Career development

Monica Hills

23h

Hey everyone! I’m a mom on maternity leave. I’ve been home for a year already. My job was expecting me to come back on March 1, but I’m pregnant again and told them I’m going on maternity leave again, so I won’t be returning yet.
They said I can stay home for 4 more months and then that’s it, otherwise they’ll fire me.
Is that even allowed? Can they fire someone who’s pregnant and on maternity... leave? Thanks!

more

1

Bill A
12m
Looks like you are on an unpaid maternity leave. You were not counting on a salary, if it was only for the benefits. You can use COBRA that will... extend your benefits. If you don't need benefits, why are you even holding down to a job that someone can really use. more
1
GLORIA ARINAITWE
1h
You're not serious....

Career development

4h

Multitasking is fake - your brain just switches fast and loses 40% efficiency doing it - Silicon Canals

Remember when you used to brag about being great at multitasking? I certainly did. During job interviews, I'd confidently declare my ability to juggle multiple projects while fielding phone calls and responding to emails. It felt like a superpower, this ability to keep all those plates spinning at once.

But here's the uncomfortable truth I discovered: that superpower was actually my kryptonite.... Every time I thought I was being ultra-productive by doing three things at once, my brain was secretly running a marathon just to keep up with the constant switching. The result? Everything took longer, contained more mistakes, and left me mentally exhausted by lunch.

Think your brain works like a computer with multiple tabs open? Think again. When you're "multitasking," you're not actually doing multiple things simultaneously. Your brain is frantically switching between tasks, and each switch comes with a cost.

Travis Bradberry, an emotional intelligence expert, puts it bluntly: "Multitasking reduces your efficiency and performance because your brain can only focus on one thing at a time."

I learned this the hard way during a particularly chaotic week when I was trying to write an article while responding to Slack messages and half-listening to a podcast for "research." What should have been a two-hour writing project stretched into five hours of mediocre work. The article needed major revisions, I missed important details in the Slack conversations, and I couldn't recall a single insight from that podcast.

Here's what blew my mind when I started researching this topic: studies show that multitasking can reduce your efficiency by up to 40%. That's nearly half your productivity vanishing into thin air.

Financial journalist Jean Chatzky explains it perfectly: "Multitasking may seem efficient on the surface but may actually take more time in the end and involve more error."

Consider this scenario that might feel familiar: You're writing an important email when a notification pops up. You check it quickly, respond, then return to your email. But wait, what were you writing about again? You reread what you've written, try to recapture your train of thought, and finally continue. That "quick" interruption just cost you several minutes of refocusing time. Multiply that by dozens of task switches throughout your day, and you're hemorrhaging productivity.

If multitasking is so inefficient, why do we keep doing it? Part of the answer lies in how it makes us feel. When I'm bouncing between tasks, I feel busy, important, indispensable. There's a rush that comes from that constant stimulation.

But as research reported in Psychology Today warns, multitasking is rewiring our brains, enabling "multiple tasks to be processed in more rapid succession." We're training our brains to crave that constant switching, even though it's making us less effective.

I went through a phase where I treated productivity hacks as self-care, cramming my schedule with simultaneous tasks because being busy meant being valuable. The irony wasn't lost on me when I found myself writing articles about this exact trap while falling into it myself.

Remember the last time you tried to have a meaningful conversation while scrolling through your phone? You probably caught the gist of what the other person was saying, but did you really hear them?

Research from Stanford University explains the biological reality: when we multitask, our brains are actually rapidly switching between tasks rather than handling them simultaneously. The brain pays a toll every time it switches attention from one thing to another, slowing response times and reducing cognitive efficiency.

This constant switching doesn't just slow us down; it exhausts our cognitive resources. By mid-afternoon, after a morning of task-juggling, our decision-making abilities are shot. We make more mistakes, miss important details, and struggle with creative thinking.

So how do you escape this cycle? The answer isn't sexy or revolutionary: focus on one thing at a time.

During a particularly stressful period, I started baking as a way to decompress. What I discovered surprised me. Baking demanded my full attention. I couldn't check email while measuring flour or respond to texts while kneading dough. The precision required forced me into single-tasking mode, and ironically, that limitation felt liberating.

I've started applying this lesson to my work. Now I write best in the morning before checking email or Slack, before talking to anyone. My phone goes in a drawer. Notifications get turned off. For two hours, it's just me and the blank page.

The quality of my work improved dramatically. Articles that used to take all day now wrap up in a morning. More importantly, I finish my work sessions feeling energized rather than depleted.

I get it. You can't always control your environment. Your boss expects instant responses. Your kids need attention. Life doesn't stop because you're trying to focus.

But even small changes can make a difference. Try time-blocking, where you dedicate specific chunks of time to single tasks. Batch similar activities together, like answering all emails at once rather than throughout the day. Create boundaries around your focus time and communicate them clearly to others.

One interviewer I spoke with, a startup founder, told me he started scheduling "focus blocks" on his calendar, treating them like unmovable meetings. His team quickly learned to respect these boundaries, and productivity across the entire company improved.

The myth of multitasking cost me years of unnecessary stress and subpar work. Once I accepted that my brain simply wasn't designed to juggle multiple complex tasks simultaneously, everything changed. My work improved, my stress decreased, and paradoxically, I got more done by doing less at once.

Next time you catch yourself juggling tasks, remember: you're not multitasking. You're just switching really fast and paying a heavy price for it. Give yourself permission to focus on one thing. Your brain will thank you, and your work will show the difference. more

Maria Irgens

Career development

3d

I work as a hotel cleaner and suddenly lifted a box of bottled water (we put 2 bottles in each guest room). I pinched a nerve in my back and can barely walk, even though I’m getting pain-relief injections. I stayed home for 5 days and yesterday I went back to work, but I can’t lift anything and hardly move.
Management doesn’t believe I’m in that much pain. They say I’m lazy. I really can’t work... and I’m afraid I’ll be fired. The doctor said five days should be enough to feel better. What should I do?

more

1

Adreena Arnold
6h
get extra strength back patches, it works wonders
mary nkrumah
9h
were you given occupational health and safety training as part of your orientation? If not you will need it after recovery if lifting stuff is part of... your routine. Aside the weight of things being lifted, posture during lifting affect the back muscle. more

Career development

7h

The fastest way to lose authority at work is explaining these 7 things too much - Silicon Canals

Ever notice how the person who explains everything in excruciating detail rarely gets the corner office?

I've interviewed over 200 professionals for various articles, and there's this pattern I keep seeing. The most respected leaders aren't the ones who justify every decision or defend every action. They're the ones who know when to stop talking.

My father spent thirty years in sales management,... and watching him navigate office politics taught me something crucial: Authority isn't about proving you're right. It's about knowing what doesn't need proving at all.

He got passed over for promotions repeatedly, not because he wasn't competent, but because he felt compelled to explain himself constantly, as if his work couldn't speak for itself.

The truth is, over-explaining is like wearing a sign that says "I'm not sure I belong here." And in today's workplace, that uncertainty spreads faster than office gossip.

Here are seven things that, when explained too much, will erode your professional authority faster than you can say "let me clarify."

You know that person who drops their credentials into every conversation? "Well, when I was getting my MBA..." or "In my fifteen years of experience..."

Stop. Just stop.

When you constantly remind people of your qualifications, you're essentially telling them your work isn't impressive enough to stand alone.

A startup founder I interviewed put it perfectly: "The moment someone starts listing their degrees in a meeting, I know they're out of their depth."

Your expertise should be evident in your contributions, not your résumé recitation. If you're good at what you do, people will know. They'll see it in your decisions, your insights, your ability to solve problems others can't.

The most powerful professionals I've encountered rarely mention their backgrounds. They let their current performance do the talking.

Respect isn't something you can argue your way into. The more you explain why people should respect you, the less they will.

I learned this the hard way early in my career. After pitching to a major publication, I spent ten minutes explaining why they should take me seriously as a writer. The editor stopped me mid-sentence: "If you have to convince me you're worth reading, you're probably not."

Harsh? Yes. True? Absolutely.

Demanding respect through explanation is like trying to be cool by announcing you're cool. It has the opposite effect. Respect comes from consistent behavior, from keeping your word, from delivering results. Not from PowerPoint presentations about your past achievements.

"Let me walk you through my thought process..." If this is your catchphrase, you're undermining yourself. Leaders make decisions and move forward. They don't turn every choice into a committee discussion or a teaching moment.

One middle manager I interviewed had been stuck in the same position for seven years.

Why? She treated every decision like a Supreme Court case, complete with oral arguments and written briefs. Her team spent more time in meetings about decisions than actually implementing them.

Of course, major strategic shifts deserve explanation. But choosing a meeting time? Picking a vendor for office supplies? These don't require a dissertation.

When you explain every decision, you invite unnecessary debate and second-guessing. You transform yourself from a decision-maker into a discussion facilitator.

Here's something counterintuitive: The more you explain your boundaries, the more people will test them.

Think about the most respected person in your office. Do they give long speeches about their standards? Or do they simply maintain them?

A researcher studying organizational behavior told me something fascinating: Employees who quietly enforce their boundaries are perceived as 40% more authoritative than those who verbally defend them.

When you say "I don't check email after 6 PM because I believe in work-life balance and studies show that..." you're inviting negotiation. When you simply don't check email after 6 PM, you're setting a standard.

Actions create boundaries. Explanations create loopholes.

Everyone needs more time and resources. The question is whether you're going to whine about it or work with what you have.

The professionals who lose authority fastest are those who turn every challenge into a monologue about what they lack. "If only we had more budget..." "If we just had two more weeks..."

Meanwhile, the ones who gain authority? They say, "Here's what we can do with what we have."

My father taught me this lesson without meaning to. Every time he explained why he needed more to succeed, his bosses heard reasons why he couldn't deliver. The promotions went to people who figured it out anyway.

Vulnerability has its place in leadership. But there's a difference between strategic vulnerability and chronic oversharing.

When you constantly explain how hard things are for you, you shift from being seen as a leader to being seen as someone who needs leadership.

I've battled imposter syndrome throughout my career. Sometimes it still whispers in my ear during important meetings. But I learned something crucial from a college professor who once told me I "wrote like I was afraid to have an opinion." The fear doesn't go away, but advertising it does nothing except confirm people's doubts.

Your struggles are valid. They're real. But they're not a regular agenda item.

Nothing screams "I'm not leadership material" quite like detailed explanations of why failures aren't your responsibility.

The most successful people I've interviewed share one trait: They take ownership even when they could easily pass the blame. They say "I'll handle it" more often than "Here's why it wasn't me."

When something goes wrong and your first instinct is to explain why you're not culpable, you're telling everyone you're more concerned with self-preservation than problem-solving.

Leaders absorb blame and deflect credit. Those who lose authority do the opposite, with lengthy explanations for both.

After years of observing workplace dynamics, I've realized that authority isn't about being the smartest person in the room or having the most impressive background. It's about confidence in your worth without constant validation.

The things we over-explain are usually the things we're insecure about. Every unnecessary justification is a small surrender of power, a tiny admission that we don't quite believe we belong.

Want to maintain your authority? Let your work speak louder than your words. Make decisions without defending them. Set boundaries without explaining them. Take responsibility without disclaimers.

Because at the end of the day, the most powerful phrase in business isn't a lengthy explanation. It's often just two words: "Consider it done." more

Career development

8h

Looking for work? Here's how Wisconsin's job centers will help you for free

by Miranda Dunlap / Wisconsin Watch, Wisconsin Watch

Looking for a job can be grueling and frustrating.

Though Wisconsin's job market generally favors job hunters, with more openings than unemployed people to fill them, it can be hard to know where you fit in -- or simply where to start.

The state's Department of Workforce Development runs dozens of job centers across Wisconsin, each staffed... with people trained to help you in your quest for work. Wisconsin Watch talked to Jolene Wilkens, an employment and training supervisor at Sheboygan County's job center, about the services Wisconsin's job centers provide and how job seekers can take advantage of them.

"We want to meet the person where they're at, but we do a lot of cheerleading and bringing that positive attitude," Wilkens said. "We're here to support you. We're not here to make this process more complicated."

Here's what to know.

Find your job center

Wisconsin has job center locations across the state. Find the closest one to you using the map below.

This map doesn't include all of the department's affiliate or satellite locations, such as job centers in correctional facilities.

While the number of people visiting job centers varies widely among the different locations, more people have used their virtual services online in recent years, Wilkens said. The Sheboygan location where Wilkens works typically sees between 60 and 80 visitors each week.

While the department offers many of their resources online, the physical locations remain an important resource for those who lack internet access, need a quiet place to work or need face-to-face assistance for any reason. Getting to know people individually also helps staff make personalized recommendations or watch for jobs that are a good fit for someone, Wilkens said.

"There's a lot of folks that prefer to come in person and have that personal touch, and some of that is just the support they receive. You build a community," she said.

What to bring with you

Depending on the services you're looking for, you might need to bring documentation or identification with you. Here's a list of things visitors often need:

* Driver's license or ID.

* Social Security card or number.

* A list of your last 18 to 24 months of work history, if applicable.

* Your cellphone, to set up two-factor authentications.

* Paper to write down your login information or to take notes.

* A resume, if you have one.

* Direct deposit or checking information.

What to expect when you show up

When you walk into a job center for the first time, you should expect to answer a list of questions from the employees.

They'll want to know:

* What work experience do you have? (It's OK if you don't have any.)

* Have you enjoyed that work? What kind of work do you want to be doing? (If you don't know, they'll help you figure it out.)

* Do you like your resume? (If you don't, they'll help you change it.)

* Are you having trouble securing job interviews after applying? (They might want to take a look at your resume.)

* Are you securing interviews, but having trouble landing jobs? (They'll probably want to work on interview skills with you.)

Finding the right fit

If you're not yet sure what kind of work you can or want to do, job center staff can help you figure it out.

Staff will recommend taking the Occupational Information Network's (O*NET) quiz to help understand your interests and the things you enjoy doing. The quiz asks you to rate how much you'd like different activities -- such as building kitchen cabinets or teaching a high school class -- if they were a part of your job. Your answers help the application suggest careers you might enjoy.

You can also access the quiz here.

If you know what kind of jobs you want to do, or you want to see different jobs you're qualified for, staff will recommend using a tool called Skill Explorer. The program asks you to input your job, education or training experience and produces a list of occupations and industries that your skills may transfer to. Skill Explorer also contains information about wages, job openings and projected growth for each occupation.

You can also access the tool here.

"Sometimes it's not recognizing all the transferable skills that you already possess and being able to move those industry sectors," Wilkens said. "Other times, it's identifying, 'I like what I do, but it's not my passion. I want to upskill and go to something else.'"

If you want to return to school or job training to pursue a different career or to move up in your industry, staff will connect you to the Department of Workforce Development's training arm. From there, career counselors help you track down the right educational program -- and assistance affording it.

You can begin browsing training programs here.

Getting the job

After settling on what kind of work you're after, job center staff will focus on helping you secure the job.

First: the resume. Most job applications ask for a document summarizing one's education, work experience and skills. Building one shouldn't be overwhelming, Wilkens said.

Job center staff are trained to help people put together resumes that help secure job interviews. They also use a tool that creates a resume after asking you to answer prompts. When users log a job title, it suggests additions based on the profession's occupational outlook, a federal compilation of data, information and predictions about jobs.

Wilkens encourages people to be open to changing up their resume or being challenged.

"You ask 100 people how to do a resume, and you're going to get 100 different answers," Wilkens said. "Just because you worked in one industry for 10 years, and then you did a 180 and went into a different industry, and now you're looking at yet another, doesn't mean there aren't skills in there that we can transfer and highlight."

You can access the department's resume building tool here. It plans to roll out a new and improved version of the tool in the next year.

Job center staff will help throughout the interview process by scheduling mock interviews and helping you answer practice questions. They can also create an account on InterviewPrep, a tool that allows you to see how you sound responding to interview questions and get feedback from staff.

Staff can also help you choose between job offers by comparing the wages or cost of living between different locations.

Other services job centers offer

Unemployment and job loss resources

People commonly visit job centers to get assistance filing for unemployment.

"You can't walk into an unemployment office, so you come into a job center," Wilkens said.

Staff also complete an "assessment of needs" when people visit for unemployment help. They ask questions to understand if a person is experiencing housing scarcity, food insecurity or other struggles, so they can direct them to free community resources.

"Somebody will come in feeling really defeated and disheartened about losing their job," Wilkens said. "We have resources for that. Helping people realize all the things that they brought to the job and why they were able to retain that job for so long, really helps reframe and start thinking and looking at things glass half full."

"There are a lot of positives," she said. "You didn't just go to work and make widgets ... You showed up promptly every day. You worked as part of a team. You were dependable and reliable. You adhered to safety standards."

Support for people with disabilities

The state's job centers have a Division of Vocational Rehabilitation that helps people with disabilities obtain and keep work.

The division can connect people to diagnosis and treatment, transportation assistance, interpreter services and help with job search and placement, among other services.

Job fairs

Job centers often host or collaborate with local employers on job fairs and hiring events. You can view a list of upcoming hiring events coming up across the state here.

Miranda Dunlap reports on pathways to success in northeast Wisconsin, working in partnership with Open Campus. Find her on Instagramand Twitter, or send her an email at [email protected].

This article first appeared on Wisconsin Watch and is republished here under a Creative Commons Attribution-NoDerivatives 4.0 International License. more

Career development

9h

How To Negotiate Salary And Promotions In The New Year

The New Year always feels so fresh, so new, and so full of new intentions and lofty aspirations. However, it's also a time when professionals often begin to consider raises.

But even when they are hungry for an increase, they put the brakes on when it comes to asking for a raise. It might be fear of being rejected, but it could be fear of being perceived as being aggressively ambitious or selfish... when they ask.

In reality, discussing compensation and career development is a part and parcel of professional life. Organisations expect employees to raise their voices, particularly after adding value. The beginning of the New Year is one of the best opportunities for this, as budgets, positions, and performance reviews are on an individual's mind at this time.

This will be your step-by-step guide on when to negotiate, how to negotiate, and what to negotiate in order to confidently walk into a negotiation situation.

Organisations usually start a new year with new budgets, new objectives, and new plans for managing their workforce. Thus, January, February, or March is an opportune time to talk about pay and career development.

Managers are concerned with thinking about:

Performance Appraisal and Raises

Promotions and changing roles

Keeping high performers

Mentioning the issue when the time is right will make it seem more like your request is connected to the planning of the company and not unexpected. This again goes back to the idea that the more preparation that goes into the request, the better planned out it is.

Your value needs to be known before starting on the negotiation process, or else confidence will result from wishful thinking rather than preparation.

Start by reflecting on the year that has just gone by and ask:

What results have I achieved?

Was I assuming duties that were outside my scope?

What ways and to what extent have I helped enhance revenue, efficiencies, client satisfaction, and team performance?

Whenever possible, quantify the impact. For example:

Handled 30 per cent more clients than last year

Reduce turnaround time by two days

Analysed and led a project to secure new business

This changes the dialogue from "I need a pay raise" to "This is the value that I offer."

Doing negotiations without doing your homework tends to set you up for expectations that are out of reach or too low.

Research the following before the discussion:

The typical pay range for professionals in comparable roles with similar experience

Standard annual increment levels across the industry

The usual time frame for promotions in equivalent positions

This research will help you decide what's fair and provide you with data to back your asks. It can also help you respond calmly if your manager pushes back on your expectations.

Too many people walk into a talk without a clear aim, which weakens their stance.

Decide ahead of time:

Are you looking for a raise?

Do you want a promotion with more responsibility?

Or a role upgrade that doesn't necessarily come with an immediate pay increase

Sometimes a promotion may take longer, but it may pave the way for greater growth down the line. Other times, a salary raise is the more practical move. Knowing your priority keeps the negotiation focused.

Timing is everything, and more important than most people realise. The better times to negotiate:

During performance reviews

Following a successful project delivery

In scheduled one-on-one meetings

Avoid bringing it up casually or during stressful moments. A planned conversation signals professionalism and maturity. Request a meeting and say you want to discuss growth and future expectations.

Preparation turns nerves into confidence. Your pitch should include:

A detailed summary of your contributions

Tangible proof of its growth and influence.

A clear ask - salary range or pathway for progression

Frame your case in terms of how your work supports the company's goals. Avoid using personal reasons for requesting an increase, such as having personal expenses. Negotiation works best when it is business-focused, rather than personal.

Not every negotiation closes with a positive response. This is far from failing.

If you hear:

"Not now," ask when you can go back to the discussion

"Budget issues," look into non-monetary gains or future assessments

A counteroffer: determine whether it meets your objectives

Make sure the discussion clearly defines the next steps. There should be no doubt about what happens after the conversation.

The reason negotiations over salary go wrong more often is because of poor communication of the ask than because the ask itself is too high. Confidence is derived from being well-prepared and confident in your worth.

Make sure to always put a range instead of a fixed number when it comes to asking for a salary. This indicates adaptability with a limitation in place.

The discussion of your desired salary scale should be determined in relation to your responsibility level, occupational standards, and performance, but not dependent on your personal requirements or speculations.

When asked about your current or past salary, you could steer the conversation away from anchoring on that figure. You could draw attention instead to what the position entails or what someone with your level of contribution is supposed to command.

The key here is to position your expectation as a future-oriented action and focus on why your skills and achievements render the number justified, rather than what you've accomplished in the past.

In case of a lower offer, one should resist the urge to respond immediately. Take a moment to make inquiries about the reasons behind the low number of offers.

Attempt to determine whether it is budget cycles, role bands, or internal policies that create the restriction before answering.

Consider alternatives like a performance-linked pay raise, a fixed review period, increased responsibilities, or non-financial benefits other than flatly turning down the offer. This is because a composed response demonstrates maturity, apart from acting as a stress reliever.

An upward promotion is not acquired by holding a position for a long time. This is dependent on whether one is already functioning on the next level.

Before you initiate the conversation, you also need to examine your current responsibilities and identify areas that are beyond your described responsibilities.

Offer specific instances of the time when you have assumed ownership, acted autonomously, handled complex problems, and aided fellow team members even when they didn't ask.

Base your marketing argument on what you are doing versus what you want or feel that you deserve.

Focus on impact and accountability instead of effort and workload.

You may want to ask your manager what is required of someone in a next-level position to guide the conversation towards development.

Use this feedback to determine the skill deficiencies, performance levels, and timescales involved in promotions.

It creates a situation whereby promotion is a natural progression and a share growth plan, and not a call to a title.

Most negotiations go sour due to avoidable errors, for example:

Comparing yourself to colleagues

Giving Ultimatums

Preparing to negotiate

Allowing feelings to dictate the dialogue

Calm and objective-speaking tone gets respect, even if it's not immediate results being delivered.

If the outcome isn't as expected, take it as feedback, not as rejection. You can: Look for specific criteria to qualify for a promotion or pay increase

Provide training on identified skills gaps. Go back through the discussion several months later. A lack of growth despite consistent performance might mean it is time to look for an even better opportunity, perhaps somewhere else.

When it comes to negotiating a salary as well as promotions, it's not a game of hardball. This is something that requires knowledge on your part as to your worth.

New Year's is the first opportunity in the year to refocus hopes, plan for growth, and hold important conversations about what's in the future for you. Negotiation is an investment that will reward you time after time when it's done well. more

Career development

1d

Top 5 mistakes students make in job interviews and how to fix them

This guide has identified the five most common errors students make in job interviews.

Job interviews remain a critical barrier between students and employment, and employer surveys show that many candidates fail for avoidable reasons.

According to the NACE Job Outlook 2025 survey, which gathers responses from hundreds of US employers hiring new graduates, professionalism, communication and... career self-development are among the most valued competencies.

Yet employers consistently report gaps between what students claim on their resumes and how they perform in interviews.

Recruiter-led research supports these findings. A CareerBuilder survey of more than 2,500 hiring and HR managers shows that behavioural issues, weak answers and lack of preparation often outweigh academic performance.

Together, these studies highlight five recurring interview mistakes that continue to cost students job offers.

1. NOT RESEARCHING THE COMPANY OR ROLE

Failing to research the employer is one of the most frequently cited mistakes.

The student-focused article "Seven Common Mistakes Students Make During Job Interviews" (HR Gazette, 2023) lists lack of company research as the top error, noting it signals low motivation.

The NACE Job Outlook 2025 report also stresses that employers expect candidates to connect their skills to organisational needs, something impossible without preparation.

Do this instead: Read the employer profile, recent news and the job description; prepare brief lines that link your experience to team needs.

2. WEAK, VAGUE ANSWERS AND POOR SKILL COMMUNICATION

Employers rarely reject students due to lack of ability; instead, they struggle to explain it.

Recruiter Michael Frank, in his LinkedIn article "35 Interview Mistakes to Avoid," highlights "surface level answers" and failure to demonstrate problem-solving as common rejection triggers.

The NACE Job Outlook 2025 survey similarly reports gaps between the importance of communication and critical thinking and graduates' demonstrated proficiency.

Do this instead: Use the STAR structure -- Situation, Task, Action, Result -- to shape replies and include outcomes where possible. Short, specific stories showing problem-solving and impact beat abstract claims.

3. POOR PROFESSIONAL ETIQUETTE AND BODY LANGUAGE

Professional behaviour strongly shapes first impressions.

The CareerBuilder hiring manager survey, reported by Jails to Jobs, found that 67 per cent of interviewers flagged lack of eye contact, while 32 per cent cited fidgeting and crossed arms as negative signals.

Dressing inappropriately and appearing arrogant were also listed among the most damaging mistakes.

Do this instead: Small gestures matter. Eye contact, a genuine smile, upright posture and calm hands project confidence. Turn phones off, dress appropriately and arrive punctually -- these signals shape impressions more than many realise.

4. NOT ASKING QUESTIONS OR SHOWING GENUINE INTEREST

Employers expect engagement. HR Gazette and Michael Frank both note that failing to ask questions suggests disinterest.

Employer guidance based on NACE Job Outlook data, shared by PennWest Career Center, shows that initiative and communication are highly valued and often assessed through candidate questions.

Do this instead: Ask about immediate priorities, success metrics and team dynamics. Good questions demonstrate curiosity, preparation and long-term interest.

5. DISHONESTY OR EXAGGERATING SKILLS (AND PHONE USE)

Dishonesty remains one of the fastest ways to fail an interview.

The CareerBuilder survey reports that 66 per cent of hiring managers consider being caught lying a serious mistake, while 64 per cent strongly object to phone use during interviews.

PR Newswire's CareerBuilder release echoes these findings, ranking phone use and dishonesty among the worst behaviours.

Do this instead: Be honest about experience and back claims with examples. Never answer calls or messages during an interview; it undermines trust.

The evidence is clear. Employer surveys consistently show that interview success depends less on grades and more on preparation, clarity, professionalism and honesty.

Students who research employers, practise concrete examples, manage body language, ask thoughtful questions and remain truthful significantly improve their chances.

Interviews reward preparation, and the data proves it. more

9

Nam Le Hoang
10h
Excellent
AHISHAKIYE Jean Marie
15h
Pretty good advice!

Career development

12h

Struggling to land job interviews? These 6 ChatGPT Prompts are a game changer

Job searching is tedious. With successive waves of layoffs, the job market is crowded, making it all the more unlikely for recruiters to contact you. In times like these, artificial intelligence (AI) can be a boon, especially ChatGPT.

The AI chatbot can act as your career assistant, essentially streamlining challenging tasks like creating or customising a CV, composing cover letters, and even... assisting you in interview preparation through customised, simple steps.

With ChatGPT, you can use targeted prompts to get personalised feedback and strategies to get your dream job faster.

Below are some handy prompts to help you plan and advance your career:

Update your resume to stand out: My background is as follows: [roles, skills, accomplishments with numbers]. Rewrite my resume for [particular position] in [country/industry]. Make it results-orientated, action-verb-heavy, and ATS-friendly.

Customise your resume for the job: The job description is as follows: [description]. Check it out against my resume. emphasise the skills I'm lacking and revise my experience to meet 80-90 per cent of the standards without going overboard.

LinkedIn profile optimisation: This is my current 'About' section on LinkedIn: [paste]. Craft a recruiter-friendly pitch that highlights your qualifications, experiences, and problem-solving abilities. Ensure it is concise, confident, and rich in keywords.

Story continues below this ad

Also read | Job hunting made easy with ChatGPT: 7 prompts to boost your career

Create a distinctive cover letter: For this position, write a cover letter of four to five sentences: [paste description]. Make it personal, highlight one quantifiable accomplishment, and conclude with a compelling call to action.

Prompt for a tough mock interview: You are the hiring manager for [job role]. Ask me ten technical and behavioural questions. After each response, comment on its depth, tone, and clarity and offer suggestions for improvement. It is like having a round-the-clock AI interview coach.

Discover your key differentiators prompt: check out my work. history: [paste]. List three to five special qualities or anecdotes that will help me land the job.

The above prompts are a fantastic way to enhance your job prospects. Even though AI offers compelling solutions, it is advised to use your discretion when it comes to using the output. Always cross-check the output to avoid typos, factual inaccuracies, and inconsistencies with the format. Remember, the best way to land your dream job is to maintain honesty, stay confident about your abilities, and not lose hope. more

Career development

12h

Employers are not out to get you | The Southern Star

If you're going for a job interview, remember that the person doing the hiring is not trying to prove that you're the wrong candidate, rather they are searching for a clear, honest impression of why you might be just what they need.

PREPARATION is the first step in the interview process.

Make sure you know all you can about the business/company you are applying to work for.

Let your... interviewers see that you have done your research as this will show your interest in the business as well as demonstrating your initiative.

When looking them up, start by looking at their website to get an understanding of what they do, then widen your research and look at what's in the media about them, or talk to anyone you know who is/ has worked for that company or in that particular sector, to get a deeper understanding.

Examine each of the points on the job description and make sure that you can give examples of where you have experience/knowledge with regard to these.

Also have a think about how you might be able to advance/improve your skills within the role.

Know your CV

Just because it's all there in black and white on the printed version or the pdf that you have sent with your application doesn't mean that you won't be expected to discuss it in more detail at interview stage.

Make sure the CV is up-to-date, but also that you are aware of every detail that's on it.

Also audit your digital presence - make sure you LinkedIn profile aligns with your CV.

A positive, friendly attitude goes a long way in impressing an employer, and they will be looking for someone who can get along well with both clients and colleagues.

Remember to dress to impress, think positive, and keep talk about previous experience/employers positive.

Having a dig at an old boss or colleague while applying for a new job sends a very negative message to a prospective new employer.

It also opens up questions about you and might have the interviewer wondering if you were the problem in the previous scenario.

Be an active listener, talk about your strengths in a clear, factual and sincere manner.

Body language is also very important - maintain good posture, smile, and speak clearly.

Keep calm

Interviewers understand that you may be nervous.

They're not out to get you, but they do need to get as clear a picture as possible regarding you and what you have to offer them.

If you get thrown by a question, take a breath and if you need a moment to think, take a drink of water.

It's better to compose yourself and give a good answer than to just blurt something out in a panic.

If you don't understand a question, simply ask for it to be rephrased.

It shows that you are more interested in giving the right answer than trying to bluff your way through.

Although you can never guess the exact questions you will get, there is often a pattern that interviewers will follow.

Normally, they will start with questions around your CV and experience.

They might ask you to talk about yourself and perhaps to take them through your CV.

Again, this is where familiarity with your own CV, while it seems obvious, is very important.

They may ask you to give examples of your performance in previous work situations, e.g. where you worked as part of a team on a particular project or where you were able to troubleshoot and subsequently solve a problem.

They may delve further and ask, 'Why do you want this job?' or 'Why are you leaving your current role?'.

As the saying goes, honesty is the best policy, and this should be a common thread throughout your entire application and interview process.Don't falsify information about yourself or make claims with regard to your skills that you simply cannot back up.

Not only does this set you up for a fall in a job that you are not qualified for, but it also leaves a bad taste with an employer when you are found out.As far as an employer is concerned, skills can be taught, honesty cannot.

They might like your 'vibe' and be willing to hire you without some skills, safe in the understanding that you will learn on the job. They simply will not employ someone they don't trust.

Confidence

Confidence is key to a good interview, but be careful not to come across as arrogant or overly self-assured. Interpersonal skills are important and you need to show that you can listen, take information on board and not assume that you know it all already.

Be patient

Prematurely asking questions about salary, benefits etc makes you look interested only in the money and perks and not the job or the company. It is best if you delay asking these questions until you receive an offer.

However, an interview is a two-way street and there are questions you can ask that will show you are thinking more as an employee than just a candidate. For example, questions like 'how does the team handle mistakes or setbacks?'; 'What is the most significant challenge the team is facing right now?' or perhaps most significant 'Is there anything about my background or experience that gives you pause, or that I should clarify further?'.

Questions like these demonstrate your genuine interest in the role.

Courtesy

Finally, the interview does not end when you walk out the door or end the video call.

Send a follow-up 'thank you' email to the interviewer within 24 hours.

This demonstrates courtesy and it also helps to keep you to the forefront of their mind in the midst of all the other candidates.

Use the opportunity to again express your enthusiasm for the role.

It's also an opportunity to highlight something you may have forgotten in the interview itself. more

Career development

13h

MBA Admissions Tip: Interview Etiquette 101

Whether your admissions interview will be online or in-person, resume- or application-based, or one-on-one or with a group, we want to share tips that comprise MBA Interview Etiquette 101.

Though the content of your application materials and comments during the interview are of paramount importance, it's also crucial to put your best foot forward and make a positive initial impression.

Here are... a few guidelines for interviewing applicants to keep in mind:

Plan to arrive at least 15 minutes ahead of your interview. This will help remove the stress you will experience if you think you might arrive a little late. It will also help the interviewer, who may have back-to-back interviews, and cannot afford any delays in their schedule.

Unless meeting with an alum who explicitly specifies a more casual dress code, assume that business attire is appropriate. We recommend that applicants dress conservatively, opting for a dark suit (pants or skirts are both fine for women) and a blue or white shirt. Steer clear of flashy brand gear and loud ties, and go easy on makeup and fragrances; you want to be remembered for what you say and who you are, not what you wore.

For those who do not work in an environment where professional dress is worn on a regular basis, you might want to get comfortable wearing your interview attire prior to your interviews.

This likely goes without saying, but we wanted to state for the record that in addition to fostering a friendly discussion with your interviewer, it's also important to be polite to administrative staff and anyone else you might encounter while on campus or in your alum interviewer's office. Flippant comments to the administrative assistant at the front desk often find their way up the chain of command.

In addition to your comments about your experiences, interests and reasons for seeking an MBA, your interviewer will also be taking note of the way you present yourself. You'll also want to avoid taking notes or reading from your résumé; it can be fine to have the latter in front of you as a reference, but remember that you should be familiar enough with its content to focus on maintaining eye contact and establishing a rapport.

It is always best to have an extra copy of your résumé with you, in case your interviewer needs it. The only exception to this case is when you interview with the University of Virginia's Darden School, which explicitly states not to bring your resume. But even in that case, you may prefer to have a copy for yourself as you interview - though we caution against using the résumé as a crutch or a prop to the point of distraction, as successful candidates typically can speak to their résumé without needing to refer to it much.

Make sure that you get your interviewer's card and take his or her contact information in order to send a "thank you" email within 24 hours of the interview. This is not only common courtesy but could also serve as the first step in forging a lasting correspondence.

We hope these suggestions from MBA Interview Etiquette 101 help you prepare for your interviews. Meanwhile, applicants who are curious about what to expect might want to check out the Clear Admit MBA Interview Archive, which features firsthand accounts of interviews at all of the top programs, and the Clear Admit Interview Guides, which offer in-depth, school-specific interview guidance for nearly every leading MBA program. Prepare for your interview with our MBA Interview Simulator.

Good luck to everyone hoping for an MBA interview invite! more

Career development

23h

GEN Z CORNER: Why it's getting harder to land a job

I used to think the scariest part of my final year on campus would be exams. Turns out it was something else: the silence. The kind that followed me from my hostel to graduation and then into real life.

During my final year, I would refresh my inbox at 2:17am for the fifth time, hoping for anything, only to find another no-reply rejection that began with We regret to inform you... I learned those... words before I even learned how to walk across a graduation stage. Two months after graduating, they are still showing up, like a habit I cannot shake.

Back then, everyone kept congratulating me as if I were approaching a finish line. But graduating did not feel like winning. It felt like being gently pushed off a cliff with a résumé in my hand and no clear place to land.

Statistics have consistently shown a gap between the number of graduates and the opportunities available. Most jobs are created in the informal sector, which deprives graduates the salaries and benefits they seek.

"The job market is tough," people said during my final year, and they are still saying it now -- an expression I have learned is adult code for good luck surviving.

My days now look like this: Wake up, open LinkedIn, scroll past motivational posts from CEOs who dropped out of college in 2008 and somehow bought houses at 23, then apply for jobs that ask for "entry-level" candidates with five years of experience and "a demonstrated track record of impact".

One posting I saw last week wanted a fresh graduate who could code, design, manage clients, analyse data and "thrive under pressure". The compensation? An unpaid internship with "exposure".

This is not just personal frustration. Gen Z entered the workforce during a perfect storm: post-pandemic layoffs, inflation, automation and companies quietly deciding that one overworked employee can do the work of three.

We were told to study hard, get degrees, build portfolios and network aggressively -- and we did. Now we are being asked why we are surprised that the system is not catching us when we jump.

What makes it harder is the emotional whiplash. On campus, I was told I was "employable", "articulate" and "full of potential". Online, I am one of thousands of applicants for a junior role that may never be filled. I once tailored a cover letter so carefully it felt like writing a love confession. Two weeks later, I received an automated rejection at 6.04am. That was the entire exchange.

'TARMACKING' TESTIMONIES

Some people believe Gen Zs are simply impatient, that we expect too much, too soon. There is some truth to that. We grew up watching 20-year-olds online buy luxury cars and call it "passive income".

But impatience is not the same as entitlement. What we want is stability. Health insurance. Pay cheques that are not swallowed in full by rent. Work that does not require sacrificing every weekend and ounce of self-worth.

I have met Gen Zs who adapted by abandoning the white-collar path altogether. One of them, 26-year-old Denson Wanjala, spent three years applying for corporate jobs after graduating.

"I did everything right," he told me. "Internships, certifications, networking events where I smiled until my face hurt. After the 200th rejection, I just snapped."

He invested his savings in a small perfume business, blending scents in his bedsitter and selling online. Today, it is profitable. "The job market didn't want me," he said, "so I made my own door."

Stories like his are often shared as inspiration, proof that hustle culture works. But for every success story, there is someone still waiting.

Salome Mukami, a 29-year-old Gen Z graduate with a Master's degree, has been searching for a job for five years. "At first it was optimism," she said. "Then it was embarrassment. Now it's just routine. I apply, I get ghosted, I try again."

She survives on occasional gigs while her degrees sit unused. There is no viral pivot, no triumphant ending.

REALITY CHECK

Both stories are valid. Both reflect the Gen Z experience. Together, they expose a common misconception: That the problem lies in individual effort rather than a broken pipeline between education and employment.

The broader issue is not that Gen Zs do not want to work. It's that work, as currently structured, does not want us, at least not on humane terms. Employers want loyalty without security, flexibility without benefits, and passion without pay. We are told to be grateful for "learning opportunities" while student loan interest quietly grows.

I am skeptical about my chances of securing a job, not because I lack ambition, but because I have watched too many capable people stall at the starting line.

Still, skepticism is not surrender. It is a refusal to accept comforting myths. If Gen Z sounds angry, anxious or sarcastic, it is because we can see the gap between what we were promised and what is actually on offer. more

2

Norbert Dunkel
14h
Új rabszolgatartás van. Nem lesz középosutály. NEM érték a tudás. ÉS,,,, NEM kell beszopni az olyan mondatokaz HA keményen dolgozol akkor... ha... kitartóan tanulsz majd ..... ezek a mondatok nem igazak, arra valók, hogy benyomjanak a társadalom kartondobozába. Semmi egyéb. more

Career development

21h

When Working for Free Can Actually Pay Off

You want to get paid what you're worth. That makes sense. But sometimes turning down unpaid work can be more detrimental to your career than you'd think -- and sometimes accepting it is a mistake.

The difference comes down to whether the opportunity builds your value and increases your exposure, or simply exploits your time. Here's how to tell the difference.

Unpaid work isn't inherently good or... bad -- it depends entirely on what you get in return. Consider working for free when:

Gary Vaynerchuk -- entrepreneur, author, and founder of VaynerMedia -- has built a career on hustle and strategic thinking. In his book #AskGaryVee: One Entrepreneur's Take on Leadership, Social Media, and Self-Awareness, he addresses when working for free makes sense.

If you've been job searching without success, Vaynerchuk argues that pro bono work beats sitting idle:

For career changers, Vaynerchuk sees free work as a way to gain experience and mentorship:

Before accepting unpaid work, honestly evaluate the opportunity:

Can you name the concrete benefits? Portfolio pieces, industry contacts, specific skills, mentorship, a foot in the door at a target company? Vague promises of "exposure" aren't enough.

A single strategic project is different from an indefinite unpaid arrangement. Set clear boundaries on scope and timeline.

Be honest about your financial situation. Free work only makes sense if you can sustain it without compromising your basic needs.

If the company has the budget to pay for the work but chooses not to, that's a red flag. If they genuinely can't afford it (nonprofits, startups, passion projects), the calculus is different.

Has the company hired from its volunteer or intern pool before? Is this a trial period with a clear evaluation point? Or is "potential for future opportunities" just a way to get free labor?

Define the scope, timeline, and deliverables upfront. "I'll write three blog posts over two weeks" is better than "I'll help with content."

Even informal agreements should be documented. Include what you'll deliver, what you'll receive (credit, portfolio rights, reference), and when the arrangement ends.

If they can't pay cash, ask for:

Agree to evaluate the arrangement after a set period. If it's not delivering value, end it professionally.

Ready to find paid opportunities? Browse jobs on Mediabistro.

It depends on your situation. Strategic unpaid work can make sense early in your career, when changing fields, or when the opportunity offers genuine value (skills, mentorship, connections, portfolio pieces). It rarely makes sense if you're experienced, if the company can afford to pay, or if the "exposure" isn't meaningful.

It depends on the arrangement. Unpaid internships at for-profit companies must meet specific Department of Labor criteria to be legal. Volunteer work for nonprofits is generally allowed. Freelance "spec work" exists in a gray area. When in doubt, research the laws in your jurisdiction.

Set a clear end date before you begin. A single project, a two-week trial, or a semester-long internship are reasonable. Open-ended unpaid arrangements rarely benefit the worker and should be avoided.

It can if you're not strategic. Working for free when you should be paid devalues your skills and sets a precedent. But targeted pro bono work that builds your portfolio or gets you in the door at a dream company can ultimately increase your earning potential.

Be professional and direct: "Thank you for thinking of me, but I'm not able to take on unpaid projects at this time. I'd be happy to discuss a paid arrangement if your budget allows." You don't owe anyone a lengthy explanation.

Sometimes -- but be skeptical. Exposure is valuable when it reaches your target audience, includes proper credit, and comes from a respected source. "Exposure" from a small blog, an uncredited project, or a company outside your industry is rarely worth your time.

Nonprofits are one of the more defensible places to volunteer your professional skills. The cause matters, they often genuinely lack budget, and the work can be meaningful. Just make sure it's truly volunteer work and not a way to avoid paying for positions that should be compensated. more

Career development

2d

Should you fake your résumé and lie in an interview? This laid off employee's experience has the Internet talking

Hiring bias against resume gaps is driving a surge in "strategic deception." Job seekers now use "ghost companies" and stretched dates to bypass picky recruiters. While some bypass shallow background checks, the risk of "at-will" termination remains high. As AI-driven verification evolves, these shortcuts face a narrowing window. For many, lying is a desperate response to a broken, unforgiving job... market.

For millions of white-collar workers, the post-layoff job market has become less forgiving and far more selective. Since 2023, U.S. employers have cut hundreds of thousands of corporate roles across technology, media, consulting, finance, and professional services. According to data from Layoffs.fyi and the Bureau of Labor Statistics, professional and business services alone have seen repeated waves of reductions, while hiring standards quietly tightened.

At the same time, recruiters increasingly treat résumé gaps as red flags. Even short periods of unemployment can trigger automatic rejections. That reality has pushed some job seekers into uncomfortable territory. One recently laid-off employee says they falsified parts of their résumé, passed a background check without issue, landed a solid job, and now has no regrets.

The story, shared widely online, has ignited a fierce debate. Is résumé embellishment a survival tactic in a broken hiring system, or a dangerous gamble that could backfire later? The experience offers a rare look at how modern background checks actually work, what employers prioritize, and why job gaps have become such a career liability in 2026.

The employee described nearly two years of unstable work after multiple layoffs. Contract roles. Underemployment. Long stretches without steady income. Each gap made job searching harder, not easier. Recruiters asked fewer questions. Interview callbacks slowed. Rejections came faster.

Faced with dwindling options, the worker altered employment dates at a real company and listed a second company that sounded legitimate but did not formally exist. The listed projects and skills were real, drawn from previous roles. A basic website backed up the listing. The goal was simple. Close résumé gaps. Get past automated filters. Reach a human interviewer.

It worked.

A job offer followed. Then came the background check. The employee expected problems. None came.

Hiring data shows that résumé gaps now matter more than ever. Applicant tracking systems often flag unexplained gaps longer than six months. Recruiters, overwhelmed by high application volume, rely on shortcuts. Continuous employment has become a proxy for reliability, even in industries rocked by layoffs.

In practice, this creates a contradiction. Companies conduct mass layoffs. Then penalize workers for being laid off.

Economists note that unemployment stigma rises during uneven recoveries. While overall job numbers may stabilize, white-collar hiring remains cautious. Employers prefer candidates who appear "currently employed," assuming they are lower risk and already vetted by another company.

This bias has consequences. Qualified candidates get screened out before interviews. Long job searches become self-perpetuating. And some workers begin to believe that honesty costs them opportunities they cannot afford to lose.

The most surprising part of the story was the background check result. Despite the altered résumé, the check came back clean. No calls were made to verify employment dates or job titles. No one contacted the listed references. Even the fake company phone number never rang.

This aligns with how many background checks actually work.

For non-executive, white-collar roles, checks typically focus on criminal history and identity verification. Employers want to reduce legal and safety risk. They want to know if a candidate poses a threat to coworkers or the workplace. Employment verification, when done, is often limited to confirming that a company recognizes the individual as a former employee. Dates and titles may not be deeply scrutinized.

Credit checks are also less common than many believe. They are usually reserved for roles with direct access to company funds, sensitive financial systems, or fiduciary responsibility. Most office jobs do not meet that threshold.

Industry insiders say many background check firms rely heavily on automated databases and employer self-reporting. Manual verification costs time and money. In a high-volume hiring environment, depth is often sacrificed for speed.

That does not mean all checks are superficial. Some companies do conduct thorough verifications. Smaller firms and regulated industries may dig deeper. But the process is far less uniform than job seekers assume.

The story has divided opinion online. Supporters argue that companies misrepresent job stability, growth opportunities, and even role responsibilities. They see résumé manipulation as a defensive response to an unfair system.

Critics warn that falsification carries long-term risk. If discovered later, it can lead to termination for cause. It can damage professional reputation. It may create stress for employees trying to maintain a fabricated work history.

Employment lawyers note that consequences depend heavily on company policy and intent. Minor date adjustments are often treated differently than fabricating credentials or licenses. Still, the risk is real.

What the story ultimately highlights is not just individual behavior, but structural pressure. A hiring market that punishes unemployment, relies on automated screening, and values optics over context encourages distortion.

For many workers, the takeaway is uncomfortable. In today's white-collar job market, being honest is not always rewarded. Being continuously employed often matters more than being truthful about how hard the last few years have been. more

3

Paulie Duguay
1
1d
THAT'S WHY being an Independent Contractor is BETTER than being a W-4 & W-2 hourly rate PAID employee. You own the (JOB) AT LEAST and you work when... you're available or when you want to. more
Albert Kisembo
2d
Tricky sometimes.