Career development

8h

Quit Playing Games with My Heart... Scammers

Here's the pattern I've come to know all too well: they rave about your experience, ask your salary expectations, promise the dream role... and then, suddenly, your résumé isn't "up to standard." Luckily, they "know a guy" who can fix it -- for a fee.

The timing is always the same: it happens right after I announce I'm open for work. It is like a homing beacon for scammers.

Today, though, I got... an out-of-the-blue recruiter request that seemed different. Legit. The LinkedIn page looked real. Credentials checked out. The conversation didn't resemble a ChatBot. I got genuinely excited about a potential long-term role and at a rate I actually wanted.

Then came the infamous résumé request. Since everything seemed above board, I did a quick tweak, updated it, and sent it off.

I clearly took too long.

Houdini time!

The recruiter's name changed to "LinkedIn Member." Click the profile... vanished. No résumé upsell this time. Just... gone.

It's discouraging. And it happens enough that I'm seriously considering asking the next recruiter upfront:

"Do you know a guy who'll fix my résumé for a price, or do you actually want to see if I'm a good hire?"

We need to put a premium value on our skills, time, and expereince. We can't be afraid to champion for ourselves. If a recruiter reaches out, great. But always ask questions about the position and why they reached out, in order to protect yourself, and remember your worth.

In other news, I also happen to know a freelance writer with over ten years of experience. Creative storytelling, engaging audiences, helping brands communicate meaningful messages...pure magic.

Pssst... it's me. And I'd love to put my skills to work for you.

You can also support me by subscribing to my Life on the Balcony newsletter, or consider tossing a few coins in the tip jar via the Support Me badge or my Ko-fi page. more

Mila Penrose

Career development

2d

We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

But I’ve noticed that a coworker often leaves with a jar of coffee, a pack of sugar, or even a pack of printer paper in his backpack. Should I tell my boss about it, or is it none of my business?

Thanks for the... advice.

more

Sheila Milburn
10h
I wouldn't. Whoever maintains those items will sound the alarm, if necessary. You're on the outside looking in and therefore, may not have all the... details. They may have permission that hasn't been advertised. more
Senyange Wilfred
22h
First get to him and know why he's doing it. Some people are going through alot in their homes. Talk to him cautiously. They will stop.

Janis Hawthorne

Career development

1d

Hi! During my lunch break I was talking with a coworker and kind of daydreaming about how nice it would be to move to a big city and rent a decent apartment there. The boss’s secretary overheard us and 2 hours later my boss called me in and asked why I’d decided to quit and move to the district center.

Of course, I explained everything to him, but now I’m not sure how to work normally knowing... that his secretary reports everything she hears to him.

more

1

Sheila Milburn
10h
Do your work as normal. Don't retaliate. Act as if you don't know what she did. Now you know, if/ when needed, how to get something to the boss... indirectly. And remember, the secretary has always been the 2nd pair of ears and eyes for the boss. But because she didn't get the facts straight, I would label this one, "messy." Take this as a warning to limit breakroom chatter to minor chit chat. "Coworkers" don't need to know your dreams and aspirations. Save that discussion for true friends or family outside of the workplace. The less you share: the less that can be shared. Goodluck. more
1
Shelby Schneider
21h
You have absolutely every right to daydream about such a thing; and what the heck; does not the boss's secretary have ANYTHING better to do...like... her job. Just do your job 'normally" and carry on. more

Career development

12h

Dark Web Now Attracts Laid-Off Workers, Teens and Elite Talent, Median Age 24

Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025. Overall, in 2025, résumés outnumber vacancies 55% to 45%, driven by global layoffs and an influx of... younger candidates. Age distribution among the candidates shows a median seeker age of just 24, with a marked teenager presence.

Jobs found on the dark web are predominantly related to cybercrime or other illegal activities, although some legitimate positions are present as well. Kaspersky findings show a shadow economy where 69% of job seekers did not specify a preferred field, openly signaling they'd take any paid opportunity - from programming to running scams or high-stakes cyber operations. The most in-demand IT roles posted by employers on the dark web reflect a mature criminal ecosystem:

developers (accounted for 17% of vacancies) create attack tools;

penetration testers (12%) probe networks for weaknesses;

money launderers (11%) clean illicit funds through layered transactions;

carders (6%) steal and monetize payment data;

traffers (5%) drive victims to phishing sites or infected downloads.

Gender-specific patterns emerged in specialized applications. Female applicants predominantly sought interpersonal roles, including support, call-center, and technical-assistance positions. Male applicants, by contrast, more frequently targeted technical and financial-crime roles - developers, money mules, or mule handlers.

Salary expectations varied sharply by specialization. Reverse engineers commanded the highest compensation, averaging over $5,000 monthly, followed by penetration testers at $4,000 monthly and developers at $2,000. Fraudsters tended to receive a fixed percentage of a team's income. Money launderers average 20%, while carders and traffers earn approximately 30% and 50% of the full income, respectively. These figures reflect a premium on scarce, high-impact skills within the shadow ecosystem.

"The shadow job market is no longer peripheral; it's absorbing the unemployed, the underage, and the overqualified. Many arrive thinking that the dark web and the legal market are fundamentally alike, rewarding proven skills over diplomas, with the dark web even offering some benefits - like offers landing within 48 hours and no HR interviews. However, not many realize that working on the dark web can lead to prison," comments Alexandra Fedosimova, Digital Footprint Analyst at Kaspersky.

Young individuals contemplating dark web employment must recognize that short-term earnings carry irreversible legal and reputational consequences. Parents, educators, and the community are urged to report suspicious online solicitations immediately. Children should be shown that there are multiple skill-building and career pathways in legitimate technology sectors, such as cybersecurity. Check out Kaspersky's special project What we should do with kids who hack on how teens can be rehabilitated and taught to use their skills for good. more

Career development

1d

Not All Career Advice is Good For You

As a career professional who writes and speaks about careers and is often asked for career advice, policing all the advice I hear is exhausting. I stay in my lane more often than not. However, hundreds of thousands are currently offering career advice under the guise of being a career coach. And much of it isn't good. However, I believe there are many positive aspects to consider. I am willing to... focus on and celebrate the valuable and practical, regardless of who or where it comes from.

Scrutinize all career advice. If you don't, conflicting advice can become quite messy. The bottom line is often what you want to do and where you want to do it when it comes to your next job. The lack of clarity becomes a journey for both career professionals and job seekers (or clients).

Successful job candidates today must understand more than the job they want. Become critical thinkers of how the employer expects success. It would be best if you epitomized what employers want. As I said before, "be the prescription to the employers' job description."

Most career professionals these days wouldn't suggest the old-fashioned "Objective" statement on a résumé. Yet, the church that's been looking for a secretary for six months will hire someone with skills, even if they have an "Objective." Not to mention if the person with the "Objective" is referred by a church who was that person's former employer. Referrals often eclipse errors on résumés.

I've suggested job seekers replace the "Objective" with a "Contribution Statement" on a résumé. It's not just what you bring to the table. It's the culmination of thoughtfulness, research, and listening to what employers and recruiters say are the problems. You don't treat a cold with Ibuprofen, and you shouldn't apply Neosporin to the skin if someone complains of a stomachache. It truly takes an examination on the job seeker's part to understand and communicate they have the skills to solve the problem. It's up to you, the job seeker, to apply best practices to align with your goals, motivations, and career objectives.

"Don't be late" is said to adults as it is to kids, but it is a best practice in all industries. It's preached from sermons to elementary school. That doesn't mean someone can't call to say they will be late. Or if it's overlooked, if someone vouches for you. Some of you will think this is petty advice, and it is petty on all levels. It sounds good, but it may not be suitable for you.

People in government sectors who've had long careers will still give the old, cut-and-paste-the-job-description-into-your-resume trick. And people have gotten interviews and jobs from that strategy. I witnessed this firsthand in a recent conversation. Generally, it doesn't work well, but for someone, it did. We can call it an anomaly. However, it's not a good practice, considering that I've heard of a thousand other people who tried and failed with the same strategy.

My friend Hannah Morgan has suggested over the years we call informational interviews something else. Contextually, she is told to stop approaching people: "Can I conduct an informational interview with you?" She's right. She has several articles in which she makes it clear it needs to be a conversation. I call it informational interviews countless times, and I've qualified it by saying it's a business or informal conversation. Not always, but you get the point. Maybe I should say stop taking career and job-search advice so literally?

Career professionals offer career advice on how they would if they were the job seeker, without hearing what they are saying. What they say isn't always in words, nor is their story a literal translation. Within those stories are feelings, and the words they speak are louder than unspoken. The career practitioner must listen for the unsaid as diligently as they interpret what is said. People who need advice are rarely straightforward, specific, and aware in their approach to job search, and are not always sure what they want.

Many will argue they don't have to customize their résumé to each employer. That's arguable in this instance, despite best practices, but you will need to customize your approach if the company's values and philosophies differ. Everyone prefers a different way to be charmed. You must respect their preferences if you want to be noticed. more

2

Abdul Quadri Daranijo
13h
This is insightful. Thanks for your sharing your thoughts here.

Career development

14h

World's Best Employers 2026 Announces Top Employers in the USA

Career development

14h

World's Best Employers 2026 Announces Top Employers in the USA

Career development

3d

15+ Job candidates who didn't impress their interviewers at all: 'He's brought his baby with him to an interview'

These job candidates certainly made an impression on their interviewers, but it wasn't the positive impression they were hoping for! Instead, they left these hiring managers totally baffled by the way they conducted themselves, and it's a good lesson on everything you should not do at a job interview.

Lesson number 1: just come alone. Please don't bring your baby along, cute as they may be!... Unless your infant son or daughter is going to be working alongside you every day, try your hardest to leave them with another caring adult who can tend to them for the 45 minutes you're interviewing. It's not that the hiring manager won't find your little bundle of joy charming... but that is the only thing they're going to remember about you. "Remember that candidate who couldn't find a babysitter for their kid, even with all this advance notice, so they brought him to the interview?" they'll laugh amongst themselves. You won't know about that conversation, though, because sadly, you will not get that job. Conversely, don't bring your mom or dad along, either. This is a common pitfall for nervous youngsters who are interviewing for their first job. They get so anxious that they ask Mom or Dad to sit with them during the interview, and as you can imagine, the parents just end up answering the questions and talking over their child. Ridiculous! more

Nelly Neicker
16h
No, You cannot take anyone with you, to your job interview. It's unethical . Its about you only not anyone else. How you present yourself on this... first day is very important to ,(1st impressions lasts ).
more
Shelby Schneider
21h
hahaha. :-). We relaxed a lot of things during Covid...but this one, probably not so much :-).

Career development

16h

Nearly Half Of Gen-Z Workers Rely On Mom To Fight Their Battles At Work, And Bosses Aren't Impressed

David Cabot

Career development

3d

I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

more

2

Tumusiime Ezra
1d
You were there to be interviewed not to interview, go and work, otherwise, that HR has a job, you won't.
1 reply
Matt Prine
2d
That seems like a bit of a red flag.

Career development

17h

Mommy to the Rescue: Parents Intervening in Gen-Z's Workplace Battles

Career development

18h

I built a Serverless AI Job Search Agent with Next.js, FastAPI, and Google Gemini. Here is the Architecture. 🛠️

I graduated in July 2024 (B.Tech CS), and I quickly realized a painful truth: Job hunting is 90% manual data entry and 10% actual interviewing.

I was spending hours scrolling through portals, filtering by keywords, and trying to guess if a job description actually matched my resume. I wanted a tool that didn't just look for "Python" or "React," but actually understood the context of my... experience.

So, I stopped applying for a week and built TackleIt.

It's an AI-powered platform that scrapes real-time job listings and uses Google Gemini to match them against your specific profile.

The High-Level Architecture 🏗️

I didn't want to build a simple CRUD app. I wanted a production-grade, scalable system that cost me $0 to run while I looked for work.

Here is the full system architecture diagram I designed:

I designed the system in logical clusters to separate concerns. Here is how the data flows through the diagram above:

1. The Client Layer (Top Row) Everything starts with Next.js deployed on AWS Amplify. I chose Amplify because it handles the CI/CD pipeline automatically. When a user lands on tackleit.xyz, the request routes through Hostinger DNS to the Amplify edge network.

3. The Intelligence Layer (Middle Right - The "Brain") You'll see Google Gemini AI tagged in the diagram. This is where the logic differs from a standard job board.

The Lambda function sends the parsed resume data + job description to Gemini 2.5 Flash.

These scrapers fetch fresh jobs and hydrate the MongoDB Atlas database, so the app always has new content without me lifting a finger.

I tested a few models, but Gemini 2.5 Flash hit the sweet spot for this architecture. It has a massive context window (great for reading messy resumes)

In the code, I don't just ask "Is this a match?" I provide the model with a specific persona: "You are a strict technical recruiter. Analyze this candidate's resume against this job description..."

Try It Out

The project is fully live and operational. You can use it right now to find jobs or just to poke around the dashboard. more

Career development

19h

Nearly Half Of Gen-Z Workers Rely On Mom To Fight Their Battles At Work, And Bosses Aren't Impressed

It's not unusual for a kid to ask their mom or dad to speak to their teachers on their behalf. But at some point, we all grow up and learn to stand on our own two feet, right? Apparently not.

Many Gen-Z workers are not only taking their parents along to job interviews... They're also asking mommy to speak to their managers about things like workloads, time off, workplace conflict, and wait for... it... getting a pay raise or promotion. No, we are not kidding.

Those were just some of the findings of a survey conducted by ResumeTemplates earlier this year. If you're curious to know what else Gen-Z workers are asking mom or dad to do, and why, keep scrolling. Bored Panda unpacks the full survey below, and we've included some responses to the findings. We also spoke to Resume Genius Career Expert Eva Chan to get her opinion on the matter.

It's no secret that Gen Z has a totally unique perspective on work

Image credits: Vitaly Gariev / unsplash (not the actual photo)

But people were shocked to learn that many are asking mommy to talk to their boss on their behalf

Image credits: ivehaditpodcast

"Shut up!": The topic recently made it onto a podcast, and the hosts could not believe it

Image credits: ivehaditpodcast

Image credits: ivehaditpodcast

"Get in. We're BOTH going to therapy": Watch the full video below

"Can I speak to the manager?": Why parents are fighting their adult kids' battles in the workplace, according to an expert

Call me old-school, but I have a parenting policy that goes something like this: I don't get involved in playground politics. Unless someone has been, or is about to be, hurt or bullied. And my son is 6 years old. I can hardly imagine negotiating his salary or arguing with his boss when he's in his 20s. But that's just me.

Apparently, many parents see no harm in getting involved in their Gen-Z kids' careers. They're doing everything from finding job openings, applying for positions, attending interviews, and calling bosses directly to discuss workloads, time off, workplace conflict, and even pay rises and promotions.

Some call it helicopter parenting, but Eva Chan, a career expert from Resume Genius, doesn't think this is the case. We reached out to Chan to hear her thoughts on the survey. She confirmed that some managers are reporting parental involvement in the workplace.

"It's usually less 'helicopter parenting' and more a side-effect of how Gen Z entered the workforce," Chan told Bored Panda. She explains that Gen Z came into the workplace during a "genuinely strange stretch of history." And because of this, their norms and comfort zones look different.

"Several young workers never got the in-office experience that older generations had, so they didn't get the same early exposure to workplace norms, informal rules, or the confidence that comes from watching co-workers handle tough conversations," Chan says.

The expert adds that remote school, remote jobs, and a shaky job market meant a lot of Gen Z leaned heavily on their parents during the COVID years and beyond. When something feels uncomfortable to them, a few still default to the support system they know best, she says.

All's not lost for the Gen-Z workforce and here's why...

Chan says it's not all bad, though. "There's a positive side to Gen Z seeking guidance, because it shows they want to make thoughtful decisions and avoid being blindsided," she told us.

ResumeTemplates' Chief Career Strategist Julia Toothacre agrees. "I support parents helping with resumes, offering professional insights, or reviewing performance evaluations," she said. "These actions can give Gen Z a clearer understanding of the workplace and position parents as valuable mentors, especially if they've worked in similar fields."

However, both experts say that's where it should end. Chan believes that when a parent makes direct contact with an employer, it can make a young worker look unprepared to handle normal workplace conversations. "It can also make managers hesitant to trust that person with more responsibility," she warns.

"Parents can be supportive behind the scenes, but they shouldn't participate directly," agrees Toothacre. "It not only undermines the child's credibility but also risks stunting their professional growth and ability to navigate challenging situations."

She also says that managers and co-workers could interpret this behavior as a lack of maturity, which can damage the employee's reputation.

So what advice does Chan have for Gen-Z workers?

"Get all the behind-the-scenes coaching you want, but have the actual conversation yourself," she advises. "Think of your parents as prep partners who help you rehearse, not representatives who speak on your behalf." She adds that even if the conversation feels awkward, you'll build confidence faster by showing managers you can handle things on your own.

And for the managers reading this, steady on, says Chan. "If a parent reaches out, redirect the conversation back to the employee in a calm, straightforward way. Set boundaries without making it a big deal," she suggests.

It also helps to look at things with empathy - if possible. "Remember that many early-career workers didn't get the usual workplace training that comes from being around seasoned colleagues, so guiding them through tough conversations can help them grow," Chan tells us. "A little patience now can turn a young employee into someone who handles these moments smoothly on their own."

Keep scrolling to see exactly what the survey revealed...

90% of Gen-Z job seekers relied on their parents to find jobs for them to apply for

Image credits: resumetemplates

Many of us ask friends or family for help when we are searching for a job, but Gen Z seems to be leaning on their parents quite a lot.

"More than half (53%) of Gen Zers surveyed asked a parent to review their resume, 47% had them proofread it, and 35% requested a template to get started," reveals the ResumeTemplates website. "While these seem like reasonable requests, 31% took it a step further and had a parent write their entire resume. Similarly, about 29% had their parents write their cover letters."

90% of Gen-Z job seekers had their parents help them find positions to apply for. The moms and dads did this by searching online, using their professional connections, networking on behalf of their kids, or attending career fairs.

Three-quarters of Gen-Z candidates used a parent as a reference during their job search, while 63% had a parent submit job applications on their behalf. More than half asked a parent to email hiring managers, and a surprising 53% even had a parent speak directly with hiring managers on the phone.

To get the results, ResumeTemplates.com surveyed 831 Gen-Z adults who work full-time. The company wanted to find out just how involved their parents were in their most recent job search and their current role.

3-in-4 adult candidates took their parents to a job interview, and some moms even did their kids' assessments

Image credits: resumetemplates

The ResumeTemplates survey found that more than three-quarters of Gen Zers have taken a parent to a job interview when they were job searching. Of those, around 13% said they always did, and 24% admitted they "often" did.

40% of parents who attended interviews just sat in. But here's the kicker: 34% of Gen-Z job candidates admitted that their parents answered questions in the interview!

"30% say their parents asked questions, and 27% say their parents helped negotiate salary or benefits," reports the ResumeTemplates site. "Additionally, 23% say their parents introduced themselves to the hiring manager, and another 23% say their parents spoke positively about them during the interview."

And if you think the parents mainly attend online interviews, think again. "About 44% say their parents only attended in-person interviews, and 27% say they only attended virtual ones," reveals the site.

But here's where things get interesting, and a bit questionable: "Nearly half (48%) had a parent complete a test assignment for them, and 41% say their parent handled an initial HR screener call," reveals the survey.

An astonishing 79% said their parents often communicate with their manager

Image credits: resumetemplates

According to the survey, about 8-in-10 Gen-Z workers say their parents communicate with their manager, and 45% say this happens all the time or often.

Here's what ResumeTemplates' team says mom and dad are talking to the bosses about:

"True story": people were stunned, but quite a few managers backed up the findings more

Career development

20h

Healthcare Hiring AI Desktop Tool

I need a Windows-compatible desktop app that helps my recruiting team locate and curate healthcare talent automatically. The core of the project is an AI engine that: * Web-scrapes public sources to gather professional contact information and full résumés of nurses, physicians, therapists, and other licensed clinicians. * Parses those résumés into structured fields we can filter and export (name,... credentials, specialties, years of experience, licensing states, certifications, etc.). * Lets us author, store, and update our internal hiring guidelines, then checks every scraped profile against those rules so only compliant candidates surface in the final list. Data must be captured ethically and in line with the sites' terms of service. I'll need a straightforward UI to trigger new searches, view parsed results, edit our guidelines, and export vetted contacts to CSV. Acceptance criteria - Desktop installer that runs on current Windows versions without additional dependencies. - Search module proves it can scrape at least two major professional sites and one public résumé board. - Parsing accuracy above 90 % on key fields during a demo with 50 sample résumés. - Guidelines engine must let me add, remove, or weight rules and immediately re-score existing candidates. - Clear, well-commented code and short user guide handed over at completion. more

Career development

20h

Nearly Half Of Gen-Z Workers Rely On Mom To Fight Their Battles At Work, And Bosses Aren't Impressed

It's not unusual for a kid to ask their mom or dad to speak to their teachers on their behalf. But at some point, we all grow up and learn to stand on our own two feet, right? Apparently not.

Many Gen-Z workers are not only taking their parents along to job interviews... They're also asking mommy to speak to their managers about things like workloads, time off, workplace conflict, and wait for... it... getting a pay raise or promotion. No, we are not kidding.

Those were just some of the findings of a survey conducted by ResumeTemplates earlier this year. If you're curious to know what else Gen-Z workers are asking mom or dad to do, and why, keep scrolling. Bored Panda unpacks the full survey below, and we've included some responses to the findings. We also spoke to Resume Genius Career Expert Eva Chan to get her opinion on the matter.

Call me old-school, but I have a parenting policy that goes something like this: I don't get involved in playground politics. Unless someone has been, or is about to be, hurt or bullied. And my son is 6 years old. I can hardly imagine negotiating his salary or arguing with his boss when he's in his 20s. But that's just me.

Apparently, many parents see no harm in getting involved in their Gen-Z kids' careers. They're doing everything from finding job openings, applying for positions, attending interviews, and calling bosses directly to discuss workloads, time off, workplace conflict, and even pay rises and promotions.

Some call it helicopter parenting, but Eva Chan, a career expert from Resume Genius, doesn't think this is the case. We reached out to Chan to hear her thoughts on the survey. She confirmed that some managers are reporting parental involvement in the workplace.

"It's usually less 'helicopter parenting' and more a side-effect of how Gen Z entered the workforce," Chan told Bored Panda. She explains that Gen Z came into the workplace during a "genuinely strange stretch of history." And because of this, their norms and comfort zones look different.

"Several young workers never got the in-office experience that older generations had, so they didn't get the same early exposure to workplace norms, informal rules, or the confidence that comes from watching co-workers handle tough conversations," Chan says.

The expert adds that remote school, remote jobs, and a shaky job market meant a lot of Gen Z leaned heavily on their parents during the COVID years and beyond. When something feels uncomfortable to them, a few still default to the support system they know best, she says.

Chan says it's not all bad, though. "There's a positive side to Gen Z seeking guidance, because it shows they want to make thoughtful decisions and avoid being blindsided," she told us.

ResumeTemplates' Chief Career Strategist Julia Toothacre agrees. "I support parents helping with resumes, offering professional insights, or reviewing performance evaluations," she said. "These actions can give Gen Z a clearer understanding of the workplace and position parents as valuable mentors, especially if they've worked in similar fields."

However, both experts say that's where it should end. Chan believes that when a parent makes direct contact with an employer, it can make a young worker look unprepared to handle normal workplace conversations. "It can also make managers hesitant to trust that person with more responsibility," she warns.

"Parents can be supportive behind the scenes, but they shouldn't participate directly," agrees Toothacre. "It not only undermines the child's credibility but also risks stunting their professional growth and ability to navigate challenging situations."

She also says that managers and co-workers could interpret this behavior as a lack of maturity, which can damage the employee's reputation.

So what advice does Chan have for Gen-Z workers?

"Get all the behind-the-scenes coaching you want, but have the actual conversation yourself," she advises. "Think of your parents as prep partners who help you rehearse, not representatives who speak on your behalf." She adds that even if the conversation feels awkward, you'll build confidence faster by showing managers you can handle things on your own.

And for the managers reading this, steady on, says Chan. "If a parent reaches out, redirect the conversation back to the employee in a calm, straightforward way. Set boundaries without making it a big deal," she suggests.

It also helps to look at things with empathy - if possible. "Remember that many early-career workers didn't get the usual workplace training that comes from being around seasoned colleagues, so guiding them through tough conversations can help them grow," Chan tells us. "A little patience now can turn a young employee into someone who handles these moments smoothly on their own."

Keep scrolling to see exactly what the survey revealed...

"More than half (53%) of Gen Zers surveyed asked a parent to review their resume, 47% had them proofread it, and 35% requested a template to get started," reveals the ResumeTemplates website. "While these seem like reasonable requests, 31% took it a step further and had a parent write their entire resume. Similarly, about 29% had their parents write their cover letters."

90% of Gen-Z job seekers had their parents help them find positions to apply for. The moms and dads did this by searching online, using their professional connections, networking on behalf of their kids, or attending career fairs.

Three-quarters of Gen-Z candidates used a parent as a reference during their job search, while 63% had a parent submit job applications on their behalf. More than half asked a parent to email hiring managers, and a surprising 53% even had a parent speak directly with hiring managers on the phone.

To get the results, ResumeTemplates.com surveyed 831 Gen-Z adults who work full-time. The company wanted to find out just how involved their parents were in their most recent job search and their current role.

The ResumeTemplates survey found that more than three-quarters of Gen Zers have taken a parent to a job interview when they were job searching. Of those, around 13% said they always did, and 24% admitted they "often" did.

40% of parents who attended interviews just sat in. But here's the kicker: 34% of Gen-Z job candidates admitted that their parents answered questions in the interview!

"30% say their parents asked questions, and 27% say their parents helped negotiate salary or benefits," reports the ResumeTemplates site. "Additionally, 23% say their parents introduced themselves to the hiring manager, and another 23% say their parents spoke positively about them during the interview."

And if you think the parents mainly attend online interviews, think again. "About 44% say their parents only attended in-person interviews, and 27% say they only attended virtual ones," reveals the site.

But here's where things get interesting, and a bit questionable: "Nearly half (48%) had a parent complete a test assignment for them, and 41% say their parent handled an initial HR screener call," reveals the survey.

According to the survey, about 8-in-10 Gen-Z workers say their parents communicate with their manager, and 45% say this happens all the time or often.

Here's what ResumeTemplates' team says mom and dad are talking to the bosses about: more

Paul Grey

Career development

4d

Hi everyone! Can someone please tell me what these ridiculous interview questions are and how you’re supposed to answer them? Yesterday, at what seemed like a respectable company, they asked me which part of a bicycle I associate myself with. Is that even normal? I don’t associate myself with a bicycle at all.

What would you have answered? And what should I have said? Thanks.

4

Shelby Schneider
21h
That's quite an interesting question; and would throw most people for a loop! Maybe they are looking for potential employee's creativity and ability... to come up with something "in the moment"; which might translate to being able to respond quickly in job situations, etc. OK to pause; ask for a question to be repeated ( to let your brain process a little) and then take a minute to answer! Including saying "wow, I have to think about that"!. more
Eliot Feldman
1d
Being that any question could be deemed ridiculous. Depending on the person and the question. The advice I give my clients is to stay focused on... career experiences, keep it simple, don't talk about yourself if it is not relating to the question
more

Anonymous member

Career development

2w

Hello,

This is my first time posting in this forum, but I wanted to ask for advice. My son will be graduating with a Computer Science degree with a focus on game design in December. Unfortunately, he was never able to land an internship, and he ended up having to be the Project Manager for the majority of his projects because other students failed to do their portion.

That being said, I... realize that the job market is tough for college graduates currently. He loves what he does, but he's getting pretty discouraged about any potential opportunities for employment. From what I understand, jobs in the field are based on your portfolio, not your resume.

His professor told him to consider going to graduate school. Im not sure that's the best option if he does more school, but still can't find a job. Especially with AI taking over the majority of that job market. It seems like a waste of time. I have encouraged him to reach out to HR and recruiters directly. Does anyone have any thoughtful advice on what he can do to find employment? more

1

Diane Gaa
21h
My son had a similar difficulty entering the field after obtaining his degree in IT. He also didn’t complete an internship so had no experience - and... the roles required 3 years experience. What worked for him was to take an entry level IT call center roll that didn’t require prior experience. After a year he obtained certifications to move up in the company into an analyst then specialist roles. After 5 years and 3 career moves he’s making good money and doing what he loves. more
Adam Kuczek
1d
Gaming market is brutal right now, not only for graduates but even for seasoned pros, as studios are being closed left and right. There is a lot of... small, indie ones, but they typically operate remotely or look for experienced players. My advice would be to have a really solid portfolio showing strong fundamentals + one really polished personal project. Don't rely on AI, but show he knows how to utilize it. more

Career development

1d

'Leadership Requires Courage And Care'

HRM Director Nicole Bueters and Mark Bentum, Dean of Electrical Engineering, focus on people daily, on how they work, learn, and grow. And on what good leadership means to them: always tied to our university's CORe values: curious, open, responsible, and respectful.

Seat Mark Bentum and Nicole Bueters at the same table to talk about leadership and our university's CORe values, and the energy... starts flowing right away. The new HRM Director, who started in May, asks curious questions, while the EE Dean, Bentum, shares his experiences with apparent enthusiasm. They laugh a lot, complement each other, and push each other's thinking.

It's not their first time meeting. Bentum served on the appointment advisory committee during the interviews for the new HRM Director. And of course, they got to know each other better during Bueters' onboarding and through various projects and meetings across the university.

Turning it around

Bueters comes from Philips, where she spent nearly twenty years in various senior HR roles. When she thinks back to her job interview at TU/e, she laughs. "Thirteen people interviewed me in one session, that was my first real glimpse of how things work at a university."

I ASKED, WHAT MAKES WORKING HERE SO MUCH FUN? AND SO MUCH PASSION AND PRIDE EMERGED - IT REALLY MOVED ME.

Nicole Bueters, Director HRM

Nicole Bueters. Photo: Vincent van den Hoogen

"Everyone was critical, but also curious. They asked, 'We have so many challenges here, how will you handle them?' I turned it around: 'What makes working here so enjoyable?' The atmosphere changed immediately, and a surge of passion and pride emerged. That really moved me."

Bentum: "We did not doubt at all: she had the right experience, courage, and curiosity. That fits perfectly with our values."

Leadership in practice

For Bentum, leadership is primarily about collaboration. "It's not: I'm in charge, and this is how it's going to happen. We have to do it together. I feel that strongly in the UCC meeting (University Consultative Council, ed.) between the deans and the Executive Board. We don't always agree, but there's plenty of room for dialogue. That makes governing easier and more enjoyable."

LEADERSHIP IS NOT: I'M in charge, and this is how it's going to happen. WE HAVE TO DO IT TOGETHER.

Mark Bentum, Dean of EE

Mark Bentum in conversation with Nicole Bueters. Photo: Vincent van den Hoogen

Bueters adds, "I believe in servant leadership. You provide direction, empower the team, help people grow, and dare to give feedback. Give freedom, but not without responsibility."

"Exactly," says Bentum. "And dare to have that difficult conversation. Honestly and respectfully, with a focus on how things can improve."

Feedback and growth

"I'm optimistic," says Bueters. "People are open to growing. You can always keep developing yourself."

Bentum adds: "For your department, your faculty, but also for yourself. If you stop learning, maybe it's time to change roles."

Small steps, big difference

Bueters sees a lot of ambition at TU/e, "but sometimes we want to do too much at once." At HRM, she notices that many projects are being juggled simultaneously. "There are lots of things we want to work on because they have an impact on people."

Bentum: "In the HRM SQUAD analysis, it appeared you were working on more than fifty projects. That's just not feasible. We have to dare to choose and don't need to aim for perfect scores on everything. Sometimes a seven is enough."

WE WANT TO transform a DAF to a ROLLS-ROYCE overnight.

Nicole Bueters, Director HRM

"We want to transform a DAF to a Rolls-Royce overnight," she says. "But real progress happens with small incremental improvements. Progress over perfection. We learn by doing and adjust where needed."

This is our CORe Curious

We cherish curiosity, driving us to explore, question, and innovate, encouraging continuous learning and discovery.

/TU/e Public Release. This material from the originating organization/author(s) might be of the point-in-time nature, and edited for clarity, style and length. Mirage.News does not take institutional positions or sides, and all views, positions, and conclusions expressed herein are solely those of the author(s).View in full here. more

Gabriel Moses

Career development

2h

please i need an advice, i need a remote job on customer service and data entry, how do i go about it

Career development

6d

How to Answer "Tell Me About Yourself

How to Answer "Tell me About Yourself"

You've just sat down in an interview, and the first question lands: '"So, tell me about yourself." Fifteen words in, you can already feel your story slipping away...

It's one of the most common, and deceptively simple, questions you'll face in a job interview, networking event, or creative meetup.

At our recent Career Discovery Session, we explored... what it really takes to get started in agency life, from creative briefs to career confidence. One thing we would have loved to include, but ran out of time for, was our 'Pitch Yourself' exercise, a practical way to build a short, memorable personal introduction.

How the Exercise Works:

* STEP ONE: First find someone to run this exercise with (they become the talent acquisition partner working for your perfect company, hiring your perfect role)

* STEP TWO: Your partner asks you one question: "Tell me about yourself."

* STEP THREE: Answer with a concise 30 second response as if you were in a real interview.

* STEP FOUR: Discuss it together: what worked well, what could be clearer, and how it felt to talk about yourself.

* STEP FIVE: Repeat the exercise another 3, 4, or 5 times. The aim isn't to be perfect, it's about getting comfortable speaking about yourself. The more you practice, the more natural it becomes.

* BONUS STEP: Try the same exercise but using two other frequently asked questions:

Next steps...

What are you waiting for? Find a partner, ask the questions, and give it a go.

You'll be surprised how quickly your confidence grows and how this simple exercise will help create the perfect foundation for any video or IRL interview. more

7

Eliot Feldman
1
1d
The best way to answer this question is to NOT focus on things like I am a hard worker. Keep your answer brief and compelling,connecting your past... experiences that relate to the role or situation at hand. more
Gashachew Bayleyegn
4d
My name is Gashachew Bayleyegn Reda. I have experience as a lecturer in Emergency Medicine and Critical Care Nursing, and I have more than 12 years of... experience in healthcare and volunteerism with the ERCS. more

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Anonymous member

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