Career development

31m

Aviationcombd and M360ICT Partner to Revolutionize Aerospace Recruitment Enhancing the Bangladesh Aviation Landscape Through Digital Innovation - Travel And Tour World

The landscape of the local aerospace industry was significantly marked by a monumental event where Aviationcombd, in collaboration with M360ICT, organized a comprehensive certification ceremony and an industry get-together. This gathering was orchestrated to celebrate the successful completion of specialized training programs and to foster a spirit of community among stakeholders. The Jobs360... portal was officially inaugurated during this session, signifying a leap forward in how employment opportunities and career development are managed within the sector. It is observed that the Bangladesh aviation industry is currently undergoing a period of rapid professionalization, and such initiatives are viewed as essential pillars for future growth.

The importance of technical excellence and digital integration was highlighted throughout the evening. By bringing together veterans and newcomers, a bridge was built between traditional expertise and modern technological solutions. The atmosphere was characterized by a shared commitment to elevating the standards of service and operational safety.

A prestigious certification ceremony served as the centerpiece of the evening, where the hard work of numerous trainees was formally recognized. These individuals had undergone rigorous instruction designed to meet the demanding requirements of the global flight and ground operations sectors. Each certificate handed out was seen as a testament to the dedication of the students and the quality of the curriculum provided by the organizers.

The recognition of talent is considered a vital component in maintaining morale and ensuring that the workforce remains motivated. By honoring these achievements in a public forum, the value of continuous education was reinforced. The ceremony was attended by distinguished guests, including high-ranking officials and seasoned professionals, all of whom witnessed the induction of a new generation of experts into the field.

Beyond the formal awards, a significant portion of the event was dedicated to an industry get-together. This segment was designed to facilitate networking and the exchange of ideas among the diverse group of attendees. Relationships were forged and existing partnerships were strengthened as representatives from various airlines, ground handling agencies, and regulatory bodies engaged in meaningful dialogue.

A collaborative environment is often cited as the primary driver of innovation. By providing a platform for these interactions, the organizers ensured that the collective intelligence of the industry was utilized. Discussions were held regarding the current challenges faced by the sector, as well as the potential for future expansions. It was noted that the synergy between different organizations is what will ultimately lead to a more robust and resilient aviation infrastructure.

A major highlight of the gathering was the official unveiling of the Jobs360 portal. This digital platform was developed through a strategic partnership with M360ICT, a prominent technology firm. The portal was conceived to address the specific recruitment needs of the aviation and ICT sectors, acting as a specialized bridge between talented job seekers and reputable employers.

The creation of Jobs360 is expected to streamline the hiring process significantly. Traditional methods of recruitment are often seen as inefficient in a fast-paced environment; therefore, a dedicated portal provides a much-needed centralized hub. Features such as tailored job listings, resume management tools, and employer dashboards were integrated to ensure a user-friendly experience for all parties involved. This technological advancement is viewed as a critical step in digitizing the workforce management systems of the region.

The role of M360ICT in this project cannot be overstated, as their technical expertise provided the foundation for the Jobs360 platform. The collaboration between an aviation-focused entity and an ICT solutions provider demonstrates the growing intersection between these two vital industries. It was emphasized during the event that the future of aerospace is inextricably linked to digital transformation.

The technical architecture of the portal was designed to be scalable and secure, ensuring that the data of thousands of applicants is handled with the utmost care. This partnership serves as a model for how cross-sector cooperation can result in products that serve the greater public good. The integration of advanced algorithms to match candidates with appropriate roles was highlighted as a key feature that distinguishes this portal from general employment websites.

The underlying objective of both the certification and the portal launch is the empowerment of the local workforce. By providing the tools for both education and employment, a comprehensive ecosystem is being created. It is believed that by lowering the barriers to entry and providing clear career pathways, more young professionals will be encouraged to pursue roles within the aviation sector.

The economic impact of such initiatives is also a point of consideration. As more individuals find gainful employment through the Jobs360 portal, the overall productivity of the sector is expected to rise. Furthermore, the availability of a certified and skilled talent pool makes the local market more attractive to international investors and airline operators. The long-term stability of the industry is thus being secured through these proactive measures.

During the event, various leaders shared their perspectives on the current state of affairs. While the narrative remained neutral, the consensus among speakers was that the timing of these initiatives was ideal. The recovery of global travel has necessitated a more agile and prepared workforce. It was noted that the efforts of Aviationcombd and M360ICT are aligned with national goals of digital development and economic self-reliance.

The feedback from the attendees was overwhelmingly positive, with many expressing gratitude for the creation of a dedicated space for professional growth. The importance of maintaining high standards of training was a recurring theme in the discussions. It was agreed that while technology provides the tools, the human element remains the most critical asset in the aviation world.

Looking ahead, the success of this event is seen as a springboard for future projects. Plans were hinted at regarding the expansion of the Jobs360 portal to include more comprehensive career counseling and internship placements. The partnership between the two organizations is expected to yield further innovations that will continue to support the industry.

The commitment to excellence displayed during the certification ceremony is intended to be a permanent fixture of their operations. As new technologies emerge and the global aviation landscape shifts, the strategies employed by these organizations will likely evolve to meet new demands. The event concluded with a sense of optimism, as the foundations for a more connected and skilled industry were firmly laid. more

Anonymous member

Career development

15h

Listen, is it normal when a company just completely disappears after an interview? And what if I disappeared like that? So they’re allowed to treat a candidate as nothing, but I’m not allowed to do the same to them. After all, I’m always expected to be "available".

_Miss_ Barbosa
2h
No quieren que lo digamos. Pero asi es la esclavitud moderna. El patron hace lo que quiera y el esclavo muere por recibir migajas que ya se merecen.... Es Igual a que t contratan at will para poder botarte cuando quieras. Quieren Que ames y cuides tu trabajo como si fuera tu familia, pero cuando necesitas ESO NO ES PROFESIONAL. more
kibet wesley
8h
We shall communicate to you has always been the closing remarks for most interviewers. What does this entails? Simply selection and recruitment... process has to go through to its final stage. This is to say all interviewees interviewed areas have to be collated and ranked based on the vacancy and company objectivity. Winning is the notified by letter of an offer of employment opportunity. To avoid challenging the regret letters,most companies choose to inform only the successful candidate. It is therefore an indirect communication that you were unsuccessful selected. more
1

Career development

3h

These LinkedIn tweaks could get you noticed faster after a layoff

Five things you can do on LinkedIn that may increase your chances of landing your next gig.

If you're one of the more than 1 million people who were laid off this past year, you've probably been busy tackling your checklist to land your next job.

You need to spruce up that resumé, start your online job hunt, and connect with old colleagues and professional contacts. But there's also one more... thing you should do right now, experts say. If you're on the professional social network LinkedIn, a few strategic moves could boost your visibility to hiring managers and recruiters.

"It's much harder to break into the labor market right now," said Elise Gould, senior economist at Economic Policy Institute. "Employers just aren't hiring at the rate that they did last year or the previous years."

From Amazon to Meta, Walmart, and Starbucks, recent data show that layoffs accelerated in October, bringing the total to 1.1 million, a level not seen since 2020. While the job market may be particularly challenging for some, especially those in industries that are cutting back or young people entering the workforce, the rate of job openings has stayed relatively stable -- meaning there's still opportunity for job seekers, Gould said.

Here are a few things you can do on LinkedIn to increase your chances of landing your next gig.

Some people worry about showing that their employment has ended at one employer without being able to add a new job. So add a new job, said Michelle Volberg, founder of an executive search firm and CEO of Twill, a talent recommendation platform.

"The job market is so competitive right now, you really have to stand out and you want to do it in thoughtful ways," she said. "Create value."

Start by opening a limited liability company, which usually involves filling out some paperwork and paying a fee. Start building a portfolio of projects and clients, which at first might be your friends and family who let you do a few things free, Volberg said. Then make a list of 25 employers you want to work for and offer your free consulting services. You can say something like, "I'm interested in your company's mission, and I have some ideas I'd like to share with you free that could help you with" a specific named client. The idea is to give them a preview in the outreach without giving away your ideas. Save those for a Zoom or in-person meeting, Volberg said.

Be clear about boundaries around your work, including the scope of the project and time expectations. Put them in writing. Use the time to create value and establish a relationship with the employer, but don't offer free work beyond 30 days, Volberg said. Once you've done three or four projects, start charging. You can research market rates through ChatGPT and other AI services and gut check them with connections or professionals in industry social networking groups, including those on Slack, Volberg said.

In the end, you may have a foot in the door at a new employer or a new path to working for yourself.

Update your LinkedIn as soon as you can to signal you no longer work at your employer. If you're not interested in consulting, you can update your LinkedIn profile to include a career break.

The feature is under "Experience" on your profile and allows you to include details and skills that could be useful to employers during your unemployment.

"Make sure you're including what you're doing in that time that could be seen as transferrable skills," said Catherine Fisher, career expert at LinkedIn.

You could include a community project you led or a marketing campaign you did for your child's school fundraiser, or maybe you built something with AI that helped a volunteer organization improve their processes. "AI literacy is a top skill, so is communication, leadership, and collaboration," Fisher said about what employers seek. "Ways you can show you possess those skills are important."

Face it: You have skills and knowledge. It's time to share that with your professional network to help get you some visibility, Volberg said.

Regularly publish thoughtful or educational posts relevant to people in your industry, like other people's posts, and leave smart comments.

"It's highly underrated," said Volberg. "You can really stand out by posting as a thought leader."

Recruiters and hiring managers are always looking, Volberg said. Even if they don't know you're available to hire, if they like you, they're more likely to message you. Posting and publicly engaging with others about industry topics just helps you increase your reach.

Let people know you're looking. There are several ways to do this, depending on your comfort level.

One way to do this is to click the "open to" button below your name in your profile and hit "finding a new job." You can set preferences like job titles and locations as well as choose whether only recruiters can see it or all LinkedIn members. If you choose all LinkedIn members, a green frame will appear around your profile photo that says "#OpenToWork."

The banner is the best way to remind everyone in your network that you're searching and LinkedIn's data shows people are more likely to get noticed that way, Fisher said. But some hiring managers may see this as the worker being not in demand, Volberg cautioned.

Another way to signal you're open is to post about your layoff on the network. Tell your story, explain your expertise, and let people know what you're looking for.

Search for employers you'd like to work for, follow their pages, and connect with people who work for them in your direct or extended networks.

LinkedIn recently released AI-powered people and job searches, which allows users to ask for what they're looking for using natural language. You might type something like "product managers that work at Apple," and LinkedIn can surface relevant people. Similarly, you can say, "I'm looking for a full-time sales role in financial services" to find jobs that might fit.

Follow your dream employers' pages so you can get updates from them and so recruiters can get a sense that you're interested, Fisher said. Message people who are first or second connections. They may also be able to make introductions.

"A secret I always share is that everyone loves to talk about themselves, so just say, 'I want to learn about you,'" Volberg said. "Find ways to bring value to them."

Being laid off in a competitive job market can be taxing. But think of it like a really tough breakup, with LinkedIn helping you "glow up," Volberg said.

"You can be on your couch with ice cream for a couple of days, but then get up," she said. more

Career development

3h

Real Change Only Comes from "the Fear" & Harsh Circumstances

There is a funny "Friends" sitcom episode where Joey/ Chandler talk Rachel into quitting her waitressing job to pursue her career in Fashion.

RACHEL: I'm training to be better at a job that I hate. My life officially sucks.

CHANDLER: But wasn't this supposed to be temporary? I thought you wanted to do fashion stuff.

RACHEL: Well, yeah, I'm still pursuing that.

CHANDLER: How, exactly, are you... pursuing that? You know, other than sending out résumés, like, what, two years ago?

RACHEL: Well, I'm also sending out... good thoughts.

JOEY: If you ask me, as long as you got this job... you got nothing pushing you to get another one. You need The Fear.

RACHEL: The Fear?

CHANDLER: He's right. If you quit this job, you then have motivation... to go after a job you really want.

RACHEL: How come you're still at a job you hate? Why don't you quit and get The Fear?

(Chandler and Joey both laugh.)

CHANDLER: Because I'm too afraid.

RACHEL: (sighing) God. I don't know. I mean, I would give anything to work for a designer, you know, or a buyer. Ugh. I just don't wanna be 30 and still work here.

CHANDLER: Yeah, that'd be much worse than being 28 and still working here.

So what? Besides being a really funny scene. It also holds a lot of wisdom here. Too many of us are far too comfortable in our lives. Hating the circumstances you are in, yet unwilling to do anything about it. I've been here many times myself.

The magic happens when you are backed against the wall. When you are most uncomfortable.

We are too comfortable most of the time and thus we do things on autopilot. If you really want to get anything done, you need to feel "the fear." And no surprise this only happens when bad and unexpected things happen. We all know about the successful entrepreneurs who were forced into doing their business because they lost their job and couldn't find another one. You have to make a living so you are forced to do it. God has a plan sometimes.

Change only comes from "being so sick and tired of being sick and tired." I heard this 30 years ago and only really understand it now. Sometimes you have to hit bottom or be close to bottom to finally do something about it. It's also what happened to me several times. Magical things happened after but only after I grinded through it and took uncomfortable action. Which is a reminder for me to be more proactive in doing this.

We all overestimate the risks and underestimate our own capabilities to deal with the risk and challenges. We literally are our own worst enemies. So however you do it, "get the fear" and take some action. Get uncomfortable. Don't fall back into your old bad habits. Insanity is doing the same thing over and over again and expecting different results. more

Career development

5h

BinusCX: A Powerful Boost for Modern Learning Success

BinusCX is a modern learning platform created by BINUS University, a top university in Indonesia. The platform is designed to provide students with more than just traditional classroom learning. It offers a flexible, digital learning experience that helps students improve their knowledge, skills, and confidence. Through BinusCX, students can access various learning materials, including videos,... assignments, interactive tasks, and quizzes. This approach allows students to study at their own pace and learn in a way that fits their schedule. It also makes learning more engaging because students can use digital tools instead of relying only on textbooks.

More importantly, it focuses on preparing students for real-world challenges. The platform includes activities that help students develop essential skills needed in the job market, such as communication, teamwork, leadership, and problem solving. These skills are not always taught in traditional classes, so BinusCX fills a big gap by helping students build professional abilities early. Students who use it often feel more prepared for internships and job interviews because they have practical experience through projects and simulations. In short, it is not just a learning tool but a career development system that supports students to succeed in their future careers.

How BinusCX Supports Personalized Learning

One of the biggest advantages of BinusCX is its ability to support personalized learning. Every student has different strengths and weaknesses, and it recognizes that. The platform allows students to learn at their own speed and choose learning paths that match their interests. It provides personalized progress tracking, so students can see what they have completed and what still needs improvement. This helps students stay organized and motivated because they can track their growth over time. When students feel they are improving, they become more confident and willing to take on new challenges.

BinusCX also uses interactive learning methods that keep students engaged. The platform offers quizzes, interactive modules, and assignments that require active participation. This helps students understand topics more deeply instead of just memorizing information. Teachers can also provide feedback directly through the platform, which helps students improve faster. Personalized learning through it is a major advantage because it makes education more effective and enjoyable. Students can learn in a way that suits their needs, which leads to better results and stronger academic performance.

Interactive Learning Experience with BinusCX

BinusCX offers an interactive learning experience that makes education more exciting and engaging. Students can access multimedia content like videos, presentations, and interactive quizzes. This type of learning helps students understand complex concepts more easily. Interactive content also keeps students focused because it requires active participation. Instead of passively reading a textbook, students can engage with the material and apply what they have learned in real tasks. This makes learning more meaningful and improves long-term memory.

Additionally, it provides real-world scenarios and project-based learning that prepares students for future careers. Students can work on assignments that mimic real business challenges or industry problems. This helps them learn how to solve problems, think creatively, and work as a team. Project-based learning also helps students build a strong portfolio that they can show to employers. BinusCX ensures that students are not only learning theoretical knowledge but also applying it in real situations. This is a major benefit that helps students stand out in the job market.

Building Career-Ready Skills Through BinusCX

BinusCX is focused on building career-ready skills that help students succeed in the professional world. The platform includes modules designed to improve soft skills such as leadership, communication, teamwork, and time management. These skills are highly valuable for employers because they show that a student can work effectively in a team and handle real work responsibilities. it provides opportunities for students to practice these skills through group projects and interactive tasks. As a result, students become more confident and prepared for future careers.

The platform also offers skills training in digital literacy and technology, which is essential in today's world. Students learn how to use digital tools and software that are commonly used in workplaces. This makes them more competitive in the job market because many jobs require digital skills. it also offers micro-certifications and badges that students can add to their resume. These certificates prove that the student has completed specific modules and acquired valuable skills. This helps students gain a stronger position during job interviews and improves their chances of getting hired.

Why BinusCX is Important for Modern Education

BinusCX is important for modern education because it adapts to the needs of today's students and the job market. Traditional learning methods are not enough to prepare students for modern jobs. Students need more practical experience and real-world skills to succeed. It fills this gap by offering interactive learning and project-based tasks that connect academic knowledge to real life. This makes education more relevant and meaningful. Students who use it are more likely to feel prepared for internships, internships, and future careers.

The platform also supports lifelong learning, which is crucial in today's fast-changing world. Students can continue learning new skills and updating their knowledge even after graduation. BinusCX provides a continuous learning path that helps students stay competitive and adaptable. This is especially important as technology and job requirements keep changing. By using BinusCX, students can develop a mindset of continuous improvement and personal growth. This makes it a powerful tool for building a successful future.

BinusCX and Student Engagement in Online Learning

Online learning can sometimes feel boring or disconnected, but BinusCX changes that. The platform uses interactive tools and digital content that make learning enjoyable. Students can participate in online discussions, group projects, and interactive assignments. This builds a sense of community and teamwork even in an online environment. Students feel more connected to their classmates and teachers, which improves motivation and learning results.

BinusCX also offers features like progress tracking and feedback, which help students stay motivated. When students see their progress, they feel encouraged to continue learning. The platform also provides support for students who need extra help. Teachers can monitor student performance and offer guidance when needed. This makes online learning more effective and helps students stay on track. Overall, it improves engagement and ensures students get the support they need to succeed.

FAQ (Frequently Asked Questions)

Q1: What is BinusCX?

BinusCX is a digital learning platform developed by BINUS University. It offers interactive learning modules, project-based tasks, and skill development tools to support student learning and career readiness.

Q2: Who can use BinusCX?

BinusCX is mainly for BINUS University students. However, it may also be available through certain programs or partnerships.

Q3: What are the main benefits of BinusCX?

The benefits include improved learning engagement, personalized learning paths, skill development, real-world project experience, and micro-certifications.

Q4: Does BinusCX provide certificates?

Yes, BinusCX offers micro-certificates and badges that students can add to their resumes and portfolios.

Q5: Is BinusCX only for academic learning?

No, BinusCX also focuses on career skills like leadership, communication, teamwork, and digital literacy. more

Career development

17h

AI Error Highlights Lowered ICE Recruitment Standards, And That's Not The Half Of It

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Maybe there's a reason immigration and Customs Enforcement (ICE) agents are in the streets behaving like packs of rabid attack dogs in every major city they're deployed to. Perhaps there's a reason the Trump administration -- and specifically the Department of Homeland Security -- is forced to spend so much time getting creative with media... spin, as its officials scramble to craft narratives, depicting violent and volatile agents as innocent men trying to do their jobs, and protesters who are tired of watching their communities be terrorized as the violent attackers.

Perhaps the agents simply aren't well-trained, and this ghettoized federal government -- which has made it a point to demonize DEI as an effort to lower education and hiring standards -- keeps lowering the bar for ICE recruitment, to the point where there isn't much of a standard at all.

According to NBC News, ICE officials have been clamoring to add 10,000 new officers to the force, and in their haste to hit that hiring quota, they overlooked an error made by an artificial intelligence tool used to process applications, resulting in many new recruits being sent into field offices without proper training.

From NBC:

The AI tool used by ICE was tasked with looking for potential applicants with law enforcement experience to be placed into the agency's "LEO program" -- short for law enforcement officer -- for new recruits who are already law enforcement officers. It requires four weeks of online training.

Applicants without law enforcement backgrounds are required to take an eight-week in-person course at ICE's academy at the Federal Law Enforcement Training Center in Georgia, which includes courses in immigration law and handling a gun, as well as physical fitness tests.

"They were using AI to scan résumés and found out a bunch of the people who were LEOs weren't LEOs," one of the officials said.

The officials said the AI tool sent people with the word "officer" on their résumés to the shorter four-week online training -- for example, a "compliance officer" or people who said they aspired to be ICE officers.

The majority of the new applicants were flagged as law enforcement officers, the officials said, but many had no experience in any local police or federal law enforcement force.

Mind you, the Trump administration has confirmed that it significantly reduced the number of days new recruits must train before hitting the streets. How much that standard was lowered varies from report to report, but most reports indicate that, before President Donald Trump's second term, ICE recruits spent between 16 weeks and five months before they were sent to the field, so, at best, the length of time new agents with no prior law enforcement experience spend training -- even without the reported AI error -- has been cut in half.

Not to mention the fact that, last August, DHS Secretary Kristi Noem announced her department was waiving age limits for new applicants, and she even tried to sell it by absurdly claiming, "We're taking father/son bonding to a whole new level."

It's also worth mentioning that, on Tuesday, journalist Laura Jedeed, a reporter for Slate, published a report recounting her visit to an ICE Career Expo event at the ESports Stadium Arlington near Dallas, Texas, last August, how recruiters were offering on-the-spot hiring for deportation officers, and how she was offered a job after a six-minute interview and "sloppy" vetting.

Jedeed -- a U.S. Army veteran who joined the military fresh out of high school and was deployed to Afghanistan twice with the 82nd Airborne Division -- claimed the recruitment process was a cakewalk, during which she was asked only her name, date of birth and age, whether she had any law enforcement or military experience, and about the circumstances in which she left the service.

Jedeed noted in her report that a quick Google search would have revealed her as the anti-ICE and anti-Trump journalist and advocate that she is.

"In short, I figured -- at least back then -- that my military background would be enough to get me in the door for a good look around ICE's application process, and then even the most cursory background check would get me shown that same door with great haste," Jedeed wrote.

Notably, she even told the recruiter at the event, which she described as sparsely attended, that she would be fine with a desk job, but was told, "Just to be upfront, the goal is to put as many guns and badges out in the field as possible" -- which would certainly be telling.

To make a long story short, Jedeed wrote that she left the expo expecting not to hear back from anyone, but to her surprise, she received an email on Sept. 3, which suggested she was being made a "tentative offer" and instructed her to sign into a jobs website and return a number of attached forms. She said she didn't fill out any of the forms or follow the steps outlined in the email, yet she still received a follow-up email three weeks later thanking her for proceeding and asking her to submit a drug test.

"Somehow, despite never submitting any of the paperwork they sent me - not the background check or identification info, not the domestic violence affidavit, none of it - ICE had apparently offered me a job," she claimed.

So, again, maybe there's a reason Trump's mass deportation agenda has been the chaotic, human rights-violating mess that it has been for the last year.

And maybe the federal government's recruitment process is only continuing to show these people don't really care about merit.

SEE ALSO:

DHS Announces Its Waving Age Requirements For ICE Agents, And 'Taking Father/Son Bonding To A Whole New Level '

Southern California Cop Intervenes As Plainclothes ICE Agent Pulls Gun On Civilian Driver

AI Error Highlights Lowered ICE Recruitment Standards, And That's Not The Half Of It was originally published on newsone.com more

Career development

17h

Shark Tank's Kevin O'Leary warns job seekers he'll throw your resume 'straight in the garbage' if you have bad WiFi

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We've all been there: midway through a video call, the audio freezes. Faces stop moving. A moment later, the dreaded message appears: Your connection is unstable.

For years, those glitches have been shrugged off as an unavoidable reality of remote work. But according to Shark Tank star Kevin O'Leary, that grace period is... officially over.

More than five years after the pandemic pushed millions of workers onto Zoom calls, "Mr. Wonderful" now said spotty internet is no longer an inconvenience -- it's a red flag, especially for someone looking for a job.

"In a hybrid world, your internet connection tells me everything," O'Leary said on Instagram.

"If your audio cuts out, your video freezes, or you don't care enough to fix it...you're telling me you're not serious about business," the 71-year-old added. "That résumé goes straight in the garbage."

The message may sound harsh -- especially from a business leader who shows up to meetings in pink pajama pants and flip-flops. But for O'Leary, the issue is more than just professionalism for its own sake -- it's about efficiency.

After all, what he values the most is time. And time, in his view, is money.

Workers need to ditch job-hopping -- or face not landing another role again

A strong internet connection isn't the only bar O'Leary sets for prospective hires. Before a candidate ever reaches the interview stage, he wants proof of something else: execution -- and loyalty.

"What I can't stand is seeing a résumé where every six months they job hop. To me that means they couldn't execute anything, and I take that résumé into the garbage," O'Leary said in a video posted to his social media last year. "If I see anything that's less than two [years], that's a red flag for me.

Rather than constantly chasing the next opportunity, O'Leary encouraged young workers to embed themselves in a role, deliver results, and prove their value over time.

"Show me you had a mandate and delivered on it over two years or more, that's gold," he added. "Discipline, focus, and results matter; that's how I decide who gets hired."

It's not just the résumé -- what you say in the interview can be a make-or-break

O'Leary isn't alone in setting firm -- and sometimes unforgiving -- expectations for job candidates. For many top executives, the interview itself offers a clearer signal than anything written on a résumé.

For Twilio's CEO Khozema Shipchandler, it often comes down to what happens at the very end of the conversation.

"The number one red flag for me is when someone doesn't ask questions toward the end of an interview," Shipchandler previously told Fortune. "That's a pretty significant mark against them being curious about what they're interviewing, the company, the way we might work together, chemistry, culture, all of those things."

Denny's CEO Kelli Valade has echoed a similar view, saying that the specific question matters less than the act of asking one at all. To her, it signals preparation, genuine interest, and that a candidate has done their homework.

General Motors CEO Mary Barra, who previously headed the automaker's human resources department, looks for something more subtle: language.

The 64-year-old said she pays attention to how often people talk about GM using the pronoun "we" instead of "you" or "they" -- an indication as to whether someone already sees themselves as part of the organization.

"Jump in the boat, own the problem, and be part of it," she said at the Wharton People Analytics Conference in 2018. "You can almost tell in an interview when they interview like they're already at the company -- but in a respectful way where they're not over assuming anything."

This story was originally featured on Fortune.com more

Career development

20h

AI ICE

Garbage in, garbage out is the principle that still rules:

Report: Flawed AI system fast-tracked inexperienced ICE recruits into field work

Surprised? Here are some details:

The Trump administration reportedly used an artificial intelligence (AI) tool to speed up the process as Immigration and Customs Enforcement (ICE) raced to hire thousands of new officers last year. Instead, the AI... inadvertently sent new hires with no law enforcement experience straight into advanced programs intended for more seasoned recruits.

According to an NBC News report published Jan. 14, ICE used an AI system to scan résumés and flag applicants with prior law enforcement experience, routing them into the agency's abbreviated law enforcement officer program.

The problem, two anonymous law enforcement officials told NBC, was that the system relied on keyword matching. Applicants were flagged as experienced officers simply because their résumés included the word "officer" -- a term used by people describing themselves as "compliance officers," or even by applicants who simply wrote that they were interested in becoming ICE officers.

As a result, individuals with no prior law enforcement background were placed into a four-week online training track intended for experienced officers, rather than the eight-week in-person course at the Federal Law Enforcement Training Center in Georgia. That longer program includes physical fitness testing and instruction in immigration law and firearms handling. The AI error meant some recruits advanced more quickly to field offices without completing such training, according to NBC's report.

The misclassification was discovered in mid-fall 2025, more than a month into a hiring surge driven by congressional pressure to bring on 10,000 new ICE officers by the end of the year. The effort was backed by $50,000 signing bonuses funded through the "One Big Beautiful Bill." While the hiring target was technically met, remedial steps meant that not all recruits were fully operational during 2025, NBC reported.

ICE responded to the discovery of the error by manually reviewing résumés and requiring affected recruits to return to the training center for proper instruction. Anonymous officials emphasized to NBC that field offices provide additional on-site training and that those misclassified most likely received further instruction before working independently. Still, the episode delayed full operational readiness for some hires at a time when ICE was carrying out a major enforcement push, including the deployment of more than 2,000 officers to Minneapolis since late November 2025.

NBC's report on the bureaucratic mishap within ICE comes amid a broader push to accelerate the use of AI across the federal government, including at the highest levels of military decision-making.

Hegseth is touting similar measures to turbocharge our $1.5 trillion military to be:

"Very soon we will have the world's leading AI models on every unclassified and classified network throughout our department," Hegseth said.

Emphasizing speed and "experimentation," he described an "AI acceleration strategy" designed to reduce bureaucratic barriers and ensure military dominance. Military AI, he said, would operate "without ideological constraints that limit lawful military applications." The Pentagon's AI "will not be woke," he added.

Hegseth also stressed that "AI is only as good as the data that it receives," framing the Pentagon's push as a way to make "all appropriate data" available for AI use across defense systems. What he did not specify were the guardrails: No details were offered about access levels, safeguards for classified material, or how ethical risks would be mitigated.

Now, here's what jumped out at me:

individuals with no prior law enforcement background were placed into a four-week online training track intended for experienced officers, rather than the eight-week in-person course at the Federal Law Enforcement Training Center in Georgia.

Two months training before raw recruits are turned loose on the general public? That strikes me as rather brief. Four weeks of "experienced officers"? Experienced according to what standards? The experience of these recruits will certainly come from quite diverse employment backgrounds, based on a widely varying quality of training. It strikes me that what's called for to integrate both experienced and inexperienced recruits into a cohesive force capable of acting in concert according to uniform standards is identical training over a longer period of time.

Also, did you notice that the fast track training was "online". I'm sorry, when it comes to law enforcement in high pressure situations according to standards that may be new to the recruits -- even if they are "experienced" in one way or another -- longer hands on training is needed. Not four weeks of online whatever. more

Career development

21h

A LinkedIn Detox: What Three Weeks Offline Taught Me | Robin Schooling

In late December, coinciding with the Christmas holiday week and after having fulfilled some final scheduled LinkedIn Live events, I decided to take a break from LinkedIn. Not dramatically. There was neither a farewell tour nor a "taking a break to focus on myself" announcement (which would have been peak LinkedIn irony). I just... stopped opening the app. And what I discovered was that the... absence of constant performance anxiety felt a lot like freedom.

And those three weeks without LinkedIn felt like three months in a sensory deprivation tank - initially disorienting, then unexpectedly clarifying, and ultimately revelatory in ways I didn't anticipate.

LinkedIn has morphed from professional networking platform into something more complex - a hybrid of résumé repository, thought leadership theater, and validation machine in a 24/7/365 environment. The lights are always on and it's where we go to watch people celebrate promotions we didn't get, read advice from 24-year-old "HR Experts" telling us how to do our work, and scroll past an endless parade of humble brags dressed up as vulnerable storytelling. Being vulnerable and "human" in some way or another is, as always, HUGE; posts about overcoming adversity, battling an illness or medical scare, or reflecting upon the death of a loved one are de riguer.

The platform operates on a peculiar currency: perceived influence. Every post is a small gamble for the person sending it out into the ether: will this resonate? Will anyone engage? Am I doing "personal brand" correctly? The stakes feel simultaneously enormous and utterly meaningless ... which is precisely the cognitive dissonance that keeps us refreshing our feeds.

We've created a professional ecosystem where presence equals relevance, and absence suggests... what, exactly? That you're not serious? Not concerned with your career? Not a team-player/contributor/person-worth-taking-seriously? Not there?

The exhaustion isn't from the platform itself. It's from the perpetual performance it demands.

Here's what three weeks away taught me:

Of course, here's the rub: if you're building a business, looking for opportunities, or trying to stay visible in your field, complete withdrawal isn't sustainable. LinkedIn isn't really optional anymore - it's infrastructure. Opting out entirely is like refusing to have a phone number. Sure, you can, but the friction compounds quickly.

So the question becomes less "should I be on LinkedIn?" and more "how do I be on LinkedIn without letting it colonize my mental real estate?"

This requires a shift from passive consumption to active curation - treating LinkedIn like a tool you use rather than a feed you serve.

If you have to be there but can't stomach the full immersion, here's a way to reframe it:

The real issue isn't LinkedIn - it's what we've allowed professional platforms to become. We've turned networking into "content creation", relationships into metrics, and presence into performance art.

The platform itself is neutral - but it's the CULTURE we've built around it that's exhausting.

So I'm back on LinkedIn now. Kind of. I check in deliberately rather than compulsively. I post when I have something to say. When I can't stand the self- promotion and screams for engagement, I leave. LinkedIn doesn't care if I'm there. And, quite frankly, neither does anyone else. more

Career development

21h

Shark Tank's Kevin O'Leary warns job seekers he'll throw your resume 'straight in the garbage' if you have bad WiFi | Fortune

We've all been there: midway through a video call, the audio freezes. Faces stop moving. A moment later, the dreaded message appears: Your connection is unstable.

For years, those glitches have been shrugged off as an unavoidable reality of remote work. But according to Shark Tank star Kevin O'Leary, that grace period is officially over.

More than five years after the pandemic pushed millions of... workers onto Zoom calls, "Mr. Wonderful" now said spotty internet is no longer an inconvenience -- it's a red flag, especially for someone looking for a job.

"In a hybrid world, your internet connection tells me everything," O'Leary said on Instagram.

"If your audio cuts out, your video freezes, or you don't care enough to fix it...you're telling me you're not serious about business," the 71-year-old added. "That résumé goes straight in the garbage."

The message may sound harsh -- especially from a business leader who shows up to meetings in pink pajama pants and flip-flops. But for O'Leary, the issue is more than just professionalism for its own sake -- it's about efficiency.

After all, what he values the most is time. And time, in his view, is money.

A strong internet connection isn't the only bar O'Leary sets for prospective hires. Before a candidate ever reaches the interview stage, he wants proof of something else: execution -- and loyalty.

"What I can't stand is seeing a résumé where every six months they job hop. To me that means they couldn't execute anything, and I take that résumé into the garbage," O'Leary said in a video posted to his social media last year. "If I see anything that's less than two [years], that's a red flag for me.

Rather than constantly chasing the next opportunity, O'Leary encouraged young workers to embed themselves in a role, deliver results, and prove their value over time.

"Show me you had a mandate and delivered on it over two years or more, that's gold," he added. "Discipline, focus, and results matter; that's how I decide who gets hired."

O'Leary isn't alone in setting firm -- and sometimes unforgiving -- expectations for job candidates. For many top executives, the interview itself offers a clearer signal than anything written on a résumé.

For Twilio's CEO Khozema Shipchandler, it often comes down to what happens at the very end of the conversation.

"The number one red flag for me is when someone doesn't ask questions toward the end of an interview," Shipchandler previously told Fortune. "That's a pretty significant mark against them being curious about what they're interviewing, the company, the way we might work together, chemistry, culture, all of those things."

Denny's CEO Kelli Valade has echoed a similar view, saying that the specific question matters less than the act of asking one at all. To her, it signals preparation, genuine interest, and that a candidate has done their homework.

General Motors CEO Mary Barra, who previously headed the automaker's human resources department, looks for something more subtle: language.

The 64-year-old said she pays attention to how often people talk about GM using the pronoun "we" instead of "you" or "they" -- an indication as to whether someone already sees themselves as part of the organization.

"Jump in the boat, own the problem, and be part of it," she said at the Wharton People Analytics Conference in 2018. "You can almost tell in an interview when they interview like they're already at the company -- but in a respectful way where they're not over assuming anything." more

Career development

21h

You've Heard About Who ICE Is Recruiting. The Truth Is Far Worse.

What happens when you do minimal screening before hiring agents, arming them, and sending them into the streets? We're all finding out.

https://slate.com/news-and-politics/2026...oting.html

The plan was never to become an ICE agent.

The plan, when I went to the Immigration and Customs Enforcement Career Expo in Texas last August, was to learn what it was like to apply to be an ICE agent. Who... wouldn't be curious? The event promised on-the-spot hiring for would-be deportation officers: Walk in unemployed, walk out with a sweet $50k signing bonus, a retirement account, and a license to brutalize the country's most vulnerable residents without consequence -- all while wrapped in the warm glow of patriotism.

At first glance, my résumé has enough to tantalize a recruiter for America's Gestapo-in-waiting: I enlisted in the Army straight out of high school and deployed to Afghanistan twice with the 82nd Airborne Division. After I got out, I spent a few years doing civilian analyst work. With a carefully arranged, skills-based résumé -- one which omitted my current occupation -- I figured I could maybe get through an initial interview.

The catch, however, is that there's only one "Laura Jedeed" with an internet presence, and it takes about five seconds of Googling to figure out how I feel about ICE, the Trump administration, and the country's general right-wing project. My social media pops up immediately, usually with a preview of my latest posts condemning Trump's unconstitutional, authoritarian power grab. Scroll down and you'll find articles with titles like "What I Saw in LA Wasn't an Insurrection; It Was a Police Riot" and "Inside Mike Johnson's Ties to a Far-Right Movement to Gut the Constitution." Keep going for long enough and you might even find my dossier on AntifaWatch, a right-wing website that lists alleged members of the supposed domestic terror organization. I am, to put it mildly, a less-than-ideal recruit.

In short, I figured -- at least back then -- that my military background would be enough to get me in the door for a good look around ICE's application process, and then even the most cursory background check would get me shown that same door with great haste.

The ICE expo in the Dallas area, where my application journey began, required attendees to register for a specific time slot, presumably to prevent throngs of eager patriots from flooding the event and overwhelming the recruiters. But when I showed up at 9 a.m., the flood was notably absent: there was no line to check in and no line to go through security. I walked down nearly empty hallways, past a nearly empty drug testing station, and into the event proper, where a man directed me to a line to wait in for an interview. I took my spot at the end; there were only six people ahead of me.

While I waited, I looked around the ESports Stadium Arlington -- an enormous blacked-out event space optimized for video game tournaments that has a capacity of 2,500. During my visit, there couldn't have been more than 150 people there.

Hopeful hires stood in tiny groups or found seats in the endless rows of cheap folding chairs that faced a stage ripped straight from Tron. Everything was bright-blue and lit-up and sci-fi-future angular. Above the monolithic platform hung three large monitors. The side monitors displayed static propaganda posters that urged the viewer to DEFEND THE HOMELAND and JOIN ICE TODAY, while the large central monitor played two short videos on loop: about 10 minutes of propaganda footage, again and again and again.

After about 15 minutes of waiting, an extraordinarily normal-looking middle-aged woman waved me forward. I sat across the black folding table from her on one of the uncomfortable black chairs. She asked for my name and date of birth, then whether I am over 40 (I am 38). Did I have law enforcement experience? No. Military experience? Yes. Did I retire from the military at 20+ years, or leave once my enlistment was up? The latter, I told her, then repeated my carefully rehearsed, completely true explanation for why the résumé I'd submitted had a large gap. "I had a little bit of a quarter-life crisis. Ended up going to college for part of that time, and since then I've been kind of -- gig economy stuff."

She was spectacularly uninterested: "OK. And what location is your preference?"

After some dithering, I settled on my home state of New York. That was the last question; the entire process took less than six minutes. The woman took my résumé and placed the form she'd been filling out on top. "They are prioritizing current law enforcement first. They're going to adjudicate your résumé," she told me. If my application passed muster, I'd receive an email about next steps, which could arrive in the next few hours but would likely take a few days. I left, thanked her for her time, and prepared to hear back never.

The expo event was part of ICE's massive recruitment campaign for the foot soldiers it needs to execute the administration's dream of a deportation campaign large enough to shift America's demographic balance back whiteward. You've probably seen evidence of it yourself: ICE's "Defend the homeland" propaganda is ubiquitous enough to be the Uncle Sam "I Want You" poster of our day, though somewhere in there our nation lost the plot about the correct posture toward Nazis.

When Donald Trump took office, ICE numbered approximately 10,000. Despite this event's lackluster attendance, their recruitment push is reportedly going well; the agency reported 12,000 new recruits in 2025, which means the agency has more new recruits than old hands. That's the kind of growth that changes the culture of an agency.

Many of ICE's critics worry that the agency is hoovering up pro-Trump thugs -- Jan. 6 insurrectionists, white nationalists, etc. -- for a domestic security force loyal to the president. The truth, my experience suggests, is perhaps even scarier: ICE's recruitment push is so sloppy that the administration effectively has no idea who's joining the agency's ranks. We're all, collectively, in the dark about whom the state is arming, tasking with the most sensitive of law enforcement work, and then sending into America's streets.

And we are all, collectively, discovering just how deadly of an arrangement that really is. more

Career development

21h

Why American workers are entering 2026 prepared to survive, not to surge ahead - The Times of India

The new year is usually sold as a clean slate. Fresh goals. New opportunities. A sense that the hard parts belong to the past. But as 2026 begins, American workers are not stepping forward with optimism; they are stepping carefully, eyes fixed on the ground, wary of what might give way beneath their feet.After a year marked by stalled wages, cautious hiring, and shifting workplace norms,... confidence in the job market has thinned. According to Zety's 2026 Job Predictions Report, employees are not expecting a rebound. They are preparing for restraint. Nearly two-thirds of workers, 65%, believe the US job market will either stagnate or weaken this year compared to 2025. For many, the question is no longer how to get ahead but how to stay afloat. The fear is not abstract. It is immediate and personal. Zety's survey found that 49% of workers expect layoffs to become more common in 2026, while 33% cite job security as their single biggest career concern. In a labour market once defined by leverage and choice, workers are now calculating risk, quietly updating résumés, delaying big decisions, and avoiding moves that feel unnecessary.This anxiety reflects a deeper shift in mindset. Career ambition has not disappeared, but it has been subdued by uncertainty. Workers are no longer chasing titles at any cost. Stability, predictability, and survival have taken precedence over rapid upward mobility.If layoffs represent fear of loss, stagnant wages represent something slower and more corrosive. More than 51% of employees say their biggest concern for 2026 is that their salary will not keep up with inflation, according to the Zety report.This is not about luxury. It is about erosion. Rent rises, healthcare costs climb. Groceries inch upward. When wages fail to move in step, workers feel themselves falling behind even while staying employed. The result is frustration, exhaustion, and a sense that effort is no longer rewarded in proportion to its cost.For many employees, flexibility once served as a counterweight to these pressures. Remote and hybrid work offered time, autonomy, and relief from rising living expenses. That cushion now appears to be shrinking.Nearly 30% of workers believe remote work opportunities will decline in 2026 as more employers pull staff back into offices, Zety found. For employees who reorganised their lives around flexibility, moving cities, managing caregiving, or avoiding burnout -- the rollback feels less like a policy shift and more like a loss of control.Even for those willing to move on, the path forward looks narrow. Half of all employees (50%) believe a lack of available jobs will be the biggest hiring challenge in 2026, while 48% point to competition from AI and automation, according to Zety's findings.Hiring slowdowns, combined with algorithm-driven screening and automation, have reshaped how opportunity is distributed. For job seekers, this means fewer openings, longer waits, and an opaque process where rejection often arrives without explanation. Compounding the anxiety, 19% of workers believe starting salaries for new hires will be lower than in 2025, suggesting that even successful candidates may need to reset expectations.Faced with these realities, workers are not surrendering, but they are adapting. The Zety survey shows a clear pivot toward what employees see as "future-proof" skills. Nearly 69% believe AI and tech-related skills will be the most valuable in 2026, followed by industry certifications (42%), communication skills (28%), and leadership capabilities (23%).This is not enthusiasm for disruption. It is pragmatism. Workers understand that employability now depends on relevance. Even basic AI literacy or targeted certification is increasingly viewed as insurance against obsolescence rather than a pathway to promotion. The divide, many fear, will widen between those who upskill and those who cannot.Beyond economics and technology lies a quieter concern. Twenty-seven percent of workers cite burnout or mental health as a major issue heading into 2026, while 25% worry about companies cutting flexible work options, according to Zety.These concerns suggest a workforce running on depleted reserves. After years of disruption, adaptation, and acceleration, employees are recalibrating their tolerance for stress. Fewer are willing to sacrifice well-being for uncertain rewards.Taken together, the data paint a workforce that is cautious, not complacent. Workers are not disengaged, they are discerning. They are watching how companies respond to inflation, flexibility, mental health, and transparency.Zety's findings suggest that organisations offering stability, clear communication, and realistic growth, not grand promises, are most likely to earn loyalty in 2026. In a year defined by restraint, trust may prove more valuable than perks.The dominant mood entering 2026 is not despair, but vigilance. Employees are bracing for impact, managing expectations, and redefining success. In place of bold leaps, they are choosing careful steps. In place of ambition for ambition's sake, they are prioritising endurance.The clean slate of the new year remains, but it is being written on cautiously, line by line, by a workforce that has learned the cost of believing too easily in better days. more

Luci Sheil

Career development

1d

I have a hybrid work schedule - I work from the office on Mondays and Fridays, and from home on the other days. This arrangement is because I have a child.
We have a new department manager, and he is clearly forcing me to work only from the office because he believes that working from home is not real work and that I am getting paid for nothing. However, I am always available and I complete all... my tasks on time.
How can I protect myself and stand up for my right to continue working from home? Thank you.

more

John Hamilton
1d
I don’t know what your job is but it is exactly that … a job. You must change your objectivity to become your own boss. That is unsless your job can... become a career and you can move through the ranks to management and retire with a lucrative 401k! If not read RICH DAD POOR DAD by Robert Kiosaki! You can listen to it free on YouTube! You don’t Ned a college education to become wealthy! But you do need an education to become your own driver of your future! more
jurica vrdoljak
1d
Ako je takav ugovor nastavite raditi. Ako kaze da to nije rad recite da m9zete 2 puta ne radit od doma kad treba a onda neka usporedi rezultate

Career development

23h

The Benefits Of Upskilling: Advancing Your Career And Expanding Opportunities

Are you feeling stuck in your current job and unsure of how to advance your career? One solution may be to upskill. Upskilling involves learning new skills or improving existing ones, and it has become increasingly important in today's rapidly changing job market.

By upskilling, you can expand your knowledge base and become more valuable to employers. This can lead to better job opportunities,... higher pay, and a more fulfilling career.

In this article, we will explore the benefits of upskilling and offer tips on how to get started on advancing your career.

Upskilling is the process of learning new skills or enhancing existing ones to stay relevant in the ever-changing job market. It is an essential tool for career advancement and expanding opportunities.

With technology evolving rapidly, upskilling has become a necessity to keep up with the demands of the job market. Companies are always on the lookout for employees who have diversified skill sets and can adapt to new challenges. Upskilling not only benefits the individual but also adds value to the organization they work for.

It makes an employee more valuable, which can lead to better job security, higher salaries, and more significant responsibilities. In today's economy, it's essential to be proactive about one's career development.

Upskilling allows professionals to stay competitive and prepare for future opportunities. Investing time and effort in upskilling can lead to long-term growth and success in one's career journey.

Before you can start upskilling, you need to identify what skills you currently have and what skills are needed for the job or career path you want to pursue. This is known as your skills gap. Identifying your skills gap allows you to focus on the areas where you need to improve and develop new skills.

One way to identify your skills gap is by conducting a self-assessment. Take a look at your job description or the requirements for the position you want to achieve. Then, evaluate yourself honestly in terms of the required knowledge, abilities, and experience. This will help you determine where you need to acquire additional training or education.

Another way is through feedback from supervisors or colleagues. They may have insights into areas where you could improve or develop new skills that would benefit both yourself and the organization. You can also seek out mentors who can provide guidance and support as you work on closing your skills gap.

Sub-list 1:

- Use online tools and resources such as LinkedIn Learning, Coursera or Udemy

Sub-list 2:

- Attend workshops, conferences or webinars related to your industry

Sub-list 3:

- Join professional associations that offer training programs and certifications

By identifying your skills gap and taking steps to close it, you not only advance your career but also expand opportunities for personal growth and development. Don't wait until it's too late; start assessing now!

Now that you understand the benefits of upskilling, it's time to find the right training and education programs. With so many options available, it can be overwhelming to choose the best fit for your goals and schedule.

Here are some tips to help you navigate the selection process.

First, consider your learning style and preferences. Do you prefer a traditional classroom setting or online courses? Would you like hands-on experience or theoretical knowledge? Answering these questions will help narrow down your choices and ensure that you select a program that aligns with your learning needs.

Next, research potential programs thoroughly. Look into their accreditation, reputation, and success rates. Read reviews from former students and speak with industry professionals to get their opinions. Additionally, take note of the program's cost and any financial aid options available to you.

By doing your due diligence, you can feel confident in selecting a program that will provide valuable skills and opportunities for advancement.

By following these tips and utilizing resources such as career centers or professional associations, you can find the right training and education programs to enhance your skill set and advance your career.

Remember, investing in yourself is always worth it.

Once you have upskilled and acquired new abilities, it is time to put them into practice. Here are some ways you can apply your newly acquired skills on the job.

Firstly, consider taking on new responsibilities that will allow you to use your skills. For instance, if you have improved your communication skills, ask for more client-facing opportunities to show off your newly developed abilities. If you have honed your project management skills, volunteer to manage a team or take charge of a project. This way, you can apply what you've learned and demonstrate how valuable your new skill set is to the success of the organization.

Secondly, look for opportunities where your new skills could be used in innovative ways. For example, if you have gained proficiency in data analysis, explore how this skill can be applied to improve existing company processes or identify new business opportunities. By thinking creatively about how to apply your upskilled abilities in different areas of your work, you can find innovative solutions that may not have been possible before.

Lastly, don't forget to share what you've learned with others. Teaching someone else something that you've just learned helps solidify it in your own mind while also benefiting someone else's career development. Moreover, it demonstrates leadership qualities and shows that you're committed to the growth of those around you.

- Tips for applying new skills:

- Focus on areas where these abilities can be most beneficial.

- Take on challenges that require these skills and push yourself outside of your comfort zone.

- Strategies for sharing knowledge:

- Offer to mentor or train colleagues who are interested in learning more about these topics.

- Use communication channels like team meetings or company-wide emails to share tips and insights with others who may benefit from them.

By applying these strategies and tips along with using any other resources available at hand, one can easily become an expert in their field by upskilling.

After applying your new skills on the job, it's time to focus on networking and building professional relationships. Upskilling is not just about improving your technical abilities; it's also about expanding your network and increasing your chances of career pathing advancement.

Networking can help you learn about new opportunities, gain insights into different industries, and connect with potential mentors or collaborators. One way to start building professional relationships is by attending industry events or conferences. These events provide an opportunity to meet people from different organizations and share ideas.

You can also join online communities or attend webinars related to your field of interest. By actively participating in these communities, you can build connections with like-minded professionals and stay up-to-date with the latest trends. Another important aspect of networking is maintaining relationships over time.

This involves following up with contacts after meeting them, staying in touch through social media or email, and offering assistance when possible. By nurturing these relationships, you can create a strong support system that can help you navigate challenges and pursue new opportunities throughout your career journey.

upskilling employees is not only beneficial for immediate career advancement, but it also plays a crucial role in achieving long-term career success. As technology continues to evolve and industries transform, individuals who upskill are more likely to adapt and remain relevant in their fields. They can leverage their newly acquired skills to take on new challenges, pursue different roles, and explore alternative career paths.

Moreover, upskilling allows professionals to expand their network and connect with like-minded individuals. Through online courses, workshops, and conferences, they can meet people from diverse backgrounds and gain insights into different industries. This exposure can lead to new opportunities or collaborations that may not have been possible without upskilling.

Lastly, upskilling promotes personal growth and development. By taking courses or attending workshops outside of one's comfort zone, individuals can push themselves beyond their limits and learn about new subjects. This process instills self-confidence and helps individuals become better problem-solvers in both their personal and professional lives.

In conclusion, upskilling provides numerous benefits that extend beyond just advancing one's career. It promotes personal growth, expands networks, and prepares individuals for long-term success by equipping them with the necessary skills to thrive in an ever-changing job market. Therefore, investing time and effort into learning new skills is a wise decision for anyone looking to achieve career success in the long run.

So, what have we learned about upskilling?

First and foremost, it's crucial to advancing your career and expanding your opportunities.

By identifying your skills gap and finding the right training programs, you can acquire the knowledge and expertise needed to excel in your field.

But upskilling isn't just about acquiring new skills - it's also about building relationships and investing in long-term career success.

By networking with other professionals in your industry, you can gain valuable insights and connections that will help you achieve your goals.

So don't wait - start exploring upskilling opportunities today! more

Career development

1d

My Guide to the 9 Best Recruitment Marketing Platforms

Anonymous member

Career development

3d

in 2023 i started working for a company that promised me to hire me after 3 month's probation, and i later get to sign a 3 month's contract with a note in brackets ( with no expectation of permanent employment) , and this continued for 2 years, i need an advice on what can i do as i feel this is an unfair labour practice or if i have a case against these company

1

NIYOMUGABO Jean Claude
1d
It's a trick that they want you still minding their business with working hard with an intention.
Phindile Mahlangu
1d
You need to seek for the HR's advice.