Career development

1h

Ingentia Energies Graduate Trainee Program 2026: How to Apply

Career development

2h

JobAssist Wants To Make Job Searching Feel More Manageable

The modern application process can feel scattered and repetitive. JobAssist was built to help people bring more structure and clarity to the experience.

Looking for a job used to mean sending out a few resumes and waiting for a phone call. Today, the process often feels much bigger than that. You might spend an hour adjusting your CV for one position, write a new cover letter for another, then... lose track of which companies have already contacted you back.

For many applicants, especially graduates, career changers, and early-career professionals, the hardest part is not always qualification. It is staying organized long enough to keep momentum.

That shift helped shape JobAssist, a platform designed to help simplify the application process without making it feel overly technical or complicated. The company focuses on helping users improve their application materials, manage submissions, and reduce the repetitive work that comes with modern job hunting.

A More Organized Way to Apply

One common complaint among job seekers is that applications start blending together after a while. Different resumes sit in different folders. Cover letters pile up in unfinished drafts. Deadlines disappear inside crowded inboxes.

JobAssist approaches the process more like a workflow than a checklist. Instead of forcing users to jump between platforms and documents, it brings job tracking and application support into one system.

The platform also helps users strengthen CVs and cover letters, which can be especially helpful for applicants who know they have experience but struggle to present it clearly on paper.

That practical focus matters because many people do not want another complicated productivity system. They want something that feels easier to use when they are already stressed.

AI Without the Technical Barrier

Artificial intelligence has become part of hiring, recruiting, and application screening. Still, many job seekers remain unsure how to use AI tools effectively.

JobAssist was built with non-technical users in mind. The platform uses AI to streamline parts of the process while keeping the experience accessible and straightforward. Users do not need to understand prompts, coding, or automation systems to navigate it.

That balance between technology and usability has become an important part of the company's approach. The goal is not to remove the human side of job searching. It is to help people spend less time repeating the same administrative tasks over and over again.

Reducing Friction During the Search

Applying for jobs can become draining when every application starts to feel disconnected from the last one. Small frustrations add up quickly. A missed follow-up email, an outdated resume version, or poor organization can slow the process down.

JobAssist aims to reduce some of that friction by helping users stay on top of applications and maintain consistent materials. Early users have described feeling more confident and less overwhelmed once they had a clearer system in place.

The company sees job searching as something that should feel guided rather than chaotic. As more candidates seek ways to manage growing application demands, platforms like JobAssist reflect a broader shift toward career tools built on clarity, accessibility, and real-world usability.

Image credit: Pexels

This post was authored by an external contributor and does not represent Benzinga's opinions and has not been edited for content. The information contained above is provided for informational and educational purposes only, and nothing contained herein should be construed as investment advice. Benzinga does not make any recommendation to not sell any security or any representation about the financial condition of any company.

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Career development

4h

Reese's Thesis II: The price of being excellent - Jackson Advocate

We were raised to believe excellence was protection.

For many of us, excellence was not about ambition. It was about safety. It was armor. It was insurance against the stereotypes that trailed us into classrooms, offices, courtrooms, and boardrooms.

And to be clear, excellence works. It opens doors. It earns titles. It secures salaries. It builds résumés that our grandparents could not have... imagined. We now sit in rooms our ancestors were locked out of entirely.

But here is the question we do not ask out loud.

If excellence is protection, why are we still bracing ourselves?

Across industries, Black professionals are over credentialed and under empowered. We are the most educated generation in our family histories. We have mastered systems that were never designed with us in mind. We understand compliance, policy, corporate governance, federal regulations, and institutional language.

Yet many of us still feel like guests in buildings we help sustain.

Excellence gets us in the door. It does not guarantee control over what happens inside.

Somewhere along the way, we confused performance with power.

We perform professionalism flawlessly. We adjust tone. We manage perception. We swallow reactions. We calculate risk before we speak. We become experts at navigating spaces that require constant calibration.

The cost is knowing that one mistake is not simply a mistake, but a confirmation of someone else's doubt.

We tell our children to be exceptional. And they are. But we do not always tell them that excellence will not exempt them from bias. It will not dismantle ceilings. It will not automatically translate into ownership.

Ownership is controlling budgets, not just balancing them.

Ownership is shaping culture, not just adapting to it.

There is nothing wrong with excellence. It is necessary. It is powerful. It is honorable.

But excellence alone does not shift systems.

We must move from proving ourselves to positioning ourselves. From surviving institutions to understanding how they actually function. From seeking validation to securing leverage.

Because a community that only strives to be excellent can still be managed.

A community that understands power can no longer be quietly contained.

From Jackson to the Pacific, the thesis remains the same. Know the system. Know yourself. more

Anonymous member

Career development

1d

Hello! My boss expects me to be available 24/7. She even calls me after 10 p.m. and on weekends, usually about unimportant things. I feel like she just likes controlling her employees and bothering us even outside of work. Maybe I should just stop answering her calls?

1

Quaynor Alexander
4h
please let her know your job description and let know that after work you have other job you do so if she can give briefing space you will be... happy.Be cool with her may be she is going through some problem wai. more
Joy Nyamedea
15h
You should be polite and precise her calls is not appreciated and you would want to stick to your job description notwithstanding once in a blue moon... there could be urgency and you will be available to help but you can't be working always every time of the day more

Career development

6h

Burned out and going nowhere: the American worker is too mentally drained to even look for a new job - NewsBreak

The résumé sits unfinished in a Google Doc. The LinkedIn tab stays open, untouched. For millions of American workers, the search for something better has ground to a halt -- not because the jobs aren't there, but because they've done the math. The door, it turns out, is barely open.

More than half of U.S. workers -- 53%, according to a new Glassdoor poll of over 1,300 professionals -- say they... have paused their job search entirely to protect their mental health. It's a figure that captures something economists rarely quantify: the exhaustion tax. The psychic cost of a labor market that demands constant hustle while delivering, for many, almost nothing in return.

The door is closed from both sides

The structural backdrop helps explain why. Federal Reserve Chair Jerome Powell gave the condition a name last September: the "low-hire, low-fire" economy. The St. Louis Fed has since quantified it: as of late 2025, the hiring rate had fallen to 3.3% -- just 0.5 percentage points above the all-time low recorded during the depths of the Great Recession in June 2009. The firing rate, meanwhile, sat at a historically low 1.1%. Workers aren't stupid. They know that there's nowhere to go right now.

The quits rate -- the single best proxy for worker confidence in labor mobility -- dropped to 1.9% in late 2025, tying cycle lows. Americans now believe they have only a roughly 45% chance of finding a new role within three months -- a figure lower than during the peak of the COVID pandemic in December 2020, per Federal Reserve Bank of New York data.

Most U.S. CEOs had no plans to increase headcount in 2026, cementing the low-hire environment as a deliberate corporate posture rather than a cyclical dip. Monthly job growth now averages roughly 50,000-100,000 -- well below the 150,000-200,000 range considered healthy.

The rational math of burnout

Compounding the immobility: job seekers are being ghosted at a three-year high, with more than half of applicants reporting no response from employers in the past year. Hiring experts connect the trend directly to AI-inflated application volumes overwhelming recruiters -- the same feedback loop burning candidates out. Workers send more applications because response rates are low; response rates stay low because volumes are overwhelming. Nobody wins.

Burnout mentions in Glassdoor company reviews surged 65% year-over-year in Q1 2026. The pressure is sharpest in nonprofit, healthcare, and technology sectors that have seen the steepest increases in exhaustion since 2019.

"One of the biggest signs of exhaustion is noticing a lack of emotional regulation -- you're more irritable, more anxious, more frustrated," said Jade Walters, a TEDx speaker and founder of career development platform The Ninth Semester. "You have to set boundaries, because if you keep chugging through and you're feeling burnt out, you're just going to keep hitting a wall."

Stuck in the wrong job

For those still employed, the trap has another dimension: they're locked in roles that don't fit. In November 2025, the number of workers who wanted full-time positions but could only find part-time work hit 1.65 million -- the highest since January 2018. Long-term unemployment is climbing too: about a quarter of unemployed individuals had been jobless for at least 27 weeks as of December 2025, the highest proportion in nearly four years. The 12-month average duration of unemployment stood at 23.9 weeks as of March 2026 -- the highest since October 2022 -- with hundreds of thousands simply exiting the labor force after unsuccessful searches.

The outcomes, when workers do land something, are increasingly compromised. Only 25.2% of new hires landed their dream job in Q4 2025, down sharply from 36.2% the prior quarter. Over a quarter took pay cuts. Only 30% even negotiated. "We're seeing more decisions being made out of necessity," ZipRecruiter economist Nicole Bachaud told Fortune.

Gen Z watches -- and walks

The toll falls unevenly, and the youngest workers are drawing the starkest conclusions. Gen Z is encountering a job market dramatically more punishing than the one millennials navigated, facing longer timelines and higher rejection rates. Their response is increasingly radical: nearly one in four Gen Z workers are now actively considering ditching desk jobs for the trades, with three-quarters associating white-collar work with burnout and instability. For a generation that watched millennials grind themselves down at open-plan desks, the corner office -- always a stretch -- no longer looks worth the cost.

The paradox of the "healing" market

The cruel irony is that by conventional measures, the labor market is technically improving. The April 2026 jobs report showed 115,000 jobs added and unemployment holding at 4.3%. But that headline masks a stark bifurcation: the market is healing for everyone except those in white-collar office roles, where AI-driven restructuring continues to compress opportunities in the very segment of the workforce most likely to be actively searching. J.P. Morgan chief U.S. economist Michael Feroli calls it "resilience in the face of headwinds" -- but for workers staring at a 45% job-finding probability, it doesn't feel like resilience. It feels like standing still.

Organizational psychologist Adam Grant has pointed to research showing the frequency of breaks matters more than their duration for cognitive recovery -- that even 5-to-10-minute pauses throughout the day measurably help. The Glassdoor community agrees: the top coping mechanism cited by 39% of job seekers is applying selectively rather than broadly, followed by 28% who swear by structured routines with hard stop times. The new job search wisdom isn't to push harder. It's to protect what's left.

Invisible drag on the economy

For HR chiefs and labor economists, the implications extend beyond individual well-being. A workforce too burned out to job-hunt is also a workforce less likely to self-sort efficiently -- staying in mismatched roles, suppressing wage competition, and reducing the economy's capacity to allocate talent where it's needed most. The burnout epidemic isn't just a mental health story. It's a productivity story, and a macroeconomic one. The stagnation is also producing increasingly unequal outcomes by race, age, and education, as the workers least able to weather a long search are the ones most likely to give up entirely.

The American worker isn't just burned out at work. They're burned out on the idea of looking for the next job. And in a low-hire, low-fire market where the math genuinely doesn't favor moving, that paralysis -- quiet, invisible, and structurally rational -- may be one of the most consequential labor stories of 2026.

For this story, Fortune journalists used generative AI as a research tool. An editor verified the accuracy of the information before publishing.

This story was originally featured on Fortune.com more

Ted Setterfield

Career development

2d

Hi everyone! Does anyone else get annoyed when a job ad doesn’t say the salary? Yesterday I had an interview and asked the HR how much they could pay. He said it depends on my skills. So in the end, I still don’t know what salary I can expect. Is that normal?

Paul seth
6h
i think this depends on your experience and what you are applying for putting in place the current economic status ,the company and also the working... location.e.g fieldwork more
Cynthia Awino
1d
Knowing the salary being offered is important, knowing your worth is equally more important, the question is are you ready to take the lowest pay they... are offering. Why employers do not want to disclose this information is unprofessional. Someone once said you should discuss what you are bringing in then negotiate. They already know you are suited for that position hence the shortlisting. Employers please kindly disclose the salary when asked coz you have the budget you can at least give a range, to avoid wasting each others time. more
1

Career development

6h

American Workers Too Exhausted to Even Search for New Jobs

Millions of résumés sit unfinished. LinkedIn profiles gather digital dust. For a growing share of the American workforce the pursuit of better pay or fresh opportunity has simply stopped. Not for lack of desire. The energy required feels prohibitive.

A new Glassdoor poll of more than 1,300 professionals delivers the stark number. 53% of U.S. workers have paused their job search entirely to... safeguard their mental health. The decision looks rational against the data. Hiring rates sank to 3.3% by late 2025. That sits a mere half-percentage point above the trough hit during the Great Recession. Firing rates hover near record lows at 1.1%. Movement has frozen.

Federal Reserve Chair Jerome Powell labeled the pattern a "low-hire, low-fire" economy last September. The quits rate, that clearest signal of worker confidence, dropped to 1.9%. Americans now assign themselves only a 45% chance of landing a new role inside three months. The figure sits below even the darkest months of the COVID crisis. Monthly job gains average between 50,000 and 100,000. Economists consider anything under 150,000 unhealthy for sustained expansion.

Most CEOs signaled no plans to expand headcount this year. The stance reflects deliberate caution more than temporary softness. And workers notice. They calculate the odds. Then many choose stillness.

Ghosting compounds the fatigue. More than half of applicants report receiving no response in the past year. The rate of silence reached a three-year peak. AI tools let candidates blast out polished applications at scale. Recruiters drown. The loop tightens. Candidates apply more frantically. Silence grows louder. Exhaustion sets in.

Burnout mentions inside Glassdoor company reviews jumped 65% year-over-year in the first quarter of 2026. Nonprofit organizations, healthcare providers, and technology firms recorded the sharpest rises since 2019. The pattern hits white-collar professionals especially hard. These are the same workers most likely to rely on online portals and formal applications.

"One of the biggest signs of exhaustion is noticing a lack of emotional regulation -- you're more irritable, more anxious, more frustrated," said Jade Walters, TEDx speaker and founder of career development platform The Ninth Semester. "You have to set boundaries, because if you keep chugging through and you're feeling burnt out, you're just going to keep hitting a wall."

The trap closes from both sides. Those still employed often feel stuck in mismatched roles. In November 2025 the count of people wanting full-time work but holding only part-time positions climbed to 1.65 million. The highest level since 2018. Long-term unemployment worsened. One in four jobless Americans had gone without work for 27 weeks or longer by December 2025. Average duration of unemployment stretched to 23.9 weeks by March 2026. Hundreds of thousands simply dropped out of the labor force.

When new jobs do materialize the outcomes disappoint. Only 25.2% of recent hires described their position as a dream role in the fourth quarter of 2025. That share had stood at 36.2% three months earlier. More than a quarter accepted pay cuts. Just 30% attempted negotiation. "We're seeing more decisions being made out of necessity," ZipRecruiter economist Nicole Bachaud told Fortune.

Younger workers draw the bleakest conclusions. Nearly one in four members of Gen Z now consider leaving desk-based careers for trades. Three-quarters link white-collar paths to burnout and instability. They watched millennials endure open-office marathons only to face restructuring and stagnant mobility. The corner office lost its shine.

Earlier data painted an even sharper picture of reluctance. A Monster survey of 1,504 U.S. workers conducted late last year found just 43% planned to look for new employment in 2026. The share had reached 93% the year before. CNBC reported the collapse under the headline that workers had grown burned out by the mere thought of switching jobs. Pessimism ran deep. Forty percent expected the job market to deteriorate further. Another 40% saw no improvement ahead. Fifty-two percent anticipated rising layoffs.

Glassdoor's own Worklife Trends report for 2026 described a widening gap between leaders and employees. Hiring sits at a 10-year low. Offer rejection rates fell as candidates lowered their standards and accepted whatever arrived. Senior leadership ratings continued their slide. Mentions of disconnect, miscommunication, distrust, and misalignment in reviews climbed between 24% and 149% depending on the term. AI added another layer of uncertainty. Satisfaction in roles with high AI exposure slipped. Career opportunity scores dropped for software engineers, translators, and copywriters. Fifty-six percent of professionals voiced job-security worries.

Yet the official labor picture carries a different tone. The April 2026 employment report recorded 115,000 jobs added with unemployment steady at 4.3%. J.P. Morgan chief U.S. economist Michael Feroli described the economy as showing "resilience in the face of headwinds." For those scanning job boards that resilience registers as immobility. White-collar segments in particular continue to absorb AI-driven compression. The bifurcation leaves many office workers stranded.

Organizational psychologist Adam Grant has emphasized that the frequency of short breaks matters more for recovery than their length. Five or ten minutes of pause scattered through the day can restore cognitive function. Job seekers appear to have absorbed a version of that lesson. In the Glassdoor community 39% named selective applications rather than volume as their top coping tactic. Another 28% pointed to strict routines with firm end times. The new wisdom rejects the grind. It prioritizes preservation.

HR leaders and economists face broader consequences. A workforce too drained to hunt for new positions stays locked in suboptimal matches. Wage pressure softens. Talent fails to flow toward higher-value uses. The burnout cycle becomes macroeconomic. Productivity suffers. Unequal outcomes widen by race, age, and education level. Those with the fewest resources to endure long searches exit first.

Some voices urge a tactical shift. Ebony noted that more than 70% of workers feel hopeless about the 2026 job market. Yet online applications produce only 60% of offers. Referrals, recruiters, and direct outreach account for the rest. That share rose from 27% in 2023. Interviews secured through referrals prove 35% more likely to convert. Recruiter-sourced candidates jumped 72% over the same period. The hidden market rewards human connection over automated volume. Networking, warm introductions, and genuine conversations cut through the noise.

The structural forces will not vanish quickly. Low hiring persists. Corporate caution runs high. AI continues to reshape application pipelines and internal workflows. Workers have adapted their behavior accordingly. Many hug their current jobs. They build side income streams. They upskill quietly. They protect remaining energy.

The American worker has not lost ambition. The market has made ambition expensive. The psychic price of repeated silence, lengthening unemployment spells, and compromised outcomes now exceeds the perceived reward for many. That quiet calculation may rank among the most significant labor-market developments this year. Companies seeking talent cannot ignore it. Policymakers tracking mobility cannot dismiss it. The exhaustion is measurable. The paralysis is real. And the consequences are only beginning to surface. more

Amalia White

Career development

19h

I’ve worked in the loan department for 5 years and I have good experience and a strong resume. But I think I may not get promoted because of my hair - it’s very curly and messy. Someone hinted that a manager should look neat. I can’t really control my hair. Do you think this could really be a reason not to promote me?

1

hobcapital MCFL
7h
i dont think thi should be a problem.
apau gyau
8h
In banking sector is "YES".

Career development

13h

Stop tailoring resumes one at a time. Apply to 50 jobs in one go

Job hunting is a numbers game. You need to apply to a lot of roles.

But here's the trap: applying to many jobs with the same generic resume tanks your response rate. ATS systems filter you out. Recruiters move on.

So the advice is always "tailor your resume for every job." Great advice. Also completely impractical when you're applying to 20-50 roles.

Tailoring one resume manually takes 30-60... minutes. At 50 jobs, that's an entire work week, just rewriting the same document over and over.

All generated in minutes. Export as PDF or DOCX, ready to send.

The key insight isn't the AI tailoring, plenty of tools do that for one job at a time.

The key insight is batching.

When you're job hunting seriously, you don't apply to one job. You build a list, research companies, and send a wave of applications. The bottleneck is always the tailoring step.

BulkResumes removes that bottleneck entirely. You do the research, build your list of 20-50 jobs, paste all the descriptions in one shot, and come back to a full set of tailored applications.

Each pack also comes with a fit score, a breakdown of how well your background matches the role across dimensions like hard skills, seniority, title match, and industry relevance.

This helps you prioritise: apply harder to the 80%+ matches, decide quickly on the 40% ones.

Built with Next.js, Firebase, and the Anthropic API. Still early, would genuinely love feedback, especially on output quality for different industries.

What's your current resume tailoring workflow? Curious if others have solved this differently. more

Career development

15h

Unlocking Opportunities: From Experience to Excellence RPL

* Recognition of Prior Learning (RPL) offers a pathway to gain formal recognition for your existing skills and career experience.

* You can transform your hands-on work experience into a nationally recognised qualification in Australia without unnecessary study.

* RPL provides significant time and cost-saving benefits compared to traditional education, making it an efficient choice for... professionals.

* It is an accessible option for those seeking career advancement, formal credentials, or new job opportunities.

* The process involves documenting your experience with evidence like résumés, work samples, and references.

* Ultimately, RPL is a convenient way to unlock new career paths and achieve your professional goals faster.

Introduction

Have you ever wished your hard-earned skills counted for more? With Recognition of Prior Learning (RPL), they can. RPL values your practical experience, helping you turn work knowledge into formal qualifications and opening doors to career advancement. It's a direct way to turn what you know into new professional opportunities.

Understanding RPL in Australia: From Experience to Recognised Qualifications

Recognition of Prior Learning (RPL) lets individuals in Australia turn practical experience into formal qualifications. RPL assesses existing skills and knowledge against industry standards to grant nationally recognised certifications. Through evaluating work samples and personal experience, RPL acknowledges what individuals already know. By connecting informal learning with formal education, RPL improves career prospects and supports professional growth.

Defining RPL and Its Role in Career Advancement

Recognition of Prior Learning (RPL) is a valuable tool for career growth, formally recognising skills and knowledge gained through work and life experiences. By acknowledging informal learning and professional development, RPL helps individuals meet qualification standards, fill skill gaps, and boost their career prospects, opening doors to new opportunities in higher and vocational education.

Why RPL Is an Educational Secret for Australian Professionals

RPL is often called Australia's best-kept educational secret because many skilled professionals don't know their informal learning can be turned into a nationally recognised qualification. Operating outside traditional universities and TAFE, RPL offers a powerful but lesser-known alternative.

Years of practical experience often go unrecognised. RPL changes this by formally acknowledging your hands-on skills, boosting your career prospects and demonstrating your abilities to employers.

Instead of lengthy coursework, RPL offers an efficient path to certification, recognising that valuable learning happens beyond the classroom. For many Australian professionals, RPL unlocks new opportunities without restarting their education, making it a smart choice for those with substantial experience.

How RPL Transforms Work Experience into Official Recognition

With RPL, turning practical experience into a formal qualification is simple and structured. First, your work experience and skills are matched to the required competency units for your chosen qualification. The focus is on what you can do, not where you learned it.

An assessor from a Registered Training Organisation (RTO) reviews your evidence to confirm your expertise. If your skills meet the requirements, you earn a certificate or diploma -- officially recognising your hard work and boosting your career credentials.

The Process of Documenting and Validating Your Experience

Your RPL journey starts with a simple skills check to confirm your eligibility and match you with the right qualification. Next, you'll gather evidence to demonstrate your competence -- this documentation is what assessors use to validate your skills.

Key steps include:

* Completing a free skills check.

* Collecting documents like your résumé, job descriptions, and references.

* Adding work samples, photos, or videos showcasing your abilities.

* Submit your portfolio for assessor review.

Be thorough and organised when building your portfolio. Gather evidence that covers all required competencies, and include testimonials from supervisors or clients to strengthen your application. This helps present a clear picture of your professional experience for assessment.

Types of Evidence Required for a Successful RPL Application

Providing the right evidence is essential for a successful RPL application. Your portfolio should clearly showcase your skills and knowledge with a mix of documents that prove your history, experience, and competence -- including formal credentials and informal work samples.

A qualified assessor will review your portfolio to ensure you meet professional standards. Different documents serve different purposes:

For best results, align your evidence directly with the competency units of your qualification. For example, if applying for commercial cookery, include photos of dishes you've prepared, menus you've designed, and references from head chefs. This direct link streamlines the assessment process.

The Tangible Benefits of RPL for Professional Growth

Earning a qualification through RPL offers clear benefits for your career. It formally recognises your skills, giving you a competitive edge and access to new opportunities -- especially if you lack time or resources for traditional study.

RPL also saves money and speeds up certification by skipping unnecessary training. It helps experienced workers upskill, ensuring their expertise is officially acknowledged within the industry.

Opening New Career Opportunities with RPL

An RPL qualification opens new career opportunities by formally recognising your experience. With a national credential, you can pursue promotions, higher-paying roles, or meet licensing requirements to start a business. It demonstrates to employers that your skills meet national standards, making you a stronger candidate.

This recognition gives you a competitive edge in the job market. A nationally recognised qualification sets you apart from others with similar experience but no formal proof, supporting your professional growth and boosting your confidence.

For example, a site supervisor can use RPL to earn a Certificate IV in Building and Construction, qualifying them for licensed builder or project management roles. Many professionals have advanced their careers and moved into senior positions through RPL.

Time and Cost Advantages of Gaining Qualifications via RPL

RPL offers significant time and cost savings compared to traditional education. You don't need to attend classes or repeat learning for skills you already have.

Key benefits of RPL include:

* Faster Qualification: Become certified much quicker than with standard courses.

* Lower Costs: Save on tuition, textbooks, and lost work time.

* No Redundant Training: Only prove the skills you already possess.

RPL is ideal for experienced professionals, migrants with overseas qualifications, or anyone who has learned on the job. If you have experience but lack formal certification, RPL provides a faster, more practical path to recognition without the long-term commitment of traditional study.

Frequently Asked Questions (FAQ)

Questions about the recognition of prior learning (RPL) often focus on required evidence, assessment duration, and finding suitable courses. Many also ask how RPL affects career prospects and professional development. Consulting experts is recommended to understand the assessment process and how work experience can lead to formal credentials and skill recognition.

How does the RPL process work for someone new to it?

For newcomers, the RPL process starts with a free skills check to see if you are eligible. Next, you will gather evidence of your skills and experience, such as a résumé and work samples. A qualified assessor then reviews this evidence to determine if it meets the requirements for the qualification.

What documents are generally needed for an RPL application?

To support your RPL application, you'll typically need documentation like an updated résumé, job descriptions, and references from employers. Your evidence portfolio should also include work samples, such as photos or videos of your work, reports, and any previous training certificates or licenses you hold to gain formal recognition.

How can RPL make education and jobs more accessible in Australia?

RPL increases accessibility by providing a pathway to formal credentials based on work experience, not just classroom learning. This makes education and career advancement more equitable for those who learned on the job or have overseas qualifications, empowering them to pursue lifelong learning and better job opportunities.

Conclusion

In conclusion, RPL offers a powerful way to advance your career by validating your existing skills. RPL streamlines the path to recognised qualifications and unlocks new professional opportunities. It also saves time and money, making education more accessible for Australian professionals. Embrace RPL to turn experience into excellence and take charge of your career. Ready to learn more? Contact us for a free consultation and start unlocking your potential today! more

Career development

17h

Guy Goma's Hilarious BBC Interview Mix-Up Turns Him into an Internet Sensation - SSBCrack News

In a surprising turn of events, an ordinary job interview transformed into an unforgettable moment in broadcasting history. In 2006, Guy Goma, a data support cleanser, found himself at the BBC Television Centre in London, anxiously awaiting an interview with the IT department. As he sat in the reception area, he was approached by a staff member who casually asked if he was "Guy." Goma, assuming it... was a straightforward inquiry about his identity, replied affirmatively.

However, the staff member was not there for IT but was instead a producer for News 24, who mistakenly believed Goma was Guy Kewney, a technology expert slated for an interview about the legal battle between Apple Corps and Apple Computer. Unbeknownst to Goma, he was ushered into the studio, quickly mic'd up, and placed in front of the cameras.

Moments later, reporter Karen Bowerman introduced him as the internet expert who would provide insights on the high-profile court case. Realizing he was in the wrong place, Goma's expression conveyed a mix of confusion and disbelief. Despite this, he composed himself and greeted the audience with a polite "Good morning." When Bowerman asked him about the unexpected verdict, Goma responded, "I wasn't expecting that ... a big surprise," demonstrating a remarkable ability to navigate through an unforeseen situation.

The interview continued for approximately 20 minutes, with Goma providing answers that, although not entirely accurate, resonated well with viewers. Meanwhile, Kewney remained in the reception area, waiting for his turn, only to discover that a mix-up had occurred.

After the bizarre live interview concluded, Goma attended his intended job interview but did not secure the position. However, his accidental appearance on national television soon garnered massive attention, with the clip accumulating over 8.4 million views on YouTube. Reflecting on the incident, Goma later described it as a "great experience" and spoke about the unexpected journey from anonymity to sudden fame.

Goma recounted feeling immense pressure during the interview and sought to maintain composure throughout the ordeal. He expressed a desire to avoid embarrassment for himself and the BBC, vowing to manage the unintentional spotlight with dignity. The BBC later published a piece acknowledging the incident, noting that Goma had initially thought the questions related to his prospective position at the IT department.

Years later, Goma leveraged the incident into a teachable moment, stating, "It shows people how you can deal with a situation. On that day it was Guy. Tomorrow it could be maybe you." As Goma approaches his 58th birthday, he now works for a disability charity and has plans to publish a book recounting his experience, partnering with former BBC producer Elliott Gotkine.

In a recent interview, Goma revealed aspirations to seek compensation from the BBC, questioning why he had not been paid for his brief yet impactful appearance. He remains humble about the entire experience and emphasizes his desire to continue living a grounded life, despite the fame that once found him unexpectedly. more

Career development

20h

It's been 20 years since the wrong Guy was interviewed by the BBC

It's 2006 and Guy Goma has a job interview with the BBC.

The data support cleanser waits patiently in the reception area of the BBC Television Centre in London for his interview with the IT department.

He's approached by a BBC staff member who asks if he's "Guy".

"Yes. It's me," Goma says.

What happens next has been immortalised as one of the greatest live TV blunders of all time, because the... staff member who approached Guy wasn't from IT, he was a producer for News 24.

And the Guy the producer collected wasn't Guy Kewney, who had been booked to be interviewed on the program, but Guy Goma, who inadvertently went along for the ride.

Wrong place, wrong Guy

Thinking he was en route to his job interview, Goma followed the producer into the News 24 studio.

He was quickly ushered onto set, mic'd up and seated in front of the cameras.

Before he knew it, reporter Karen Bowerman introduced him as internet expert Guy Kewney, who was in the studio to discuss the Apple Corps v Apple Computer court case.

"So what does this all mean for the industry and the growth of music online? Well, Guy Kewney is the editor of the technology website News Wireless. Good morning to you," Bowerman says.

Goma's face says it all. He has realised he's in the wrong place.

But, instead of outing himself, he politely replies.

"Good morning," Guy says.

"Were you surprised by this verdict today?" Bowerman asks.

"I'm very surprised to see this verdict ... I wasn't expecting that ... a big surprise," Goma stumbles.

"A big surprise," Bowerman replies.

The interview continues and Goma answers the reporter's questions.

The blunder would not be revealed until it was over.

Twenty minutes later, Goma made it to his job interview with the IT department, but he didn't get the job.

Despite that, 20 years and 8.4 million views on YouTube later, Goma says it was a "great experience".

'From nobody to a legend'

Goma may have finished the interview, but his body language "expressed everything", he recently told BBC Africa.

"I thought, 'Okay, I don't want to embarrass anyone. I want to solve this one to make it right,'" he said.

"I tried my best to breathe, keep calm, get control of the situation.

The BBC published an article admitting to the ordeal a week after the fact.

"Mr Goma said his appearance was 'very stressful' and wondered why the questions were not related to the data support cleanser job he applied for," the article stated.

"It was only later that it was discovered that Mr Kewney was still waiting in reception, prompting producers to wonder who their wrong man was."

Goma, who went on to become an internet sensation in the early years of YouTube virality, said he had turned the disaster into a teachable moment.

"To be honest, it was a great experience. From nobody to a legend," he said.

Twenty years on

In 2026, it's hard to ignore that although Goma was not the expert the BBC booked, his answer regarding the future of music downloads was spot on.

"With regards to the costs involved, do you think now more people will be downloading online?" Bowerman asked.

"You're gonna see a lot of people downloading to the internet and the website, and everything they want," Goma said.

The inadvertent star, now 58, works for a disability charity.

In 2023, he said he was considering taking the BBC to court because he believed he should earn a share of any royalties the BBC had received from the interview.

"Did they pay me for that interview? No," he told the Accidental Celebrities podcast.

This year, Goma teamed up with the producer who collected him from the foyer, Elliott Gotkine, to publish a book about the saga.

When asked about the book and his future, Goma had a simple reply: "I'm still going to be humble." more

Career development

20h

HR leaders split on how to handle AI use by candidates in job interviews

AI tools now feed real-time answers to job candidates during live interviews, undetected by recruiters. Over 72% of hiring leaders have moved some interviews in-person to counter it.

AI Co-Pilots in Job Interviews Are Forcing HR Teams to Rethink How They Hire

Candidates appearing composed and articulate in remote interviews may have invisible help. AI tools like Final Round AI and Interview... Copilot feed real-time answers to job seekers during live hiring conversations - prompts the interviewer never sees. The problem has grown widespread enough that over 72% of recruiting leaders now conduct some interviews in person specifically to counter it.

Shawn Gibson, Chief People Officer at Info-Tech Research Group, encountered this firsthand. "What we're finding is that sometimes we get a sense that candidates are using AI right in the actual interview with the recruiter," he said. "And that's just not acceptable. It's not evaluating the candidate properly."

The mechanics are simple

An AI tool receives the interview question and immediately generates an answer. The candidate reads it aloud while the recruiter remains unaware anything unusual is happening.

For distributed organizations, the problem compounds. Info-Tech operates across six countries with recruiters based in North America, making it difficult to detect AI assistance when hiring in places like Singapore. Gibson proposed one workaround: a hybrid model where a senior leader meets candidates in person while a recruiter joins virtually. That physical presence can catch behavioral cues a screen cannot.

Christine Vigna, Chief People Officer at Dejero, said experienced hiring managers spot the pattern. "There are long pauses. They will give an extremely well-articulated answer - and then you ask the next question, there's a pause and then they go again," she said.

The hypocrisy question

Vigna raised a counterpoint: employers themselves use AI extensively in hiring. Resume screening tools, candidate response evaluators, and automated scoring systems are now standard. "So many employers are now using AI in the hiring process themselves," she said. "It's a tad hypocritical that employers can use AI for all of their processes, and yet we're saying that employees should not be using AI in that hiring process."

This logic is shifting how some companies evaluate candidates. Rather than disqualifying applicants who use AI, Dejero digs deeper afterward. The company asks candidates about their prompts, how they used the tools, and what they might improve. This tests both AI fluency and underlying knowledge - skills increasingly relevant to actual job performance.

"If we have candidates who are comfortable using AI, it's a bonus," Vigna said.

AI screening AI

Gibson flagged a broader tension: "Candidates are applying with AI, but then recruiters are using AI to look at it. So, you literally have AI to AI issues being created."

Recent data underscores the scale. A survey found that 22% of job seekers admit to using AI during live interviews - a figure HR consultant Bryan Driscoll suggested is likely much higher. Separately, 70% of candidates were never informed that AI would evaluate them during the hiring process.

Both Gibson and Vigna stressed the same principle: governance must precede adoption. "The pace of adoption gets ahead of the governance around it," Gibson said. Info-Tech paused a planned AI-powered HR assistant when it recognized privacy guardrails needed closer attention first.

What HR leaders should do

Vigna recommends treating AI literacy as a measurable competency, not a disqualifier. Build interview structures that require candidates to demonstrate reasoning, not just output. Ask them to walk you through how they used a tool and probe for the thinking behind answers.

Gibson's advice is structural: reconsider whether remote-only hiring still serves your needs. Where can human presence - virtual or in person - restore judgment that AI obscures? "Where can we have employees interject? Where do we really need human scrutiny, human touch?" he said.

Vigna concluded: "There needs to be a world in which our hiring practices are thoughtful and inclusive about the fact that candidates are using AI." Organizations that get there first won't just find better hires. They'll build the kind of candidate trust that a purely algorithmic process never can.

For HR teams navigating these shifts, resources like AI for Human Resources and the AI Learning Path for CHROs offer structured guidance on implementing AI responsibly across recruitment and talent management. more

Career development

1d

Mexico's Talent Challenge: Closing the Workforce Expectation Gap

When Allegations Arise: Navigating Misconduct Investigations

The conversation around talent in Mexico often centers on a perceived shortage of qualified professionals or rising employee turnover. However, the latest data from Computrabajo and OCC points to a deeper issue: The real problem is not a lack of talent, but a gap between what companies offer and what professionals expect.

This dynamic... is unfolding in a unique context. Mexico has reached historic levels of formal employment in recent years, yet structural challenges persist, including informality, wage pressure, and the need to generate higher-quality jobs. In this environment, posting job offers is no longer enough. The real challenge is ensuring those opportunities are genuinely attractive and sustainable.

Competition for talent has intensified, driven by a shift in workforce mindset. Today, professionals prioritize better working conditions, career development opportunities, and overall well-being. According to the "Market Research 2026" study by Computrabajo and Pandapé, 9 out of 10 professionals in Mexico are willing to change jobs for these reasons.

This signals a broader transformation in labor market behavior. While compensation remains important, it is no longer the sole deciding factor. In fact, for more than half of employees, working conditions carry greater weight when deciding whether to stay in or leave a job.

This evolution becomes clearer when analyzing the main drivers of turnover. Limited career growth ranks first (30%), followed by the search for better pay (28%), lack of work-life balance (24%), and an unfavorable workplace environment.

Yet, many organizations interpret this reality differently. For 6 out of 10 companies, salary is still seen as the primary cause of turnover, highlighting a clear disconnect between corporate perception and actual workforce expectations.

At the same time, professionals are becoming more sophisticated in how they evaluate offers. Beyond comparing salaries, they actively research employee and former employee experiences. Factors such as career development, organizational culture, leadership, and flexibility are increasingly decisive in accepting -- or leaving -- a role.

In this context, compensation is taking on a new dimension. The "HR Trends 2026" report by OCC reveals that 77% of workers believe companies should prioritize competitive salaries and flexible benefits as a core part of their value proposition.

Organizations, however, face their own set of challenges. Seven out of 10 recruiters identify talent attraction and retention as their top concern, followed by pressure to adjust wages and the need to adapt to an increasingly dynamic labor environment.

Workplace well-being has also emerged as a strategic priority. Today, it encompasses economic stability, professional growth, and a genuine work-life balance.

Despite this, a significant gap remains. While 76% of employees believe mental health should be a strategic priority, only 48% of recruiters assign it the same level of importance. This disconnect directly impacts employee perception and engagement.

Generational differences are further reshaping workplace expectations. Professionals between the ages of 26 and 40 prioritize growth opportunities, while more experienced workers value workplace environment and stability. Younger generations, meanwhile, emphasize empathetic leadership and open communication.

Another factor gaining strategic relevance is one that was long considered purely operational: the recruitment process. Today, it represents one of the first touchpoints of a company's employer value proposition.

Every interaction, from the clarity of the job description to follow-up communication, sends signals about an organization's seriousness, culture, and execution capabilities. When these signals are unclear or inconsistent, candidates opt out, often before reaching the offer stage.

This is reinforced by Computrabajo data showing that 39% of candidates have abandoned recruitment processes not due to lack of interest, but because of unclear experiences, poor follow-up, or misalignment between the role and its conditions.

This suggests that, in many cases, job positions remain open not due to a lack of talent, but because of friction within the hiring process itself. Each stage of recruitment communicates how an organization truly operates -- and for companies, it represents a critical opportunity to strengthen their employer brand.

In this landscape, automation and artificial intelligence have emerged as one of the three major forces shaping recruitment and talent selection, alongside competency-based evaluation and the growing importance of a compelling employee value proposition in a market where talent has greater choice.

At the same time, technology adoption introduces new challenges. Talent is increasingly aware of how their data is used and of potential algorithmic bias, pushing organizations to implement technology with ethical standards and a human-centered approach. AI should not become a barrier, but rather an enabler of trust, transparency, and fairness.

At its core, we are witnessing a structural shift. Talent is no longer just seeking jobs, it is actively evaluating companies, comparing experiences, and making decisions based on signals that go far beyond compensation. Recruitment processes, organizational culture, and the consistency between what companies say and what they do, have become decisive factors.

Closing this gap will be one of the key competitive differentiators in the years ahead. Organizations that successfully align compensation, well-being, career development, and candidate experience will not only attract better talent, but also build stronger, more resilient, and sustainable workforce relationships.

In this new environment, trust -- supported by technology -- will cease to be an intangible and become the most valuable asset in talent management. more

Career development

1d

New Grad Snags Invite to Niall Horan's Dinner Party, Then Hands Out Her Résumé to Guests (Exclusive)

Prior to landing the invite, she went viral for a text thread from her dad where he told her to ask the singer for a job when she met him in public

For Noelle Hickey, every moment is a chance to network, especially as a recent college graduate -- which is how she went viral for handing out her résumé at Niall Horan's dinner party.

In a viral clip that has since racked up more than 3.8 million... views since being posted to TikTok in April, Hickey, 22, is seen in conversation with another party-goer, holding her résumé while she (presumably) talks through her work experience. Horan, 32, points over his shoulder at the interaction, clearly amused.

"I'm really hoping to break into the entertainment industry in any capacity," Hickey, an Orange County resident, tells PEOPLE of the viral moment. "I just graduated... so I'm definitely looking for an entry-level role and staying open to different opportunities since it's such a competitive space."

Just before attending this event, Hickey ran into Horan in public, where she snapped a photo with the former One Direction band member and sent it to her dad.

"Why don't you ask him for a job? He is the One Direction guy. You could work as his personal [assistant]," her dad replied in the text thread -- which Hickey also shared on TikTok at the end of March, and has since garnered more than 1.7 million views. "You probably [could ask] him if you could get Harry [Style's] number?"

"You keep networking Noelle just keep meeting these people and ask if they can help you get a job in the industry," her dad's string of advice continued. "Don't be a weird groupie. Be a professional and ask for their [advice]. the more people you talk to better chance that it will get you an opportunity."

Hickey says she landed an invite to Horan's dinner party through a sign-up sent by her friend, "and I was selected from there."

"I'm not sure if his team had seen my TikTok beforehand or if it was separate, but I ended up getting the invite through that process," she says. "I didn't know exactly who would be there, but I assumed there would be people I'd want to connect with. Since it was his event, I knew his team would be there, so I came prepared with my résumé."

Hickey admits this isn't the first instance where she's found it particularly helpful to have her résumé on hand while she's on the job hunt. In fact, she makes it a habit to keep one on her in case such an opportunity should arise.

"I've worked events where opportunities come up in the moment, and it's so common for people to say, 'Send me your résumé,' and then never follow up," she says. "Being able to hand it to someone right there makes a big difference."

She says she's "surprised" at the attention the clip got, but ultimately felt it was a "really funny" experience -- especially seeing the clip of Horan's reaction.

"His reaction felt very on-brand... he's super charismatic and funny," she says. "I heard he was telling people he loved it and kept saying things like, 'Oh my gosh, she's actually doing it.' So I think he found it entertaining."

As Hickey continues to navigate the job market, she's trying to stay "consistent and positive," though admits it's been "challenging."

"You're going to hear a lot more noes than yeses, and that can be discouraging," she says. "Applying to over 50 jobs and not hearing back is very real; I've been there. It might take time, but if you keep going, the right opportunity will come."

Read the original article on People more

Career development

1d

Burned out and going nowhere: the American worker is too mentally drained to even look for a new job | Fortune

The résumé sits unfinished in a Google Doc. The LinkedIn tab stays open, untouched. For millions of American workers, the search for something better has ground to a halt -- not because the jobs aren't there, but because they've done the math. The door, it turns out, is barely open.

More than half of U.S. workers -- 53%, according to a new Glassdoor poll of over 1,300 professionals -- say they... have paused their job search entirely to protect their mental health. It's a figure that captures something economists rarely quantify: the exhaustion tax. The psychic cost of a labor market that demands constant hustle while delivering, for many, almost nothing in return.

The structural backdrop helps explain why. Federal Reserve Chair Jerome Powell gave the condition a name last September: the "low-hire, low-fire" economy. The St. Louis Fed has since quantified it: as of late 2025, the hiring rate had fallen to 3.3% -- just 0.5 percentage points above the all-time low recorded during the depths of the Great Recession in June 2009. The firing rate, meanwhile, sat at a historically low 1.1%. Workers aren't stupid. They know that there's nowhere to go right now.

The quits rate -- the single best proxy for worker confidence in labor mobility -- dropped to 1.9% in late 2025, tying cycle lows. Americans now believe they have only a roughly 45% chance of finding a new role within three months -- a figure lower than during the peak of the COVID pandemic in December 2020, per Federal Reserve Bank of New York data.

Most U.S. CEOs had no plans to increase headcount in 2026, cementing the low-hire environment as a deliberate corporate posture rather than a cyclical dip. Monthly job growth now averages roughly 50,000-100,000 -- well below the 150,000-200,000 range considered healthy.

Compounding the immobility: job seekers are being ghosted at a three-year high, with more than half of applicants reporting no response from employers in the past year. Hiring experts connect the trend directly to AI-inflated application volumes overwhelming recruiters -- the same feedback loop burning candidates out. Workers send more applications because response rates are low; response rates stay low because volumes are overwhelming. Nobody wins.

Burnout mentions in Glassdoor company reviews surged 65% year-over-year in Q1 2026. The pressure is sharpest in nonprofit, healthcare, and technology sectors that have seen the steepest increases in exhaustion since 2019.

"One of the biggest signs of exhaustion is noticing a lack of emotional regulation -- you're more irritable, more anxious, more frustrated," said Jade Walters, a TEDx speaker and founder of career development platform The Ninth Semester. "You have to set boundaries, because if you keep chugging through and you're feeling burnt out, you're just going to keep hitting a wall."

For those still employed, the trap has another dimension: they're locked in roles that don't fit. In November 2025, the number of workers who wanted full-time positions but could only find part-time work hit 1.65 million -- the highest since January 2018. Long-term unemployment is climbing too: about a quarter of unemployed individuals had been jobless for at least 27 weeks as of December 2025, the highest proportion in nearly four years. The 12-month average duration of unemployment stood at 23.9 weeks as of March 2026 -- the highest since October 2022 -- with hundreds of thousands simply exiting the labor force after unsuccessful searches.

The outcomes, when workers do land something, are increasingly compromised. Only 25.2% of new hires landed their dream job in Q4 2025, down sharply from 36.2% the prior quarter. Over a quarter took pay cuts. Only 30% even negotiated. "We're seeing more decisions being made out of necessity," ZipRecruiter economist Nicole Bachaud told Fortune.

The toll falls unevenly, and the youngest workers are drawing the starkest conclusions. Gen Z is encountering a job market dramatically more punishing than the one millennials navigated, facing longer timelines and higher rejection rates. Their response is increasingly radical: nearly one in four Gen Z workers are now actively considering ditching desk jobs for the trades, with three-quarters associating white-collar work with burnout and instability. For a generation that watched millennials grind themselves down at open-plan desks, the corner office -- always a stretch -- no longer looks worth the cost.

The cruel irony is that by conventional measures, the labor market is technically improving. The April 2026 jobs report showed 115,000 jobs added and unemployment holding at 4.3%. But that headline masks a stark bifurcation: the market is healing for everyone except those in white-collar office roles, where AI-driven restructuring continues to compress opportunities in the very segment of the workforce most likely to be actively searching. J.P. Morgan chief U.S. economist Michael Feroli calls it "resilience in the face of headwinds" -- but for workers staring at a 45% job-finding probability, it doesn't feel like resilience. It feels like standing still.

Organizational psychologist Adam Grant has pointed to research showing the frequency of breaks matters more than their duration for cognitive recovery -- that even 5-to-10-minute pauses throughout the day measurably help. The Glassdoor community agrees: the top coping mechanism cited by 39% of job seekers is applying selectively rather than broadly, followed by 28% who swear by structured routines with hard stop times. The new job search wisdom isn't to push harder. It's to protect what's left.

For HR chiefs and labor economists, the implications extend beyond individual well-being. A workforce too burned out to job-hunt is also a workforce less likely to self-sort efficiently -- staying in mismatched roles, suppressing wage competition, and reducing the economy's capacity to allocate talent where it's needed most. The burnout epidemic isn't just a mental health story. It's a productivity story, and a macroeconomic one. The stagnation is also producing increasingly unequal outcomes by race, age, and education, as the workers least able to weather a long search are the ones most likely to give up entirely.

The American worker isn't just burned out at work. They're burned out on the idea of looking for the next job. And in a low-hire, low-fire market where the math genuinely doesn't favor moving, that paralysis -- quiet, invisible, and structurally rational -- may be one of the most consequential labor stories of 2026. more

Career development

1d

ApolloMD Recognized as One of the Best Places to Work in Healthcare in 2026

Best Places to Work 2026

ApolloMD Recognized as One of the Best Places to Work in Healthcare in 2026

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ATLANTA, May 14, 2026 (GLOBE NEWSWIRE) -- ApolloMD has been selected by... Modern Healthcare

2026 Best Places to Work in Healthcare, recognizing healthcare organizations that foster strong workplace culture, support career development, and invest in the success and well-being of their teams.

"Healthcare is changing rapidly as new technologies are adopted on both the clinical and administrative sides," said Mary Ellen Podmolik, editor-in-chief of Modern Healthcare. "Still, the most forward-looking companies understand that employees are the heart of their organizations. Creating the right culture, with the appropriate mix of financial rewards, training and career advancement opportunities - as embodied by our honorees of the Best Places to Work in Healthcare - will be imperative for long-term employee and employer success."

"At ApolloMD, this recognition belongs to our people," said Jackie Olliff, Chief Talent and HR Officer of ApolloMD. "Our employees are the ones who shape our culture every day, and this honor is especially meaningful because it reflects their voices and experiences. We are grateful for the care, collaboration, and commitment our teams bring to our organization, our hospital partners, and the communities we serve."

For more than 40 years, ApolloMD has remained committed to building a culture grounded in physician-led leadership, collaboration, and delivering high-quality patient care in communities nationwide. The organization's mission - healthy clinicians, healthy patients, healthy communities - continues to guide its approach to team development, hospital partnerships, and supporting patient care.

This award program identifies and recognizes outstanding employers in the healthcare industry nationwide. Modern Healthcare partners with Workforce Research Group on the assessment process, which includes an extensive employee survey.

Advertisement

ApolloMD will learn its ranking on the Best Places list and be celebrated at the 2026 Best Places to Work in Healthcare Awards Gala taking place Sept. 16 in Houston. Information about the gala is available at ModernHealthcare.com/BestPlacesGala.

About ApolloMD

ApolloMD is a private, physician-led practice management organization partnering with hospitals and health systems nationwide to provide integrated multispecialty services, including emergency medicine, hospital medicine, anesthesia, and revenue cycle management. For more than 40 years, ApolloMD has focused on delivering clinical excellence and operational innovation to enhance patient care while supporting the professional growth and wellness of its clinicians. Additional information about ApolloMD is available at ApolloMD.com.

About Modern Healthcare

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Modern Healthcare is the most trusted business news and information brand in the healthcare industry. Modern Healthcare empowers healthcare leaders and influencers to make timely and informed business decisions. To learn more or subscribe, go to www.modernhealthcare.com/subscriptions

A photo accompanying this announcement is available at https://www.globenewswire.com/NewsRoom/AttachmentNg/f72b3964-ce02-4e54-98b2-0f4770811bcc more

Katherine Martin

Career development

2w

I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

3

ELLEN HAYFORD
1d
There is nothing wrong you working with men. At where i work now when i was employed there were only two ladies and including myself to make us... three. the rest of the team are were all men and they are very friendly and respectful. we always work together as a team share ideas on the job All you need is to be focus, respectful and hard working lady. for i think they employed only a lady but with her confidence , respect and hard work made the company to employ ladies. more
Excellence Osuolale Victor
2w
It's a logistic company not skincare

Career development

1d

Antitrust suit alleges Monster, CareerBuilder and Resume Genius are all the same company

Job seekers who believe they're choosing among competing resume-building platforms may in fact be selecting from a single company's offerings.

A federal antitrust complaint filed April 2, 2026, alleges that BOLD Limited, through a web of related entities, controls more than 20 resume-builder brands. These include Monster, CareerBuilder, Resume Genius, My Perfect Resume, LiveCareer and Zety, and... the complaint suggests that the entities use hidden dominance to run a deceptive subscription scheme on people actively looking for work.

Simulated competition

The case is Rocket Resume, Inc. v. BOLD Limited et al., No. 5:26-cv-02852, filed in the U.S. District Court for the Northern District of California. Plaintiff Rocket Resume, a small independent platform founded in 2019 and represented by Quinn Emanuel, alleges BOLD controls more than 80% of the U.S. online resume-building market, per the complaint, a market it values at more than $750 million annually.

According to the complaint, BOLD's brands "offer functionally identical services, target identical customers, charge virtually identical prices, draw from identical content databases and operate under unified management control." The cosmetic differences, such as color schemes, logos and domain names, are designed to simulate competition that does not exist, according to the accusation.

The complaint alleges that BOLD's sites entice users with free or low-cost resume builders, then require a paid subscription to download the finished document. After the initial charge, users are billed 10 to 20 times that amount every four weeks, with cancellation made deliberately difficult, according to the filing.

'53 million Americans'

The complaint cites data showing 53 million Americans engaged in some form of job-seeking activity between November 2025 and January 2026. Much of this activity centers on resumes, as 97.8% of Fortune 500 companies filter applications through applicant tracking systems, per the complaint. A 2021 Harvard Business School study cited in the filing found that 88% of employers acknowledge their resume review process screens out qualified candidates at the initial stage.

"The result is that customers and job seekers are systematically ripped off by what appears to be a large range of online resume-building services, when in fact the choice is often Bold, Bold or Bold," said Stephen Zimmerman, the software engineer who founded Rocket Resume, on a case information page. "This is unfair to job seekers and unfair to honest rivals like Rocket Resume."

The complaint also alleges a longer pattern of competitive suppression. BOLD, it says, has filed copyright infringement suits against independent competitors for more than a decade, with some rivals ultimately absorbed into BOLD's brand portfolio. Rocket Resume itself was sued by BOLD in 2022 and won partial summary judgment in May 2024.

Named individual defendants include Doug Jackson and Jamie Freundlich, BOLD's co-chief executive officers, and Heather Williams, its former chief financial officer. The allegations have not yet been tested in court. BOLD had not issued a public response to the complaint at publication time. more

Career development

1d

Career Growth and Work Structure in a Digital Technology Company | Tapscape

Soft2Bet builds career development around continuous learning, flexible roles, and project-based collaboration in a digital environment. Specialists gain experience through real tasks, cross-functional teamwork, and also evolving responsibilities in daily work. This structure connects daily work with long-term professional growth. It allows employees to expand their skills, better understand... system logic, and adapt to changing product and operational demands over time.

Career development in technology companies is usually connected with continuous learning and adaptation to fast changes in digital products. Professional growth is not only about promotions but also about how specialists expand their skills and develop a broader understanding of system logic within the working environment.

The Soft2Bet company operates in the digital industry, where it links roles with product development, technical processes and operational support. The organization builds its structure around projects and teams, so specialists interact with different areas during their daily tasks.

In such an environment, professional development is not a separate stage but part of regular workflow. Employees work with evolving systems, changing priorities, and cross-functional communication.

Soft2Bet, as an employer in the technology sector, focuses on organizing work in a structured but flexible way. Specialists are not limited to one narrow function and can gradually expand their role depending on experience and involvement in projects.

Work structure is built around several professional directions that support digital product development and internal operations. Specialists can be involved in technical tasks, product coordination, analytics, design processes, or operational support. These directions are not isolated. They often overlap depending on project needs and stage of work.

Career paths are not fixed in a strict linear form. Movement between teams and responsibilities is possible when skills grow and when understanding of systems becomes broader. Internal mobility is used as a practical mechanism for experience expansion, especially in project-based work environments.

Different specialists can enter the organization with various backgrounds and still find a relevant place in ongoing processes. Roles can evolve through participation in multiple tasks and exposure to different areas of the product lifecycle.

Work is usually organized in cross-functional teams. This means specialists interact with colleagues from other areas, which gradually expands their understanding of how the system operates as a whole.

Career development therefore connects not only with position change but also with the accumulation of experience through participation in different types of tasks over time.

Professional development is based on continuous learning during real work processes rather than isolated training moments. Knowledge is formed through participation in projects, problem-solving, and collaboration with different teams. This approach allows gradual accumulation of experience in practical conditions.

Skill development often happens through increased responsibility. When tasks become more complex, specialists naturally adapt and learn new approaches. This process is not sudden but gradual and connected with real project involvement.

Within this structure, Soft2Bet functions as an organizational environment where learning is embedded into workflow rather than separated from it. Soft2Bet also supports interaction between departments, enabling a broader understanding of how different processes connect.

Career growth is viewed as a long-term process where expertise develops gradually over time. Soft2Bet encourages specialists to build competence over time through continuous exposure to different tasks and changing project conditions at work. The Soft2Bet approach to development is based on the accumulation of practical experience and steady progression rather than sudden transitions.

The working environment in technology companies is usually based on structured communication and simple task flow. People work within project groups, and each person has their own area of responsibility. Tasks are divided and sometimes overlap, so coordination is needed at all times.

The work process changes depending on the project stage. Priorities can move, and teams adjust fast. This makes the environment more dynamic while still maintaining a structured organization. Digital tools are used for planning and tracking work, but communication between people is still an important part of daily activity.

Soft2Bet has a team-based structure where different specialists work together on product tasks. Internal communication channels are used to connect the technical and operational sides of work. Flexible task distribution is present, so people sometimes take extra responsibilities when a project needs it.

Inside Soft2Bet, cooperation is not only formal meetings. Daily interaction between colleagues solves many things. A working model depends on a constant exchange of small information pieces, not only big reports. Soft2Bet also supports learning through real task execution, where experience grows step by step.

Professional growth develops as a long-term process in which daily tasks and cooperation shape experience. Specialists strengthen their skills by working on real projects, where they make decisions in practical conditions. Learning is not separate from work; it is part of the normal workflow and occurs gradually through involvement in different activities.

Team contribution is an important element of internal structure. People share knowledge during work, and this process creates a natural transfer of experience between different roles. Responsibility is not static; it can increase with time when understanding of systems becomes deeper. more

Career development

Career development

Ingentia Energies Graduate Trainee Program 2026: How to Apply

Career development

JobAssist Wants To Make Job Searching Feel More Manageable

Career development

Reese's Thesis II: The price of being excellent - Jackson Advocate

Anonymous member

Quaynor Alexander

Joy Nyamedea

Career development

Burned out and going nowhere: the American worker is too mentally drained to even look for a new job - NewsBreak

Ted Setterfield

Paul seth

Cynthia Awino

Career development

American Workers Too Exhausted to Even Search for New Jobs

Amalia White

hobcapital MCFL

apau gyau

Career development

Stop tailoring resumes one at a time. Apply to 50 jobs in one go

Career development

Unlocking Opportunities: From Experience to Excellence RPL

Career development

Guy Goma's Hilarious BBC Interview Mix-Up Turns Him into an Internet Sensation - SSBCrack News

Career development

It's been 20 years since the wrong Guy was interviewed by the BBC

Career development

HR leaders split on how to handle AI use by candidates in job interviews

Career development

Mexico's Talent Challenge: Closing the Workforce Expectation Gap

Career development

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Burned out and going nowhere: the American worker is too mentally drained to even look for a new job | Fortune

Career development

ApolloMD Recognized as One of the Best Places to Work in Healthcare in 2026

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Antitrust suit alleges Monster, CareerBuilder and Resume Genius are all the same company

Career development

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