David Cabot


Career development 14h
I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

 more

  • Gordan Bedenic

    27m

    As I see it, you passed as worker, but they did not pass as employer 😉

  • COLLINS WANYAMA

    29m

    I think the i deal way is to go and join them ,as a leader you already have the loophole in that company to make change as time goes by .

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Anonymous member


Career development 4d
An employee took a bigger salary without asking permission from employer. Her daughter iz processing salaries. She said she rewarded herself for working overtime. What shall the employer do?

  • Wilson Moono

    4h

    The narative is a miss here. There is an employee statement and a daughter? is this a family business?

  • Anyole Cymon

    1d

    the process should first go through internal controls before its payed

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Career development

 14h

15+ Job candidates who didn't impress their interviewers at all: 'He's brought his baby with him to an interview'


These job candidates certainly made an impression on their interviewers, but it wasn't the positive impression they were hoping for! Instead, they left these hiring managers totally baffled by the way they conducted themselves, and it's a good lesson on everything you should not do at a job interview.

Lesson number 1: just come alone. Please don't bring your baby along, cute as they may be!... Unless your infant son or daughter is going to be working alongside you every day, try your hardest to leave them with another caring adult who can tend to them for the 45 minutes you're interviewing. It's not that the hiring manager won't find your little bundle of joy charming... but that is the only thing they're going to remember about you. "Remember that candidate who couldn't find a babysitter for their kid, even with all this advance notice, so they brought him to the interview?" they'll laugh amongst themselves. You won't know about that conversation, though, because sadly, you will not get that job. Conversely, don't bring your mom or dad along, either. This is a common pitfall for nervous youngsters who are interviewing for their first job. They get so anxious that they ask Mom or Dad to sit with them during the interview, and as you can imagine, the parents just end up answering the questions and talking over their child. Ridiculous! more

  • Nelson Murungi M

    8h

    Are babies that bad, that we can’t even tolerate them for 45 minutes?

Career development

 9h

The New Resume: Why Skills Now Matter More Than Degrees


For decades, the college degree was the ultimate passport to professional success is a symbol of discipline, intelligence, and opportunity. It told employers who were "qualified," who deserved the interview, and who would likely succeed. But that once-reliable signal is fading. As industries digitise and automation accelerates, the relationship between education and employability has begun to... fracture.

Today, the half-life of knowledge is shrinking. Entire job categories are being redefined by technology, and new ones from AI operations to digital product design are emerging faster than universities can adapt. The traditional degree, built for a slower era, can no longer keep up with the fluid demands of the modern workplace. What matters now is not just what you know, but what you can do, and how quickly you can learn, unlearn, and relearn.

Across global boardrooms and Indian startups alike, résumés are being rewritten. Recruiters are valuing demonstrable skills over static credentials, projects over papers, and outcomes over institutions. The world of work is shifting from pedigree to performance, and in this new meritocracy, skills have become the real currency of success. Shift In Labour Market: What's Changed

Several structural forces are driving a recalibration of how we evaluate talent. Technology and disruption. Automation, AI and digital transformation are altering job profiles faster than traditional education systems can keep up. As one study explains, emerging fields such as AI and "green jobs" show growing demand for specific skill-sets while degree requirements are declining. Degree inflation and credential saturation. With more people holding degrees than ever before, the signalling value of a certificate has weakened in many contexts. The phenomenon of "credential inflation" - where jobs require increasingly higher credentials without concomitant increases in job complexity - is well documented. Skills-based hiring gains traction. Employers are increasingly adopting "skills-first" hiring strategies: asking not "what degree do you hold?" but "what can you do, and how quickly can you learn?" For example, the Corporate Finance Institute notes that major firms such as IBM, Microsoft and General Motors have reduced or removed four-year degree requirements when the role doesn't necessitate it. Global and Indian context. While much of the commentary comes from Western markets, the trend is relevant globally, including in India, where skills gaps, rapidly evolving tech jobs, and rising education costs mean many learners and workers are rethinking the value proposition of degrees. Why Skills Are Gaining Importance

What exactly is driving the shift? A few key reasons: Direct relevance vs. signalling. A degree has long served as a signal of trainability, discipline and some baseline knowledge. But employers increasingly care about whether a candidate can deliver, i.e., perform tasks relevant to the role, adapt, and learn quickly. Skills are a more direct proxy for that. Shorter learning cycles & modular credentials. With rapid change in skills required, shorter, focused credentials (bootcamps, micro-credentials, certifications) allow faster updating than multi-year degree programmes. Broader access and diversity. Focusing on skills lowers barriers for talent from non-traditional educational backgrounds, increasing diversity and allowing firms to tap pools that might be overlooked if degrees were required. Better internal mobility and flexibility. Employers adopting skills-based frameworks can redeploy or upskill existing staff rather than always hiring new degree-holders. This improves efficiency and responsiveness. Mismatch between what degrees teach and what jobs need. Many degree courses focus on theory rather than immediately applicable skills; as one article puts it: "A degree can help you get a job, but skills are what will keep you in the running. Where degrees still matter, and won't disappear

Before we conclude that degrees are obsolete, it's important to nuance the argument. Degrees continue to have value, in some fields and for certain roles, and for foundational learning. Professionally regulated fields. Medicine, law, certain engineering disciplines, university-teaching roles, etc, require accredited degrees (and licensure) and are unlikely to shift solely to skills in the short run. Broad foundational knowledge. A degree often exposes learners to a wider base of knowledge (critical thinking, research, exposure beyond narrow work tasks), which still holds value in many careers. Screening benefit. For many employers, degrees still serve as an efficient screening tool for basic trainability or as a filter when candidate pools are large. Status and signalling. Although the signalling value is declining, degrees still carry social prestige and can open doors (especially in certain markets and hierarchies). The hybrid approach wins. Many commentators argue that the ideal is not a degree or skills, but a combination: a good degree plus strong, relevant skills. What This Means For Stakeholders

The message is clear: in the evolving world of work, skills are fast becoming the currency. Degrees are no longer the sole or even dominant credential in many cases; they remain relevant, but increasingly as part of a broader stack that includes practical capabilities, learning agility, adaptability, and demonstrated performance.

For jobseekers, the takeaway is: don't just get a degree, build relevant skills, and be ready to show what you can do. For employers, it's a call to rethink hiring, talent development and internal mobility through a skills lens. For educators and policymakers, it's a prompt to recalibrate curricula, credentials and pathways in service of the real demands of the labour market.

(The author is the Director & Co-founder of iXceed Solutions)

Disclaimer: The opinions, beliefs, and views expressed by the various authors and forum participants on this website are personal and do not reflect the opinions, beliefs, and views of ABP Network Pvt. Ltd. more

Career development

 11h

How to Shine During Job Interviews


Love your blog! Could you provide some guidance or insight on how to effectively answer interview questions?

I received this email asking about job interviews yesterday.

Good morning, Dan,

Love your blog! Could you provide some guidance or insight on how to effectively answer interview questions? I know everyone's answers will differ greatly but what would be some sticking points that would... make one stand out above the competition?

Thanks in advance, -Frank 🙂

Stand Out During Job Interview

Dear Frank,

Thanks for a great question. Job interviews are tough. Here's how to stand out.

#1. Answer the Question Behind the Question

Interviewers wonder, "Can I trust you with this role?" Go beyond answers. Provide evidence.

* Show self-awareness: admit a past mistake and what you learned.

* Show initiative: describe how you made things better, not just how you did your job.

* Show value: connect your action to team or company results.

Begin by saying what you did. Stand out by explaining how you made things better for others.

#2. Ignore What Momma Said

"Don't answer a question with a question." Smart people clarify before they respond. For example, "Tell me about yourself." Answer skillfully by saying, "I want to respect your time. What part of my story would be most useful?"

If you want to try humor, begin with, "That's a long story."

#3. Invite Conversation

Don't simply answer, engage. Demonstrate confidence and curiosity during job interviews by turning questions into conversations.

When asked, "Tell me about a weakness," finish with a question: "I'm curious, how does your team support people in growing new skills?"

#4. Keep the Three-C Rule in Mind

Anchor answers to Character, Competence, and Contribution.

* Character: What do you stand for?

* Competence: What can you do well?

* Contribution: How do others benefit when you show up?

Go beyond selling competence. Sell contribution.

#5. Tell Stories

Anyone can say, "I'm a team player." Tell a short story that proves it. (One minute or less)

Choose short stories that demonstrate:

* A problem you solved.

* A person you helped.

* A mistake you fixed.

Storytelling Tip: A point of tension or conflict makes stories interesting.

On a Personal Note

I've conducted scores of job interviews. I wondered what it would be like to work with a person. Are they open, relaxed, confident? Will they fit in?

If you want to stand out, study the organization. Learn the culture. Know their values.

Don't say it. Show it.

Interviews aren't about impressing; they're about revealing who you are.

The best answers make people think, "I trust this person."

How can people stand out during job interviews?

What should people NEVER do during job interviews?

12 Questions that Make you Look Like a Genius During Job Interviews

How To Win the Interview: 14 Job Interview Tips To Consider

--

Previously Published on leadershipfreak with Creative Commons License

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Paul Grey


Career development 1d
Hi everyone! Can someone please tell me what these ridiculous interview questions are and how you’re supposed to answer them? Yesterday, at what seemed like a respectable company, they asked me which part of a bicycle I associate myself with. Is that even normal? I don’t associate myself with a bicycle at all.

What would you have answered? And what should I have said? Thanks.

3   

  • Constance Burke

    11h

    I was a hiring manager. I asked candidates “off the wall” questions to see how quick they could think on their feet, how creative they were and if... they got rattled. Plus , I probably interviewed more than 10,000 people. Do you know how boring most people are?!? more

  • Calvin Mulligan

    21h

    The question is similar to the question, "If you could be any animal in the jungle, what animal would you choose to be." Presumably, the interviewer... interprets your choice of animal as indicative of how you view yourself and your personality or capabilities. If you said, "a lion" for example, it may suggest that you are a confident individual with leadership aspirations.

    While the bike analogy is different, you can appreciate that there are nonetheless parts of the bike associated with different functions or contributions to the whole. Consider there are parts associated with steering, (handlebars), providing structure or support (frame), propelling the bike forward (pedals), supporting the rider, etc. While you don't know how your particular choice will be interpreted, you can ensure your response isn't misinterpreted by saying why you chose the part that you did. For example, "I identify with the gears because I am a specialist at transforming energy (applied to the pedals) into action and forward movement by the bike or analogously a team."      more

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Career development

 12h

Want a single job to serve many AI safety projects? Ashgro is hiring an Operations Associate -- LessWrong


🥞 Apply now! (First step takes < 15 min if you have a résumé ready.)

Ashgro helps AI safety projects focus on AI safety.

We offer fiscal sponsorship to AI safety projects, saving them time and allowing them to access more funding. We save them time by handling accounting, management of grants and expenses, and HR. We allow them access to more funding by housing them within a 501(c)(3) public... charity (Ashgro Inc.), which can receive grants from pretty much any source.

Search for 'Ashgro' in https://survivalandflourishing.fund/2025/recommendations to find examples of projects we're sponsoring.

Handle parts of tickets, whole tickets and eventually address just generally described opportunities or problems. You'll start out doing very basic tasks, but we aim to move you up the ladder to more and more complicated or open-ended tasks as quickly as we (and you) can. Given that we're a small team, though, some share of very basic tasks will remain your responsibility for the foreseeable future.

All of the above are past examples. Future work will be different.

You need to be able to:

Nice to have - lacking these should not (!) stop you from applying:

AI warning: We want to know what you can do, not what AI can do. So as soon as we have any suspicion that any part of your application is written by AI, we will put it on the 'maybe' pile. If we are reasonably sure that part of the application was written by AI, we will reject it, no matter how good it otherwise seems.

If you make it through all of this, we'll be excited to offer you a job.

Expect six to eight weeks from submitting your application to getting an offer. We aim to go faster than that, but life usually intervenes. If you let us know, we can accelerate the process for you. more

Career development

 12h

Paralegal Résumé Formatting Overhaul - 25/11/2025 19:10 EST


My current résumé is aimed at landing paralegal roles, yet the layout feels dated and tends to stumble on many online application portals. I need it re-formatted -- not rewritten -- so it looks polished, reads clearly, and keeps a classic, traditional style that legal recruiters expect. Here's what I'm after: * A clean, section-based structure with consistent headings, spacing, and typography *... Proper use of Word styles so the file stays perfectly editable and exports to PDF without shifting * Subtle ATS-friendly touches (no text boxes, graphics, or tables that break parsing) while still prioritising visual clarity You'll receive my existing résumé and any supporting notes. I'd like the finished document delivered in both .docx and PDF formats, ready to upload straight to job boards and firm websites. If you have samples of other traditional legal or corporate résumés you've designed, please include a link or attachment so I can see your approach. more

Career development

 16h

Full-Time Job Application Assistant


I am looking for reliable help submitting online applications for full-time roles across Florida, Nebraska, Nevada and Kansas. The positions should match my background in teaching, ministry and any closely related fields; if a posting reflects experience or skills that appear on my résumé, it qualifies. You will work inside my LinkedIn, Indeed and Glassdoor accounts, search daily for suitable... openings, complete each application with my stored résumé. (Cover letter specific to job needs is up to you) and track everything in a shared spreadsheet so I always know the job title, company, date applied and next step. Deliverables * Daily list of roles you applied for (link, title, location, date) * Status tracker updated in real time (Google Sheets) * Prompt flagging of any application that needs my personal input beyond the basics Accuracy, consistency and confidentiality are essential. If you have handled high-volume job application projects before, I'd love to get started right away. more

Career development

 16h

For This, I Am Still Grateful - Above the Law


As this year draws to a close, I find myself reflecting once again, but this time, the reflection feels heavier, deeper, and more urgent. Last year, I wrote about learning to pause, to be present, to step away from the relentless need to be busy.

This year has taught me something equally important: what we do matters. Not in the résumé sense. Not in the "look at how much I accomplished" sense. It... matters because our actions leave ripples. Our presence leaves marks. The choices we make, even the quiet ones, have impact.

This lesson didn't come easily.

In January, I lost a close friend and colleague. She was 38. She was far too young. She was far too good. She was far too full of life and purpose to be gone so soon. She was the kind of person who believed fiercely in relationships, connection, community, and in supporting the underdog every chance she got. She never hesitated to lift someone up, to speak up for what was right, or to give someone the benefit of the doubt when the world was too ready to dismiss them.

Losing her made me ask myself: What am I doing with the time I have? How am I showing up for others? What impact do I want to leave?

This year, I tried to honor her by living the values she embodied.

* I mentored students who were unsure of themselves, but filled with potential.

* I taught law school and poured into my students, not just doctrine, but belief in themselves, belief in the profession we are still trying to shape.

* I showed up for people who needed space, silence, or simply someone to sit with them without judgment.

* I leaned into the hard moments, doing what was right even when it was uncomfortable or inconvenient.

* I challenged people (gently, honestly) to be the best version of themselves because she always challenged me to be mine.

And what have I gotten in return?

So much more than I ever expected.

I have learned about people's stories and the struggles they carry quietly. I have learned about resilience. I have learned about how much a small act (a conversation, a check-in, an opportunity) can mean to someone who needed it more than you realized.

Most of all, I have learned how lucky I am. And for that, I continue to be grateful.

Because here is the truth I kept relearning this year: gratitude grows when you give it away. Paying it forward isn't just about helping others; it's about expanding your own understanding of the world. It deepens your empathy. It sharpens your perspective. It reminds you, especially in a profession that rewards busyness and ego, that your real legacy isn't found in your output.

It's found in your impact.

This year wasn't about doing less, like last year. It was about doing more of what matters, more of what leaves people better than you found them, more of what reflects who you want to be when no one is keeping score.

And again, the legal profession doesn't always make that easy. We are taught to move fast, to compartmentalize, to win, to perform, but slowing down last year made space for other things this year. Purpose.

Intention. Service. Connection.

I am grateful for the students who trusted me enough to let me guide them.

I am grateful for people who allowed me to step into their lives during difficult seasons.

I am grateful for the quiet moments that reminded me of what, and who, truly matters.

I am grateful for the chance to carry forward the spirit of someone who taught me so much simply by how she lived.

And I am grateful for the reminder that life is fragile, fleeting, and far too short to waste on things that don't build others up.

We don't get to control how much time we have, but we do get to control how we use it and who we become because of it.

This year, I chose gratitude. I chose presence. I chose impact. I chose to pay it forward.

For this, and for all the lessons that came wrapped in both joy and grief-

I am, still, deeply grateful.

Lisa Lang is an accomplished in-house lawyer and thought leader dedicated to empowering fellow legal professionals. She offers insights and resources tailored for in-house counsel through her website and blog, Why This, Not That™ (www.lawyerlisalang.com). Lisa actively engages with the legal community via LinkedIn, sharing her expertise and fostering meaningful connections. You can reach her at [email protected], connect on LinkedIn (https://www.linkedin.com/in/lawyerlisalang/). more

Vronwyn Su


Career development 1w
Yesterday I went to an interview for a junior economist position. They offered me to work for a month or two for free like an internship, and then, if a vacancy opens up, they might hire me.
Is this some kind of scam? The company seems respectable, but I don’t understand why they’re holding interviews if there isn’t an actual job available.
Would you agree to something like that?

11   

  • Arikoj Jennifer

    23h

    If you are not busy take it up ,gain experience i was once offered such an opportunity i took it up and was hired a few months along the way.

  • Emmanuel Matsyetsye

    2d

    If you are not paying for the interview, you are a beneficiary in terms of experience besides the offer to be employed if the place falls vacant. I... also.imagine you need to be busy if you were actually looking for placement. I think it is better you evaluate that opportunity better than the advice you are seeking. more

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Career development

 18h

Why interview so many candidates? | Mumsnet


I had a job interview today. It went okay (I think!) but I was told I was one of NINE candidates being interviewed for this first round. It's a fairly senior role that requires pretty niche experience, so I was a little surprised.

Equally, DH is just in the process of recruiting a new person onto his team. He works for a big corporate, and apparently his HR department are quite firm that they... need to see multiple candidates. This is for a junior position - and, having now interviewed quite a few people, DH was saying quite a few of them weren't right for the role at all!

It got me wondering - why are companies doing this now? I think it's a good thing in a sense (you never know what someone might truly offer unless you talk to them), but on the other hand - it seems very time consuming for the interviewers themselves? Not to mention a waste of time for candidates who probably aren't qualified? more

Career development

 20h

Crafting an Executive Assistant Job Description That Actually Works! - Supply Chain Game Changer™


Rushing to sift through résumés is the quickest way to mis-hire an executive assistant. Before you post a job, pause to map exactly what the role will own and the traits your leader values most.

A clear profile makes executive-assistant recruitment faster, cheaper, and far more likely to stick.

Most executive-assistant postings read the same: manage calendars, book travel, handle inboxes. Yet a... template ignores the one variable that drives success -- how your leader actually works.

The mismatch is costly: the U.S. Department of Labor estimates a single bad hire can drain 30 percent of the role's first-year salary once you add recruiting, onboarding, and lost productivity (business.com).

Think of the job description as a blueprint, not a checklist. One CEO may need a minute-by-minute scheduler who protects every block of time. Another may thrive with a connector who navigates ambiguity and liaises across departments. Publish the same generic ad for both scenarios, and you signal nothing about which skills matter -- attracting candidates who fit neither.

A custom profile:

When the description mirrors reality, you'll spend less time sifting through résumés and more time meeting people who can elevate the seat from day one.

Gallup's 2024 workplace report shows that only 46 percent of U.S. employees strongly agree they know what's expected at work, a ten-point drop since 2020. That gap becomes obvious fast when you hire an executive assistant without a precise scope.

Start by drafting one master list of everything the assistant will own or influence in the first year. After two decades of pairing C-level leaders with high-impact assistants, the C-Suite Assistants executive assistant recruitment team has found that roles unravel fastest when no one can point to a clear scope.

So they advise estimating the approximate percentage of time each major responsibility will consume to show candidates how their days will actually unfold. Then label each line:

We usually sort tasks into five buckets to keep the exercise focused:

Mapping responsibilities this way lets you -- and every candidate -- see exactly where the role begins and ends, saving hours of post-hire course correction.

A role that looks "strategic" on paper but turns out to be mostly scheduling work doesn't last. In a 2020 survey of 4,732 administrative professionals, Executive Support Magazine found widespread friction between assistants hired for strategic impact and those limited to transactional tasks.

Think of partnership on a sliding scale:

Decide where the role sits today, and how far it can grow over the next 12 months. Being explicit helps candidates self-select, lowers early-churn risk, and sets a clear path for upskilling from day one.

Experience still matters; you'll want someone who has supported a fast-moving C-suite before. LinkedIn's Global Talent Trends report shows that 92 percent of talent professionals rank soft skills equal to or more important than technical skills, and 89 percent blame most failed hires on weak soft skills.

In practice, that means screening for how a candidate behaves, not just what they've done.

Look for evidence that the assistant has:

Then probe for traits that predict success over the long haul:

Sharing these non-negotiables with your recruiter keeps the search focused on candidates who will thrive in your specific environment.

Glassdoor's 2024 OpenCompany survey shows that 95 percent of job seekers rate workplace transparency as important when they judge an employer. The clearer you're on day one, the stronger your talent pipeline becomes.

During the first call, walk candidates through four realities of the role:

When people understand the constraints and opportunities early, they self-select accurately, saving you rounds of interviews with great assistants who would thrive in a different environment.

When hiring teams disagree on what "great" looks like, the clock keeps ticking and candidates walk away. Gartner's talent-acquisition study shows that each extra week of internal deliberation after interviews cuts offer acceptance by 16 percent and pushes time-to-fill up 17 percent.

To avoid that drag:

A shared, unedited brief keeps interviews focused on the same success criteria and lets you present a unified message to candidates.

All images and permission to publish here provided by Contributor. more

Taofeeq Oyelade
Career development 1w
Why Your Resume Might Be Working Against You — Even When You’re Qualified

Hi everyone — I’ve read through many honest and powerful posts here: people who feel qualified, experienced, and ready — but still getting rejected or ghosted. I want to share a few common resume issues that aren’t about lack of skill or experience — but about how your strengths are being communicated, and that might be... what’s holding you back.

1. Your resume isn’t telling your story.
It’s not just about listing your tasks and roles. Recruiters — and even hiring systems — want to see impact. What changed because of you? What problem did you help solve? When your resume shows that, it suddenly feels more real, more valuable.

2. ATS systems are filtering out strong candidates.
Unfortunately, many companies use automated tracking systems before a human ever sees your application. This isn’t just a numbers game — it means real, capable people are being passed over simply because their resumes aren’t perfectly tailored for the system. It’s not a reflection of your potential — it’s a limitation of the process.

3. Your choice of words matters.
I’ve seen resumes full of “helped,” “assisted,” or “worked on” — and while those are honest words, they don’t show the scale of your contribution. Using verbs like “led,” “implemented,” “optimized,” or “designed” helps hiring teams understand the real weight of your work.

4. The way your resume is formatted makes a difference.
Even a powerful experience can be missed if the layout is confusing — too many tables, odd graphics, or clutter. A clean, simple, and readable structure works best. It helps both the ATS and real people see what you actually did.

If any of this resonates — if you feel like your resume is good but isn’t doing its job — I’d be very happy to review one sentence or bullet point from it (or your LinkedIn headline) and give you a honest tip. Just drop it below, and I’ll respond. more
21   
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Anonymous member


Career development 1w
So I’ve got this situation at work, it’s bad enough I’m thinking of quitting. I forgot my lunch at home a couple of times, and my mom brought it over for me. Now everyone at the office keeps joking that I’m a total “mama’s boy”.
Yeah, I live with my mom, big deal. But now everyone’s teasing me about it, even my boss. Honestly, I’m about ready to look for a new job. What should I do?

5   

  • Arikoj Jennifer

    23h

    Take it as a joke actually bake something and bring it for every one let them know its from mum and keep your job

  • Tony Briscoe

    3d

    Join in the fun. The smile my employees get when I see them eating and they say “my mom cooked” is awesome.

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Tom Lockridge


Career development 5d
Yesterday during an important meeting with some clients, I accidentally broke a glass and ended up spilling champagne on a couple of people.
First, the director practically burned a hole through me with his stare and now our accounting department wants to deduct the cost of the glass from my salary. And honestly, it seems like they’re planning to fire me.
But seriously, can someone really lose... his job over such a small thing? It could happen to anyone, right?

 more
2   

  • Arikoj Jennifer

    23h

    There is more to this than just breaking a glass ,apologize let them decide and move on

  • Arikoj Jennifer

    23h

    There is more to this than just breaking a glass ,apologize let them decide and move on

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Career development

 23h

Tertiary Unlock 2025 preps over 200 students for work


The Virtual Career Office, in partnership with Calbank, has prepped about 200 Senior High School (SHS) leavers and tertiary students with real-world insights on the world of work.

Through the Tertiary Unlock Initiative - a youth career development initiative, the Virtual Career Office brings together high school graduates and tertiary students annually to equip them with practical skills for the... world of work.

This year, the Accra-based career development consortium launched the Task2Hire mobile app in an effort to expand its reach.

Speaking at the programme, the Founder and Lead Coach at Virtual Career Office, Akua Ampah, noted that the platform will help young people develop crucial soft skills by completing real-world tasks, while connecting them to career opportunities.

"This year we are really excited because it comes with a lot of initiatives. One of the things we are doing is that we have launched an app which helps young people build soft skills for work by doing real-world tasks," she emphasised.

"Having a partner like Calbank allows us to provide these young people with not just career guidance, but crucial financial literacy and direct pathways to experience," she added.For the past half a decade, Tertiary Unlock has impacted over 1,000 young Ghanaians through mentorship, internship opportunities and counselling. "We create awareness for young people to be intentional about preparing for their careers. We help them find opportunities to build skills that are relevant for work, even if they want to start their own businesses," she said.

The initiative, facilitated through Calbank's dedicated Youth Banking unit, aims to provide students with the needed support to enter the job market with ease. This shows the bank's commitment to youth empowerment.

Through this partnership, participants of the Tertiary Unlock programme 2025 will benefit from mentorship, financial literacy training and internship opportunities.

The Head of Youth Banking at Calbank, Nannie Abankwah, stated that the bank's involvement is an investment in the nation's economy through the youth.

"We believe in the youth. For us, it's not just about account opening. We need to mentor them. From our space, we will serve as advisors, coaches and mentors. We give them internship opportunities -- this is our aim," she stated.

Mrs. Abankwah emphasised the long-term vision of the partnership, noting that the bank's relationship with these young individuals can extend into the future. "Our youth banking grows up to 30 years. So for the next 6-7 years, these kids will still be with us; and we hope for them to be better people for our dear country," she prayed.

The Tertiary Unlock 2025 was on the theme 'Designing Your Tertiary Journey: Learn, Innovate, Succeed'. more

Career development

 1d

Mastering Career Momentum in Your Hometown's Business Landscape - Leader Publications


Building a career is rarely a straight path. It shifts, bends, and evolves with the choices you make and the environment you live in. Your hometown -- no matter its size -- holds a business landscape that can either accelerate your progress or leave you feeling stuck. Understanding how to navigate that landscape with intention helps you turn familiarity into advantage. With the right mix of... strategy, insight, and consistent action, you can create meaningful career momentum without needing to uproot your entire life.

Every hometown has an economic rhythm. Some industries dominate. Others quietly sustain the community. When you understand the drivers behind your local economy, you can better position yourself for growth.

Start by observing what's expanding. Maybe new tech-related services are emerging, or perhaps healthcare facilities are growing. Retail, construction, logistics, or creative services could also be on the rise. Trends often show themselves long before the general public notices. Pay attention to job postings, new businesses, local government announcements, and community development plans.

Short observations can reveal long-term patterns. If you know where opportunity is heading, you can align your professional efforts accordingly.

Different communities prioritize different skill sets. A manufacturing-heavy town values reliability and technical expertise. A tourism-forward city rewards communication and service excellence. Urban centers emphasize adaptability and digital proficiency.

Understanding what hiring managers consistently want gives you a clear target for your own development. It also helps you articulate your strengths in a way that resonates with local expectations.

Even in a hometown where personal referrals matter, a polished résumé remains essential. It serves as proof of your ability, work ethic, and ambition. Many candidates underestimate its power simply because hiring feels more informal in local settings. That's a mistake.

A strong résumé helps you show your value clearly. It demonstrates growth, structure, and seriousness. When you combine a good reputation with a compelling document, the result is a noticeable competitive edge. This is the ideal moment to use tools that streamline the process and improve accuracy. For example, some professionals rely on Zety's AI resume builder for professionals to organize their experience into a clean, effective layout. It's a simple way to reinforce credibility while ensuring your skills stand out.

Put simply: even in a small town, professionalism sets you apart. A well-crafted résumé signals that you're prepared for bigger responsibilities.

Career momentum depends heavily on relationships. In your hometown, relationships tend to run deeper and stretch wider. People know each other. They remember faces. This makes networking both easier and more consequential.

Reconnect with former classmates, old colleagues, teachers, and neighbors. These people often become unexpected gatekeepers. A single conversation can uncover hidden opportunities. Even casual meetups can turn into productive leads.

Chambers of commerce, young professional clubs, volunteer groups, and entrepreneurship circles exist in most towns. Joining them keeps you visible. Visibility builds trust. Trust opens doors.

Your presence in community spaces matters. It signals engagement, reliability, and initiative -- all qualities that employers and collaborators value.

Momentum builds when people see you more than once. Attend workshops. Participate in events. Offer small contributions. These repeated interactions help your reputation grow naturally over time.

In a hometown setting, reputation carries more weight than job titles. People remember how you communicate, the energy you bring, and the expertise you share.

Ask yourself what you want people to associate with your name. It could be problem-solving, creativity, reliability, organization, leadership, or technical mastery. When you consistently demonstrate that trait, your identity strengthens.

Community Facebook groups, local LinkedIn circles, and hometown events provide space to express your professional voice. Share insights, comment on trends, and support others. Your digital footprint matters, even in a small town.

Authenticity is more noticeable -- and more appreciated -- in familiar environments. People recognize sincerity. They also recognize exaggeration. Be honest about what you know, and open about what you're learning.

Momentum grows when your capabilities meet a clear demand. To strengthen that alignment, focus on targeted skill development.

Short online classes, certification programs, and workshops add practical weight to your background. Choose ones that match what businesses in your area actively need -- project management, digital marketing, customer relations, data handling, or technical training.

You don't need to make dramatic changes. Small, steady steps signal commitment. When employers or collaborators see continuous improvement, they gain confidence in your potential for long-term contribution. more

Lora L.


Career development 1w
We recently had a work party and I accidentally saw something I wasn’t supposed to. Today, they announced that this woman is getting a promotion, she will become the head of a new department. They’ve gathered subordinates for her from different departments, and I’m one of them.
But I can’t work with her. I don’t even know how to look at her now. And constantly interacting with her is going to be... awful. I also don’t know how to explain why I don’t want to be in her department.
Could you please give me advice on what to do? Thank you.

 more
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  • Gregg Masuak

    1d

    You're not explaining what it is that upset you so much, whether it was sex with someone else? (in which case it takes two to tango) Drugs? Wanking in... front of a mirror on her own? (strange at a party), spitting in someone's drink? A murder? So impossible to comment, some people's boundaries are less harsh than others'. Get hired first and say, in not a creepy way, "that was weird to stumble in and see you... X... at the party, but all's good, I just wanted you to know as I didn't know how to process it" - and then you have a wonderful way to assure your job security hahahaha - or, unless it was murder, put it in the "it takes all kinds" bracket. Unless she's shitty to you and you can pull it out of the back pocket, always good to have armory. Though that's not my style either. Up to you!  more

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  • Captain bulemu Ezra

    2d

    To such heart of hatred is sin we all belong each other if you become biased over something to that extend is not good so stop it and learn to live... with others with a forgiving heart if there is anything wrong more

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Career development

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Beyond the CV: How to Spot Potential in Unpolished Candidates | Pulse Nigeria


Learning to spot potential beyond the paper has become one of the most valuable hiring skills a recruiter or employer can develop. Here are some tips to keep in mind:

A polished résumé might show years of experience, but an unpolished one can show hunger: the drive to learn, grow, and adapt.

Learning agility can be one of the top predictors of long-term job success, even more than prior... experience.

If a candidate has consistently improved their skills, taken free courses, or switched industries successfully, that's a strong sign they'll thrive once given the right support.

Technical skills can be trained; mindset and attitude can't.

Listen for curiosity, initiative, and accountability in an interview. Candidates who ask thoughtful questions, admit what they don't know, or share how they overcame challenges often demonstrate strong emotional intelligence which is a key predictor of performance in any role.

Someone who's worked in customer service might excel in project coordination. A content creator could evolve into a brand strategist.

Instead of fixating on industry-specific experience, identify how their existing strengths can translate into your company's needs.

Rather than relying only on résumé achievements, try practical assessments. Give candidates real-world tasks or scenarios that reflect the role.

Their thought process on how they structure a solution, adapt feedback, and stay calm under pressure often reveals far more than polished credentials ever could.

Some candidates may not interview perfectly, they may be nervous or less articulate but authenticity often signals self-awareness and humility.

With mentorship and training, these are the people who tend to become loyal, high-performing team members.

Spotting potential beyond the CV takes intuition, openness, and a willingness to see beyond surface-level polish. The next great hire might not have the perfect résumé but they might have the right mindset, heart, and determination to grow with your team. more