Career development

Jina Langley

2d

Hello! I worked as an economist in a small bank for 3.5 years. Now I’m moving to the same job in a big bank, and I’ll earn $50 more per month. I think it’s a better and more promising option. But my family says there’s no point in changing jobs. I’m really tired of staying in the same place and want something new. Honestly, I also hope for raises and career growth.

How can I convince my family?... They keep trying to talk me out of it, and it’s really stressful.(

more

1

ng'ang'a muhia
1h
In your growth journey one step prepares you for the next one. It matters where your footprints have been. Go for the new job, it’s not about money... but about your career growth and progression. more
Christopher Long
12h
Unless your family is going to work for you then they don’t have any say in it. Take the new job and see what happens.

Sam Carroway

Career development

1d

Has anyone dealt with this before? Can you give me some advice? We’re going to have a Christmas office party and everyone has to come up with a fun game called “Make Boss Laugh”. I really don’t like these kinds of events, especially making people laugh. Honestly, I’d rather not go at all, but I know that would look bad for my reputation and career. Can you suggest a game that’s fun but still... appropriate? Thanks!

more

ben odek
2h
Is it in your JD
Wilson Moono
10h
Just laugh at him when he enters the party. He will definately laugh

Anonymous member

Career development

7h

Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

DiiyMilea Crafton
3h
Talk to HR especially if you are feeling uncomfortable.

Jane Tilden

Career development

4d

Hi everyone! I’m a college student and I’m thinking about getting a job as a waiter in a cafe. But my parents are against it, my dad says that kind of job will ruin my resume, like no decent company will ever hire me afterward.
I’m tired of always asking my parents for money and I want to earn my own. How can I convince them?
Thanks

8

Everyonic Technologies
10h
Don't have to convince them. They r u parents. And will be the future too. U want a job. But why as a waiter
Tasos Pausanias Gogos
16h
άστα βράστα... γεια!

Anonymous member

Career development

1w

We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

more

4

Christopher Long
12h
He’s already on staff, did he accept the position for handling the documents? If so, then there’s nothing to explain. He accepted the role. People... need to learn to read. more
Helga Matijević
22h
Poštovani,
riječ je o uistinu osjetljivoj situaciji, a već sama činjenica da ste se obratili s ovim pitanjem pokazuje visoku razinu profesionalnosti,... brige i empatije prema zaposleniku. U ovakvim okolnostima ključno je voditi razgovor s poštovanjem i jasnoćom, bez naglašavanja osobnih ograničenja, već s fokusom na organizacijske potrebe i profesionalne kompetencije.
Poželjno je započeti razgovor priznavanjem motivacije i ambicije zaposlenika, kako bi se jasno dalo do znanja da se njegov angažman i želja za napredovanjem cijene. more

Career development

15h

I applied for 900 jobs after being laid off at 62. AI made the search even harder.

He says AI might be helping recruiters, but it's causing good candidates to be overlooked.

This story is based on a conversation with Jim Herrington, 62, from Suffolk, UK. It has been edited for length and clarity.

When I was made redundant from my electronics marketing job in 2024 after the company downsized, the last thing I expected was that I would end up applying for 900 jobs before finally... landing a new one.

I put everything I had into my job search. I created tailored résumés, cover letters, and even presentations for individual roles -- without using AI -- and contacted employers directly, while also attending physical events to meet new contacts.

I treated each day like a workday -- often starting at 8 a.m. to search through job boards, then methodically selecting which roles to apply for based on relevance, industry, and location. I even sent my résumé to some trusted peers for feedback and refinement. I was also open about being happy to commute to an office up to an hour from where I live - in my early career, I would drive thousands of miles a year for work.

Throughout this entire process, my motivation and confidence took a significant hit, particularly due to the frustration of conflicting feedback. Some bosses wanted experience in their industry, while others were open to people from other fields. Some were open to senior marketers, yet others told me I was overqualified.

The feedback that I often got was, "You'd be bored in this job", but given my age, I think they were trying to say that they thought I was too old, rather than value my 40-plus years of experience, the awards I've won, and the teaching work I've done.

While AI may be helping companies streamline their recruitment processes, I believe it's actually causing more problems. Getting all the right buzzwords into your résumé and cover letter to get past AI screening tests seems to have become more important than whether someone is actually a good fit.

Now, with some companies even starting to use AI video interviews, that's only going to add to that mistrust and cause employers to ruin their reputation among candidates. Because if a business hasn't got the time or courtesy to speak to me themselves, then I'm just not interested.

In an interview, there would be so much that an AI could not possibly experience. To me, it shows a total lack of respect for the candidate who has taken the time and energy to apply.

But the problem is more complex than simply a tough market or lazy applicants who are using AI. In my experience, many employers simply lack clarity in what they're looking for.

When they don't list exactly what they are looking for, it's very difficult. If they want experience, then they need to say it. If you're looking for somebody who can bring fresh ideas and a new approach, then they need to say it. It is especially unhelpful when salaries aren't listed.

Instead of applying for 900 jobs, I could have applied for 100, because I would have known with 800 of them that I would have been wasting a lot of effort, as I would have had a better sense that I was overqualified for most of them. But a lot of job specs weren't written properly and didn't show everything they were looking for.

Finally, in December 2024, I was appointed as marketing director of Omega Diagnostics, a health testing company. They called me the day after I applied and said, "Wow, you have a great résumé. Can we talk to you?"

When you do 900 job applications, you start to question yourself, and you think, "Am I actually that good?" And you build up resilience.

For them, my seniority was a significant advantage, but they also appreciated the fact that I had been successful in other industries and could bring a fresh perspective.

So, finally, it has turned out well. I'm well paid. It's relatively local. It's an industry where there is a lot of change and a lot of activity. It's an industry that actually has a positive outcome on people's lives. I'm really happy that I can personally recommend something that I'm doing for work that will make a difference. more

Career development

15h

Reducing Employee Burnout and Attrition: Strategies for creating workplaces where people can do their best work, and stay...

- Implementing flexible work arrangements can significantly enhance employee well-being and reduce burnout.

- Providing comprehensive support systems, including mental health resources and career development opportunities, fosters a positive work environment.

- Regularly measuring and addressing employee engagement and satisfaction are crucial for retaining top talent.

Understanding the Impact... of Burnout and Attrition

Workplace burnout and staff attrition are challenges that no modern organization can afford to ignore. Burnout, presenting as ongoing stress, mental fatigue, and waning enthusiasm, erodes individual productivity and organizational effectiveness. Attrition, defined as the gradual reduction of employees in a workforce, often follows when burnout and dissatisfaction are not actively addressed. When businesses proactively understand factors such as stress sources, support gaps, or organizational culture, they can better influence their attrition rate and build a more substantial employee experience.

The consequences can be severe: higher turnover costs, lost institutional knowledge, and an increased workload for remaining staff, all of which negatively impact morale and organizational culture. In competitive industries, attrition lessens your ability to innovate and maintain service standards, making it critical to pinpoint why employees disengage and leave.

Employee well-being isn't just a moral imperative -- it also drives productivity and resilience. Research by the American Psychological Association indicates that organizations prioritizing mental health tend to have more loyal, productive, and innovative staff. By taking steps to minimize burnout and attrition, leaders foster a healthier and more dynamic workplace.

Practical strategies to mitigate burnout and lower attrition range from rethinking how, when, and where people work to providing access to resources and support. Long-term solutions require organizations to address employee needs holistically, integrating flexibility, autonomy, and growth opportunities with practical resource support.

Implementing Flexible Work Arrangements

Adopting flexible working schedules -- such as remote work options, job sharing, or flex hours -- is among the most impactful tactics for reducing burnout. According to a recent Gallup poll, 76% of employees believe hybrid work models lead to improved work-life balance, which in turn fuels higher job satisfaction and lower stress levels. When employees have the freedom to structure their workdays, they can better harmonize job responsibilities and personal lives.

Remote work, compressed workweeks, and flexible start times empower staff to work during their most productive hours and adjust for individual needs. These adjustments can prevent chronic overwork and allow for much-needed downtime, especially for those managing caregiving responsibilities or other life priorities. Companies such as Microsoft and Salesforce have reported measurable reductions in turnover after rolling out these policies.

Providing Comprehensive Support Systems

Effective well-being strategies extend beyond superficial benefits. Organizations committed to reducing burnout must ensure that employees have access to mental health resources, counseling, and comprehensive career development opportunities. A study in the Harvard Business Review notes that employees want both the resources to manage stress and clear opportunities to advance professionally.

This means offering employee assistance programs (EAPs), mental health days, and robust learning and development initiatives. Clear internal pathways for advancement are crucial; when staff see opportunities for growth and support from their managers, they remain engaged and motivated. Companies that facilitate professional development and mentoring programs report stronger retention and overall employee well-being.

Encouraging Regular Breaks and Downtime

Organizations must not overlook the restorative power of regular breaks. Studies have consistently shown that taking short, frequent breaks bolsters focus and helps employees return to work refreshed. Designating relaxation spaces, supporting short walks, or encouraging "email-free" windows demonstrates that leaders value employee wellness as much as productivity.

According to The New York Times, breaks help disrupt the buildup of stress, staving off chronic exhaustion and disengagement. Simple changes, such as structured lunch hours or scheduled screen breaks, contribute meaningfully to mental health, yielding compelling results for organizational effectiveness.

Measuring and Addressing Employee Engagement

Without ongoing measurement, it isn't easy to know where efforts are -- and aren't -- working. Regular engagement surveys and feedback forums provide critical insight into employee morale, satisfaction, and intent to stay. Proactive organizations use these tools not only to identify problems, but also to shape policies that better reflect the needs expressed by their teams.

Involving employees in the development of workplace solutions creates a sense of ownership and partnership. As organizations act on feedback, they not only resolve pain points but also foster a culture of trust and ongoing improvement. Effective engagement strategies help ensure your workforce remains motivated and loyal, driving long-term organizational success.

Fostering a Culture of Recognition and Appreciation

Consistently recognizing employee contributions is a significant factor in reducing burnout and retaining talent. Appreciation initiatives might include public acknowledgments, peer recognition platforms, or tangible rewards for achievements. As featured in Forbes, organizations that actively cultivate gratitude report substantial improvements in morale, camaraderie, and individual fulfillment.

When staff are valued and celebrated, they're far more likely to be engaged and resilient -- even during stressful periods. Building a robust recognition culture is a cost-effective way to reinforce positive behaviors and foster loyalty. among employees

Enhancing Predictability of Schedules

Unpredictable schedules are among the leading causes of stress for frontline and hourly employees. By committing to advance scheduling (ideally two weeks or more) and minimizing last-minute changes, organizations can reduce anxiety and enable staff to plan their personal and family lives more effectively. Research published by the Economic Policy Institute highlighted a strong link between schedule stability and reduced turnover, especially among blue-collar workers.

Implementing technology-driven scheduling platforms and clear communication protocols can help ensure every worker feels respected and empowered. Over time, these changes support retention and cultivate a stable, contented workforce.

Investing in Leadership Training

The role of a manager or team leader is integral to preventing burnout and attrition. Organizations must provide leaders with training focused on empathy, stress management, and proactive communication. Well-equipped managers can quickly spot early signs of burnout, initiate supportive conversations, and connect staff with appropriate resources.

Comprehensive leadership development goes beyond technical skills and policies -- it should instill a culture of care, inclusion, and openness. When leaders serve not only as supervisors but also as supportive mentors, employees are more likely to stay engaged, motivated, and committed in the long term.

Conclusion

Reducing employee burnout and attrition is a multifaceted endeavor. By integrating flexible work policies, comprehensive support resources, ongoing engagement initiatives, recognition programs, predictable scheduling, and investing in emotionally intelligent leadership, organizations can significantly improve workplace satisfaction and retention.

Prioritizing these strategies ensures not only a more resilient and engaged workforce but also positions the business for enduring success in the face of evolving workplace challenges. more

Berta Harkness

Career development

3d

I work from home and take my 2.5-year-old to my mother-in-law for half the day (she lives just down the street). That was the plan from the beginning and both she and my husband agreed to it.
Now my mother-in-law doesn’t want to watch her grandson anymore. She says I can just work and take care of the child at the same time.
My husband agrees with her. I even offered to pay my mother-in-law like... a babysitter, because I really don’t want to lose my job or get stuck doing only house stuff.
What should I do? I’d appreciate any advice.

more

4

Ugochi Xta
17h
You should have been paying her from the beginning, at least something to motivate her. I guess she feels she’s stressing for nothing, and you... offering to pay her now seems too late. Just find a way to adjust your schedule, whichever chores you can’t do, leave it. Your husband should also find a way to assist you, parenthood is not one sided. more
Steward Tony Pacheco
20h
Well Grandma has done her time raising children so its OK when she agrees to it but when she is tired or wants a change, you need to be the mmother... and have an alternate plan. thats the price of parenting. You have children, then you have the responcibility. Beside, what you are missing is so very important to your children. Your husband also has a say. more

Career development

19h

Job seekers in 2025 faced a Great Frustration: never-ending applications, ghosting after interviews, and losing hope

AI screening résumés, employers going silent after interviews -- it's all part of the Great Frustration.

Business Insider spoke with dozens of job seekers across generations in 2025, some of whom have been unemployed for more than a year.

They voiced a wide range of frustrations about their searches -- including slow hiring timelines, so-called "ghost jobs," suspected ageism, employers going... silent midway through the process, overwhelming competition for each role, and the belief that AI filters are often screening their résumés before a human ever sees them.

Their job-finding journeys come at a time when employers are hiring at one of the lowest rates since 2013.

Whether the job seekers blame AI, corporate efficiency pushes, or broader economic uncertainty, they say it all adds up to a deluge of applications and a dearth of job offers. Still, through the frustration, they've also found ways to cope and connect with a community of fellow job seekers.

"I believe the hiring system is broken," said Matthew English, who's been looking for full-time work since October 2024 after a decadeslong career in accounting. Despite applying for hundreds of jobs -- from accounting roles to the Chick-fil-A cow mascot -- he's been unable to secure a full-time offer. He said he's burned through much of his savings, and that last Christmas, he couldn't afford to buy gifts for his family.

"I have about drained my life's savings," said English, who is in his 60s and lives in Alabama. "Money that you're expecting to use in retirement is now being used to survive."

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The New York Fed regularly asks people to estimate the likelihood that, if they lost their job today, they'd be able to find a new one in the next three months. In August 2025, that average probability dropped to its lowest level since the survey began in 2013 -- and has only recovered slightly in the months since.

Kory Kantenga, the head of economics for the Americas at LinkedIn, said 2025's labor market had "low momentum."

"The cumulative effect of three years of slowdown -- it's completely understandable why they feel like this might be the worst labor market they've ever been in," Kantenga said.

Throughout the year, Business Insider has spoken with people who've worked at some of the world's most high-profile companies and found themselves at a corporate crossroads -- whether due to a layoff, resignation, job search, or shifting workplace expectations.

Share your story by emailing [email protected] or [email protected]. Read more on the topic:

Hilary Nordland began looking for work after being laid off from her marketing role in July 2024. To help pay the bills, she said she started donating plasma and drew on her retirement savings.

Nordland, who's in her 50s and lives in Minnesota, said one of the most frustrating parts of her job search has been landing interviews -- only to have opportunities fall through for unexpected reasons. She said she's had interviews canceled the same day they were scheduled because the role was suddenly put on hold or filled internally. On one occasion, she said, an HR representative told her she'd be a great fit -- but the rep was fired before they could schedule the interview.

"This job market is terrifying," she said. "It's a black hole that makes you question everything -- and I don't see a clear path through."

US employers have announced 1.17 million job cuts so far in 2025, the most since 2020. While the unemployment rate remains relatively low by historical standards, it has risen to its highest level since 2021, when the economy was still recovering from pandemic-related disruptions.

High demand for jobs -- combined with the rise of AI-assisted applications -- has contributed to an influx of submissions for open roles, making it harder for qualified candidates to stand out. Last quarter, the average job posting received 242 applications, nearly three times the number in 2017, according to data from Greenhouse, a hiring software provider.

Aaron Terrazas, an independent economist, said job seekers' frustration with this year's labor market was justified.

"Just because the aggregate jobs data look stable, steady, slowing but stable, doesn't mean that it hasn't been very difficult for some people," Terrazas said.

Heather Driscoll began looking for a healthcare management job after being laid off last year. She said she's struggled to pay the bills and had to draw on her 401(k).

"The amount of time, research, enthusiasm -- the dressing up, hair, makeup -- just to sit on a Zoom call and get no feedback or rejection, is insane," she said.

Driscoll, who's in her 50s and lives in Colorado, said she has reached the final interview round multiple times but has been unable to secure an offer. She suspects that ageism and sexism could be working against her.

A challenging job market has forced some job seekers to confront the possibility that their goals and aspirations may be out of reach.

At age 40, Kenneth Ferraro quit his job as a truck driver to pursue a bachelor's degree in political science at New York University. He hoped it would set him up for a career in public service -- but after struggling to find work, he returned to trucking last year. He said he's stuck with more than $100,000 in student debt.

While having a college degree improved his credentials, Ferraro said he thought his age had held him back in the job market.

He recalled applying for an entry-level government position that seemed like a good fit. The early stages of the interview process felt promising, but he said things shifted after the in-person interview -- and he suspects his age was a factor.

"As soon as the hiring manager saw me, his whole demeanor changed," Ferraro said. "He ran through the questions and never truly engaged with me."

Solomon Jones hoped that earning a college degree would open doors. After earning his bachelor's degree in sports communication in May, he struggled to find employment. Jones said that some of the sports communications job postings he'd come across had attracted more than 1,000 applicants.

"The goal is to obviously get a job in the sports industry, but realistically, I know that life isn't fair," said Jones, who's in his 20s and lives in New Jersey. "So at this point, I'm just trying to find a job, period."

Some job seekers Business Insider spoke with have leaned on others -- including friends, family, professional contacts, and fellow job seekers -- for support and solidarity during their job searches.

After being laid off by Microsoft in May, Ian Carter struggled to find a new job. He switched to a month-to-month lease on his Redmond, Washington, apartment, but eventually moved to Florida to save money by living with family while continuing his search.

Carter said he's connected with others who've lost their jobs and visits the private "MSFT Survivors" Facebook group, which includes people who've been laid off throughout Microsoft's history.

"Layoffs kind of affect people mentally," said Carter, who's in his 30s. "I've reached out to people so we can be each other's support system."

In July, Sriram Ramkrishna was laid off by Intel for the second time. On his last official day with the company, his wife also lost her job. When he learned the news, his mindset shifted from "I'll find a job when I can" to "I'd better find a job."

But over the past few months, he's struggled to make much headway. Ramkrishna said one of the things keeping him going is the support of his former Intel colleagues, who also lost their jobs.

"Many of us have been helping each other with our job searches -- sharing opportunities and offering support," said Ramkrishna, who's in his 50s and lives in Portland, Oregon. "It feels like we're all looking out for each other."

Chris Martin, lead researcher at Glassdoor, said uncertainty helped drive this year's low-fire, low-hire job market, such as businesses navigating the effects of tariffs and AI. Terrazas, the independent economist, doesn't think uncertainty will fully fade next year, but said employers won't be facing the initial shock of policy changes from a new administration.

Most job seekers can't afford to put their searches on hold until conditions improve. Despite the challenges, some have managed to break through.

When Alexander Valen was laid off from his project manager role at Accenture, he was initially optimistic that his more than two decades of experience would help him land a new job. But after nearly two years of job searching -- and falling behind on his mortgage -- that optimism had vanished. Valen, who's in his 50s and lives in Florida, said he and his wife, a stay-at-home mom, relied on DoorDash earnings, unemployment benefits, and help from family to get by.

But a few months ago, someone in his network recommended he explore roles at the freelance platform Toptal. Valen applied for a project manager role, went through the interview process, and landed the position, which he said fell within the $80 to $100 an hour compensation range he'd been targeting.

Valen's top advice for other job seekers: Reframe how you view the process -- and lean on others along the way.

"The search becomes far less discouraging when you treat it as an opportunity to grow rather than a verdict on your worth," he said. "And in a market this competitive, networking isn't optional -- it's the force multiplier that ultimately led me to my role."

Read the original article on Business Insider more

Career development

19h

AI agents are coming to job interviews. Tips for handling them

New data shows companies are heavily relying on AI for hiring, with many using it for first-round job candidate interviews.

According to a 2025 survey by HRTech Outlook, 78% of companies are deploying AI in talent acquisition. Those companies reported a 40% reduction in time-to-hire, the survey noted. A separate study found that 87% of companies rely on AI in at least one hiring component.

With... AI hiring on the rise, job candidates should not be surprised when their first interview is with an AI agent.

"The impact of AI on job interviews cannot be overstated," said Nathan Soto, a career expert at Resume Genius. "Our recent survey of 1,000 hiring managers found that 48% of hiring managers use AI to screen resumes before a human reviews them, and 19% use AI to help them conduct video interviews.

"Candidates either record their answers or type them out, and the system looks at both the content and the delivery, things like clarity, structure, tone, pacing," said Jared Navarre, CEO of the business consulting firm Keyni.co, and a creative strategy AI Expert. "Then it compares those responses to whatever ideal profile the company set for the role."

The result is simple, with a ranked list and a short write-up that a recruiter skims to decide who actually moves forward. "Honestly, it's a lot more mechanical than people think, but it drives the first cut in most places now," Navarre said.

That's a big reason why career experts say AI is reshaping the first-round interview more than any other step in the hiring process.

"Many companies now use automated screeners, one-way video interviews, or AI-driven assessments to handle large applicant volumes," said Michelle Perchuk, co-founder of New York City-based MTV Coaching, an executive search firm.

AI interviews typically take place on an online platform, where candidates answer preset questions in video, audio, or written form.

"The system evaluates responses based on employer-selected criteria such as keywords, structure, clarity, or pacing," Perchuk said. "But AI has blind spots: candidates can essentially say anything just to move to the next round, and the system won't know whether they're being truthful."

More importantly, job candidates are used to human interviewers, who understand context, nuance, and credibility, whereas AI does not. "Unless a human steps in to ask deeper questions or request evidence of ROI or outcomes, the system can't distinguish between genuine skill and performative answers," Perchuk noted.

That makes it critical for job candidates to sharpen unique skills, communication discipline, and hone strategic "tricks" that help them pass through the AI gatekeepers."Because these systems rely on preset criteria, applicants must learn to present themselves clearly and simply so the technology can understand and score them accurately," Perchuk said.

The way forward for job applicants is to specifically prepare for AI-run job interviews, which differ from traditional face-to-face interviews. These action steps should lead the way.

"If the AI asks, 'What is your name?' answer directly: 'My name is Michelle," Perchuk advised. "Most job seekers ramble or give too much context, which confuses the system."

Alignment and focus are also big priorities.

"Everything a job applicant says on an AI-run job interview should be relevant to the competencies required for the role," Foggle noted.

It's also easy to forget to smile in an asynchronous interview because there is no feedback and no nonverbal cues that an applicant's answers are on the right track, Foggle noted. "There's nobody on the other side with an encouraging smile," she said. "Try putting a photo of someone, like a mentor who is a cheerleader you want to impress, near the camera as a reminder to smile, and to infuse some authentic warmth into responses."

"Because of the proliferation of apps that help candidates cheat on interviews by providing answers in real time (i.e., Interview Buddy, Final Round AI), almost all AI interview platforms are assessing eye movements for reading, and can flag reading as cheating," she said.

"Rambling, over explaining, or providing unclear answers hurts candidates because the system can't extract meaning the way a human can," Perchuk said. "On the technical side, poor lighting, sound, or connectivity can negatively affect how the AI interprets your responses.

Another major no-no is assuming the AI understands context or nuance, which it doesn't.

"That's why practicing presentation skills in front of the camera is essential, along with communicating with clarity, and keeping your answers tightly aligned with the role," Perchuk advised. "Also, never assume the machine will 'get' your personality; it's your job to present information crisply, strategically, and in a way the algorithm can digest.

Companies are already reaping benefits from AI-powered interviews, so expect the technology to expand.

"A great example is Fontainebleau Las Vegas Resort and Casino," said Lili Foggle, founder at Impressive Interview and director of the Interview Institute at the Professional Association of Resume Writers and Career Coaches. "Scheduled to open in December 2023, the casino used Paradox.ai to source, schedule, and screen candidates. They processed 300,000 applications and hired 6,500 employees in three months." more

Career development

19h

Unemployment is low, but companies are slow to hire: How job seekers faced a Great Frustration in 2025

AI screening résumés, employers going silent after interviews -- it's all part of the Great Frustration.

Business Insider spoke with dozens of job seekers across generations in 2025, some of whom have been unemployed for more than a year.

They voiced a wide range of frustrations about their searches -- including slow hiring timelines, so-called "ghost jobs," suspected ageism, employers going... silent midway through the process, overwhelming competition for each role, and the belief that AI filters are often screening their résumés before a human ever sees them.

Their job-finding journeys come at a time when employers are hiring at one of the lowest rates since 2013.

Whether the job seekers blame AI, corporate efficiency pushes, or broader economic uncertainty, they say it all adds up to a deluge of applications and a dearth of job offers. Still, through the frustration, they've also found ways to cope and connect with a community of fellow job seekers.

"I believe the hiring system is broken," said Matthew English, who's been looking for full-time work since October 2024 after a decadeslong career in accounting. Despite applying for hundreds of jobs -- from accounting roles to the Chick-fil-A cow mascot -- he's been unable to secure a full-time offer. He said he's burned through much of his savings, and that last Christmas, he couldn't afford to buy gifts for his family.

"I have about drained my life's savings," said English, who is in his 60s and lives in Alabama. "Money that you're expecting to use in retirement is now being used to survive."

The New York Fed regularly asks people to estimate the likelihood that, if they lost their job today, they'd be able to find a new one in the next three months. In August 2025, that average probability dropped to its lowest level since the survey began in 2013 -- and has only recovered slightly in the months since.

Kory Kantenga, the head of economics for the Americas at LinkedIn, said 2025's labor market had "low momentum."

"The cumulative effect of three years of slowdown -- it's completely understandable why they feel like this might be the worst labor market they've ever been in," Kantenga said.

Hilary Nordland began looking for work after being laid off from her marketing role in July 2024. To help pay the bills, she said she started donating plasma and drew on her retirement savings.

Nordland, who's in her 50s and lives in Minnesota, said one of the most frustrating parts of her job search has been landing interviews -- only to have opportunities fall through for unexpected reasons. She said she's had interviews canceled the same day they were scheduled because the role was suddenly put on hold or filled internally. On one occasion, she said, an HR representative told her she'd be a great fit -- but the rep was fired before they could schedule the interview.

"This job market is terrifying," she said. "It's a black hole that makes you question everything -- and I don't see a clear path through."

US employers have announced 1.17 million job cuts so far in 2025, the most since 2020. While the unemployment rate remains relatively low by historical standards, it has risen to its highest level since 2021, when the economy was still recovering from pandemic-related disruptions.

High demand for jobs -- combined with the rise of AI-assisted applications -- has contributed to an influx of submissions for open roles, making it harder for qualified candidates to stand out. Last quarter, the average job posting received 242 applications, nearly three times the number in 2017, according to data from Greenhouse, a hiring software provider.

Aaron Terrazas, an independent economist, said job seekers' frustration with this year's labor market was justified.

"Just because the aggregate jobs data look stable, steady, slowing but stable, doesn't mean that it hasn't been very difficult for some people," Terrazas said.

Heather Driscoll began looking for a healthcare management job after being laid off last year. She said she's struggled to pay the bills and had to draw on her 401(k).

"The amount of time, research, enthusiasm -- the dressing up, hair, makeup -- just to sit on a Zoom call and get no feedback or rejection, is insane," she said.

Driscoll, who's in her 50s and lives in Colorado, said she has reached the final interview round multiple times but has been unable to secure an offer. She suspects that ageism and sexism could be working against her.

A challenging job market has forced some job seekers to confront the possibility that their goals and aspirations may be out of reach.

At age 40, Kenneth Ferraro quit his job as a truck driver to pursue a bachelor's degree in political science at New York University. He hoped it would set him up for a career in public service -- but after struggling to find work, he returned to trucking last year. He said he's stuck with more than $100,000 in student debt.

While having a college degree improved his credentials, Ferraro said he thought his age had held him back in the job market.

He recalled applying for an entry-level government position that seemed like a good fit. The early stages of the interview process felt promising, but he said things shifted after the in-person interview -- and he suspects his age was a factor.

"As soon as the hiring manager saw me, his whole demeanor changed," Ferraro said. "He ran through the questions and never truly engaged with me."

Solomon Jones hoped that earning a college degree would open doors. After earning his bachelor's degree in sports communication in May, he struggled to find employment. Jones said that some of the sports communications job postings he'd come across had attracted more than 1,000 applicants.

"The goal is to obviously get a job in the sports industry, but realistically, I know that life isn't fair," said Jones, who's in his 20s and lives in New Jersey. "So at this point, I'm just trying to find a job, period."

Some job seekers Business Insider spoke with have leaned on others -- including friends, family, professional contacts, and fellow job seekers -- for support and solidarity during their job searches.

After being laid off by Microsoft in May, Ian Carter struggled to find a new job. He switched to a month-to-month lease on his Redmond, Washington, apartment, but eventually moved to Florida to save money by living with family while continuing his search.

Carter said he's connected with others who've lost their jobs and visits the private "MSFT Survivors" Facebook group, which includes people who've been laid off throughout Microsoft's history.

"Layoffs kind of affect people mentally," said Carter, who's in his 30s. "I've reached out to people so we can be each other's support system."

In July, Sriram Ramkrishna was laid off by Intel for the second time. On his last official day with the company, his wife also lost her job. When he learned the news, his mindset shifted from "I'll find a job when I can" to "I'd better find a job."

But over the past few months, he's struggled to make much headway. Ramkrishna said one of the things keeping him going is the support of his former Intel colleagues, who also lost their jobs.

"Many of us have been helping each other with our job searches -- sharing opportunities and offering support," said Ramkrishna, who's in his 50s and lives in Portland, Oregon. "It feels like we're all looking out for each other."

Chris Martin, lead researcher at Glassdoor, said uncertainty helped drive this year's low-fire, low-hire job market, such as businesses navigating the effects of tariffs and AI. Terrazas, the independent economist, doesn't think uncertainty will fully fade next year, but said employers won't be facing the initial shock of policy changes from a new administration.

Most job seekers can't afford to put their searches on hold until conditions improve. Despite the challenges, some have managed to break through.

When Alexander Valen was laid off from his project manager role at Accenture, he was initially optimistic that his more than two decades of experience would help him land a new job. But after nearly two years of job searching -- and falling behind on his mortgage -- that optimism had vanished. Valen, who's in his 50s and lives in Florida, said he and his wife, a stay-at-home mom, relied on DoorDash earnings, unemployment benefits, and help from family to get by.

But a few months ago, someone in his network recommended he explore roles at the freelance platform Toptal. Valen applied for a project manager role, went through the interview process, and landed the position, which he said fell within the $80 to $100 an hour compensation range he'd been targeting.

Valen's top advice for other job seekers: Reframe how you view the process -- and lean on others along the way.

"The search becomes far less discouraging when you treat it as an opportunity to grow rather than a verdict on your worth," he said. "And in a market this competitive, networking isn't optional -- it's the force multiplier that ultimately led me to my role." more

Career development

3d

Hope Is Essential to Success of Any Job Search (opinion)

We live in uncertain and unstable times. The job market is contracting due to economic uncertainty, political instability and the increase of AI-driven automation. In my role as a career adviser, I talk to many students and recent graduates who have faced a long and difficult job search. The words and phrases I hear most often in these conversations are "dejected," "soul-crushing," or "I feel like... I am screaming into the void." International students face an added challenge, with H-1B visas seeming out of reach as they become more difficult and expensive for employers to process.

All of this uncertainty can lead to feelings of helplessness and hopelessness. What I hear from students, and in particular our international community at Columbia University, is, "What is the point of applying to jobs if no one will hire me?" Such self-defeating thoughts can lead to inaction and feelings of despair. Yet hope is essential to the success of any job search. Having hope or optimism that something will work out is central to achieving one's goals.

It is likewise essential that a career coach or adviser have a hopeful, positive attitude. A recent article published by the IZA Institute of Labor Economics describes how when people who were unemployed for a long period of time worked with caseworkers who had "strong confidence in the potential of their clients to find employment," the relationship led to an increase in the client's motivation and resilience, and to improved earnings and employment outcomes over time. Thus, our outlook as advisers can impact the students we are working with, so we must manage our own feelings of hopelessness. I find myself returning to Jane Goodall's The Book of Hope: A Survival Guide for Trying Times for inspiration.

Another source of inspiration I return to is a framework called Career Flow: A Hope-Centered Approach to Career Development, developed in 2011 by Spencer G. Niles, Norman E. Amundson and Roberta A. Neault. In the remainder of this article, I plan to provide career development professionals with an overview of this hope-based career development model and suggestions on how they can implement it to assist their students and graduates.

In the theory, "Career Flow" is an analogy that compares different types of experiences in one's career to the flow of water. Anyone who has felt "underwater" at work can understand this metaphor. Finding "optimal" flow in a professional setting means that your skills and personality match the tasks and requirements of your role. Below, I outline suggested steps based on the model to help you implement a hope-based approach to career advising.

Step 1: Assessing and Establishing Hope

Start by letting the advisee tell their story and share the challenges that they face. Listen and reflect back what you are hearing. But also start to consider the person's outlook and demeanor. Many of the people I talk to, including federal workers who were laid off or furloughed, exhibit signs of hope even though they understand the current challenges they are facing and express frustration and sometimes fear. I have been surprised and impressed by people's resilience and willingness to pivot, which I make sure to point out. That helps them see the strength they are exhibiting even in a moment of crisis.

However, some people will present as mostly frustrated, with little hope. If you are talking to someone who seems particularly hopeless about their situation, it could be helpful to reflect that back to them. You might say, "What you just described to me seems like a very tough situation. I wonder if you might feel a sense of hopelessness?" Sometimes it just takes awareness for someone to realize that they need to shift their mindset. Validate their struggle, then help them reframe their point of view toward one that is more hopeful. For example, you could mention the Career Flow model that shows the positive benefits of having hope in a career search. If a student seems unwilling to shift, you might want to suggest that they seek extra support through family, friends or counseling services.

Step 2: Self-Reflection and Self-Clarity

Self-reflection and self-clarity are essential to any job search, including when it comes to establishing a hopeful approach. If someone is not clear about their own needs and values or has a lack of understanding of their situation and challenges, that person can struggle to succeed in their goals. Therefore, help them gain a greater sense of self-clarity by reflecting any key interests, skills and values you hear them describe in your conversation. At the same time, it is important to ask about possible challenges or obstacles to fully understand their situation and address hurdles standing in the way of their goals.

If a student seems hopeless about succeeding in their goals, advisers can bolster hope by asking about areas of strength or asking them to describe a time they felt they succeeded when faced with a difficult task. Reminding students of past successes and helping to celebrate these wins can increase their sense of agency and help them believe they can overcome future challenges.

Step 3: Visioning

An inherently hopeful exercise, visioning is the ability to brainstorm future possibilities and identify desired outcomes. Sometimes, I talk to a student who is so focused on one goal, such as finding an academic job or postdoc position, that they forget to consider other opportunities where they can apply their skills and expertise. When starting the visioning process, encourage advises to imagine multiple ways of reaching their desired goal. This is also known as "pathways thinking" and, in the Career Flow model, quantity is more important than quality. When an extensive list of possible career paths is identified, the advisee should use self-reflection and self-clarity to narrow their options by selecting a few paths that best align with their interests, skills and values. Pathways thinking also supports advisees in being both flexible and adaptable, traits that are incredibly important in any job search.

However, people who feel hopeless can sometimes lack the capability to consider other options. Help connect them to resources, such as career assessments like ImaginePhD, myIDP or O*Net, where they can gather information to explore different types of employment. Also, help them consider ways they can gain skills or experience through online courses, volunteering, on-campus work or internships.

Step 4: Goal Setting and Planning

Once a student has selected a few possible paths, then focus on setting specific, measurable, attainable, relevant and time-bound (SMART) goals. Students often set lofty or poorly defined goals such as, "I want to find a job." Help them identify small, realistic steps they can take to achieve their main goal of employment. For example, suggest that they find a job they want to apply to and create a tailored résumé and cover letter for the role and then schedule another career advising session in two weeks to review the documents. Again, consider possible barriers to their goals and how they can overcome them.

Step 5: Implementing and Adapting

As students start to reach their incremental goals they will encounter either positive feedback (e.g. a request for an interview) or a lack of success (silence or rejection emails). As they gather more data, help them revise or relinquish possible paths that are no longer relevant or serving them. Sometimes, you will need to help them accept the fact that a goal might not be achieved. This process is known as radical acceptance, or giving in to your current reality. Help them see that finding employment during a period of uncertainty is difficult and can cause pain, but life can still be hopeful and joyful.

Another approach is to help students see what they have control over. We might not be able to control the economy, but we can control our actions and our outlook, and we can seek out help when we need it or find support in community with others. Overall, be there as a source of support, guidance and encouragement.

In conclusion, it can take substantial effort to choose to be hopeful in periods of uncertainty, but we must maintain hope even in the darkest of times. To quote C. R. Snyder, who writes about the psychology of hope, "in studying hope ..., I observed the spectrum of human strength. This reminds me of the rainbow that frequently is used as a symbol of hope. A rainbow is a prism that sends shards of multicolored light in various directions. It lifts our spirits and makes us think of what is possible. Hope is the same -- a personal rainbow of the mind."

So, let us be a rainbow for those we work with and help them to let hope, rather than despair, lead the way. more

1

Steward Tony Pacheco
25
20h
Faith is the word which should be used, as hope is only the lack of faith in that, whatever it is that is needed will manifest itself. You must... believe and take positive as well as logical action to achieve your goals with faith that those goals will be met..
Those with faith rise to the top, those with hope, settle wherever it is they settle more