Anonymous member


Career development 3d
Recently, a woman joined our department, and her desk is next to mine. She’s constantly asking for things - anything from a pencil or an eraser to asking me to buy her groceries when I go out for lunch. It all seems small, but she never gives anything back, and she never pays me back either. I got fed up and stopped responding to her requests, and now she’s telling everyone that I’m cheap.
It’s a... nightmare, it’s impossible to work. I’m nervous and angry all the time. What should I do?

 more
6   

  • Mohammed Yakubu Baba

    54m

    Clearly explain to her why you stopped. Also let her know her remarks are not welcomed. For all you know, that is the only way she things she can have... some sort of connection with you at the work place. Let her know her actions are inappropriate and she will change if it was not intentional. If she persists afterwards, report to your superior. It is clearly work place harassment.  more

  • Mamie Berry

    1d

    Politely inform your colleague that you do not consider buying her groceries a professional task and you prefer to maintain a professional... relationship. If she continues to talk negatively about you to others, inform HR and ask them how you should handle the situation. Make sure you document each conversation with the colleague and HR.  more

    2
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arnold ntimani
Career development 1d

The Part of Business No One Warns You About

After my last post, a lot of people shared real insights in the comments and it confirmed something important:

Running a business isn’t just about freedom.
It’s about responsibility.
There’s no off switch.
No guaranteed paycheck.
No one else to blame when things go wrong.
At some point, you stop asking “What do I need to do today?”
And start... asking “What kind of business am I building?”
That mindset shift changes everything.
If you’re in business right now and it feels heavy you’re not failing.
You’re growing.

Would love to hear: what was the biggest reality check for you after starting? more
3   

  • T E K Iribom

    7
    1d

    Starting a new business without a road map will give you such feelings. But if you have business plans, feasibility studies and other necessaries, you... would have seen some of the heart breaking events and had taken caution. They are challenges one must see in business. more

Brianna Hollister


Career development 1w
A young, attractive woman just joined our team and immediately started dating a guy from IT. I get it, she’s young and has a personal life. But she basically doesn’t work. She’s always on her phone or disappearing, and when she does do something, it’s full of mistakes.
We’re the ones getting in trouble from management because of this. Now we’re not sure, should we just keep an eye on her work... ourselves, or tell the boss this can’t keep going?

 more
8   

  • Michael Omondi

    3h

    I had a similar employee except that she was not dating any staff. I directed the HR to handle her performance issues as this is a HR case. After... several official warnings about her work ethos, we had to let her go find her passion elsewhere. Simple more

  • תיווך לפיתוח- גולדה

    1d

    וואו. שאלה יפה

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Career development

 7h

Employee Development: Methods, Strategies & Examples To Guide You


Employee development is consistently linked to greater job satisfaction, employee engagement, and innovation at work. However, despite most businesses offering some form of training, it's often inadequate due to a lack of customization, career alignment, and follow-up processes.

Training and development programs tailored to employees' career goals, on the other hand, help bridge skills gaps,... prepare staff for leadership roles, and increase their willingness to remain with the organization. This article discusses what employee development is, why it's important, and how you can create an effective employee development strategy.

Contents

What is employee development?

What is the impact of employee development on the business?

Employee development methods and tools

Six effective employee development strategies

3 employee development examples

How to create a successful employee development plan

Free employee development plan template

What is employee development?

Employee development is a process that enables employees to acquire knowledge, gain experience, learn new skills, and build upon existing ones. This helps them grow professionally, enabling them to succeed in their current roles and eventually progress into more senior positions. Career development is often viewed in terms of the "3 Es". These are:

* Experience: This refers to events and learning that occur on the job, such as undertaking a special project, mentoring someone, completing a challenging task, or participating in hands-on training.

* Exposure: This is a form of learning that occurs through observing others. This includes receiving coaching or mentoring, receiving feedback, shadowing someone at work, networking, or interacting with cross-functional teams.

* Education: This involves structured learning delivered through books, articles, magazines, in-person workshops, online courses, certifications, conferences, or industry events.

When combined, the three Es help develop well-rounded employees who thrive in the workplace.

What is the impact of employee development on the business?

When employers invest in employee development, and employees see growth and progression as a result, the latter are more likely to be motivated and engaged at work. This leads to lower turnover rates, higher team morale, and helps organizations achieve their objectives.

Employee development training is positively correlated with employee performance and effectiveness, as well as organizational growth and success. Significant growth and advancement opportunities inspire confidence in employees, driving them to perform better at work and recommend their employer to others.

In addition, companies that invest in their workforce demonstrate social responsibility and strategic thinking, which in turn helps build a positive employer brand and attract top talent.

Employee development methods and tools

Here are some of the most important employee development methods organizations use to help their workforce build knowledge, skills, and experience.

On-the-job development

This happens during employees' day-to-day work and involves real tasks. It includes receiving regular feedback, gradually assuming new responsibilities, solving unfamiliar problems, participating in cross-functional projects, or leading small improvement initiatives. This builds skills in the context they'll be used, making learning faster and more practical than classroom-only training.

Coaching and mentoring

Coaching and mentoring provide structured, one-on-one support from more experienced staff. A coaching-style conversation typically focuses on enhancing performance in the current role through targeted feedback, regular practice, and effective problem-solving. Mentoring is normally broader and longer-term, helping employees navigate career choices, build confidence, and learn how to operate effectively.

Instructor-led training

This method entails real-time learning, where a subject expert guides a group through a set programme. It's useful for complex topics, or when people need to practise skills with live feedback (e.g., customer conversations or safety procedures). The value comes from interaction -- learners can ask questions, work through examples, and learn from others' situations.

E-learning

E-learning delivers training through digital content such as modules, videos, articles, and online assessments. It allows employees to learn at their own pace and revisit topics, which is particularly helpful for global teams and those with busy schedules. It also scales well, as the same course can apply to different departments and locations, and you can track progress on a learning platform.

Microlearning

Microlearning breaks training into short, focused lessons, often through videos, quizzes, or short reading tasks. It's designed to fit into daily work instead of pulling people away for long sessions, making it practical for frontline, fast-paced roles. Learners can apply this method's narrow, specific content immediately, and frequent repetition helps them remember it better.

Stretch assignments

These are challenging tasks/projects that push people beyond their usual responsibilities to help them grow faster, with support, clear expectations, and learning built into the process. Staff gain leadership, communication, and decision-making skills by solving problems and handling new stakeholders or higher-level decisions. Stretch work also identifies readiness for promotion.

Individual development plans

Employees and managers jointly create individual development plans (IDPs) to guide growth over a defined period. They usually include SMART goals that link employee development to business needs, so learning is not random or disconnected from performance. A strong IDP also lists the skills and behaviours to build, learning activities to use, and clear milestones to track progress.

Peer learning

Peer learning occurs when staff share practical knowledge with one another, drawing on their work experiences rather than relying solely on managers or trainers. This can happen through buddy systems or peer coaching. Beyond skill-building, this strengthens relationships, improves collaboration across teams, and helps create a culture where people openly share knowledge.

The 9-box grid

The 9-box grid places employees into one of nine segments in a matrix based on performance and potential. This helps leaders make more consistent decisions on development, promotion, and succession planning. For example, they might prioritize high performers with high potential for critical roles and strong performers with lower potential for deeper expertise and retention.

Job enrichment

This method entails redesigning a role to make it more meaningful and challenging without changing the employee's job title or moving them to a different position. This might include giving more decision-making authority or adding responsibilities that develop new skills. Job enrichment can improve motivation and build capability, and reduce boredom.

Job shadowing

Job shadowing allows an employee to observe a more experienced colleague and learn what the job entails in practice. It helps them understand workflows, tools, decision points, and the soft skills needed to succeed, such as stakeholder management. Shadowing is especially useful for onboarding, career exploration, and preparing someone for a future move into a role.

Job rotation

Job rotation involves temporarily moving employees into different roles/departments to learn new tasks and understand how other teams operate. It builds cross-functional knowledge and broader capability, making the business less dependent on a few specialists. When staff return to their roles, they collaborate more effectively, identify issues earlier, and make decisions with a broader business perspective.

Six effective employee development strategies

Employee development methods and tools can be woven into a clear strategy through a structured program or initiative. Let's explore some effective employee development strategies organizations can implement and deliver.

1. Offer formal mentorship programs

A mentorship program partners less experienced employees with more seasoned ones to offer guidance, support, and greater insight into the role, department, or organization. For example, high-potential employees (HiPos) can partner with senior leaders to help them achieve their potential and advance in the business.

Practical tip: Create a simple "first 30 days" mentorship checklist (three to five prompts) that every mentor-mentee pair must cover. This can include role expectations, key stakeholders, unwritten rules, and one development goal, so conversations don't drift into vague chats.

2. Provide access to online learning platforms

Online learning platforms that contain courses, training materials, and quizzes that help with training employees. This will encourage them to take ownership of their learning at work. For instance, subscriptions to Coursera or Skillsoft enable them to use content already available on these platforms.

Practical tip: Set a "one course → one work output" rule -- for every course completed, the learner must apply it within two weeks. They must also share a short deliverable (e.g., a revised template, process improvement, or 10-minute teach-back) to prove transfer to their job.

3. Encourage job rotation and cross-department training

This involves temporarily enabling employees to step into different roles or departments, broadening their skill sets, promoting collaboration, and fostering a deeper understanding of the business. You can identify roles that will benefit most from this and assign opportunities to HiPos, as well as others who express interest.

Practical tip: Start with a four-week "micro-rotation", where the employee owns one clear task in the host team (not just observation) and has a named sponsor. Then, end with a short handover note on what they learned and what should change between teams.

4. Promote volunteer or external opportunities

Allowing employees to volunteer or enroll in relevant external work experience helps employees build soft skills and take pride in giving back to their community. It also strengthens your employer brand and demonstrates to employees and customers that the organization cares about more than just its bottom line.

Practical tip: Pre-approve a small menu of partner organizations and skill-based volunteer roles (e.g., mentoring, analytics support, project management). Next, require employees to set one skill goal before they go -- this ensures volunteering develops capabilities, not just goodwill.

5. Establish community groups

Community groups centered around a common theme (e.g., women's groups or sustainability clubs) help employees network outside their department, facilitate inclusion and belonging, and encourage knowledge sharing. These can be informal circles or more formal ones that relate to specific roles or business functions.

Practical tip: Give each group a lightweight charter, purpose, two quarterly outcomes (e.g., hosting one speaker or publishing one resource), and a small budget owner. Then, rotate the lead every six months to maintain high energy and prevent burnout.

6. Use performance reviews to drive development conversations

Finally, use regular performance evaluations to provide constructive feedback. Identify strengths and areas for improvement, discuss issues or concerns, and set realistic goals. You should also ensure that performance review templates include career goals and training needs to facilitate these conversions.

Practical tip: Separate evaluation from development -- run a dedicated "growth conversation" one to two weeks after the review. The manager and employee should agree on one capability to build, one stretch activity, and one measure of progress for the next 90 days.

Let employees choose a charity they want to volunteer with to increase motivation and engagement. Track and recognize employees who participate, or make it mandatory for your whole workforce, and allocate a set time for it during the year.

3 employee development examples

Below are three relevant examples of employee development for employees in different departments and at different seniority levels:

Example 1: Marketing Specialist preparing for a Senior Marketing role

Goal for the next 12 months: Build the analytical and leadership skills needed to transition to a senior marketing role.

Skills to develop

* Leadership skills

* Project ownership

* Analytical thinking

* Data competency.

Signs of success

* Positive feedback from peers on leadership abilities

* Successfully owns a marketing campaign from start to finish

* Demonstrates effective understanding and use of data and analytics within marketing

* Able to use insights to make improvements.

Actions to take

* Lead a marketing campaign from conception to completion

* Shadow a senior marketing leader for a week

* Take part in a leadership development course to help build decision-making and managerial skills in a marketing area

* Partner with a data analyst to review a campaign cycle

* Complete a marketing data visualisation course

* Lead the reporting for a minimum of three marketing campaigns (including analysis, insights, and presentation).

Support/resources needed

* Consistent feedback and mentoring from a senior marketing manager

* Access to internal analytics and leadership learning resources

* Introduction to analysts and senior marketers (if required) to arrange shadowing.

Review process

* Progress will be checked through monthly check-ins

* A midpoint evaluation (end of month 3) will assess development and allow the plan to be adjusted accordingly

* Final review (end of month 6) to evaluate outcomes and readiness for a promotion.

Example 2: Junior accountant who wants to grow in their role

Goal for the next 12 months: Achieve personal and organizational goals for career growth and development.

Skills to develop

* Accounting fundamentals

* Tax consultation

* Financial transactions and investment planning strategies

* Working more efficiently.

Signs of success

* A strong working knowledge of all accounting fundamentals

* Successfully completed a tax consultation training program

* Understands financial transactions and investment planning

* Successfully completed a time management training session

* 10% increase in work output.

Actions to take

* Continual on-the-job training for a better understanding of specialist accounting knowledge, skills, and techniques (with more experienced junior accountants)

* Complete a tax consultation training program

* Complete a time management training program.

Support/resources needed

* Funding sign-off and enrollment into external training programs

* Tine is allocated in calendars for on-the-job training at least once a month with other team members.

Review process

* Informal monthly check-ins will gauge progress and ensure the employee is on track, or if they need additional support or resources

* Final year-end review to see if goals have been met

* Set new goals for the following year.

Example 3: Sales VP who wants to be promoted to Chief Revenue Officer

Goal for the next 12 months: Refine strategic vision, stakeholder management, and financial knowledge to prepare for an executive leadership role.

Skills to develop

* Executive decision-making and leadership skills

* Financial planning and management

* Communication with key stakeholders.

Signs of success

* Successful completion of a new revenue initiative

* Strong positive feedback from relevant stakeholders.

Actions to take

* Shadow the Chief Financial Officer at quarterly financial planning meetings

* Lead an organizational revenue growth plan

* Receive mentorship and/or coaching from an executive team member to refine leadership skills

* Successfully conduct two presentations to the board.

Support/resources needed

* Access to coaching/mentorship with the appropriate leader

* Opportunities to present at future board meetings

* Further financial planning and management training to assist knowledge and skill development.

Review process

* Executive check-ins every three months will help assess progress

* A formal year-end performance assessment will determine readiness for promotion.

How to create a successful employee development plan

Here's how to create an effective employee development program for your organization.

Work with managers

Build employee development plans with managers, as they are familiar with employees' performance, understand the day-to-day realities of each role, and can spot crucial skills. Support managers with guidance on how to conduct development conversations, provide constructive feedback, and address blockers such as excessive workloads or unclear expectations.

Conduct a skills gap analysis

Use a skills gap analysis to determine the skills required for key roles and future priorities, then gather input using practical methods, such as manager assessments, performance data, project outcomes, and customer feedback. Finally, use the results to prioritize the biggest gaps and target training where it will have the greatest workforce and business impact.

Align individual and organizational goals

Alignment helps employees see a clear link between their individual goals and the business goals. In practice, this means translating business goals into skills needs, then matching them to people's interests and strengths. Done right, alignment makes development feel motivating. Leaders are also more likely to support it, as it can directly improve team performance.

Set SMART goals

SMART goals help create a clear plan people can follow. For example:

* Specific: Lead the monthly stakeholder update.

* Measurable: You must be able to measure and track progress toward your goals (e.g., using feedback scores, project milestones, and completed deliverables).

* Achievable: Keep goals realistic and achievable by planning them with the available time and resources in mind.

* Relevant: Ensure the goal aligns with and supports the role and business priorities.

* Timely: Determine and enforce deadlines to avoid unnecessary delays.

Designate time for learning and development

Build development into the rhythm of work by setting clear expectations and providing structure, such as a team-wide "learning block" with no meetings. Encourage managers to plan workload around these blocks so staff can actually use the time to learn. Pair time allocation with practical outputs (e.g., applying a new skill on a project), so learning translates into better performance.

Free employee development plan template

AIHR has an employee development plan template you can use as a starting point. Additionally, it's fully customizable, so you can easily adapt it to the needs of your organization or different departments.

To sum up

Employee development is effective when it is intentional, personalized, and aligned with real business needs. It's also important to treat employee development as a retention strategy, not a perk. Build plans around the 3 Es so that people can learn on the job and from others, and reinforce their skills through structured training.

Focus on execution: diagnose skills gaps, set SMART goals, allocate time for learning, and build in follow-up to ensure progress. Use simple tools that drive action -- micro-rotations, course-to-output, and a dedicated growth conversation after reviews. Over time, these habits foster a development culture that enhances performance, cultivates your leadership pipeline, and boosts retention. more

Steven Ishimwe
Career development 1d
Hi, everyone I am new here. Quick advice from you, which one is the best to study at University, Finance or Accounting
2   

  • Sonia Nuoriyee

    8h

    For me accounting and finance
    Some universities combined both courses
    Universities like UPSA have both courses as on programme

  • Ainomugisha Joshua

    1
    10h

    Why not study both of them. some universities combine them and teach them as one course

    1
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Career development

 8h

Women's Career Development Videos


I'm building an inspiring learning hub for women and need a freelance creator to produce a series of short, practical videos that walk viewers through core career-development skills. My priority is high-quality educational content, so each tutorial should feel friendly, actionable, and visually polished. Here's what I have in mind: 5-7 minute videos (HD, 1080p) that cover topics such as résumé... optimisation, confident interviewing, salary negotiation, personal branding, and networking. I'm happy to supply a rough outline, but I'm looking for someone who can shape a compelling script, record engaging voice-over, add clean screen captures or simple talking-head segments, and finish everything with on-screen graphics, captions, and light background music. Deliverables * Final MP4 files for every topic * Editable project files (Premiere Pro, Final Cut, or DaVinci Resolve -- use whichever you're most comfortable with) * Separate SRT or VTT subtitle files * Brief text descriptions for each video (150-200 words) that I can reuse in course listings Acceptance criteria * Crystal-clear audio, balanced levels, and zero background noise * Consistent branding (I'll supply logo, palette, and font) * Straightforward pacing: no more than 20 seconds on any static screen unless annotated * All assets must be royalty-free or properly licensed and transferred If you've produced tutorial or e-learning content before -- especially aimed at women's professional growth -- link me to your best example and tell me which tools you'd use. I'm ready to start as soon as I find the right fit and I'm open to thoughtful suggestions on structure, tone, or additional micro-topics. more

Career development

 9h

IGCSE Physics Resume Rewrite


I need my current Physics-teaching résumé transformed into a polished, ATS-friendly document that will resonate with international schools following the IGCSE curriculum, especially those operating across the Middle East and Asia. The content has to speak directly to High-School administrators and recruiters, showcasing my strengths in classroom management, curriculum development, and student... counseling while keeping the language concise and achievement-oriented. You'll be working with my existing résumé and any supporting details you request from me. I expect a clean, modern layout that travels well across Applicant Tracking Systems and that subtly highlights my experience with multicultural classrooms and the unique demands of expatriate school communities. Deliverables * A two-page résumé optimized for IGCSE high-school Physics roles * A brief, adaptable profile statement I can tweak for cover letters or LinkedIn I'm ready to provide any additional information you need, including metrics, results, or examples of curriculum work, to ensure the final document feels authentic and compelling. more

Dennis musembi
Career development 21h
I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more
10   

  • JOSHUA BYAMUGISHA

    9h

    Well done good and faithful servant

  • Sheila Milburn

    42
    19h

    What type of work are you looking for? Your post does not reference the type of work.

    1

Jim Farnsworth


Career development 1w
I’ve been working as an economist in the department for three years and was hoping I’d be promoted to head of the department. But no, they told me they’re hiring some random outsider for the position, someone with no experience, just because he’s “very motivated”.
Am I not motivated? I also have actual work experience. How can I change management’s mind? Thanks.

1   

  • Stanley Koech

    11h

    Possibly, there are things you aren't getting right, in retrospect they have discovered that , and they want you correct it before they promote you!... there is no progressive employer who can afford to lose a valuable human resource!...just evaluate yourself thoroughly and you will realize they are preparing you for this position only that you are not yet ripe for it! more

  • Michelle Nenkai Emanuel

    1w

    Sometimes things happen to us so we can open our eyes an out wings....and fly.
    When your efforts are rewarded with pain,start looking elsewhere. Maybe... it's high time you did! more

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Tim Jacobs


Career development 1mo
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
14   

  • Stanley Koech

    11h

    Thank them for the courtesy, but kindly decline. It's professional, not a social gathering. ...Unless of-course you are been interviewed for... 'coffee-testing-quality check' in a quality research coffee company!  more

  • Stanley Koech

    11h

    Thank them for the courtesy, but kindly decline. It's professional, not a social gathering.

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Evelyn Aldridge


Career development 2w
Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

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

 more

  • Stanley Koech

    11h

    Engage yourself with someone else probably from outside your workplace even if it means a 'make-belief move'; this way you change the narrative and... know the truth about your workmates' feelings concerning you, wether they were genuine or fake! more

  • James Anderson

    1w

    It was a bad move to date someone in the office in the first place- as you are discovering. People love to have something juicy to talk about- and you... just gave them  more

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Anonymous member


Career development 2w
Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

1   

  • Stanley Koech

    11h

    Well first of all, evaluate yourself social-wise, flash back a bit and recall if there was someone you tried to approach or approached you 'matters... love', how did you act?...its possible someone is falling in love with you, if you are married make it known to your workmates, if not and ready to mingle, welcome the idea and accept the gift! more

  • S G

    1w

    This is absolutely inappropriate and the women here who are telling you that you’re making too much of it are enabling rape culture and abuse in the... workplace. You need to take this to your superiors and HR immediately. more

    2
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Career development

 22h

Workers Fear Weaker Job Market In 2026, New Survey Finds: Here's Why


Rising concerns about the weakening US job market are reshaping how workers approach 2026, with many choosing to stay put, protect their income, and brace for potential layoffs.

Monster's newly released 2026 WorkWatch Report examines growing concerns about the labor market among jobseekers heading into the new year. The mid-December 2025 survey of 1,504 employed US adults shows a sharp pullback... in job searching as anxiety grows over Americans' ability to find new positions.

Only 43% of workers plan to look for a new job in 2026, down from 93% who said the same in 2025. Four in 10 workers expect the job market to worsen in 2026, while another 40% believe conditions will not improve.

More than half (52%) of those surveyed expect layoffs to increase across the country. Those concerns were shared even by workers who were not directly affected by job cuts in 2025.

Financial pressures like inflation and President Donald Trump's tariffs remain major sources of stress as wages struggle to keep pace with rising costs. Nearly three in five (58%) of workers said their biggest concern in 2026 is that their salary won't keep up with inflation, while 57% said their current pay has already fallen behind their expenses.

Without a raise, nearly half (47%) of workers said they would need to cut back on expenses, while more than one in three (38%) said they would look for a new job, despite fears about the market. Others planned to delay major purchases (29%) or take on additional work to protect their finances (23%).

More Americans are also leaning on side hustles to financially survive. Nearly one-third (32%) of workers already have one, while another 30% plan to start a side hustle in 2026 to protect themselves from layoffs or salary cuts.

The rise of artificial intelligence has also made workers fearful.

Nearly half (49%) of workers told Monster that they're worried AI could threaten their job or industry. While just 8% of people said AI is already impacting their jobs, another 34% expect AI could threaten their jobs within five years.

Monster's report mirrors broader signs of a weakening labor market throughout 2025.

According to the most recent federal numbers, the national unemployment rate climbed to 4.6% in November, the highest level since September 2021. Employers cut more than 1.17 million jobs in the first 11 months of 2025, according to outplacement firm Challenger, Gray & Christmas, while private-sector layoffs in the Northeast surged in November.

You can click here to see Monster's full study.

Click here to follow Daily Voice Westport and receive free news updates. more

Career development

 1d

Job Applicant Discovered The "Remote" Position He Applied For Was Actually Hybrid, So He Called Out The Interviewers' Lies And Walked Out


Job hunting is frustrating enough without companies playing mind games with applicants.

So when one applicant realized the job he applied for was actually hybrid when they claimed to be fully remote, he didn't sit back and take it.

Instead, he walked out of the interview and left several negative online reviews in his wake.

Keep reading for the full story.

Position was advertised as fully... remote.

But the reality was much different.

I rock up to the interview, and they say that the role is actually hybrid (3 days a week in office) and they only advertised it as remote to get a bigger pool of applicants.

This applicant didn't mince words.

I showed no shade and said that I would be writing reviews on Glassdoor, Google, and Indeed explaining that this organization does not operate with honesty and integrity, and that my experience should be a warning to others who might be attracted to so-called "remote" positions.

I then walked out.

Because how dare they waste my time.

Illegal, much?

What did Reddit have to say?

Surely this workplace wouldn't tolerate dishonesty from their candidates.

There really are glaring double standards in the modern job market.

These types of job scams seem to be fairly commonplace these days.

Surely this company could work to acquire talent by other methods than just tricking them.

He didn't get the job, but he did get the satisfaction of calling out their nonsense.

With all the negative reviews, this company won't get away with their dishonesty much longer.

If you liked this post, check out this story about an employee who got revenge on a co-worker who kept grading their work suspiciously low. more

Career development

 1d

LinkedIn users with content creation strategy, land more opportunities - Expert - Businessday NG


...Job seekers who treat LinkedIn like a resume database are being quietly overlooked

...Recruiters are sourcing talent the same way audiences discover creators, through activity, relevance, and visibility

...Profiles that remain static, like no posts, outdated headlines, and minimal interaction are largely unnoticeable even when candidates are highly qualified

Following the wave of layoffs... that swept through multiple sectors globally in 2025, hiring experts say one mistake that is increasingly costing job seekers opportunities, is relying solely on job applications, and not thinking like content creators.

Recruiters and career strategists argue that professionals who continue to treat LinkedIn as nothing more than a digital résumé database are being quietly overlooked. By contrast, candidates who adopt a creator-style approach, marked by consistent posting, visible engagement and well-optimised profile are securing interviews without formally applying for roles.

The shift reflects a broader change in how employers now identify talent, placing greater weight on visibility and demonstrated expertise than on applications alone.

Speaking exclusively to Business day, Brian Futral, head of content marketing at The Marketing Heaven, a UK-based digital growth consultancy, said that recruiters are sourcing talent in much the same way audiences discover content creators- through LinkedIn activity, relevance and engagement rather than static CVs.

Read also: Most job seekers don't survive the first filter on Linkedin- Report

"Hiring has become a visibility game," he said "If you are not showing up consistently or contributing to conversations in your industry, you are effectively invisible, no matter how strong your CV is".

Futral added that professionals who fail to adopt a creator mindset risk being left behind, as recruiters increasingly prioritise candidates who signal value through thought leadership, interaction and an active professional presence. "We are seeing more people land interviews simply because they are visible, credible and engaged, not because they submitted dozens of applications," he said.

Expert says job seekers must think like creators to get hired in 2026

After mass layoffs and shrinking job posts, visibility and not applications is becoming the fastest path to employment.

As layoffs stretched globally across tech, media, retail, and professional services throughout 2025, millions of job seekers entered 2026 competing for fewer publicly listed roles.

But according to digital growth experts, the biggest mistake many displaced workers are making is relying on traditional applications in a system that increasingly rewards visibility instead.

"Hiring hasn't disappeared. It's just moved upstream," said Futral said. "Recruiters are sourcing talent the same way audiences discover creators, through activity, relevance, and visibility. If you're not showing up in feeds or searches, you're effectively invisible."

Read also: Why Nigerian professors, lecturers need a strong Linkedin profile

Why the creator mindset now applies to careers

In 2026, recruiters increasingly rely on LinkedIn search filters, activity signals, and engagement patterns to identify potential candidates. Profiles that remains static, like no posts, outdated headlines, and minimal interaction, rarely surface, even when candidates are highly qualified.

"LinkedIn operates on algorithms, not intentions," Futral explained. "Just like with creators, consistency and relevance matter. The platform favors people who demonstrate expertise publicly, not those who wait quietly to be discovered."

Employers are increasingly moving beyond traditional résumé assessments, placing greater emphasis on how professionals communicate industry insights. They are looking at whether candidates engage thoughtfully with peers and leaders, contributing meaningfully to discussions within their professional communities.

Equally important is how clearly individuals articulate their value through content and interactions, signalling expertise, creativity and problem-solving capabilities. These behaviours serve as live evidence of skills, proof that a static PDF résumé rarely conveys. In effect, recruiters are seeking candidates who demonstrate their impact in real time, not merely on paper.

Read also: Professionals move to advance LinkedIn innovation, future of work in Nigeria

From applications to inbound interest

According to Futral, data from hiring managers and recruiters increasingly shows that many roles are being filled before they are ever posted publicly.

For businesses, sourcing candidates directly through LinkedIn reduces hiring costs, speeds up decision-making, and lowers the risk of poor cultural fits."The smartest candidates aren't sending 200 applications anymore," said Futral. "They're positioning themselves so recruiters come to them."

He noted that professionals who see the strongest inbound recruiter interest typically optimise their LinkedIn presence by using role-specific keywords in headlines, ensuring they appear in relevant searches.

These professionals post or engage meaningfully several times per week, sharing insights that are tied to current industry trends to demonstrate expertise and stay visible. Above all, they treat their profiles like landing pages, not mere timelines, presenting a curated, compelling view of their skills and achievements that captures recruiters' attention.

While headlines often frame layoffs as evidence of shrinking opportunity, experts argue the real issue is discoverability.

"There's no shortage of skilled professionals," Futral said. "There's a shortage of visible ones. In an algorithm-driven market, silence is no longer neutral because it's a disadvantage."

As hiring slows and competition tightens in 2026, professionals who fail to adapt risk being filtered out before a conversation ever begins.

The new career reality

Just as brands must earn attention before conversion, job seekers must now earn visibility before interviews.

"Thinking like a creator doesn't mean becoming an influencer," Futral added. "It means understanding how platforms work and using them intentionally. In 2026, that's not self-promotion, but rather a career survival." more

Career development

 1d

Best Professional Resume Support HR Teams Should Recommend in 2026


As an HR professional, you have probably noticed something interesting happening over the past few years. Employees are coming to you for career advice more than ever before. Whether someone is being let go, looking for an internal move, or simply wanting to grow, they trust you to point them in the right direction.

That includes knowing where to send them when they need help with their... resume.

Having a go-to list of quality providers can save you time and help your employees land on their feet faster. But with so many options out there, how do you know which ones actually deliver results? Let us walk through the best options and how to match them to your workforce needs.

Gone are the days when HR only handled hiring and payroll. Today, your role extends into outplacement support, career development programs, and internal mobility initiatives. When employees face transitions, whether voluntary or not, they often look to HR for guidance.

This is especially true during layoffs or restructuring. Offering solid career support resources shows compassion and protects your employer brand. Employees who feel supported during tough times are less likely to leave negative reviews or speak poorly about the company.

Not all resume providers are created equal. The best ones have writers who understand what hiring managers actually want to see. They offer personalized consultations rather than cookie-cutter templates. Look for services that offer industry-specific expertise, reasonable turnaround times, and a satisfaction guarantee.

Services founded by recruiters have an edge here. They have sat on the other side of the table and know exactly what makes a resume stand out in a stack of hundreds.

When evaluating resume writing services for employee recommendations, it helps to know what each provider does best. Here are the top options HR teams should have on their radar this year.

ResumeSpice tops our list for good reason. Founded by experienced recruiters, their resume writing services bring an insider perspective that most competitors simply cannot match. Their writers have reviewed thousands of resumes from the hiring side, so they know what works.

Every client gets a one-on-one consultation with a writer matched to their industry. Whether your employee works in healthcare, tech, finance, or another field, they will work with someone who understands that world.

Pricing starts at $479 for entry-level resumes, $589 for professional, and $699 for executive-level packages. Faster turnaround options are also available for those in a hurry.

The Muse has built a reputation as a career development platform, and their resume services reflect that broader focus. They pair document writing with career coaching, making them a solid choice for employees who need more than just a polished resume.

This works especially well for entry to mid-level professionals or those considering a career pivot. The holistic approach helps employees clarify their goals while getting their materials in shape.

Let us be honest. In 2026, a LinkedIn profile matters just as much as a traditional resume. Many recruiters source candidates directly from LinkedIn before ever seeing a formal application.

LinkedIn optimization services focus on keyword placement, professional headlines, and compelling summaries that attract recruiter attention. Consider recommending these alongside traditional resume help for a complete personal branding package.

When senior leaders need career support, they require a different level of service. The Writing Guru specializes in C-suite and VP-level positioning. Their writers know how to translate complex executive achievements into compelling narratives.

If you are managing executive outplacement, this is a strong option. The high-touch service matches the high-stakes nature of senior leadership job searches.

Sometimes budget is the primary concern. Indeed offers affordable resume services that integrate with their massive job search platform. While not as personalized as premium options, it provides a solid starting point for entry-level employees or high-volume outplacement scenarios.

Not every employee needs the same level of support. A junior marketing coordinator has different needs than a departing VP of Operations. Match the service sophistication to the employee's seniority and industry.

Technical fields often benefit from writers with specific domain knowledge. Creative roles might prioritize storytelling and personality. Take a few minutes to think about what each transitioning employee actually needs.

If you are building resume support into an outplacement package, decide whether you will cover costs fully, offer subsidies, or simply provide a curated recommendation list. Each approach has its place depending on your budget and goals.

Also consider the value of guarantees. Services that offer interview guarantees or free revisions provide extra assurance that employees will get results.

How you treat departing employees says a lot about your company culture. Including professional resume support in severance packages demonstrates genuine care for their future.

This investment pays off in multiple ways. Supported employees transition faster, speak positively about their experience, and sometimes return as boomerang hires down the road.

Resume support is not just for people leaving. Offering document reviews as part of career development programs signals that you invest in employee growth. It can even support internal mobility by helping employees present their skills effectively for new roles within the company.

Having a vetted list of resume support providers makes your job easier and helps employees navigate transitions with confidence. Services like ResumeSpice, with their recruiter-founded approach, offer the best alignment with what hiring managers actually want to see.

Whether you are building an outplacement program or simply want to be ready when employees ask for recommendations, these providers have you covered. Your employees will thank you for pointing them toward quality support during pivotal moments in their careers.

Focus on writer credentials, industry expertise, and turnaround times. Check whether they offer satisfaction guarantees or interview guarantees. Read client testimonials and ask about their revision policies. ATS optimization is also essential since most companies use applicant tracking systems today.

It depends on your program goals and budget. Outplacement packages typically cover costs fully as part of severance. Development programs might offer partial subsidies. At minimum, having a curated list of vetted providers adds value without any direct cost to the company.

Professionally written resumes pass ATS screening more effectively and highlight transferable skills that candidates might overlook. Employees also feel more confident going into interviews when they know their materials are polished. This often leads to faster placement times. more

Career development

 1d

How HR Can Build Better Talent Pipelines with Smart Recruitment Tools and Strategies


Hiring has changed -- and if you work in HR, you've felt it for sure. Post a job ad and wait for résumés -- the model of years past -- is no longer sufficient.

Today's job seekers are more knowledgeable, choosy and human than any spreadsheet could accommodate. Yet businesses are also feeling the squeeze to hire more quickly, intelligently and with fewer resources. That's when building a solid... pipeline becomes not just something nice to have but more of a survival skill. Even simple safeguards -- like sharing a sample Non-Compete Agreement early -- can help set expectations and build trust from the first touchpoint.

A modern talent pipeline is not simply filling roles quickly, but about building long-term relationships and reducing the hiring risk to make smarter decisions before a need even exists. And, yes  -- technology is a big part of this. But the actually big magic comes when tools and strategy are working hand in hand, led by people who fundamentally know that recruitment is about trust.

Early in the process, such trust often begins with clarity. Candidates want to understand they're signing up for -- and that's especially true when it comes to expectations and legal limits. By removing the booms, covering up some brick work and highlighting it with a row of spotlights, the HR teams can stand out in this fatigue space while keeping to their budget. Exemple: disposer d'un échantillon de convention de non-réunion accessible peut aider les équipes RH à fixer des règles explicites sans risquer tout malentendu préjudiciable au branding employeur futur. Relationships last longer when you start with clear expectations.

Reactive hiring is a drag, let's face it. Hiring to fill a role in a hurry once someone resigns tends to result in knee-jerk reaches, mismatched expectations and then even higher turnover rates. A robust pipeline of talent flips that script. Instead of reacting, you prepare.

You have to think of your pipeline as a living network too of people who might not want to change jobs today but are perfect for tomorrow. Ex-applicants, low-key job-seekers, interns, freelance contributors, referrals -- they all count. This pipeline, when actually treated like a pipeline, reduces time-to-hire, increases candidate quality, and takes some of the panic out of hiring.

With smart recruiting tools, HR teams can identify patterns that humans just don't recognize; tracking this data can help them make more informed decisions about where to invest in the future and where they need to improve. Analytics around hiring processes can tell you which roles are hardest to fill, for example, or show you at what stages of interviewing candidates tend to drop out. But data doesn't, by itself, create relationships -- people do.

A practical example? Today, many HR teams apply structured data to determine when and how they promote roles. Knowing target audiences; even doing basics like matching job visibility to appropriate google business categories can significantly alter the way in which your company is found by your preferred candidates. It's not about anyone, it's about someone!

If there's anything candidates remember the most, it is how you made them feel. Slow response times, opaque routes or excessively robotic replies can subtly chip away at your employer brand. On the other side of the coin, thoughtful touches generate loyalty -- even from candidates you don't end up hiring.

This is where engaging tools come in. Some companies are even turning to short, unscripted video clips where hiring managers introduce team members, explain roles or walk candidates through hiring processes. They focus not on the polished corporate material but on real faces and real stories; they're painfully aware of how little everybody sees about themselves. There's nothing surprising that a lot of HR teams are opting to get inspired by personalized video campaigns to drive candidate engagement the entire way through the funnel. Video, when done well, transforms a cold process into a warm conversation.

It's widely known in recruitment that screening candidates is a massive time suck. AI-driven tools in particular can serve as a screen to filter applications or identify relevant skills and also help eliminate the problems of unconscious bias -- if deployed appropriately.

Authenticity is becoming a concern for employers with AI-driven résumés and cover letters, says one. An AI checker can also assist HR teams in building up an accurate picture of how candidate materials were constructed, helping them to actually concentrate their interviews on the actual qualifications and experience rather than just polished phrasing. The intent isn't to catch out the candidates, but to ensure that discussions are fair and meaningful.

A strong talent pipeline doesn't stop at external candidates. Internal mobility is just as important. HR teams that invest in learning and development often find they already have future hires within their organization.

Technology is a big part of this. Through tools such as learning platforms, skill assessments and internal talent marketplaces, employees can develop skills while HR has greater visibility into the capabilities that are on the rise. When people see a future for themselves in the organization, retention improves -- and your pipeline benefits organically.

For all its tech, recruitment still depends on connection. Events and referrals and informal conversations continue to be potent -- especially when they're easy to make follow up on.

Which is why some HR teams are now using digital networking tools like VCard qr code QRNow at career fairs and internal events. A quick scan could instantly capture contact detail, creating an opportunity to develop relationships long after the event has concluded. It's a small change, but it removes friction -- and friction is the enemy of good pipelines.

So, in reality how do you create a stronger talent pipeline?

Start small. Audit your existing hiring procedures and locate one bottleneck -- whether it's sourcing, screening or candidate engagement. Bring in one toolkit, or tactic, that gets straight at that issue. Measure, adapt and then scale.

Most importantly, listen. All the candidates, hiring managers and employees are giving you incredibly useful feedback if you just listen. Technology must amplify those voices, not supplant them.

At a day's end, smart recruitment tools are simply that -- tools. They don't substitute for empathy, curiosity or human judgment. But used wisely, they give HR teams the time to concentrate on what's truly important: forming relationships that stand the test of time. more

Career development

 1d

Public speaking emerges as career deal-breaker for youth


Hyderabad: In an increasingly competitive academic and professional landscape, experts warn that public speaking skills have become a decisive factor in determining career success among young people. While academic qualifications and technical expertise remain essential, an inability to communicate ideas confidently is emerging as a major obstacle to career growth.

Public speaking today extends... far beyond stage performances. It plays a vital role in elocution contests, debates, youth festivals, panel discussions, group discussions, and job interviews. Many young individuals, despite possessing strong academic or professional credentials, fail to gain recognition due to their inability to articulate their thoughts effectively.

"Many talented youths lose opportunities not because they lack ability, but because they cannot present their competence convincingly," said a communication expert. "In interviews and group discussions, silence is often mistaken for a lack of confidence or leadership potential."

Recruiters and academic institutions are increasingly assessing candidates on how clearly they express ideas, respond to questions, and handle pressure situations. Those who hesitate to speak up often remain unnoticed, while articulate peers progress more rapidly into leadership and career opportunities.

Public speaking is also closely linked to leadership development. Participation in debates, student bodies, panels, and public forums helps young people build confidence, visibility, and influence. Those who acquire communication skills early tend to stand out, while others with equal or even greater knowledge struggle to make an impact.

Addressing this growing concern, Media Junction, a Hyderabad-based public speaking training institute, is organising a four-day practical workshop on public speaking from January 8 to 11, between 6:00 pm and 9:30 pm. The programme will be held at Parthani Towers, Golconda Cross Roads, Musheerabad, Hyderabad.

The workshop aims to help participants overcome stage fear, build confidence, and communicate effectively through hands-on practice and personalised guidance. To ensure focused attention, participation is limited to 15 candidates on a first-come, first-served basis.

"Public speaking is not an inborn talent; it is a learnable skill," said D. Kalpana, Director of Media Junction. "With the right training and practice, youth can transform their knowledge into confidence, visibility, and career success." more

Career development

 1d

Nearly all women in STEM secretly feel like impostors


Some people who perform at the highest levels carry a private fear that clashes with their outward success. Despite strong résumés and long lists of achievements, they worry that others will eventually realize they do not truly belong.

In their own minds, top grades, prestigious awards, and competitive research funding are not proof of ability. Instead, these accomplishments are dismissed as... coincidence or good timing. The inner voice insists that success came from being in the right place at the right moment, not from talent or hard work.

What Impostorism Really Means

This experience is known as impostorism, a psychological pattern that is separate from low self esteem or depression. According to Binghamton University, State University of New York psychology researcher Jiyun Elizabeth Shin, impostorism involves persistent self doubt even when objective evidence shows success. Shin, a lecturer who leads the Social Identity & Academic Engagement Laboratory, recently published research on the topic in the journal Social Psychology of Education titled "Impostorism: Prevalence and its relationships with mental health, burnout, dropout consideration, and achievement among graduate women in STEM."

Her findings reveal how widespread the experience is. Shin's study shows that 97.5% of women enrolled in STEM graduate programs report at least moderate levels of impostor feelings. The likelihood may be even higher for individuals who hold multiple marginalized identities, such as women of color.

"Impostorism is a feeling like being an intellectual fraud even when there is strong evidence of success," Shin explained. "You believe that other people are overestimating your abilities and intelligence, and you fear that one day you'll be exposed as incompetent and undeserving of your success."

Why Success Feels Like Luck

At its core, impostorism shapes how people interpret their abilities and past achievements. Those affected struggle to accept success as something they earned. Instead, they often credit outside factors like luck, timing, or help from others. As a result, they fear they will not be able to repeat their achievements and worry that others will eventually see through what they perceive as an illusion.

Although impostorism can affect anyone, people from underrepresented or minoritized groups may face added pressure. Negative cultural assumptions can make these feelings stronger. In fields such as science, technology, engineering and mathematics, long standing stereotypes wrongly suggest that women lack the natural intellectual ability to succeed. These beliefs can make it harder for women to internalize their accomplishments. Limited representation in these fields can reinforce the message, reminding individuals of society's doubts about their abilities.

Mental Health and Burnout Risks

Shin's research also links impostorism to serious consequences. "Findings from my research showed that impostorism predicted poorer overall mental health, greater burnout, and increased consideration of dropout among graduate women in STEM," she said.

A fixed mindset -- the belief that intelligence and ability are unchangeable traits -- is also connected to impostor feelings. When people believe they cannot grow or improve, setbacks feel like proof that they never deserved success in the first place. Because of this, approaches that encourage a more flexible view of ability may help reduce impostor experiences.

Why Talking About It Matters

Even though impostor feelings are common among high achievers, many people keep them to themselves. This silence can deepen stress and isolation. Open conversations about impostorism may be an important step toward coping and protecting mental and emotional well being.

"More research is needed to better identify strategies to reduce impostor experiences, but social support may be helpful in reducing impostor fears," Shin said. more

Career development

 1d

Add Pages & Bullhorn Integration


I'm expanding [login to view URL] with two tightly-focused additions and need someone who can blend solid front-end presentation with a seamless Bullhorn back-end feed. First, a service introduction page: it should follow our existing branding while presenting the new offering in a balanced mix of clear copy and engaging visuals. I'll supply the raw content; you structure it so the story flows,... breakpoints look clean on mobile, and any imagery you recommend feels native to the site's style sheet. Second, an application page: the form must collect a candidate's contact details, résumé (file upload), cover letter, LinkedIn profile URL, and references. On submission the résumé needs to travel straight into our Bullhorn ATS -- no manual uploads -- using the Bullhorn API or another proven connector. The same event has to generate a notification email to a team alias we'll provide. Applicants should see an on-screen "thank you" while simultaneously receiving an automated confirmation email. Key deliverables * New service page matching house style, responsive and performance-tested * Application form wired to Bullhorn, capturing all specified fields and file types * Dual confirmation (email + on-screen) for applicants * Email alert routed to our internal alias * Clean documentation outlining any API keys, webhooks, or plugin settings you touch I'll handle up-front hosting access and final copy approvals; you handle code, integrations, and light design polish so everything launches smoothly. Let's get this live quickly and bug-free. more