Career development

 11h

Yesterday, I Got the Job Offer ,After 8 Months of Doubt


This is a personal update reflecting on my job-hunting journey, self-doubt, and resilience over the past eight months. I'm sharing this for anyone navigating rejection, waiting, or imposter syndrome.

Yesterday, I got the job offer.

Before the excitement kicked in, there was silence. Relief. A moment to breathe. It felt like the end of a season I wasn't sure I would survive, let alone learn... from.

For over eight months, I was unemployed.

Eight months of applications. Waiting. Refreshing my inbox. Wondering what more I needed to fix.

This wasn't just a job hunt. It was a confrontation with my confidence.

The Part No One Prepares You For

I redid my CV more times than I can count. Each rejection convinced me there was something missing.

Maybe my experience wasn't strong enough.

Maybe my portfolio didn't meet the standard.

Maybe I wasn't telling my story well.

Or maybe quietly, painfully,I just wasn't good enough.

Imposter syndrome didn't whisper. It took over.

I compared myself constantly. I questioned my growth. I looked at other designers and wondered how they seemed so sure while I felt like I was barely holding myself together.

Still, I showed up.

Not confidently.

Not consistently motivated.

But honestly, and that mattered.

Waiting Changes You

Being without work does something to your identity, especially when your craft is tied to how you see yourself.

I questioned my path. I considered shrinking my ambitions. Some days, I wondered if choosing this career had been a mistake.

Yet, even in doubt, I kept refining my portfolio. Rewriting case studies. Applying again. Believing, sometimes reluctantly,that this season wasn't a verdict on my ability.

Sometimes growth looks like survival.

When It Finally Happened

When the offer came yesterday, it wasn't loud.

It was grounding.

Relief before celebration.

Validation before excitement.

Not because the job suddenly made me worthy, but because it reminded me that the version of me who kept going, even when exhausted and unsure, was never wrong to try.

I didn't become capable yesterday.

I was always capable,I just lost sight of it while waiting.

If You're Still There

If you're in the middle of a long job search, feeling behind, discouraged, or invisibleplease hear this:

Your struggle is not a reflection of your worth.

Your doubt does not cancel your skill.

Your timeline is not broken.

This chapter humbled me. It stretched me. It taught me patience, self-trust, and compassion,for myself and for others fighting quiet battles.

Yesterday, I got the job offer.

But long before that, I proved something even more important to myself:

Even when I doubted myself, I still showed up.

If this resonated with you, feel free to leave a comment or share it with someone who might need it today. more
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Career development

 9h

The Question Interviewers Ask To Test Emotional Intelligence That Only 1 Out Of 100 People Get Right


Preparing for a job interview is no cakewalk, but many applicants fail to realize that, outside of job experience and qualifications, hiring managers are also looking at emotional intelligence. For the most part, employers also seek out candidates with a personality that will mesh well with the team, and much of this is done through a series of questions that offer meaningful insight into their... level of emotional intelligence.

A high level of emotional intelligence requires the ability to effectively comprehend and express one's own emotions while having the skill to recognize and respond to those of others. This can prove invaluable in professional settings, and employers use this approach in interviews to assess whether a candidate can navigate social interactions and build positive relationships in the workplace.

In a TikTok video, life coach Revi says to answer the following question by gut instinct in order to test out your level of emotional intelligence. Though, unlike other personality tests, there actually is a right answer if you're trying to ace that job interview -- and only 1 out of 100 people answer it correctly.

RELATED: After 39 Rounds Of 1-On-1 Interviews, Former Investment Banker Reveals The One Humble Question That Finally Landed Him The Job

Monkey Business Images | Shutterstock

Pretend you're a man driving a two-seater convertible. You're sitting in an expensive luxury car of your choosing, and as you're driving down the road, you pass by a bus stop occupied by three people waiting for the next bus.

The first person you see is a beautiful woman. Upon first glance, you notice the most beautiful woman waiting at the bus stop. So beautiful that you can't help but think it's love at first sight. You're so enamored by this person that you can even picture yourself marrying her and having children together.

The next person you see is a man carrying a briefcase. Next to the woman is a man carrying a briefcase who's desperate to get to an important job interview. His entire future rests on the outcome of this interview; if he fails to make it on time, then he and his family will be at risk of losing everything they own.

The third person you see is very sick and needs medical help. Among the three travelers, the final person waiting at the bus stop may be on the verge of death and urgently needs to get themselves into a hospital. If they don't get checked in soon, things may not turn out well for them. So, what do you do?

RELATED: The Make-Or-Break Job Interview Question Most Workers Don't Even Realize They're Being Asked

Given all of this information, what do you do? In a separate video, Revi shares the answer to the interview question that 99% of people got wrong.

While most people would answer that the right thing to do would be to first and foremost take the sick person to the hospital, this course of action is rooted in logic rather than in emotional intelligence.

The true answer to the question would be to give up your two-seater convertible to the person on his way to a job interview and let them drive the sick person to the hospital. In turn, you would stay behind at the bus stop with the woman who might just be the love of your life.

Your emotional intelligence quotient (EQ) differs from that of your intelligence quotient (IQ), which accounts for your ability to logically solve problems. Although using an intellectual approach can prove fruitful in many aspects of life, relying on this method often leads a person to focus on the "right" thing to do without anticipating the repercussions, especially in social environments.

In other words, your IQ can arguably pave the way to landing you job opportunities, but it's your emotional intelligence that will help you maintain lasting relationships; more importantly, it's what will keep your seat at the office. As the Revi states, "True emotional intelligence is about doing something where everyone wins."

If you didn't get the "right" answer, don't feel bad. As stated above, only 1 in 100 people do. That just means you have many people with whom you are like-minded. Plus, if you chose to take the sick man to the hospital, you're a good person. Period.

RELATED: Boss Uses Coffee Test At Every Interview And Refuses To Hire Anyone Who Fails

Xiomara Demarchi is a graduate from the University of Illinois at Chicago and a writer who covers news and lifestyle topics that focus on psychology, relationships, and the human experience. more

Jane Tilden


Career development 6d
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

9   

  • Cliff Macleod

    11h

    I think in this economy with this president future employers will understand and will give you credit for wanting
    To earn your own way. I have a good... friend whose some worked at a Carivou for two years out of college and finally landed a great job just a few months ago. Just keep looking while you wait tables and don’t be afraid to tell people what you are doing. You never know when a conversation could lead to something! more

  • Rick Garside

    14h

    Sounds like your parents are having a hard time letting go. There is always reward in hard work. And you need to start earning your own way. I can't... think of any employer who would look down upon a resume filled with a history of you handling various jobs. On the contrary, who wants to hire someone who is afraid of hard work or 'too good' to do a job that some people consider beneath them. Go for it, but don't do it in secret. It sounds like it time for you to have a reverse talk with your parents that you are getting more independent and them letting go is something they need to embrace. You could ask if they prefer you lounge on their couch playing video games into your thirties? ;) more

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Jina Langley


Career development 4d
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
2   

  • Uma Aggarwal

    12h

    I do not fully agree with all the advice. A bright young person still needs the counsel of a seasoned mentor. Youth may not consider the downside of... an action fully and can get hurt. To me, the saying " your health, your family, your job..in that order" makes a lot of sense. Most families are looking out for you when they advise and I would not totally ignore them unless they do not understand or are obstructionist. I would try to tap their wisdom. more

  • Lisa Serradilla

    1d

    It’s your life and your career. In a polite way tell your family to MYOB. They mean well, and they love you and they might even be “right” in some... way…but it’s your life. If you think a basically lateral move in a new location will bring better opportunities then do it. more

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Berta Harkness


Career development 5d
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.

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  • Rick Garside

    14h

    You have two things to consider and decide on. First of all, either you never asked your mother-in-law why or you just didn't tell us that part. I... hope you don't hold it against her. It is very possible that she was willing to try to take care of your son, but maybe in reality the job became much harder for her than she expected. A young child takes an awful lot of energy to manage, which you are well aware of. Perhaps Mom just came to the realization she couldn't handle it. If so, I hope you do not hold it against her. Secondly, it sounds like your husband is opposed to it and maybe there's something going on you don't want to hear. Maybe it's best that you stay home and take care of your son. Rather than feel like you're getting 'stuck', perhaps it will be a major blessing to you to experience all your son's firsts and bond with him in a way that only time spent with him will allow. Many women would love to be in a position where they can be a full-time Mom, but cannot afford it. more

  • Lisa Serradilla

    1d

    First, I want to apologize for some of the tone deaf comments made here about what you “should” have known etc.. It is hard to arrange child care... working at home or in an office. That said, the road H….is paved with good intentions and it appears that your MIL meant well when she said yes. Say thank you and no hard feelings moving forward. Your husband however needs to step up. Whether it’s Daycare, a nanny or a part timer a jointly agreed upon solution must be be found and jointly paid for. Working from home is still working. Stopping a conference or Zoom call for potty training because you work from home cannot occur.  more

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Anonymous member


Career development 2d
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?

  • Rick Garside

    14h

    Before jumping to conclusions, are you SURE they were made out of lingerie? After all, you said they were little roses, which means they are simply... small pieces of fabric. Lingerie and sheer/and or flowery-type fabrics look the same. It doesn't automatically mean your roses were made OUT of lingerie. It could simply be a fabric that looks like it could be lingerie. It's possible the giver would be equally shocked to realize you concluded they gave you 'lingerie' as a gift. more

  • Victoria Restrepo

    17h

    You are entitled to your feelings. If you are feeling uncomfortable, I think there should be rules for your work’s Secret Santa and HR needs to be... told.  more

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Evelyn Aldridge


Career development 1d
Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

The problem is, everyone at work keeps acting all worried for me, giving me sweets, trying to “comfort” me. I keep saying I’m fine, but they don’t get it. It’s starting to feel... really awkward. How do I make them stop?

 more

  • Djadji Sylla-Samassa

    15h

    It might be genuine concern, or it might just be people being curious and loving a bit of drama. Either way, acting unbothered and positive usually... makes people back off pretty quickly. more

    3

  • Kachi Wills

    18h

    Hi its quite unfortunate that this is happening to you, but time is the only thing that will help you here, even if you talk to your coworkers to... stop, some of them wont cos human beings especially adults are difficult to deal with, busy bodies are the worst, so you can talk to them to stop but if they dont, just wait it out, 6 months 8 months from now, they will find something else to be invested in and no longer your private life. I also want to believe that you learnt your lessons, keep your personal life out of your public/professional life. I always tell people, if you're seeing someone at work and both of you cant agree to keep it private, then be ready for whatever comes when things fall apart. more

    1
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Sam Carroway


Career development 3d
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

  • prasad r

    16h

    If all of those who take part in this fun activity are civilised then it may not be as wierd as you fear.

  • BEN OMONDI

    18h

    Just come up with a story

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Career development

 19h

The Importance Of The Best Outplacement Managers


Outplacement services play a crucial role in helping employees transition smoothly into a new job after being laid off or let go. These services provide support, guidance, and resources to assist individuals in finding new employment opportunities. However, the success of outplacement services heavily relies on the skills and expertise of the outplacement managers who oversee the process. Let's... delve deeper into what makes the best outplacement managers and why they are essential in helping individuals navigate through their career transitions.

One of the key qualities that sets the best outplacement managers apart is their empathy and compassion towards the individuals they are assisting. Losing a job can be a traumatic experience for many, and outplacement managers need to have the ability to empathize with their clients and provide them with emotional support during this challenging time. The best outplacement managers are not only knowledgeable about the job market and career development but also understand the emotional toll that job loss can take on individuals. By being compassionate listeners and offering a supportive environment, these managers can help their clients regain confidence and motivation to pursue new opportunities.

In addition to empathy, the best outplacement managers also possess strong communication skills. Effective communication is key in delivering feedback, offering guidance, and setting realistic expectations for clients. These managers should be able to clearly articulate job search strategies, offer constructive feedback on resumes and cover letters, and provide guidance on interview techniques. Good communication also involves actively listening to clients' concerns and addressing them in a timely and effective manner. By fostering open and transparent communication, outplacement managers can build trust with their clients and foster a positive working relationship that leads to successful outcomes.

Furthermore, the best outplacement managers are highly organized and detail-oriented. Managing multiple clients, coordinating job search activities, and tracking progress require a high level of organization and attention to detail. These managers need to stay on top of deadlines, maintain accurate records of client interactions, and ensure that all aspects of the outplacement process are running smoothly. Being organized allows outplacement managers to provide timely support and guidance to clients, ensuring that they are making progress towards their career goals.

Another important quality of the best outplacement managers is their adaptability and resourcefulness. The job market is constantly changing, and outplacement managers need to stay updated on industry trends, job market demands, and emerging opportunities. These managers should be able to adapt their strategies to meet the evolving needs of their clients and identify new resources and tools to enhance the job search process. By being resourceful and proactive in their approach, outplacement managers can provide clients with the most up-to-date information and support to help them land their next job.

Lastly, the best outplacement managers are results-oriented and focused on achieving tangible outcomes for their clients. While providing emotional support and guidance is crucial, ultimately, the goal of outplacement services is to help individuals secure new employment opportunities. The best outplacement managers set realistic goals, create actionable plans, and hold their clients accountable for their job search activities. By setting clear expectations and measuring progress, these managers can track outcomes and make necessary adjustments to ensure that clients are on the right path towards landing their desired job.

In conclusion, the best outplacement managers play a vital role in assisting individuals through their career transitions. By embodying qualities such as empathy, communication skills, organization, adaptability, and results-orientation, these managers can provide valuable support and guidance to help their clients navigate the job market successfully. Whether it's providing emotional support, offering practical job search advice, or connecting clients with valuable resources, the best outplacement managers are committed to helping individuals achieve their career goals and move forward with confidence. more

Tomas Eckholm


Career development 1w
Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

 more
6   

  • Loi Jackson

    23h

    I think, it's your job.
    you can go on the working as driver.
    you will get trust from your manager and his family.
    then, it's much better for you.

  • Kigongo Yosam

    1d

    And also if these other duties paused a threat to operations of the company, his absense during those erands, would have been noticed already

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Career development

 1d

Interview Questions Recruiters Secretly Love to Ask


Job interviews can feel like a game, but don't worry -- you've got this! Whether you're gearing up for your dream job or simply exploring new opportunities, you need to know the interview questions that recruiters secretly love to ask. Why? These questions reveal your true potential, and we're about to give you the inside scoop on how to ace them.

Recruiters ask all kinds of questions, but some... are more common and revealing than others. Knowing what to expect allows you to come prepared and hit the ground running. The interview process is often the most critical step in landing your ideal position. Understanding the psychology behind recruiter questions gives you a significant advantage.

The Real Deal Behind Recruiter Questions

Here's what most candidates don't realize: recruiters aren't just listening to your answers -- they're watching how you think, how you handle pressure, and whether you align with company culture. Every question serves a strategic purpose beyond the surface level.

Why These Questions Matter

The questions recruiters "secretly love" aren't actually secret at all. They're behavioral interview questions designed to predict your future performance based on past experiences. Questions like "Tell me about a time you failed" or "Describe a conflict with a coworker" force you to reveal your problem-solving approach, emotional intelligence, and self-awareness.

Preparation is Your Superpower

Smart candidates research the company beforehand, practice the STAR method (Situation, Task, Action, Result) for storytelling, and prepare specific examples that showcase their skills. Remember, confidence comes from preparation. When you understand what recruiters are really asking, you can craft authentic responses that highlight your unique value proposition and demonstrate why you're the perfect fit for the role.

The Purpose Behind Every Question

Every question asked during an interview serves a purpose. It assesses your technical capabilities, evaluates your cultural fit, or measures your emotional intelligence. As you prepare for your next job interview, keep these questions in mind. Get ready to showcase your best self!

Understanding the Interviewer's Mindset

The key to interview success lies not just in having the right answers. You must understand why these questions are being asked in the first place. This knowledge allows you to craft responses that address the recruiter's underlying concerns. You can highlight your unique qualifications and experiences effectively.

Why Do Recruiters Ask Certain Interview Questions?

Have you ever wondered why recruiters seem to ask the same interview questions over and over again? Well, they're not just trying to make you squirm. These questions are designed to reveal key insights about your personality, work ethic, and overall fit for the job.

Assessing Cultural Fit

By asking about your past experience, communication skills, and character traits, they can gauge how well you'll mesh with the company culture. They're also determining how prepared you are for the role.

Evaluating Problem-Solving and Self-Awareness

In addition, these questions help interviewers assess your self-awareness and problem-solving abilities. The hiring process is expensive and time-consuming. Recruiters need to make informed decisions about which candidates are most likely to succeed in the role and remain with the company long-term.

What Recruiters Really Listen For

Each question serves as a tool to peel back layers of your professional persona. It helps them understand who you really are as an employee. Recruiters are trained to listen not just to what you say, but how you say it. Your body language, your enthusiasm, and your ability to think on your feet all contribute to their assessment.

They're looking for consistency between your resume, your references, and the person sitting across from them in the interview room.

READ ALSO: Why Interviews Matter (And How To Make Them Better)

Types of Interview Questions

When preparing for a job interview, it's important to recognize that not all questions are created equal. Interviewers use a mix of behavioral interview questions, technical questions, and situational questions. This gives them a well-rounded view of each candidate.

Behavioral Interview Questions

Behavioral interview questions focus on your past actions and experiences. They ask you to describe how you handled specific situations. These questions help interviewers predict how you might respond in the future. It's essential to prepare examples that showcase your skills and knowledge.

The premise behind behavioral questions is simple: past behavior is the most reliable indicator of future performance. When a recruiter asks about a time you faced a challenge or worked under pressure, they're conducting a performance preview. This preview is based on your historical track record.

Technical Questions

Technical questions are designed to assess your expertise in a particular area relevant to the job. Whether it's about software, industry standards, or specialized tasks, these questions test your ability to apply your knowledge in real-world scenarios.

Technical assessments vary widely depending on the industry and role. A software developer might face coding challenges. A marketing professional might be asked about campaign metrics and analytics platforms. The key is demonstrating not just theoretical knowledge, but practical application and problem-solving ability.

Situational Questions

Situational questions present you with hypothetical scenarios and ask how you would respond. This type of interview question evaluates your problem-solving abilities and decision-making process. It gives the interviewer insight into how you might handle challenges on the job.

Unlike behavioral questions that focus on past experiences, situational questions assess your ability to think critically about future scenarios. You must articulate a logical approach to unfamiliar problems.

Preparation Strategies

By understanding the different types of interview questions, candidates can better prepare and respond with confidence. Take time to review the job description. Reflect on your past experiences. Practice answering a variety of questions.

This approach will help you demonstrate your skills and show that you're ready for the future challenges of the position. Consider conducting mock interviews with friends or mentors. Record yourself to analyze your responses. Refine your answers until they feel natural and authentic.

"Tell Me About a Time You...": The Classic Behavioral Interview Question

One of the most common interview questions you'll face is, "Tell me about a time you...". Whether it's about overcoming a challenge, working on a major project, or solving a difficult situation, this question uses the STAR method. The STAR method (Situation, Task, Action, Result) helps interviewers understand how you've handled specific situations in the past.

Why Recruiters Love This Question

Why do recruiters love this question? Your past behavior is one of the best predictors of your future performance. When they ask you about past experience, they're looking for concrete examples that demonstrate your skills, decision-making, and ability to adapt. Always provide a specific example to support your answer.

To make your answer stand out, focus on giving examples that highlight your strengths. Behavioral questions often include topics like a time you failed. Be ready to discuss what you learned from such experiences.

Moving Beyond Generic Claims

The beauty of behavioral questions is that they force you to move beyond generic claims about your abilities. You must provide verifiable evidence of your competencies. Anyone can say they're a "team player" or "results-oriented." Demonstrating these qualities through specific examples makes your claims credible and memorable.

Building Your Story Bank

When preparing for behavioral questions, think about key moments in your career that showcase different skills. Consider leadership, conflict resolution, innovation, adaptability, and perseverance. The most effective responses tell a compelling story that takes the interviewer on a journey from challenge to resolution. You are the protagonist who drove positive change.

Pro Tips for STAR Responses

Tip: When responding, start with a brief overview of the situation and task. Then explain the action you took and the result you achieved. Keep it concise, but detailed enough to show off your problem-solving skills! Practice using the STAR method to prepare examples that demonstrate your skills and experiences.

Prepare 3-5 versatile stories using the STAR method that can be adapted for leadership, conflict, or problem-solving questions. The STAR method works best when most of your response focuses on the Actions you took.

Quantify Your Results

Remember to quantify your results whenever possible. Did you increase revenue by a certain percentage, reduce processing time, or improve customer satisfaction scores? Numbers make your achievements tangible and impressive.

What Is Your Greatest Achievement?

This is another one of those interview questions that's bound to come up. Recruiters want to know what you consider to be your greatest achievement. This question isn't just about bragging rights. It's a chance for you to demonstrate your work style, dedication, and how your achievements align with the job description.

Choosing the Right Achievement

When answering this question, think strategically about which achievement will resonate most with your potential employer. Your greatest personal achievement might be running a marathon. However, your greatest professional achievement that's relevant to the position should take center stage during the interview.

The achievement you select should ideally demonstrate multiple competencies that are valuable for the role you're pursuing. For example, if you led a successful product launch, this shows project management skills, leadership, strategic thinking, and the ability to work cross-functionally. Consider the specific requirements listed in the job description. Choose an achievement that aligns with those needs.

Framing Your Success

The way you frame your achievement matters just as much as the achievement itself. Rather than simply listing what you did, explain the context that made it challenging. Describe the obstacles you overcame. Explain the impact it had on your organization.

Great answers to this question tell a story of transformation. Show where things started, what you did to change the trajectory, and where things ended up as a result of your efforts. This narrative structure keeps the interviewer engaged. It helps them visualize you bringing similar success to their organization.

Making It Relevant

Tip: Use a specific example from your last job to illustrate your greatest achievement. When possible, frame your achievement as a successful deal or agreement. Highlight your ability to negotiate or close important opportunities.

Discuss 2-3 strengths relevant to the job and provide examples of how you've demonstrated them. Think about your career development. Highlight a major project or accomplishment that shows how you've grown professionally. Show the interviewer that you're a great candidate who consistently strives for success.

Don't forget to focus on how this achievement relates to the new position you're applying for. If you can draw clear connections between your past success and the challenges this new role presents, you'll make a compelling case for why you're the ideal candidate.

"What Is Your Management Style?"

For those in leadership roles or looking to take on a management position, this is one of the most important things recruiters want to know. They want to see if your management style aligns with the team and the company culture.

Understanding Leadership Styles

Leadership styles vary significantly. Some managers are highly directive and hands-on. Others prefer to empower their teams with autonomy and trust. Neither approach is inherently wrong. However, compatibility with the organization's existing culture and the team's needs is crucial for success.

Demonstrating People Development

If you've previously managed a team, talk about your work environment. Explain how you supported your team's growth and productivity. Include how you provided training and development opportunities to help team members improve their skills.

Effective managers understand that their success is directly tied to their team's success. They invest time in coaching, mentoring, and removing obstacles that prevent their team from performing at their best. Discuss specific examples of how you've helped team members develop new skills, take on more responsibility, or overcome performance challenges. This demonstrates your commitment to people development, which is a hallmark of exceptional leadership.

Articulating Your Leadership Approach

If you're applying for a management role, be sure to explain how you handle leadership challenges. Describe how you manage different tasks and responsibilities. Show how you inspire collaboration.

Talk about your communication approach. Do you hold regular one-on-one meetings with your team? In your role, do you provide frequent feedback? To encourage transparency, do you create open channels for team members to voice concerns and ideas? Describe how you balance the need for accountability with the importance of creating a psychologically safe environment. People should feel comfortable taking calculated risks and learning from mistakes.

Modern Management Considerations

Modern managers must also be skilled at navigating remote and hybrid work environments. If you have experience managing distributed teams, this is valuable to mention.

Tip: Be authentic! You don't need to say that you're the "perfect" manager. Instead, talk about giving feedback, delegating different tasks, and empowering your team to succeed. Good managers are proactive and often suggest new ideas or strategies to improve team performance.

When answering challenging interview questions about management, use structured techniques and emotional intelligence to respond effectively. Recruiters are looking for a good leader who can communicate effectively and foster a positive work environment.

Honesty about your management philosophy and acknowledgment of areas where you're still learning demonstrates self-awareness and a growth mindset. Organizations value these qualities in their leaders.

READ ALSO: Tips for Mastering an Online Video Job Interview

What Are Your Salary Expectations?

The dreaded question about salary expectations comes up in almost every interview. Recruiters need to know if your current salary aligns with their budget for the new position. But don't let it throw you off! Be prepared to answer this question confidently without underselling yourself.

Navigating Salary Conversations

Salary negotiations can feel uncomfortable. You may be concerned about pricing yourself out of consideration or leaving money on the table. However, approaching this conversation with preparation and confidence is essential to ensuring you're compensated fairly for your skills and experience.

Do Your Research

Before any interview, research salary ranges for your specific role, industry, geographic location, and experience level. Use resources like Glassdoor, PayScale, LinkedIn Salary, and industry-specific compensation surveys. Understanding market rates gives you a solid foundation for your expectations. It helps you speak with authority about your worth.

Strategic Response Options

When the salary question arises, you have several strategic options for how to respond. You can provide a salary range rather than a specific number. This gives you negotiating flexibility while showing you've done your homework.

You can also deflect initially by expressing that you'd like to learn more about the full scope of responsibilities and the complete compensation package before discussing specific numbers. Many total compensation packages include bonuses, equity, retirement contributions, healthcare benefits, professional development budgets, and other valuable components beyond base salary. Understanding the complete picture helps you make informed decisions about whether an offer meets your needs.

Know Your Rights

Tip: Research salary ranges for your industry, location, and level of experience. This will give you a good idea of what to expect and help you stay within reasonable bounds. If you don't feel comfortable discussing salary history, politely steer the conversation toward the salary expectations for the role you're interviewing for.

In many jurisdictions, employers are actually prohibited from asking about your salary history. Know your rights and focus the conversation on your value and market rates rather than what you've earned previously. If you're transitioning industries or roles, emphasize the transferable skills you bring. Explain how your unique background adds value that justifies your compensation expectations.

"Where Do You See Yourself in Five Years?"

This interview question is a classic. Recruiters want to know if you're thinking about long-term career paths and how the job fits into your professional goals. Are you looking to grow with the company? Do you have a career development plan?

What This Question Really Reveals

This question helps interviewers assess whether you're a flight risk who will leave as soon as a better opportunity comes along. They want to know if you're someone who's genuinely interested in building a career with the organization.

Balancing Ambition and Commitment

While this might seem like a vague question, it's an opportunity to show that you're a good fit for the company. Talk about your aspirations and how the job aligns with your goals. Just don't get too specific about things like promotions or salary. Keep the focus on the position and the potential for growth within the company.

The best answers demonstrate ambition balanced with realistic expectations and genuine interest in the company's mission. You want to show that you've thought about your career trajectory. However, you're also flexible and open to opportunities that may emerge as you learn and grow in the role.

Understanding the Employer's Perspective

Employers invest significant time and resources in recruiting and onboarding new employees. They want assurance that you'll stick around long enough for that investment to pay off. However, they also want to hire people who are ambitious and growth-oriented rather than those who are content with stagnation.

The key is striking the right balance. Express enthusiasm for professional development while demonstrating commitment to contributing meaningfully to the organization. Mention specific skills you'd like to develop, types of projects you hope to work on, or areas of the business you're interested in learning more about. This shows you've thought seriously about your career while remaining focused on adding value in your current role.

Crafting Your Answer

Tip: Show that you've thought about your future and that you're eager to contribute to the company's success. Keep the focus on the job description and the impact you hope to make.

Avoid answers that suggest you plan to use this position as a stepping stone to something completely different. Don't indicate that you expect to move up the organizational ladder according to a rigid timeline. Instead, express genuine interest in mastering your craft, taking on increasing responsibility as you prove yourself, and growing alongside the organization as it pursues its strategic objectives.

How Do You Handle Difficult Situations?

It's easy to sound confident when things are going well. However, recruiters want to know how you react when things go south. This question helps them understand how you handle difficult situations and stay calm under pressure.

Why This Question Matters

The workplace inevitably involves challenges. Tight deadlines, resource constraints, interpersonal conflicts, unexpected setbacks, and high-stakes decisions are common. How you navigate these difficulties reveals your true character and professional maturity.

Structuring Your Response

Talk about a time when you faced a difficult situation and describe how you responded. If something went wrong, be honest about it. Admitting when you were wrong shows accountability and a willingness to learn.

Did you take initiative in the situation? While facing the challenge, did you stay calm and think critically? When solving the problem, did you collaborate with others? Show them that you can handle stress while maintaining your communication skills and work ethic. When discussing failures or weaknesses, focus on the lessons learned and the improvements you made as a result.

Key Qualities to Demonstrate

Strong answers to this question demonstrate several key qualities. Show emotional regulation under stress. Display analytical thinking to identify root causes. Exhibit creative problem-solving to develop solutions. Demonstrate effective communication to keep stakeholders informed. Reveal resilience to persist despite setbacks.

Walk the interviewer through your thought process. How did you assess the situation? What options did you consider? Why did you choose the approach you took? How did you adapt when circumstances changed? This level of detail shows sophisticated problem-solving skills and the ability to learn from experience.

The Power of Reflection

The most impressive responses to this question also include reflection on what you learned from the difficult situation. Explain how it shaped your approach to future challenges. Perhaps you realized the importance of more frequent communication. Maybe you learned to escalate issues earlier, discovered a new technique for managing stress, or developed greater empathy for team members facing similar struggles.

This metacognitive awareness -- the ability to think about your own thinking and learn from your experiences -- is what separates good employees from exceptional ones. Show the recruiter that you don't just survive difficult situations. You emerge from them stronger, wiser, and more capable.

"Why Should We Hire You?"

This is where you really get to shine! The interviewer is asking for your pitch -- your chance to explain why you're the great candidate for the role. Be ready to showcase your skills, past experience, and unique qualities that make you the perfect fit for the position.

Making Your Closing Argument

This question is essentially an invitation to make your closing argument. Synthesize everything discussed during the interview. Present a compelling case for why you're the ideal choice.

Think of it as your elevator pitch, but with an added advantage. You've spent time with the interviewer understanding their needs, concerns, and priorities. The most effective responses directly address the key requirements from the job description. They also touch on cultural fit and intangible qualities that make you uniquely valuable.

Three-Part Structure

Structure your response to cover three main areas: technical qualifications, proven track record, and cultural alignment.

First, briefly reinforce that you have the necessary skills, experience, and credentials for the role. Second, point to specific examples of past success that demonstrate you can deliver results in similar situations. Third, explain why this particular company and role excites you. Show that your values and working style align with the organization's culture.

This comprehensive approach addresses the rational and emotional factors that influence hiring decisions.

Stand Out From the Competition

Take this opportunity to differentiate yourself from other candidates by highlighting what sets you apart. Mention specialized skills or unique experiences that make you valuable.

Tip: Highlight your key strengths, experience, and character traits that align with the company's needs. Describe yourself as the type of person who is reliable, organized, and positive -- qualities that make you well-suited for the role.

Show them how you'll contribute to the team and help the company reach its goals. And remember, don't be shy -- this is your time to sell yourself!

Follow Up Effectively

Following up after the interview can also help you stand out among other candidates. It keeps you fresh in the interviewer's mind. Consider referencing specific moments from the interview where you connected with the interviewer or gained insight into the company's challenges. Then explain how your background positions you to address those needs effectively.

READ ALSO: Remain motivated while between jobs

"What Are Your Weaknesses?"

Okay, let's address the elephant in the room -- weaknesses. This is one of those interview questions that can feel a little uncomfortable. However, recruiters ask it to see how self-aware you are. The goal is not to catch you off guard but to assess your ability to be honest and improve.

Why Candidates Struggle

Many candidates stumble on this question because they're unsure how much vulnerability to show. They worry that admitting any weakness will disqualify them from consideration.

The Right Approach

When answering, focus on a weakness you've worked to improve. Talk about how you've recognized it and what steps you've taken to overcome it. This will show that you're committed to personal growth and developing your skills.

The key is selecting a genuine weakness. Don't use a strength disguised as a weakness like "I work too hard" or "I'm too much of a perfectionist." Frame it in a way that demonstrates self-awareness and active improvement.

Providing a Strong Example

For example, you might discuss how you initially struggled with public speaking. Explain how you've since joined Toastmasters, volunteered to lead team presentations, and significantly improved your confidence and delivery.

What This Reveals About You

The "weakness" question also reveals how you handle vulnerability and feedback. These are critical components of a healthy workplace culture. Employees who can acknowledge their limitations, seek help when needed, and continually work on self-improvement are far more valuable than those who pretend to be perfect.

When discussing your weakness, be specific about the steps you're taking to improve. Are you taking courses? Working with a mentor? Using new tools or techniques? Consciously practicing in low-stakes situations before applying the skill in critical moments?

Important Guidelines

Tip: Don't go overboard with self-deprecation! Acknowledge your weakness, but focus on the steps you're taking to grow and improve.

Avoid mentioning weaknesses that are core requirements of the job. If you're interviewing for a project manager role, don't say you struggle with organization or time management. Instead, focus on areas adjacent to the role's requirements. Your ongoing development should show growth mindset without raising red flags about your ability to perform essential functions.

"How Do You Handle Feedback?"

One of the most important things a recruiter wants to know is how you handle feedback. Being open to feedback is a key trait of a successful employee. Recruiters want to see that you can take constructive criticism in stride.

Why Feedback Matters

In today's fast-paced work environments, the ability to receive, process, and act on feedback quickly is essential. It enables continuous improvement and agility.

Using the STAR Method

When answering behavioral interview questions, the most important thing is to focus on the actions you took in response to feedback. The STAR method emphasizes describing the specific steps you took to address the feedback. Explain how you improved your work style or performance.

Show that you're open to growth and are willing to learn from mistakes. Great answers to this question include specific examples of feedback you received, how you initially reacted, what you learned from it, and how you implemented changes based on that feedback.

Demonstrating Versatility

Consider discussing different types of feedback situations to demonstrate versatility in handling input from various sources. Perhaps you received critical feedback from a supervisor on a major project. Maybe you got constructive suggestions from peers during a team retrospective. Or you received customer complaints that helped you improve service delivery.

Each scenario shows different dimensions of your ability to receive feedback. It reveals how you handle input from authority figures, from colleagues at your level, and from external stakeholders. The best employees actively seek feedback rather than waiting for it to be offered. This shows they're proactive about personal development.

Showing Emotional Maturity

Your response to this question should convey emotional maturity. Demonstrate the ability to set aside ego. Show that you listen without becoming defensive. Explain how you ask clarifying questions to ensure you understand the feedback fully. Express gratitude for the input even when it's difficult to hear.

Describe your process for processing feedback. Before responding, do you take time to reflect? To better understand the concern, do you ask for specific examples? When improvement is needed, do you create an action plan? This level of detail demonstrates sophistication in how you approach professional growth. It shows you have systems in place for continuous self-improvement rather than relying solely on intuition or motivation.

"Describe Your Ideal Work Environment"

The work environment plays a huge role in your success at a company. Recruiters want to know if their office culture is a good match for you. Your answer will reveal whether you're a good fit for their team and whether the company is the right place for you to thrive.

A Dual-Purpose Question

This question serves a dual purpose. It helps the employer assess cultural fit. It also gives you an opportunity to learn more about whether the work environment aligns with your preferences and needs.

Being Honest About Your Preferences

Be honest about the kind of environment where you do your best work. Do you prefer a collaborative team atmosphere, or do you thrive in a more independent setting? Sharing ideas and collaborating with team members is essential for problem-solving and innovation in a positive work environment.

Additionally, clear communication and choosing your words carefully help foster respect and understanding among colleagues. Be sure to explain how your work style aligns with the company's work environment.

Multiple Dimensions to Consider

When answering this question, consider multiple dimensions of work environment. Think about the physical space (open office versus private offices, remote versus on-site). Consider the pace (fast-paced and dynamic versus steady and predictable). Reflect on the culture (formal versus casual, hierarchical versus flat). Think about the communication style (frequent meetings versus asynchronous updates). Consider the management approach (micromanaged versus autonomous).

You don't need to have rigid preferences for all these dimensions. Being thoughtful about what helps you perform at your best shows self-awareness.

The Strategic Approach

The most strategic approach is to emphasize flexibility and adaptability while highlighting a few key elements that are genuinely important to your success. For example, you might say you've thrived in various environments. However, you find that transparent communication, opportunities for collaboration, and clear expectations are common threads in places where you've done your best work.

This positions you as someone who can adapt while also subtly learning whether the company offers those critical elements. Pay attention to how the interviewer responds. Their answer gives you valuable data about whether this opportunity is right for you.

"What Do You Know About Our Company?"

Recruiters love it when candidates come prepared! Showing that you've researched the company is a great way to demonstrate your interest in the role. It also shows your commitment to the hiring process.

Going Beyond the Basics

Talk about what you know about the company's mission, values, and recent projects. This question separates candidates who are spraying applications everywhere from those who are genuinely interested in this specific opportunity.

This is your chance to show that you're not just looking for any job. Prove that you're specifically interested in working for this potential employer. Go beyond surface-level knowledge like the company's founding date or number of employees.

Demonstrating Deep Research

Discuss recent news about the company. Mention product launches, expansion into new markets, awards or recognition, leadership changes, or strategic initiatives mentioned in their annual report or press releases. Reference their mission statement or core values. Explain how these resonate with your own professional values.

If you've used their products or services, share your authentic experience as a customer or user.

What Your Research Reveals

The depth of your research demonstrates several important qualities. Genuine interest in the opportunity is clearly shown. Initiative and resourcefulness are effectively revealed through the response. Attention to detail is also evident throughout. Respect for the interviewer's time is consistently demonstrated.

When you walk into an interview armed with knowledge about the company, you can have a more sophisticated conversation. You can discuss how you'd contribute to their specific goals and challenges rather than speaking in generalities. You can also ask more insightful questions based on your research. This impresses interviewers and helps you gather information needed to make an informed decision if you receive an offer.

Connecting Your Background to Their Needs

Take your company research a step further by connecting your background to their needs. For example: "I noticed on your website that you're expanding into the healthcare sector. Having worked in healthcare technology for five years, I'm excited about the opportunity to bring that industry expertise to your team. I can help you navigate compliance requirements and build relationships with hospital systems."

This type of tailored response shows you've thought seriously about how you'd add value in the specific context of this organization. You're not just looking for any job in your field.

Interview Tips and Best Practices

Succeeding in a job interview goes beyond just answering questions. It's about presenting your best self and making a memorable impression on the hiring manager.

Preparation Is Key

Start by thoroughly reviewing the job description and researching the company. This allows you to tailor your responses to what the potential employer is looking for. The interview begins long before you walk into the room or log onto the video call. Your preparation sets the foundation for success.

During the Interview

During the interview process, demonstrate self-awareness by reflecting on your strengths, areas for growth, and how your character traits align with the company's values. Use the STAR method to structure your answers. Provide clear examples that highlight your communication skills and relevant experience.

Don't hesitate to ask questions about the position, team, or development opportunities. This shows genuine interest and helps you assess if the company is the right fit for your career goals.

Evaluating the Opportunity

Remember, the interview is also your chance to evaluate the work environment and management style. Make sure it matches your preferred way of working.

Following Up

After the job interview, send a thank-you note to express your appreciation and reinforce your enthusiasm for the role. Following up on your application status demonstrates professionalism. It keeps you top of mind during the hiring process.

Practical Details Matter

Beyond these fundamentals, pay attention to practical details that can make or break your interview performance. Plan your logistics carefully. For virtual interviews, test your technology. For in-person meetings, plan your route to arrive early. Prepare backup plans in case something goes wrong.

Dress appropriately for the company culture, erring on the side of being slightly more formal than the everyday dress code. Bring multiple copies of your resume, a notepad for taking notes, and a list of thoughtful questions you want to ask.

Non-Verbal Communication

Your body language and non-verbal communication matter tremendously in creating positive impressions. Maintain appropriate eye contact. Offer a firm handshake when meeting in person. Sit up straight with open body language. Show genuine engagement through nodding and facial expressions as the interviewer speaks.

For virtual interviews, look at the camera when speaking rather than at your own image on the screen. Ensure your background is professional and uncluttered. Test your audio and video quality beforehand.

The Right Mindset

By following these interview tips and best practices, candidates can confidently navigate the interview process, showcase their skills, and increase their chances of landing the job. Remember that interviews are as much about finding the right mutual fit as they are about being evaluated. You're interviewing the company just as much as they're interviewing you.

Approach each interview as a professional conversation between equals rather than an interrogation. You'll project confidence while gathering the information you need to make the best career decision.

Showcasing Your Professional Identity

Each question is a doorway into showcasing different aspects of your professional identity. Display your technical capabilities. Reveal your interpersonal skills. Demonstrate your problem-solving approach. Share your cultural values. Express your career aspirations.

The Power of Authenticity

Remember, it's all about being authentic, staying calm, and showing your best self. So, the next time you step into an interview, you'll be ready to impress and show why you're the perfect fit for the job.

Authentic answers resonate more powerfully than rehearsed scripts that sound impressive but feel hollow. Interviewers are skilled at detecting when candidates are being genuine versus when they're performing a role they think the interviewer wants to see.

A Systematic Approach

Approach your interview preparation systematically. Research the company thoroughly. Review the job description carefully. Prepare examples using the STAR method for common behavioral questions. Practice your responses until they feel natural. Develop thoughtful questions that demonstrate your strategic thinking about the role.

However, also remember that flexibility and authenticity matter more than perfect memorization. If you've done your preparation work, trust yourself to have meaningful conversations rather than reciting predetermined scripts.

Embracing the Process

Finally, remember that rejection is a normal part of the job search process. It doesn't reflect your worth as a professional. Each interview is an opportunity to refine your approach, learn what resonates with employers, and get closer to finding the right opportunity.

Even unsuccessful interviews provide valuable practice and feedback that improve your performance in future conversations. Stay persistent. Continue learning from each experience. Maintain confidence that the right opportunity will emerge when you're prepared to seize it.

With the insights and strategies shared in this guide, you're well-equipped to navigate the interview process with confidence and land the position that advances your career goals.

Conclusion

The interview questions you encounter during a job interview are your opportunity to shine. By preparing thoughtful answers to these common interview questions, you can demonstrate your qualifications, character traits, and enthusiasm for the position. more

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   

  • Lisa Serradilla

    1d

    There’s something missing here. What was he initially hired for? And what does he currently do? The accusations of slavery and discrimination here... are frankly repulsive given the lack of specific facts. The employee may not have good people skills. Some people do and some people don’t. In our hyperbolic work environment too many people assume discrimination . Plenty of people apply for internal positions and don’t get them. Give this person feedback for how to improve or other opportunities he might be better suited for. It’s not discrimination to tell someone the truth about their skills. Done correctly, you can incentivize people to learn and improve and continue to be a valued member of your team. more

  • Rahab Njuguna

    1d

    Are you suggesting that due to his disability he will chase customers away? Are there any DEI programs where you work? Honestly I am of the opinion he... should be given an equal chance and also upskilled through learning and development programs to be equiped at an equitable level to grow his career into whatever he would like to be. "Hiding" him behind document archives is dehumanizing, degrading and planting ideas that being in the shadows is the only place he belongs. Totally unacceptable, we are now inclusive societies. more

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Career development

 1d

If you inherited these 9 practical skills from your parents, you're more self-sufficient than most Americans


A lot of these skills aren't flashy. They don't show up on résumés or dating profiles, but they quietly shape how you move through the world.

There's a weird moment that hits sometime in your late 20s or early 30s.

You realize a lot of adults don't actually know how to do very basic things.

I'm not talking about obscure life hacks or advanced skills.

Taking care of yourself without outsourcing... everything.

And a lot of it comes down to what you picked up at home growing up.

But by watching. By helping. By being expected to figure things out.

If your parents passed down even a handful of these skills, you're probably far more self-sufficient than you think.

Here are nine that quietly set people apart.

I don't mean you can follow instructions from TikTok or meal kits.

I mean you can open the fridge, see what's there, and make something edible.

Maybe even good.

This is one of those skills that feels small until you meet someone who doesn't have it.

They rely on takeout, frozen meals, or protein bars because cooking feels intimidating.

Growing up, I watched adults cook without measuring cups or timers.

Cooking teaches problem-solving, patience, and self-trust.

It also saves you a ridiculous amount of money and gives you control over your health.

If you grew up in a house where "we'll fix it ourselves" was the default response, that mindset sticks.

It's about not panicking when something breaks and being willing to try.

If you grew up hearing conversations about bills, saving, and trade-offs, you absorbed more than you realize.

That you can't spend like a rock star on a barista budget.

People who lack this skill often feel constant financial anxiety, even when they earn decent money.

They grab whatever looks good in the moment and hope it turns into meals later.

Buy ingredients that work across multiple dishes.

This skill saves time, money, and mental energy.

It also makes healthy eating feel practical instead of performative.

This is a quiet one.

If you know how to rest when you're tired, eat when you're hungry, and slow down before you burn out, that usually comes from early modeling.

Some parents taught discipline without self-neglect.

Others taught toughness at the expense of awareness.

These aren't Instagram-worthy skills, but they run your life.

If your parents expected you to contribute, even in small ways, you likely developed a tolerance for maintenance work.

People without this skill often chase motivation.

Some people freeze unless they're given explicit instructions.

Others observe, try, fail, adjust.

If your parents let you figure things out instead of hovering, you probably learned how to learn.

That adaptability is one of the strongest predictors of long-term independence.

This one feels old-school, but it matters.

If you grew up reading, tinkering, cooking, or just being bored without a screen glued to your face, you developed an internal life.

It's also why some people struggle so hard when life slows down.

If you're comfortable in quiet moments, you're doing better than you think.

And this is the big one.

Finally, if you grew up with parents who emphasized ownership over excuses, that lesson stays with you.

That doesn't mean you ignore unfairness or hardship.

They know that no one is coming to save them, and that's not depressing.

They don't show up on résumés or dating profiles.

But they shape how you move through the world.

If you inherited even a few of them, you were given something more valuable than advice.

Which, in a noisy world full of shortcuts and outsourcing, is one of the most underrated advantages you can have. more

Career development

 5d

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   

  • Boitumelo Nthite

    1d

    It is true.faith over hope will manifest desired results. Never settle for whatever,dream big and it shall come to pass. My daughter studied the... following . Fire fighter1 n 2,ambulance assistance,first aid and auxiliary nursing but nothing so far in terms of employment, she has now reached a point of hoping that any job will do but I have faith that she will find relevant employment.  more

  • Steward Tony Pacheco

    25
    3d

    Faith is the word​ which should be used, as hope is only ​t​he 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, thos​e with hope, settle wherever it is they settle     more

Career development

 1d

I was painfully awkward until I learned these 10 simple conversation techniques - Silicon Canals


Look, I used to be that guy at parties who'd hover near the snacks, pretending to check my phone while desperately hoping someone would rescue me from my social anxiety.

Conversations felt like navigating a minefield blindfolded. I'd either talk too much about things nobody cared about or freeze up completely, contributing nothing but awkward silences and nervous laughter.

The worst part? I... genuinely thought being smart would compensate for my social incompetence. Spoiler alert: it didn't. You can have all the brilliant ideas in the world, but if you can't connect with people, those ideas die in your head.

Everything changed when I started treating conversation like a skill to develop rather than a talent you're born with. Through countless awkward interactions, brutal feedback from my team about being "hard to work with," and way too many self-help books, I discovered techniques that actually work.

These aren't cheesy pickup lines or manipulation tactics. They're simple shifts that transformed me from someone who dreaded small talk into someone who genuinely enjoys connecting with people.

This was the hardest lesson for me to learn. I spent years preparing clever things to say, memorizing interesting facts, and basically turning every conversation into a performance where I was the star.

What a waste of energy.

The moment I flipped the script and started genuinely caring about other people's stories, everything changed. Instead of waiting for my turn to talk, I started asking follow-up questions. Instead of trying to impress, I tried to understand.

Try asking "What was that like for you?" when someone shares an experience. Watch their face light up. People rarely get asked about their feelings and perspectives. When you give them that space, magic happens.

Remember that coworker who mentioned their kid's soccer tournament last week? Ask about it. Remember when your friend said they were nervous about a job interview? Follow up.

This technique is stupidly simple but incredibly powerful. It shows you actually listen and care enough to remember. Most people are so caught up in their own lives that when someone demonstrates they've been paying attention, it hits different.

I keep notes on my phone after conversations. Not in a creepy way, just quick reminders like "Sarah - starting pottery classes" or "Mike - worried about dad's surgery." It takes five seconds but makes you seem like a conversation wizard.

For years, I thought appearing perfect was the goal. Never admit mistakes, never show weakness, always have your shit together.

What an exhausting way to live.

The turning point came when I joined a men's group in my early thirties. First meeting, I sat there thinking "What have I done?" as grown men shared their fears and struggles. But something beautiful happened when I finally opened up about my own challenges. Instead of judgment, I found connection.

Now when someone asks how I'm doing, I sometimes give real answers. Not trauma-dumping, but honest stuff like "Actually kind of stressed about this deadline" or "Excited but nervous about this new project."

Vulnerability creates permission for others to be real too. And real conversations beat surface-level small talk every single time.

I used to approach every conversation with the same energy, like a golden retriever who just discovered tennis balls exist. Board meeting? Maximum enthusiasm! Funeral? Still bouncing off the walls!

Understanding context matters. The communication style that crushes it in business meetings can destroy intimate conversations. Direct, solution-oriented talk works great with your team but can make your partner feel unheard when they just need to vent.

Pay attention to energy levels, body language, and the overall vibe. Match it, then gradually adjust if needed. Starting where others are makes them feel understood rather than overwhelmed.

How do you handle silence in conversations? If you're like old me, you probably rush to fill it with whatever words tumble out first.

Stop doing that.

Silence isn't your enemy. It's actually one of the most powerful tools in your conversation toolkit. When someone finishes speaking, count to three before responding. This tiny pause does two things: it gives them space to add more if they want, and it shows you're actually processing what they said rather than just waiting for your turn.

Some of the deepest conversations I've had emerged from those three-second gaps where neither of us rushed to fill the void.

Nobody wants to hear a ten-minute saga about your morning commute. But a well-told 30-second story can transform a conversation from forgettable to memorable.

The key? Structure and relevance. Set it up quickly, build to a point, and connect it to the conversation. "That reminds me of when..." followed by a brief, relevant story creates connection without hijacking the discussion.

I've noticed successful storytellers always include sensory details and emotions. Instead of "I went to Thailand," try "I'll never forget the smell of street pad thai mixing with incense from the temple next door." See the difference?

"How was your weekend?" gets you "Fine, yours?"

"What was the highlight of your weekend?" gets you actual conversation.

The quality of your questions determines the quality of your conversations. Open-ended questions that can't be answered with one word force people to actually engage. Questions about feelings and experiences rather than facts create deeper connections.

Some of my favorites: "What's been on your mind lately?" "What are you looking forward to?" "What's surprising you about that?"

This distinction changed everything for me. Getting feedback from my team that I didn't actually listen was brutal but necessary. I thought I was being helpful by immediately offering solutions and advice. Turns out I was just being annoying.

Now I actively fight the urge to jump in with my brilliant insights. Instead, I focus on understanding their perspective completely before even thinking about my response. Sometimes people don't want solutions. They want to feel heard.

Try reflecting back what you heard before adding your thoughts: "So what you're saying is..." It sounds simple, but it's revolutionary.

We've all been trapped in conversations that outlived their natural lifespan. You know, when you're both just recycling the same points because neither knows how to leave?

Having exit strategies changed the game. "I want to be mindful of your time" or "I promised myself I'd talk to three new people tonight" or even "I need to refill my drink, but this was great" all work beautifully.

The key is leaving while the energy is still positive. Better to have someone wish the conversation was longer than wonder when it will end.

Put your phone away. Make eye contact. Stop scanning the room for someone more interesting. Be where you are.

I know it sounds obvious, but how often are we really present in conversations? How often are we thinking about our to-do list or crafting our response while the other person is still talking?

Active presence means giving someone your full attention. It means noticing their energy shifts, their word choices, their body language. It means being curious about the human in front of you rather than treating them as an obstacle between you and your next task.

These techniques aren't magic pills. I still have awkward moments where I say something weird or completely misread the room. The difference is I don't let those moments define me anymore.

I've mentioned this before but conversation is a skill, not a talent. Every interaction is practice. Every awkward moment is data. Every connection is a small victory.

The beautiful thing about improving your conversation skills is that the benefits compound. Better conversations lead to stronger relationships, which lead to more opportunities, which lead to a richer life.

Start with just one technique. Pick the one that feels most doable and try it in your next conversation. You might surprise yourself with how quickly things shift.

And if you're still that person hovering by the snacks at parties? Come find me. We'll figure it out together. more

Anonymous member


Career development 11h
hello! im currently collecting unemployment insurnace but it will be coming to an end soon. I have been looking for a full time job but no luck. I take public transportation so its very difficult for me to find a job that doesnt require you to travel to multiple offices etc. I would also perfer a full time job rather than part time. Im a 21yr female, I only have myself and I need help finding a... full time job.

I have a diploma of comleption for medical assisting. currently I am taking an online course for medical billing and coding to expand my skills on my resume. please reach out if you think you think you may be able to help.  more

Career development

 1d

The Next Decade of Work: How Relationship Intelligence Will Redefine Organizational Success


The Next Decade of Work: How Relationship Intelligence Will Redefine Organizational Success

What makes teams work? The data tells a story most organizations haven't fully grasped yet.

We're standing at an inflection point. The traditional markers of workplace success - technical skills, strategic planning, operational efficiency - remain important. But they're no longer sufficient.

The... competitive advantage of the next decade will belong to organizations that master Relationship Intelligence (RQ).

Recent research reveals something striking: 71% of employers now value emotional intelligence more than technical skills when evaluating candidates. This represents a fundamental shift in how we define competence.

But here's what most leaders miss: emotional intelligence at the individual level is just the starting point. The real transformation happens when you build RQ at the team and organizational level.

The Attachment Revolution in the Workplace

A 2024 meta-analysis of 109 studies involving 32,278 participants confirmed what I've observed in practice: secure attachment in the workplace predicts performance beyond traditional personality assessments.

Employees with secure attachment styles show higher organizational commitment, job satisfaction, work engagement, and lower turnover intentions. The effect holds even when controlling for the Big Five personality traits.

This matters because attachment patterns are malleable. You can create conditions that foster secure attachment in your teams.

The research shows securely attached employees seek challenging assignments, display resilience, and pursue creative problem-solving. They feel confident in their abilities and supported by their environment. This combination drives both individual performance and career development.

Meanwhile, organizations that ignore attachment dynamics pay a steep price.

Individuals with higher avoidance attachment are less likely to form workplace friendships. This directly impacts job performance. Anxiously attached individuals attempt to form connections but simultaneously dissolve these relationships in a self-sabotaging cycle.

The pattern is clear: insecure attachment undermines the collaboration that modern work demands.

The Global Engagement Crisis Demands a New Approach

In 2024, global employee engagement fell from 23% to 21%. That's a drop equal to what we saw during COVID-19 lockdowns.

Manager engagement declined from 30% to 27%. Female managers experienced a seven-point drop.

Here's the critical insight: 70% of team engagement is attributable to the manager.

Traditional engagement strategies aren't working. Ping-pong tables and pizza parties don't address the underlying relational dynamics that drive engagement.

I predict organizations will increasingly invest in developing RQ among their leadership teams. The ones that do will see measurable improvements in retention, productivity, and innovation.

The alternative is watching talent walk out the door.

Psychological Safety: The Foundation of High Performance

Research from 1,150 leaders in 160 Norwegian management teams revealed a significant indirect effect of psychological safety on team effectiveness. The mechanism? Behavioral integration.

When team members perceive the climate as safe to speak their mind, they engage in mutual collaboration and information sharing.

A 2024 Navy study found that attachment to leaders can indirectly enhance adaptive behaviors through individual psychological safety. There's a direct correlation between attachment to leaders and individual psychological safety, which promotes adaptive behavior.

This creates a virtuous cycle.

Leaders who foster secure attachment create psychologically safe environments. Psychological safety enables the collaboration and innovation that drive competitive advantage.

A study of 64,240 employees found that people with higher psychological safety reported more secure workplace attachment. Lower workplace attachment avoidance was 1.66 times more strongly associated with psychological safety than workplace attachment anxiety.

The implications are profound. Organizations can't mandate psychological safety through policy. They build it through relational practices that foster secure attachment.

The Collaboration Imperative

86% of business leaders blame workplace failures on poor teamwork and lack of collaboration. Not skill gaps. Not lack of resources. Poor collaboration.

97% believe a lack of alignment within a team impacts tasks or project outcomes.

Companies promoting collaboration are five times more likely to be high-performing.

A Deloitte study found that 73% of employees who engage in collaborative work report improved performance. 60% say it sparks innovation.

Good teamwork leads to 21% higher profitability. Business leaders see 30% higher productivity in collaborative workplaces.

But collaboration doesn't happen automatically when you put talented people in a room together.

It requires specific relational competencies: perspective-taking, conflict handling, emotional regulation, and the ability to build trust across differences.

These are the core components of RQ.

Organizations that develop these competencies systematically will outperform those that leave collaboration to chance.

The Leadership Transformation

Emotionally intelligent leaders improve both behaviors and business results with direct impact on work team performance.

Leaders who master empathy perform more than 40% higher in coaching, engaging others, and decision-making. Managers who show empathy toward direct reports are viewed as better performers by their bosses.

Research by TalentSmart shows emotional intelligence is the strongest predictor of performance. Business leaders ranked emotional intelligence higher than financial acumen, market orientation, and planning.

This represents a fundamental redefinition of leadership competence.

The leaders who succeed in the next decade will be those who can create the relational conditions for high performance.

They'll understand that their primary job is fostering secure attachment, building psychological safety, and developing RQ throughout their teams.

Technical expertise and strategic thinking remain important. But they're table stakes. The differentiator is relational capacity.

Predictions for the Next Decade

Based on current research trajectories and organizational trends, I see five major shifts emerging:

1. RQ Assessment Will Become Standard in Hiring and Promotion

Organizations will develop sophisticated methods for assessing relationship intelligence alongside technical skills. Candidates will be evaluated on their ability to build secure attachments, foster psychological safety, and collaborate effectively across differences.

The organizations that move first on this will gain significant competitive advantage in talent acquisition and retention.

2. Leadership Development Will Prioritize Attachment-Based Approaches

Traditional leadership training focuses on strategy, communication, and decision-making. The next generation of programs will explicitly address attachment patterns, emotional regulation, and relational repair.

Leaders will learn to recognize their own attachment styles and how these patterns impact their teams. They'll develop practices for fostering secure attachment in others.

This shift will produce measurably better outcomes in engagement, retention, and team performance.

3. Team Design Will Incorporate RQ Principles

Organizations will move beyond functional expertise when forming teams. They'll consider attachment diversity, relational capacity, and psychological safety dynamics.

High-performing teams of the future will be intentionally designed to include members with complementary relational strengths. Team charters will explicitly address how members will build and maintain secure attachment.

4. Organizational Culture Will Be Measured Through Attachment Metrics

Employee surveys will evolve beyond engagement scores to include measures of workplace attachment security, psychological safety, and relational trust.

Organizations will track these metrics as leading indicators of performance, innovation, and retention. They'll intervene when they see patterns of insecure attachment emerging in specific teams or departments.

5. Meaningful Work Will Amplify Through Relational Context

Research shows that meaningful work is a robust predictor of well-being. Psychological safety amplifies the positive effects of meaningful work in the workplace.

Meaningful work enhances the positive effects of leadership, enabling employees with insecure attachment styles to respond more effectively.

Organizations will increasingly focus on helping employees connect their work to purpose while simultaneously building the relational infrastructure that allows that meaning to flourish.

The combination of meaningful work and secure attachment will become the gold standard for employee experience.

The Implementation Challenge

Understanding these trends is one thing. Implementing them is another.

Most organizations lack the frameworks, tools, and expertise to develop RQ systematically. They recognize its importance but don't know where to start.

The organizations that solve this implementation challenge will create sustainable competitive advantage.

They'll need to:

Train leaders in attachment-aware management practices

Create team processes that foster psychological safety

Develop assessment tools that measure relational capacity

Build feedback systems that address relational dynamics

Establish repair protocols for when attachment ruptures occur

This work requires investment. But the ROI is clear in the data.

Higher engagement. Lower turnover. Better collaboration. Increased innovation. Improved performance.

The Future Belongs to Relationally Intelligent Organizations

The evidence is mounting. The trends are clear. The competitive landscape is shifting.

Organizations that develop Relationship Intelligence will thrive. Those that cling to purely technical or strategic approaches will struggle to retain talent, foster innovation, and maintain performance.

The question isn't whether RQ matters. The question is how quickly your organization will adapt.

I've watched this transformation unfold across industries and sectors. The pattern holds regardless of company size, industry vertical, or geographic location.

The organizations that invest in building secure attachment, fostering psychological safety, and developing relational capacity are already seeing results.

The next decade will separate those who understood this shift early from those who recognized it too late.

The data suggests we're at the beginning of a fundamental transformation in how we think about organizational success.

Relationship Intelligence isn't a soft skill. It's the hard edge of competitive advantage. more

Career development

 1d

Professional PDF Resume Generator


I want to launch a sleek, easy-to-use tool that lets users craft a polished PDF résumé in minutes. The core template style must be Professional -- clean lines, modern typography, the sort of layout that holds up in corporate ATS systems -- yet I still need flexibility: users should be able to toggle between my predefined sections (Contact, Experience, Education, Skills, etc.) or create custom... sections on the fly and reorder them with drag-and-drop ease. Beyond the résumé itself, the product has to include an integrated cover-letter generator that pulls data from the résumé to speed up writing, plus full multiple-language support so the interface and generated documents can switch languages without breaking the layout. When it comes to exporting, PDF is the primary format, but I also need one-click export to DOCX and at least one open format (ODT or TXT) so users aren't locked in. Key deliverables * A working web or cross-platform desktop application (your choice, but tell me why you picked it) * At least three professional résumé templates, fully responsive and print-ready * Section manager that supports both predefined and custom blocks * Cover-letter generator tied to résumé data * Language toggle with all labels and sample text translated via resource files * Reliable export engine for PDF, DOCX and one open format * README or short video walkthrough so I can test and maintain it Acceptance criteria: the PDF output must match the on-screen preview pixel-for-pixel, bilingual switching should not break any layout, and the entire process from opening the app to downloading a résumé must stay under two minutes on a standard laptop. If you've built document generators, worked with PDF libraries like jsPDF, pdfmake, iText, or have experience in React, Vue, Electron, or similar frameworks, let me see a quick demo or code snippet when you bid so I can judge fit right away. more

Career development

 1d

Hiring specialists made sense before AI -- now generalists win


Tony Stoyanov is CTO and co-founder of EliseAI

In the 2010s, tech companies chased staff-level specialists: Backend engineers, data scientists, system architects. That model worked when technology evolved slowly. Specialists knew their craft, could deliver quickly and built careers on predictable foundations like cloud infrastructure or the latest JS framework

Then AI went mainstream.

The pace... of change has exploded. New technologies appear and mature in less than a year. You can't hire someone who has been building AI agents for five years, as the technology hasn't existed for that long. The people thriving today aren't those with the longest résumés; they're the ones who learn fast, adapt fast and act without waiting for direction. Nowhere is this transformation more evident than in software engineering, which has likely experienced the most dramatic shift of all, evolving faster than almost any other field of work.

How AI Is rewriting the rules

AI has lowered the barrier to doing complex technical work, technical skills and it's also raised expectations for what counts as real expertise. McKinsey estimates that by 2030, up to 30% of U.S. work hours could be automated and 12 million workers may need to shift roles entirely. Technical depth still matters, but AI favors people who can figure things out as they go.

At my company, I see this every day. Engineers who never touched front-end code are now building UIs, while front-end developers are moving into back-end work. The technology keeps getting easier to use but the problems are harder because they span more disciplines.

In that kind of environment, being great at one thing isn't enough. What matters is the ability to bridge engineering, product and operations to make good decisions quickly, even with imperfect information.

Despite all the excitement, only 1% of companies consider themselves truly mature in how they use AI. Many still rely on structures built for a slower era -- layers of approval, rigid roles and an overreliance on specialists who can't move outside their lane.

The traits of a strong generalist

A strong generalist has breadth without losing depth. They go deep in one or two domains but stay fluent across many. As David Epstein puts it in Range, "You have people walking around with all the knowledge of humanity on their phone, but they have no idea how to integrate it. We don't train people in thinking or reasoning." True expertise comes from connecting the dots, not just collecting information.

The best generalists share these traits:

* Ownership: End-to-end accountability for outcomes, not just tasks.

* First-principles thinking: Question assumptions, focus on the goal, and rebuild when needed.

* Adaptability: Learn new domains quickly and move between them smoothly.

* Agency: Act without waiting for approval and adjust as new information comes in.

* Soft skills: Communicate clearly, align teams and keep customers' needs in focus.

* Range: Solve different kinds of problems and draw lessons across contexts.

I try to make accountability a priority for my teams. Everyone knows what they own, what success looks like and how it connects to the mission. Perfection isn't the goal, forward movement is.

Embracing the shift

Focusing on adaptable builders changed everything. These are the people with the range and curiosity to use AI tools to learn quickly and execute confidently.

If you're a builder who thrives in ambiguity, this is your time. The AI era rewards curiosity and initiative more than credentials. If you're hiring, look ahead. The people who'll move your company forward might not be the ones with the perfect résumé for the job. They're the ones who can grow into what the company will need as it evolves.

The future belongs to generalists and to the companies that trust them.

Read more from our guest writers. Or, consider submitting a post of your own! See our guidelines here.

Welcome to the VentureBeat community!

Our guest posting program is where technical experts share insights and provide neutral, non-vested deep dives on AI, data infrastructure, cybersecurity and other cutting-edge technologies shaping the future of enterprise.

Read more from our guest post program -- and check out our guidelines if you're interested in contributing an article of your own! more

Career development

 1d

Craft My UAE Finance CV


I'm preparing to move into mid-level finance roles in the UAE and need a sharp, recruiter-ready CV that showcases my strongest asset -- financial modeling -- while meeting local expectations for style and content. You'll start from the material I already have (current résumé, key achievements, and target job ads) and reshape it into a two-page document that feels modern, keyword-rich, and... ATS-friendly. I'm looking for a balance of concise storytelling and quantifiable results that will resonate with hiring managers in banks, investment firms, and corporate finance teams across Dubai and Abu Dhabi. UAE nuances such as contact details, visa status, notice period, and the right date format must be handled correctly. Strategic section ordering, clean typography, and an appropriate color palette are important too, but the writing itself takes priority. Deliverables: * Final CV in editable Word and print-ready PDF * One short, reusable summary paragraph for LinkedIn (optional but appreciated) Acceptance criteria: the document must scan cleanly through standard ATS checks, read naturally to human reviewers, and clearly highlight my financial modeling expertise in the first half page. I'll provide feedback once; revisions are included until these points are met. more