Career development

 2h

Why People Are Learning Skills Outside School In 2026: The Rise Of Real-World Education


In the year 2026, a significant transformation is underway in how individuals approach learning and career development. This article explores the compelling reasons behind the growing trend of people acquiring skills outside traditional educational institutions.

The Shift From Traditional Education to Real-World Learning

The traditional education system is undergoing a profound shift, with more... individuals seeking real-world learning experiences. This introduction delves into the driving forces behind this change.

Why School Alone Is No Longer Enough in 2026

In 2026, the rapidly evolving job market demands more than a traditional school curriculum can offer, making it imperative for learners to acquire practical skills to truly future-proof their careers.

The conventional school system, while foundational, often struggles to keep pace with the swift changes occurring in various industries, leaving a significant gap between education and workforce readiness.

Learners in 2026 are realizing that solely relying on academic learning might not equip them with the competency and practical skills necessary for immediate employment and sustained career development. This reality fuels the drive to seek additional learning experiences that are directly applicable to real-world scenarios, fostering a more robust and adaptable skillset for the modern professional landscape.

The Rise of Self-Directed and Skill-Based Education

The emergence of self-directed and skill-based education highlights a growing preference for personalized learning journeys focused on acquiring specific, in-demand competencies.

Individuals are increasingly taking charge of their learning journey, moving towards self-directed and skill-based education models that prioritize practical learning and hands-on experience. This shift allows learners to focus on developing specific competencies that are highly valued in the contemporary job market, rather than following a rigid, generalized curriculum.

The emphasis is on gaining the skills they need, fostering adaptability and a continuous learning-how-to-learn mindset, which is crucial for thriving in the dynamic work environments of 2026 and beyond.

How Technology Is Changing the Way People Learn

Technology is revolutionizing education by offering innovative tools and platforms that enhance accessibility, personalization, and the effectiveness of learning experiences for everyone.

Technological advancements, particularly in AI, are fundamentally transforming the landscape of education in 2026, making skill development more accessible and engaging than ever before. AI tools and sophisticated online learning platforms provide personalized learning programs, enabling learners to acquire new skills at their own pace and according to their individual needs.

This digital evolution is bridging the gap between theoretical knowledge and practical application, allowing individuals to engage in project-based learning and receive real-time feedback, thus creating a more dynamic and effective learning ecosystem that prepares them for the demands of the modern workforce.

What Is Real-World Education?

Real-world education encompasses learning experiences directly applicable to practical situations, emphasizing skills and knowledge relevant to professional and personal life.

Definition of Skill-Based vs. Academic Learning

Skill-based learning prioritizes practical, hands-on competencies, contrasting with academic learning's focus on theoretical knowledge and traditional subject matter mastery.

Skill-based learning, often synonymous with real-world education, centers on developing tangible practical skills and competencies that are directly applicable to specific tasks and industries. This contrasts sharply with academic learning, which traditionally emphasizes theoretical knowledge, critical thinking, and a broad understanding of various subjects, often within a structured curriculum.

In 2026, the distinction highlights why many individuals are choosing to upskill or reskill through practical learning programs that promise immediate readiness for the job market, prioritizing demonstrable skills over purely academic achievements.

Why Practical Knowledge Matters More Than Ever

Practical knowledge is crucial in 2026, as it directly translates into job-ready skills and problem-solving abilities, which are highly valued by employers across all sectors.

In the rapidly evolving global job market of 2026, practical knowledge has become an indispensable asset, often outweighing purely theoretical understanding. Employers are increasingly seeking individuals who possess not just academic credentials but also hands-on experience and the ability to apply their learning to real-world challenges.

This demand for practical skills underscores the importance of learning experiences that offer direct application, fostering adaptability and ensuring learners are equipped to contribute effectively from day one. It highlights why many are pursuing skill development outside traditional pathways to future-proof their careers.

The Role of Lifelong Learning in Modern Life

Lifelong learning is essential in modern life, enabling continuous adaptation to new challenges and opportunities, fostering personal growth, and ensuring career longevity in a dynamic world.

Lifelong learning is not merely an advantage but a necessity in the fast-paced world of 2026, where continuous upskilling and reskilling are vital for sustained career development and personal growth. The constant evolution of technology and job roles means that individuals must consistently learn new skills and adapt their competencies to remain relevant and competitive in the workforce.

This commitment to ongoing education, embracing various learning experiences beyond formal schooling, empowers individuals to navigate career transitions, explore new opportunities, and maintain a high level of adaptability throughout their professional lives.

Why People Are Moving Away From Traditional School Learning

Many individuals are departing from traditional school learning due to its perceived irrelevance to modern job markets, seeking more direct and practical routes to career readiness.

Fast-Changing Job Markets and Outdated Curriculums

Fast-changing job markets often render traditional school curriculums outdated, failing to equip students with the modern, real-world skills demanded by employers in 2026.

The primary reason many individuals are moving away from traditional school learning in 2026 stems from the dramatic speed at which job markets are transforming, often leaving conventional academic curriculums several steps behind.

The skills and knowledge taught in many established educational programs can quickly become obsolete, creating a significant gap between what is learned in school and what is actually required by employers.

This disconnect means that learners emerge from these systems without the most current and relevant competencies, prompting them to seek alternative avenues for skill development that are more responsive to industry demands and technological advancements.

Lack of Practical, Job-Ready Skills in Schools

Traditional schools often fail to provide practical, job-ready skills, leading many learners to seek real-world education elsewhere to gain the competencies needed for immediate employment.

A critical factor driving people away from traditional schooling is the pervasive lack of emphasis on practical, job-ready skills within their curriculum. While academic institutions excel at imparting theoretical knowledge, they often fall short in providing hands-on experience, project-based learning, or real-world problem-solving opportunities that are essential for immediate workforce integration.

This deficiency means that graduates frequently lack the specific competencies that employers in 2026 are actively seeking, pushing individuals to pursue alternative education pathways that prioritize skill development and practical application, thereby bridging the gap between education and employment readiness.

Rising Education Costs and Return on Investment Concerns

Rising education costs and growing concerns about return on investment are prompting many to reconsider traditional schooling, opting for more affordable and skill-focused learning alternatives.

The escalating costs associated with traditional higher education, coupled with increasing concerns about the return on investment, are significant deterrents for many potential learners in 2026. As tuition fees continue to climb, students and their families are questioning whether the financial outlay genuinely translates into better job prospects and higher earning potential, especially when compared to more affordable and skill-focused learning alternatives.

This economic pressure encourages individuals to explore self-directed and skill-based education options that offer a clearer, more immediate pathway to gaining relevant competencies without incurring substantial debt, prioritizing practical learning over a costly, prolonged academic journey.

The Rise of Online Learning and Digital Education Platforms

Online learning and digital education platforms are experiencing unprecedented growth, offering flexible, accessible, and often more affordable pathways to skill development for millions worldwide.

YouTube, Courses, and Free Learning Ecosystems

YouTube, alongside various online courses and free learning ecosystems, has democratized education, providing accessible and diverse opportunities for skill development to a global audience.

The year 2026 has witnessed an unprecedented explosion in the popularity of online learning through platforms like YouTube, dedicated course websites, and a myriad of free learning ecosystems. These resources have collectively revolutionized skill development by making a vast array of knowledge and practical skills accessible to anyone with an internet connection.

Learners can engage in self-paced education, exploring everything from coding to creative arts, often at no cost. This digital revolution empowers individuals to take control of their learning journey, allowing them to acquire new skills, upskill, or reskill efficiently and effectively, independent of geographical or financial barriers.

AI Tutors and Personalized Learning Tools

AI tutors and personalized learning tools are transforming education by adapting content to individual needs, offering customized feedback, and optimizing the learning journey for every learner.

The integration of AI tools, particularly AI tutors and personalized learning instruments, is profoundly reshaping the online learning landscape in 2026. These advanced systems utilize artificial intelligence to analyze a learner's progress, identify areas of strength and weakness, and then dynamically adapt the learning content and pace to suit individual needs.

This highly customized approach ensures that each learner receives targeted support and resources, optimizing their skill development process. By providing instant feedback and adaptive challenges, AI tutors create highly effective and engaging learning experiences, making skill acquisition more efficient and tailored than ever before, fostering a truly individualized education system.

Flexibility and Self-Paced Education Advantages

Flexibility and self-paced education advantages mean learners can tailor their schedules and progress at their own speed, making skill development accessible amidst other life commitments.

One of the most compelling advantages of online learning and digital education platforms in 2026 is the unparalleled flexibility and the opportunity for self-paced education they offer. Learners are no longer constrained by rigid class schedules or geographical locations; they can access course materials and engage in skill development at any time, from anywhere.

This adaptability is crucial for individuals balancing work, family, or other commitments, enabling them to fit learning into their busy lives seamlessly. The ability to control their learning journey and progress at their own speed significantly enhances engagement and retention, making the pursuit of new skills both convenient and highly effective.

Why Employers Value Skills Over Degrees in 2026

In 2026, employers are increasingly prioritizing practical skills and demonstrable competencies over traditional academic degrees, reflecting a significant shift in hiring paradigms and valuing real-world readiness.

Shift Toward Portfolio-Based Hiring

In 2026, the hiring landscape has significantly evolved, with a pronounced shift towards portfolio-based hiring, where candidates demonstrate their practical skills and competencies through tangible projects rather than solely relying on academic degrees.

This approach allows employers to directly assess a learner's ability to apply their knowledge and engage in project-based learning, showcasing real-world problem-solving abilities and a genuine understanding of the job market's demands.

This emphasis on a robust portfolio ensures that the individuals being considered possess the hands-on experience and skill development necessary to contribute immediately to the workforce, bridging the gap between education and practical application.

Demand for Real-World Problem Solvers

The contemporary job market in 2026 exhibits an insatiable demand for real-world problem solvers -- individuals who possess not just theoretical knowledge but also the practical skills and adaptability to tackle complex challenges head-on.

Employers are actively seeking candidates who have engaged in practical learning and can demonstrate a track record of applying their competencies to solve genuine issues, often through project-based learning or internships.

This focus on problem-solving ability underscores the importance of a skill-based education, where learners acquire the agility and critical thinking necessary to future-proof their careers and effectively navigate the rapidly evolving professional landscape, highlighting why skills matter more than ever.

Freelancing, Remote Work, and Skill Economy Growth

The rise of freelancing, the widespread adoption of remote work models, and the overall growth of the skill economy in 2026 have fundamentally reshaped employer expectations and opportunities for career development.

These trends heavily favor individuals who possess specialized practical skills and can offer specific competencies, often learned through self-directed or online learning, rather than those with only traditional academic qualifications. This environment encourages individuals to continuously upskill and learn new skills, bolstering their adaptability and readiness for diverse work arrangements.

The flexibility of remote work, coupled with the demand for specific, demonstrable skills, reinforces the value of practical learning experiences and strong skill development, allowing individuals to thrive in a dynamic workforce.

Most Popular Skills People Are Learning Outside School

In 2026, individuals are actively pursuing a diverse array of high-demand skills outside traditional schooling, driven by the need to future-proof careers and meet evolving job market demands.

Digital Skills: Coding, AI, and Data Literacy

The imperative for digital fluency in 2026 has propelled coding, AI literacy, and data literacy to the forefront of popular skills people are learning outside traditional education systems.

Learners are recognizing that a deep understanding of AI tools, data analysis, and programming languages is crucial for navigating an increasingly automated workforce and securing promising career development paths.

These practical skills, often acquired through online learning platforms and self-directed programs, equip individuals with the competency to engage with cutting-edge technologies and contribute meaningfully to innovation, effectively bridging the gap between traditional education and the demands of the modern, data-driven job market.

Creative Skills: Design, Content Creation, and Branding

In the visually-driven digital landscape of 2026, creative skills such as design, content creation, and branding have become immensely popular, offering significant opportunities for individuals learning outside school.

These competencies are vital for effective communication and engagement across various platforms, from social media to digital marketing. Learners are honing their abilities in graphic design, video production, copywriting, and personal branding, often through hands-on, project-based learning experiences and readily available online resources.

This focus on creative skill development allows individuals to cultivate unique voices and visual identities, future-proofing their careers by meeting the ever-growing demand for compelling digital narratives and impactful brand presence in the modern workforce.

Financial Skills: Investing, Business, and Side Hustles

Beyond traditional employment, financial skills -- including investing, business acumen, and the development of side hustles -- are increasingly sought after by learners in 2026 seeking greater autonomy and income opportunities.

Individuals are actively engaging in practical learning to understand market dynamics, manage personal finances, and even launch their own ventures, often fueled by the desire for financial independence and robust career development.

This emphasis on financial literacy and entrepreneurial skills allows learners to diversify their income streams and build long-term wealth, demonstrating a proactive approach to economic stability. The accessibility of online learning and resources makes acquiring these vital life skills more feasible than ever, empowering individuals to confidently navigate the complexities of the modern economy.

How Technology Is Accelerating Self-Learning

Technology, particularly AI, is dramatically accelerating self-learning by providing personalized tools, interactive platforms, and bite-sized content, making skill development more efficient and engaging.

AI-Powered Learning Assistants and Smart Tools

AI-powered learning assistants and smart tools are revolutionizing self-learning in 2026, acting as invaluable partners in skill development by offering personalized guidance and instant feedback.

These AI tools leverage sophisticated algorithms to understand a learner's progress, identify areas for improvement, and then recommend tailored content or practice exercises, optimizing the learning journey. By simulating real-world scenarios and providing immediate correction, these assistants enhance practical learning and accelerate the acquisition of complex competencies.

This technological advancement significantly reduces the gap between education and real-world application, empowering individuals to master new skills with unprecedented efficiency and support, fundamentally reshaping the experience of learning how to learn.

Interactive Apps and Real-Time Feedback Systems

Interactive apps and real-time feedback systems are pivotal in accelerating self-learning, transforming passive consumption into active engagement and significantly enhancing skill development. These applications, widely used in 2026, provide immersive learning experiences that simulate hands-on scenarios, allowing learners to apply their knowledge instantly and receive immediate constructive criticism.

This continuous feedback loop is crucial for refining practical skills, correcting misconceptions, and solidifying understanding, making the learning process highly effective and dynamic. Such systems cultivate a responsive learning environment that mirrors real-world challenges, helping individuals gain the skills they need more rapidly and building confidence in their competencies, bridging the gap between theory and practical application.

Microlearning and Bite-Sized Education Trends

Microlearning and bite-sized education trends are fundamentally changing how people acquire new skills in 2026, accelerating self-learning by breaking down complex topics into manageable, easily digestible modules.

This approach caters to busy schedules and shorter attention spans, making skill development accessible and sustainable for lifelong learning. Learners can engage with targeted content for brief periods, fitting education seamlessly into their daily routines, which is particularly beneficial for upskilling or reskilling without overwhelming commitments.

This method, often facilitated by online learning platforms, enhances retention and allows for rapid acquisition of specific competencies, proving that effective practical learning doesn't always require lengthy, traditional study sessions, and truly empowers individuals to learn how to learn efficiently.

The Psychology Behind Self-Learning Motivation

The motivation for self-learning stems from deep psychological drives, including autonomy, passion, and the desire for immediate gratification through real-life application and skill acquisition.

Autonomy and Control Over Learning Paths

A core psychological driver behind the surge in self-learning in 2026 is the profound sense of autonomy and control individuals gain over their own learning paths. Unlike traditional education systems with rigid curriculums, self-directed learning empowers individuals to choose what, when, and how they learn, aligning their skill development with personal interests and career aspirations.

This control fosters intrinsic motivation, as learners invest in subjects they genuinely care about, leading to more effective and sustainable learning experiences. This freedom to navigate their learning journey, explore diverse practical learning opportunities, and acquire specific competencies without external pressure significantly enhances commitment and engagement, making skill acquisition a truly personal and rewarding endeavor.

Learning Based on Passion Instead of Pressure

Learning based on passion rather than external pressure is a significant psychological motivator for self-learning in 2026, fostering deeper engagement and more effective skill development. When individuals pursue knowledge and practical skills that genuinely interest them, the learning journey becomes inherently rewarding, leading to sustained effort and superior competency acquisition.

This contrasts sharply with traditional schooling, where curriculum requirements often dictate what is learned, potentially stifling enthusiasm. By allowing learners to follow their curiosity and develop skills they are passionate about, self-directed education cultivates a lifelong learning mindset, ensuring that the process of acquiring new skills is both enjoyable and highly productive, directly contributing to real-world expertise.

Faster Reward Cycles and Real-Life Application

The psychological appeal of self-learning in 2026 is significantly amplified by faster reward cycles and the immediate gratification derived from real-life application of newly acquired skills. Unlike the delayed outcomes of traditional academic pathways, self-directed learners often experience tangible results quickly, whether it's completing a project, solving a real-world problem, or contributing to a team.

This rapid feedback and practical learning reinforce motivation, demonstrating the direct value of skill development and boosting confidence. The ability to see immediate impact from their efforts, bridging the gap between education and practical outcomes, encourages individuals to continuously learn new skills and adapt, making the learning journey more engaging and profoundly satisfying, thus future-proofing their careers.

Benefits of Learning Skills Outside School

Career Flexibility and Income Opportunities

Learning skills outside traditional schooling in 2026 offers unparalleled career flexibility and a wealth of income opportunities, directly contributing to robust career development. By focusing on practical skills and competency acquisition, individuals can quickly adapt to the evolving demands of the job market, making themselves highly adaptable and valuable across various industries.

This emphasis on skill development allows for the pursuit of diverse roles, freelancing gigs, or even entrepreneurial ventures, effectively future-proofing one's career and providing the freedom to explore multiple pathways, thus expanding financial prospects beyond conventional employment and creating new learning experiences.

Faster Skill Acquisition and Practical Application

One of the primary advantages of learning outside the traditional education system in 2026 is the significantly faster skill acquisition and more immediate practical application. Self-directed and online learning programs often focus on hands-on experiences and project-based learning, allowing learners to gain the skills they need efficiently and directly apply them to real-world scenarios.

This accelerated approach to competency building means individuals can quickly upskill or reskill, bridging the gap between education and workforce readiness. The ability to promptly implement newly acquired practical skills not only enhances learning but also provides a tangible return on investment, reinforcing the value of learning how to learn effectively.

Personal Growth and Confidence Building

Beyond professional advantages, learning skills outside school profoundly impacts personal growth and confidence building in 2026. Taking charge of one's learning journey and successfully acquiring new practical skills fosters a deep sense of accomplishment and self-efficacy.

This autonomy in skill development empowers learners to explore their passions, overcome challenges, and adapt to new situations, leading to increased self-esteem and resilience. The continuous process of upskilling and mastering new competencies builds a strong foundation for lifelong learning, cultivating a growth mindset that extends beyond career development, enhancing overall well-being and readiness for all aspects of life.

Challenges of Self-Directed Learning

Lack of Structure and Discipline Issues

Despite its many benefits, self-directed learning in 2026 presents significant challenges, particularly concerning a lack of structure and potential discipline issues. Without the rigid framework of a traditional education system, learners must possess strong self-motivation and organizational skills to maintain consistent progress in their skill development.

The absence of external deadlines, regular assessments, and a prescribed curriculum can lead to procrastination or an inability to prioritize learning tasks, potentially hindering the acquisition of practical skills. Overcoming these hurdles requires a high degree of personal accountability and the development of effective strategies for managing one's own learning journey to ensure sustained competency growth.

Information Overload and Conflicting Resources

The vast landscape of online learning and digital education platforms in 2026, while offering immense opportunities for skill development, also poses the challenge of information overload and conflicting resources. Learners embarking on a self-directed journey can easily become overwhelmed by the sheer volume of available content, making it difficult to discern reliable, high-quality practical learning materials from less credible sources.

Navigating conflicting advice or outdated information can impede effective skill acquisition and competency building. Developing critical evaluation skills and seeking trusted mentors or curated programs becomes essential for learners to efficiently gain the skills they need and avoid getting lost in a sea of data, ensuring a clear path for career development.

Need for Guidance and Mentorship

A notable challenge in self-directed learning for 2026 is the inherent need for guidance and mentorship, which is often missing outside traditional educational structures. While online learning platforms provide ample resources, the personalized support and expert feedback offered by teachers or mentors are crucial for effective skill development and problem-solving.

Learners, especially when tackling complex practical skills or embarking on project-based learning, can benefit immensely from the wisdom and direction of an experienced individual who can clarify concepts, offer insights, and provide accountability. Bridging the gap between self-study and expert interaction is vital for ensuring comprehensive competency and successful career development, highlighting the value of a trusted partner in the learning journey.

How to Successfully Learn Skills Outside School

Choosing High-Value Skills for the Future

Successfully learning skills outside school in 2026 begins with strategically choosing high-value skills that are poised to future-proof one's career and meet the evolving demands of the job market. This involves researching current industry trends, identifying emerging technologies, and understanding which practical skills will be most sought after by employers.

Focusing on competencies like AI literacy, data analysis, advanced digital skills, or specific creative and financial skills ensures that the investment in skill development translates into tangible career opportunities and increased adaptability within the workforce. A thoughtful selection of learning experiences is the cornerstone of effective self-directed education, guiding the entire learning journey towards meaningful outcomes.

Creating a Consistent Learning Routine

To successfully acquire new skills outside the traditional education system in 2026, creating a consistent learning routine is paramount. Self-directed learners, free from external schedules, must establish their own discipline and structure to ensure continuous progress in skill development.

This involves dedicating specific times each day or week for practical learning, treating these sessions with the same importance as other commitments. A regular routine, whether it's for hands-on practice, online learning modules, or project-based learning, builds momentum and reinforces learning habits, enhancing competency acquisition and making the journey to gain the skills they need more manageable and sustainable. Consistency is key to unlocking the full potential of independent skill-based education.

Combining Theory, Practice, and Real Projects

The most effective way to successfully learn skills outside school in 2026 is by strategically combining theoretical knowledge, hands-on practice, and engagement with real projects. While online learning offers abundant theoretical resources, true skill development and competency are forged through practical application and project-based learning.

Learners should actively seek opportunities to implement what they've learned, whether through personal projects, internships, or volunteer work, thereby bridging the gap between education and real-world challenges.

This integrated approach ensures that practical skills are not only understood but also mastered and confidently applied, making individuals more adaptable and job-ready for the demands of the modern workforce, truly future-proofing their careers.

The Future of Education in a Skill-Based World

Hybrid Learning Models (School + Online Skills)

The future of education in 2026 is increasingly moving towards hybrid learning models, seamlessly integrating traditional schooling with online skill development. This approach acknowledges the strengths of both systems: the foundational knowledge and structured environment of traditional education combined with the flexibility and practical skills focus of online learning.

Learners will benefit from a comprehensive education system that not only imparts academic understanding but also ensures direct career development through hands-on competency acquisition. These hybrid programs will equip individuals with diverse learning experiences, preparing them with the adaptability and real-world skills needed to thrive in a rapidly evolving job market and future-proof their careers by leveraging the best of both worlds.

AI-Driven Personalized Education Systems

AI-driven personalized education systems are set to revolutionize the future of learning in 2026, offering unprecedented levels of customization and efficiency for skill development. These advanced AI tools will analyze individual learner progress, preferences, and learning styles to create dynamic, adaptive curricula that cater precisely to their needs.

This personalized approach to competency acquisition will ensure that every learner receives targeted practical learning opportunities, real-time feedback, and resources that optimize their journey to gain the skills they need. Such an education system promises to make learning how to learn more engaging, effective, and tailored, accelerating career development and fostering a more adaptable, skilled workforce prepared for automation and the demands of 21st-century skills.

The Decline of Degree-Only Career Paths

In the skill-based world of 2026, a significant shift will be the continued decline of degree-only career paths, as employers increasingly prioritize demonstrable practical skills and competency over traditional academic qualifications.

This evolution in the job market means that while degrees may still hold value, they will no longer be the sole determinant of career success or even entry into many professions. Individuals who invest in continuous skill development through online learning, hands-on experiences, and project-based learning will have a distinct advantage, showcasing their adaptability and readiness for the workforce.

This trend underscores the importance of a skill-based education, bridging the gap between education and employment, and enabling learners to future-proof their careers in a dynamic global economy where skills matter more than ever.

Conclusion: Why Real-World Education Is the New Standard

In 2026, real-world education has emerged as the new standard, fundamentally reshaping how individuals approach skill development and career readiness. The convergence of rapidly changing job markets, the accessibility of online learning and AI tools, and a growing emphasis on practical skills has propelled competency-based learning to the forefront.

This article has explored the compelling reasons why learners are seeking education outside traditional structures, demonstrating how real-world experiences, hands-on application, and continuous upskilling are not just advantages, but necessities for thriving in the modern workforce. As the education system continues to evolve, prioritizing adaptable, job-ready skills will be paramount for both individual career development and global economic advancement, truly future-proofing the workforce of the year 2026. more

Career development

 2h

Dress for Success Worldwide Appoints Molly Fletcher to Board of Directors


Dress for Success Worldwide has appointed leadership expert, author and former sports agent Molly Fletcher to its Worldwide Board of Directors, adding a prominent advocate for women's leadership and professional development as the organization advances its global economic mobility initiatives.

Fletcher joins the board at a time when Dress for Success is expanding programs designed to help women... navigate a rapidly evolving workforce. Her experience in leadership development, negotiation, strategic growth and women's advancement is expected to support the nonprofit's efforts to broaden its reach and strengthen career development opportunities for women worldwide.

"Molly's track record of helping individuals and organizations unlock their full potential makes her an exceptional addition to our Board," said Joanie Bily, chief executive officer of Dress for Success Worldwide. "As the future of work continues to evolve, her expertise in leadership, communication, and personal growth will be invaluable as we advance our Project North Star goal of reaching 2 million women by 2030."

Founded to help women achieve economic independence through career development and professional support, Dress for Success has expanded its mission beyond workplace attire to include workforce training, financial literacy, entrepreneurship programs and career readiness resources. The organization now operates through a global network of 130 affiliates across 16 countries.

Fletcher brings a unique background that spans professional sports, business leadership and executive coaching. Widely recognized as one of the first female sports agents, she negotiated more than $500 million in contracts during her career and built a reputation as a leading negotiator in a traditionally male-dominated industry.

Since transitioning from sports representation, Fletcher has become a bestselling author, keynote speaker and advisor to Fortune 500 companies, professional sports organizations and executive leadership teams. Her work focuses on leadership effectiveness, communication, relationship-building and personal development.

"Dress for Success has long stood for something I care deeply about: meeting women at a pivotal moment and helping them step into who they're becoming," Fletcher said. "I can't wait to roll up my sleeves and collaborate in partnership with an amazing Board and organization."

Her appointment aligns with Dress for Success Worldwide's broader strategic efforts to address changing workforce dynamics and equip women with the skills needed to succeed in an increasingly digital and technology-driven economy. The organization has placed a growing emphasis on areas such as entrepreneurship, health and wellness, financial education, workforce development and emerging career pathways.

As part of its long-term growth strategy, Dress for Success is also exploring new initiatives focused on workplace innovation, artificial intelligence, career mobility and organizational capacity-building. Board members play a key role in helping guide those efforts through strategic oversight, governance and external engagement.

The organization's Project North Star initiative aims to reach 2 million women globally by 2030, reflecting an ambitious effort to expand access to career resources and economic opportunity. Leaders say partnerships, program innovation and increased awareness will be critical to achieving that goal.

Fletcher's addition comes several months after the nonprofit launched its Success Starts Now brand campaign and unveiled a new visual identity in February 2026. The initiative was designed to reflect the organization's evolving mission and expanded focus on helping women navigate the future of work through modern workforce development programs and strategic partnerships.

Dress for Success Worldwide has become one of the most recognized organizations focused on women's economic advancement, providing career coaching, professional development resources and support networks designed to help women secure employment, build careers and achieve long-term financial stability.

By bringing Fletcher onto its board, the organization gains a nationally recognized leadership voice with deep experience helping individuals and organizations achieve growth and transformation. As workforce expectations continue to shift and demand for career development resources grows, Dress for Success is positioning itself to expand its impact while helping more women access the tools, networks and opportunities needed to achieve sustainable economic mobility. more

Career development

 3h

Informal mentorships may be the most effective, HR leader says


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HR professionals tend to speak highly of mentorship's role in career development. In 2024, one chief transformation officer interviewed by HR Dive went so far as to say that having a mentor is a "priceless" component of learning and achieving future goals.

At the same time, it's not always necessary for mentorships to be... highly structured programs, said Michelle Kilroy, chief people and communications officer at The Weather Co. The organization offers both formal and informal programs, but it's often the latter that allow employees to take advantage of opportunities to meet with other employees who pique their curiosity or who are doing interesting work.

"I personally think the most impactful ones are the organic, informal mentoring opportunities," Kilroy said. "We foster a lot of opportunities for people to meet individuals like that, whether it is organically in their own departments or leaders across the organization."

Additionally, informal mentorships provide flexibility that allows each relationship to meet different employees' needs, she continued. That said, putting structure in place around the time frame of the relationship can help to bolster accountability and commitment to keep the arrangement from fizzling out.

It also may help for mentors to have certain qualities that are conducive to building trust with mentees. Looking back on her own career, Kilroy highlighted vulnerability as a key trait, particularly when her mentors relayed their experiences with impostor syndrome or situations in which they had reservations about a decision or mistake they had made.

"Vulnerability is a huge requirement in order to be considered authentic, and I think authenticity is what leads to trust," Kilroy said. "Authenticity is really required for that trust building. You can't have a good mentoring relationship without that trust."

In order for mentorships to be beneficial, they need to be relevant and actionable, she noted. Both parties in a mentor relationship also have to agree on what the goal of the partnership is, whether that is advancement or the development of certain skills. The programs are especially valued for upskilling, according to a 2023 survey of hiring managers and job seekers by Express Employment Professionals.

Regardless of the goal, HR teams should keep employee experience front of mind when developing mentorship programs, according to Kilroy. That means having conversations about the kinds of experiences employees want and need to receive from both formal and informal programs rather than solely working backwards from the end goal of the mentorship.

"We might just jump straight to the results or outcomes, and I think we need to look at experience as being a foundation for whatever that desired outcome or result is," Kilroy said. more

Career development

 4h

Transport Manager training at your own pace


Gaining a Transport Manager CPC is a vital qualification for anyone wanting to work as a professional Transport Manager - because it's a requirement of the company's O Licence. The Transport Manager CPC (TMCPC) qualification opens the doors to new opportunities, further career development and increased salary expectations.

It is, of course, demanding, helping logistics professionals further... develop their skills.

Driver Hire Training's tutor-led learning package is highly regarded within the industry.

For those looking to achieve TMCPC status but need a bit more flexibility to complete their studies, Driver Hire Training also offers self-study courses too.

"Every little detail about the course, teacher, support staff, and then to the exam, there was support and assistance every step of the way. My teacher has a wealth of knowledge as well as being a former Transport Manager, I felt as though we were friends" Steve B

Offering great value, a basic Driver Hire Training self-study package has the essentials needed to pass the exam. 'Self-study Plus' includes interactive online modules, case studies and progress reports, so drivers can check how they're doing. The 'Premium Package' has all those features plus extras such as a one-day interactive exam preparation course to sharpen skills.

To find out more about TMCPC training with Driver Hire visit the dedicated training website, where you'll also find a contact request form to complete. If you'd prefer to speak to someone, call 0808 178 9977 or you can email: training@driverhire.co.uk more

Career development

 4h

Attracting, recruiting, and retaining registered nurses and care workers in care homes: the REACH realist review


This award was funded by the National Institute for Health and Care Research (NIHR) Health and Social Care Delivery Research programme (NIHR award ref: NIHR131016) and is published in full in Health and Social Care Delivery Research; Vol. 14, No. 21. See the NIHR Funding and Awards website for further award information.

We worked on understanding strategies which can help with attracting,... recruiting, and retaining registered nurses and care workers in care homes.

In the first step we interviewed registered nurses and care workers, talked to stakeholders (e.g. care home managers), and took insights from relevant research papers. The information was used to identify 22 practical strategies, and develop rough ideas around why the strategies work, for which staff, the conditions needed, and the costs involved. Registered nurses, care workers and wider sector stakeholders prioritised 10 strategies focused on staff recruitment and retention (and not on attracting new staff): staff recognition, flexible working, career development, salary package, early investment, induction, continuous feedback, caring community, effective interviewing and listening to all staff. These were taken forward for further testing and developing. In steps 2-4, we searched online library databases and social care websites for relevant papers (n = 153) and information from these papers was used to build on the rough ideas developed during step 1. Stakeholders helped with refining the final findings.

The 10 prioritised strategies were combined into 5: effective job interviews, providing opportunities for career development, rewarding and recognising staff, promoting work-life balance, and caring conversations. The strategies interact and work together. The way staff are recruited is important for retaining staff. Setting accurate expectations during the job interview stage avoids creating false impressions, and this helps with developing staff commitment. Providing staff with career development opportunities, rewards and recognition, flexible working options, and caring conversations helps staff feel listened to, respected, and valued, and this creates job satisfaction. Giving staff opportunities for career development and supporting staff with caring conversations also helps with building staff confidence. Overall, providing staff with positive experiences means staff will also respond positively in return in terms of being committed and loyal to the employer. Supportive leaders and a sense of inclusion and fairness are needed for these strategies to work well. This research has described ways of improving staff recruitment and retention, understanding how to attract new staff remains an important research gap. more

Tom Seliga


Career development 21h
At our company we go away for a weekend once a month. The boss buys everyone barbecue and beer as a thank-you for our work. But we have to pay for our own hotel rooms. I know I'm bringing my wife, so we'd need a double room anyway, but if it's a company event, shouldn't the company pay for the hotel too? I'm thinking about stopping these trips because they end up costing quite a lot.

  • _Miss_ Barbosa

    4h

    The thing is the activity is optional, and you stay if you wants. You should let your boss that and express you like and you will like more if could... be more close. more

  • Ken Lawton

    7h

    That's not much of a thank you if you have to put out any money at all. You should stop going. And when the boss asks why, tell them it's because... you can't afford it.
    Why haven't you done this already? Why are you asking for advice. This is super obvious.     more

    1
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Career development

 4h

AI interviews are here. Here's how IT contractors can ace them


Treating an AI interview as something you can wing because no prep is needed to talk to a robot is, in our experience, the most reliable way to fail it -- Primis Talent.

It's all very well to advise that professional job-seekers with niche technical expertise, strong personal branding, and "the ability to navigate AI-assisted recruitment processes" are the best-placed IT contractors of... 2026/27.

But without any practical guidance on how to pass what's increasingly at the heart of those processes - the AI interview -- the advice may be easier said than followed.

Is AI changing how IT contractors are being assessed for work?

We agree that something is definitely shifting in how temporary IT job-seekers and other professional candidates are being assessed. And it seems significant, because the use of AI in recruitment is moving faster than most people in the UK's professional labour market have caught up with.

We'd go so far as to say that AI-assisted hiring processes (including the AI interview) are no longer an experiment being run by a handful of large enterprises -- they are now mainstream, writes Ben Broughton, the founder-owner of Primis Talent, a specialist technology recruitment agency placing permanent and contract professionals across several markets globally.

Key Takeaways

* Almost half of UK job-seekers have sat an AI interview, which 66% of recruiters are set to scale up, but candidate dislike of AI interviews may be why 8 in 10 were not told they face one

* IT contractors harm their prospects if they reject any of the four main types of AI interviews, of which Asynchronous Video Interviews are the most common for temporary jobs

* Structure, spacing, specificity, keyword use, verbal content and pacing are key AI interview considerations for candidates, who must prioritise giving results-based answers with specifics

* Your chosen environment for an AI job interview is vital, as is recording an AI practice interview, despite 'no interview prep required' claims by some employers using AI to screen candidates

* ATS is still the critical first stage of the AI-assisted recruitment process, with CV applicants needing to realise that AI matching is literal, and keyword-led, if they want to make it to the AI interview stage

What's a common IT contractor reaction to AI interviews?

Firstly, an acknowledgement.

For any contractor who has spent years relying on their strong CV, solid references, and good face-to-face conversations to win their next contract, the rules of engagement quietly shifting in this AI-led way can feel disconcerting.

But the data is blunt about where we are.

AI-conducted interviews have more than tripled in two years, from 10% of hiring processes to 34%, according to CoverSentry citing Q4 2024 data by ResumeBuilder.

Are AI interviews set to grow?

Meanwhile, two-thirds of recruiters plan to expand their use of AI pre-screening interviews ("candidate assessments") in 2026.

As a specialist staffing company that places IT contractors every week, we are seeing some downstream effects of the algorithm taking over a bigger chunk of the hiring process.

And those effects are adverse, because 'strong' professional job candidates are being filtered out -- not because of what they can or can't do, but because they did not understand the Artificial Intelligence-facilitated process that they were in.

Is suspicion of AI interviews understandable?

We understand why contractors might be wary of AI interviews.

The mistrust is well-founded and well-documented.

Research published in April 2026 by Greenhouse (in what appears to be the most comprehensive study of candidate attitudes to AI hiring to date) found that 30% of UK candidates have already withdrawn from a hiring process after discovering it involved an AI-led interview.

Are employers being transparent about AI interviews?

The same study (covering 2,950 job seekers across five countries) found that 47% of UK job-seekers have now been interviewed by AI, and out of those, 82% were not told beforehand.

In addition:

* Nearly a quarter only realised AI was involved once the interview had already started.

* Only one in ten candidates reported that employers had clear AI disclosure policies.

Are AI interviews worth it for IT contractors?

But here's the practical reality. Withdrawing from the hiring process because it includes AI screening is becoming increasingly untenable in the UK's IT contractor job market.

With two-thirds of recruiters planning to expand their use of AI pre-screening in 2026, the contractor who refuses to engage with AI hiring processes is narrowing their options significantly.

The right response to an AI interview is not avoidance. It is preparation.

Which type of 'AI interview' is this?

The phrase "AI interview" covers several distinct formats, and knowing which one you are facing changes how you prepare.

Broadly, at the time of writing, there are four main types of AI interview:

This is the most common type of AI interview standing between you and the job.

Platforms (like HireVue and Spark Hire) present questions on screen, giving the interviewee 30 to 60 seconds to prepare, and they record your answers, typically for two to three minutes.

There is no live interviewer. And as this AI Interview Guide by shortlist.io correctly observes, the AI analyses verbal content,keyword use, response structure, and pacing.

These are phone or voice-based interviews, whereby AI assesses what you say without video. They're often used as a 'first-pass' filter before any human contact.

Here, you'll face text-based question-and-answer formats. This third type of AI job interview is typically used for high-volume roles or initial application stages.

These AI interviews centre on cognitive and behavioural tools, whereby AI infers capability from how you solve problems or navigate simulations.

Game-based assessments are less common in tech contractor hiring circles, but increasingly the AI job interview of choice at large organisations (you can read more about game-based assessments here, via the HireVue Interview Guide and Tips).

What AI job interviews do tech/IT contractors typically face?

Currently, for IT contractors, the AVI format is the most commonly encountered AI Interview.

Understanding how the AI scores your responses is not gaming the system. It is basic preparation.

AVI Interview: How to prepare and perform?

The single most important thing that we tell contractors facing an Asynchronous Video Interview (AVI) is this -- the AI is not assessing whether you are likeable. Instead, it is assessing structure, specificity, and relevance.

Therefore, unstructured, rambling responses score poorly even when the underlying answer is good!

Here are our five additional top tips for how to prepare for an AI interview as an IT contractor:

STAR stands for Situation, Task, Action, Result.

For every behavioural question, and the majority of AVI questions are behavioural, it's shrewd to structure your answer in the 'STAR' format.

The AI keyword analysis is sensitive to structured, relevant responses.

AI picks up on phrases that signal clear thinking, with a focus on achievements, such as:

* "The outcome was..."

* "As a result of..."

* "The stakeholders needed..."

Use such phrases deliberately to make clear your actions lead to 'quantifiable outcomes' and, (perhaps ironically, given that you're in an AI interview), that 'real people depended on your output,' as advocated by HireVue's Free AI Practice tool.

So, quantify everything you can with specifics.

For example, "Reduced deployment time by 40%" will score higher in an AI interview than "significantly improved the process."

As an IT contractor, you likely have results and strong quantifiable outcomes across your engagements, so check back to gather details relating to the following and then tell the bot:

* delivery timelines

* performance improvements

* project values.

Attending an AI interview? Build a bank of outcomes and results around this trio, before the bot starts firing its questions.

Talking to a robot, with nothing coming back at you apart from the next question, might feel a bit odd the first time around. To banish algorithm awkwardness, IT contractors should practice their responses on camera, alone, before the actual AI interview.

Record yourself answering common interview questions with a three-minute timer.

Watch the playback. Look for, and then weed out, filler words.

Train yourself to make eye contact with the lens, rather than the screen, and check to see whether your answers have a clear structure.

Research reportedly indicates that candidates who practise in a simulated AI interview environment achieve a 67% success rate, compared to 23% for those using general preparation tools.

To optimise their chances of passing an AI interview, IT contractors should treat their technical environment as part of the interview itself.

Lighting, background, audio quality, and internet stability are all within your control.

For IT contractors (those professionals who work in technology environments), a poorly configured video setup is a particularly damaging first impression.

Is preparation required for an AI interview?

So-called 'No Preparation Required' AI interviews are a bit misleading. We see this framing regularly. What employers mean by 'no prep required' is that no specific prior reading is required.

What they do not mean is that general interview preparation is unnecessary!

Treating an AI interview as something you can wing because no prep was specified is, in our experience, the most reliable way to fail it.

Are AI interviews just the tip of the iceberg?

There's a wider AI hiring picture contractors should know about in 2026/27. In fact, while AI interviews are arguably now the most visible part of automated hiring, they are not the only part.

AI-powered Applicant Tracking Systems now screen CVs before a human ever sees them, parsing keywords, experience patterns, and formatting.

An IT contractor whose CV is not structured to pass ATS (Applicant Tracking System) screening may never reach the AI interview stage.

With ATS, what's the key practical takeaway for IT contractors?

To pass ATS, your CV should contain the exact terminology used in the job description, not synonyms, not paraphrases.

If the job advert or contract brief says "Kubernetes", your CV should say "Kubernetes".

AI matching is literal.

The bottom line

The IT contractor jobs market in the UK is recovering. Demand for specialist technology skills is rising, and the contractor who is positioned to move fast and perform well at each stage of the hiring process will win the best engagements. However, AI hiring processes are now a permanent feature of that landscape, not a passing experiment.

The tech contractors who treat AI interviews with the same rigour they would apply to a technical test or a client presentation will consistently outperform those who walk in unprepared or, worse, walk out because of the format. The scepticism is understandable. The preparation is non-negotiable. more

Ralph Lee


Career development 4d
At our company we never get raises or bonuses. Instead, the boss gives us company mugs, bags and notebooks. After a successful deal or project he buys us pizza. I know I'm getting paid what we agreed on, but it would be nice to get some kind of reward once in a while. That never happens.
What do you think? Should I hint that money would be more appreciated than getting a fifth mug with the... company logo on it?

 more
4   

  • Sheila Milburn

    5h

    Truth is you shouldn't get rewarded for performing the job they pay you to do. Monetary awards should come from going above and beyond. Ex., saving... the company a large amount of money or bringing in new clients.  more

  • Mayibongwe Bayana

    9h

    I think being grateful definitely is a starting point, but importantly realise that he is putting his needs first, and you also have to do so and look... for a place which would lead to your growth financially too. more

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Anonymous member


Career development 3d
I recently started working at a bank branch and I'm surprised that everyone knows everyone else's salary. People talk about it openly, even before a new employee starts.
On my first day, at least two coworkers told me that I was too young to be earning that much and that I didn't deserve it.
Now we're getting a new employee, and everyone is talking about how much she'll be paid. The branch... manager is actually the one sharing this information. Is this normal or professional? Should I report it to head office or the compliance/security department? It doesn't seem right that employees' salary information is being shared so openly. Thanks

 more
2   

  • PETER TUMUSIIME

    1d

    Think of Government employees whose salary is put on the openly on the notice boards for everyone to see, study and evaluate

  • jasper mutiso

    1d

    Many human resources experts and labor advocates argue that pay transparency is right because it closes gender pay gaps, promotes meritocracy, and... stops employers from taking advantage of job seekers. However, openly disclosing specific pay figures can also lead to resentment, hostility, and privacy concerns if peers doing similar roles are paid differently based on experience or negotiation more

    2
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Charlotte Baker


Career development 1d
I work at a small company where everyone goes to the pub on Friday evenings with their husbands or wives. I don't go very often, and I never bring my boyfriend because I don't really want to be part of that whole family-style group. Lately, though, my coworkers have been asking if I even have a boyfriend and seem annoyed that I don't join them. How can I get them to stop asking and leave me alone... about these Friday pub outings?

 more
1   

  • Sheila Milburn

    5h

    You don't owe them an explanation.
    But if you feel inclined, tell them you will come when your schedule allows.
    *And do not share your schedule....
    Second, tell them your boyfriend has his own Friday routine and that he only needs to be real to you.      more

  • Daniel Mbevo

    10h

    Be occupied with Christ and you'll never find yourself in clubs. On Fridays you can even go to kesha. But when you be available for them it will be... easy for them to drag you in.
     more

Load more...

Career development

 8h

Job interview scams rise as layoffs increase: Desperate job seekers need to stay alert - India TV News


As layoffs continue across various industries, cybercriminals have figured out how to tap the job seekers with fake interview and recruitment scams. Experts warn desperate candidates against being tricked into sharing personal information, paying fraudulent fees, or downloading malicious software.

Tech, finance and startup layoffs have turned job hunting into a tough game lately, and scammers are... pulling out their tricks to catch desperate job seekers off guard. Security systems are again sounding the alarm: there has been a sharp jump in job interview scams. These scammers are pretending to be recruiters or hiring managers and luring job seekers to spill private information or pay fake fees for big-profile jobs.

With more people exploring and finding new roles for an upgrade or a new job in case someone does, fraudsters are getting smarter and using this concern as an opportunity. They make the fake job offers so tempting that people usually get convinced and share their details and then fall into the trap.

How do scammers play with their victim job seekers?

Usually, it starts with a message via email, text, LinkedIn ping, or even a phone call.

The scammer pretends to be representing a popular company and offers perks like the following:

* High salaries

* Remote work

* Fast hiring

* Urgent basis requirement

Candidates (the desperate and tempted jobseekers) get invited to 'interview' online, often through messaging apps instead of secure company platforms.

Once the trust is built, they will ask for personal data, like the following:

* Your Aadhaar

* Bank info

* Passport scans

* Tax documents

Sometimes they might push the jobseeker to pay for training and background checks before they get started with the job.

How layoffs make things worse for innocent jobseekers

* Mass layoffs have made job seekers more anxious and willing to jump at new openings.

* Cybercriminals love that urgency. Experts say folks who just lost their jobs are more likely to respond to strange job offers, especially the ones promising instant hiring or bigger pay cheques.

* Scammers usually pose as recruiters from well-known companies, making it even harder to spot the fakes.

* Remote hiring will help the scammers to find a perfect-fitting job. With less face-to-face contact, it's easier for them to fake the whole process.

* Spot the red flags

Watch out for these warning signs:

* Anyone asking for payments as part of the hiring process.

* Interviews happening only via chat apps.

* Job offers are skipping formal interviews altogether.

* Recruiters are contacting you from Gmail or Yahoo instead of company emails.

* Pressure to hand over private or financial details.

* Insanely high salaries for jobs that barely need qualifications.

How to stay safe during job interviews?

* When you get the call or an email, make sure that you double-check everything before handing over your personal details.

* Go straight to the company's website and look for the list of recruiters (check if the said person's name is there). Prefer to stick to the official communication channels.

* Never pay anyone who claims to get you a job; they are usually a scam

* Avoid downloading files which are being shared by unknown sources or any software which was sent by any unknown recruiters.

* Trust the reliable platforms only, like LinkedIn or other leading job websites, as this will cut your risk of being scammed.

Do not be desperate, as save you from cyber fraud

Remember that with massive layoffs going around and scaring people, companies are still hiring. But the flood of layoffs has made it open season for job fraud.

One must verify every new opportunity and know the signs of a scam. That will be the simple and basic way to protect your money and your personal data while hunting for your next role.

Job scams are only getting more sophisticated, but your best defence is simple: stay aware and sceptical. more

Career development

 9h

U.S. Embassy Youth Council Management Grant Opportunity (Nepal) - fundsforNGOs


The U.S. Embassy Nepal is seeking an implementing partner to manage and deliver the U.S. Embassy Youth Council (USYC), a flagship youth leadership and professional development program that empowers young leaders across Nepal through mentorship, innovation, entrepreneurship, workforce readiness, and community engagement. Grants of up to USD 80,000 are available to eligible organizations to... implement a 12-month program supporting leadership development, youth-led projects, and cross-sector collaboration.

Program Overview

The U.S. Embassy Youth Council (USYC) is a flagship youth leadership initiative established in 2011 to develop the next generation of leaders in Nepal. The program provides young professionals with opportunities to strengthen leadership skills, expand professional networks, participate in mentorship programs, and design solutions to local challenges through community-based projects.

Each year, 55 youth leaders are selected from across Nepal to participate in the program. These participants join a growing network of more than 700 USYC alumni who contribute to social, economic, and community development throughout the country.

The current funding opportunity seeks an experienced implementing partner to manage, coordinate, and deliver the USYC program while ensuring effective administration, participant engagement, financial accountability, and measurable outcomes.

Focus Areas

The program supports initiatives and activities related to:

* Youth leadership development.

* Entrepreneurship and innovation.

* Workforce readiness and employability.

* Community engagement.

* Youth-led social impact projects.

* Professional networking and mentorship.

* Cross-sector collaboration.

* Applied innovation and problem-solving.

* Enterprise development.

* Skills enhancement and capacity building.

* Alumni engagement and leadership pipelines.

* Private sector partnerships.

* Grant management and accountability.

* Continuous learning ecosystems.

* Professional exposure and career development.

Projects should contribute to long-term leadership development and ecosystem strengthening for young professionals in Nepal.

Funding Information

Key funding details include:

* Maximum grant amount: USD 80,000.

* Funding type: Cooperative agreement or grant.

* Program duration: 12 months.

* Expected project start date: December 1, 2026.

* Geographic focus: Nepal.

* Implementing agency: U.S. Embassy Nepal.

Funding will support the full implementation and management of the U.S. Embassy Youth Council program.

Program Objectives

The funding opportunity aims to:

* Strengthen youth leadership and innovation capacity.

* Develop future leaders across Nepal.

* Foster entrepreneurship and workforce readiness.

* Promote collaboration between youth, government, civil society, and the private sector.

* Support practical problem-solving and community impact.

* Create pathways for professional growth and career advancement.

* Build sustainable alumni and peer-learning networks.

* Encourage youth participation in economic and social development.

* Strengthen project management and accountability systems.

* Enhance engagement with U.S. institutions and businesses.

The initiative seeks to equip participants with practical skills, leadership experience, and professional networks that support long-term success.

About the U.S. Embassy Youth Council

The U.S. Embassy Youth Council was established to provide young leaders with opportunities to:

* Build leadership competencies.

* Strengthen civic engagement.

* Address local community challenges.

* Participate in mentorship and professional development.

* Collaborate with peers from diverse backgrounds.

* Gain exposure to international best practices.

* Develop innovative solutions to social and economic issues.

The program has become one of Nepal's leading youth leadership platforms, producing a strong network of alumni contributing to national development.

Participant Development Components

The selected implementing partner will support a variety of learning and engagement activities.

Leadership Development

Participants will engage in:

* Leadership workshops.

* Communication skills training.

* Team-building activities.

* Strategic thinking exercises.

* Public speaking development.

* Community leadership initiatives.

Mentorship and Networking

The program provides access to:

* Professional mentors.

* Industry experts.

* Government representatives.

* Business leaders.

* Development practitioners.

* U.S. Embassy representatives.

These opportunities help participants build valuable professional relationships and career pathways.

Entrepreneurship and Innovation

Activities may include:

* Entrepreneurship training.

* Innovation challenges.

* Startup and enterprise development exposure.

* Business model development.

* Market-based problem-solving.

* Innovation-focused project design.

The program encourages participants to create practical solutions to local challenges.

Workforce Readiness

Participants will strengthen:

* Professional skills.

* Career readiness.

* Workplace communication.

* Leadership competencies.

* Project management abilities.

* Networking and collaboration skills.

These experiences help prepare participants for success in Nepal's evolving labor market.

Impact and Engagement Projects (IEPs)

A central component of the USYC program is the Impact and Engagement Projects (IEPs).

These projects allow participants to:

* Identify community challenges.

* Design innovative solutions.

* Implement local initiatives.

* Measure project outcomes.

* Demonstrate leadership in practice.

* Generate community impact.

IEPs provide hands-on experience in project planning, implementation, monitoring, and evaluation.

Responsibilities Related to IEPs

The implementing organization will be responsible for:

* Managing project fund disbursement.

* Providing financial guidance to participants.

* Monitoring project implementation.

* Maintaining financial accountability.

* Ensuring compliance with grant requirements.

* Supporting reporting and documentation.

* Tracking project outcomes and impact.

Strong financial oversight and transparency are essential components of the program.

Role of the Implementing Partner

The selected organization will manage the overall delivery of the USYC program.

Key responsibilities include:

* Program planning and coordination.

* Participant support and engagement.

* Workshop and training management.

* Mentor and speaker coordination.

* Financial administration.

* Monitoring and evaluation.

* Alumni engagement activities.

* Communication and outreach.

* Grant compliance and reporting.

The implementing partner must demonstrate strong organizational, financial, and program management capabilities.

Collaboration with the U.S. Embassy Nepal

The selected partner will work closely with the U.S. Embassy Nepal throughout implementation.

The Embassy may provide substantial involvement in:

* Participant selection.

* Curriculum review and approval.

* Speaker selection.

* Venue approval.

* Public communications.

* Program oversight and guidance.

This collaborative approach helps ensure alignment with program goals and quality standards.

Private Sector Engagement

Preference will be given to organizations that can:

* Build partnerships with the private sector.

* Facilitate professional development opportunities.

* Connect participants with industry leaders.

* Support workforce readiness initiatives.

* Promote entrepreneurship and innovation.

* Collaborate with the American Chamber of Commerce Nepal.

* Create networking opportunities with U.S. businesses and institutions.

Private sector engagement is viewed as an important component of participant development and long-term impact.

Who is Eligible?

Eligible applicants include:

* Registered non-profit organizations.

* Civil society organizations.

* Non-governmental organizations (NGOs).

* Think tanks.

* Youth development organizations.

* Educational institutions partnering with eligible organizations.

Organizations should demonstrate experience in youth leadership, capacity building, project management, and grant administration.

Additional Eligibility Requirements

Applicants should demonstrate:

* Strong organizational and financial management capacity.

* Experience managing youth-focused programs.

* Ability to administer grants and sub-awards.

* Monitoring and evaluation expertise.

* Experience in leadership development initiatives.

* Capacity to work with diverse stakeholders.

* Strong reporting and accountability systems.

Organizations with experience in entrepreneurship, innovation, workforce development, and youth engagement may be particularly competitive.

Partnership Eligibility

U.S.-based organizations may apply if they:

* Partner with a Nepal-registered organization.

* Demonstrate local implementation capacity.

* Establish effective collaboration mechanisms with local partners.

Partnerships should support sustainable and locally grounded program delivery.

How to Apply

* Review the funding announcement and eligibility requirements.

* Assess organizational capacity to manage a national youth leadership program.

* Develop a detailed implementation strategy.

* Design leadership, mentorship, and entrepreneurship activities.

* Create a framework for managing Impact and Engagement Projects.

* Develop monitoring, evaluation, and reporting systems.

* Outline private sector engagement opportunities.

* Prepare a comprehensive budget within the funding limit.

* Demonstrate organizational experience and past performance.

* Submit a complete proposal according to U.S. Embassy Nepal requirements.

Strong applications will present clear implementation plans, measurable outcomes, and robust financial management systems.

Why This Program Matters

Young people play a critical role in shaping Nepal's future social and economic development. However, many emerging leaders require access to mentorship, professional networks, practical leadership experience, and innovation opportunities to maximize their potential.

The U.S. Embassy Youth Council addresses these needs by providing structured leadership development, hands-on project implementation, entrepreneurship exposure, and professional engagement opportunities. The program helps young leaders develop the skills, confidence, and networks needed to contribute effectively to their communities and the broader economy.

By investing in youth leadership and innovation, the initiative strengthens Nepal's future workforce, civic engagement ecosystem, and entrepreneurial landscape.

Common Mistakes to Avoid

* Proposing weak leadership development components.

* Insufficient financial management systems.

* Limited experience with youth-focused programming.

* Weak monitoring and evaluation frameworks.

* Lack of measurable outcomes and impact indicators.

* Limited private sector engagement strategies.

* Inadequate plans for managing Impact and Engagement Projects.

* Poor sustainability and alumni engagement planning.

* Incomplete partnership arrangements for international applicants.

Frequently Asked Questions (FAQ)

What is the U.S. Embassy Youth Council (USYC)?

USYC is a youth leadership and professional development program that helps young leaders in Nepal strengthen leadership skills, develop innovative solutions, and contribute to community development.

How much funding is available?

Eligible organizations may apply for grants of up to USD 80,000.

Who can apply?

Registered non-profit organizations, NGOs, civil society organizations, think tanks, and eligible partner organizations can apply.

How long is the project period?

The selected project will run for 12 months, beginning around December 1, 2026.

How many youth participate in the program each year?

Approximately 55 youth leaders participate annually.

What are Impact and Engagement Projects (IEPs)?

IEPs are youth-led initiatives that allow participants to design and implement projects addressing community and market challenges while developing leadership and project management skills.

Is private sector collaboration encouraged?

Yes. Preference will be given to applicants that can facilitate collaboration with businesses, industry leaders, and the American Chamber of Commerce Nepal.

Conclusion

The U.S. Embassy Youth Council funding opportunity offers organizations a unique chance to shape the next generation of leaders in Nepal through a nationally recognized youth development platform. With grants of up to USD 80,000, the program supports leadership development, entrepreneurship, innovation, workforce readiness, mentorship, and youth-led community impact initiatives. By strengthening leadership capacity and fostering meaningful cross-sector collaboration, the initiative contributes to long-term social, economic, and civic development across Nepal.

For more information, visit U.S. Embassy in Nepal. more

Career development

 9h

Last Guest of Season 2 - Chip Conley on Disrupting Industries and "that" Marriott & Airbnb meeting


Some guests you book. Some guests you earn. Chip Conley joined me between treatment sessions -- in the middle of his second battle with cancer, now stage 3 -- and delivered the most candid, most powerful hour we've ever recorded on Not Done. Let that sink in: a man fighting for his life, showing up with more energy, more clarity, and more purpose than most people have on their best day. He calls... it "holy urgency."

If you somehow need the résumé: Chip founded Joie de Vivre at 26 with $1.1 million and a broken-down, pay-by-the-hour motel in San Francisco's Tenderloin -- after legendary concert promoter Bill Graham told him, "What this town needs is a good rock and roll hotel." He built it into the second-largest boutique hotel brand in America (52 properties, now part of Hyatt), wrote the bestseller Peak, and tripled the company through the dot-com bust while 70% of his hotels gained market share.

Then his phone rang. A 31-year-old founder named Brian Chesky opened with seven words: "How would you like to democratize hospitality?" What followed is one of the great second acts in business history. Chip became Airbnb's "Modern Elder" -- the personal mentor to Chesky and the founders, and the man tasked with transforming a scrappy tech startup into a true hospitality company. Seven and a half years later, that startup had become the most valuable hospitality company on the planet. A boutique hotel icon, reporting to his own mentee, teaching EQ while learning what he calls DQ -- digital intelligence -- from a company half his age. Nobody else in our industry has lived that story. Nobody.

And in this episode, Chip told a story he has never told publicly before. In 2016, Airbnb and Marriott spent six months quietly negotiating a major partnership -- championed by Arne Sorensen himself. It died in a room full of franchisees and owners who came in with pitchforks. I know, because I was one of roughly thirty people in that room -- and one of the only voices saying "this is inevitable, let's get in front of it." It cost me politically at the time. Nearly a decade later, hearing the other side of that story from the man building the bridge inside Airbnb? You cannot get that anywhere else.

Then the conversation went somewhere most never do. Chip has stared down death twice. In 2008, his heart stopped nine times in ninety minutes -- and the experience rewired how he thinks about identity, legacy, and letting go of the company that was his identity for 24 years. Now, facing cancer again, he's still teaching, still building the Modern Elder Academy (the world's first midlife wisdom school -- 9,000 alumni from 60 countries), and still disrupting -- this time taking aim at higher education and retirement communities simultaneously.

One line has been rattling around my head ever since: "In the era of AI, knowledge has become a commodity -- and wisdom has become the scarcity." For everyone in this industry wondering what stays human as technology eats everything else, that's the whole episode in one sentence.

A few moments you don't want to miss:

* What it's like to mentor your own boss -- the inside story of being Modern Elder to the Airbnb founders

* The never-before-told Marriott-Airbnb deal that almost changed our industry -- from both sides of the table

* Dying nine times in ninety minutes, and the message that changed how he lives

* Rapid fire: his worst career advice ever ("Go work for Morgan Stanley"), the one book every leader should read, and Brian Chesky in three words

This is an hour with one of the most consequential figures hospitality has ever produced -- recorded mid-fight, holding nothing back.

If you only listen to one episode this season, make it this one.

What I'm Not Done With

Forty-two episodes. Two seasons. And every single conversation has ended the same way -- with me asking my guest one question: "What are you not done with?"

I've heard answers that stuck with me for weeks. Chip Conley, fresh off this finale, said he's not done with MEA while battling Stage 3 cancer -- that twenty years from now, midlife wisdom schools will seem obvious. Others have said they're not done proving people wrong, not done building, not done learning. But after two seasons of asking, it occurred to me that I've never once answered my own question. So for the final newsletter of the season, I'm sitting in the guest chair.

I'm not done with this industry. Not even close. I gave eight years to Remington and twenty-plus to hospitality, and I've never been more convinced that we're standing at the most consequential inflection point this business has seen since the internet rewired distribution. Most people see the headwinds. I see the window.

I'm not done building. Here's the truth: leading is wonderful, but building is what gets me out of bed. There's a particular feeling when something exists because you willed it into existence -- this podcast taught me that all over again. Forty-two episodes ago, Not Done was an idea and a microphone. Today it reaches listeners in 67 countries.

I'm not done with legacy. Those of you who know me have heard me say it: you die twice. Once when your heart stops, and again the last time someone says your name. I'm newly 45 -- Chip would tell you that's statistically the low point of the life-satisfaction curve, and the exact age where you start asking what the second half is for. I've done the math on mine. The money was never the point. The point is building something that outlasts me, that changes how this industry works, and that my four kids can point to someday.

Which brings me to the part I can't fully tell you yet.

In 100 days, I'll be making the biggest announcement of my career in September(!) Bigger than any job I've held, any stage I've spoken on, any episode I've published.

So mark it. 100 days. If you're subscribed to this newsletter, you'll be among the first to know.

Have a great summer and we will be Back on the Air with Not Done on September 1, 2026. more

Career development

 14h

our company was acquired and things are changing, I might pass out during training, and more


It's five answers to five questions. Here we go...

1. Our company was acquired -- what are the chances this turns out okay?

The small business I work for has the best culture. It's been a truly incredible experience to work with people for whom I have so much respect and get along with so well. I am so fortunate I was looking for a job when they were hiring.

But as with all other good things,... it couldn't last -- the owners sold their business so they could retire. While we are ecstatic for them for achieving this dream of theirs, the entire staff is absolutely devastated.

The company they sold to is five times larger so not massive but certainly a bigger player in our industry, and they are much more "corporate." For reference, the industry we're in is fun and creative, and I think our office really exemplifies that.

Here's the red flag I can't get past: when asked point-blank if we would still be allowed our work-from-home days (one per week) and semi-flexible schedules (be in before 9, leave eight hours later, 30-minute lunch somewhere in there, no need to make up time you're out for appointments unless you have work that needs to be done), the CEO of the new company assured us he had no problem with our schedules and things would mostly remain the same schedule-wise once they took over.

Having great bosses has apparently made me too trusting of upper management, because I believed him. And once the ink on the contract had dried, guess what happened? We now have to work fully in-office 8-5 with a mandatory one-hour lunch five days a week and adhere to a strict dress code. Not to mention, the compensation package is marginally worse.

On one hand, I genuinely want -- or at least, wanted -- to give the new company a chance. Though I am generally pretty cynical, I do always try to see the best in people and I want to assume they're acting with the best intent. Everyone in our industry we've talked to who knows them say they're great people and feel like our cultures will mesh really well and I want to believe that's true.

On the other hand, I can't get past the lie. I don't like that they lied to our faces. I don't understand why they couldn't have just been up-front with us from the beginning so we could make an informed decision whether or not to stay, especially since the job market is so bad.

What are the chances this actually turns out okay, and the new company isn't going to crush everything good about the office I work in? Should I lean into my natural optimism and give them a chance or is starting off with a lie really the red -- or at least deep pink -- flag it feels like? Or am I just out of touch and this is normal experience and I just need to suck it up?

There are two possibilities: they deliberately lied because they didn't want to lose anyone during the transition to keep things stable while they took over, or they meant it when they said it but something changed their minds afterward. If no one explained the reason for the change and/or if it happened the instant they were officially in charge, it's probably the former.

It is very common for there to be significant changes, often for the worse, when a company is acquired. It's also pretty common for the new company to make a lot of promises that don't actually come to fruition. Absent any other info, I'd assume that's going to be the case here.

On the other hand, if people in your industry with firsthand knowledge of the new company (and whose judgment you trust) are telling you that they're great and their culture is great ... maybe. Any chance you can talk to someone whose works somewhere that was also acquired by them? They'd have the best insight. Meanwhile, though, I'd take a "wait and see" stance while still starting a job search so that you're not starting from scratch if things do continue to go downhill.

2. Should I let new jobs know I might pass out during training?

I got caught in the nonprofit funding cuts of the current administration and, as as a result, am in my third role in five years. While this situation is far from ideal, it has given me a chance to notice a weird pattern that I'm not sure if I should alert potential employers to once I'm job hunting again.

I specialize in accounting admin and sometimes HR which often requires hours long trainings with finicky systems -- the kind of thing where it's a 30-step process to generate one invoice and if even one step is done in the wrong order, the system falls apart. I'm really good at picking up on new systems and like this kind of detail-oriented work. The problem is that at some point during the hours of training, I pass out. Not like, "Oh I need a nap." No, more like, I am mid-conversation with my trainer and everything starts going black. Doesn't matter if the training is virtual or in-person, I just start to slump and hear the sweet call of the abyss. What gets weirder is that it will happen once during training, and then never again.

I've tried various remedies: cold water, caffeine, food, and on one desperate occasion pinching. It happens, I fight to remain conscious, and then at some point it stops and I just carry on like nothing happens. It's really embarrassing and I don't want to draw attention to it or worse, give the impression that I'm not an attentive employee. But I'm not sure how to address this in the workplace, especially since it only happens once in each job.

My current job isn't my ideal role, so I expect to be job hunting again in the next year or two. Should I tell future employers that I might pass out before it happens so they have a heads-up? Or should I just wait to see if it happens at all and address it then?

First and foremost, have you talked to your doctor about this? It's weird that it only happens once per job, but it's concerning that it's happening regardless. It would be different if it were a warm room and someone were droning on and on and sleepiness overcame you -- but you said it's happening while you're mid-conversation and everything just goes black, so please talk to your doctor!

That will also help with what to say to future employers. It's likely to come across very oddly to say, "I'm going to pass out once but only once during this training and I can't explain why" but it'll land a lot better if you can say, "I have a medical condition that very rarely will make me pass out abruptly in situations like this. My doctor knows about it and just in case it happens, it's nothing to be alarmed by."

This isn't something you'd need to say during the interview process or even to your manager; it's just something you'd say at the start of training to whoever is training you.

3. What name to apply with?

I have a 17-year-old daughter who is hoping to get a job in the next couple of months, but we're unsure which name she should apply under. She is a transgender woman. So, she was born "John," but is now "Jane." She goes by Jane everywhere (family, school, public, etc.) except for on her legal documents. She is still John on her ID and for medical issues (we have military insurance).

We live in a blue area of a blue state. We've never overly worried about her safety in our local area, but we (her parents) don't feel safe in this current political environment with trying to legally change her name at the moment. We don't want the government to know she's transgender at the moment.

What name should she use to apply for this job she really wants? She said if she has to work as John, she doesn't want the job. So, should she apply as Jane and then disclose her legal name at the time of filling out employment paperwork? Or should she apply as John and then disclose her preferred name after hire? My husband and I have gone round and round about this and we aren't sure of what the best answer is. What would you suggest?

She should apply as Jane -- just like how if her legal name were Cordelia but she went by Lulu, it would be fine to apply as Lulu and then explain when doing hiring paperwork that her legal name is Cordelia.

When she gets hired, she should say, "For any hiring-related paperwork, I want to let you know my legal name is John Warbleworth, but I go by Jane."

4. How do I network with an exec at another org who I admire?

I work at a mid-sized nonprofit organization as part of the leadership team. While the work itself is very mission-driven, I've found that the broader leadership culture can feel disconnected from the financial and social realities many people are navigating today. Because we're based in an affluent suburb, it can be difficult for people to see outside of their own experiences.

As a result, I've been paying closer attention to other local organizations whose approaches feel more community-centered. At one of those organizations that I collaborate with regularly, there's a member of the C-suite whom I admire tremendously. I'd love to put a bug in her ear that I'd be open to opportunities there should any ever arise, but I'm not sure how to approach that tactfully.

Part of me genuinely wants to learn from her -- how she built her career and developed the skills she has -- and part of it is networking. What do I actually ask for when requesting a meeting? And how do I naturally broach the topic of future opportunities without making it awkward?

You collaborate with her organization regularly, so you have an easy in to tell her that you admire her work (and why) and say you'd love to buy her coffee and hear more about the work she does. Then, over coffee, tell her more about what you admire about her career and ask the questions that are on your mind about how she built it. Toward the end of that conversation, it would be very natural to say, "If there's ever an opening at Org to do XYZ, I'd be very interested." That's a very normal way to go about it; it won't seem awkward!

5. Should I send a thank-you after a 15-minute phone screening?

For the first time in a while, I had a 15-minute phone screen instead of the more common 30- to 45-minute full-fledged interview (video or phone).

I know that if it's explicitly 15 minutes, then it's definitely more of a screening than a full interview. Do you recommend following up by email with a thank-you note? Or, because it's just a 15-minute phone screen, does a thank-you note email come off as too desperate/perfunctory/overkill?

Nope, you should still send the follow-up note. It doesn't come across as desperate. Some hiring managers/recruiters won't care at all but others do take it as a plus -- and since it's so easy to do and helps in some cases and doesn't hurt regardless, it makes sense to do it. more

Eliot Feldman
Career development 2d
How do you proactively manage your career development to ensure you are consistently moving toward your goals?

  • jimmy boutsikakis

    17h

    Evaluation. Take the time to understand where you are and where you want to be. Envision the path that gets you there - including all the steps you’ll... need to take. Try to be content with where you are now, don’t let the idea that “I’m not where I want to be” become an obstacle in itself - instead try to use that feeling, or thought, as inspiration to motivate you. Bless you. more

  • Martin Alonya

    1d

    1. Be the best in your current position. 2. Read and research on themes in line with your career. 3. Gather resources and enroll for higher level in... line with your career. 4. Seek God and this is done in every step. I know there views outside there that disagree with the existence of a creator God but land a lone as created thing can prove to us that He exist. We have failed to add land and it's minerals and we have resumed killing one of our kind for resources!! more

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Career development

 19h

How the Future Leaders Scholarship made Suzie Quinsey a more confident publican - Club Management


Suzie Quinsey (second from left), assistant venue manager of the Morphett Arms Hotel, was awarded the 2025 Australian Hotelier Future Leaders Scholarship. She is pictured with (l-r) Ian Giles, Qld State Manager, CUB; Vanessa Cavasinni, managing editor, Australian Hotelier; and James Richards, national general manager, Allara Learning.

In 2026 for the third year in a row, Australian Hotelier will... be running its Future Leaders Scholarship program.

The scholarship aims to support the career development of professionals working in pubs at the AVM level, in specialised positions, or in junior group roles.

This year's finalists are invited to attend the annual Pub Leaders' Summit in Syndey where the winner will be announced on 13 July.

Last year's winner Suzie Quinsey assistant venue manager of Palmer Hospitality's Morphett Arms Hotel in Adelaide said the award has influenced her personal and professional life.

"Winning the scholarship has had a significant impact on my confidence," she said.

"It gave me access to training, mentoring, and leadership opportunities. The scholarship helped me step outside of my comfort zone and think more strategically about hospitality. I've become more confident in decision-making, communication, and leading by example in day-to-day operations. The experience has also encouraged me to think more long term about my career and the type of leader I want to be."

Over the past 12 months Quinsey received access to Allara Learning and Allara Global leadership courses, personalised mentorship with an Allara facilitator. She says one of the most valuable lessons she has learned through mentoring was the importance of people-focused leadership.

"Strong hospitality businesses are built on communication, trust, and creating positive experiences for both guests and staff. The mentoring from Rosie at Allara Learning reinforced that leadership is not just about managing operations, it's also about supporting and developing the people around you.

"That mindset has changed the way I approach teamwork and leadership within the venue," she added.

Abby McDonough, manager of the Morphett Arms Hotel praised the scholarship for accelerating Quinsey's growth personally and professionally.

"While Suzie already possessed strong leadership qualities, the scholarship has given her the opportunity to refine those skills. I've noticed her confidence increase when leading conversations, training staff and driving initiatives within the venue. This has been a direct result of the mentorship she has received from the team at Allara Learning.

"Winning the scholarship has reinforced her passion for the industry and provided her with the tools and knowledge that will continue to benefit her, and those she works with, throughout her career," she said.

The scholarship also included a bespoke leadership masterclass series for Quinsey and up to 15 emerging leaders in her venue or group.

"The leadership masterclasses created stronger collaboration and communication within the team. Being able to learn alongside other young leaders allowed us to share ideas, challenges, and different approaches to hospitality leadership. It helped build confidence across the team and created more open conversations around growth, accountability, and workplace culture.

"I think it also reinforced that everyone has an important role in contributing to the success of their venue," Quinsey added.

Since completing the masterclasses, Quinsey and McDonough agreed that the team have noticeably improved their communication skills, teamwork and created a more positive workplace culture overall.

"The leadership masterclasses have had a really positive impact across the Palmer Hospitality Group. The sessions encouraged everyone to think differently, communicate more effectively, and reflect on their own leadership styles, regardless of their role or level within the business. They also helped create stronger connections across different venues and encouraged open conversations around challenges, development and opportunities for both professional and personal growth."

For McDonough, one of the most exciting outcomes of the masterclasses was seeing younger team members become genuinely more open-minded about the career opportunities available within hospitality.

"It's the idea that hospitality can be a genuine long term and rewarding career path, not simply a steppingstone job. Seeing the opportunities that exist through leadership development, and industry investment has shown many of our staff that hospitality can offer significant growth, progression and long-term career success for those willing to work hard and embrace the industry."

Creating the industry's next leaders

Over the next 12 months, Quinsey says she hopes to continue to build on the leadership skills she has developed so far and take on more responsibility within the venue.

"I'd like to focus on improving operational knowledge and continuing to contribute to a positive workplace culture. I'm also excited to support the ongoing growth and development of The Morphett Arms by helping deliver consistent service standards and strong team performance. Professionally, I want to continue learning and exploring opportunities that will help me grow further within the hospitality industry."

Similarly, McDonough said the Palmer Hospitality team is focused on creating growth and development pathways for the next generation of leaders within the group.

"We want to continue identifying emerging leaders and giving them opportunities to develop through mentoring programs, increased responsibilities and ongoing learning opportunities.

"At both venue and group level, we see leadership development as a continual process rather than a one-off initiative. Building confident, capable leaders strengthens not only our venues but also the future of the hospitality industry as whole," she stated.

For any young leaders thinking of applying for the 2026 Future Leaders Scholarship, Quinsey emphasised that it is an opportunity that can't be missed.

"I absolutely encourage anyone considering the scholarship to apply. It's an incredible opportunity to learn, grow, and gain exposure to leadership and development opportunities that can genuinely shape your career.

Her final piece of advice: "Stay open-minded, take every opportunity seriously, and make the most of the people and experiences around you."

Apply now!

Applications for the 2026 Future Leaders Scholarship are now open, and will close at 11:59pm on Thursday 18 June 2026. The process involves a form to fill out, a short video submission, plus a reference from a senior manager.

There's a prize pool valued at $24,000 to be shared by the winner and nine finalists, courtesy of Allara Learning, Allara Global and Asahi Beverages.

The Scholarship application form, and more information on the process, can be found here. For any further enquiries, contact Vanessa Cavasinni at vcavasinni@intermedia.com.au.

This article first appeared on Club Management's sister publication, Australian Hotelier. more

Career development

 22h

Here's how to ace that AI interview


AI interviewing levels the playing field in a way that genuinely helps candidates who are well-prepared

Something new is happening in the hiring world, and if you're looking for a job right now, you need to know about it.

More and more companies are using AI agents to conduct first-round job interviews. Not a person. Not even a video call with a recruiter on the other end.

I refer to it as an... avatar: An artificial intelligence voice or chat agent that asks you questions, listens to your answers, and hands the transcript over to a human decision-maker.

I know what you're thinking. That sounds cold and impersonal. Maybe even unfair.

But here's the surprise: Recent data says it may actually work in your favor.

Researchers at the University of Chicago studied more than 70,000 real job applicants who were interviewed by either AI agents or human recruiters.

The candidates interviewed by AI were 12% more likely to receive a job offer. And when applicants were asked whether they preferred being interviewed by a real person or an AI interviewer, 78% picked the avatar.

Why? Because AI interviews are more consistent, better structured, and gave every candidate a fuller chance to show their qualifications. No interview fatigue, and no unconscious bias based on the first impression.

Just a thorough, systematic conversation.

So how do you prepare? Here's a practical playbook.

The full range of topics

Prepare broadly, not just deeply. The AI agent won't run out of questions. It will work through the full range of topics it was programmed to cover -- and then some.

Research shows AI-led interviews covered 45% of a company's possible interview topics, compared to 38% for the average human recruiter. That means your two or three prepared stories won't be enough.

Instead, connect every bullet point on that job description to a concrete example from your experience and be prepared to talk about it.

Give full answers, and don't be stingy with detail. The candidates who got job offers gave richer, more developed answers -- with real context and real outcomes.

You don't need to use fancy words. You need to say enough for the person reviewing your transcript to understand how you work and what you've accomplished.

Walk through the situation, what you did, and what happened. A one-liner won't cut it.

Treat it like a real conversation. The AI will ask follow-up questions, and that's a good thing. It means the system wants more from you, so give it more. Respond to the specific angle it raised and add relevant detail.

The number of back-and-forth turns in an interview was one of the strongest predictors of getting an offer. Don't rush through it. Let the conversation build.

Also, remember that the avatar is reading your body language, eye contact, any kind of sighing or moaning. Sit up straight, be involved in the conversation and participate.

The substance of what you said

With a human interviewer, saying "mm-hm" and "right" and "OK" are acceptable and can help build rapport, but with AI, it's just noise.

Take a breath, collect your thoughts, then speak. A pause is far better than verbal clutter.

Yes, ask questions -- but wait until the end. Candidates who asked questions early, while the AI was still gathering information, were less likely to get offers.

When AI signals the interview is wrapping up, that's your moment. Ask a question that shows you've thought carefully about the role.

Here's the bigger picture: AI interviewing levels the playing field in a way that genuinely helps candidates who are well-prepared.

You won't get penalized because a recruiter had a bad morning, or because someone before you was so impressive they set an impossible bar. The AI asks similar questions to everyone and evaluates what you actually said.

That shifts advantage to you -- if you've done your homework.

Treat this new format as an opportunity, not a hurdle. Prepare broadly. Answer fully. Engage genuinely. And don't let the technology intimidate you.

At the end of the day, an AI interview is still just an interview. The job is still yours to win.

Make that avatar your friend and supporter.

Blair is co-founder of Manpower West Staffing and can be reached at pblair@manpowerwest.com. more

Career development

 1d

Doomjobbing" Trend Sees Candidates Applying To Jobs First And Reading The Description Later


Job seekers are increasingly treating the hiring process like a numbers game, firing off applications as quickly as possible in hopes that one will stick.

New research from Monster calls the trend "doomjobbing" -- a fast-paced approach to job hunting where candidates apply to multiple roles with little time spent reviewing job descriptions or assessing fit.

Applications Are Becoming Faster

42%... of job seekers apply to four or more positions during a single search session, while some submit more than a dozen applications at a time.

The research also suggests many candidates spend little time evaluating roles before applying. Nearly one-third of respondents said they review job postings for one minute or less, and 48% acknowledged applying without reading the full job description.

Long Searches Fuel the Trend

Extended job hunts appear to be contributing to the behavior.

While 36% of respondents reported finding a role within a month, one-quarter said they had been searching for six months or longer. Among those facing prolonged searches, application volume often increases as candidates broaden their efforts to secure interviews.

Nearly half of job seekers said they try to balance application quantity with job fit, while 21% prioritize submitting as many applications as possible.

Challenges for Employers

The rise in mass applications is creating challenges for hiring teams as well. A larger volume of submissions can make it more difficult for recruiters to identify qualified candidates, potentially slowing hiring decisions and increasing administrative workloads.

The result is a hiring environment where job seekers feel overlooked while employers face growing numbers of less targeted applications.

A Sign of a Strained Hiring Market

The findings point to a job market where many candidates feel pressure to maximize application volume rather than focus on a smaller number of well-matched opportunities. As application numbers rise, both job seekers and employers may face a longer and less efficient hiring process. more

Career development

 1d

ACCESS70 Launches Workplace Readiness Boot Camp for South Africa's Young Professionals


New initiative aims to tackle graduate unemployment by equipping young South Africans with practical workplace skills, professional networks and direct employer connections

For thousands of South African graduates, receiving a degree should mark the beginning of a promising career journey. Yet for many, it instead signals the start of a frustrating search for employment in an increasingly... competitive job market.

While obtaining a qualification remains a significant achievement, a growing number of graduates are finding that academic success alone is not always enough to secure meaningful work opportunities.

In response to this challenge, a new initiative is stepping forward with a practical solution.

The inaugural ACCESS70 Workplace Launchpad Boot Camp will take place in Johannesburg from 19 to 26 June 2026, offering tertiary graduates a unique opportunity to prepare for the realities of the modern workplace at absolutely no cost.

Designed to bridge the gap between education and employment, the programme aims to equip young South Africans with the skills, confidence, networks and industry exposure needed to improve their chances of securing sustainable employment.

A Vision Born from South Africa's Employment Challenge

ACCESS70 was established under the leadership of Israel Noko, Founder and CEO of NPI Governance Solutions, a specialist B-BBEE and compliance advisory firm.

For Noko, the initiative is more than a training programme -- it is a long-term response to one of South Africa's most pressing socioeconomic challenges.

"This has been a long-term vision of mine," explains Noko.

"The number of graduates leaving university and remaining unemployed is increasing. It's currently at over 12%, which amounts to more than 24,000 young people who leave university with a degree each year but cannot find work."

He believes the challenge often lies not in the absence of opportunities but in access to them.

"Often the issue is not that positions are not available, but that graduates do not have access to the opportunities. In the gig economy, ACCESS70 is designed to bridge the gap between higher education and employment."

Importantly, the programme has been designed to be fully accessible.

By offering the boot camp free of charge, ACCESS70 removes financial barriers that may prevent talented graduates from participating in career development opportunities.

Preparing Graduates for the Realities of Work

Unlike traditional job-readiness programmes that focus solely on CV writing or interview preparation, ACCESS70 has been carefully developed in collaboration with graduates, industry leaders and corporate partners to provide a more comprehensive workplace readiness experience.

The week-long programme focuses on what success in the workplace actually looks like and how graduates can position themselves for long-term career growth.

Participants will engage in workplace simulations, practical exercises, mentorship opportunities, networking sessions and direct engagement with employers.

The curriculum covers critical professional skills including:

* Professional communication

* Teamwork and collaboration

* Problem-solving and critical thinking

* Personal branding

* Interview preparation

* Workplace etiquette

* Career development strategies

Graduates will also gain exposure to industry leaders and potential employers, creating opportunities to build valuable professional relationships and expand their networks.

Focusing on Critical Skills Shortage Sectors

ACCESS70 has intentionally aligned its programme with industries where South Africa faces ongoing skills shortages.

These include:

* Digital and Information Technology

* Financial Services

* Marketing and Sales

* Supply Chain and Logistics

* Engineering

By targeting sectors where demand for skilled professionals remains high, the programme seeks to improve employment outcomes while simultaneously contributing to broader economic development.

Building Confidence Alongside Competence

Beyond technical and professional skills, ACCESS70 places significant emphasis on personal development.

Noko believes confidence and attitude are often overlooked components of employability.

Prolonged unemployment can erode self-belief, making it increasingly difficult for young people to present themselves positively during recruitment processes.

"Losing hope can be a consequence of prolonged unemployment, but attitude remains one of the most important factors in determining how far you will go," says Noko.

"Employers look beyond academic achievements for graduates who are adaptable, resilient, eager to learn and committed to contributing positively in the workplace, making this aspect a vital part of the training."

The programme therefore seeks to nurture not only workplace competence but also the mindset required to navigate a dynamic and evolving employment landscape.

Support Beyond the Classroom

One of the distinguishing features of ACCESS70 is its commitment to supporting participants beyond the boot camp itself.

Rather than ending after seven days of training, the programme includes ongoing employer matching, placement support and career monitoring.

"ACCESS70 doesn't end with the boot camp," explains Noko.

"The programme includes employer matching and placement support after training as well as ongoing career monitoring that's aimed at sustained employment rather than just job placement. We're in this to make a difference - to the unemployment crisis and to young lives."

This long-term approach reflects a growing recognition that sustainable employment outcomes require continued support beyond initial training interventions.

Searching for South Africa's Future Leaders

ACCESS70 is seeking graduates who are prepared to fully commit to the programme and embrace opportunities for growth.

Selection criteria have been carefully developed to identify participants who demonstrate ambition, creativity, discipline and a genuine desire to build successful careers.

"We're looking for graduates who are ready to give the programme 110%, for creatives who can turn ideas into useful solutions, for future leaders who are serious and willing to be stretched and for those with discipline and an appetite for opportunity," says Noko.

Applications are open to graduates between the ages of 18 and 35 who are eager to develop their professional potential and take the next step toward meaningful employment.

Investing in South Africa's Future Workforce

As graduate unemployment continues to impact thousands of young South Africans each year, initiatives such as ACCESS70 represent a practical and hopeful response to a complex challenge.

By connecting education with industry, building workplace confidence and creating direct pathways to employment, the programme aims to transform qualifications into opportunities and potential into sustainable careers.

For many graduates, the journey to employment can feel uncertain. ACCESS70 is working to ensure that the transition from classroom to career becomes a pathway filled with possibility rather than frustration.

Applications for the first ACCESS70 Workplace Launchpad Boot Camp are now open through the official ACCESS70 website. more

Career development

 1d

Job platforms monetize digital identities as privacy awareness lags: study


Research suggests many US job seekers do not realize employment platforms sell and reuse personal data

Digital platforms have co-opted the onerous task of job hunting, but according to new research many job seekers don't realise their personal data is being sold.

In the age of online friendships, algorithmic entertainment and digital dating, there's much we willingly provide to online platforms... in exchange for a service. A wealth of personal details are volunteered but it is becoming ever more apparent how commoditized our digital identities have become.

Popular job platforms such as Indeed and LinkedIn sell user data, but a significant proportion (37 percent) of Incogni's respondents believe job-search platforms only share user data with potential employers.

"It's hard to focus on data privacy when you are worried about putting food on the table, but our research suggests that there are real risks associated with these sites," says Darius Belejevas, head of Incogni.

"Only seven percent of our survey respondents expressed concern about sharing their personal information with job search platforms; that is a shocking indictment of the lack of education about privacy risk in the U.S."

Incogni's research was structured around the question of whether these job-search platforms are taking advantage of job seekers for their personal data. Incogni's researchers surveyed a thousand Americans who used such platforms in the past five years and investigated the most popular digital job platforms to find out.

Incogni reports that nearly 40 percent of job seekers said they never delete the profiles they create on job-search platforms, while more than 34 percent of those surveyed said they uploaded their details to more than two platforms. A quarter of respondents believe that these details are not sensitive information even as resumes can contain names, addresses, phone numbers, veteran status and more.

Incogni went through the privacy policies of platforms including Indeed, Glassdoor, Monster, LinkedIn, ZipRecruiter, among others, as well as their data security histories. Incogni says that according to the CCPA definition of a data sale, eight out of the nine investigated job-search and networking platforms sell user data.

As job seekers increasingly rely on these digital platforms, it means ever more personal information is being used to train AI models, collected and shared. For example, LinkedIn is using its users' profile information, job updates, comments and posts to train generative AI models. Users must opt out via their privacy settings, rather than this being the default, to stop this use of their data.

Incogni's full report on job seekers' personal data and job-search platforms can be found here.

Article Topics

data brokers | data protection | digital identity | identity security | Incognia more