Career development

Tomas Eckholm

5d

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

4

Daniel Cheleste
41m
Talk to the human capital person or risk and compliance officer if you have one , they can handle
George Wasek
4h
All of the above

Career development

1d

What to do when job makes you depressed

Please don't tell me to just leave etc. Job hunting for over a year not landed anything, hence very depressed. (I don't say that lightly either I have been diagnosed with moderate depression by a psychiatrist previously, and things feel worse atm)

I deal with extreme micromanagement and toxic managers who love to blame and pressure you. Bad working procedures, little to no guidance or... training, very low salary, days with high workload (done so much unpaid overtime).

I sometimes worry my friends/family will think I'm crazy or exaggerating because they wouldn't believe how bad the working conditions are. Also I imagine 'normal' people with career prospects wouldn't stand for it and simply land another job. A lot of my colleagues also very unhappy, some are immigrants from countries with harsher working conditions

I also have autism but not been given any reasonable adjustments as I'd have to go through one of the toxic managers to ask for this who will likely see it as an unfair advantage and it will make her resent me even more. I really don't have any energy to survive more of her wrath, I try hard to dissociate from my job situation.

I'm constantly tearful from work, struggle to eat 3 basic meals a day due to the work stress. Today I was so overwhelmed made a small mistake but in my defence I had extra workload put on me since the minute I logged on, back to back calls in morning, no lunch or break until 3pm. ASD makes me struggle with heavy workload which involves juggling multiple priorities too but I don't have reasonable adjustments.

I am already dreading work on Monday and daydream of being hit by a bus because at least I'd have time off work. I'm writing this at 03:50 and I've barely noticed it's so late because my head has been so overwhelmed, I can't think of sleep. more

2

Bryant Bridgewaters
3
3h
You can learn how to do trading. I just started and I LOVE it!
Djadji Sylla-Samassa
32
5h
I’ve been in a very similar situation. I worked in an extremely toxic environment; I dreaded going to work, felt depressed, and cried almost every... day. Because it had taken me so long to find that job and I needed to provide for my family, I stayed. But I quietly searched for another opportunity and prayed day and night.

The experience I gained in that difficult role ultimately helped me secure a similar position that pays double the salary for half the workload. The environment is completely different—people are respectful and kind. I have my own office, no one checks on me unless it’s for evaluation, and I have the flexibility to come and go as long as I do my job. It truly felt like going from hell to heaven.

If you can’t quit right now, keep searching until you find something better. Stay strong. It took me almost a year to find my new job, but it was absolutely worth it. I love every aspect of it. more
1

Gabriel Moses

Career development

2w

please i need an advice, i need a remote job on customer service and data entry, how do i go about it

1

Donella Richardson-Graham AA, BS, CHW, CPSS
1
10h
Indeed, has lots of remote jobs.
Dennis musembi
1w
come for a remote account

Career development

1w

"Which part of a bicycle do you associate yourself with?".
This is one of those tricky interview questions you may be asked in a job interview.
What would you answer, and why?

1

Donella Richardson-Graham AA, BS, CHW, CPSS
1
10h
The chain is what translates effort into movement. You can have strong pedals, sturdy wheels, and a clear direction — but without the chain, nothing... actually moves forward. more
Vicki Dublin
1
1w
The pedals…what good is the bike without a source of energy for mobility.
11 reply

Martin Waters

Career development

1w

I’m 25 years old and have been working as a junior manager in a trading company for 4 years. Recently, our internal email said that another department is looking for a new boss. I sent my resume. But HR and the deputy director laughed at me and said I’m too young, even though I’m sure I can do the job.
I feel upset, because we already have some department heads who are 26-27.
Now I don’t know... what to do. Should I stay and wait until I’m older or look for another company that respects young, active workers? Thanks more

9

Donella Richardson-Graham AA, BS, CHW, CPSS
10h
First of all, don't take it personal. It's a reason more than your age on why you didn't get the position. Look at it as a pass because you don't know... the insides of that position and you were given grace to not have to experience it. more
Paul Samalama
4d
First don't speak as junior instead speak as a mature adult who is able to handle tuff situations. You are competent only when you can solve... situations without supervision. Good luck more

Anonymous member

Career development

4d

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

3

Andrew Isingoma
14h
Good Morning Dear Sir, Invite him in the Office and inform him that although your Office has other posts that lack staff, working with documents in... the archive is the post that need potential Officer whose management have selected to be the one, wish him/her success in new Job. more
Jane Wanjohi
17h
Depends on what special needs we are talking about. The Inherent requirement of a job is a key factor in position placement. If he cannot meet that... capability, or job demand then you have a good firm reason even under the law to decline more

Career development

15h

ATS-Optimized Supervisor Resume

I need an ATS-friendly résumé that presents me as a strong contender for entry-level management or supervisory roles across retail and hospitality. My background totals just over two years in customer service, during which I have routinely stepped up to train new team members and handle light leadership tasks. The document has to spotlight that customer-facing expertise first and foremost while... still showing clear leadership potential. Please build the résumé in a single-column, text-only layout -- no graphics, tables, or icons -- so it can move smoothly through Applicant Tracking Systems. Open with a concise, engaging paragraph-style professional summary that weaves in industry keywords for retail and hospitality supervisors. Follow that with an ATS-optimised skills section that highlights "Customer service" prominently; I'd also like wording that keeps space for me to reference team leadership or training responsibilities when relevant to a specific job post. For experience, use a hybrid structure: brief, skill-grouped accomplishment bullets up front (to satisfy screeners) paired with standard chronological details below them (to reassure hiring managers). Keep achievements realistic and interview-safe -- no inflated titles, but clear evidence of reliability, initiative, and results. Finally, include a flexible one-page cover-letter template I can tailor for different employers in either industry. more

Career development

16h

'Applied For 600 Roles, Got Only 4 Interviews:' Canada-Return Struggles To Find Job In India -- 'Pay Is Bad Too'

Job hunting in India often feels like a marathon with hurdles popping up every few metres. We have all been there at some point: applying for a dozen roles, tweaking resumes and submitting endless assignments, waiting patiently for that one call. But even then, companies can take forever to reply, interviews might stretch across multiple rounds and after almost everything is confirmed, the offer... can suddenly be put on hold or delayed without much explanation.

A marketing professional recently recounted a similar story on Reddit. The person shared their ordeal of finding a decent job in India after returning from Canada. Despite applying to over 600 jobs, they barely received four interviews.

NRI Shares Job Ordeal In India

"Returned to India almost 2 months ago from Canada and struggled to land interviews or a job in Marketing/Comms. I've probably applied to over 600 roles and only got 4 interviews so far," wrote the NRI. The person added that he landed 10-15 interviews in Canada by applying for 50-100 jobs. But according to him, the pay was not only "ridiculously less in this field" in India, but he was also finding it "super hard" to build a network in the country.

"I've worked in some big companies before but this is my first time applying for jobs in India. Never thought it would be so difficult!" admitted the NRI before asking for some tips to "navigate the job market" in India.

The Internet Had Lots To Say

"You've to shed your Canadian baggage first. Unlike popular opinion, a foreign degree/experience doesn't give you much of an advantage. In fact, if you're unable to shed the baggage, it'll act as a negative in your job search," pointed out a user.

"The Canadian degree is worth nothing. Canadian experience is a red flag unless you've a degree from the Top 10. Start fresh in India," recommended another.

"Forget what you did in Canada. Get into the weeds of how our country operates and you'll start seeing results," suggested one person.

"Just work hard and keep applying. The economy is s*** everywhere and you cannot do anything about it. Keep up-skilling and have faith in yourself," read a remark. more

Career development

1h

My Gen Z colleagues killed the Christmas party - I'm sad and frustrated

Whatever happened to Christmas cheer? Whatever happened to people celebrating their work, enjoying the (very few) perks we get given at work, or having fun full stop?

I'm in my 40s and have been at my company for seven years. Every year, the Christmas party rolls around and it's a good excuse for the team to have a couple of drinks, toast all the hard work and let our hair down.

This year,... management decided to do things a bit differently and polled the team on whether they'd rather a Christmas party or something else, and all our Gen Z colleagues voted that because most of them don't drink they would rather not have any festivities.

I feel that this is so sad. No one is forced to drink, it's also a chance to get to know other people a bit better or even network. I know people complain endlessly about Gen Z and they probably don't deserve half the stick they do get, but I feel like this is a bit excessive.

I just don't get it and am feeling frustrated that our longstanding tradition is being taken away for a lunch that lots of them "can't make" this week.

Hayley Dawson is an educator, researcher, speaker and founder of Let's Talk Human Skills, a workplace training and career development company.

I find your dilemma so interesting because we currently have five generations in the workplace, and 30 per cent of them are Gen Z. Each age group has been shaped by specific societal, economic and cultural conditions, so there is bound to be some friction across communication styles, preferred technological processes and working styles. In the same way, we have one group of people who might blow off steam by drinking and going to the pub, and then we've got another group who, outside of work, are looking at more activity-based hobbies.

Data from market intelligence group Mintel shows that around a third of Gen Z don't drink at all - they have been dubbed the sober-curious generation. I agree that a Christmas party is a great opportunity to celebrate and to have some fun, but fun looks different to different people. For some people, a boozy Christmas party is tradition, and for others, it's a chore that eats into their personal time.

I've been in the workplace for 16 years, and I've had 16 jobs over that period of time as well - so I've been to my fair share of Christmas parties. I've seen them done in lots of different ways. I've seen the horrendous boozy parties when someone gets too drunk and says something that they shouldn't, and then you've got two people in the workplace who have a problem with each other. So I've seen the terrible side and the fallout, but I've also seen it done really well.

In my previous job, we were a team of around 15 people across four generations, but we were mainly Gen Z and millennials. We were a remote team, and we'd meet at a co-working space in Kings Cross, then have a big two-hour meeting in the morning to reflect and look forward to the next year. Then we'd head over to Dishoom and have a lovely Christmas lunch.

It was done during working hours, so it wasn't taking up people's personal time, and after lunch, the group would naturally split and some would go home, and some would go to another place for drinks. This was the best way I ever saw it done, because the format allowed for different preferences. We were eating gorgeous food in a restaurant, and then you either stay or you go.

It's important to remember that there are so many other commitments that can prevent people from taking part in activities outside of working hours. So I would try and get out of the mentality of, "You're not coming to the Christmas party, so you're not a team-player."

Let's not forget, there is also a religious angle. Christmas is a religious holiday at its core, and there are many people who don't celebrate Christmas.

You seem to really cherish the tradition of a Christmas party, but are there any other moments of the year when you can celebrate as a company? If there aren't, then perhaps something bigger is missing. What else does the company do to celebrate? Do your wages match the intensity of your work and your output?

If it's just a Christmas celebration, perhaps it feels forced to people, especially if the company culture has a history of brushing off staff demands or complaints.

These culture initiatives and celebrations are all well and good, but they can fall flat if the basics haven't already been covered, such as making sure that teams can communicate, and aren't burned out, and are listened to by management.

I think it's important to understand that nothing stays the same forever, and new traditions can be made. In the world of work, we're in a period of really fast-paced change, which is accelerating every day. And it's not just to do with technology. It's to do with people and a multi-generational workforce as well, trying to figure out how to interact with each other and what each other prefers.

A growing portion of people are fully remote and may not even benefit from a physical in-person event such as a Christmas party, so some offices may be weighing up alternative ways in which to reward and celebrate their staff.

As someone who has been at the company for seven years and presumably has more seniority, you have the opportunity to show that you want to spearhead building this bridge between generations and are onboard with this solution that a majority has voted for.

Management have created a poll for a reason, they envisage change - get ahead of it or be pulled along. Perhaps you could ask the Gen Z group to choose a restaurant for lunch and you could choose a pub afterwards.

That being said, Gen Z are one of the most hyper-connected age groups but sadly, paradoxically, have also been labelled the least social and "loneliest".

I do think there is something to be said for missing out on these relationship-building moments at work. Think of it like when you're late for a meeting and you miss out on that pre-meeting small talk. Many of us dislike it, but it is important for getting a read on the room, for sharing an idea beforehand to sense-check it, or for showing that you care about your co-workers.

There is something to be said for your face being shown at these events especially if you're not super visible or are more junior. If you don't show your face, if you don't self promote, if you don't take care of your co-worker interactions, you'll likely find it difficult to get to where you want to be at your current company, or land the career opportunities that you want outside of it.

For whatever reason, Gen Z might be missing out by prioritising other things. There is certainly a way to do this in a balanced way without sacrificing one thing for another. more

Career development

22h

6 Job Hunting Trends For 2026

Expert advises job seekers to focus on adaptability, upskill in priority sectors, and build demonstrable skills to navigate the competitive market

The UK job market has become increasingly challenging, with competition for roles intensifying. With unemployment at 5.0%, affecting approximately 1.79 million people aged 16 and over, job seekers must adapt their strategies to succeed in this... tougher environment.

Fortunately, business expert Yassin Aberaa, CEO and Founder of Social Market Way, a digital marketing agency specializing in SEO and lead generation, is revealing the key trends that will dominate job hunting in 2026. She believes that understanding these changes can help job hunting candidates position themselves effectively and increase their chances of securing employment in an increasingly selective market.

"The job market in 2026 will require a different approach from job hunters," says Aberaa. "Those who are aware of these trends and adapt accordingly will have a significant advantage over those who continue using outdated job-hunting strategies."

Below, Aberaa outlines the six major trends job seekers should prepare for.

Aberaa lists the six key trends below, explaining what each means for job seekers navigating the 2026 market.

Recent data from summer 2025 shows that only 57% of private-sector employers plan to recruit within the next three months, down from 65% in autumn 2024. This decline signals a significant pullback in hiring activity across industries.

"Fewer new job openings means increased competition," explains Aberaa. "Job seekers must stand out more through their skills, experience, and adaptability. It's no longer enough to simply meet the basic requirements."

Latest reports point to a fresh rise in temporary billings while permanent placements continue to fall. The move towards short-term contracts reflects employers' hesitancy to commit to permanent hires amid economic uncertainty.

This trend means more roles may be project-based or fixed-term. Candidates need to be open to contract or freelance positions and manage their job hunting plans with greater flexibility. "The traditional permanent role is becoming less common," Aberaa notes. "Those willing to embrace temporary work will find more opportunities."

Around 14.8 million people are currently employed across 10 priority sectors, representing approximately 45% of the total UK workforce. These sectors include health, green energy, technology, and other future-focused industries.

"Sectors like health, green energy, and tech will likely dominate hiring," says Aberaa. "Job seekers may benefit from upskilling into these areas or focusing on transferable skills that apply across multiple sectors."

Youth unemployment remains particularly challenging, with unemployment among 16-24-year-olds at approximately 15.3%, affecting 702,000 young people. This heightened competition extends across all age groups as more candidates vie for fewer positions.

Younger candidates and recent graduates face tougher odds in this environment. "Differentiators become more important," Aberaa explains. "Work experience, internships, soft skills, and networking can make the difference between securing an interview and being overlooked."

With fewer vacancies and more candidates per role, employers are taking their time to find the perfect fit. Hiring intentions are at historically low levels outside of pandemic times, meaning companies can afford to be highly selective.

"Candidates should prepare for longer waiting times and more rigorous interview processes," says Aberaa. "Multiple application rounds are becoming standard. Patience and persistence are essential."

Research on UK job postings through mid-2024 indicates that demand for roles in AI and green jobs has increased. Notably, formal university degree requirements are declining in many of these postings, with an emphasis on demonstrable skills and experience.

This shift levels the playing field for candidates' job hunting without elite credentials. "What matters more is concrete skills, certifications, project work, and demonstrable ability," Aberaa states. "Your portfolio and proven capabilities can outweigh your educational background." more

Career development

1d

Part Jobs Portal; Part Dating App

A few years ago, when I was writing for Acumen, the big theme was "disruption". Uber and Airbnb were the go-to examples of how technology could upend traditional business models.

The conversation has moved on, but the essence remains: leaders are still grappling with how to adapt. Only now, the disruptor is AI, which is not just reshaping industries, but our whole lives.

AI algorithms are... seemingly all-pervasive, which is possibly why submitting a job application and compiling a Tinder bio are starting to feel weirdly similar. Are companies swiping left on great candidates and missing out on top talent? Are human relations losing the "human" part?

A Financial Times feature described today's recruitment as "an AI arms race", with employers and candidates both using technology to outsmart each other. A survey of more than 1 000 job-seekers and hiring managers by Software Finder found that 75% of job seekers use AI tools in their applications, but job seekers using AI tools took slightly longer to secure a job (3.3 months vs. 2.9 months) than those who didn't. Nearly one in four hiring managers said they would disqualify candidates for using AI-generated resumés and hiring managers are 8% more likely to hire a candidate who submitted a resumé not generated by AI. But 75% of hiring managers couldn't identify AI-generated resumés when tested.

There's a lot of hype around how AI will transform HR - applicant tracking system (ATS) tools can scan CVs in seconds; AI chatbots handle routine HR queries.

Greg Serandos, co-founder of the African Academy of AI, told Ian Macleod at the GIBS Centre for African Management & Markets (CAMM) that HR managers use AI to improve everything from succession planning to individual employee development plans. "Employee data can be gathered to form a sentiment analysis on employee satisfaction and wellness, and even predict when an employee will resign," he said.

But it's no silver bullet. The reality, two HR professionals told me, is that employers still struggle to find the right people, while many candidates feel reduced to keywords and data points. As one recruiter put it: "Hiring the right people is one of the biggest determinants of success in any organisation, yet so little focus is placed on teaching managers how to do it. Leaving that up to an algorithm is a shocker."

The job seeker's perspective: A soul-destroying experience

One of my best friends - let's call her Jane - is a high-powered GIBS MBA graduate with years of experience in corporate South Africa and an impressive personal network. She has been searching for a new role for more than two years, submitting CVs on scores of online portals and spending countless hours jumping through ATS hoops with little success.

"The most frustrating thing is applying on LinkedIn, being redirected to an external link, uploading my CV - and then having to manually re-enter all the same information into endless forms. Such a waste of time! Employers talk about how much they value culture fit and authenticity, yet they use cookie-cutter filters. Applications go into a black hole with no feedback. Transferable skills don't count for anything," she says.

The result, she argues, is that companies miss out on talent.

"Culture fit, character, work ethic - these matter far more than technical skills, which can be learnt. But forms and filters don't measure that. Underrepresented groups are also more likely to be unintentionally excluded."

Her solution? "Every stage of the process should include clear, timely feedback. Even if the answer is no, tell me quickly. Assuming rejection after six weeks of silence is soul-destroying. It's also damaging for a company's brand."

The recruiter's view: Efficiency at a cost

Orla Ollewagen, founder and director of The Appointment Firm, has seen AI affecting recruitment first-hand. She acknowledges that algorithms have made initial screening faster. "AI has replaced the need for someone to sit behind a desk going through a thousand CVs manually and getting them down to 50. That's where it's effective."

But she warns of unintended consequences. "The risk is that AI may produce less skilled internal recruiters. They become administrators, simply pushing a shortlist to the line manager. The assumption is that information on a CV is correct, but AI can't assess the depth of a skill or whether someone has the necessary specialist skills, for example, real credit risk experience versus just exposure. That nuance gets lost."

She says that this means something that's seen as saving time often ends up wasting it. "You bring someone through the whole process based on keywords, only to realise in the interview they don't know what they're talking about. Then you have to start again," she says.

AI is also affecting the way candidates approach recruitment.

Ollewagen says job seekers now rely on AI to generate CVs and application responses, but this means they haven't always done the "hard work" of thinking through why an employer should hire them over another candidate. "I see CVs filled with slick phrases clearly written by ChatGPT. But when you ask candidates to describe their top five competencies, they look at you blankly. They don't know themselves well enough to articulate what they can offer. So even if they get through screening, they struggle in the interview."

She believes this is where human recruiters remain vital, because it's often the candidate who wasn't quite what a client asked for who proves to be the best person for the role.

"A great candidate doesn't always look perfect on paper. Part of my role as a recruiter is sometimes to convince a client to meet them anyway; to highlight attributes that algorithms can't capture. AI can help with keyword searches or condensing a 20-page CV, but it can't replace the judgement and persuasion a skilled recruiter brings."

This keeps her positive about the role of businesses such as The Appointment Firm. "The only way recruitment agencies survive is by doing what machines can't: finding the person a company can't find themselves and getting them over the line. That takes skill - persuasion, judgement, and relationship-building," she says.

The practitioner's view: Promise and pitfalls

From inside the internal HR function, the picture is equally complex. Anthea Joseph, senior departmental officer for a prestigious Western Cape university, says her job description includes managing HR-related aspects and liaising regularly with a designated HR consultant. She describes AI in HR as a "double-edged sword."

On the one hand, she says, it allows organisations to standardise screening processes, ensuring every applicant is assessed against the same baseline criteria. On the other, it risks reducing recruitment to a compliance exercise rather than a talent strategy.

Joseph initially qualified with a National Diploma in Office Management and Technology from the Cape Peninsula University of Technology in 2007, then completed a Bachelor of Business Administration in Human Resource Management (HRM) at Stadio in 2024. She is currently pursuing her Honours in HRM, also with Stadio, and plans to undertake her Master's in 2026.

Encouragingly, she says that her recent and current studies incorporate AI into the curricula, with Stadio aiming not only to ensure that students are technically proficient in using AI tools but also understand the associated social and moral implications.

"Much like IT software requires regular updates to remain current, HR practices must also adapt to new research, trends, and technologies," she says.

Joseph sees AI as both a valuable tool and a potential stumbling block. On the positive side, she acknowledges its efficiency in data processing, automation, and scalability, noting that younger generations are particularly comfortable integrating digital tools into workflows.

Yet she cautions that over-reliance can create impersonal experiences and filter out strong candidates when nuance is lost. She suggests that different roles (administrative, medical, technical) may also require different AI tools.

Generational differences complicate matters further: older applicants may find AI-driven systems intimidating, while younger ones expect automated communication as the norm. For her, the key is balance.

"AI should support, not replace, HR," she says. Interviews, staff engagement, and decision-making still require human judgement - the ability to read tone, body language, and interpersonal dynamics.

As a 2024 GIBS white paper titled The Business of Being (More) Human: Critical Human-Centric Skills of the Future and How to Build Them by Cara Bouwer, Alison Reid, Abdullah Verachia and Natalie van der Veen put it, "Technology should complement, not replace, human judgement. The future belongs to leaders who can be more human, not less."

Bridging the gap: Advice for businesses

Recruiters and practitioners alike stress four themes:

Navigating the system: Advice for job seekers

Job seekers can't avoid AI filters, but they can learn to work with them. Ollewagen's advice starts with self-knowledge. "Know who you are, what you excel at, what you love. Then articulate that concisely on paper." more

Career development

1d

People Are Sharing The "Red Flags" In Job Postings That Immediately Scream, "Do NOT Apply," And Yikes

Recently, Redditor u/AmaraMehdi asked Reddit community members to share the "red flags" in job postings that immediately turn them off from applying, and I honestly never even thought twice about some of these. Here are the job posting "icks" that make people not want to apply at all:

1. "When the job listing has no salary on it, yet there's a line claiming that the company offers a 'competitive... salary.' That tells me that the role has no set annual salary. The company will try its luck and make it up as it goes along. During your interview, they will make you a borderline-insulting low-ball offer and pray that you accept it."

-- SlapDatBassBro

2. "'Salary to be determined later.' WHY the hell would I go through three job interviews, only to know how low the salary is?"

-- Ok_Cloud_8555

3. "Anything that claims they're a self-starter. That means they won't train you, but they will blame you if anything goes wrong or gets missed."

-- Digginginthesand

4. "I recently read one job posting that had 'homework' as part of the interview process. No, I'm not working on a project and solving a problem for you for free."

-- spiritunafraid

5. "Anything that mentions the workplace being 'like a family' is a red flag."

-- Paul-Kersey

6. "'We wear many hats.'"

-- FattyMcTons

"That means you will do the job of several people."

-- bengalfan

7. "When they say 'fast-paced environment,' it usually means chaos, low pay, and no support."

-- gamersecret2

8. "Jobs that use the word 'average' when listing their pay rate. Like, 'Average yearly pay: $X-$Y.' This means that the pay is commission-based, and the hourly pay is much lower than what they're advertising."

-- String-Tree

9. "When the company requests you to record a video of yourself in the application form. Maybe it's common practice, but it's sketchy to me. You want to see me and hear me? Set up a call, and we can talk and see each other."

-- IJustGotRektSon

10. "If the job description is really vague and could apply to just about anyone, that's a pretty good sign of a pyramid scheme. Bonus points if they use the word 'growth' more than once."

-- SailorVenus23

11. "Anything to do with multi-level marketing."

-- Icy-Constant193

12. "'Flexible schedule' does not mean they flex around your needs. It means they can (and will) schedule you or ask you to cover any available shift, including weekends and overnights, if the company is staffed during those times."

-- KariOnWaywardOne

13. "'ARE YOU READY TO BE A ROCKSTAR?!' Jesus, no, that sounds excruciating."

-- Automatic_Mulberry

"'Rockstar' is code for underpaid and overworked. Spoiler: most of the 'rockstars' call off regularly, and you'll get a text from your boss asking you to cover their shifts."

-- typicalskeleton

14. "If there are a bunch of spelling and grammar mistakes. The company should care enough to make sure every sentence begins with a capital letter and ends with a period."

A bunch of spelling and grammar mistakes. They should care enough to make sure every sentence begins with a capital letter and ends with a period.

-- Skagra42

15. "When I was applying for remote jobs, many said I had to be on camera for all eight hours. Immediate nope. There is zero trust for anything in those kinds of jobs."

-- CurveSpecific917

16. "When they have junior positions that require a minimum of five years of experience in the field. Also, if there are no benefits listed."

-- DeadlyMidnight

17. "Having unlimited time off. All that means is that they will never give you time off."

-- Blackbeltsam5610

18. Lastly: "'Team player' means 'you are capable of doing what we tell you without your thinking or input. We don't need people rocking the boat, because this is the way we've always done it, and we aren't looking to change.'"

-- Ok_Party2314

What do you think is a "red flag" in job postings or interview processes? Let us know in the comments, or you can anonymously submit your thoughts using the form below!

Note: Some submissions have been edited for length and/or clarity. more

Career development

1d

There is something about mentorship you don't usually hear

Member-only story

There is something about mentorship you don't usually hear

But I should warn you. The thought is unfinished, and it might trouble you a little.

For a while, I genuinely believed that by the end of 2025, jobs would be extinct.

That we would all be somewhere in the Amazon rainforest, eating fresh fruit, lighting bonfires with friends, free from résumés and career plans. I... imagined waking each morning to Trey Songz's 'In Too Deep'; I couldn't think about giving it up. I didn't know then that loving your work can sometimes feel like a heart attack.

I became certain the timeline was wrong.

Someone, somewhere, had forgotten (or failed altogether) to add the G in AGI.

I briefly considered asking to speak to someone's manager.

ChatGTP looked very promising, after all.

But the Amazon rainforest did not arrive.

The résumés survived. Jobs are still here.

Which means careers are still here, too.

And that means this conversation still matters.

Chris Kempczinski, the CEO of McDonald's, once said something about careers that refuses to leave me alone:

Nobody cares about your career as much as you do. If someone helps you, great. But in the end, you have to own it. You have to make things happen.

There is a plainness in that idea that startles because it is true.

You and I both know how easy it is to wait for someone to notice you.

To guide you.

To lift you into the life you can already picture.

But even the kindest mentor cannot walk the road for you.

They may open a door or steady you when you hesitate, but the steps are yours.

Here is something else I have learned.

The guidance you need often comes from people only a few years away. Sometimes even closer than you expect, in the form of someone still finding their way. Wisdom does not always wear authority.

This is hard to say out loud, but mentors are not meant to stay forever. more

Career development

1d

Five things to do before every job interview

Preparing for a job interview is not just about choosing the right outfit or updating your résumé. It is about presenting the best version of yourself that reflects confidence, competence, and preparation.

Whether you are a first-time job seeker or a professional changing careers, knowing what to do before every job interview can help you stay calm, make a lasting impression, and improve your... chances of getting hired.

In this article, Tribune Online takes a look at five essential things to do before every job interview.

A common mistake many candidates make is attending an interview without knowing much about the organisation. Take time to visit the company's website and read about its mission, culture, and recent achievements. This helps you tailor your responses to align with their goals and values.

Showing that you have done your homework demonstrates genuine interest and professionalism, which employers notice immediately.

Understanding what the role demands gives you a clear sense of how to present your experience. Review the job posting, identify the key skills required, and prepare examples that show you have them.

Doing this not only helps you answer questions with precision but also allows you to highlight how your strengths fit the position.

As the saying goes, "practice makes perfect." Interviews can be unpredictable, but some questions are almost always asked. Rehearse responses to questions such as "Tell us about yourself" or "Why should we hire you?" so you can speak confidently and naturally.

You can record yourself or practise with a friend or family member to refine your tone, body language, and timing. Confidence often comes from familiarity, and practice helps you stay composed.

The way you dress is often the way you will be addressed. Your appearance and organisation can create a strong first impression before you even speak. Choose clothes that match the company's culture and make sure they are clean and well-fitted.

Gather your important documents, such as your CV, certificates, and other necessary papers, and arrange them neatly in a folder. If the interview is virtual, ensure your background is tidy, your device is charged, and your internet connection is stable.

A calm mind performs better than a tired one. Get enough rest the night before your interview and plan your route early so you can arrive on time. For virtual sessions, log in a few minutes early to test your microphone and camera.

Take a few deep breaths before the interview begins. Confidence and composure often make as strong an impression as your answers. more

Career development

1d

Why Hiring 'A' People Is One of the Most Underrated Food Safety Controls

Too often, I think, the food industry overlooks the power of people. Indeed, food safety and quality programs do not succeed or fail because of company standards, policies, or testing programs. They succeed or fail because of the people who develop, implement, and execute them. Across the food industry, whether...

Too often, I think, the food industry overlooks the power of people. Indeed, food... safety and quality programs do not succeed or fail because of company standards, policies, or testing programs. They succeed or fail because of the people who develop, implement, and execute them.

Across the food industry, whether in USDA- or FDA-inspected manufacturing facilities, or in food service and retail operations, the most reliable predictor of strong food safety performance is not the sophistication of a company's written programs, but the character of the people entrusted to carry them out. Companies that intentionally hire what I refer to as type "A" people consistently outperform their peers in food safety, quality, and regulatory outcomes.

"A" people are not defined by résumés or technical credentials. They are individuals who demonstrate integrity, accountability, empathy, and attention to detail. They care sincerely about the people with whom they work, and the consumers they ultimately serve. They take pride in their work, carefully follow procedures, even when no one is watching, and speak up when something does not look or feel right.

From a food safety standpoint, in many cases, these traits can matter more than any single food safety intervention and, over time, have a much broader impact.

Food safety is, at its core, a human system. Hazard analyses, critical control points, sanitation programs, and preventive controls only function when employees consistently execute them under real-world conditions -- during busy shifts, staffing shortages, or operational pressures. "A" people are far more likely to methodically perform their designated tasks, slow down when necessary, stop a line, hold product, or even escalate an issue, rather than take a shortcut or look the other way.

In manufacturing environments, this shows up in more thorough pre-operational inspections, more accurate record keeping, earlier identification of potential hazards, more meaningful corrective actions, and more effective cleaning and sanitation. In retail and food service settings, it translates into better temperature control, cleaner facilities, safer handling practices, better hand washing, and fewer breakdowns at the point of service, where risk is often highest.

Importantly, regulators notice the difference.

While neither USDA-FSIS nor FDA explicitly regulates "who" a company hires, both agencies closely evaluate management commitment and food safety culture during inspections, investigations, and enforcement actions. Inspectors can quickly sense whether employees understand the "why" behind food safety requirements and whether leadership has empowered them to act. Facilities staffed with "A" people tend to demonstrate consistency across shifts, stronger ownership of food safety responsibilities, and more credible responses when issues arise.

The value of hiring "A" people becomes even more apparent when things go wrong.

When a food safety incident leads to a recall, outbreak investigation, or litigation, food safety culture is no longer an abstract concept. Training records, internal communications, corrective actions, and employee behavior are scrutinized. Companies built around people who value integrity and accountability are far more likely to have documentation that reflects thoughtful decision-making and a genuine commitment to consumer safety

For food service and retail chains, the stakes are amplified by scale. High-turnover environments and decentralized operations create inherent risk. Organizations that prioritize hiring people with strong character, and then reinforce that food safety is a shared responsibility, create stronger food safety culture. Over time, that approach reduces variability and strengthens brand trust across locations.

Hiring "A" people is not only an HR initiative; it is a strategic food safety decision.

Companies that excel in food safety often invest significant effort in interviewing for character, using scenario-based questions, and reinforcing expectations during onboarding and training. They make it clear that employees have both the authority and the obligation to act in the interest of food safety, even when doing so is inconvenient.

Food safety systems rarely fail because they are poorly designed. More often, they fail because the wrong people were placed in positions where judgment, integrity, and accountability mattered most.

In an industry where trust is everything, hiring "A" people may be one of the most effective, and undervalued, food safety controls available. more

Career development

2d

The worst interview question (and how top developers answer it)

You know the right answer to: "Why should we hire you?"

"You shouldn't."

At least not yet.

Most software engineers treat this question like they're begging for scraps.

They reply with BS about "passion for the company mission" or "excited about the tech stack."

We both know that's not true.

Here's what I realized after landing offers I didn't even want:

An interview is a two-way sales... process.

You're not there to convince them you're worthy. You're there to see if they're worthy of your time.

Especially if the company asking this is one you just heard about because of a job listing.

Think about it: it's like Xiaomi asking "why should we sell you this phone?"

Weird, right?

Why This Question Is Outdated

Remember that "sell me this pen" question?

Nobody uses it anymore because good recruiters know they're just getting a surface-level performance. Not real insight.

"Why should we hire you?" is the same thing.

It's outdated. It's performative. And it forces you into a position of begging instead of evaluating.

Same with job interviews

They need a developer who can solve their problems.

You need a company that pays well, gives you room to grow, doesn't micromanage, and respects work-life balance.

But here's where most developers get it wrong.

The Real Problem

Most devs are too afraid to be honest about this. So they play the game and pretend to care about company values they don't actually care about.

They spend hours crafting the "perfect" answer. Researching the company. Memorizing their mission statement. Pretending they've always dreamed of working there.

That's not preparation. That's procrastination disguised as interview prep.

My answer to that question?

"I haven't made up my mind yet. You invited me to this call, so I'm here to see if this is a good fit for both of us."

I'd rather be real than try to be nice and soft.

What Actually Happened

I was recording interviews for my Dev Mastery students. Just capturing the process to show them how it works.

Applied to a Node.js senior role. Not because I wanted it. Just to record it.

Round 1: HR screening. Basic. Passed.

Round 2: Live coding. Data structures and algorithms. Passed.

Round 3: Project discussion. Architecture. System design. Scaling decisions. Live coding for 40 minutes. Passed.

Round 4: Final round with engineering manager and HR. Passed.

I wasn't trying to impress anyone. I was just there to answer questions correctly so students could learn from it.

No stress. No performance anxiety. No fake passion.

And I got another six-figure offer, which I don't even need.

Why This Works

When you know your worth, and you're not afraid to walk away from bad fits, everything changes.

You're not nervous about system design questions because you've designed systems before.

You're not worried about "why should we hire you" because you're also evaluating them.

You're not stressed about cultural fit because you know what kind of culture you actually want.

Companies can smell desperation. They can also smell confidence.

The Shift That Changes Everything

Setting boundaries in interviews is like setting boundaries in relationships.

If you accept anything, you'll end up somewhere you hate. Underpaid. Overworked. Disrespected.

Most developers I meet are slow decision makers. They're stuck in analysis paralysis.

"Should I leave this job where I'm working with legacy code?"

"Should I finally learn system design?"

"Should I start applying to senior roles?"

How long does it take you to answer these questions? A week? A month? Are you still "thinking about it" right now?

You already know the answer. You're just afraid to make the decision.

Here's What Changes

When you start rejecting the wrong opportunities, the right ones find you faster.

When you make decisions 10 times faster than everyone around you, you live more in one year than slow thinkers live in 10 years.

You don't need to pretend you've dreamed about their company since childhood.

You don't need to craft the perfect answer to "why should we hire you."

You just need to show up knowing exactly what you're worth and what you're looking for.

The Real Difference

This is the difference between developers who panic in interviews and engineers who pass them without trying.

When you reach a certain skill level, interviews stop being stressful. They become easy.

There's no black box they can introduce where you're thinking "wait, what are you talking about?"

You're not there to convince them. You're there to evaluate if this is worth your time.

That shift changes everything.

I landed that offer while barely trying. Not because I'm special. Because I showed up with real skills and zero desperation.

And once you have that, interviews become a formality. Not a test.

Want to see how this plays out in real interviews?

I recorded every stage of the process. How I answered their questions. How I evaluated them. The exact framework I use.

How I passed without preparing. Without stressing. Without pretending to care about things I don't care about 👇 more

11

Peter Chanda
1
1d
Informative
1

Tumusiime Ezra

Career development

1w

How does everyone deal with Christmas burnout at office? Where every project is calling your name to close it before the year ends!🙄

2

Steward Tony Pacheco
25
2d
That's Not Christmas Burnout, It's a New Years Deadline. Christmas Is A Celebration. Be thankful for all deadlines as it means your still employed.
2
Judith Ongachi
1
5d
l think reach out to those who can't afford like me 😅😅
1