

You can prepare for this type of hiring process by identifying three to five skills listed in a job description and then selecting experiences where those skills were demonstrated. These examples can come from coursework, internships, research projects, or campus and community involvement. Students should build a small "story bank" of experiences that can be adapted to different interview questions and practice telling those stories out loud to improve clarity and confidence.

You can also practice responses using CCI's Big Interview platform, which records answers and provides feedback.

Understanding how skills-based hiring works can give you an advantage. NACE research shows fewer than 40% of graduating seniors say they are familiar with the concept.

Skills-based hiring places less emphasis on credentials alone and more on what candidates can demonstrate they are capable of doing. For Middlebury students, that means the experiences gained through coursework, internships, leadership roles, research, and campus and community involvement can all serve as evidence of the skills employers want.

In a competitive market, starting now and clearly connecting those experiences to the skills employers seek can make a significant difference in a job search. Need help getting started? Log in to your Handshake account to schedule an appointment with a CCI advisor today.

Editor's note: Himmel Isham and Mosehauer are senior associate directors at The Center for Career and Internships (CCI). Veilleux is the assistant director of communications and outreach at the CCI. more

Career development

11h

How to Choose the Right Psychometric Test for the Recruitment Process in 2026

As hiring cycles accelerate and roles become more complex, recruiters need assessments that measure far more than résumés or interviews can uncover.

Choosing the right psychometric test for recruitment is no longer optional for organizations competing in a skills-scarce, high-performance talent market. As hiring cycles accelerate and roles become more complex, recruiters need assessments that... measure far more than résumés or interviews can uncover.

In 2026, data-driven hiring depends on evaluating personality traits, cognitive ability, motivations, and behavioral tendencies with accuracy, scale, and scientific rigor. The rightpsychometric test for recruitment from platforms like Mercer assessments helps predict on-the-job performance, reduce hiring errors, and strengthen cultural alignment.

This blog explains how organizations can smartly select the most suitable psychometric tools and why these test methods continue to be central to modern hiring excellence.

The science behind psychometric assessments has evolved rapidly. Modern platforms like Mercer assessments combine psychological theory, validated scoring models, and AI-assisted reporting to offer talent insights with greater precision. Organizations now rely on a psychometric test for recruitment to:

With future workplaces emphasizing agility, digital fluency, and cross-functional teamwork, the role of psychometric testing has expanded beyond hiring alone. These tools now support talent development, succession planning, skill-gap identification, and workforce optimization.

To choose the right assessment, you first need clarity on what each category measures and when it is most useful.

Apersonality test measures enduring traits such as communication style, decision-making preferences, stress response, teamwork approach, and leadership tendencies. These tests predict how individuals behave in different work environments and help assess cultural fit, role fit, and managerial potential.

They typically evaluate:

These measure numerical reasoning, verbal ability, logical thinking, spatial awareness, and learning agility. They are widely used for campus hiring, lateral hiring, and roles requiring strong analytical thinking.

These tests reveal what energizes a candidate, their preferred work environment, and their alignment with the organization's purpose and culture.

These evaluate observable actions, leadership styles, teamwork tendencies, and decision-making approaches in real or simulated work situations.

Selecting the right combination ensures holistic evaluation rather than depending on isolated attributes.

Here are the key evaluation criteria organizations should use when selecting a psychometric test from platforms like Mercer assessments.

Start by identifying what the role demands:

Once competencies are defined, pick the test type, personality, cognitive, behavioral, or motivational, that aligns with those needs.

A high-quality psychometric test for recruitment should correlate strongly with on-the-job performance. Assessment providers should offer evidence of:

The stronger the correlation, the more dependable your hiring decisions.

In 2026, simple personality questionnaires will no longer be sufficient. Advanced personality test formats, such as forced-choice scales, reduce socially desirable responses and provide a more authentic profile. Multi-dimensional tools measure 20-30+ traits, offering deeper insights into workplace behavior.

These actionable insights help recruiters make informed, defensible decisions.

Large organizations require adaptable test batteries for:

A strong assessment partner provides customizable test combinations and multiple languages.

A powerful psychometric platform should offer:

Smooth experience improves recruiter efficiency and candidate satisfaction.

Introducing a psychometric test into the hiring workflow requires clarity, structure, and the right sequencing. The goal is to enhance decision-making without disrupting the candidate experience or recruiter efficiency.

Begin by mapping the job's behavioral, cognitive, and cultural requirements. This ensures the psychometric test aligns with measurable competencies and supports unbiased, structured decision-making for every candidate.

Use cognitive, behavioral, motivation, or personality tools based on the role's core demands. This prevents irrelevant testing and ensures each test delivers insights directly linked to performance outcomes.

Introduce the assessment before interviews to build a reliable shortlist. Early inclusion improves efficiency, removes bias, and allows recruiters to compare candidates on standardized, objective psychometric data.

Explain why the test is used, how results influence evaluation, and what benefits candidates gain. Transparency enhances trust, improves completion rates, and positions the company as fair and people-centric.

Use psychometric scores alongside structured interviews, situational tasks, and work samples. This blended approach creates a balanced, data-rich evaluation that strengthens predictive accuracy and reduces hiring errors.

Equip recruiters and hiring managers with structured interpretation guidelines. Proper training helps them use scores meaningfully, avoid misjudgments, and make consistent decisions aligned with validated psychometric principles.

Integrate the psychometric test into your applicant tracking system for automated scheduling, scoring, and reporting. This ensures seamless evaluation at scale, reducing manual workload and improving turnaround time.

Track hiring accuracy, performance outcomes, and attrition patterns. Continuous monitoring ensures the psychometric test stays relevant, properly calibrated, and aligned with evolving organizational and role-specific requirements.

In 2026, effective hiring depends on scientifically designed assessments that evaluate candidates holistically, beyond skills or interviews. A reliable psychometric test for recruitment offers a data-driven, unbiased, and scalable way to identify the right talent for every role.

When combined with a high-quality personality test and assessments for cognition, motivation, and behavior, organizations can build a stronger, more future-ready workforce. The key is selecting a psychometric solution with validated models, strong norming practices, actionable insights, and proven predictive accuracy.

By choosing assessments that align with organizational goals, recruiters can strengthen hiring decisions and support long-term business performance. more

Career development

12h

The Backyard Quarry: Turning Rocks Into Data

Another round of tech layoffs rolled through the industry recently, and I was one of the people caught in it.

If you've worked in tech for any length of time, you know the routine that follows. Update the résumé. Reach out to contacts. Scroll job boards. Try to figure out which technologies the market is currently excited about and which ones have quietly drifted into irrelevance.

After a few... days of that cycle, I found myself spending more time outside than in front of a laptop.

One afternoon, walking around the yard, I noticed something interesting.

My backyard contains a surprisingly large dataset.

Rocks.

Sample of the rocks from the Backyard Quarry used for the dataset.

Lots of rocks.

Some are the size of peas. Others are roughly the size of a car engine. A few fall somewhere in the unsettling range between "wheelbarrow recommended" and "this probably requires heavy machinery."

Naturally, I had the same thought many people eventually have when staring at a large pile of rocks:

I could probably sell these.

A small stand near the road. A few piles sorted by size. Maybe a sign that says "Landscaping Rock." It's not exactly a venture-backed startup, but stranger side businesses have existed.

Unfortunately, engineers have a well-known weakness.

We rarely do things the simple way.

If I was going to sell rocks, I wasn't just going to pile them on a table.

I was going to build a system.

The moment you start thinking about the rocks as inventory, a familiar set of questions appears.

Which ones are small decorative stones and which ones fall firmly into what I've started calling Engine Block Class?

Like many real-world datasets, this one has significant variability.

Some objects are a few grams. Others weigh enough to require careful lifting technique and a brief internal conversation about life choices.

At a glance, the dataset looks chaotic. But underneath the chaos are patterns.

Different sizes. Different shapes. Different colors. Different geological types. Some rocks are smooth river stones. Others are jagged fragments that look like they escaped from a small landslide.

If you squint a little, you start to see the outlines of something familiar to anyone who works with data systems.

A collection of physical objects that could be represented as structured records.

In theory, selling rocks is simple.

But once you start thinking about it from an engineering perspective, the questions multiply.

And what about the really large ones -- the ones that are clearly in the Engine Block Class, which itself appears to span everything from motorcycle engine scale to something closer to a semi-truck.

Once you start thinking about these questions, the simple rock pile begins to look like something else entirely.

Each rock in the yard becomes a digital object -- a structured record representing something in the physical world.

In other words, each rock now has a digital twin.

That might sound slightly ridiculous in the context of landscaping stones, but the idea is surprisingly powerful.

Across many industries, organizations are trying to solve exactly this problem: how to connect messy physical reality with structured digital systems.

Logistics companies track inventory moving through warehouses.

We want to represent it in a way that software systems can understand.

At this point the rock pile had acquired a new name.

The Backyard Quarry.

Partly as a joke, and partly because it captured the spirit of the project. What started as a casual observation had turned into a small experiment in data modeling, object cataloging, and system design.

But the underlying questions are surprisingly rich.

How do you represent physical objects in software?

How do you capture information about them?

How do you search and organize the resulting data?

And how do these systems scale when the number of objects grows from a few dozen to thousands -- or millions?

Over the next few posts in this series, I'm going to explore those questions by building a small system around the Backyard Quarry.

The world has no shortage of complicated engineering problems.

Sometimes the best place to explore them is somewhere simpler.

Like a pile of rocks in the backyard.

And if you happen to need a carefully documented specimen from the Backyard Quarry, inventory is currently available.

Shipping, however, may exceed the value of the rock itself. more

Career development

12h

Why become a Mentor in our Finance Mentoring Programme? | Handle Recruitment

As a senior finance leader, your impact goes beyond your title. It's in the people you develop and the decisions you shape, and mentoring is a natural way to extend that impact further.

Our Finance Mentoring Programme is designed for exactly that, to give you a structured, purposeful way to support high-potential Finance Managers and Financial Controllers as they step into more strategic,... leadership-focused roles.

The programme offers a purposeful way to share that experience, while staying closely connected to the next generation of finance leaders. If you're a Finance Director, Head of Finance, CFO, or a C-Suite finance professional looking to contribute to finance leadership development while continuing to grow your own perspective, this programme is designed to support that.

We know that your time is limited. That's why our approach is efficient, focused, and fully supported.

At Handle, we've worked closely with finance professionals across Media, Entertainment, Brand & Experience, Culture, Sport & Tech, and have over 10 years' experience delivering structured mentoring programmes. We oversee the full programme end-to-end, beginning by carefully matching you with a mentee aligned to your background, providing light-touch frameworks that help guide each conversation.

You're not expected to 'teach' or overcommit. Your role is to offer perspective, share real-world experience, and help your mentee think differently about the challenges they're facing in their finance career development.

â-ªï¸Stay close to the next generation of finance leaders: Gain direct insight into how emerging finance talent is approaching financial planning, business partnering, and commercial decision-making. It's an unfiltered view of the future finance leadership pipeline.

â-ªï¸Sharpen your finance leadership and communication style: Mentoring strengthens your ability to influence, challenge thinking, and communicate complex financial concepts clearly, all critical for senior finance and board-level roles.

â-ªï¸Broaden your commercial and industry perspective: Exposure to different sectors, business models, and finance functions enhances your own commercial awareness and strategic thinking beyond your current organisation.

â-ªï¸Expand your finance network with purpose: Build long-term relationships with high-potential Finance Managers and Financial Controllers, strengthening your network within the wider finance community.

â-ªï¸Support finance career development at a critical stage: Play a direct role in mentoring for finance professionals as they step into more senior positions, helping bridge the gap between technical accounting expertise and leadership capability.

â-ªï¸Apply your experience to real finance challenges: From stakeholder management to navigating complex reporting cycles and strategic decisions, mentoring allows you to share practical insight that supports real-time challenges in a meaningful way.

There's a point in every senior career where the question shifts from "what's next for me?" to "where else can I add value?" Mentoring answers that in a way that's both practical and rewarding.

It allows you to step outside your day-to-day role, contribute to the wider finance community, and play a part in shaping the next generation of finance leaders, without the constraints of organisational structures or internal politics.

By investing a small amount of your time, you can have a significant impact on someone's long-term career direction, while staying closely connected to how the role of finance itself is changing.

If you're a Finance Director, Head of Finance, CFO, or a C-Suite finance professional apply to join our Finance Mentoring Programme.

ğŸ" Applications are now open, with a deadline of 31st March 2026.

We opened the doors in 1978 and built our reputation in the music industry. We quickly realised that a great brand is not always a household name. A great brand is something people connect with, not just a place they work. Somewhere that helps them become better at what they do. It could be a record label, it could be in media, it could be a tech start-up. more

Career development

12h

Red flags to watch for in a prospective employer - BusinessWorld Online

I have a scheduled final job interview with my prospective boss, a factory vice-president. It's the first time I will be exploring other avenues after spending close to 15 years with my current job as manager. What are the signs I might be in for a positive long-term relationship? Please advise. -- Red Lantern.

You know the drill. Job applicants must walk into an interview while showing their... best. You must be punctual, well-prepared, energized, and with a positive aura. But here's the twist. What if the prospective employer can't do the same thing?

If an interviewer shows bad habits during the first 30 minutes of your scheduled encounter, then consider it a preview of coming attractions. Consider it a double whammy if that interviewer holds a high-ranking position.

It's like watching a superstar in a movie trailer. If it's bad, then expect the full film to be a disaster.

Job interviews are not just evaluations of candidates; they're the stage for showing off the good things about one's organization. While red flags could emerge in any frontline interviewer, your focus should be on the decision maker, especially your prospective boss.

This is one lesson for professionals. They must see to it that their interaction with applicants shapes the employer's brand. If they can't get through without showing an interview meeting with basic courtesy, imagine how they might handle career pathing, performance reviews, internal conflicts, or strategic decisions in the future.

RED FLAGS

Trust what you see. Let's break this down into specific warning signs you should watch for. First impressions in this context are not misleading. They can reveal much of what you can expect from them.

Therefore, observe their acts and omissions the moment you enter their workplace. Here are some of the red flags interviewers display that tell you the company may not deserve you:

One, the interviewer arrives late. And doesn't apologize. Punctuality is one simple test of professionalism. If an interviewer walks in more than 10 minutes late and acts as if it's not a big deal, then you've been given an early glimpse of their culture and management style.

Two, they badmouth other people. A dynamic leader lifts people up. A lousy one brings others down, especially those who are no longer around to defend themselves. If the interviewer spends time airing their dirty laundry, it reflects more negatively about themselves than of other people.

Three, they brag about an unpopular culture. When you hear them talking about "doing overtime work without pay," be wary. In a positive workplace, people talk about collaboration, support, and psychological safety. In unhealthy workplaces, unpaid overtime is often disguised as teamwork.

Four, they ask questions that are already clear in your CV. A prepared interviewer studies your background carefully. A bad interviewer shows they are incapable of asking intelligent questions. That means you're not being evaluated for your potential and strengths.

Five, they ask inappropriate or illegal questions. There are some questions that deserve only a polite smile. These questions include: When are you planning to get married? Do you live with your boyfriend or girlfriend? How many kids do you plan to have?

Six, they rush the interview for an "important" meeting. If the interview is completed in ten minutes or less, then don't bother trying to find out about your chances. Either they've already chosen someone, or they don't care enough to properly evaluate candidates.

Seven, they give unclear answers to your questions. The best candidate always asks smart questions. If the interviewer dodges your inquiries about workload, expectations, career paths, or turnover, it's a sign they're hiding something.

Eight, they oversell the job. Watch out for these key phrases: "several opportunities" and "dynamic workforce." When you hear those, ask: "How? What's the reason for this vacancy?" When a job is truly great, it sells itself.

Nine, they keep checking their phone or laptop. An interviewer who can't stop checking the phone during the interview is saying: "You're not important." Full attention is respect. If you can't have it during a conversation, you can't have it on the job.

Ten, they pressure you to accept immediately. Good employers allow you to think. Bad employers rush you with statements like: "Let us know by tomorrow. We have other applicants waiting." This may suggest urgency due to high turnover or poor planning.

REVERSE INTERVIEW

Try reverse interview questions. Flip the script by vetting the company's culture, professionalism, and stability. Ask permission if you can ask questions which they should accept. Then proceed with killer questions like the following:

What happened to the previous occupant of this job? What does success look like in this role after six months? How does your department handle mistakes? What's the most common reason people leave this company? How do you support professional development and learning?

Can you describe the last time the team celebrated a win? How is feedback typically delivered here? If there's one thing you would like to change in this organization, then what is it?

When you're seeking job opportunities elsewhere, remember that you're not just being interviewed for the job. Rather, you must seek to interview them to discover if they're worth your talent. After all, you're leaving your current employ of 15 years.

Bad interviewers are easy to detect. They will show the signs in an instant. Again, if the movie trailer looks bad, don't wait for the full movie. There are better employers somewhere. Save your talent for the ones who deserve it. more

Career development

13h

People aged 30 or over looking for new job urged to make key change to CV

People have been urged to make one key change to their CV to help them stand out from other candidates. The job scene is incredibly competitive with the process becoming more hard.

Often applicants must submit their CV, along with a cover letter, when applying for a role. And when it's successful, they will be invited for an interview, whether it's face-to-face or over a video call. Now an... employment expert has issued guidance on CV's and shared how your age might be a huge influence.

Age discrimination is illegal here, as Age UK states: "Under the Equality Act, you are protected from age discrimination in all aspects of your employment, including recruitment, employment terms and conditions, promotions and transfers, training and dismissals. The Equality Act protects you from direct discrimination, indirect discrimination, harassment and victimisation."

Morgan, a professional CV writer, has shared guidance on social media, urging people to customise their job applications and edit their experience to make their age less apparent in an attempt to counter any conscious or unconscious prejudice from employers.

She also recommended removing the year you graduated university from your CV to make your age more difficult to determine.

In a video posted on TikTok, Morgan said: "If you're struggling to land interviews, it might be because you look too old on your résumé - yes, even millennials. And the data is brutal. So, over 90 per cent of people over the age of 40 have experienced some kind of age discrimination. And now we're at a point where 40 per cent of millennials are hiding some of their earlier work experience."

She went on: "Of course, age discrimination has always been around in hiring but I think what's exacerbating this problem is just how many middle manager lay-offs there have been in the past few years."

The expert suggested "age-proofing your résumé" and said after "writing résumés for six years", she'd learned "a little secret." In the background of her footage, the "experience" portion of a job advert's criteria was displayed, requesting "10+ years of related experience".

Morgan went on: "The answer, 90 per cent of the time, is in here. I do think a good general guideline is to cut it off after 10 years, but an even better answer is to look at the job descriptions.

"So, in this example when they're asking for 10 years of experience, don't list all 20. I would give it a two to three year buffer at most.

"So for 10 years of experience, don't list more than 13, and the reason behind this is very simple because if they're asking for four to five years, that's all they have the budget for when it comes to salary. If you come in with 15 years, they can't afford you and, at the end of the day, your résumé is meant to be a marketing document."

Morgan wrapped up with a ten-word tip: "It is supposed to be your flyer, not your memoir."

In the comments section, fellow TikTok users were eager to share their opinions, with many expressing frustration at the "games" necessary to pull off a successful job application.

One said: "If I list just 12 years of experience with manager/director roles on it, won't they just be able to deduce I'm in my 40s or 50s anyway? What's the f'n point of these games?"

Another said: "I hate the hoops you have to jump through to even get interviews now. Not a single interview in over two years, it's really discouraging"

A third said: "We don't have enough experience, and now we have too much experience." more

Career development

14h

Who Are Jenna Ortega's Parents? What We Know

Jenna Ortega Grew Up With Her Parents in California

Edward Ortega is her father, and Natalie Ortega is her mother. Jenna has described being raised in California's desert region (often associated with the Coachella Valley area) rather than growing up inside the day-to-day Hollywood bubble. That matters because it shapes how her early acting story is commonly told: not as a prepackaged industry... pipeline, but as a family logistical grind -- commutes, auditions, school planning, and constant scheduling.

Another widely reported detail is that she is one of six children. For people asking what her parents "did" for her career, that's a big part of the answer: supporting a child actor isn't just encouragement, it's time, money, and planning multiplied by a full household. The reason this topic stays relevant is that Jenna's work ethic often reads as learned behavior, and the family structure helps explain why she talks about discipline the way she does.

It's also worth addressing what fans often get wrong. A lot of online bios try to turn her parents into public figures with easily searchable résumés, because that's how celebrity-family coverage often works. In this case, they've largely remained private, which is why many "facts" circulating online are either assumptions or repeated without clear sourcing.

What Reports Say About Edward Ortega and His Work

Most reputable profiles frame Edward Ortega as a private parent with a career outside entertainment. He is frequently described as a businessman, and some sources note a background in public service. What's consistent across coverage is the broader point: he isn't positioned as a celebrity parent, doesn't typically do publicity, and isn't building an "industry persona" off his daughter's success.

That low visibility is the reason there are fewer verified details compared with the parents of stars who actively participate in media coverage. When Edward comes up, it's usually in the context of how Jenna stayed grounded while working as a minor -- family rules, stability, and a home base that didn't revolve entirely around fame. In practical terms, this is often what keeps young actors from burning out: the adult support system isn't trying to monetize attention, it's trying to protect routine.

There's also a values component that comes through in interviews and profiles. Jenna frequently speaks about maintaining perspective, being careful with choices, and not letting the industry swallow her identity. Those aren't random personality traits; they often reflect a household that prioritized structure and boundaries while still taking her ambition seriously.

Natalie Ortega's Nursing Career and the Family Routine

Natalie Ortega is widely reported to be an emergency room nurse, and that detail is more revealing than it seems. ER work is pressure-heavy, shift-driven, and emotionally demanding. When you pair that reality with the demands of raising six children, you get a clearer picture of why Jenna often sounds unusually disciplined for someone who became famous young: she grew up around a model of work that requires calm under stress and consistency even when life gets chaotic.

Several profiles also credit Natalie with playing a direct role in Jenna's earliest break by helping her get noticed online, which eventually connected her to industry opportunities. The value of that detail isn't the "viral moment" myth; it's the parenting strategy underneath it. A lot of families wait for the industry to discover their kid. This story is often told as a parent using whatever tools were available to open a door -- and then doing the much harder part afterward: managing schedules, protecting school time, and keeping the household functional.

Just as importantly, Natalie's presence is often tied to the idea of guardrails. Child acting isn't only about getting roles; it's about making sure the work doesn't become the entire identity. That's why many credible writeups focus less on glamour and more on stability -- someone making sure a young performer is sleeping, studying, and recovering between shoots rather than living in nonstop performance mode.

Why Her Upbringing Matters

People ask about Jenna's parents because they're looking for the "why" behind the way she moves through fame. Her career wasn't a single overnight leap. It was a long ladder: early roles, steady TV work, then a pop-culture breakthrough with Wednesday that turned her into a household name. That arc is easier to sustain when someone has a stable home base and adults who treat the job like work -- not like a reason to chase attention.

Her background also helps explain the balance between visibility and privacy. Jenna often keeps her personal life tight, and her parents are part of that pattern: they didn't become public-facing characters in her story. In an era where many celebrity families build brands alongside the star, this family's approach appears more protective and more traditional -- supportive, present, but not performative.

Finally, there's identity. Jenna has spoken publicly about heritage and representation in ways that feel personal rather than scripted, and credible coverage frequently notes the cultural roots in her family. For readers, that's the real takeaway: her parents aren't famous, but the values associated with her upbringing -- discipline, stability, cultural grounding, and privacy -- show up everywhere in how she chooses projects, how she speaks about the industry, and how she handles a level of fame that can overwhelm people twice her age. more

Career development

15h

Amplify People Launches Dedicated CI Job Board - Residential Systems

Streamlines hiring and job searching across the custom integration industry.

Amplify People, the recruitment division powered by One Firefly, has launched its new dedicated Job Board, now live at careers.amppeople.com. The platform connects skilled professionals across the custom integration and home services industries with leading integration firms nationwide.

The new job board serves as a... centralized destination for technicians, project managers, sales professionals, operations leaders, and executives seeking opportunities in residential and commercial AV, home automation, security, and related technology fields.

As labor shortages and hiring challenges continue to impact the CI industry, Amplify People's Job Board aims to simplify the process for both employers and candidates -- creating a more efficient, transparent, and industry-focused hiring experience.

Unlike general job boards, the Amplify People Job Board is built specifically for the custom integration and home services channel. Every opportunity featured on the site comes from vetted integration businesses looking to grow their teams with qualified, motivated professionals.

The platform allows candidates to:

* Explore open roles across the custom integration and home services industries

* Submit resumes directly through a streamlined application process

* Join Amplify People's candidate network for future opportunities

* Stay informed about hiring trends and industry insights

Amplify People was created to address one of the industry's most pressing challenges: attracting, sourcing, and securing top-tier talent. Backed by over 15 years of industry experience through One Firefly, the team combines recruitment expertise with deep knowledge of the CI market.

The launch of the Job Board represents the next step in Amplify People's mission to elevate hiring standards and strengthen the workforce within the custom integration channel.

Beyond job listings, the Job Board will continue to evolve as a career resource center for industry professionals. Amplify People plans to integrate educational content, hiring insights, and professional development resources to help candidates stand out and advance their careers.

To explore open positions or join the candidate network, visit careers.amppeople.com.

For more information, visit amppeople.com. more

Career development

16h

This Part of My Life Is Called... ?

If you've ever seen the 2006 biopic The Pursuit of Happyness, you know what I'm talking about.

In the movie, Will Smith plays Chris Gardner, a medical equipment salesman and single father struggling to make ends meet in 1980s-era San Francisco. He even ends up homeless for a while, racing home after work each day to his son's day care, in hopes of securing them a spot in one of the city's... homeless shelters for the night.

The movie's heart-tugging moments always get me -- especially the scene in which Gardner shows up for a job interview at a brokerage firm in a paint-splattered jacket and white undershirt; asked what he'd say if someone got hired after showing up without a shirt on, Gardner replies, "he must have had on some really nice pants."

Since the first time I saw it, what has stuck with me are the moments when Smith narrates each "chapter" of Gardner's story, punctuating the movie with words that become familiar as the scenes roll on:

Gardner never knows when a new chapter in his life is about to start; events overtake him, sometimes overwhelming him. He's simply forced to adapt and adjust, and it only becomes clear later that his life is different from what it was before.

You may remember back in January, I shared with you that I'd been laid off from my day job. (As much as I'd love for this newsletter to be my day job, the financial realities of life in 21st-century America say that can't be the case.)

But things happen. Companies merge and go through changes, hiring a lot at times and then... the opposite. The latter is the circumstance I found myself in, when I got the word my job would be ending.

I was prepared -- in my mind, at least -- for a long winter of job searching. I had no idea how long it might take, but I knew from talking with people I'd worked with in the past that I was starting a process that might take time. A long time, in fact.

Most of my inquiries about potential jobs led nowhere, a common story for anyone looking right now. But, just like when you go fishing you never know when you'll feel a bite on the end of your line, in February I received an offer after only a few weeks of looking.

There was just one catch: this company would soon be returning to five days a week in the office. I'd worked from home since March of 2020; I didn't realize until yesterday that's been a full six years -- almost half my 12-year-old son's life.

Yes, in my old job I worked a couple of days a week in the office. But going in so seldom made in-office days feel like the exception, not the norm.

Now, I'm up and at 'em by six in the morning every day; showering and dressing in business casual (whatever that means!) and taking the train into downtown Atlanta. It's a big change.

Instead of interacting with the world mainly through screens, now I'm a body in the world again. I see, interact with, walk past and work with dozens of people every day. People on the train platform, people in the hotels and shops I walk through and past to get to my office... people quite literally everywhere.

It's easy to forget this when you work from home. Sure, you see your friends on the weekends, people you know from your child's activities. But that's for few short hours. Most of the time, it's just you and your laptop. You don't realize how much being away from the world has changed you.

Now, all kinds of new stimuli are coming at me. On the train into work, unhoused people sit a few seats away. (Many when it's cold, in fact.) When I get to my station, there are convention-goers and corporate travelers, from high-school students all the way up to middle-aged road warriors.

When I walk in the office, I'm meeting an entirely new (to me) group of people. It's not unlike being a kid and going to a new school, you know? You're unsure of how it will go... will they like me? Will they welcome me, or give me the cold shoulder?

(I'm happy to report the opposite, by the way -- everyone has been incredibly welcoming in the new job, making me feel at home.)

And that makes me realize something else: how lucky I've been. A lot of people I know who are job searching right now are seeing only curveballs in the dirt. But when it was my turn to stand in the batter's box, I got a fastball right over the heart of the plate.

Now, I know my story isn't in the same league as Chris Gardner's. Nothing nearly as dramatic has happened to me. But I relate to what he shares with us, describing how one chapter of his life ended abruptly and not knowing when or how the next might begin.

You don't know how long you'll have to stay in the air without a net below. You don't know whether, or how, things might work out. You just go day by day, because that's the only option.

I hope I can make the most of this new chapter in my own life like Gardner did in his -- not nearly as big, of course! But I'm very aware that opportunities for a completely fresh start don't come along all that often once you reach the age I am (55).

(My wife tells me I worry too much about the age thing, and not to focus on it -- which I'm trying to do! You never completely forget it, though.)

Have you ever contemplated, or undertaken, a completely fresh start in your own life? How did it go? Are you doing it now?

I'd love to hear your story. And, as always, keep in touch and let me know how your running/life is going. more

Isabel Turner

Career development

2d

My boss wants to take away my monthly bonus. She says I already make enough if I can afford flowers on my desk. But I just like having fresh flowers, they make me feel better at work, so I buy them.
It’s a sad situation. Are bonuses really not about how well you work, but about something like being jealous of flowers?

3

Gonza Mweru
16h
You need to check your self first before you focus on your monthly bonus. if you are sure there is nothing else behind this story, then keep doing... the right things and focus entirely on your job. Also note that a bonus is not mandatory , what is key is your monthly salary which you need to complain about incase its tempered with.

In any case, taking the bonus away means she is willing to... more more
Gonza Mweru
16h
You need to check your self first before you focus on your monthly bonus. if you are sure there is nothing else behind this story, then keep doing... the right things and focus entirely on your job. Also note that a bonus is not mandatory , what is key is your monthly salary which you need to complain about incase its tempered with.

In any case, taking the bonus away means she is willing to... more more

Career development

16h

Millennials advised to make 1 key CV change to land more interviews

Millennials searching for a new job have been advised to make one crucial change to their CV to help them stand out from the competition.

Job applications have become increasingly more time-consuming and challenging to navigate, with candidates often expected to upload their CV then complete a separate form online to answer numerous questions, all with no guarantee of even being offered an... interview.

Now, an employment expert has shared that a candidate's age could also be a determining factor in whether they're invited for an interview or not. Though age discrimination is illegal in the UK, it can often be tricky to prove.

Age UK states: "Under the Equality Act, you are protected from age discrimination in all aspects of your employment, including recruitment, employment terms and conditions, promotions and transfers, training and dismissals. The Equality Act protects you from direct discrimination, indirect discrimination, harassment and victimisation."

A professional CV writer named Morgan has shared detailed advice on social media, encouraging people to tailor their applications and edit their experience to make their age less obvious, all as part of efforts to combat any conscious or unconscious bias from employers. She also advised removing the year you graduated university from your CV to make your age harder to determine.

In a video posted on TikTok, Morgan began: "If you're struggling to land interviews, it might be because you look too old on your résumé - yes, even millennials. And the data is brutal.

"So, over 90 per cent of people over the age of 40 have experienced some kind of age discrimination. And now we're at a point where 40 per cent of millennials are hiding some of their earlier work experience."

She went on: "Of course, age discrimination has always been around in hiring but I think what's exacerbating this problem is just how many middle manager lay-offs there have been in the past few years."

The professional said "age-proofing your résumé" is recommended and, after "writing résumés for six years", she'd learnt "a little secret." In the background of her video, the "experience" section of a job application's requirements was highlighted, which requested "10+ years of related experience".

Morgan continued: "The answer, 90 per cent of the time, is in here. I do think a good general guideline is to cut it off after 10 years, but an even better answer is to look at the job descriptions.

"So, in this example when they're asking for 10 years of experience, don't list all 20. I would give it a two to three year buffer at most.

"So for 10 years of experience, don't list more than 13, and the reason behind this is very simple because if they're asking for four to five years, that's all they have the budget for when it comes to salary. If you come in with 15 years, they can't afford you and, at the end of the day, your résumé is meant to be a marketing document."

Morgan finished with 10 words of key advice: "It is supposed to be your flyer, not your memoir."

In the comments section, fellow TikTok users were eager to share their thoughts, with many unimpressed with the "games" required to pull off a successful job application.

One person said: "If I list just 12 years of experience with manager/director roles on it, won't they just be able to deduce I'm in my 40s or 50s anyway? What's the f'n point of these games?"

Another shared: "I hate the hoops you have to jump through to even get interviews now. Not a single interview in over two years, it's really discouraging".

A third commented: "We don't have enough experience, and now we have too much experience."

Someone else asked: "Can they tell how long you've been in the job market by the year you graduated college?" To which, Morgan advised: "Take your graduation date off as well!" more

Career development

16h

CV expert's 10 word tip to people aged 30 and over who are looking for a job

Anyone aged 30 and over has been urged to make one key change to their CV (stock image)(Image: Antonio_Diaz via Getty Images)

Millennials looking for a new job have been urged to make one key change to their CV to distinguish themselves from other candidates.

The job application process has grown progressively more laborious and complex, with hopefuls often required to submit their CV before... completing a separate online form answering numerous questions, all in a bid to bag an interview.

An employment expert has shared how a candidate's age might also influence whether they're invited for an interview. While age discrimination is illegal in the UK, proving it can be quite the challenge.

Age UK states: "Under the Equality Act, you are protected from age discrimination in all aspects of your employment, including recruitment, employment terms and conditions, promotions and transfers, training and dismissals. The Equality Act protects you from direct discrimination, indirect discrimination, harassment and victimisation."

Morgan, a professional CV writer, has shared guidance on social media, urging people to customise their job applications and edit their experience to make their age less apparent in an attempt to counter any conscious or unconscious prejudice from employers.

She also recommended removing the year you graduated university from your CV to make your age more difficult to determine.

In a video posted on TikTok, Morgan said: "If you're struggling to land interviews, it might be because you look too old on your résumé - yes, even millennials. And the data is brutal. So, over 90 per cent of people over the age of 40 have experienced some kind of age discrimination. And now we're at a point where 40 per cent of millennials are hiding some of their earlier work experience."

She went on: "Of course, age discrimination has always been around in hiring but I think what's exacerbating this problem is just how many middle manager lay-offs there have been in the past few years."

The expert suggested "age-proofing your résumé" and said after "writing résumés for six years", she'd learned "a little secret." In the background of her footage, the "experience" portion of a job advert's criteria was displayed, requesting "10+ years of related experience".

Morgan went on: "The answer, 90 per cent of the time, is in here. I do think a good general guideline is to cut it off after 10 years, but an even better answer is to look at the job descriptions.

"So, in this example when they're asking for 10 years of experience, don't list all 20. I would give it a two to three year buffer at most.

"So for 10 years of experience, don't list more than 13, and the reason behind this is very simple because if they're asking for four to five years, that's all they have the budget for when it comes to salary. If you come in with 15 years, they can't afford you and, at the end of the day, your résumé is meant to be a marketing document."

Morgan wrapped up with a ten-word tip: "It is supposed to be your flyer, not your memoir."

In the comments section, fellow TikTok users were eager to share their opinions, with many expressing frustration at the "games" necessary to pull off a successful job application. One said: "If I list just 12 years of experience with manager/director roles on it, won't they just be able to deduce I'm in my 40s or 50s anyway? What's the f'n point of these games?"

Another said: "I hate the hoops you have to jump through to even get interviews now. Not a single interview in over two years, it's really discouraging"

A third said: "We don't have enough experience, and now we have too much experience."

Another asked: "Can they tell how long you've been in the job market by the year you graduated college?" To which, Morgan advised: "Take your graduation date off as well!" more

Career development

17h

Young people speak about job struggles with London having highest youth unemployment rate

As part of the BBC London's coverage, 22-year-old business management graduate Charlotte kept a record of what her week looked like as she attempted to find work:

Monday: Applied for 20 jobs on LinkedIn

Tuesday: Updated CV. Applied for 15 jobs with a tailored CV and bespoke cover letters

Wednesday: Went to a job fair. Received a phone call about a job interview. Applied for 10 jobs on... LinkedIn

Thursday: Waited for feedback on CV from course leader. No responses from other jobs applied for. Applied for 20 more jobs. Researched company and prepared for job interview

Friday: Attended an interview, which was very brief as other candidates were being interviewed afterwards and was told next steps would be sent. Received a response from a graduate role that asked for an interview, which was set for next Wednesday. Received one rejection email from another role. No responses from the other applications. Applied for 12 jobs on LinkedIn

Saturday: Applied for six jobs, each one taking an hour to complete

Sunday: Reached out to friends in the construction industry to see what could do to stand out and asked if they knew of any job openings. Practised answering interview questions more

Career development

19h

People over the age of 30 have been urged to make key change to CV

An expert has urged millennials to make one key change to their CVs (stock image)(Image: John Lamb/Getty Images)

Millennials on the hunt for a new job have been encouraged to make one key change to their CV to help them stand out from the crowd. Job applications have become increasingly more time-consuming and difficult to navigate, with applicants often expected to upload their CV then fill out... a separate form online to answer a litany of questions before potentially being offered an interview.

And now an employment expert has revealed an applicant's age could also be a deciding factor in whether they're offered an interview or not. Though age discrimination is illegal in the UK, it can often be difficult to prove.

Age UK states: "Under the Equality Act, you are protected from age discrimination in all aspects of your employment, including recruitment, employment terms and conditions, promotions and transfers, training and dismissals. The Equality Act protects you from direct discrimination, indirect discrimination, harassment and victimisation."

A professional CV writer named Morgan has issued advice on social media, encouraging people to tailor their applications and edit their experience to make their age less obvious in a bid to combat any conscious or unconscious bias from employers. She also advised removing the year you graduated university from your CV to make your age harder to ascertain.

In a video shared on TikTok, Morgan explained: "If you're struggling to land interviews, it might be because you look too old on your résumé - yes, even millennials. And the data is brutal. So, over 90 per cent of people over the age of 40 have experienced some kind of age discrimination. And now we're at a point where 40 percent of millennials are hiding some of their earlier work experience."

She continued: "Of course, age discrimination has always been around in hiring but I think what's exacerbating this problem is just how many middle manager lay-offs there have been in the past few years."

The pro said "age-proofing your résumé" is encouraged and, after "writing résumés for six years", she'd learned "a little secret." In the background of her video, the "experience" section of a job application's requirements was highlighted, which asked for "10+ years of related experience".

Morgan continued: "The answer, 90 per cent of the time, is in here. I do think a good general guideline is to cut it off after 10 years, but an even better answer is to look at the job descriptions.

"So, in this example when they're asking for 10 years of experience, don't list all 20. I would give it a two to three year buffer at most.

"So for 10 years of experience, don't list more than 13, and the reason behind this is very simple because if they're asking for four to five years, that's all they have the budget for when it comes to salary. If you come in with 15 years, they can't afford you and, at the end of the day, your résumé is meant to be a marketing document."

Morgan concluded with 10 words of key advice: "It is supposed to be your flyer, not your memoir."

In the comments section, fellow TikTok users were keen to share their thoughts, with many unimpressed with the "games" required to pull off a successful job application. One person said: "If I list just 12 years of experience with manager/director roles on it, won't they just be able to deduce I'm in my 40s or 50s anyway? What's the f'n point of these games?"

Another shared: "I hate the hoops you have to jump through to even get interviews now. Not a single interview in over two years, it's really discouraging" A third commented: "We don't have enough experience, and now we have too much experience."

Someone else asked: "Can they tell how long you've been in the job market by the year you graduated college?" To which, Morgan advised: "Take your graduation date off as well!" more

Career development

19h

Opinion | The Economy, A.I. And Work: 12 Gen Z Voters Discuss - World Of Software

Career development

19h

LinkedIn Application Proxy Needed

I want to delegate the day-to-day chore of applying to LinkedIn jobs so I can focus on interview preparation and networking. The task is straightforward: use my LinkedIn profile, résumé and short template messages that I will supply, locate suitable openings and submit applications on my behalf. No specialised background is necessary. If you have basic computer literacy and can follow simple... written English instructions, you will be fine. Each application will be almost identical -- usually a single click or a quick paste of my details -- so the role is largely about consistency and speed rather than strategic writing. What you will hand over to me: * A simple daily spreadsheet (Google Sheets) showing the links of every job applied to, date submitted and any notes LinkedIn displays after submission. * A brief end-of-week summary highlighting total applications sent and any requests for additional information the employers might have made. I will give you: * Full access to a dedicated LinkedIn login. * My résumé in PDF and Word formats. * A short cover-letter snippet you can paste whenever LinkedIn prompts for a note. Acceptance criteria: the spreadsheet must be updated the same day the applications are sent, and each link must be verifiable via my LinkedIn "Jobs > Applied" tab. If you are organised, reliable and can keep information confidential, let's get started. more

Career development

1d

Building an Extensive Background for Career Success

Building an extensive background for career success requires a strategic approach that combines skill development, networking, and experience. By comprehending your skills and interests, you can set SMART goals that guide your career path. Engaging in continuous learning and gaining relevant experience through internships or volunteering can improve your professional profile. Furthermore, seeking... mentorship can open doors to new opportunities. As you navigate these steps, consider how each element contributes to your overall career trajectory.

Career development plays a critical role in steering today's ever-changing job market. By actively pursuing growth, you not merely improve your skills but likewise position yourself for higher salaries and promotions.

Comprehending the importance of building an extensive background is essential, especially when considering federal employment. Certain federal employment background check disqualifiers can hinder your chances, such as felony convictions or unresolved financial issues. Knowing what disqualifies you from a federal background check can guide your career decisions and personal development efforts.

Establishing a strong personal brand and a professional network can greatly impact your opportunities. By setting clear, achievable career goals using the SMART framework, you maintain focus and motivation.

Engaging in career counseling and utilizing tools like the Career Resources Questionnaire (CRQ) helps you identify areas for improvement, ensuring you're well-prepared for the demands of the job market and boosting your competitiveness.

Identifying your skills and interests is essential for shaping your career path. Start by recognizing your transferable skills, exploring personal interests, and evaluating your strengths and weaknesses, as these factors can greatly influence your professional choices.

Comprehending your transferable skills is vital for maneuvering today's diverse job market. These abilities, such as communication, problem-solving, and leadership, can be applied across various jobs and industries.

To identify these skills, engage in self-reflection and use online resources or aptitude tests, like those on 123test.com and Truity. Participating in activities outside of work, such as volunteering or pursuing hobbies, can likewise uncover hidden talents that translate into valuable skills.

Networking with professionals across different fields helps you gain insights into necessary skills, aligning your capabilities with potential career opportunities.

Regularly updating and reassessing your skill set guarantees you stay aware of your evolving interests and competencies, which is fundamental for navigating a dynamic job market.

How can you effectively explore your personal interests to guide your career choices? Start by evaluating your strengths, motivations, and areas of expertise.

Online resources like aptitude tests on 123test.com and Truity can provide valuable insights into your personality traits, helping you align them with potential career options.

Reflect on past experiences and accomplishments to identify skills you enjoy using and want to develop further. Engaging in self-assessment activities, such as journaling or seeking feedback from peers, can clarify your interests and improve your comprehension of what drives you professionally.

Finally, set clear career goals based on your identified skills and interests. This focused roadmap will help you maintain motivation throughout your career expedition.

Though evaluating your strengths and weaknesses might seem intimidating, it's a crucial step in aligning your career path with your skills and interests.

Begin by appraising your skills, qualifications, and interests to identify potential career paths that resonate with your abilities. Online resources, like aptitude tests from platforms such as 123test.com and Truity, can help pinpoint your core competencies and areas needing improvement.

Reflecting on past experiences and gathering feedback from peers will provide insight into both technical and soft skills necessary for growth. Setting aside time for self-reflection clarifies your professional aspirations, ensuring your chosen career path aligns with your values.

Regularly re-evaluating these strengths and weaknesses allows you to adapt to the job market and pursue continuous learning opportunities.

Setting SMART career goals can greatly improve your career planning and success. The SMART framework focuses on creating objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound. Research indicates that individuals with clear, actionable goals are 10 times more likely to succeed. By defining what success looks like, you can regularly assess and adjust your strategies. Furthermore, writing down your goals boosts your likelihood of achieving them by 42%, making documentation essential.

Regularly reviewing and updating your SMART goals can improve motivation and provide a clearer direction in your professional path.

Achieving your career goals requires more than just setting them; it also involves actively investing in continuous learning. In today's dynamic job market, 70% of employers stress the importance of ongoing education and skill development.

Engaging in professional development activities, like workshops and online courses, can improve your job satisfaction by 20% as well as opening up career advancement opportunities. Those who commit to continuous learning are 15% more likely to receive promotions and 25% more likely to experience salary increases compared to their peers who don't pursue further education.

A 2022 study revealed that 94% of employees would remain with a company longer if it invested in their career development.

Furthermore, lifelong learning boosts adaptability, with individuals who embrace continuous education showing a 30% higher chance of successfully managing career changes and job market shifts. Investing in yourself today prepares you for the challenges of tomorrow.

A strong personal brand is essential for maneuvering the intricacies of today's professional environment. It defines your reputation and greatly influences how others perceive your capabilities. This perception leads to increased trust and buy-in for your ideas.

For instance, repositioning a brand from a technical focus to a strategic leadership image can improve career advancement opportunities, as seen in the case of Chris, a VP of finance.

To build a strong personal brand, engage with senior leaders to understand their perspectives on strategy, ensuring your brand aligns with organizational goals. Continuous improvement in how others perceive your brand can lead to quicker buy-in for your ideas and a higher likelihood of promotions.

In the end, developing a clear personal brand involves defining what you want to be known for as you consistently showcase strategic insights and leadership qualities to those around you.

Networking plays a critical role in career success, as relationships with superiors, peers, and subordinates can lead to project approvals and collaboration opportunities.

To maximize your networking efforts, consider the following:

Research shows that a robust professional network correlates with improved job satisfaction and career progression.

Even though your resume serves as a critical marketing document, it's essential to craft it in a way that effectively highlights your skills and achievements. Start with a compelling summary or objective statement that provides a snapshot of your professional identity customized to the specific role.

Next, detail your professional experience using bullet points that quantify your achievements, including your job title, company name, location, and employment dates. This format allows potential employers to understand your impact clearly.

Additionally, include a dedicated section for key skills that mixes hard and soft skills relevant to the job. This helps recruiters quickly identify your strengths and align them with industry standards.

Finally, make sure your contact information is clear and accessible at the top of your resume, including your full name, phone number, email address, and LinkedIn profile. This way, recruiters can easily reach out to you for potential opportunities.

When you approach writing a cover letter, keep in mind that customizing it to the specific job and company is crucial for making a strong impression.

A well-crafted cover letter can set you apart from other candidates. Focus on these key elements:

Gaining relevant experience is crucial for enhancing your employability and developing practical skills that align with your career goals.

Internships, volunteer work, and part-time jobs not just provide hands-on experience but additionally help you build a network of professional connections.

Internships and volunteer work play a crucial role in building a successful career by providing hands-on experience that employers highly value. Engaging in these opportunities can greatly improve your resume and increase your chances of securing employment.

Here are three key benefits:

To build a successful career, it's critical to actively seek out skill development opportunities that provide relevant experience. Gaining experience through internships and volunteer work can greatly improve your resume, as 70% of employers prioritize practical experience over academic qualifications.

Participate in industry-specific workshops and seminars to build skills and expand your professional network, both fundamental for career advancement. Engaging in online courses or certifications helps you develop in-demand skills; 54% of workers identify continuous learning as imperative in today's job market.

Furthermore, seeking mentorship from seasoned professionals offers valuable insights and guidance.

Finally, contributing to projects in your current role or through side projects showcases your initiative and ability to apply your skills, making you a more attractive candidate.

Even though many professionals overlook the value of mentorship, seeking guidance from experienced individuals can be vital for your career development.

Mentorship offers invaluable insights and networking opportunities that can greatly improve your professional growth. Studies show that individuals with mentors are more likely to receive promotions and develop important skills.

To make the most of mentorship, consider the following:

Building a diverse network of mentors can provide various perspectives and broaden your comprehension of different career paths, further improving your professional expedition.

Platforms like LinkedIn allow you to network with professionals and access valuable insights, whereas career development websites can guide you in identifying suitable paths based on your skills.

Furthermore, skill-building resources and courses help you stay competitive and relevant in your industry, making them crucial for your growth.

As you navigate the terrain of modern career development, utilizing online networking platforms can greatly improve your professional path.

With over 900 million users on platforms like LinkedIn, these resources are crucial for connecting with others in your field. Engaging actively in professional groups can elevate your visibility and credibility, leading to a 70% increase in networking effectiveness.

Here are three key ways to leverage these platforms:

Free aptitude and personality tests available on sites like 123test.com and Truity help you assess your skills and interests, guiding you toward suitable career paths.

Many career sites likewise feature job application tracking tools to help you organize and monitor your job search.

Furthermore, industry-specific forums and networking sites like Meetup facilitate connections with peers and access to mentorship, essential for a strong professional network.

Even though you may feel overwhelmed by the vast array of online resources available for skill-building, leveraging these tools can significantly improve your professional development.

Here are three effective ways to utilize online resources:

Preparing for job interviews can greatly impact your chances of landing the position you desire, so it's vital to approach this process with careful consideration. Start by researching the company's mission, values, and recent developments. This knowledge helps you tailor your responses and shows genuine interest in the organization.

Next, prepare for common interview questions by crafting specific examples from your past experiences that demonstrate relevant skills and achievements. Dressing appropriately is equally important; align your attire with the company culture to convey professionalism.

After the interview, follow up with a thank-you note within 24 hours to express appreciation and reiterate your enthusiasm, which can leave a lasting positive impression.

Finally, take some time to reflect on your performance. Identifying areas for improvement can boost your preparation for future opportunities, ensuring you're better equipped for success next time.

Purpose involves identifying your career goals and aligning them with your values.

Passion focuses on engaging in work that excites you and utilizes your strengths.

Plan is about creating a structured roadmap with SMART goals to guide your path.

People emphasizes building a professional network and seeking mentorship.

Finally, Performance measures your progress and success in achieving your career objectives.

The 3 Month Rule suggests you should aim to stay in a job for at least three months. This timeframe allows you to gain meaningful experience, understand your role, and build relationships within the organization.

Leaving before the three-month mark can raise concerns for recruiters, as it may indicate difficulty adapting or a lack of commitment.

Adhering to this rule can improve your resume and strengthen your professional network, showcasing your reliability.

When you're asked to share your background, focus on a brief overview of your professional path.

Highlight relevant experiences, such as key roles or projects, and include quantifiable achievements, like improving sales by a certain percentage.

Mention your education and certifications that augment your qualifications.

Tailor your response to the position, emphasizing how your experiences align with the company's goals, showcasing your strengths and making a clear case for your fit within the team.

The seven steps in career path development are crucial for structuring your professional expedition.

First, conduct a self-assessment to identify your skills and values.

Next, explore various careers to understand different roles and industries.

Set SMART goals to create a clear direction.

Develop the necessary skills through education or training.

In summary, building an extensive background for career success requires a strategic approach that encompasses skill identification, goal setting, continuous learning, and networking. By actively seeking relevant experiences and mentorship, you improve your professional profile and open doors to new opportunities. Utilizing online resources can further support your development. By following these steps, you'll position yourself effectively in your chosen field, increasing your chances for advancement and job satisfaction, ultimately leading to a successful career trajectory. more

1

Richard Love-Obeng
20h
Very directional and inspiring write up. It's a must read for everyone who seeks to develop and sustain a credible and trusted career path both... professionally and industrially. Thank you very much more

Career development

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Building an Extensive Background for Career Success

Richard Love-Obeng