Career development

 2h

8 Common interview mistakes and how to avoid them


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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Career development

 7h

Employee uses AI to rewrite resume, response rate triples -- debate erupts over whether it's cheating or fairplay


For years, job seekers were told to craft résumés that "sound human," authentic, and polished. Yet thousands report little to no traction. One candidate spent weeks refining language, voice, and flow -- only to receive zero interview calls. Then they pivoted. Last month, they fed their full work history and target job description into ChatGPT. They instructed the AI to use the exact terminology... from the posting and tailor the résumé for automated résumé scanners known as Applicant Tracking Systems (ATS). The result: response rates tripled.

This shift reflects a broader labor market reality. Research shows that more than 98% of Fortune 500 companies use ATS software to filter candidates before a human ever sees a résumé. Recruiters report spending just 6-8 seconds scanning a résumé before deciding whether to move forward. That means algorithmic matching and keyword relevance often outweigh narrative flair in early screening stages.

Writing for machines isn't about laziness -- it's about strategy. Job seekers now compete in an ecosystem where AI tools influence outcomes on both sides of the hiring process. Optimizing for ATS and recruiter expectations can level the playing field, especially for applicants overlooked due to formatting or keyword gaps. This article explores why AI‑driven résumé strategies are replacing traditional advice, backed by expert insights, data, and practical guidance for candidates.

In theory, résumés should tell a story: who you are, what you've done, and where you want to go. In practice, the first gatekeeper is often software. Applicant Tracking Systems scan for specific keywords, skills, and role‑specific phrases. If your résumé doesn't include the language the software expects, it can be rejected before a recruiter sees it.

ATS prevalence and keyword matching: According to industry estimates, over 90% of medium and large employers use ATS to handle incoming applications. These systems score résumés based on keyword frequency, relevance to job criteria, and structured data like dates and job titles. Even highly qualified candidates can be filtered out if their résumé uses synonyms instead of exact matches. For example, a project manager résumé that uses "oversaw initiatives" may be scored lower than one that matches the job posting phrase "project leadership" or "project coordination." This isn't subjective -- it's algorithmic.

Human screening time is brief: Recruiters often make rapid decisions. Eye‑tracking studies show recruiters look at contact information, current job title, and skills section first. If ATS has already flagged a résumé as low match, the recruiter may never see it. Even when a human reviewer opens it, decisions are made in seconds, not minutes.

The mismatch between "voice" and visibility: Traditional résumé advice emphasizes voice and tone. However, machine screening prioritizes structure and keywords. Spending hours fine‑tuning prose without aligning terms to job requirements can waste effort. Job seekers who ignore this shift may inadvertently design résumés that read well to humans but fail technical filters.

AI résumé tools like ChatGPT can analyze both your history and a job posting, then generate tailored content optimized for ATS and recruiter expectations. Instead of generic narrative language, these tools extract and integrate keywords, skills, and performance metrics that match the job criteria.

Exact terminology and matching: AI can parse a job description and identify high‑value keywords related to skills, certifications, tools, and outcomes. It then rewrites résumé bullets to reflect those terms. For example, if a job description emphasizes "data‑driven decision making," AI can ensure that phrase appears in measurable résumé achievements -- such as "Led data‑driven decision making that reduced operational costs by 15%."

Structured, concise formatting: AI doesn't just add keywords; it helps shape the résumé into ATS‑friendly formats. That means clean headings, consistent date formats, and clearly labeled sections for experience, skills, and education. These structural elements improve machine readability.

Quantifiable achievements: Recruiters and ATS alike favor quantifiable accomplishments. AI prompts can encourage inclusion of metrics -- like revenue growth percentages, team sizes managed, budget ownership, or process improvements. These make accomplishments clear and scannable.

Rapid iteration and personalization: Instead of manually rewriting for each application, job seekers can generate customized résumés quickly. This saves time and ensures better alignment with each role's requirements. Candidates who tailor their résumé for every application increase the likelihood of ATS match scores exceeding thresholds set by employers.

Candidate success story: The individual who tripled their interview responses after using AI to align their résumé with job descriptions illustrates this trend. By shifting focus from "personal voice" to "match quality," they harnessed tools designed to meet recruiters and software where they actually operate -- not where traditional résumé advice says they should.

Critics sometimes frame AI résumé tools as "cheating" or a shortcut that sacrifices authenticity. This perspective misunderstands both how hiring technology works and what job seekers need to succeed. AI isn't replacing the candidate; it's enhancing their capacity to communicate relevance. The goal of any résumé is to secure an interview, not to craft prose that only impresses after human review.

Authenticity meets strategy: AI optimization doesn't erase your experience -- it reframes it in language that resonates with both machines and humans. You still control content, metrics, and factual accuracy. AI helps you highlight what's most relevant.

Ethics and transparency: There's no ethical violation in using tools that help you represent your true skills and experience more clearly. What would be unethical is fabricating or exaggerating qualifications. AI should assist in clarity, not in misrepresentation.

Expert voices: Career coaches now routinely recommend keyword analysis and ATS optimization as part of modern job search strategy. Many even suggest starting with AI tools to draft résumés then refining for tone and nuance. This reflects evolving industry standards, not laziness.

Recruiter perspectives: Recruiters say they value clarity and relevance. When a résumé clearly demonstrates skill match and measurable impact, it improves efficiency on both sides. Tools that enhance that signal benefit job seekers and hiring teams.

Tools as leveling mechanisms: For entry‑level candidates or mid‑career professionals transitioning industries, AI tools can help bridge experience gaps by articulating transferable skills in ways that align with job expectations. This can democratize access to opportunities that might otherwise be obscured by formatting or keyword mismatches.

Q: Why does using AI to optimize a résumé increase interview response rates?

A: AI helps align your résumé with Applicant Tracking Systems, which d optimization, highlighting the efficiency of tailoring content for both software and recruiters.

Q: Is using AI for résumé writing considered unethical or "cheating"?

A: No. AI is a tool to enhance clarity and keyword alignment, not to fabricate experience. Candidates still control their work history, achievements, and metrics. Ethical use involves accurately presenting skills while formatting for ATS and recruiter requirements. This approach is widely accepted by career coaches and HR professionals in the U.S. job market. more

Sloan Bochkorr


Career development 1d
About a week and a half ago the head of our department really started feeling sick, went home and said she was put on sick leave. But the very next day she still came to work with a fever and a cough and barely managed to get through the day. Because she was worried that we wouldn’t cope with the project. After that, three more employees got sick and now I’m the only healthy person left working in... the department.
Could you please tell me if there is any legislation that forbids sick employees from coming to work and infecting their colleagues? Thank you

 more
3   

  • Edward Adikwuru

    9h

    I doubt if there is such a law or legislation but as soon as an employee reports sick he should be exempted from work upon application for sick leave... pending the time he will be okay and resume work. Being in the office while confirmed sick is hazardous to the well-being of the rest of the staff. He should equally know that, no one is indispensable  more

  • muhumuza julius

    12h

    The workers Act, Employment Act, All labor laws plus human rights can't allow any employee to work when he/she is sick.
    It even contradicts with the... mother law.
     more

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Career development

 10h

At 1:50 am, a job applicant gets a rejection email.


Didn't Get the Job -- An Algorithm Said No. Now Workers Want to Know Why

At 1:50 am, a job applicant gets a rejection email. No interview. No human contact. No explanation. Just an automated "no," often delivered while most people are asleep.

That moment, impersonal and instant, is becoming the default experience of job hunters. And now, according to a report by The New York Times, a group of... job seekers is fighting back in court. They're trying to pry open what they call the "black box" of AI-driven hiring.

Legal Woes

The lawsuit filed in California is targeting Eightfold AI, a company whose software screens résumés for hundreds of employers. The plaintiffs argue Eightfold's system functions a lot like a credit bureau: it quietly collects data about you, assigns you a score, and uses that score to determine whether you're allowed to move forward in life. Or, in this case, whether a human ever sees your application.

Their claim is simple but disruptive: if AI hiring tools act like credit agencies, they should be regulated like credit agencies. That means transparency. Disclosure. And the right to challenge errors.

According to The New York Times, the lawsuit invokes the Fair Credit Reporting Act (FCRA), a 1970 law designed to stop people from being silently punished by bad data they can't see or fix.

Algorithmic Hiring at Scale

Eightfold AI sells itself as an efficiency machine. It boasts a dataset built from LinkedIn and other sources that includes more than a billion worker profiles, a million job titles, and a million skills. When you apply for a job routed through Eightfold, the system scores you from one to five and decides whether you advance.

If that score is wrong, or based on outdated or inaccurate information, you'll likely never know. There's no report card. No appeals process. No "hey, we think your skills are a mismatch because X."

To the algorithm, you're not a person. You're a pattern match. Or not.

A Highly Qualified Human Being

One of the plaintiffs, Erin Kistler, isn't an underqualified applicant lobbing résumés into the vast machine. She has a computer science degree and decades of experience in tech. She also meticulously tracked her job search over the past year.

Out of thousands of applications, just 0.3 percent led to any follow-up. Several of those applications were screened by Eightfold.

"I think I deserve to know what's being collected about me and shared with employers," Kistler told The Times.

That's the core human problem here: you can't improve, respond, or correct what you're never allowed to see.

Why This Matters (Even If You're Employed)

Supporters of these tools argue that algorithms are just doing what recruiters have always done; sorting candidates into piles. But there's a critical difference: human recruiters can explain themselves. Algorithms can't -- or won't.

As one employment lawyer quoted by The Times put it, these systems are "designed to be biased", meaning they're built to find a certain type of candidate. That's not automatically illegal. But it does become dangerous when the bias is invisible, unchallengeable, and scaled across millions of people.

The Fair Credit Reporting Act exists precisely because lawmakers realized decades ago that automated scoring systems, left unchecked, ruin lives quietly. You don't lose your house or your job in a dramatic single episode. You just keep getting denied. Over and over and over again. With no reason given.

A Legal Reckoning for AI?

This lawsuit doesn't stand alone. Other cases, like Workday, are testing whether AI hiring tools illegally discriminate against older workers, disabled applicants, and Black candidates. In that case, a federal judge found it plausible that algorithms were rejecting people for reasons unrelated to qualifications.

Regulators once seemed aligned with this concern. In 2024, the Consumer Financial Protection Bureau said plainly that hiring scores are consumer reports. But under the Trump administration, that guidance was rescinded.

As Jenny Yang, a former chair of the EEOC and now one of the plaintiffs' lawyers, put it: "People were getting rejected in the middle of the night and nobody knew why."

That's not a bug of modern hiring. It's the feature.

And for the first time, job applicants are saying: if machines are going to decide our futures, they don't get to do it in secret.

Now sit back and wait for the fun of social scores or central bank digital currencies that determine where you can live or what you can buy... more

Career development

 10h

Urgent ATS Resume Enhancement


My technology-sector résumé is already in an ATS-friendly format, but it needs a fast, expert refresh so it speaks directly to a Service Desk team lead audience. By 4 p.m. EST today I must add eight powerful bullet points that showcase recent project achievements, with a clear emphasis on team leadership. You'll receive the current 41 MB file immediately after award. I'm counting on your HR... insight, résumé SEO skills, and deep knowledge of modern applicant-tracking systems to weave the new content in seamlessly, preserve existing formatting, and elevate keyword density without sounding forced. Deliverables (due today): * Updated résumé (PDF + editable source) containing the eight new, leadership-focused bullets integrated in the appropriate section * Clean, ATS-tested version that maintains structure, headings, and keyword alignment for Service desk lead roles I'll be on standby for rapid feedback cycles so we can hit the deadline together. more

Career development

 10h

Study Reveals the UK's most Googled Interview Questions | FE News


Job interviews can be daunting - especially if you've been caught out by a few tricky questions in the past. If you've ever searched online for tips on how to impress recruiters with the best answers, then you're certainly not alone.

HR software provider Ciphr analysed Google data to find out the most searched for interview questions that thousands of job hunters are looking up every month, and... provided answers for the most common queries.

There were over 756,000 searches for the term 'interview questions' in the UK last year. And that's just counting the people asking Google questions about interview questions, not every query about interview questions and the recruitment process (that would be significantly higher).

The most popular questions reveal which interview topics appear to cause people the most difficulty. Top of their list of queries is around what questions to ask during (or at the end of) an interview, with about 17,520 average monthly searches. According to Ciphr's HR expert, Claire Hawes, having a good selection of questions to hand helps show employers you're genuinely interested in them and have taken the time to understand what the role really requires.

The next most searched for type of questions are for more general advice on common interview questions and how to answer them (with a combined 14,410 monthly searches).

According to Ciphr's study, some of the trickiest job interview questions - based on the number of people Googling for help to answer them - are those that ask about their strengths or weaknesses (5,480 monthly searches), managing conflict or stress at work (4,070), and problem-solving or handling difficult situations (2,570).

The simple sounding, yet seemingly tough to answer, 'tell us about yourself' interview question is searched about 2,170 times a month. Interview questions about time management and organisation, and motivation, also have thousands of people turning to Google search for the answers (2,180 and 2,140 monthly searches respectively).

These types of questions are intentionally challenging, says Hawes, as they assess self-awareness and behaviour, soft skills, values and culture alignment. They help interviewers gain more insight into what makes someone tick and how to get the best out of them. She advises candidates to prepare evidence-based examples to draw from (using the STAR - Situation, Task, Action, Result - method can help to structure answers) and not to shy away from talking about the things they are great at.

The interview questions that people most want help answering are:

For expert suggestions on how to answer some of the most common job interview questions, including 'what questions to ask at the end of an interview?', 'what motivates you?', 'what is your weakness?', and 'where do you see yourself in 5 years?',

Claire Hawes, chief people and operations officer at Ciphr, says:

"People can get anxious about job interviews, but, with preparation and practice, the recruitment process usually gets easier as your career progresses. Especially when you've got more industry experience to talk about. And you're more confident about your skills and capabilities.

"Each step up the career ladder can present different interview challenges. For example, most senior roles will require multiple rounds of interviews, possibly presentations, and lots of tough, in-depth questioning. Remember that it's a two-way conversation. You're interviewing them too, so do try to relax and enjoy it!

"To help you prepare effectively, start by thoroughly researching the company and role, including recent news and industry developments. This will help you understand more about who they are, their values and any challenges they might be facing.

"Practice talking about your achievements using specific examples. Following the STAR method can help keep your answers simple and easy to follow. Outline the Situation and the Task - why it mattered and what you were responsible for. Next, focus on your Actions, what you did and how you contributed (because interviews are all about telling your story). Then list the Result and, where possible, any measurable outcomes and impacts. Try to end with a quick takeaway about what you learned or maybe what you'd do differently.

"It's also worth preparing some thoughtful questions to ask your interviewers, as this demonstrates genuine interest and helps you assess whether the role is right for you.

"Finally, don't underestimate the practical stuff: plan your journey in advance (or if it's online, check you have the correct meeting link and software, and that everything's working to avoid any technical glitches), choose an appropriate interview outfit, and give yourself plenty of time to arrive (or log on) feeling calm and collected, and ready to impress." more

Career development

 11h

Modern WordPress Revamp for Anneecurtis.com


I'm looking to give [login to view URL] a fresh, modern look on WordPress. The core of the job is straightforward: * Apply a clean, modern redesign that feels professional and loads quickly. * Add a clear "Download Résumé" button or link (the résumé PDF is ready to go). * Import about 20 LinkedIn recommendations and display them in a smooth, scroll-through format -- carousel, slider, or any method... you feel delivers the best user experience on desktop and mobile alike. The current site is live, so I'll provide full admin access along with the résumé file and the text of each LinkedIn reference. No new copywriting or résumé design is needed -- just the implementation. Please build on a lightweight, well-supported WordPress theme or child theme, keep plugins lean, and make sure everything scales nicely on mobile. If you have portfolio examples of recent modern-style WordPress work, include a link so I can see your touch. Can you revamp this website? fix menu, slider add resume view and download and email link as well as a carousel references I am fine with the current theme, but need a few changes I need a logo slider as well [login to view URL] is references to add, just delete dates as some are older. Resume coming in Word and PDF Do whatever you think is best as long as we keep content/text Timeline: 1~3days. more

Loren Davies


Career development 1w
I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

6   

  • Vasant Barve

    13h

    I will explain like this -- You are not seeing colors now but if some one donates eye to you then you will see and enjoy colors. Yellow is what ripe... banana or ripe lemon looks like.  more

  • Alokan Ayodeji

    1d

    I believe the question should focus on feelings, since the kid is blind. I will say
    "Yellow feels like the warmth of the sun on your face when you... step outside". We can also use yellow to signify a smile or joy based on brightness. The kid should be able to relate to the color in that light more

    2
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Career development

 12h

Mortgage Mum and LIBF scholarship for underrepresented groups now live - Mortgage Finance Gazette


Applications are now open for the Mortgage Mum, LIBF Scholarship which will offer three successful applicants fully-funded access to LIBF's CeMAP qualification, alongside tailored mentoring, industry insight, and personalised career development guidance delivered by The Mortgage Mum's performance managers.

The Mortgage Mum is particularly looking for applications from people from underrepresented... groups, or those who are keen to explore the profession but have faced barriers in the past, for instance not knowing anyone working in the sector, having job or family commitments which have previously prevented study.

Commenting The Mortgage Mum founder and chief executive Sarah Tucker said:"The mortgage industry can be an incredible career -- but too often, the route in isn't equally accessible to everyone. This scholarship is about removing barriers and opening doors. We're funding training, but more importantly we're providing mentoring, encouragement, and real industry insight -- giving someone the support they need to take that first step, and hopefully creating a ripple effect from there."

She added: We want people from underrepresented backgrounds to see this profession as one they belong in -- and one they can truly thrive in." more

Anonymous member


Career development 2w
I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more
25   

  • Evans Ogalli

    12h

    Me too ...did this last year October.
    Similar dealings with my bosses.....

  • Mbaraka Ewangu

    4d

    There is something I like telling everyone, before you write a resignation letter, do it when u have appointment letter of a new job. It's so hard to... get a job when your jobless  more

    1
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Career development

 12h

Resume Writing in MS Word


I need my existing résumé transformed into a polished, ATS-friendly document built entirely in Microsoft Word. Content comes first, so I'm looking for a writer who can recast each bullet with strong action verbs and, wherever possible, concrete numbers that show scope and impact. Because Word is my only platform for this project, please use its native styles, heading hierarchy, and bullet... formatting (feel free to rely on shortcuts such as Ctrl + Shift + L if that speeds you up). If you have a preferred template, I'm open to it provided the final file stays fully editable in .docx and prints cleanly to PDF. Deliverables * One master résumé in .docx, ready for both human review and automated screening * A brief note (a paragraph is fine) explaining any style choices or custom symbols you embedded, so I can maintain the document myself later If you can turn this around quickly, even better -- I'm eager to start sending applications once the new version is ready. more

Career development

 14h

Dress for success - a guide to appropriate interview attire


First impressions matter, and nowhere is this truer than in a job interview. The way you present yourself sends a powerful message about your professionalism, attention to detail, and respect for the opportunity.

Dressing appropriately for an interview is nothing new or novel, but in this post-COVID landscape, the return to in-person interviews after two years of interviewing in your pyjamas from... the waist down and business professional from the waist up, the general understanding of fashionable, appropriate clothing for interviews has shifted somewhat.

Choosing the right attire is a balancing act, particularly in Ireland, where the culture of strictly dressing in businesswear is outside of the norm for most. With the range of opportunities available, crossing multiple industries, from traditional corporate environments to more casual and creative industries, there is no one-size-fits-all approach when it comes to dressing for an interview.

Instead of turning to the same drab, boring suit and stuffy, formal blouse for every interview, learning how to dress for success can dramatically increase your chances of securing the job.

Understanding the workplace culture

The first step in selecting interview attire is researching the company. In Ireland, corporate roles in finance, law, or government typically require formal attire. On the other hand, tech startups, creative agencies, and hospitality roles may lean towards business casual or smart casual dress codes.

Before an interview, getting a feel for the company culture is a must for any prospective employee, especially when it comes to clothing. The best way to do this is to visit the company's social media pages.

Each company is a patchwork quilt that combines many different personalities in one shared environment, and dressing is a key part of this. Researching the current team ahead of an interview is a good way of determining the general vibe of a potential employer. For example, do staff dress in a way that shows personality and individuality while also remaining appropriate? If so, potential employees can use this information to influence their outfit choices for the interview with the company's hiring team.

If you're unsure about the company's culture, it's better to err on the side of formality. Overdressing is generally more acceptable than underdressing, as it demonstrates that you take the opportunity seriously.

The corporate look

For interviews in traditional sectors, a suit remains the gold standard. Men should opt for a well-fitted suit in neutral colours like navy, black, or grey, paired with a crisp shirt and tie. Polished leather shoes complete the look. Depending on the cut and colour of the suit, a three-piece matching suit may be overboard, veering into wedding or ceremonial wear; err on the side of caution by leaving the waistcoat at home. For those opting for a black suit, avoid looking like a chief mourner at a funeral by pairing it with softer tones for the shirt and tie.

Dressing for a corporate situation as a woman is a different situation, one made easier and yet infinitely more difficult by the sheer volume of choice. Similar to male interview styles, a tailored trouser suit for women is a classic choice for a reason. Nevertheless, when it comes to women's suits in 2026, cut is key. With business casual as daywear projected to be a fashion trend in 2026/2027, corporate-inspired chic is expected to flood the high street in the coming months, but without the cut and fit of actual appropriate corporate wear. Whether you opt for a trouser suit, a skirt suit or a dress/blouse with a skirt and a blazer, finish the look with modest heels or a pair of nice flats and minimal, classic jewellery.

Business casual explained

Business casual is a popular dress code in many Irish workplaces, but it can be tricky to interpret. For men, chinos or dress trousers paired with a button-down shirt (tucked in ) and a well-fitting jumper or blazer strikes the right balance. Ties are optional but can add a touch of formality. Avoid trainers or runners, opting instead for polished loafers or brogues.

When it comes to business casual clothing for women, a pair of well-fitting trousers or a skirt coupled with a blouse, or a jumper with a cardigan or blazer is a classic choice for a reason. Shopping for business casual attire is a far easier process when you know where to go. Clothing company Zara has become well known recently for its range of 'basic' clothing, which is available all year round and is consistently stocked. These 'basic' items include flattering and comfortable high-waisted trousers that are available in a range of colours. Zara's 'Basic' line also includes a range of business casual appropriate jumpers, blouses and vests, all of which can be combined to create a fashion-forward, business casual outfit that is workplace appropriate.

Navigating creative and casual workplaces

In more casual or creative industries, such as media, fashion, or tech startups, candidates have more freedom to show personality while maintaining professionalism. For men, dark jeans or chinos with a blazer and a smart shirt can work well. Women might opt for a stylish dress or trousers with a statement blouse.

While casual workplaces offer flexibility, avoid overly relaxed items like hoodies, trainers, or ripped jeans. You're still aiming to show respect for the interview process.

General tips for all interviews

Grooming matters: Ensure your hair is neat, facial hair is trimmed, and nails are clean.

Fit is key: Ill-fitting clothes, whether too tight or too loose, can distract from your qualifications.

Neutral palette: Stick to muted or neutral tones to keep the focus on you, not your outfit.

Comfort is crucial: Confidence is undermined by discomfort, so wear something that allows you to move and sit comfortably.

Final thoughts

Your interview attire is more than just clothing -- it's a statement about your professionalism and readiness for the role. In Galway's diverse workplace landscape, tailoring your outfit to the company culture while maintaining a polished and respectful appearance is the key to success. Dressing well might not guarantee the job, but it certainly sets the tone for a winning first impression. more

Career development

 14h

Worker's Reason for Denying 'Struggling' Nephew Job Interview Backed: 'Mess it Up'


An employee has turned online for advice about their personal and professional dilemma involving an expectation from family for help landing a job interview.

Reddit user LilTomatillo13 explained that they work at a large organization that regularly takes on interns and over the years they've helped several nieces and nephews secure interviews.

These interviews are not guarantees of a job, the... original poster (OP) clarified, only a way to get into the consideration pool. But when a sister-in-law requested the same for her son, Eric, the OP hesitated.

According to LilTomatillo13, Eric only reached out after being prompted by his mother. When they finally spoke, Eric showed little initiative and used slang like "bruh" and "fam" while struggling to explain why he even wanted the internship.

Sensing a lack of maturity and direction, the OP asked Eric to write a short note explaining his interest and what he hoped to gain from the experience. What came back, they say, was clearly generated by artificial intelligence.

"I told him that I could not put in a good word for him because he could not even do the bare minimum," the OP explained to fellow Redditors.

The reaction was swift and intense.

Eric accusing them of being unfair and his mom arguing that the digital age had changed what's expected of young applicants.

"You just gave him that chance. He did not rise to the occasion," one pointed out.

Another agreed, stating, "He didn't put in the effort to even ask you for the interview. My initial advice was just to get him the interview to let him mess it up himself, but you have to think about how that would reflect onto your professional career."

Concerns about mixing family with employment are common and some professionals urge caution when offering job opportunities to relatives.

In a piece on LinkedIn, career coach Melissa Llarena noted that while family and friends can be a strong part of a job search network, "don't assume the contacts of your family and friends are your contacts."

She added, "Giving them a heads-up is the courteous thing to do, but they may also provide suggestions on the best way to communicate with their contacts."

Nancy Henriquez, writing in her guide on hiring relatives, emphasized the importance of treating family hires like any other candidate.

"Follow your hiring funnel (NO MATTER WHAT!)," she wrote.

"Family members should fill out an application just like everyone else and follow the same interviewing process etc. This shows your non-family employees that you mean business and no special treatment is needed."

The OP said they had considered getting Eric the interview anyway, just to show how unprepared he was. But in the end, they decided against it, concerned about their own reputation and the potential consequences of endorsing someone who wasn't ready

"I asked him, point blank, WHY do you want this internship? 'I dunno'," the OP recounted. more

Career development

 14h

ATS Resume Formatting Revamp


I have a solid résumé that lands interviews when it reaches a human, yet it still gets filtered out by many Applicant Tracking Systems. I need someone who can take the content I already have and restructure it so it passes standard ATS scans without losing its professional polish. Here's what matters most to me: * A clean, keyword-optimized layout that parses correctly in popular ATS platforms... (Workday, Taleo, Greenhouse, etc.). * Proper section hierarchy and consistent formatting -- no tables or graphics that confuse parsing engines. * Delivery of the final document in both editable Word (.docx) and PDF formats, ready for direct upload. If you have proven experience tailoring résumés specifically for ATS compatibility, I'd like to hear about the results you've achieved for previous clients. Please share a brief note highlighting that experience, along with any best-practice insights you typically apply. Once we agree on the approach, I can send my current résumé immediately so you can begin. Turnaround is flexible but I'm aiming to finalize this quickly, so let me know your typical timeline.

Project ID: 40188474

About the project

36 proposals

Open for bidding

Remote project

Active 2 mins ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 15h

Bev James Management - Speaker Agent (London)


Bev James Management - Speaker Agent

The Company

Bev James Management (BJM) is a leading UK-based talent management and literary agency representing inspirational experts, thought leaders, and high-profile voices across wellness, health, business and personal development.

We hold a proven track record in growing and nurturing exceptional clients, and elevating brands across television,... publishing, events and digital platforms. We excel at turning brands into thriving businesses and shining a light on remarkable people doing remarkable things.

Our speaking business is already well established and growing, and we are now looking to appoint a dedicated Speaker Agent to take it to the next level. This is an opportunity to be part of something special within a respected agency, with autonomy, growth potential and long-term career development.

The Role

We are seeking an experienced, commercially minded Speaker Agent to lead and grow our speaking business.

This role will focus on managing and growing the speaking careers of existing Bev James Management clients, handling all inbound speaking enquiries, negotiations and logistics. Alongside this, you will proactively outreach to corporates, event organisers and conference producers, as well as identify and onboard new speaking talent aligned with the BJM brand.

You will play a key role in building strategic partnerships, maximising speaking opportunities and positioning BJM as a go-to agency for inspirational, expert and wellness-led speakers.

Key Responsibilities

* Manage all inbound speaking enquiries for BJM clients from our website and speaking agencies

* Manage all speaking bookings, negotiations and contracts

* Act as the main point of contact between speakers and event organisers

* Proactively outreach to companies, brands, event and conference organisers, and agencies

* Identify and approach potential new speakers outside of BJM who may not have representation

* Prepare speaker proposals, including speaker recommendations, formats, fees and key messaging

* Pitch BJM speakers for corporate events, conferences, panels and keynotes

* Identify new speaking opportunities across wellness, health, leadership, business and expert sectors

* Maintain and nurture relationships with speaking agencies and keep client profiles & bio's up-to-date on agency websites.

* Coordinate speaker schedules and key logistics to ensure a smooth end-to-end experience

* Support the strategic positioning and growth of speakers' profiles

About You

* Must have proven experience in speaker bookings or talent agent/manager work

* Proven ability to work to and achieve sales targets

* Strong commercial awareness, with confidence negotiating fees and value

* Highly organised, with the ability to manage multiple bookings and deadlines

* Confident working with senior or high-profile clients and stakeholders

* Proactive, self-motivated and comfortable working both autonomously and within a small team

* Excellent communication and relationship-building skills

* Willing to attend client engagements as required, including occasional out-of-hours or evening support for events

What We Offer

* Competitive salary

* Autonomy and trust in how you work

* A supportive, collaborative and nurturing leadership team

* The opportunity to work closely with exceptional talent

* Long-term growth and development within the agency

Location / Hours

37.5 hours per week, Monday to Friday. Hybrid 3:2 (office and home). Based at our Chiswick, London office.

To apply

Please email your CV and a short cover note.

No recruitment agencies

Use the buttons at the top to share this vacancy.

Follow @DIARYjobs

Bev James Management is committed to creating a diverse, inclusive and equitable workplace where everyone feels respected and empowered to contribute.

(Please note. This role is not suitable for candidates with recruitment or HR-focused talent management experience only. You must have proven experience in speaker bookings or working within a talent agency environment aligned with our business.) more

Career development

 16h

The new reality for laid-off tech workers: fewer jobs, higher bars, longer waits


Even those with brand-name backgrounds say the résumés that once opened doors aren't doing the trick anymore.

New year, new layoffs -- and Big Tech workers who spent their careers being courted by recruiters are in for a nasty reality.

On Wednesday, Amazon said it would cut around 16,000 corporate jobs globally. It's the second round of layoffs since October, when the company eliminated 14,000... roles. Earlier this month, Meta cut about 1,500 employees in its Reality Labs division.

January is historically a common month for companies to shed workers as they reassess budgets and plan for the year ahead. January 2024 saw more than 34,000 tech layoffs across 123 companies, according to the online tracker Layoffs.fyi -- a monthly total that hasn't been exceeded since.

However, tech workers don't typically face a job market this challenging. US businesses are hiring at one of the lowest rates since 2013, and tech job postings have plunged amid economic uncertainty and the early effects of AI adoption.

Over the past year, I've spoken with dozens of laid-off workers -- including people from Big Tech companies like Amazon, Meta, and Microsoft. Many told me they'd built their careers in a tech landscape where job security could be elusive, but opportunities were plentiful. Some said finding a new role used to be as simple as opening LinkedIn and replying to the recruiters who regularly flooded their inboxes.

Now, despite impressive résumés and big-name credentials, many laid-off tech workers are struggling to land their next roles.

Hiring less and expecting 'Superman'

Last year, US tech companies announced roughly 154,000 layoffs, per Challenger, 15% more than in 2024 and the most of any private-sector industry. Amazon, Microsoft, Meta, Google, and Tesla each announced plans in recent years to cut at least 10,000 employees.

This adds up to too many workers flooding the market and not enough jobs. It's affected people like James Hwang, who has struggled to find work since being laid off from his IT support engineering role at Amazon in October. Although his résumé sports years of experience at Amazon, he said it's not as helpful as one might think.

"It felt like there was this huge brick wall from the get-go," said Hwang, who's 28 and lives in Michigan. "I applied to 100 jobs but didn't get any interviews."

Workers in Hwang's line of work have had abundant job opportunities in years past, but now tech companies are getting leaner and expecting more. They're rightsizing after overhiring during the pandemic, taking longer to fill roles, and citing a need to be more efficient in the AI age. At the same time, the US has seen a decline in tech openings, down 33% on Indeed from early 2020 levels as of December.

"It feels like recruiters are looking for Superman," said Mody Khan, who has been looking for work since losing his Microsoft job in December 2024. He said he's depleted much of his savings and fears he could lose his home.

Despite a five-year run at Microsoft, he said, even landing interviews has been difficult. Among the many challenges he's faced during his job search, Khan said, is that some companies he's interviewed with have seemed to favor candidates with startup backgrounds -- making his time at a large tech firm feel like a disadvantage in those cases.

Tech workers who've experienced layoffs throughout their careers consistently pointed to one challenge that stands out in today's market: the sheer level of competition.

Sriram Ramkrishna was laid off from Intel for a second time last July and has been looking for work ever since. He said he has a clearer sense of his career identity than after his first layoff in 2016, but that the job market is more competitive than anything he's ever experienced.

"If an employer I'm interested in posts a job, there's bound to be at least 400 applicants," said Ramkrishna, who's in his 50s and lives in Portland, Oregon.

How laid-off workers are eventually breaking through

While most laid-off workers I've spoken with have faced more challenging job searches than they expected, others have eventually found work.

When Deborah Henderson was laid off from Microsoft after 14 years, she shared the news on LinkedIn and helped start a Discord group for other affected colleagues. She said connecting with others provided emotional support and helped surface new job opportunities -- including a referral for a role at Meta that she landed just two months after being laid off.

"It's so helpful to have the support of other people who are going through it -- both the highs and the lows," said Hendersen, who's in her 40s and lives in Seattle.

Mike Kostersitz, on the other hand, struggled to find a new role after 31 years at Microsoft. He felt like a fish out of water in the job market, so he decided to hire a career coach to help him build a résumé, update his LinkedIn profile, draft cover letters, and tailor his materials for applicant tracking systems.

In particular, he added, it was difficult to know which parts of his Microsoft experience to highlight in interviews.

"It's like, I have 30 years of stories for you. Which one do you want to hear?" said Kostersitz, who's in his 60s and lives in Washington state.

Kostersitz said he eventually expanded his search to tech roles at large corporations outside Big Tech. After six months, he landed a role at Nike.

His top piece of advice for job seekers is something he first heard from a career advisor provided through Microsoft's layoff package: develop a solid job search strategy -- and stick with it.

"They said it's a game of chicken right now. The person who has the longer breath and can stick it out longer will get the job." more

Career development

 16h

Bad news, tech workers: A brand-name résumé isn't enough anymore


* January is typically ripe for layoffs, and this year is no different.

* Workers laid off from Amazon and Meta are entering a job market that's grown challenging in recent years.

* Even those with brand-name backgrounds say the résumés that once opened doors aren't doing the trick anymore.

New year, new layoffs -- and Big Tech workers who spent their careers being courted by recruiters are in... for a nasty reality.

On Wednesday, Amazon said it would cut around 16,000 corporate jobs globally. It's the second round of layoffs since October, when the company eliminated 14,000 roles. Earlier this month, Meta cut about 1,500 employees in its Reality Labs division.

January is historically a common month for companies to shed workers as they reassess budgets and plan for the year ahead. January 2024 saw more than 34,000 tech layoffs across 123 companies, according to the online tracker Layoffs.fyi -- a monthly total that hasn't been exceeded since.

However, tech workers don't typically face a job market this challenging. US businesses are hiring at one of the lowest rates since 2013, and tech job postings have plunged amid economic uncertainty and the early effects of AI adoption.

Over the past year, I've spoken with dozens of laid-off workers -- including people from Big Tech companies like Amazon, Meta, and Microsoft. Many told me they'd built their careers in a tech landscape where job security could be elusive, but opportunities were plentiful. Some said finding a new role used to be as simple as opening LinkedIn and replying to the recruiters who regularly flooded their inboxes.

Now, despite impressive résumés and big-name credentials, many laid-off tech workers are struggling to land their next roles.

Business Insider is speaking with workers who've found themselves at a corporate crossroads -- whether due to a layoff, resignation, job search, or shifting workplace expectations.

Share your story by filling out this form, contacting this reporter via email at [email protected], or via Signal at jzinkula.29.

Hiring less and expecting 'Superman'

Last year, US tech companies announced roughly 154,000 layoffs, per Challenger, 15% more than in 2024 and the most of any private-sector industry. Amazon, Microsoft, Meta, Google, and Tesla each announced plans in recent years to cut at least 10,000 employees.

This adds up to too many workers flooding the market and not enough jobs. It's affected people like James Hwang, who has struggled to find work since being laid off from his IT support engineering role at Amazon in October. Although his résumé sports years of experience at Amazon, he said it's not as helpful as one might think.

"It felt like there was this huge brick wall from the get-go," said Hwang, who's 28 and lives in Michigan. "I applied to 100 jobs but didn't get any interviews."

Workers in Hwang's line of work have had abundant job opportunities in years past, but now tech companies are getting leaner and expecting more. They're rightsizing after overhiring during the pandemic, taking longer to fill roles, and citing a need to be more efficient in the AI age. At the same time, the US has seen a decline in tech openings, down 33% on Indeed from early 2020 levels as of December.

"It feels like recruiters are looking for Superman," said Mody Khan, who has been looking for work since losing his Microsoft job in December 2024. He said he's depleted much of his savings and fears he could lose his home.

Despite a five-year run at Microsoft, he said, even landing interviews has been difficult. Among the many challenges he's faced during his job search, Khan said, is that some companies he's interviewed with have seemed to favor candidates with startup backgrounds -- making his time at a large tech firm feel like a disadvantage in those cases.

Tech workers who've experienced layoffs throughout their careers consistently pointed to one challenge that stands out in today's market: the sheer level of competition.

Sriram Ramkrishna was laid off from Intel for a second time last July and has been looking for work ever since. He said he has a clearer sense of his career identity than after his first layoff in 2016, but that the job market is more competitive than anything he's ever experienced.

"If an employer I'm interested in posts a job, there's bound to be at least 400 applicants," said Ramkrishna, who's in his 50s and lives in Portland, Oregon.

How laid-off workers are eventually breaking through

While most laid-off workers I've spoken with have faced more challenging job searches than they expected, others have eventually found work.

When Deborah Henderson was laid off from Microsoft after 14 years, she shared the news on LinkedIn and helped start a Discord group for other affected colleagues. She said connecting with others provided emotional support and helped surface new job opportunities -- including a referral for a role at Meta that she landed just two months after being laid off.

"It's so helpful to have the support of other people who are going through it -- both the highs and the lows," said Hendersen, who's in her 40s and lives in Seattle.

Mike Kostersitz, on the other hand, struggled to find a new role after 31 years at Microsoft. He felt like a fish out of water in the job market, so he decided to hire a career coach to help him build a résumé, update his LinkedIn profile, draft cover letters, and tailor his materials for applicant tracking systems.

In particular, he added, it was difficult to know which parts of his Microsoft experience to highlight in interviews.

"It's like, I have 30 years of stories for you. Which one do you want to hear?" said Kostersitz, who's in his 60s and lives in Washington state.

Kostersitz said he eventually expanded his search to tech roles at large corporations outside Big Tech. After six months, he landed a role at Nike.

His top piece of advice for job seekers is something he first heard from a career advisor provided through Microsoft's layoff package: develop a solid job search strategy -- and stick with it.

"They said it's a game of chicken right now. The person who has the longer breath and can stick it out longer will get the job."

Read the original article on Business Insider

The post Bad news, tech workers: A brand-name résumé isn't enough anymore appeared first on Business Insider. more

Career development

 18h

'Job Hugging' harms progression prospects, warns career development specialist


Owen Morgan, managing director at Chesterfield-based outplacement and HR specialist INTOO UK & Ireland says there is a growing number of workers staying put in their current roles gripped by uncertainty in an increasingly fragile job market that could be put under further strain in 2026. He cautions that could do more harm than good.

INTOO's Future World of Work research found that over the last... two years, 50% of businesses have undergone significant internal change over the last two years. Such turnover points to a working environment which is leaving many workers in uncertain positions.

"What we're seeing is a clear reluctance to move," says Owen. "January is usually buzzing with people wanting a fresh start, but this year there's a real hesitancy. People are holding on to what they have because the alternative feels uncertain and risky.

"But that doesn't necessarily mean they're safe. It's a grim reality, but there are redundancies happening at scale in so many industries. If that happens to those who are job hugging, those people may look back with regret that they didn't seek extra training or undertake a career pivot because they've just been focused on holding onto their current role."

INTOO's data reveals that just 18% of people are looking to change employer in the next 12 months, it's lowest mark since it began tracking the data in 2017.

Meanwhile, the latest set of figures from the Office for National Statistics show that vacancies in the UK shrunk once again to around 729,000 between September and November 2025, a small fall on the previous quarter. At the same time, unemployment has risen, with around 2.5 people now competing for every vacancy, signalling a tighter, more competitive jobs market.

"If people are waiting for the job market to soar again, they could be waiting for a long time - this won't change overnight. It's natural to want to wait until things feel more stable to take a big risk. But waiting for that to happen in the current climate might have some serious negative effects if people are 'job hugging'. The unhappiness may continue to fester; and they may stop engaging with training and upskilling.

"We've found that over a quarter of people have a long-term plan for their career prospects. My advice to those who are job hugging until something better comes along would be to go for it. Start looking at practical measures you can take so you can be in as much control of your own destiny as possible."

Last year, INTOO reported that 41% of people have undertaken a career pivot in the last five years. In addition to this, the data found that 74% of Gen Z believe work has become more important to them in the last five years - signalling there is an appetite for fulfilling work.

Owen said. "Work is important to so many of the younger generation that it's important they take a look at what they can be doing now to ensure that when conditions change, they feel ready to make the move. It's important to be getting ahead of the curve."

"But even if you don't fit into that Gen Z age bracket, you can still make it work. We found that 51% of millennials also think work has become a focus over the last half decade, perhaps for different reasons. But again, I urge those who are job hugging to seek the steps to pivot into something they enjoy, or a role or sector that feels more secure.

"If something is important, it's worth fighting for the best possible environment to thrive in.

Part of Gi Group Holding, one the world's largest and fastest growing HR and recruitment providers, INTOO helps people move forward confidently after redundancy or dismissal, with tailored support and expert guidance. more

Career development

 19h

Blending AI with Empathy: How a Kolkata-Based Recruitment Firm Is Contributing to India's Viksit Bharat 2047 Vision


This hybrid recruitment approach mirrors a wider shift in India's employment ecosystem, where organisations are seeking partners that can balance scale with sensitivity.

Kolkata (West Bengal) [India], January 28: As India's workforce undergoes rapid transformation driven by automation, digitalisation, and post-pandemic realignments, the role of recruitment is being redefined -- not merely as a... hiring function, but as a strategic enabler of national growth. Against this backdrop, Recruitment Mantra,a Kolkata-headquartered recruitment outsourcing firm, is carving a distinctive space by combining artificial intelligence with human insight to support India's long-term development goals under Viksit Bharat 2047.

Founded in 2021, Recruitment Mantra has focused on delivering cost-effective, transparent, and flexible hiring solutions for startups and small to mid-sized enterprises -- sectors widely recognised as the backbone of India's economic expansion. By helping these organisations scale efficiently, the firm positions recruitment as a critical link between talent creation and sustainable business growth.

While AI is central to the company's operations -- powering faster résumé screening, data-driven shortlisting, and process optimisation -- the firm maintains that technology must remain an enabler, not a decision-maker. "AI can bring speed and efficiency, but nation-building requires human judgment," said Arghya Sarkar, Founder and CEO of Recruitment Mantra. "A résumé can be scanned by technology, but potential, adaptability, and aspiration still need human understanding."

Related Articles

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Marshall Ridge Consulting & Viksit Bharat 2047

This hybrid recruitment approach mirrors a wider shift in India's employment ecosystem, where organisations are seeking partners that can balance scale with sensitivity. As skill-first hiring gains prominence, agile firms like Recruitment Mantra are emerging as trusted collaborators by aligning technology adoption with ethical, inclusive recruitment practices.

Adding a strong social dimension to its business model, Recruitment Mantra also operates a free job placement initiative aimed at widening access to employment across geographies, experience levels, and socio-economic backgrounds. The initiative reflects a growing recognition that equitable access to work and continuous skill development are essential to building a future-ready workforce.

Sarkar, a vocal proponent of inclusive and skill-driven hiring, extends this philosophy through his book Recruitopia and regular thought leadership across digital platforms. His advocacy centres on preparing both employers and professionals for an AI-augmented job market -- an imperative as India seeks to unlock its demographic dividend.

As India advances towards Viksit Bharat 2047, Recruitment Mantra's people-first use of technology underscores a broader belief gaining ground within the recruitment industry: that sustainable national progress will depend not on replacing human effort with machines, but on empowering human potential through smarter, more responsible use of technology. more

Ben Weatherford


Career development 2d
I think I blew the interview yesterday because of how I answered one question “What would you do if you were the only survivor of a plane crash?”
I said that if I was fine and no one else needed help, I’d look through the passengers’ stuff to find a phone and call the police or rescue services. That seems pretty logical to me. But the HR immediately asked if that counts as stealing.
That really... made me stop and think, mainly about whether I even want to work there. If they already annoy me during the interview, it’ll probably be way worse once I’m actually working there. What do you think?

 more
9   

  • daisy kchisanga

    21h

    Why do i feel, logically, the HR as interviewer was not attentive? You clearly said, "you would look for a phone around and call for help", so, the... phone was going to be used to contact for help at that moment only. Unless she wanted to test your tolerance level. 😊 more

  • Renita Jackson

    1d

    Interestingly, I viewed the question differently from everyone else. I was thinking more in terms of long range and not necessarily immediately. I... would have answered in the manner of trying to figure out the purpose of why I was the only survivor of the crash, and giving support to that purpose.  more

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