Career development

 2h

How to Use Gemini for Job Search


Gemini for job search is becoming a practical option for candidates who want help with writing, interview preparation, networking, and other parts of the hiring process. What makes Gemini for job search useful is not just speed, but the ability to turn rough ideas into clearer and more structured communication.

Still, good results do not happen automatically. Most users know what they want help... with, but they are not always sure how to phrase their request in a way that leads to something genuinely useful. That is why Gemini for job search works best when prompts are clear, specific, and structured.

This is where the LoopCV AI Assistant adds value. Instead of starting from a blank page, users can rely on templates, guided inputs, and a smoother workflow. This makes Gemini for job search easier to use in a real, everyday process.

Download our Chrome Extension to get access to the LoopCV AI Assistant → Apply Tool

There is a reason more candidates are turning to AI tools. For many users, Gemini for job search is not just about saving time. It is about getting help with clarity, tone, and direction when those are hardest to define alone.

The challenge is that broad prompts lead to broad answers. Gemini for job search becomes much more effective when the input includes the right context. A structured prompt helps guide the output toward something more relevant and usable.

The LoopCV AI Assistant is designed to support Gemini for job search by giving users a stronger starting point and reducing the guesswork involved in writing prompts.

The assistant is simple to use, which is one of the reasons Gemini for job search becomes easier to manage.

Start by opening the LoopCV AI Assistant while using Gemini. This allows you to create and use prompts without switching between tabs.

For many users, this makes Gemini for job search feel more integrated into their workflow rather than a separate task.

Select a template that matches your goal. Templates are available for cover letters, outreach messages, interview preparation, and more.

This is especially useful for Gemini for job application tasks, since many candidates repeat the same types of writing. It also improves Gemini for job interview preparation by guiding more realistic and role-specific prompts.

Fill in the key fields such as job title, company name, and experience level.

This step is essential for Gemini for job search, because more context leads to more tailored outputs. It is equally important for Gemini for job application prompts and Gemini for job interview preparation, where specificity directly improves quality.

Once your prompt is ready, use it directly in Gemini. This removes unnecessary steps and makes the process more efficient.

For users relying on Gemini for job hunting regularly, this streamlined workflow helps maintain consistency and saves time.

Users can also create their own templates for repeated use.

This is particularly useful for Gemini for job seekers who need structured prompts for follow-ups, networking messages, or role-specific applications. Over time, this makes Gemini for job search more efficient and easier to repeat.

The assistant allows you to choose the output language, which is useful for international applications.

This makes Gemini for job search more flexible for candidates applying across different regions and markets.

Gemini for job search can support multiple stages of the hiring process.

It is commonly used for Gemini for job application tasks such as writing cover letters and refining summaries. It also supports Gemini for job hunting by helping with outreach, follow-ups, and communication. Additionally, Gemini for job interview preparation becomes more effective when prompts are structured and tailored to the role.

For many candidates, Gemini for job seekers becomes a practical tool when it is used consistently and with the right structure.

The biggest challenge for most users is not the tool itself, but knowing how to use it effectively.

Without guidance, Gemini for job search can feel inconsistent. Structured prompts improve Gemini for job application results, make Gemini for job interview preparation more focused, and help maintain a more reliable Gemini for job hunting workflow.

This is why adding structure is essential. It turns Gemini for job search from a helpful tool into a repeatable process.

Gemini for job search can save time, improve communication, and help candidates feel more prepared throughout the hiring process. The key difference comes from how it is used.

With the right structure, Gemini for job search becomes more consistent, more relevant, and easier to integrate into a daily workflow. Over time, this leads to better results and a more efficient job search process. more

Anonymous member


Career development 1w
Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.
2   

  • George Kariuki

    3h

    take them to training, team building, and conference to give them time to be enlighted on new things in career and to relax away from work

  • Sean Conklin

    2d

    Remove the assumptions. Are they "making excuses" or are they prioritizing their tasks? Are they "making excuses" or are your expectations not aligned... with reality? Are they making excuses or are they telling you why they do not believe the task is appropriate or that they cannot prioritize it? How are they "very good at what they do" if they are constantly making excuses to not do things? Whenever you identify an "issue" (whether interpersonally, professionally, physically, etc), you cant really fix it without understanding it. People can tell you what to do to motivate them, but if the problem is that they literally do not have time to do it, motivation isnt going to change that.
    A lot of "managers" do not respect the actual time and effort people put into work and underestimate the amount of time a task takes to complete. Sometimes employees make "excuses" because they are more likely to be respected than just saying "i dont have time for that."     more

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Career development

 5h

Woman Waited Two Weeks To Thank The Coworker Who Got Her A Job Interview, So He Guilt Tripped Her Over It And Started Ignoring Her Attempts To Make It Right


Saying thank you is important, and waiting two weeks to do it after someone personally called in favors to get you hired is cutting it pretty close.

When a woman finally texted her ex coworker to thank him for landing her a job interview, he made it clear he'd been stewing over the silence since day one.

The worst part is -- he kind of had a point.

Keep reading for the full story.

I (22F) went... to see my ex coworker David (28M) at the coffee shop we used to work at together, and he called some people to get me a job interview.

We were talking about how I'm looking for a job in another cafe and didn't know where to start.

David turned out to be the perfect person to turn to.

So he helped.

He scheduled me a job interview. I thanked him then for even calling those people for me, even if nothing came of it.

She planned to show him her gratitude, but life got in the way.

I ended up getting the job and wanted to go to the cafe David works at to thank him in person and buy him a drink.

However my schedule was a bit crazy for the first 2 weeks and I couldn't make it, so I ended up texting him near the end of week 2 to thank him.

David definitely took notice.

He sent a voice message replying "I know, I've known since the day you started. I remember thinking wow you couldn't even say thank you after I got you the job, but yeah. I've known the whole time."

It rubbed her the wrong way, but still she tried to save face.

It was kind of dramatic, but I understood so I texted back and explained I wanted to come in person to say thank you and discuss earlier but just couldn't make it.

I said thank you again and asked when he was working so I can come and buy him the drink anyway, and if not this week then the following one.

But to that he just replied "Yeah yeah come next week. Just make sure it's all good for you." Which also came off kinda ironic on his part, but I just said I will try to make it this week.

But when she tried to stop by and see him, things didn't go as planned.

Since he never told me when he actually works I came by that week anyway but he wasn't there, so I told his coworkers to tell him I was looking for him.

A few days later (today) I texted again asking when he is working, but he is ignoring me for about 6 hours now.

So my question is, AITA for not texting immediately the day I started or is he blowing this out of proportion?

Definitely seems like David's response is on the dramatic side.

What did Reddit have to say?

This commenter thinks there's more than enough blame to go around.

Saying "thank you" really is an important skill.

This commenter doesn't find this the appropriate way to show gratitude.

Referrals are kind of a big deal.

A quick text on day one would have solved all of this.

Consider this a lesson learned the awkward way.

If you enjoyed this story, check out this post about a daughter who invited herself to her parents' 40th anniversary vacation for all the wrong reasons. more

Career development

 1d

'We're almost done, but are you planning to get married?' Candidate walks out of job interview after HR asks about 'family planning situation'


'We're almost done, but are you planning to get married?' Candidate walks out of job interview after HR asks about 'family planning situation' The conversation begins like a typical hiring conversation. The HR representative appears satisfied with the candidate's performance and says, "Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done... here."

An online job interview has sparked a debate about workplace boundaries after a candidate declined a job offer over personal questions about marriage and family. The conversation, posted by a career advisor, shows the chat turning from positive to uncomfortable, and ends with the candidate calmly walking away.

The conversation begins like a typical hiring conversation. The HR representative appears satisfied with the candidate's performance and says, "Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done here."

The candidate responds positively, saying they enjoyed the process and seemed ready for the next step.

But just before closing, the HR introduces what they call a "final question", "Just one last question before we wrap up... Are you married?"

When the candidate questions the relevance, the HR continues probing: "And if not, are you planning to get married soon?" The explanation offered is that it is "for planning purposes," suggesting that life events like marriage or children "can affect work."

The candidate then directly asks whether the question is about plans to have children. The HR responds by saying they need to understand the "family planning situation for team planning purposes" and describes it as a "standard question for all our hires."

They further justify it by referring to "long-term stability" and "important clients and projects that demand long-term stability."

The tone shifts as the candidate pushes back. They respond, "I'm not comfortable answering this question as it's not legally appropriate for hiring decisions."

The candidate adds that hiring should be based on professional ability, not personal life choices. The moment becomes decisive when they say the question has changed how they see the company's culture and decline to continue with the process.

HR : Everything looks great. Your technical assessment was strong, the team loved you, and I think we're almost done here.

Candidate: Glad to hear that. I've enjoyed the process.

HR : Just one last question before we wrap up.

Candidate: Sure.

HR : Are you married?

Candidate: Sorry?

HR : And if not, are you planning to get married soon?

Candidate: I'm not sure I understand why that's relevant to the role.

HR : We just like to understand these things for planning purposes.

Candidate: Planning for what exactly?

HR : Well, marriage, children, family changes... those things can affect work.

Candidate: So this is really about whether I'm planning to have children?

HR : We just want to know your family planning situation for team planning purposes.

Candidate: I'm not comfortable answering this question as it's not legally appropriate for hiring decisions

HR : This is a standard question for all our hires

Candidate: This still doesn't change the fact that it crosses a line.

HR : We're just trying to understand long-term stability.

Candidate: My ability to do the job should be measured by my skills and experience, not my marriage plans or whether I want children.

HR: We've important clients and projects that demand long-term stability

Candidate: Honestly, that question changes how I view this company completely.

HR : Let me know if we moving forward .

Candidate: No, Thank you. I have concerns about a company culture where such questions were considered acceptable.

The post presents the exchange as a scenario, but its impact lies in how familiar the situation feels to many job seekers. Questions around marriage and family, though often unofficial, continue to surface in hiring conversations. It puts a spotlight on where professional evaluation ends and personal intrusion begins.

The conversation has drawn strong reactions online, with many users siding with the candidate's response.

One commenter wrote, "There are questions that are not necessary, and this is one. If I were him, that's the way I'd answer."

Another said, "Any company asking about marriage and kids in 2024 is basically admitting they have zero respect for boundaries or basic labor laws."

A third added, "Well in this kind of situation every candidate should leave quietly... and in actual they are already married mostly ."

Another bluntly remarked, "HR is always selfish."

As the clip continues to circulate, it has sparked a broader discussion about what employers can and cannot ask during interviews. Many users pointed out that such questions, even if framed as planning needs, risk crossing into personal territory that should remain off-limits.

At the same time, others highlighted the candidate's calm and composed response as an example of how to handle uncomfortable situations without confrontation.

The reactions suggest it reflects a real and ongoing issue in hiring practices. For many professionals, the chat has become less about one interview and more about a larger question, how much of one's personal life should matter at the workplace door.

For now, the clip continues to travel across timelines and places, serving as a reminder that sometimes, saying no can be as important as landing the job. more
1   

  • Nuwamanya Patrick

    1
    5h

    i find no problem in positively respond to the question if i were the candidate,because so contracts come with benefits ,for instance medical... insurance,housing,transport etc .So the company would be in a better position to catch biodata of the employee right from the start. I submit. more

  • Naomi Kihara

    1d

    Marriage and child bearing are personal issues which are addressed by company's bylaws. therefore there is no need for probing into family life at... hiring more

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Career development

 8h

Recency Is King: Why the First 50 Job Applicants Play a Different Game


Two people can have the same résumé, same skills, and same experience -- but if one applies when the job is posted and the other applies after 900 people, they are not playing the same game.

The job search has a timing problem.

People talk about qualifications, keywords, networking, résumés, referrals, and interviews.

A job posted ten minutes ago is not the same opportunity as a job posted ten... days ago.

The title may be the same. The company may be the same. The application form may be the same. But the human context around that job is completely different.

The hiring manager may still be paying attention.

And once the flood opens, individual attention becomes expensive.

On the surface, job applications look like a fair queue.

But anyone who has actually been inside a messy human system knows that is not how attention works.

Even when companies use applicant tracking systems, AI filters, automated rankings, templates, and screening tools, the overall process still runs through human bottlenecks.

The EEOC has held hearings on the increasing use of AI and automated systems in employment decisions, including recruitment and hiring. That means the system is already technical, already automated, and already complex.

Source: EEOC hearing on AI and automated systems in employment decisions

But automation does not remove human attention limits.

They help define what the recruiter thinks the job market looks like.

That is the part people miss.

When a role opens, the company may have an idea of what it wants. But that idea is often still flexible. The recruiter is calibrating. The hiring manager is clarifying. The team is figuring out what kind of candidates are actually available.

The first batch shapes the conversation.

If the first ten applicants are weak, the eleventh solid applicant may look amazing.

If the first fifty applicants all have one kind of background, a different profile may stand out.

If the recruiter sees your application while the role is still new, you are entering before the job becomes another overloaded queue.

The same résumé can feel different depending on when it appears.

Fresh fruit at the market gets handled differently than fruit buried at the bottom of the pile.

It is an acknowledgment that recruiters are human.

If a role gets hundreds or thousands of applicants, nobody is giving every résumé the same emotional energy, curiosity, and patience.

At some point, the system starts looking for reasons to say no faster.

At some point, attention collapses.

The first batch gets a different kind of recruiter than the thousandth applicant.

And if you ignore that, you are playing the game with one eye closed.

This is one of the reasons I started building around job automation.

By the time you finish carefully applying to five jobs, someone else using automation may have found fifty fresh postings, tailored their context, and entered the pipeline earlier.

In a gold rush, early movers do not need perfect tools.

They need enough tools to start digging before the crowd shows up.

Some people hear "AI job automation" and think the goal is to blast low-quality applications everywhere.

A lot of people have done more than they can remember on demand. They have touched tools, projects, systems, workflows, and responsibilities that never made it onto a one-page résumé.

So when a fresh job appears, the right system should help answer:

If you are a job seeker, there are parts of the process that should absolutely be automated.

There is no moral victory in manually typing your name into the 300th form.

That is refusing to waste human brainpower on clerical repetition.

There are parts of the process that should stay human-controlled.

Do not blindly let AI agree to legal terms under your name.

Do not let AI invent experience.

Do not let AI answer something deeply personal without review.

Do not let AI commit you to something you do not understand.

Do not let AI turn your job search into a spam cannon.

Automation should carry the bags.

It should not sign your name to a contract you did not read.

The future is not "remove the human."

The future is "put the human where judgment matters."

The hiring side is already changing.

AI is entering recruiting. Automated systems are shaping employment decisions. Workers themselves are starting to use AI more in their jobs. Pew Research Center reported in 2025 that 21% of U.S. workers say at least some of their work is done with AI, up from 16% roughly one year earlier.

The people who learn how to use these tools now will not just save time.

The people who wait will still be trying to make the old process feel fair while the system quietly routes around them.

If you are looking for work right now, stop treating the job search like a once-a-week emotional ritual.

Not spending three hours crafting one perfect application that gets buried under 800 others.

Applying early will not make an unqualified person qualified.

It gives your application a better shot at being seen while the role is fresh.

It helps you enter before the flood.

It lets you compete when the recruiter is still forming the mental picture of the candidate pool.

If the hiring side is automated, the applicant side cannot stay manual forever.

I'm building tools around this exact problem through Exempliphai and writing more about AI, job search, automation, and the future of work. You can follow more of my work at asaday.co, dev.to/keith_azodeh, and medium.com/@keithazodeh. more

Career development

 11h

Prince George's County launches mobile 'library' for career help - Hyattsville


Prince George's County residents now have a free resource to aid them in a job search -- the Library2Go: Career Connector.

The initiative from the Prince George's County Memorial Library System (PGCMLS) comes in the form of a 38-foot coach bus staffed with a coordinator, library associates and a technology assistant who are available to help residents. The bus has laptops; a printer and scanner;... free Wi-Fi; a collection of books about résumé writing, finding jobs and earning certifications; and other job-related information.

"This is definitely one of a kind in terms of the combination of the focus on workforce development and job seeker resources," said Amanda Ashley, Library2Go's coordinator.

The mobile library is available to all county residents for free. Residents do not need a library card to use the mobile library's services, but they will need one to borrow books or materials. Conveniently, residents may also register for a library card at the mobile library.

The mobile library's mission is geared especially towards underserved residents, Ashley said. Its targeted destinations include municipalities with smaller library branches, those that do not have a library branch nearby, places with high unemployment rates and places with lower-than-average household income, including Hyattsville.

Ashley explained that the mobile library will be used in a variety of ways: Some events, like an April 8 career connector outreach at the Hyattsville Branch Library, are designed to provide tailored, one-on-one assistance. Other events are workshop-style, focused on a specific skill like résumé building, career readiness, using LinkedIn, writing cover letters or honing interview skills.

Some Hyattsville residents are already using the mobile library's services. Dowahking Bestman was at the April 8 event, where he said the staff was pleasant and patient, and "went slow with me so that I could keep up." Bestman also recommended the mobile library for people who have trouble using computers.

The Library2Go has not held its official launch celebration yet; Ashley said the county may hold such an event this summer. Regardless, the mobile library is already on the move, including 14 events in April, two in the first week of May -- and more to come.

LIbrary2Go's funding is courtesy of a $2.2 million grant for workforce development from the U.S. Department of Labor. "It was sought specifically to address issues of equity and accessibility across the county, especially in people's ability to access library programs and services related to job readiness and career development," said PGCMLS Communications Specialist Alexis Gunderson. The grant runs through 2027.

The mobile library schedule and event locations can be found at pgcmls.info/library2go.

-- -- -- -- -- - more

R R
Career development 15h

I have two jobs, sales b2b and life insurance and cannot make one sale either way. Any suggestions?
1   
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Career development

 15h

Laurie J. James Named One of IAOTP's Top 50 Fearless Leaders for 2026


Award-winning career coach and branding expert recognized for global leadership in career development.

LAFAYETTE, LA, UNITED STATES, April 28, 2026 /EINPresswire.com/ -- Laurie J. James, an internationally recognized career coach, résumé writer, LinkedIn profile expert, and image consultant, has been named one of the Top 50 Fearless Leaders for 2026 by the International Association of Top... Professionals (IAOTP).

This prestigious distinction is awarded annually to only 50 professionals worldwide who demonstrate exceptional leadership, innovation, and lasting industry impact. Honorees are selected based on professional achievement, dedication, and influence. Recipients will be featured in Top 50 Fearless Leaders, Volume 5, to be released in Summer 2026, and honored at IAOTP's Annual Awards Gala in December 2026 at the Plaza Hotel in New York City.

With 40 years of experience in career development and professional branding, James is widely regarded as a leader and subject matter expert. She has worked with over 14,000 clients, guided individuals through career transitions, résumé development, LinkedIn optimization, and personal branding to achieve meaningful professional advancement.

In 2000, James co-founded the Professional Résumé Writing and Research Association (PRWRA), serving as its first president. Under her leadership, the organization expanded to 19 countries, establishing a global network of career professionals. She also launched key industry initiatives, including the TORI (Toast of the Résumé Industry) Awards and International Update Your Résumé Month, both of which continue to shape the profession.

Following the events of September 11, 2001, James spearheaded VolunteersForCareer.org, a global initiative that mobilized career professionals across 19 countries to provide complimentary services to affected individuals and families, demonstrating the power of service and collaboration during a time of crisis.

PRWRA later evolved into Career Directors International (CDI), where James holds the distinguished Master Career Director (MCD) designation, an honor awarded to a select group of professionals worldwide.

Her additional credentials include Job and Career Transition Coach (JCTC), Certified Résumé Writer (CRW), Certified Career Enlightenment LinkedIn Writer (CCELW), Certified DISC Practitioner (CDP), and Certified DISC™styles Communications Consultant (CDCC). She is also an 11-time national award-winning image coach and career strategist.

James specializes in résumé writing, LinkedIn profile development, career and interview coaching, and DISC™-based communication strategies. Her work supports clients at all career stages, from entry-level professionals to senior executives.

Her contributions have earned widespread recognition, including the CDI Lifetime Achievement Award (2022). She has been featured in Marquis Who's Who Women of Influence and was previously named IAOTP's Top Master Career Director of the Year and Empowered Woman of the Year. In 2026, she is under consideration for additional honors in Top Industry Professionals Magazine.

In 2024, James published her first book, About Faces, a nonfiction tribute to her late father that reflects her commitment to storytelling, legacy, and personal connection.

Beyond her professional work, James is known for her a cappella performances of the national anthem, reflecting her passion for expression and community engagement.

James credits her success to perseverance, a strong work ethic, and the guidance of mentors. She remains committed to helping individuals build confidence, strengthen their professional presence, and achieve long-term career success.

For more information, visit www.lauriejjames.com

About IAOTP

The International Association of Top Professionals (IAOTP) is an international boutique networking organization that selects the world's most distinguished and accomplished professionals across a wide range of industries. These elite professionals are provided opportunities to collaborate, share insights, serve as keynote speakers, and inspire others within their fields. Membership is not open to the general public. Candidates must be personally invited by the President or nominated by an esteemed honorary member following a brief interview.

IAOTP's experts have recognized and credentialed thousands of top-tier professionals worldwide, helping them strengthen their personal brands and expand their influence. The organization prides itself on being a one-of-a-kind boutique network that handpicks only the most exceptional individuals and brings them together on a premier platform designed to foster meaningful connections and professional growth. IAOTP remains one of the most elite and highly respected professional recognition organizations in the world.

For more information on IAOTP, please visit: www.iaotp.com

EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability

for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this

article. If you have any complaints or copyright issues related to this article, kindly contact the author above. more

Jamie Bowen


Career development 1w
I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

 more
5   

  • Alexandra Nevins

    17h

    Why did you mention that the employee is 40 yrs old.

  • John Heinrich

    1d

    Have you talked to him and surfaced any problems he might be dealing with?

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Katherine Martin


Career development 3d
I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

2   

  • Dan Watt

    18h

    I am exhausted

  • Adenike Omolara Babajamu

    23h

    I think you are just overthinking this. you need to work on your confidence level and see your uniqueness as an advantage and not a disadvantage. the... company's friendliness is warm enough to this. but above all strive at excellence because your uniqueness will expose both your inadequacies and competencies. I am sure you can help change the narrative for the company to give more opportunities to females. i wish you the best of luck. more

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morris ogwal
Career development 2d
Am supposed to share my monthly reports with two seniors (technical advisor and general manager), basically writing one report and sharing. The two have their ego issues, and each of them wants different reporting formats and all of them wants me to write to them and just copy the other. am now forced to wtrite two reports and sending to each separately which is so tiring and consumes time. kindly... help more
1   

  • Peter Wafula

    7
    1d

    How about making reference to your jd and internal role relationship guidelines? It's not their egos but just them having differences between them and... venting them through other and/or junior staff. Discussing with your hr might help to straighten out lines of reporting  more

  • Randall Giancaterino

    25
    1d

    When you so not finish their assignments, explain to them why: You were working on your various work reports for them. :)

    2
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Career development

 20h

Is career agency the next frontier in employee development?


This audio is auto-generated. Please let us know if you have feedback.

Traditional career development simply isn't keeping up with today's ever-evolving workforce needs, Julie Giulioni, who leads DesignArounds, a workplace training provider, told attendees April 21 during a SHRM Talent session.

At risk are higher levels of employee disengagement and turnover -- or not even getting workers in the... door in the first place, she said.

"The old rules simply don't apply as they did before," Giulioni said, emphasizing that HR professionals need to move on from encouraging workers to own their career development.

"To expect people to be able to own in this whole world of unknowns sets them up for something less than success," she said. "My proposal is that the new frontier is to move beyond this notion of ownership to the notion of agency, which may be more aligned with current conditions."

Career agency, she said, means urging workers to embrace uncertainty, to experiment and to make data-informed choices as they navigate a market characterized by increasing skills volatility, technological advances and changing job roles.

"With as fast as things are accelerating, imagine what's [in] the future that's not even on our radar screens yet," Giulioni said.

Career agency, however, is not "a solo job," she said, and requires help from organizations and leaders.

To create a culture that supports career agency, organizations need to focus on awareness, access and action, Giulioni explained.

Awareness means giving workers more information and insight about what is going on in the organization and what the strategy, priorities and emerging skill needs are, she said.

"Leaders need to be really candid with feedback about performance and skill gaps, and individuals need to be a lot more reflective in understanding their strengths, their opportunities," Giulioni said. "We need to dramatically elevate awareness if employees are going to be able to exercise agency."

As for access, employers need to not only make career development opportunities available but also remove roadblocks, she said.

Workers need "transparent systems for being able to access opportunities. They need to have less gatekeeping and more support for experimentation," Giulioni said.

To spur action, meanwhile, involves ensuring that employees understand that development now is about experimentation and iteration, she said.

"They've got to be able to experiment, learn, iterate and experiment again, and that's going to be the cadence of learning going forward," Giulioni said. "Leaders need to be prepared with a cadence of check-ins and support to be able to encourage and allow for that kind of adaptation and adjustment." more

Career development

 21h

Why is Louisiana a poor state to work? WalletHub ranks it 2nd worst in US


Job hugging is the new job hopping

Job hugging is the new job hopping as the labor market slows.

Because of increased competition and economic uncertainty, the job market may feel unstable for those currently on the job hunt.

From searching job openings and updating résumés to contacting references and preparing for interviews, the job search process can take a toll.

However, where you live,... as well as knowing where to look, can make finding a desirable job much easier.

To determine the best states for employment, WalletHub analyzed states based on factors like job-market strength, economic health, economic growth and median annual income.

Why Louisiana ranks as the second worst state for jobs in 2026 according to WalletHub

Within WalletHub's study, Louisiana ranked 49th, the second-worst state for jobs in 2026.

Louisiana also ranked 49th for job market and 43rd for economic environment, according to WalletHub.

The state also has the third-lowest median annual income and the third-lowest time spent working.

In comparison, Massachusetts is considered the best state for jobs, as it has among the best worker protections, the fourth-highest number of available jobs, third-best job security and a high share of workers with private health insurance, says WalletHub.

Best and worst states for jobs in 2026 according to WalletHub

Presley Bo Tyler is the Louisiana Deep South Connect Team reporter for USA Today Network. Find her on X @PresleyTyler02 and email at PTyler@Gannett.com more

Career development

 21h

Help Secure Part-Time Sales Job


I'm aiming to break into a part-time Sales & Marketing role but I'm completely new to the field. I need someone who can guide me from scratch -- shaping a market-ready résumé and cover letter, polishing my LinkedIn profile, identifying suitable vacancies, and coaching me for interviews so I can confidently present myself as a strong entry-level candidate. What I expect from you * A crisp,... ATS-friendly CV and cover letter tailored for sales and marketing openings * Optimised LinkedIn profile with keyword-rich headline and summary * A curated list of active part-time vacancies that match my location and basic skill set, plus instructions on how to apply * Two mock interview sessions with actionable feedback on body language, common sales questions, and objection-handling techniques I'm open to proven frameworks, templates, or tools you like to use -- as long as the final documents are editable (Word or Google Docs) and the coaching fits my beginner status. Let me know how quickly you can deliver each item and how you'll measure our progress toward landing interviews. more

Career development

 21h

BBVA ranks second in LinkedIn Top Companies Spain 2026


The financial institution is ranked as the best bank to work for in Spain according to LinkedIn and holds second place in the overall ranking of companies with more than 5,000 employees. BBVA reinforces its positioning as one of the best places to build a professional career, in an environment defined by innovation, continuous learning and real impact.

BBVA has moved up to second place in the... LinkedIn Top Companies Spain 2026, making it the leading financial-sector company. The ranking, compiled by LinkedIn, identifies the best companies for career development, assessing factors such as growth opportunities, skills development, job stability and diversity of backgrounds.

This recognition highlights BBVA's commitment to a people-centric work model, where technological transformation coexists with talent development and the generation of impact in society. "At BBVA, we don't just talk about technology -- we talk about growth. People from very different backgrounds work in an environment where they are constantly learning and making a real impact," says Carlos Pérez, head of Culture and Engagement at BBVA.

The bank promotes new ways of working based on diverse teams, more open cultures and the breaking of traditional stereotypes in the financial sector. All of this helps strengthen its employer value proposition, focused on innovation, inclusion and growth. "In an increasingly digital world, banking remains present at key moments in people's lives. It is a sector where the future is shaped," he adds.

Over the past year, BBVA has strengthened its people-management strategy through initiatives focused on talent development, well-being and cultural transformation. The financial institution has also taken a major step forward in innovation by embedding artificial intelligence across day-to-day operations. In addition, the bank has continued to promote continuous learning and reskilling programs, as well as diversity policies, with a particular focus on responsible leadership and the employee experience. These actions are part of the goal of building an innovative, collaborative work environment aligned with BBVA's purpose of supporting customers' drive to go further.

Top Companies is an annual list that helps professionals identify the best companies in which to build their careers. Published by LinkedIn News, the ranking is based on a carefully weighted methodology that uses LinkedIn's exclusive data to analyze the career paths of millions of professionals around the world.

The methodology is based on eight pillars, all drawn from LinkedIn data, each capturing an important aspect of career progression within a company: opportunities for advancement, skills growth, employee retention, affinity with the company, external opportunities, gender diversity, educational background and employee presence in the country. more

Career development

 1d

Recruiter lists 4 things candidates should stop being honest about in interviews


A recruiter shared four things that candidates should "stop being honest" about in job interviews, sparking debate over how far applicants should go when presenting themselves.

The post, shared on r/Jobhunting, was titled, "Stop being honest in job interviews (I say this as a recruiter)." In it, the user argued that interviews were less about truth-telling and more about positioning.

"An... interview isn't an exam, it's a negotiation. The company wants to buy your skills," the recruiter wrote, adding that candidates should stop treating the process like they owe employers something and instead approach it as a transaction.

Their post went on to outline areas where candidates should "bend the truth," not outright lie, but frame answers strategically.

One key point was around job search duration. The recruiter advised against admitting to being unemployed for months, claiming it often triggered bias. Instead, candidates should present themselves as selective and in demand.

Similarly, applicants were told not to reveal if they are applying everywhere, but rather say they are targeting roles that align closely with their skills.

On company knowledge, the recruiter stressed that even minimal preparation like spending a few minutes researching could prevent candidates from appearing disengaged. But the strongest emphasis was on how candidates described their past work.

"People list what they did instead of what they achieved," the post noted, urging applicants to quantify results rather than simply describe responsibilities. For example, instead of saying they managed social media, candidates should highlight measurable impact, such as audience growth.

The post concluded with a shift in mindset, encouraging candidates to see themselves as equally valuable in the process. "You're not there to beg, you're there to decide if they're worth your time too," the recruiter wrote.

The advice, shared in good spirits, quickly received mixed reactions from users.

Some commenters agreed with the sentiment, suggesting that interviews are as much about reading the room as they are about answering questions, and that candidates who fail to present themselves strategically may struggle in professional environments.

Others offered insight from a hiring perspective, explaining that certain questions, like how many roles a candidate has applied for, are sometimes used later in the process to gauge how competitive an offer needs to be.

At the same time, the post also raised concerns about authenticity, with discussions emerging around the fine line between smart positioning and dishonesty.

Some users also discussed the idea that interviews were not just about proving competence, but about understanding how to present it in a way that aligned with what employers were looking for. more

Ronan Lenoble


Career development 6d
Can you give me some advice? My boss comes to me many times a day and keeps asking if I’ll finish my tasks on time. I always say yes as I’ve never missed a deadline. But his questions distract me and make me stressed.
I tried telling him he doesn’t need to check on me so much, but it didn’t help. How can I politely ask him to stop?

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Career development

 1d

Mid-Level Finance Resume


I'm looking for a polished, job-ready résumé tailored to a mid-level role in the finance sector. I'd like it structured in a functional format that spotlights my key competencies and quantifiable achievements rather than a strict work-history timeline. You'll receive my existing CV, a brief on my target positions, and any supporting documents you request. From there, I expect: * A functional... résumé in editable Word and PDF files * Clear emphasis on skills, certifications, and results relevant to finance (risk analysis, budgeting, compliance, etc.) * Concise, ATS-friendly wording and clean layout * Two rounds of revisions so the final version aligns perfectly with my goals If you have experience crafting finance résumés and understand how to present transferable skills for mid-career applicants, I'd love to work with you. more

Career development

 1d

Off-The-Clock Recruiting: 52% Have Recruited Candidates Outside Work


From gyms to grocery stores, new report reveals where -- and how -- hiring leaders are identifying candidates in everyday settings.

GUAYNABO, Puerto Rico, April 28, 2026 /PRNewswire/ -- Zety®, a leading resume templates service, released the findings of its Off-The-Clock Recruiting Report, revealing the unexpected places where job candidates are being recruited.

As traditional hiring channels... become saturated, decision-makers are turning to unconventional environments to find their next high-performers. Surveying 1,001 employees responsible for hiring, the research shows that 59% feel very comfortable recruiting candidates outside of work, and many are already doing so at restaurants (42%), grocery stores (32%), and airports (20%).

Without résumés or formal interviews in these situations, real-world behavior and natural conversations become key to spotting potential talent. At the same time, this shift introduces new challenges as the lines between personal and professional begin to blur.

Key Findings

* Informal recruiting is widespread: Over half (52%) of hiring decision-makers have recruited candidates outside formal work environments, and 59% feel very comfortable doing so.

* Social settings are top talent pools: Non-LinkedIn social media (68%), social events like weddings or parties (55%), and bars, restaurants, or coffee shops (42%) are the top three places informal recruiting is taking place.

* Behavior beats the resume: Communication/demeanor (77%) and personality (65%) are the top traits that make candidates stand out in casual settings.

* Success rate is high: 84% say off-the-clock encounters are effective at yielding strong candidates compared to formal channels.

Recruiting Beyond the Office

The traditional hiring process is no longer confined to the office or LinkedIn. As the lines between personal and professional lives blur, leaders are increasingly keeping an eye out for top talent during their everyday routines:

* 59% of hiring decision-makers feel very comfortable evaluating or recruiting potential candidates in everyday, non-work settings.

* Over half (52%) have recruited potential candidates outside of formal work environments.

Where Top Candidates Are Being Found

When hiring leaders are off the clock, they're still actively building their talent pipelines. From weddings to grocery runs, they report recruiting candidates in the following everyday locations:

* Social media (outside of LinkedIn) - 68%

* Social events (parties, weddings, meetups) - 55%

* Bars, restaurants, or coffee shops - 42%

* Grocery stores or retail spaces - 32%

* Gyms or fitness classes - 30%

* Airports or public transit - 20%

* Concerts or festivals - 17%

* Dating apps or profiles - 10%

What Makes a Candidate Stand Out "In the Wild"

Without a resume in hand, a candidate's real-world behavior and conversational skills become their strongest assets. When evaluating someone in a non-work setting, hiring decision-makers say the following traits make someone stand out as a potential hire:

* How they communicate or present themselves (e.g., demeanor, professionalism) - 77%

* Personality, attitude, or interpersonal skills - 65%

* Problem-solving or leadership behavior observed - 52%

* Industry-related conversation or expertise - 49%

* Mutual connections or referrals - 36%

* Their current job or employer came up naturally - 28%

Does Informal Recruiting Actually Work?

While recruiting at a coffee shop or gym might seem unconventional, the vast majority of hiring decision-makers report that these off-the-clock encounters successfully yield results when compared to formal recruiting channels:

* Very effective - 31% say it often identifies strong candidates.

* Somewhat effective - 53% say it occasionally yields good candidates.

* Slightly effective - 14% say it rarely produces strong candidates.

* Not effective - Only 2% say informal recruiting is usually unhelpful.

Informal recruiting works both ways. Not only are hiring leaders finding talent in everyday settings, but 84% say they've also followed up with someone they met outside of work about a job opportunity for themselves.

Boundaries and Risks of Informal Recruiting

Hiring decision-makers might always be on the clock mentally, but that doesn't mean they will always be receptive to a real-life LinkedIn pitch while grabbing dinner. Nearly half (42%) say they would feel totally comfortable if a job seeker approached them in a non-formal setting, but most agree there is at least some level of risk involved with informal recruiting interactions:

* Very risky -- professional boundaries can easily be crossed (14%)

* Somewhat risky -- potential pitfalls exist but can be managed (41%)

* Slightly risky -- occasional issues may arise, but risk is generally low (30%)

* Not risky -- informal recruiting is usually safe and acceptable (15%)

"The most successful hires often happen when a candidate isn't even trying to sell themselves," said Jasmine Escalera, career expert at Zety. "In a formal setting, you're constantly filtering your personality to fit a job description, but a spontaneous conversation at a gym or a wedding reveals the traits that actually matter: curiosity, empathy, and genuine communication. These informal moments allow a hiring manager to see your potential through your actions rather than just your claims."

For detailed insights on the Off-The-Clock Recruiting Report, access the full study at zety.com/blog/off-the-clock-recruiting-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 February 23, 2026. The survey collected responses from 1,001 hiring decision-makers and examined attitudes and experiences related to informal recruiting (identifying and approaching potential candidates in everyday, non-work settings such as social events, retail spaces, gyms, restaurants, and online platforms outside traditional professional channels).

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 8% Gen Z, 36% Millennial, 44% Gen X, and 12% Baby Boomer respondents. All participants were screened to ensure they were currently residing in the U.S. and involved in hiring decisions at their organization, including roles such as recruiters, HR professionals, and managers responsible for evaluating or selecting candidates. 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

Anonymous member


Career development 2w
I had a job interview yesterday and most of the questions weren’t about my experience or skills, but about my personal life. They asked about my boyfriend, our plans and even our intimate relationship. I’m shocked. Is it normal to ask things like that?
I feel really uncomfortable and gross after they basically dug into my private life

4   

  • Lilla Szabó

    1d

    In Hungary, in the last 15 years it has been asked from me in all job interviews. All of them. On one of the most humiliated inteviews they asked... about the salary of my boyfriend, and They asked why did I not have children. I answered that physically I could not bear child. They told me with cinism, that yes we all hear about magical pregnancy after the first year in the new job...shocking.... more

  • John Heinrich

    1d

    Inquiring about your personal life is out of bounds. I certainly wouldn't consider working at that company

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