Ben Weatherford


Career development 13h
I think I blew the interview yesterday because of how I answered one question “What would you do if you were the only survivor of a plane crash?”
I said that if I was fine and no one else needed help, I’d look through the passengers’ stuff to find a phone and call the police or rescue services. That seems pretty logical to me. But the HR immediately asked if that counts as stealing.
That really... made me stop and think, mainly about whether I even want to work there. If they already annoy me during the interview, it’ll probably be way worse once I’m actually working there. What do you think?

 more
3   

  • Blessing Williams

    1h

    In my view, I think your answers were spot-on as this is a survivor situation.
    Plane crashes are incidents that leave no survivors due to the height... of descent and the explosions that result afterward.
    You took into account the question: you were assumed to be the only survivor and so, rescue was the one word on your mind.

    From my judgment as an HR, you came right through.

    Don't beat yourself down. 👍🏼     more

  • Timothy Chipango

    2h

    But according to my thinking, you didn’t asses the question before answering!(which is normal in an interview ). U would have thought about were most... planes land when they are crushing. If survivors are there “it’s probably in water and not on land”.Is it possible you could have network in those areas? more

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Steven Ishimwe
Career development 3w
Hi, everyone I am new here. Quick advice from you, which one is the best to study at University, Finance or Accounting
2   

  • Ngonidzashe Jongwe

    2h

    Finance is limited in the job market; Accounting gives you a broader choice

  • TOM OLUKA

    Pro
    1
    1d

    Accounting or Finance? They usually take indendent career paths. Therefore, the choice is an important decision.

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Loren Davies


Career development 1w
I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

6   

  • Alokan Ayodeji

    4h

    I believe the question should focus on feelings, since the kid is blind. I will say
    "Yellow feels like the warmth of the sun on your face when you... step outside". We can also use yellow to signify a smile or joy based on brightness. The kid should be able to relate to the color in that light more

  • Abdul H Jaffar

    17h

    Few options of answers:
    1. There is no need to explain, the person is blind. Don't try to fixed what's not broken.
    2. Ask further if the person is... blind from birth of he/she just lost sight recently. If at birth then go to option 1. If recently lost sight, then you know the answer.

    Sometimes a question has to be answered with a question to clarify. Never assume.     more

    -1
Load more...

Career development

 14h

Modern CV Section Divider Design


I'm refreshing my résumé and just need a sleek, modern section divider to pull everything together. The color palette is already decided and I have a rough sketch of how I'd like the graphic to flow -- I simply need your design expertise to turn that concept into a polished asset. The divider should feel contemporary and clean, carry the colors I provide, and incorporate a short line of text that... separates the CV sections elegantly. No icons or background patterns are necessary -- this project is strictly about crafting that single, standout divider. I need also to receive a format that I will be able to modify the descriptions - being a CV, I will need to modify the information.

Project ID: 40183963

About the project

51 proposals

Open for bidding

Remote project

Active 28 secs ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 14h

Employment Opportunities


About the Company:

The City of Saint John is partnering with Drake International to welcome new and diverse talent as temporary labourers (40 hours per week) in Public Works.

About the Role:

Do you enjoy working outside? Do you have construction experience? Are you a hard-working, reliable team player who would like to add working for the city to your résumé? If you answered yes to the... questions above, please read on! We are hiring team-oriented, motivated temporary employees to join the Public Works and Transportation team for up to 6 months. Whether you already have the skills, or this is your first application, we're happy to train you if you're eager to learn.

Key Responsibilities:

* You will be working with our experienced outside labour force to provide the public with excellent service in:

o Concrete sidewalk and curb repairs

o Asphalt replacement and repair

o Traffic line painting

o Mowing

o Litter-picking

o Stormwater ditches and pipes

o And more

* Your training and experience will guide which assignments are given to you.

Qualifications:

* You come to work every day in all weather, ready to work - and you're willing to work hard.

* Able to perform a variety of physical tasks.

* Road construction and/or highway control training/experience would be an asset.

* Valid Class 5 Driver's License.

* Applicants must undergo a driver's abstract review and a criminal background check as part of the hiring process.

* Must have CSA approved work boots.

What's In It For You?

When you join the team, you'll enjoy a range of benefits and opportunities, including:

* A temporary position at $22.12 per hour for up to 6 months.

* Forty-hour work week with day and night shifts available.

* A 4- or 5-day work week (Specific shift to be determined).

* On-the-job training as needed - and the experience to show for it when the job finishes.

* A variety of tasks.

* Personal Protective Equipment supplied (Excluding CSA approved work boots).

How to Apply:

If this sounds like the right fit for you, we'd love to hear from you! Please apply through Drake International at:

https://ca.drakeintl.com/for-job-seekers/job-board/?rpid=1546361&postid=WshIpLNqvwg

About Us:

We are an Equal Opportunity Employer. We are committed to building a workforce that reflects the diversity of the communities in which we live and which we serve. We encourage and support applications from Indigenous persons, persons with disabilities, and members of visible minority groups. Candidates who belong to such groups and who are qualified will be given preference at the time of selection. more

Career development

 14h

Candidate applies twice to the same job to beat the algorithm -- one résumé rejected, the other hired. Is it ethical?


A Reddit user conducted an experiment applying for the same job twice with different résumés. One application, focused on technical skills, was rejected instantly. The other, highlighting leadership and soft skills, secured a callback the next day. This sparked debate on adapting to automated hiring systems and keyword prioritization.

In a hiring market many candidates describe as automated,... opaque, and unforgiving, one Reddit user says they decided to stop playing by the usual rules. Instead, they ran an experiment on the system itself, and the results surprised even them.

The post, shared by Reddit user u/Proof-General-8667, quickly sparked debate after they claimed to have applied twice to the same job using two different résumés, only to see one rejected instantly while the other landed a callback from a hiring manager the very next day.

According to Proof-General-8667, the strategy was born out of frustration with what they describe as a "broken" hiring process dominated by automated screening tools. For roles they really wanted, the user said they applied twice using two email addresses and slightly different name variations. The twist was in the résumés themselves.

One version leaned heavily into technical certifications and hard skills. The other highlighted leadership experience, people management, and soft skills. When they tested the approach for a project manager role, the results were stark.

The technically focused résumé was rejected almost immediately. The leadership-focused version, however, received a call from the hiring manager the next day.

ALSO READ: Word of the Day: Petrichor

For the user, the takeaway was clear, the system wasn't judging them as a person, but as a bundle of keywords.

"This taught me exactly what keywords their internal system was actually prioritizing," the user wrote, arguing that if companies rely on automated filters, candidates should feel justified in learning how those systems behave.

"Unethical" -- or just adapting?

Not everyone in the comments was convinced this was clever or necessary.

One commenter questioned the logic of the experiment altogether, saying it was "an absolute no brainer" that a leadership-heavy résumé would perform better for a project manager role. Another user pointed out the time cost, wondering why someone would reapply to the same role after already being rejected.

Others focused on the practical details. Several commenters asked what the poster meant by using a "slightly different name." One reply suggested something simple like "Tom Anderson" versus "Thomas Anderson," while another joked about exaggerated variations such as "Jooohn" and "Roberteo."

There were also concerns about LinkedIn profiles. One commenter asked whether both applications would need to link to the same LinkedIn account, potentially exposing the tactic.

Still, some readers sympathized with the motivation behind the experiment. The original post argues that when companies use automated bots to screen and ghost thousands of applicants, candidates shouldn't feel guilty about testing the system in return.

"If the gatekeepers are going to be robots, you might as well learn how to hack the algorithm," the user wrote, framing the tactic as adaptation rather than deception.

The discussion taps into a broader frustration many job seekers share: not knowing why they were rejected, or whether a human ever saw their application at all. Automated applicant tracking systems have made keyword optimization a survival skill, and Proof-General-8667's post highlights how differently the same person can be evaluated based solely on résumé framing.

Whether readers saw the approach as smart, risky, or ethically gray, the post struck a nerve. It raised an uncomfortable question about modern hiring, if outcomes change dramatically based on wording rather than capability, who is the system really designed to serve?

ALSO READ: Amazon Fresh closing: Amazon closes Go & Fresh stores-here's what happened

Is applying twice to the same job unethical?

Opinions are divided. Some see it as misleading, while others view it as a response to automated screening systems that already treat candidates impersonally.

Did the strategy actually work?

According to the Reddit post, yes. One résumé was rejected immediately, while the other received a callback from the hiring manager. more

Career development

 17h

The Real Military Transition Problem Isn't Your Resume


For many service members approaching transition, the advice is familiar -- and well intentioned.

* Polish your résumé.

* Translate your skills.

* Get a certification.

* Practice interviewing.

* Network aggressively.

Most veterans do all of those things. Many do them well.

And yet, a surprising number still find themselves struggling after leaving the military -- confused by expectations,... frustrated by how decisions get made, and quietly questioning whether they belong in the private-sector workforce.

That experience isn't a résumé problem. It's a context problem.

Where Most Transition Advice Misses the Mark

Most military transition guidance is built on a simple assumption that the military and private-sector workplaces are similar enough that success comes down to translating experience from one environment to the other.

If that were true, better résumés would consistently produce better outcomes.

But they don't.

The reality is that the military and the private sector operate as two fundamentally different environments, with different incentives, power structures, decision-making norms, and definitions of success. Yet service members are rarely told to expect that difference in any meaningful way.

Why the Private-Sector Workplace Feels So Different

The military is a mission-driven system. Authority is explicit. Roles are clearly defined. Success is often measured by execution under constraint.

The private-sector workforce, by contrast, is market-driven. Authority is frequently informal. Influence often matters as much as title. Ambiguity is normal. Performance is measured by outcomes, not activity.

When service members transition, they don't leave their military-developed ways of thinking behind. They carry years -- sometimes decades -- of deeply ingrained mental models into an environment that operates by a different set of rules.

Without orientation to that new environment, friction is almost inevitable.

What That Friction Looks Like in Real Life

For many veterans, the struggle doesn't show up as failure. It shows up as uncertainty.

They're unsure why their role matters to the business. They're unsure when to take initiative and when influence is more effective than authority. They're unsure how to interpret feedback that feels vague, inconsistent, or indirect.

And they feel out of sync with peers who seem to intuitively understand how the organization works.

Because this gap is rarely named, veterans tend to internalize it. They assume the issue is personal rather than structural.

Why Résumé Advice Alone Isn't Enough

Résumés help veterans get hired. They don't explain how private-sector organizations actually function.

Legacy transition programs focus heavily on job-search mechanics, not workplace orientation. They rarely explain how roles are designed to create value, how business decisions are made, or how performance is evaluated beyond task completion.

Without that context, even highly capable veterans may take years to recalibrate -- if they ever fully do.

Organizations addressing workforce orientation, such as PreVeteran, work to fill this missing layer -- helping service members understand how private-sector work environments are structured and why they feel so different from military systems.

Where Better Transition Outcomes Actually Begin

Better transition outcomes don't start with tactics. They start with orientation.

That means helping service members understand early that they are moving between two very different systems -- and that success will require new ways of thinking, not just new credentials.

When veterans understand why things feel different, the experience changes. They stop blaming themselves or the organization. They begin adapting intentionally, with greater confidence and clarity.

The Bottom Line

The real military transition problem isn't your résumé.

It's that most veterans are never oriented to the environment they're entering -- and are left to figure it out on their own.

Until that gap is addressed, we'll keep asking service members to solve a problem they were never told existed, let alone how to navigate. more

Career development

 17h

Mass applying? Candidate emails CEO, gets rejected -- then hired 3 months later as HR manager shares what works


A Reddit post offers a new job search tactic. Instead of mass applying, candidates can find and email hiring managers directly. This approach, likened to sales, involves identifying the decision-maker and sending a brief, professional message. While some caution against cold outreach, many job seekers find it a proactive way to stand out in a competitive market.

For many job seekers, mass... applying can feel like shouting into the void. Résumés disappear into portals, follow-ups go unanswered, and rejection, or silence, becomes the norm. One Reddit post, however, has sparked fresh discussion around a different approach, finding the decision-maker and reaching out directly.

The post was shared by Reddit user Fun-Afternoon4784, who offered practical advice based on their own job-hunting experience. Titled "How to actually find the hiring manager's email (not as hard as you think)", the post quickly gained traction for breaking down a strategy many candidates are curious about but unsure how to execute.

Fun-Afternoon4784 explained that while job hunting years ago, they treated the process much like sales: identify the decision-maker and contact them directly. Instead of relying solely on online applications, they focused on finding hiring managers or recruiters and reaching out in a concise, professional way.

ALSO READ: Word of the Day: Petrichor

The post laid out a step-by-step approach, starting with LinkedIn. Rather than simply searching job titles, Fun-Afternoon4784 suggested searching by company combined with terms like "hiring manager," "recruiter," or "talent." Looking within specific departments, such as "engineering manager at [company]," was also recommended.

Another tip was to check who actually posted or shared the job listing on LinkedIn. According to the post, hiring managers often announce openings themselves. Browsing a company's LinkedIn page, clicking "People," and filtering by title can also surface the right contact.

Finding an email address, the user said, is often easier than expected. Many companies follow predictable formats, such as firstname.lastname@company. Tools like Hunter.io, Apollo, and RocketReach were mentioned as ways to identify email patterns or find direct contact details. When in doubt, Fun-Afternoon4784 suggested guessing the format, "worst case it bounces."

The final move, according to the post, is a combination approach: send a short LinkedIn connection request and, if possible, an email. The message should be brief, no more than three sentences, stating that you applied, why you're interested, and that you'd love to chat.

"Most people won't do this," the user wrote. "That's why it works for the ones who do."

ALSO READ: Word of the day: Clishmaclaver

As expected, the advice sparked debate. One commenter warned that some hiring managers strongly dislike cold outreach and that it could hurt an application. That caution didn't go unchallenged.

Another user responded bluntly, saying, "Sorry, did my impending financial ruin assault your eyeballs with a short email on your open role?" The comment received significant engagement, reflecting frustration many job seekers feel.

Fun-Afternoon4784 pushed back gently, replying that cold outreach "beats hearing crickets after applying 100s of jobs." Others chimed in with sarcasm, noting that rejection isn't much worse than being ignored entirely.

Some users asked practical follow-ups, including whether it makes sense to apply through the portal and email the hiring manager at the same time. Others shared that they'd tried polite LinkedIn messages before and never received a response.

In reply, Fun-Afternoon4784 acknowledged that outreach isn't a magic fix. They noted that for most roles they post, they usually get contacted by one or two candidates directly, but stressed that "everything comes down to how strong your resume is." Outreach, they said, can't save a weak application, only boost a strong one.

The discussion highlights a broader truth about job hunting: there's no guaranteed formula. Direct outreach can open doors, irritate the wrong person, or change nothing at all. But for some candidates, especially those stuck in endless application cycles, it offers a sense of agency in an otherwise opaque process.

Rather than promising instant success, the Reddit post reframed outreach as a calculated risk, one that works best when paired with a solid résumé and realistic expectations.

ALSO READ: Quote of the Day by Fyodor Dostoyevsky: 'The mystery of human existence lies not in...' -- Inspiring quotes by one of history's greatest novelists

Does emailing a hiring manager hurt your chances?

It can, depending on the person. Some hiring managers dislike cold outreach, while others appreciate initiative. Results vary widely.

Is direct outreach effective without a strong resume?

No. As the original poster noted, outreach can boost a strong profile but won't compensate for a weak résumé. more

Silvia Truitt


Career development 4mo

My husband and parents don’t understand me. They ask how I could quit my job as a sous-chef and start working as a cook in a school cafeteria.
But I think this job is more important. When kids enjoy the food and even ask for more, it means a lot to me, more than a good review from a critic or a picky customer. Yes, I make less money, but it makes me feel really good.
Still my family doesn’t get... it.

 more
62   

  • Abdul H Jaffar

    17h

    Often times that's what comes in the end of everything. Sacrifice. You made less, but you are happier. You may make more but you are less happy. The... price of that extra happiness is that amount of money that you have to give up. So happiness does have a price when you look at it like that. more

  • Carrie Thomas

    4mo

    "To thine ownself be true". Enjoy what you are doing, reside in the moments that clearly make you happy.

Load more...

Career development

 18h

Job Seeker Went Through Three Interview Rounds And Was Ghosted Without An Offer, But Later Discovered The Company Marked Him As "Fired" From A Job He Never Held


Job hunting can mess with your head in ways you don't expect.

So, what would you do if you went through multiple interview rounds and were told an offer was coming, but then you got completely ghosted without explanation?

Would you assume they chose someone else? Or would you think it was something else?

In the following story, one job seeker finds himself in this situation and is shocked to... learn the truth.

Here's what happened.

I was unemployed for over a year, and as you can imagine, I applied everywhere I could think of that I was qualified for.

Over the summer, I was offered a job that seemed amazing, only to find a vast difference in what was offered in the interview and what was on the contract I was given to sign. It took them three days to get back to me to tell me "That's what we're offering."

Desperate, I took the job. It was not good, and recent events made me decide that not having a paycheck was better than having no self-respect and being treated like a fool.

After several interviews, they said they'd get back to him.

Starting my job hunt, I looked at a local company I've applied to several times over the years. I'd actually forgotten the debacle I'd had with them late last year. I'd applied for a job in August, and through October and November, I had three rounds of interviews.

At the risk of bragging, I thought the interviews went well; each had different people interviewing me, and in the second round, I actually got one interviewer to go from utterly standoffish to chatting like we were old friends.

During the last interview, it was mentioned they'd get back to me the next week, as "There's a discussion on a change in pay bands for your position."

Now, the job is posted again.

I didn't hear anything from them on the role ever again.

About a month later, I saw the position advertised again, with a $10k drop in the offered salary. I wondered if I'd just been dropped because my salary requirement was higher than theirs, or if they'd hired someone else who didn't last a month.

I actually applied again, curious to see what would happen, but never heard back despite my three previous rounds of interviews.

He has so many questions.

As I said, I forgot about that whole debacle, but it came back to me as I applied to the company again today, and I saw my previous applications listed. What makes it great is that where every other role I've ever used to them says "Not Accepted," the job I had three rounds of interviews for says "Not Retained," which I know from others is their business speak for "Fired."

I have so many questions. I want an interview for the role I applied to, just so I can ask about the idea I came up with, and was let go without ever working for the company.

Anyway, that was just so ridiculous that I had to share it with all of you. Wish me luck on the job hunt!

Yikes! That whole situation sounds like a mess.

Let's see how the people over at Reddit feel about what happened to this guy.

This reader gives the meaning of the term.

Here's an interesting idea.

According to this comment, she went through something similar.

This person thinks something weird happened.

Maybe he'll get it this time.

You never know unless you try.

If you liked that post, check out this post about a woman who tracked down a contractor who tried to vanish without a trace. more

Career development

 19h

Stressed employee's job interviews collide with office hours -- should he lie? Gets valuable advice


Job hunting while employed brings stress. A Reddit post highlighted this struggle, with users sharing advice on attending interviews discreetly. Common suggestions include keeping explanations vague, using PTO, and avoiding detailed lies. The consensus emphasizes personal privacy and protecting one's livelihood. This shared experience resonated widely among workers facing similar challenges.

Job... hunting is stressful enough. Doing it while still employed, worried about rent, bills, and keeping your current job intact, can feel overwhelming. That pressure came through clearly in a recent Reddit post that struck a nerve with thousands of workers navigating the same quiet struggle.

The post was shared by Reddit user ueggenthies in the r/jobsearchhacks community, under the title "Interviewing while employed and stressed about making excuses." What followed was a candid look at the anxiety many employees face when job interviews clash with office hours, and a wave of practical, reassuring advice from fellow Redditors.

ALSO READ: Word of the Day: Petrichor

The user explained they've been with their company for about three years without a raise, while living costs have steadily climbed. Living alone, with no financial safety net, the pressure has been mounting. That reality finally pushed them to start applying elsewhere.

Things moved quickly. Interviews were scheduled. And instead of excitement, panic set in.

The core dilemma was simple but stressful: how do you attend job interviews without tipping off your employer? Telling the boss outright wasn't an option, but sneaking out of work felt wrong. The user openly wondered whether people usually stay vague, claim a personal appointment, or outright lie about medical visits.

"I could really use some advice right now," they wrote, capturing a moment many workers recognize all too well.

ALSO READ: Word of the Day: Kafkaesque

The comment section quickly filled with responses, and the overall tone was calm, supportive, and refreshingly realistic.

One of the most common pieces of advice was also the simplest: keep it vague.

Several users suggested marking calendars with something neutral like "appointment." One commenter shared, "Yep. My calendar is literally marked Dr appointment on Wednesday." Others echoed that sentiment, listing dentist visits, veterinary appointments, or helping an elderly relative as examples that don't invite follow-up questions.

Dental appointments, in particular, came up repeatedly. As one user pointed out, dental work often requires multiple visits, making it a believable and low-risk explanation.

Another group of commenters urged the original poster not to overthink it at all. "Just take time off and don't justify it," one reply read. Others recommended half-day PTO, especially if the interviews were scheduled after lunch.

A recurring theme in the advice was don't over-explain. One Redditor summed it up neatly: be vague, don't lie unnecessarily, and don't make up detailed stories that could raise questions later.

"Tell work you've got a personal appointment, leaving after lunch," another suggested. "Be vague. Don't try to lie and make up stuff that invites questions."

ALSO READ: Quote of the Day by Fyodor Dostoyevsky: 'The mystery of human existence lies not in...' -- Inspiring quotes by one of history's greatest novelists

What made the post resonate wasn't just the question, but the vulnerability behind it. The fear of losing stability while trying to improve your situation is something many workers silently carry. Redditors didn't shame the user for considering small white lies, instead, they normalized the situation.

The consensus was clear: job interviews are personal, employees are entitled to privacy, and protecting your livelihood doesn't make you dishonest or disloyal.

In the end, the advice wasn't about deception. It was about boundaries.

ALSO READ: Word of the day: Clishmaclaver

Is it wrong to lie about appointments for job interviews?

Most Redditors agreed it's better to stay vague rather than lie in detail. Saying "personal appointment" or using PTO is common and acceptable.

What's the safest way to attend interviews while employed?

Taking a half-day off, using PTO, and keeping explanations minimal helps avoid suspicion without burning bridges.

(You can now subscribe to our Economic Times WhatsApp channel) more

Career development

 20h

Resume & Portfolio Creation Today


I have an urgent deadline and need a polished résumé plus a visually-cohesive portfolio ready for submission later today. The position I am targeting is in the creative field, so the documents must immediately communicate originality and professionalism while staying fully ATS-friendly. Here's what I already have: a rough outline of my career history, bullet-point notes on projects, and... high-resolution images of selected work. What I don't have is the refined, modern layout that ties everything together. I want both pieces to share the same look -- clean lines, generous white space, contemporary typography, and subtle accent colour -- so they feel like part of a single personal brand. Core content required in the résumé * Work Experience * Education * Skills Portfolio expectations * A short, engaging intro page that mirrors the résumé header * 6-8 project pages with captions (I'll supply text and images) * A closing contact page using the same modern style Deliverables 1. Editable source files (InDesign, Illustrator, or Canva -- whichever you prefer) 2. Print-ready PDFs of the résumé and portfolio 3. A web-optimised PDF of the portfolio (under 10 MB) Acceptance criteria * Consistent modern design across both documents * All copy easily editable by me afterward * Ready to send before the end of the day in my timezone (please confirm availability up front) If you can turn quality work around fast, let's get started immediately -- I'll share all content as soon as I award the project.

Project ID: 40183089

About the project

38 proposals

Open for bidding

Remote project

Active 56 yrs ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 20h

Skills-Based Hiring Is Replacing Résumés--But Tests Aren't the Only Answer


As employers adopt skills-based hiring, Vetano highlights why service and trade roles are driving demand for proof-of-skill over assessments.

NEW YORK, Jan. 27, 2026 /PRNewswire/ -- Skills-based hiring is rapidly replacing traditional résumé screening as employers look for faster, more reliable ways to evaluate candidates. While many organizations have adopted skills assessments and tests,... employers in performance-based industries are finding that standardized evaluations alone don't capture what actually matters on the job.

Recent research highlighted by Fortune shows that nearly three-quarters of employers now use some form of skills-based hiring. These approaches have been linked to faster time-to-hire and improved hiring outcomes. However, in roles where performance is hands-on and customer-facing -- such as restaurants, haircare, skilled trades, automotive, and construction -- employers are increasingly prioritizing demonstrated ability over test results.

"In many service and trade roles, the skill is the job," said Chris Fairley, founder of Vetano. "Written résumés and assessments can't show pace, communication, or quality under real-world conditions. Employers want to see how someone actually performs before committing time to interviews."

Proof-Based Hiring Is Emerging Alongside Testing

Skills-based hiring has often been implemented through assessments designed to measure knowledge or competency. While useful in some contexts, these tools can feel disconnected from day-to-day work in hands-on roles.

As a result, employers are exploring approaches that allow candidates to demonstrate skills directly, such as short video demonstrations or work samples. These methods enable hiring managers to review real performance early in the process, reducing reliance on résumé keywords and first-round phone screens.

This evolution is particularly relevant as application volume increases and AI-generated résumés become more common. Employers report spending significant time screening applicants who meet formal requirements but struggle to perform once hired.

A Practical Shift Driven by Operations

For operators, the move toward proof-based evaluation is driven less by ideology and more by necessity. High turnover, time constraints, and the cost of mis-hires require faster, clearer signals when evaluating candidates.

"Skills-based hiring works best when employers can actually see the skill," Fairley said. "Proof-based approaches don't eliminate interviews, but they make those conversations more productive because ability has already been demonstrated."

Industry observers expect hiring processes to continue blending multiple signals -- experience, verification, references, assessments, and real-world demonstrations -- to improve decision-making across performance-based roles.

About Vetano

Vetano is a video-first hiring and gig platform designed for performance-based industries, including restaurants, haircare, skilled trades, automotive, and construction. Vetano enables candidates to demonstrate real skills through short, ID-verified videos, allowing employers to evaluate ability before the interview.

Hire Smarter. Start With Proof.

Learn more at www.vetano.com

Media Contact:

press@vetano.com

View original content to download multimedia:https://www.prnewswire.com/news-releases/skills-based-hiring-is-replacing-resumesbut-tests-arent-the-only-answer-302671309.html more

Career development

 20h

Skills-Based Hiring Is Replacing Résumés--But Tests Aren't the Only Answer


As employers adopt skills-based hiring, Vetano highlights why service and trade roles are driving demand for proof-of-skill over assessments.

NEW YORK, Jan. 27, 2026 /PRNewswire/ -- Skills-based hiring is rapidly replacing traditional résumé screening as employers look for faster, more reliable ways to evaluate candidates. While many organizations have adopted skills assessments and tests,... employers in performance-based industries are finding that standardized evaluations alone don't capture what actually matters on the job.

Recent research highlighted by Fortune shows that nearly three-quarters of employers now use some form of skills-based hiring. These approaches have been linked to faster time-to-hire and improved hiring outcomes. However, in roles where performance is hands-on and customer-facing -- such as restaurants, haircare, skilled trades, automotive, and construction -- employers are increasingly prioritizing demonstrated ability over test results.

"In many service and trade roles, the skill is the job," said Chris Fairley, founder of Vetano. "Written résumés and assessments can't show pace, communication, or quality under real-world conditions. Employers want to see how someone actually performs before committing time to interviews."

Proof-Based Hiring Is Emerging Alongside Testing

Skills-based hiring has often been implemented through assessments designed to measure knowledge or competency. While useful in some contexts, these tools can feel disconnected from day-to-day work in hands-on roles.

As a result, employers are exploring approaches that allow candidates to demonstrate skills directly, such as short video demonstrations or work samples. These methods enable hiring managers to review real performance early in the process, reducing reliance on résumé keywords and first-round phone screens.

This evolution is particularly relevant as application volume increases and AI-generated résumés become more common. Employers report spending significant time screening applicants who meet formal requirements but struggle to perform once hired.

A Practical Shift Driven by Operations

For operators, the move toward proof-based evaluation is driven less by ideology and more by necessity. High turnover, time constraints, and the cost of mis-hires require faster, clearer signals when evaluating candidates.

"Skills-based hiring works best when employers can actually see the skill," Fairley said. "Proof-based approaches don't eliminate interviews, but they make those conversations more productive because ability has already been demonstrated."

Industry observers expect hiring processes to continue blending multiple signals -- experience, verification, references, assessments, and real-world demonstrations -- to improve decision-making across performance-based roles.

About Vetano

Vetano is a video-first hiring and gig platform designed for performance-based industries, including restaurants, haircare, skilled trades, automotive, and construction. Vetano enables candidates to demonstrate real skills through short, ID-verified videos, allowing employers to evaluate ability before the interview.

Hire Smarter. Start With Proof.

Learn more at www.vetano.com

Media Contact:

[email protected]

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Career development

 21h

What Drove Turnover in 2025


"To face new challenges and career growth."

"New opportunities."

"Not feeling challenged by the work."

"Need to do something in alignment with my goals and education."

"Hoping to advance."

These are just a few of the responses we got in a survey recently, when we asked people looking for new jobs why they were job searching. PuzzleHR's 2025 Exit Interview survey of over 2,100 U.S. job seekers... assessed why employees leave their jobs and the impact of various factors on retention.

What we found was a clear pattern. Employees in 2025 don't feel like their jobs give them room to grow, and they're quitting as a result. Work provides a source of purpose, but if employees can't advance, learn new skills, or build careers, roles lack that purpose. Career development has become a core expectation, and employees are increasingly willing to walk away from positions that don't offer a clear path forward. Ensuring retention in 2026 is about keeping employees challenged and engaged.

The U.S. economy experienced great uncertainty in 2025, marked by persistent inflation that impacted raises, benefits premiums, and the overall cost of living. In spite of having jobs, many employees nationally struggled to make ends meet, while relying on their jobs to provide them with affordable benefits. Companies faced mounting pressure to retain top talent, as the cost of recruiting new employees is high.

Estimates place the cost of replacing an employee at 3-4 times the position's salary, not to mention the lost time, productivity, institutional knowledge, and morale. Leaders must understand why employees leave, to make strategic investments in benefits and development opportunities that impact retention.

Exit survey trends

Our survey offers direct insight into the employee experience, uncovering the real reasons employees leave their roles and what they value from an organization, so leaders can make smart retention decisions for the year ahead.

We identified concerns around career stagnation, compensation, and leadership across participant responses. Benefits are a major retention driver, and this survey identified health insurance, paid time off, and mental health benefits as those with the most impact on employee satisfaction and retention.

What's changed?

Career stagnation was the top reason cited for turnover in 2025, garnering 13 percent of total responses. This is a drastic change from our 2024 Exit survey, where burnout took the highest spot, accounting for 21 percent of turnover. In 2025, burnout was only 4 percent. The 2024 Exit survey's top retention drivers were benefits, wages, and work-life balance, as employees sought improvements to their quality of life. Many companies are delivering, prioritizing employee wellness and mental health by offering mental health coverage, employee assistance programs, wellness programs, and more. As this trend continues, we expect the number of burned-out employees to continue dropping.

Employees may be feeling healthier this year, but many are concerned about the longevity of their roles, as seen in the high rate of turnover driven by a lack of advancement opportunities and general career stagnation. Insufficient pay was cited by 10 percent of participants as a turnover driver. Financial pressures are high, and many employees are seeking second jobs or temp work to meet their needs. Nine percent of respondents cited dissatisfaction with leadership as their reason for leaving, reporting ethical clashes, micromanagement, and a lack of support.

Benefits, retention, and satisfaction

This year, we looked deeper into what benefits employees want, asking participants to rank a list of benefits on their impact on retention and satisfaction.

Respondents largely reported that health insurance, scoring 6.75 out of 10 points, was the benefit with the most impact on employee satisfaction and retention. Paid time off and mental health benefits were also identified as top retention drivers, scoring 5.66 and 5.42, respectively. As employees continue to prioritize wellness, companies should be prepared to offer benefits that help employees feel their best.

We also gave participants the opportunity to write in responses to the question, "What other benefits, not listed above, would positively impact your time at an organization?" Participants wanted to see improvements in company culture, compensation, career growth opportunities, work-life balance, and financial security.

A significant portion of responses identified internal changes, rather than benefits to select during open enrollment. Communication was mentioned several times, often cited as an issue with leadership or company culture.

Holistic benefits, those that support the employee in and out of work, emerged as a key theme. Respondents mentioned gym memberships, wellness stipends, pet insurance, and employee discounts as options for improving the employee experience. People spend a lot of time at work, and they want to feel like their job adds value to their lives.

What leaders can do

In 2025, employees were most concerned about growth opportunities and feeling supported while under financial strain. They continue focusing on their well-being and want to work for companies that prioritize culture, communication, and the employee experience.

Leaders: This year, the challenge is to keep up. Employees want to build new skills to further their careers while balancing their mental and physical wellness. Be ready to provide learning opportunities, improve your company culture, implement financial wellness programs, and invest in holistic benefits. Your employees are on the path to self-improvement. Prove that you can support and develop them, or risk losing your top performers to an organization that can.

The preferred-rate deadline for the 2026 Inc. Best Workplaces awards is this Friday, January 30, at 11:59 p.m. PT. Apply today. more

Career development

 1d

5 Interview Questions Every Radio Manager Should Be Asking


Most radio job interviews sound like a rerun: "Tell me about yourself." "What are your strengths?" "What's your greatest accomplishment?" You could answer those in your sleep. But if you're trying to find the right PD, Sales Manager, Air Talent, or content creator in today's radio business, the same old questions won't get you there.

I recently came across an article about job interviews and the... 5 Sneaky Questions That Make You Think, and decided to "re-work" them for the radio business. The result? Five questions that should tell you more about a candidate's brain -- and their fit for your station/company -- than any résumé ever will.

These questions aren't just for the people doing the hiring, by the way -- they're for anyone who wants to work in this business and is looking to advance. If you can answer them honestly and intelligently, you're already separating yourself from the pack. In an industry that keeps shrinking the number of chairs, it's not just about getting a job. It's about showing you belong in the next generation of radio. more

Career development

 1d

The Importance Of Hiring A Career Coach


In today's fast-paced and competitive job market, it can be challenging to navigate your career path successfully. Whether you're a recent graduate looking for your first job or a seasoned professional seeking a career change, having a career coach by your side can make all the difference. A career coach is a professional who specializes in guiding individuals through their career development... journey, providing expert advice, support, and tools to help them achieve their professional goals.

One of the key benefits of hiring a career coach is gaining clarity and direction in your career. Many individuals struggle with identifying their strengths, values, and passions, making it difficult to determine the right career path for them. A career coach can help you explore your interests and skills, assess your values and goals, and align them with potential career options. By working with a career coach, you can gain a better understanding of yourself and what you want out of your career, ultimately leading to more fulfilling and successful professional choices.

Another crucial role of a career coach is helping you develop a strategic career plan. A career coach can assist you in setting realistic and achievable career goals, creating an action plan to reach those goals, and holding you accountable for your progress. With their guidance, you can establish a clear roadmap for your career development, including steps to acquire new skills, build your network, and advance in your current position or transition to a new one. Having a well-defined career plan can significantly increase your chances of success and satisfaction in your professional life.

Furthermore, a career coach can provide valuable support and encouragement throughout your career journey. Job searching, networking, interviewing, and negotiating job offers can be daunting tasks, especially if you're doing them alone. A career coach can offer practical advice, resources, and tools to help you navigate these challenges with confidence and ease. They can also provide emotional support, motivation, and feedback to keep you motivated and focused on your goals. Having a knowledgeable and experienced professional in your corner can make a world of difference in your career progression.

Additionally, a career coach can help you enhance your job search and interview skills. In today's competitive job market, standing out from the crowd and landing your dream job requires more than just submitting a resume and cover letter. A career coach can help you develop a compelling personal brand, tailor your application materials to specific job opportunities, and prepare for job interviews effectively. With their expertise, you can learn how to highlight your strengths, showcase your accomplishments, and communicate your value proposition to potential employers, increasing your chances of securing job offers.

Moreover, a career coach can assist you in overcoming obstacles and roadblocks in your career. Whether you're facing challenges at work, dealing with a difficult boss or colleagues, or feeling stuck in your current role, a career coach can help you navigate these difficulties and find effective solutions. They can offer perspectives, strategies, and tools to help you navigate workplace dynamics, deal with conflicts, and manage stress effectively. By working with a career coach, you can develop the resilience and skills needed to overcome obstacles and thrive in your professional life.

In conclusion, hiring a career coach can be a game-changer in your career development journey. From gaining clarity and direction to creating a strategic career plan, receiving support and encouragement, enhancing job search and interview skills, and overcoming obstacles, a career coach can provide valuable guidance and resources to help you achieve your professional goals. If you're looking to take your career to the next level, consider investing in a career coach to help you navigate the complexities of the job market and achieve success and fulfillment in your professional life. more

Morie Mustapha
Career development 3d

I recently went through the interview process for a MERL Manager position. It was a rigorous four-stage process, and I was incredibly encouraged to make it all the way to the final round. Reaching that point gave me a real sense of hope and confidence that the role was within my grasp.

The final interview was held online via Google Meet. I’ll admit, I felt quite tense, but I focused on... presenting my answers as clearly and accurately as I could, supporting each point with relevant examples from past experiences.

Unfortunately, I was not selected for the role. When I asked for feedback, I was told that my responses came across as scripted, as if I were reading directly from notes prepared by an AI tool.

The news was disappointing, and to be honest, it left me feeling quite disheartened. The experience has made me reconsider ever applying to that organization again. more
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  • Grace P. Blur

    1
    1d

    i don't think so i can help you with that cos i have an organization that is actively hiring if intrested

    1

  • timoth wafula

    1
    3d

    You don't know how to trick the AI. ? I had a similar experience UpTo the last minute and I was told consider doing research using AI tools. So never... avoid the AI but jumble the information in your own language. Use descriptive words rather than AI proposals.  more

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Career development

 1d

Job hunting in 2026: Why some professionals are faking their résumés to survive layoffs - Does it work? - The Times of India


Imagine pouring your heart into your job applications, only to get ghosted because of a layoff gap on your résumé. For millions of white-collar workers, this is the harsh reality, especially in the wake of the current job market. Tech, media, finance, consulting - hundreds of thousands of roles vanished, as per Layoffs. fyi and Bureau of Labor Statistics data, reported ET. Professional services... took hit after hit, yet hiring standards? Tighter than ever. Résumé gaps, even short ones, scream "red flag" to recruiters drowning in apps.One laid-off worker's bold move - falsifying parts of their résumé - sparked a firestorm online. They closed gaps, dodged recruiters' job application scanning process and Applicant Tracking System (ATS) filters, nailed interviews, passed a background check, and even landed a new job! And he had zero regrets as he shared his experience online. But is this a desperate survival hack or a ticking time bomb? Their story peels back the curtain on why gaps kill careers and what checks really catch, as reported by ET:Imagine being laid off once and the chaos that follows: one layoff or job rejection leads to the other, underemployment, and reduced budgets. Our storyteller faced it all. Each gap widened the hole - fewer callbacks, quicker rejections. At one point, recruiters stopped asking while bots did the job application rejection.So, in a desperate attempt to land a job, they tweaked real job dates and invented a plausible second company (with a quick website for cover). Skills and projects? Legit from past roles. Goal: Slip past automated screens to a human.And it worked! Offer in hand, then the background check loomed. Panic set in. But... nothing happened. He got a clean report.Why do gaps sting so much now? For the unversed, ATS flag anything over six months. Recruiters, swamped, use "continuous employment" as a shortcut for "reliable." It's ironic: Firms slash jobs, then shun the survivors. Economists call it "unemployment scarring" - in shaky recoveries, stigma snowballs, trapping talent in endless job searches.Was the person shocked to pass the background check? Well, you're not alone. Most white-collar checks prioritise criminals and ID verification - lawsuits over safety risks drive this. Employment? Often, a cursory "yes, they worked there" from HR, skipping dates or titles.No reference calls. Fake company line? Silent. Credit pulls? Rare outside finance-heavy roles. Firms like HireRight depend on databases for speed, not deep dives. And for mid-level office jobs, these checks are just surface-level rules, as per reports.Is tweaking your resume right? Desperate times or dishonest play?Incidents of people faking their job resumes to bag a job has fuelled debates online. While pro-fakers say: Companies lie about stability and perks - so why not level the field? Gaps punish victims of mass cuts.And those who don't agree with it believe that if caught, it could lead to firing, blacklisting, endless anxiety. Lawyers note: Fudging dates < fake degrees. Still, policies vary - risky bet.It's bigger than one résumé. A system prizing optics over skills breeds this. Honesty feels like self-sabotage when "employed elsewhere" trumps talent.Tempted? Pause. Try these honest bridges:1. Reframe gaps: "Consulting sabbatical - upskilled in AI via Coursera." List freelance/volunteer gigs.2. Network with the right people, as many jobs are filled via connections.3. Freelance smart: Platforms like Upwork fill gaps legitimately.4. Tailor relentlessly: Keywords beat perfection.5. Upskill visibly: Certifications show that you are "proactive" in your work.This particular incident shows the systemic flaws in job recruitment. For employers: They need to ease the stigma related to career gaps. They also need to train beyond bots. Meanwhile, workers don't need to take rejections personally; the game's rigged.In 2026, survival demands grit and ethics. So play smart and stay true. more

Career development

 1d

Legendary Exit: Lady walks out of job interview after being asked unexpected question


A lady's account of a job interview experience has sparked wide debate on X, formerly Twitter, after she described walking out over a controversial final question.

In her post, the lady recalled how she had successfully passed several interview stages before being asked a question that immediately raised concerns about workplace culture.

Interview Question That Ended the Process

She wrote that... the interviewer asked her one final question: "Tell us 5 ways you would react if the boss shouts at you."

According to her account, she paused, asked politely to be shown the restroom, then picked up her bag and left the interview entirely.

The post quickly gained attention, with many users praising her decision as an act of self-respect, while others argued the question was misunderstood.

Mixed Reactions From Social Media Users

Reacting to the story, Masterpiece questioned her choice, writing: "Why you come leave now? You don't want your Boss to shout-out at you while you're getting paid?"

Synergist offered a different view, suggesting the question had another purpose. He said: "That isn't a bad question, it's more of how tolerance you're and how good you're at handling pressure or an argument. I don't think it's a bad question."

Bookem shared a personal experience, stating: "College: HP dude interviews me. What would you do if your coworker acted out since he had been stabbed in the back standing at a urinal? Mind you, I'd lived in rough areas but I just said I don't know."

Debate Over Workplace Culture and Respect

Other users strongly criticised the interviewer's approach. Repair Man described the question as a sign of toxicity, writing: "The boss must have been very toxic to ask such a question at an interview. He must have told the interviewers look for the one that will say she will cry and cry and cry.

"That's not a professional interview question. They were looking for a slave that could tolerate a lot of shiit."

Prashant Singh supported the woman's decision, stating: "That question already told you everything you needed to know about the culture. If a company is testing how you tolerate disrespect instead of how you do the work, walking out is the right answer. Self-respect is also a skill."

Tripathy echoed this sentiment, calling the exit bold and justified. He wrote: "Legendary exit. That question wasn't an interview -- it was a red flag audit. If a company is already normalizing a shouting boss before you join, they're not testing resilience -- they're testing tolerance for disrespect." more