Career development

1w

8 Common interview mistakes and how to avoid them

What shouldn't you do at a job interview? WRS take a look at some of the most common job interview mistakes and offer advice on how to avoid them!

Start your preparation a few days before your interview. Research the company by looking at their website, social channels and press releases. Get familiar with your CV and prepare for possible interview questions.

Avoiding last minute prep will help... you remain as relaxed as possible the night before, allowing you to get a good night's sleep so that you are fresh and energised for your interview, and ready to make a great impression on your interviewer.

Plan ahead, research the location of the interview and plan your route. Try to arrive no more than 10 minutes early, it suggests good time management skills, and respect for the company, the position, and even your interviewer. Turning up late to an interview gives the impression that you are not enthusiastic about the position even if you are.

Make sure you've eaten and are well hydrated before the interview, a trip to the toilet just before you get there will mean that you are comfortable and able to give complete focus to your interviewer.

Unless the interviewer broaches the subject, you shouldn't discuss salary on your first stage interview. The same applies to benefits such as holidays, flexible working and company perks. Save these topics for subsequent interviews.

According to a recent survey by CV library a staggering 84.9% of interviewers describe overconfidence and arrogance as a job interview turn-off. It's important to be confident and to give the recruiter proof of your achievements and abilities, rather than walking into the interview like you've already got the job.

One of the best ways of doing this is to give your interviewer figures, stats and facts from your previous work experience, showing them unequivocal evidence that you get results and why you're a strong applicant for the role.

Often the interviewer will ask you why you are thinking about leaving your current role. If you say you hated your line manager or the company it may make the interviewer doubt your motivation for the position and your attitude. Avoid being critical, try saying that you want a new challenge or that you wish to be part of a bigger or smaller company, these are perfectly understandable and suitable reasons.

Avoid being tempted to use your phone at the interview, leave it in your car. Or put your phone on silent and put it away in your bag. Texting, or taking a call during your interview is not only rude and disruptive, but it sends a clear message to the hiring manager that the interview is not your top priority.

Don't be tempted to look at your phone when you're waiting to go into your interview. Instead, pickup some company literature and read through it whilst you wait or look at any marketing material/corporate messages on the wall. This makes a far better first impression.

If you feel like your attention is slipping, try to make every effort to stay engaged. If you're feeling tired try to take in deep breaths and sip some water to re-hydrate. Remember to keep eye contact and make an active effort to listen.

Not listening could lead to you misunderstanding the question and giving a poor answer. Don't let yourself zone out during an interview. Your potential employer will question your ability to remain focused during a day on the job.

Keep your answers concise, no matter how welcoming or friendly the interviewer seems. An interview is a professional situation so don't get side-tracked and start talking about your personal life too much.

At the end of the interview the hiring manager will always ask if you have any questions. Surprisingly, the most common answer to this question is no. This is a missed opportunity to find out more about the company and to highlight your interest in the position and reinforces your suitability as a candidate. Ask questions related to the job, the company and the industry. Don't ask questions that you should have covered in your research! more

12

Geoffrey Gasana
2h
Good one indeed
LOKUT PAUL
1w
its really too real but i suggest if the complete interview questions can be shared

Career development

1d

Are cover letters still relevant or are they Victorian-era essay? Employees debate whether HR actually reads them

A Reddit post sparked debate on cover letter relevance, with one user claiming ditching them improved callback rates by focusing on resume alignment. While some recruiters reportedly ignore them, others insist on their importance, highlighting industry variations and the overall confusion in modern job hunting.

A blunt Reddit post has reignited one of the most exhausting debates in modern job... hunting: are cover letters still worth the effort, or are they just outdated rituals nobody truly reads anymore? The discussion, sparked by a user who says ditching cover letters actually improved their callback rate, quickly turned into a crowded comment section filled with contradictions, frustration, and lived hiring experiences.

The original post came from Reddit user. According to them, job seekers are "wasting HOURS" writing elaborate cover letters that recruiters barely glance at, if at all. They argued that once they stopped obsessing over perfectly crafted letters and instead focused on aligning their resumes with job descriptions, interview invites started coming in.

In their post,the user described spending entire afternoons polishing cover letters to sound like the ideal "cultural fit," only to see no results. The turning point, they said, was treating the job search like a data-matching exercise rather than a creative writing project.

From their perspective, recruiters are overwhelmed with hundreds of applications and are more interested in whether candidates can do the job, not whether they can write what they called a "Victorian era essay" about passion and purpose. Their workaround? If a portal requires a cover letter, they upload a short note expressing interest in the role and direct recruiters back to the resume. "It is not about being lazy," they wrote.

The comments that followed showed just how divided job seekers are. Another user pointed out that every cover letter discussion splits the same way: some hiring managers swear they haven't read one in years, while others insist they won't consider a candidate without one. With no clear consensus, many applicants feel forced to play it safe.

That confusion resonated with the another user, who summed up the broader job-search chaos. They listed conflicting advice applicants hear daily, from messaging hiring managers versus never contacting them, to tailoring applications for hours versus mass-applying as fast as possible. "What are we actually supposed to do?" they asked. "It's a hellscape out here."

Not everyone agreed with the original post. Several users pushed back hard. Someone said they were explicitly told they landed an interview because of their cover letter. While others as well echoed that sentiment, saying interviewers often referenced details from their letters.

Others stressed industry differences. One Reddit user, who hires in nonprofit policy work, said cover letters are just as important as resumes for evaluating communication skills and mission alignment.

Meanwhile, some commenters landed in the middle. One usummed it up neatly: "Nobody reads them, but they all check if you made an effort to include.

The thread never reached a clear verdict. Some users argued applicant tracking systems still scan cover letters and can flag inconsistencies. Others admitted they use AI tools to generate them quickly, seeing the letter more as a checkbox than a storytelling opportunity.

What's clear is that the job market feels inconsistent and opaque. Whether cover letters are ignored, skimmed, or carefully read seems to depend heavily on the role, the industry.

Do recruiters actually read cover letters anymore?

Some do, some don't. The Reddit thread shows practices vary widely by industry and hiring manager.

Is skipping a cover letter risky?

It can be. While some candidates see no downside, others report landing interviews specifically because of theirs. more

2

Patrick Igbana
4h
A cover Latter is a snap shot of the candidate's ability to hold the advertised position.
Sometime in 2022, I invited candidates for interview to... fill a position. One of the interview question was for each candidate to write an Application Letter requesting to be considered for the position. Funnily, more than 70℅ of the candidates could not. And that made my interview easier.
Cover Letters are still relevant. more
Maryann MacIntosh
1d
If you cannot take the time to express yourself as it relates to your interest in the position and how it can benefit the company, I question your... ability to be the right person for the job. Cover letters are an introduction of your character. more

Anonymous member

Career development

17h

Hi everyone. It looks like our company is planning layoffs, and now they’re secretly testing all the employees. For example, the boss “accidentally” drops a pen and waits to see if someone picks it up. Or he says he’d like some tea and watches who goes to make it for him. There are other situations like this too.
My question is: do they really want to keep only the people who try to please the... boss? Are they ready to let good professionals go just because they don’t flatter him? What would you do in my situation?

more

1

Chileka Yambisa
2h
The company seems they not to want to maintain professionals if you have to pick pens and make tea. It is also dependant on what your role is... currently . more
Emmanuel Asiedu
3h
If it is your job to be his PA, then help him, else you are not paid for giving him coffee. Make yourself valuable to the company by giving them... results which directly or indirectly generates money / convenience for the company more

Career development

8h

Ghana to soon unveil a new era in labour market intelligence with the Ghana Labour Market Information System - Ghanaian Times

GHANA has taken a bold and forward-looking step towards transforming the way labour market data is collected, managed and utilised with the emergence of the Ghana Labour Market Information System (GLMIS).

Dotted strategically across all 16 regions of the country, the GLMIS marks a significant milestone in the government's quest to modernise employment services, strengthen job matching, and... promote inclusive and evidence-based labour market governance.

The GLMIS is a flagship project of the government of Ghana, implemented with funding support from the World Bank, and coordinated under the Ministry of Labour, Jobs and Employment.

It is designed to respond to the changing dynamics of the labour market by providing a centralised, digital and real-time platform for labour market data, replacing systems that have served the country for decades but are gradually out living its usefulness in a rapidly evolving economy.

It is for this reason that the Minister of Labour, Jobs and Employment, Hon. Dr Rashid Pelpuo, is expected to officially launch the Ghana Labour Market Information System (GLMIS) by the middle of this year to fully operationalise the system.

From manual registers

to a digital future

For many years, data on job seekers and vacancies in Ghana has been collected through a largely manual system operated at the Public Employment Centres (PECs). Job seekers were required to physically visit offices, fill paper forms, and have their details entered into registers. Employers, on the other hand, relied on informal networks or physical submissions to advertise vacancies. While this system played a foundational role in public employment services, it has been characterised by delays, data gaps, limited coverage, and difficulties in analysis and retrieval.

The GLMIS represents a decisive shift from this manual, paper-based approach to a fully electronic data gathering and management system. Once fully operational, the GLMIS will replace the decades-old manual registration system, ushering Ghana into a new era of efficiency, accuracy and responsiveness in labour market administration.

Through the GLMIS, labour market data will be captured digitally at source, stored securely, and analysed to support policy formulation, workforce planning and employment interventions at both national and sub-national levels.

Benefits for job seekers:

Empowerment through

access and support

At the heart of the GLMIS is the Ghanaian job seeker. The system is designed to do more than simply register's names; it seeks to empower individuals with tools, guidance and opportunities.

Job seekers, who visit GLMIS centres across the regions, are supported by trained officers of the Labour Department, who have undergone specialised training to manage the facilities and provide professional employment services.

These services include:

* Electronic registration and profiling of job seekers, capturing skills, qualifications, experience and career interests.

* Career guidance and counselling sessions, particularly for young people navigating the transition from school to work.

* Curriculum Vitae (CV) and résumé development support, especially for first-time job seekers and young persons who may not yet have prepared professional résumés.

* Secure population of all job seeker data onto the GLMIS platform, ensuring confidentiality and ease of retrieval.

By digitising these processes, job seekers are no longer constrained by bulky files or repeated registrations. Their profiles can be updated, matched to opportunities, and analysed to identify skills gaps and training needs.

A powerful tool for

employers

Employers equally stand to benefit immensely from the GLMIS. For the first time, employers across the country will have access to a national, structured and reliable platform through which they can:

* Post job vacancies electronically, specifying required qualifications, skills, experience and competencies.

* Indicate the caliber and number of staff needed to perform specific responsibilities.

* Access a pool of verified and profiled job seekers, improving the efficiency and quality of recruitment.

* Reduce recruitment costs and time by leveraging data-driven job matching.

This direct interface between employers and job seekers enhances transparency, promotes fairness, and strengthens confidence in the labour market.

State-of-the-art

infrastructure

nationwide

The GLMIS project is not limited to software and data systems. As part of the Government of Ghana and World Bank collaboration, the initiative has delivered state-of-the-art physical infrastructure across the country.

These include:

* Purpose-built and refurbished modern office facilities in all regions.

* Provision of vehicles, including pick-ups and motorbikes, to support outreach, monitoring and service delivery, particularly in hard-to-reach communities.

* Supply of modern office equipment and ICT tools to ensure efficient operations.

Importantly, all GLMIS facilities are disability-friendly by design, reflecting government's commitment to inclusion and equal opportunity.

Inclusive by design:

Leaving no one behind

A defining feature of the GLMIS is its strong emphasis on accessibility and inclusiveness. All buildings are designed to accommodate persons with disabilities, with features such as ramps and accessible workstations.

Beyond physical access, the system is equipped with disability-friendly technologies. For example, Braille-enabled tools and other assistive devices have been provided to enable visually impaired job seekers to independently populate their information on the system. This ensures that persons with disabilities are not only registered but are actively empowered participants in the labour market.

Supporting policy,

planning and national

development

Beyond individual job matching, the GLMIS is a critical policy and planning instrument. The availability of real-time, disaggregated labour market data will support:

* Evidence-based employment and skills development policies.

* Better targeting of government interventions and programmes.

* Improved monitoring of labour market trends, including unemployment, underemployment and skills demand.

* Stronger collaboration between government, private sector, training institutions and development partners.

In the long term, the GLMIS will contribute significantly to national development by aligning workforce supply with labour market demand.

A transformational step

forward

The rollout of the Ghana Labour Market Information System across all 16 regions underscores government's resolve to modernise public employment services and respond effectively to the aspirations of Ghana's workforce and employers. It is a transformational initiative that replaces outdated manual systems with a smart, inclusive and future-ready digital platform.

As the GLMIS becomes fully functional, Ghana stands to gain a labour market that is more transparent, responsive and inclusive -- one that truly works for job seekers, employers and the nation as a whole.

Follow Ghanaian Times WhatsApp Channel today. https://whatsapp.com/channel/0029VbAjG7g3gvWajUAEX12Q

Trusted News. Real Stories. Anytime, Anywhere.

Join our WhatsApp Channel now! https://whatsapp.com/channel/0029VbAjG7g3gvWajUAEX12Q more

Career development

9h

Recruiting Assistant (Home Health & Hospice) - Indeed Experience Required

We are seeking an experienced, reliable Recruiting Assistant to support ongoing hiring for several home health and hospice agencies. This is a remote, independent role ideal for someone who is highly organized, proactive, and experienced using Indeed and other job boards. You will work independently and take ownership of keeping our recruiting pipeline active, organized, and moving efficiently.... Your role is critical in ensuring qualified clinicians are identified, screened, and prepared for formal interviews. About the Role You will work independently to manage the early stages of the recruiting process for multiple home health and hospice agencies. You will be responsible for keeping job postings active and competitive, reviewing incoming applications, and conducting brief phone screens to confirm basic qualifications and fit. Your primary focus will be to ensure qualified candidates are identified quickly and moved efficiently through the pipeline. You will refresh and maintain job ads on the platforms we already use, review and sort every résumé, and conduct 10-15 minute phone screens using standard voice calls. After each phone screen, you will enter clear, concise notes in our ATS and schedule qualified candidates directly onto my calendar for formal interviews. No video calls or in-person meetings are required at this stage. This is an independent role for someone who is dependable, responsive, and able to manage recruiting tasks without daily supervision. Success in This Role Looks Like * All open roles posted and updated daily * Résumés reviewed and sorted within 24 hours of arrival * Phone screens completed within two business days * Clear, organized notes entered into the ATS after each phone screen * Qualified candidates scheduled efficiently for formal interviews * Consistent pipeline of qualified candidates ready for review Key Responsibilities Job Posting & Management Post and maintain job listings on Indeed and other existing job boards Refresh and update postings regularly to maintain visibility and performance Ensure all open roles remain active and competitive Application Review & Candidate Qualification Review incoming applications daily Identify candidates who meet licensure, certification, and experience requirements Short-list qualified candidates and maintain organized records Phone Screening & Interview Coordination Conduct 10-15 minute phone screens using standard voice calls Confirm qualifications, experience, availability, and overall fit Enter concise screening notes into the ATS Schedule qualified candidates directly into interview slots Required Qualifications Proven experience using Indeed is required Experience posting jobs, managing applications, and screening candidates on Indeed Previous recruiting assistant, recruiting, staffing, or HR experience Strong organizational skills and attention to detail Excellent verbal communication skills Ability to work independently and manage responsibilities without supervision Reliable internet and phone access Professional, dependable, and responsive Compensation & Work Structure Remote position Flexible schedule Contract or part-time to start Opportunity for long-term, ongoing work based on performance Competitive hourly pay based on experience Ideal Candidate This role is best suited for someone who is proactive, efficient, and takes ownership of their work. You should be comfortable working independently, managing multiple responsibilities, and ensuring recruiting tasks are completed quickly and accurately.

Project ID: 40244674

About the project

3 proposals

Open for bidding

Remote project

Active 1 min ago

Place your bid

Benefits of bidding on Freelancer more

Career development

9h

No News? Decode The Silence & What To Do Next

Hey there, guys! Ever found yourself staring at your phone, email, or even just into the distance, wondering, "Why is there no news from you?" You're definitely not alone! It's one of the most common, and frankly, most frustrating experiences we all go through, whether it's waiting for a job offer, a reply from a friend, or an update on an important project. That uncomfortable silence can really... mess with your head, making you overthink, worry, or even feel ignored. But here's the thing: "no news" isn't always bad news, and understanding why it happens and what you can actually do about it is super important. In this article, we're going to dive deep into the world of communication silence, helping you decode those quiet moments, manage your expectations, and most importantly, equip you with smart, actionable strategies so you're not left hanging. So, let's get ready to turn that passive waiting into proactive understanding and confident action! We're here to help you navigate those moments when you haven't heard back, providing real value and insights that will make a difference.

Understanding the Silence: Why You Might Be Hearing "No News"

When there's no news from you, it can trigger a whole host of anxieties, but the truth is, the reasons behind the silence are often far less dramatic than our minds make them out to be. It's crucial to understand that a lack of communication rarely means a deliberate slight against you, particularly in the immediate aftermath. Think about it: people are incredibly busy, their inboxes are overflowing, and their mental bandwidth is often stretched thin. One of the most common reasons for a communication gap is simply overwhelm. Whether it's a hiring manager sifting through hundreds of applications, a friend juggling work, family, and personal commitments, or a business associate buried under a mountain of tasks, your message might just be one of many vying for their attention. It's not that your message isn't important; it's that everything is important, and there are only so many hours in the day. Another significant factor contributing to why you haven't heard back could be unforeseen delays or changes. In professional settings, internal processes can be notoriously slow - a decision might be pending approvals from multiple departments, a project timeline could have shifted, or the key person you're waiting to hear from might be on vacation or out sick. These are often complex, systemic issues that have nothing to do with you personally. From a personal perspective, someone might genuinely be going through a tough time, feeling unwell, or simply needing a moment of digital detox. We've all been there, right? Sometimes, the silence isn't a lack of interest, but a need for space or a quiet moment to process their own stuff. Then there are the more mundane, yet equally frustrating, technical glitches. Emails can go to spam folders, texts might not deliver due to network issues, or messages could simply get lost in the digital ether. These aren't personal rejections; they're just the annoying realities of our interconnected world. Furthermore, sometimes the person intended to reply might have forgotten. In our fast-paced lives, it's easy for a message to slip through the cracks, especially if they intended to respond later but got sidetracked. So, before you jump to conclusions and let the stress take over, take a deep breath and consider the myriad, often impersonal, reasons that could be causing the lack of news. Understanding these common scenarios can help you manage your expectations and approach the situation with a much calmer, more strategic mindset, rather than defaulting to self-blame or frustration. It's all part of understanding silence and preparing for what comes next.

Decoding "No News" in Specific Scenarios: Professional vs. Personal

Navigating the silence when there's no news from you requires a nuanced approach, as the context - professional or personal - dramatically changes the interpretation and your appropriate response. It's like deciphering two entirely different languages! Understanding these distinctions is key to both preserving your mental peace and ensuring you act effectively.

The Professional Realm: Job Applications & Business Communications

In the professional world, waiting for no news after a job interview or a reply to a business inquiry can feel like an eternity, but here, silence often adheres to specific, albeit unspoken, rules. When you've applied for a job, submitted a proposal, or sent a crucial business email, a lack of immediate response is usually not a sign of disrespect, but rather an indication of established processes and immense volume. Companies, especially larger ones, have recruiting pipelines that move at a glacial pace, involving multiple interview rounds, internal discussions, budget approvals, and HR clearances. Your application might be one of hundreds, if not thousands, and the decision-making process can take weeks, or even months. Sometimes, the hiring manager might be on a planned leave, or the team structure might be undergoing changes. Therefore, if you're experiencing no news after job interview, it's rarely about you as a candidate but more about the company's internal machinations. Similarly, in business communications, an immediate reply isn't always feasible. Your email might be low on a client's priority list, they might be in a busy meeting phase, or they could be gathering information to give you a comprehensive response. For professional networking, people are often bombarded with connection requests and messages, so yours might simply be overlooked or put aside for a less busy moment. The crucial thing in these scenarios is to maintain a professional demeanor and a strategic approach to follow-up. Avoid sounding desperate or demanding. Instead, focus on reiterating your interest, adding value if possible (e.g., sharing a relevant article or new thought), and asking for a polite update. Remember, the goal isn't to force a response, but to gently remind them of your presence and interest, demonstrating your professionalism and patience. Always consider the expected timeframe for a response based on industry norms and previous interactions. If they said they'd get back to you within a week and a week has passed, then a polite professional follow-up strategy is warranted. However, if they mentioned a longer timeline, patience is your best friend. Maintaining a proactive yet understanding mindset here is vital for your career and business success, helping you manage those periods of silence effectively while still pursuing other opportunities.

The Personal Sphere: Friends, Family & Dating

When it comes to personal relationships, the silence of no news from you can feel far more emotionally charged and confusing. If a friend isn't replying, a family member is quiet, or a date isn't texting back, our minds quickly jump to worst-case scenarios: Are they mad at me? Did I say something wrong? Are they ghosting me? While these possibilities do exist, they are often not the primary reason. In our personal lives, communication is incredibly fluid and often less structured than in professional settings. People get busy, really, really busy, with unexpected life events, personal crises, or just the everyday grind. Your friend might be dealing with a family emergency, battling a nasty cold, or simply having an overwhelming week at work where social energy is at an all-time low. It's not about you; it's about their current capacity. Sometimes, the lack of a reply isn't a lack of care, but a sign that they are struggling and might need space, or simply don't have the emotional bandwidth to engage. We've all been in a place where responding to messages feels like another chore on an already too-long to-do list. Furthermore, different people have different communication styles. Some are quick responders, others are naturally slower or less inclined to constant digital communication. You might be an instant texter, while your friend prefers to reply when they have time for a full conversation. In the dating world, a date not texting back can be particularly agonizing. Again, it could be disinterest, but it could also be they're genuinely busy, unsure how to respond, or testing the waters. It's a complex dance. The key here is to give people the benefit of the doubt and to avoid over-messaging. Sending multiple follow-up texts or calls in rapid succession can come across as desperate or pushy, potentially pushing them away further. Instead, a single, gentle check-in after a reasonable period is usually sufficient. Frame it as a concern for their well-being, rather than a demand for a reply to your previous message. For example, a simple "Hey, just checking in to see if everything's okay, hope you're having a good week!" is far more effective and less intrusive than "Why haven't you replied to my text from two days ago?!" It shows you care, without creating pressure. Remember, everyone deserves their space, and respecting that space is a cornerstone of healthy relationships. If the silence persists after a polite check-in, then it might be time to accept that they either don't want to communicate right now or aren't interested, and focus your energy elsewhere. This approach helps protect your emotional well-being and fosters healthier communication habits in the long run, even when faced with personal communication silence.

Taking Action: Proactive Steps When "No News" Lingers

When you're experiencing no news from you and the silence starts to feel a bit too long, it's natural to want to do something. But what's the right move? It's a delicate balance between showing continued interest and respecting boundaries, between being proactive and appearing pushy. The key is to act thoughtfully and strategically, rather than impulsively, always focusing on high-quality interaction rather than just getting any response.

Mastering the Art of the Thoughtful Follow-Up

When faced with no news from you, especially in professional contexts or when a personal matter requires a gentle nudge, mastering the art of the thoughtful follow-up is an absolute game-changer. This isn't about repeatedly asking "Did you get my message?" but rather adding value, demonstrating patience, and making it easy for the recipient to respond. First, timing is everything. For professional communications, waiting 3-5 business days after the expected response time is generally appropriate. If no timeframe was given, a week is a good starting point. For personal messages, it depends on your relationship and the nature of the message, but generally, give it at least a couple of days to a week before sending a gentle check-in. The medium of your follow-up should ideally be the same as your initial contact, unless there's a specific reason to switch (e.g., if it was a very urgent email that might have been missed, a quick call might be warranted, but use this sparingly). When crafting your follow-up, your tone should always be polite, professional, and understanding - never demanding or accusatory. Start by referencing your previous communication, for example, "I'm just following up on my email from [date] regarding [topic]." This immediately provides context. Then, reiterate your interest or the value proposition without repeating your entire previous message. For a job application, you might say, "I remain very interested in the [Position Name] role and am excited about the opportunity to contribute [specific skill or experience]." For a business inquiry, you could add, "I wanted to see if you've had a chance to review the proposal, and if you have any initial questions or thoughts." If there's new information, a relevant article, or a brief update you can provide that adds value, include it! This gives them a fresh reason to open and engage. Finally, make it easy for them to respond. Conclude with a clear, concise call to action, but keep it low pressure. "Please let me know if there's a better time to connect," or "I'm happy to provide any further information you might need." The goal of an effective follow-up strategy isn't to force a reply, but to gently resurface your message, remind them of your interest, and demonstrate your continued professionalism and enthusiasm. It's about showing you're engaged without being intrusive, which ultimately leaves a much better impression than persistent pestering. Always remember that a thoughtful, well-timed, and value-adding follow-up is a powerful tool in your communication arsenal when dealing with those frustrating moments of silence. It's an act of polite reminder that keeps you on their radar without becoming a nuisance, truly mastering how to follow up on no news effectively.

Cultivating Resilience and Knowing When to Shift Focus

Let's be real, guys: even with the best follow-up strategies, sometimes the silence from no news from you persists. And that's when the real work begins - the internal work of cultivating resilience and understanding when it's time to shift your focus and energy elsewhere. This isn't about giving up; it's about intelligent self-preservation and knowing when to reallocate your valuable resources. The first step in managing expectations when no news becomes prolonged is to consciously acknowledge that you've done what you can. You sent your initial message, waited a reasonable period, and sent a polite follow-up. At some point, continued effort without a response crosses the line from proactive to obsessive, and that's not healthy for anyone. It's crucial to understand that their lack of response does not diminish your worth or the value of your message. Often, it's not personal; it's just the way things unfolded, or perhaps it means it wasn't the right fit, the right time, or the right person for that particular interaction. This mindset shift is absolutely essential for your mental well-being. Practicing self-care during these times is non-negotiable. Don't let waiting for a reply consume your thoughts or dictate your mood. Engage in activities you enjoy, spend time with people who do respond, and pursue other opportunities. For job seekers, this means continuing your job search with vigor, interviewing with other companies, and keeping your options open. For personal relationships, it means focusing on those who actively engage with you and understanding that some relationships might naturally ebb and flow, or even fade if one party isn't willing or able to reciprocate. Knowing when to move on after no reply is a powerful act of self-respect. Set a mental deadline for yourself - after X number of follow-ups and Y amount of time, you will consciously decide to move forward. This doesn't mean you have to burn bridges or harbour resentment, but it means you free yourself from the emotional burden of waiting. Redirect that energy towards new goals, new connections, and new opportunities. This proactive approach to emotional management and strategic redirection is a hallmark of emotional resilience in communication. It allows you to transform potentially frustrating situations into growth experiences, understanding that while you can control your actions, you cannot control others' responses. By embracing this philosophy, you build a stronger, more confident version of yourself, always ready for the next adventure, rather than getting stuck in the echo chamber of silence. Always remember, your journey continues, with or without that reply.

So there you have it, guys! We've journeyed through the often-frustrating landscape of no news from you, dissecting why it happens and, more importantly, what you can actually do when faced with silence. Remember, a lack of immediate communication is rarely a personal slight. Instead, it's often a mix of busy schedules, internal processes, or simply life happening. By understanding these underlying reasons, applying thoughtful follow-up strategies, and most crucially, cultivating resilience, you can navigate these moments with far more grace and effectiveness. Don't let silence define your worth or halt your progress. Keep being proactive, keep those communication lines open (on your end!), and always be ready to shift your focus and energy to where it's truly appreciated. You've got this! Stay awesome and keep communicating with confidence, even when others go quiet. more

Career development

10h

14 essential questions to ask in your next interview

Most job prospects have thought through the basic interview questions before they get into the room.

Or they should. Interviewing is an art, and knowing how to ask the right question in the right way can draw out candidate insights, instantly pointing you in a yay or nay direction. To truly understand what drives the candidate, know whether there's a cultural fit, and ascertain if their work... ethics align with yours, sometimes you need a special question in your back pocket.

You probably have your own favourite question. But you may gain a new one (or two) from these 14 Fast Company Executive Board members. They share the question they always ask in interviews, and how they interpret the answer.

My favourite interview question is "What made you decide to move on from your last job?" This can be extraordinarily revealing about a candidate's ability to succeed in your environment. Do they blame their former boss? Complain about the company? Indicate restlessness? Or can they articulate a well-thought-through set of career goals that align with your enterprise? -- Robert W. Sprague, Yes&

I'm looking for curiosity first. I ask what they've taught themselves recently and what piqued their curiosity and interest in it. Curious people figure things out and keep improving without needing constant direction. -- Travis Schreiber, Erase.com

The most important question I ask is, "What kind of work environment do you do your best thinking in and why?" The answer tells me far more than a résumé or CV ever could. It reveals how self-aware someone is, how they manage pressure (because things can turn high-pressure with short deadlines in our office), how they collaborate, and whether they understand what they need, to do great work. Skills can be taught; clarity about how you operate can't." -- Kristin K. Marquet, Marquet Media, LLC

The most important interview questions aren't the ones you ask the candidate; they're the ones you ask the people who've actually worked with them. I want to know if their peers and former managers saw them drive tangible impact in past roles, whether that impact was consistent or a one-off, and what it was like to work alongside them daily. Once I have that context, the interview itself is really just about adding colour. -- Zander Cook, Lease End

"What do you need from a leader and an organisation to do your best work?" This question shifts the interview from performance theatre to mutual accountability. It surfaces self-awareness, maturity, and expectations, which are far more predictive than rehearsed strengths or past titles. Strong candidates answer with clarity. They understand how they work, what enables their best thinking, and where they need support or autonomy. Equally important, it gives me insight into whether our environment, leadership norms, and pace will set them up to thrive. -- Britton Bloch, Navy Federal Credit Union

"Tell me about a time you changed your mind about something important." The answer reveals intellectual honesty, how someone processes new information, and whether they can admit they were wrong. In a fast-moving environment, I need people who can update their thinking rather than dig in when the facts change. -- Frédéric Renken, Lassie

"Describe a recent problem you owned from discovery to outcome, and give the metric that proves it worked." That question forces candidates to show practical ownership, measurable impact, and how they think through ambiguous problems. -- Kevin Leyes,LeyesX and Leyes Media

"Tell me about a time you took responsibility for a meaningful failure. What happened, what did you do next, and what did you change so it wouldn't happen again?" This is the single most important interview question because it exposes real ownership, learning speed, and integrity under pressure. -- Nagesh Nama, XLM Continuous Intelligence

Who are you? And why are you who you are? You will know immediately if a prospect is the right fit with these two questions. -- Barney Robinson,Orchard Creative

I ask an example of a failure at their workplace, why they failed, and what they do differently now. This helps me gauge if an individual takes risks, and more importantly, introspects and learns from past experiences. -- Ruchir Nath, Dell Technologies

I ask: "Tell me about a time you made something work that didn't seem possible." In event production, no plan ever goes perfectly. I need people who can pivot, solve problems creatively, and stay calm under pressure. Their answer tells me how they think, act, and problem-solve when the unexpected happens. -- Diana Sabb, Create Something Amazing

"Tell me about a time you changed your mind." It reveals self-awareness, curiosity, and whether someone can evolve when presented with new information. In fast-moving businesses, adaptability matters more than having the perfect original answer. -- Stephanie Harris, PartnerCentric

"Tell me the origin story of something you built: what you believed at the start, what you learned, and what you changed when reality disagreed." I'm looking for intellectual honesty, adaptability, and real ownership. Can you take a messy problem, learn fast, and adjust strategy without ego? That combination predicts performance in a fast-scaling environment better than a perfect resume. -- Max Azarov, Novakid

Usually, I ask something that sounds simple, but makes people a little uneasy: "Tell me about a time you changed your mind." I am not really listening for the story. I am watching how they sit with the question. Whether they rush to justify themselves, blame the situation, or pause and think. The good answers are never perfect. There is usually a small pause, a bit of honesty, maybe even a half-smile when they admit they got it wrong. That is the moment I pay attention to. Skills can be learned. Confidence can be built. But someone who can change their mind without protecting their ego? That is rare. And if they can do that in an interview, they usually handle messy, real work pretty well too. -- Bhavik Sarkhedi, Ohh My Brand and Blushush Technologies

ABOUT THE AUTHORS

Kristin Marquet is an experienced publicist and business owner with a track record of over 17 years. As the creative director of Marquet Media, LLC and FemFounder.co, she takes charge of the company's day-to-day operations while spearheading client campaigns More

Britt Bloch currently serves as the Vice President of Global Talent Acquisition Strategy and Recruiting and joined Navy Federal in April 2021. She previously worked at USAA, where she was Head of Talent Acquisition Delivery More

Experienced Owner & CEO of the largest woman-owned performance marketing agency with a demonstrated history of working in the digital marketing and advertising industry. Skilled in Digital Strategy, Premium Affiliate Management, Growth Marketing, Customer Acquisition, and E-commerce More

As Founder and CEO of Yes& Bob brings nearly 40 years of experience in marketing and communications, offering boardroom-level strategy combined with versatile writing and creative skills. His expertise spans branding, market research, internal communications, crisis communications, copywriting, speechwriting, and video production and his industry knowledge is deep in healthcare, financial services, homeland security, and association leadership More

Ruchir Nath is a thought leader with over 17 years of experience in building high-performing teams and managing executives within fast-paced, matrixed organisations. Ruchir is a strong advocate for continuous learning and empowerment, fostering a collaborative and innovative work environment More

Yeah, maybe. More

I'm an experienced entrepreneur and the co-founder of Novakid, an award-winning online English school for young learners. With a strong background in technology and innovation, I've launched several successful startups, including Cloudike, and held roles at top companies like Google and LG More

CEO at xLM | Transforming Life Sciences with AI & ML | Pioneer in GxP Continuous Validation | More

Kevin Leyes is the President of LeyesX and CEO of Leyes Media, leading global strategies in social media, PR, and luxury branding, with a portfolio spanning high-profile clients and premium consumer markets. More

Bhavik Sarkhedi is the co-founder of Blushush, a Webflow-based design agency, and Ohh My Brand, a personal branding agency. More

Zander Cook is the co-founder of Lease End, a technology company empowering auto owners through the end-of-lease process. More

Creative agency founder and CEO. Inc Best in Business / Fast Company's Most Innovative Companies / AdAge A-List / Creativity A-List More

With 15+ years shaping culture through experience, Diana Sabb stands at the intersection of creativity, strategy, and world-class production. Her career spans some of the most dynamic corners of the industry -- working with musicians, tech innovators, beauty and fashion powerhouses, global sports brands, consumer giants, nonprofits, and community-driven organizations. more

Career development

15h

Anchorage Career Fair connects job seekers with local employers at Midtown Mall

Job seekers dressed their best with résumés in hand at the Midtown Mall in Anchorage for the latest Anchorage Career Fair.

Hosted by the Denali Staffing Group, the event brought together about 30 prospective employers, offering attendees a chance to network and even interview on the spot.

Organizers say the fair serves as a one-stop opportunity for people looking to take the next step in their... careers.

"So far, I have gotten some great feedback from vendors who have hired individuals that have come through here," said Sulu Setefano-Mullen with the Denali Staffing Group.

And if you missed it, organizers say another career fair is already planned for August. more

Anonymous member

Career development

6d

Hi, you’re going to laugh, but my situation is a total mess. My direct manager is now my ex-girlfriend. It’s crazy, we broke up a year ago because she drove me nuts with all her nitpicking and control issues. I was the one who ended it.
Now I feel like I might have to quit. She clearly hates me and is constantly finding fault with everything I do.
What should I do?

1

SR Palmer
16h
Look for another job. It's not worth the stress however if she's harassing you it's a reportable offense.
1
Nandudu Edisa
23h
Hello, any job connection here, diploma in pharmacy, am really jobless

Career development

20h

Dear Jobs Guru: 'I'm terrified of messing up my big job interview - help me prepare' - Daily Star

Getting ready for an interview can feel incredibly stressful(Image: Getty Images)

I have an interview coming up for a new job as an office manager at a recruitment firm.

I am so desperate to get the position, but I don't have much experience of job interviews. I'm a bit concerned I'll say the wrong thing and mess up completely, or my nerves will get the better of me and I'll end up either... rambling or not being able to think of a single thing to say!

What is the most important thing I should do to prepare - and do you have any tips for making a good impression? Tammy, London

First of all, Tammy, my congratulations on getting to the interview stage; it's a very positive start.

You evidently need to research both the job and the organisation. Not knowing the ins and outs of a job is one of the worst blunders you can make in an interview - and a number of popular interview questions are designed to probe and assess your knowledge of the organisation to which you are applying.

Beyond that, it's essential for you to think for yourself and create your own answers to potential questions. Wherever possible, try to integrate real-life examples into your answers rather than just speaking hypothetically. Flagging up specific, relevant examples from your own experience is an ideal way of reinforcing your points in the interviewer's mind.

But don't recite your answers parrot-fashion! Too many candidates make the mistake of sounding like they're reading out answers from an interview book...

On the day itself, be confident and show your enthusiasm. Confident people inspire confidence in others - if you appear confident that you are able to do the job, the employer is likely to be more inclined to believe that you can - and showing a lack of enthusiasm is generally fatal to your chances of success.

One final point. Yes, it may seem so obvious, but late arrival is consistently one of the very top reasons cited by recruiters for their rejecting candidates at interview stage. Don't be late. Better than that, aim to get there early, so as to have time to relax and compose yourself.

The key to preventing pre-interview jitters is preparation. To convince a recruiter that you are right for the role, you first need to get it clear in your own mind.

First impressions count. But final impressions are pretty important too!

At the end of an interview you will normally be escorted to the exit. Give the interviewer a final handshake, smile and leave with your head held high.

You were on show from the moment you arrived and you remain on show until you are right out of sight. If the stress of it was all too much for you, don't immediately get your fags out of your pocket and light up the moment you're out of the door. And if you think you've done well then don't perform a victory dance on the pavement!

Avoid screeching excitedly at someone on your mobile phone. Basically, don't do anything except get yourself away and out of sight as quickly and quietly as possible! more

Career development

21h

Employee job hunting struggles with the "Why do you want to leave?" question -- gets tips that offer lessons for others

Job interview tips for leaving current job: A Reddit user's query about leaving a job highlights a common professional challenge. Experts advise focusing on future opportunities like growth and new challenges. Speaking negatively about a current employer can backfire. Framing your exit around career development and skill enhancement is key.

Job interview tips for leaving current job: A Reddit... user who is currently employed but actively searching for a new marketing role recently opened up about something many professionals quietly struggle with: how to answer the interview question, "Why do you want to leave your current employer?"

It's a simple question on the surface, but for this employee, the honest answer felt complicated.

In their post, the Reddit user shared that they're dealing with high turnover, a toxic work environment, weak leadership, and perhaps most frustrating of all, a lack of meaningful or strategic work. They don't feel challenged. They don't feel like they're growing. And they don't see a clear path forward professionally.

Like many people stuck in less-than-ideal workplaces, they're ready for change. The problem? Figuring out how to explain that in an interview without sounding negative or bitter.

The post quickly gained attention in the r/careerguidance community, where other professionals recognized the situation immediately, because many of them have been there too.

Also read: Iranian rial crashes to 1.63 million per US dollar: How just having $735 now makes you a billionaire in Iran amid soaring inflation and sanctions

The most common piece of advice from commenters was surprisingly consistent: shift the focus.

Instead of listing everything that's wrong with the current job, they suggested talking about what you're looking for next. Growth. Learning. New challenges. More strategic responsibilities. A role that aligns better with long-term career goals.

Several users pointed out that interviewers aren't usually trying to dig into workplace drama. They're trying to understand your motivation and whether you're moving toward something meaningful.

One seasoned marketing professional shared how they handle the question. Rather than criticizing their current company, they highlight specific aspects of the new role that genuinely excite them. Maybe it's the chance to work on larger campaigns. Maybe it's a more strategic position. Maybe it's stronger leadership.

By focusing on what draws them to the new opportunity, the conversation naturally moves away from dissatisfaction and toward ambition.

Also read: Anthropic's Super Bowl ad pays off: How Claude users surge 11% and enters Apple App Store's top 10 after taking aim at OpenAI

Several commenters warned that speaking poorly about a current employer can raise red flags. Even if the concerns are valid, venting in an interview can make hiring managers wonder how you might talk about them in the future.

That doesn't mean you have to pretend everything is perfect. It just means choosing your words carefully.

A more constructive approach, many suggested, is to say something like:

You've learned a lot, but you're ready for new challenges.

You're looking for a role with more strategic input.

You want to be in an environment where you can continue developing professionally.

These answers are honest, but they're forward-looking.

Commenters also noted that interviewers often ask this question to understand your career trajectory. Are you growing intentionally? Are you thoughtful about your next step? Or are you simply running away from a bad situation?

Is career growth a strong reason to leave?

Yes. Wanting to grow, take on more responsibility, or work on more strategic projects is one of the most respected reasons to change jobs.

What do hiring managers really want to hear?

They want to know you're thoughtful about your career, motivated by growth, and genuinely interested in their opportunity, not just eager to escape your current situation. more

Career development

22h

CBSE Career Counsellor Mandate: Promise Meets Reality

For almost a hundred years, India's educational policies have acknowledged the significance of guidance and counselling in educational institutions. From the Acharya Narendra Dev Committee Report in 1939 to the National Education Policy (NEP) of 2020, various policy documents have emphasised that students require organised assistance to manage their education, personal lives, and... careers.

However, even with this longstanding agreement, career guidance in schools has mostly remained marginal - integrated into general counselling, provided informally by educators, or reliant on an unregulated private sector.

The recent change to the Central Board of Secondary Education (CBSE) 's Affiliation Bye Laws marks a significant shift from previous practices. By requiring schools to appoint a dedicated Career Counsellor, separate from the wellness and counselling teacher, CBSE has, for the first time, acknowledged career guidance as a specialised role within the educational system.

This change comes at a crucial time when academic pressures, student mental health, and uncertainty regarding future paths after school are closely linked.

The goal of this initiative is both timely and promising. Nonetheless, whether India's educational institutions are adequately equipped to meet this expectation remains a crucial and unresolved issue.

Until now, the CBSE's affiliation guidelines mandated that schools hire a counselling and wellness teacher, implicitly suggesting that socio-emotional support alone would be adequate to tackle students' academic and career-related issues.

The updated clause notably shifts away from this assumption. It recognizes that career guidance necessitates a unique set of skills-such as career assessment, understanding the job market, knowledge of higher education options, research abilities, and collaboration with parents, universities, and industry representatives.

This acknowledgement aligns with global research indicating that career guidance provided by qualified professionals is significantly more effective than approaches that solely offer information.

It also mirrors the actual experiences of students, for whom worries about exams, subject streams, and future paths are often closely linked to mental health challenges.

The timing of the announcement is also important. In 2025, the Supreme Court of India delivered two significant rulings that highlighted the importance of mental health in educational settings.

One of these rulings provided a set of 21 guidelines, explicitly advocating career guidance for both students and parents and acknowledging the relationship between academic stress, career uncertainty, and mental health challenges.

Therefore, CBSE's directive can be viewed as both a response to the imperatives of the NEP and a move to align with judicial concerns.

The notification implicitly recognizes a key limitation: the severe lack of trained career counsellors in India. This is highlighted by the option for schools to appoint a "trained teacher" where a career counsellor is not available, giving them a two-year period to obtain the necessary qualifications and skills.

While this provision is practical, it also reveals the weaknesses within the system. In India, career services are predominantly provided by individuals who lack formal training as career development professionals.

The field is mainly populated by teachers, social workers, human resource managers, IT professionals, industry representatives, and well-intentioned entrepreneurs.

Numerous private career counselling businesses are operated by self-taught individuals who entered the profession in response to increasing demand rather than through conventional training.

There are very few academic programs in India specifically designed to train career counselors. Currently, the country reportedly has only one dedicated postgraduate degree program in career guidance, and a small number of diploma and certificate courses.

Moreover, in guidance and counselling programs, career development is typically confined to a single paper or module.

The NCERT's International Diploma in Guidance and Counselling (IDGC) stands out as a significant exception, but even in this case, only a small segment of the curriculum addresses career development.

When considering the size of India's school system and the extensive need, the scale of these programs appears quite limited.

The CBSE's announcement outlines the minimum educational requirements for career counsellors and states that the Board should provide 50 hours of preferred capacity-building programs.

Although this is a significant move, it brings forth numerous unanswered questions. Who will create and present these programs? What criteria will be used to evaluate their quality and effectiveness? How will skills be assessed, certified, and regularly updated? What ethical principles will guide the field, and who will be responsible for enforcing them?

Currently, career guidance in India is neither well professionalised nor well regulated. There is no universally recognised competency framework, accreditation mechanism, or binding code of professional conduct.

While professional associations contribute positively through networking and advocacy, their ability to regulate practices remains limited. Without a reliable quality assurance framework, there is a significant risk that the initiative will devolve into mere procedural compliance rather than providing genuine support for students.

In practice, particularly in states with numerous schools and scarce resources, educators will continually bear a significant share of the burden for career counselling. This situation arises not from preference but from necessity.

Teachers are already guiding students and families, moulding aspirations, and managing expectations-frequently without adequate training, time, or support from their institutions. It is essential to recognise this reality rather than oppose it.

Making career guidance and counselling mandatory in teacher education programs and providing structured, practice-focused training in career counselling has become essential.

Additionally, flexible delivery models-such as school-complex or hub-and-spoke arrangements, in which trained professionals provide support to groups of schools on a part-time or consultative basis-might serve as a practical short-term solution.

It is also vital to establish clear boundaries. While information-based sessions can be conducted by trained educators or subject-matter experts, more in-depth career counselling-particularly when it relates to psychological vulnerability-should be provided by qualified professionals. Uninformed guidance, even with good intentions, can cause significant and lasting damage.

The CBSE directive is not the definitive solution, but it represents a crucial starting point. It indicates a long-overdue acknowledgement that making a career choice is not a singular decision or just an issue of information, but rather a developmental journey that necessitates skilled professional assistance.

To actualise this potential, India must urgently focus on: enhancing and reinforcing academic programs in career guidance; establishing national competency and accreditation systems; integrating career guidance into educator training; and nurturing professional communities dedicated to ethical, context-aware practices.

If this institutional framework is thoughtfully and promptly constructed, CBSE's ambitious directive could mark a true turning point-not only for educational institutions but also for how India equips its youth to navigate work, identity, and purpose amid an unpredictable world.

(Professor Sachin Kumar is an Educationist and Career Development Practitioner with two and a half decades of experience) more

Career development

1d

I Land $10K/Month+ Contracts -- Here's the CV Strategy I Use

I update my CV every single quarter. Not because I'm always job hunting -- because I'm always landing contracts.

Over the past few years, I've consistently signed $10K/month+ contracts as a developer, see my LinkedIn. People ask me what my secret is. There's no secret. I just never let my CV go stale. Every new project, every new skill, every measurable outcome -- it goes on the CV immediately.... When an opportunity shows up, I'm ready in minutes, not days. I work fully remotely, always.

Most developers do the opposite. They ignore their CV for a year, then panic-edit it the night before a deadline. They send a version they're not proud of and wonder why they never hear back.

I decided to pack everything I've learned about developer CVs into a tool so you don't have to figure it out the hard way.

Developer CVs go stale faster than any other profession's. You learn a new framework, ship a project, switch teams -- and none of it makes it to your resume until you're suddenly job hunting again.

On top of that, ATS (Applicant Tracking Systems) reject an estimated 75% of resumes before a human ever sees them. Your two-column creative design might look great as a PDF, but if the ATS can't parse it, it's as if you never applied.

Pick your target role -- Frontend Developer, Full-Stack Developer, DevOps Engineer, or 5 other options. The AI generates an ATS-optimized CV in about 30 seconds: structure, keywords, section content, and professional formatting.

I created 3 templates based on what actually works:

Click any of those to see a live example -- no signup needed.

Features available with a free 7-day trial: Customize fonts (5 families), accent colors (8 options), and font sizes. Add your photo or keep it text-only. Download as PDF, share public link if needed.

Already have a CV? Upload the PDF. The AI extracts your work experience, education, skills, and everything else, then restructures it into a clean, editable template. We extract as much data as possible; some sections still need manual editing.

AI Slop? Maybe, but I find it useful for adding relevant keywords, and just following its recommendations with common sense. One click gives you:

You stop guessing whether your CV will make it past the filters. You know.

Full transparency -- BigDevSoon is a paid coding platform I run, and the CV Builder is part of it. I'm biased.

But I built this because I wanted to update my own CV without a hassle. I wouldn't ship it if I hadn't tested it as a solution to my own bottleneck.

I wanted something that understood developer roles specifically -- the difference between "React" and "React Native" in a skills section, the importance of listing specific project outcomes, and the right keywords for a Full-Stack Developer vs. a DevOps Engineer.

So I packed everything I know into this tool. The templates, the keyword strategies, the ATS optimization -- it's all in there.

The CV Builder is live at app.bigdevsoon.me/cv-builder.

There's a free 7-day trial -- you can generate your first CV, run the AI report, and export the PDF before you pay anything. If you're actively job hunting or freelancing, it's worth the 30 seconds to see what comes out.

What role would you generate first? I'm curious -- drop it in the comments.

If you have feedback or feature requests for the CV Builder, I'd love to hear them. I'm actively iterating on it. more

Career development

1d

Gen Z Job Searches Now Come With a Plus-One: Mom or Dad

New Zety report reveals the rise of career co-piloting, with 67% of Gen Z regularly receiving career advice from parents.

GUAYNABO, Puerto Rico, February 19, 2026 /PRNewswire/ -- Gen Z is entering the workforce in a job market defined by uncertainty, rapid change, and higher expectations for how quickly early-career employees should perform. Many are meeting that challenge with a new kind of... support system: their parents. Zety®, a leading resume templates service, today released its Career Co-Piloting Report, revealing the surprising ways parents are guiding Gen Z through the job market.

The survey of 1,001 Gen Z employees in the U.S. shows that 44% have had their parents help write or edit their résumé/CV, while 21% report parents directly contacting a potential employer or recruiter on their behalf.

From first applications to negotiating offers, parents are firmly in the driver's seat for many Gen Z workers.

Key Findings

* Résumé stage support is common: 44% of Gen Z workers say their parents have helped write or edit their résumé/CV.

* Many parents engage with employers directly: 1 in 5 say a parent has contacted a potential employer or recruiter on their behalf.

* Parental involvement extends to interviews: 20% say a parent has joined a job interview (15% in person, 5% virtually).

* Negotiation help is often advisory, but sometimes direct: 28% report parents helping with pay or benefits negotiations (18% offered advice; 10% negotiated directly with the employer).

* Parents rival managers in influence: Nearly one-third (32%) cite their parents as the main influence on career decisions, another 32% point to their boss, and 34% say both have an equal influence.

"What's most striking isn't that parents are involved, it's how involved they've become," said Jasmine Escalera, career expert at Zety. "We're seeing parents move beyond advice and into action, from résumé edits to interview prep and even negotiating offers. I call this phenomenon 'Career Co-Piloting,' where parents take a hands-on role in early career decisions, helping their children gain confidence, direction, and control as they launch into the professional world."

Parents Are Involved Early in the Application Process

Support from parents often begins during the initial stages of applying for jobs:

* 44% of Gen Z workers say their parents helped write or edit their résumé/CV.

* 21% admit their parents contacted a potential employer or recruiter on their behalf.

How Often Parents Join Interviews

Parental involvement doesn't always stop once an application is submitted. For some Gen Z workers, parents are also present during the interview process:

* 5% have joined a virtual interview.

* 15% have joined an in-person interview.

* 80% had no involvement during interviews.

From Interview Room to Negotiation Table

After interviewing, many parents of Gen Z take an active role in negotiating pay, benefits, or job offers on their child's behalf:

* 10% have negotiated directly with the employer.

* 18% gave their child advice directly.

* 72% had no involvement with negotiations.

Who Guides Gen Z Career Decisions

Beyond hiring, parents maintain an ongoing presence in their Gen Z child's professional life:

* 67% say their parents regularly provide advice on career decisions.

* More than half (56%) have had parents visit their workplace outside of formal events.

When asked who has the greatest influence over their career choices, responses were nearly evenly split:

* Parents have the most influence (32%)

* Boss has the most influence (35%)

* Both have about equal influence (34%)

Still, Gen Z draws a line between guidance and overreach: 55% say they would feel embarrassed or upset if their parents contacted their boss without their knowledge.

For detailed insights on the Career Co-Piloting Report, access the full study at https://zety.com/blog/career-copiloting-report or contact Skyler Acevedo, at skyler.acevedo@bold.com.

Methodology

The findings presented are based on a nationally representative survey conducted by Zety using Pollfish on January 26, 2026. The survey collected responses from 1,001 Gen Z workers and examined self-reported, one-time or occasional parental involvement across key stages of early career development, including job applications, interviews, salary negotiations, workplace interactions, and ongoing career decision-making.

They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. The sample was composed of 66% female, 33% male and 1% nonbinary respondents. All participants were screened to ensure they were currently residing in the U.S., actively employed, and part of the Gen Z generation (aged 18-27) at the time of the survey. The data collection adhered to Pollfish's quality control standards to ensure the accuracy and reliability of the results.

About Zety

Zety resume templates and Zety's resume and cover letter generator are trusted by 12 million users each year. With 100s of options to choose from, including professionally designed resume templates to beat the ATS, users can create a professional resume in less than 15 minutes. Since 2016, Zety's career blog has provided free data-driven insights to over 40 million readers annually, empowering professionals at every stage. The editorial team includes Certified Professional Resume Writers, with the best career advice and evidence-based findings featured in Business Insider, CNBC, and Forbes, among others. Follow Zety on Facebook, LinkedIn, YouTube, X, and Instagram for free expert career tips and updates. more

Career development

1d

Gen Z Job Searches Now Come With a Plus-One: Mom or Dad | Weekly Voice

New Zety report reveals the rise of career co-piloting, with 67% of Gen Z regularly receiving career advice from parents.

GUAYNABO, Puerto Rico, February 19, 2026 /PRNewswire/ -- Gen Z is entering the workforce in a job market defined by uncertainty, rapid change, and higher expectations for how quickly early-career employees should perform. Many are meeting that challenge with a new kind of... support system: their parents. Zety®, a leading resume templates service, today released its Career Co-Piloting Report, revealing the surprising ways parents are guiding Gen Z through the job market.

The survey of 1,001 Gen Z employees in the U.S. shows that 44% have had their parents help write or edit their résumé/CV, while 21% report parents directly contacting a potential employer or recruiter on their behalf.

From first applications to negotiating offers, parents are firmly in the driver's seat for many Gen Z workers.

Key Findings

"What's most striking isn't that parents are involved, it's how involved they've become," said Jasmine Escalera, career expert at Zety. "We're seeing parents move beyond advice and into action, from résumé edits to interview prep and even negotiating offers. I call this phenomenon 'Career Co-Piloting,' where parents take a hands-on role in early career decisions, helping their children gain confidence, direction, and control as they launch into the professional world."

Parents Are Involved Early in the Application Process

Support from parents often begins during the initial stages of applying for jobs:

How Often Parents Join Interviews

Parental involvement doesn't always stop once an application is submitted. For some Gen Z workers, parents are also present during the interview process:

From Interview Room to Negotiation Table

After interviewing, many parents of Gen Z take an active role in negotiating pay, benefits, or job offers on their child's behalf:

Who Guides Gen Z Career Decisions

Beyond hiring, parents maintain an ongoing presence in their Gen Z child's professional life:

When asked who has the greatest influence over their career choices, responses were nearly evenly split:

Still, Gen Z draws a line between guidance and overreach: 55% say they would feel embarrassed or upset if their parents contacted their boss without their knowledge.

For detailed insights on the Career Co-Piloting Report, access the full study at https://zety.com/blog/career-copiloting-report or contact Skyler Acevedo, at skyler.acevedo@bold.com.

Methodology

The findings presented are based on a nationally representative survey conducted by Zety using Pollfish on January 26, 2026. The survey collected responses from 1,001 Gen Z workers and examined self-reported, one-time or occasional parental involvement across key stages of early career development, including job applications, interviews, salary negotiations, workplace interactions, and ongoing career decision-making.

They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options. The sample was composed of 66% female, 33% male and 1% nonbinary respondents. All participants were screened to ensure they were currently residing in the U.S., actively employed, and part of the Gen Z generation (aged 18-27) at the time of the survey. The data collection adhered to Pollfish's quality control standards to ensure the accuracy and reliability of the results.

About Zety

Zety resume templates and Zety's resume and cover letter generator are trusted by 12 million users each year. With 100s of options to choose from, including professionally designed resume templates to beat the ATS, users can create a professional resume in less than 15 minutes. Since 2016, Zety's career blog has provided free data-driven insights to over 40 million readers annually, empowering professionals at every stage. The editorial team includes Certified Professional Resume Writers, with the best career advice and evidence-based findings featured in Business Insider, CNBC, and Forbes, among others. Follow Zety on Facebook, LinkedIn, YouTube, X, and Instagram for free expert career tips and updates. more

David Tyler

Career development

2d

We work at a big company, and there are a few women around 50 who love setting up single coworkers. They’ve already gotten two couples married. Now they’ve clearly decided to set me up too.
They act like it’s no big deal, but it’s getting annoying. People keep hinting at things. When I go into the kitchen, they leave so I’m alone with that girl. They’re always finding reasons for us to do things... together.
It’s really frustrating. How can I make them stop? If I want a relationship, I’ll handle it myself.
Thanks for any advice

more

1

FRANCIS WANYINA
1d
Do not prove to them that you are also love blind as they did to the two. Disprove them by focusing on STRICTLY what matters at workplace. Their traps... will only get those blind ones. more
Randall Giancaterino
1d
It sounds like they do not have enough work to do.
1