Graduating from college is an exciting milestone, but it also brings the daunting question of "what's next?" On this episode of the From Dorms to Desks Podcast, we discuss how planning for your post-graduation life is essential for a successful transition into the professional world. This involves setting clear, actionable goals for both your career and personal life. Creating a roadmap, like a five-year plan, can transform vague aspirations into concrete steps, providing clarity and motivation. Key elements for success include continuous learning and upskilling to stay competitive, as well as networking to uncover opportunities. Finding a mentor can provide invaluable guidance and support as you navigate early career challenges. Remember to also focus on financial planning by creating a budget and managing debt wisely. While career growth is important, maintaining a healthy work-life balance and taking care of your mental well-being are crucial for long-term fulfillment. With careful planning, a growth mindset, and a strong support system, you can confidently navigate the post-graduation journey and build a successful future. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of "From Dorms to Desks," we explore why internships are a critical building block for your career. In today's competitive job market, a degree alone isn't enough; hands-on experience is what sets you apart. We discuss how internships serve as a bridge from the classroom to the professional world, allowing you to develop essential skills, build a professional network, and gain clarity on your career path. Internships are also a low-risk way for professionals of any age to "test drive" a new career before making a full commitment. We tackle the important debate around unpaid internships, outlining your rights and why paid opportunities often lead to better outcomes. Finally, we cover the evolution of internships—including remote, part-time, and Micro-Internships—that provide flexible, accessible options for everyone, from student-athletes to working parents. Tune in to learn how to make the most of these invaluable opportunities. Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode of the From Dorms to Desks Podcast tackles the longstanding dilemma of needing experience to secure a job, while often needing a job to gain that very experience. Our hosts delve into a crucial shift in the 2025 job market, revealing that employers are increasingly valuing skills, potential, and adaptability over traditional work history. You will discover that everyone, including those with no formal work history, already possesses valuable experience through diverse life circumstances. The key lies in recognizing and articulating these experiences effectively. The discussion emphasizes that your job is to inventory your existing skills, identify those relevant to potential employers, and then market them expertly. This means actively gaining experience through various avenues such as paid work, volunteering, academic projects, and even personal initiatives. For instance, seemingly ordinary experiences like "watching your little cousins" can be transformed into demonstrable skills like "planning events, handling logistics, and leading a team" for your resume. The hosts illustrate how to highlight transferable skills, whether they stem from volunteer efforts, classwork, or casual jobs like babysitting, focusing on their applicability to a professional setting. Learn to showcase vital interpersonal skills such as teamwork, effective communication, initiative, and follow-through, alongside digital literacy and problem-solving abilities, which are highly sought after by today's employers. The episode provides practical advice on how to strategically tailor your resume and cover letter for each specific position. This involves emphasizing your potential and passion through accomplishment-oriented descriptions and by mirroring the language used in job descriptions to navigate automated hiring tools. You will also gain insights on confidently approaching interviews, where telling compelling stories that demonstrate your initiative, reliability, and coachability can be far more impactful than a traditional work history. Remember, your education, extracurricular activities, and self-initiated projects are powerful indicators of your capabilities. Beyond refining application materials, the podcast highlights the critical role of networking and continuous learning. Building a strong professional network, engaging with alumni, and attending industry events can lead to invaluable mentorship opportunities and job leads, often revealing "hidden" positions. Furthermore, pursuing additional training or short-term certifications can address any skill gaps, especially in rapidly evolving fields such as Artificial Intelligence or the Green Economy, which are increasingly accessible to newcomers due to their focus on up-to-date skills and aptitude. This proactive approach ensures you are continuously developing the competencies most valued by employers in today's dynamic job market. This encouraging and practical episode will empower you to objectively assess the skills you've developed, effectively communicate them to employers, and strategically acquire any missing ones. It underscores that your lack of conventional work experience is no longer the barrier it once was, as approximately seventy percent of job listings now either omit experience requirements or actively welcome candidates with none. By implementing these strategies, focusing on your potential, adaptability, and demonstrable skills, you can confidently navigate the current job market and successfully launch your career, even if you are a first-time job seeker. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, the From Dorms to Desks Podcast helps students and recent grads navigate the murky waters of job descriptions because, let's face it, they often hide more than they reveal. Our cohosts walk you through developing your bullsh*t radar so you can stop swiping right on the wrong job and find a role that truly aligns with you. First, we decode the buzzwords. "Fast-paced environment" often means tight deadlines, constant changes, and multitasking, potentially signaling a chaotic, disorganized workplace with an expectation of long hours. A "self-starter" implies you'll act without much direction, which can be a red flag for a lack of support or resources. A "dynamic team player" might hint at high turnover and an expectation that you'll take on multiple roles without extra pay. "Innovative thinking" could mean they want you to do all the creative heavy lifting, while "results-oriented" often points to unrealistic expectations. When a job emphasizes "attention to detail," it might be a subtle warning of tedious work or a micromanaging boss. And "excellent communication skills"? That could mean the company has rigid expectations for how you speak and interact. Beyond these, keep an eye out for other red flags. "We work hard, we play hard" often translates to a demanding environment where token perks mask the grind. If they claim to be "like a family," be wary of an abusive work dynamic where boundaries are nonexistent. For sales roles touting "OTE/uncapped commission," be realistic; these figures are often inflated. A "competitive salary" is frequently code for below-average pay, and while "unlimited PTO" sounds fantastic, it can guilt employees into taking very little time off. Lastly, "other duties as assigned" allows management to hand you any task, and if a company is "always hiring," it could be a sign of high turnover rather than growth. Here’s how to research companies and unmask these postings. Start by scrutinizing the company's website, looking for insights into their mission and values. Then, head to social media like LinkedIn and TikTok to observe their tone and personality. Glassdoor is your best friend for unfiltered reviews from current and former employees that expose the true workplace environment. The most powerful tool is speaking to current employees. Leverage your network, attend career fairs, or reach out to alumni. Don't be afraid to drill down with specific questions during interviews. If "fast-paced" is mentioned, ask, "When was the last time the team had to work weekends?" or "How many people are working after hours?" Inquire about work-life balance, performance metrics, and professional support—these details shouldn't be a mystery. By taking these proactive steps and asking the right questions, you'll be better equipped to determine if a job is truly the right fit, sparing yourself from unwelcome surprises. Learn more about your ad choices. Visit megaphone.fm/adchoices

Should you really make a video resume? Are TikTok resumes brilliant or terrible ideas? Bold or blasé? Join us as we explore the dynamic world of creative applications and whether they truly help you stand out, or if they might just land you in a meme. On one side, the more cautious voice reminds us that some experts warn video resumes are prone to bias and discrimination during the hiring process, potentially opening a door that hiring managers have long worked to keep shut. It is noted that simply seeing a person can allow for discrimination based on appearance, accent, gender, skin color, and even speech impediments, which traditional resumes often protect against. Privacy is also a significant concern, especially when videos are posted publicly on social media platforms, posing a huge potential for identity theft or stalking. Furthermore, most applicant tracking systems, or ATS, are not compatible with video content, meaning your application might not even be seen by a human recruiter. Recruiters often prefer traditional resumes in Word or PDF format, with some surveys indicating a strong preference for paper over video or infographic resumes. Creating a polished video resume can also be time-consuming, requiring planning, scripting, filming, and editing, and not everyone feels comfortable on camera. However, the enthusiastic perspective highlights that video resumes can be a wonderful way to build an inclusive environment and diverse workforce. They offer more room for expression than conventional resumes, allowing job seekers to demonstrate communication skills, creativity, demeanor, and personality. In a competitive job market where an average opening receives hundreds of applications, a polished digital resume can grab attention and leave a lasting impression, giving recruiters a much better feel for the candidate much more quickly. They can show you are comfortable with digital tools and emerging technologies, which is a valuable skill in today’s remote world. Some studies have even found that video resumes can increase callback rates significantly, for both able-bodied and disabled workers. So, when is a video resume a smart move? It is highly recommended if the job posting specifically requests or welcomes video submissions. Video resumes are particularly great for creative or communication-centric roles like marketing, sales, media, public speaking, customer service, or even entertainment, where presentation skills and personality are key. They can also be effective for explaining an unconventional career story or for entry-level candidates looking to stand out. If the company culture screams innovation, such as startups or modern tech firms, a video resume might be appreciated. Conversely, a traditional resume remains the go-to for formal industries like finance, law, or healthcare, or when submitting to job portals that use ATS software. If you are not comfortable on camera, or if a video simply won’t add much value to selling your skills for a highly technical position like an accountant, it might be best to stick to traditional formats. To ensure your video resume is memorable for the right reasons and doesn't become a viral mishap, focus on executing decent quality. This means having clear audio, steady framing, and good lighting. Write a script in advance and practice it until it sounds natural and concise, typically keeping it under 90 to 120 seconds. Dress professionally, matching the attire to the industry. You can use video resume maker tools that offer templates and guidance. Crucially, always remember that a video resume should accompany, never replace, the traditional resume. You can host it as an unlisted link on platforms like YouTube or Vimeo, and then add the link to your PDF resume, embed it in emails, or leverage LinkedIn. A hybrid approach, using both, gives you the chance to pass ATS screening while still showcasing your digital skills and personality. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this empowering episode of the From Dorms to Desks Podcast, we tackle the often-intimidating world of professional networking for first-generation college students and graduates. We understand that for many, the idea of ‘consulting’ or finding connections within an industry can feel completely foreign, especially when your family might not have direct experience in those fields. This episode is for anyone who feels like networking is akin to asking strangers for a kidney—we’ve been there too, and we’re here to demystify the process. We dive into how first-generation students, who often lack a built-in professional network, can effectively navigate the job market. A key takeaway is the importance of early planning, starting your internship search six to eight months in advance, and defining your professional career journey as early as possible. It’s not just about securing a job, but about deeply learning about your chosen field in ways textbooks can’t capture. We emphasize the need to expand your job search beyond advertised listings, even asking businesses directly if they’d be open to taking on an intern, and considering diverse industries where your degree skills are transferable. Networking is paramount, and we explain how to approach it effectively. This includes leveraging your unique background and experiences as a first-generation student, highlighting your resilience, determination, and diverse perspective as strengths in your personal narrative. Don't hide your first-generation status; trumpet it as a form of diversity on your resume to stand out to recruiters. We also discuss the power of seeking mentorship and networking within your community, attending career fairs, workshops, and community events to uncover unadvertised opportunities. For online networking, we highlight the invaluable tools of social media platforms like LinkedIn and X. Learn how to connect with industry professionals, engage meaningfully, and utilize your school's LinkedIn alumni page as a powerful resource to connect with graduates who are eager to help. A significant portion of our discussion focuses on informational interviews, explaining how these casual conversations allow you to gain insights into industries and career paths, expand your network in a non-threatening way, and potentially uncover job opportunities without the pressure of a formal job interview. Finally, we share insights on gaining hands-on experience, noting that employers value demonstrated ability, whether it comes from a paid part-time role, seasonal work, or an internship. We encourage you to be confident in your abilities, apply for opportunities even if you don't feel fully qualified, and be candid about your financial needs, advocating for fair compensation. Remember, you have a unique perspective to bring to the workforce, and with creative networking and determination, finding the right opportunity is entirely achievable. Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, the cohosts of the From Dorms to Desks Podcast dig into the unadvertised opportunities that can be your secret weapon in the job market. We know you love job boards like College Recruiter, but they aren’t the only game in town—and today we’re spilling the fries on a secret menu of job-search hacks. For years, you’ve probably heard that 70–80% of roles live in a “hidden job market,” filled through internal moves, referrals, or direct outreach. Employers often skip public postings to protect confidentiality, control the applicant pool, or hire quickly through existing networks. That’s still real—especially for senior, niche, and very small-company roles—and it’s why simply replying to listings has limits. At the same time, the landscape has shifted. With digital transparency, company career sites, regulations, and aggregators, many experts now believe 60–80% of U.S. jobs are advertised at least briefly. The catch? Advertised roles draw crowded pipelines, and many get filled early—sometimes before the posting gains traction. Translation: job boards are useful, but they’re just a slice of the pie. So how do you unlock the rest? By getting proactive and a little bold: Network like it matters—because it does. The strongest opportunities still move through trust. Relationship-building opens doors to unposted roles, warm referrals, insider intel, and confidence. You’ll see stats claiming ~85% of jobs are filled via connections; whether or not the exact number fits your field, the signal is clear. Get specific about your goals, map your current circles (friends, family, classmates, former coworkers), and schedule short informational chats. Show up at industry events, conferences, workshops, and trade shows. Join professional associations that share members-only roles. On LinkedIn, tighten your profile, post thoughtful takes, and join relevant discussions. Participate in niche online communities. Then nurture your network—follow up, be useful, and practice reciprocity. Reach out directly. Don’t wait for a posting to give you permission. Identify organizations you admire and message the people who can say “let’s talk” (hiring managers, team leads, department heads, sometimes executive assistants). In a concise note, reference something specific you respect about their work, connect your skills to their problems, make a soft ask (“open to a quick chat?”), and say thanks. Think of it as telling your story on their stage: why them, why you, why now. Pair LinkedIn with email, stay professional and human, and remember—polite persistence beats one-and-done. Use niche job boards to narrow the noise. Specialized platforms surface roles tailored to your skills that may never hit the big aggregators. Examples: College Recruiter (early-career roles worldwide), TechCareers (technology), MarketingHire (marketing/advertising), Hcareers (hospitality), Bot-Jobs (conversational AI). For seekers, that means faster signal; for employers, a tighter pool of qualified candidates. Set targeted alerts so the right openings find you first. The big idea: combine robust networking, thoughtful cold outreach, and smart use of specialized boards. That mix gives you an insider’s edge—so you’ll spot opportunities early, skip the stampede, and have real conversations with the people who make hiring decisions. In a market where more roles are visible yet fiercely competitive, this approach helps you stand out, get in early, and land offers others never even knew existed. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's episode of the From Dorms to Desks Podcast, our cohosts dive into a topic that barely existed a few years ago: how artificial intelligence tools like Gemini and ChatGPT are ushering in a new economic era, transforming the path from college to the workforce. This shift is already visible across sectors from technology and finance to media and law. For the first time, unemployment among recent graduates has exceeded the overall jobless rate, with some experts pointing to AI’s impact on entry-level roles, which appear more vulnerable than senior positions. Compounding the challenge are lingering pandemic effects, which limited networking opportunities and slowed the development of critical social skills. AI tools can be invaluable throughout the job search. They can help craft resumes and cover letters, suggest keywords, improve formatting, and generate tailored versions for specific roles. They support interview prep by creating practice questions, offering response guidance, and surfacing insights on company culture. Career exploration becomes more accessible as AI suggests paths aligned with a candidate’s skills and values, provides salary and job outlook data, and interprets complex postings. Some platforms even streamline applications by auto-applying at scale. Still, effectiveness depends on responsible use. Recruiters are quick to spot AI-generated language, making over-reliance counterproductive. AI should serve as inspiration and refinement, not a one-stop solution. Users must also protect their data by never sharing personal information on these platforms. Career services teams are actively grappling with ethical implications, student privacy concerns, and the breakneck pace of AI development. As AI automates more technical tasks, soft skills rise in importance. Experts emphasize problem solving, communication, curiosity, compassion, creativity, and courage. Hiring is shifting away from academic pedigree toward interpersonal and cognitive strengths. Graduates are urged to deliberately cultivate these skills—practicing public speaking, participating in group discussions, and showcasing social ability directly on resumes. Recruiters still prize human connection. To thrive in this evolving market, graduates should become fluent in AI by experimenting, comparing outputs, and rigorously fact-checking content. Beyond tools, they must evaluate employers carefully, seeking companies that invest in employees and use AI responsibly rather than purely for replacement. Asking about career progression, learning opportunities, and workforce development during interviews can reveal a company’s true priorities. Universities are adapting in real time, with career services forming working groups and creating toolkits to guide students toward ethical, effective AI use. The message is clear: AI is reshaping the entry into work, but those who pair fluency in new tools with strong human skills will remain competitive and in demand. Learn more about your ad choices. Visit megaphone.fm/adchoices

Finding a great new job is almost never easy. A lot of factors come into play, including timing. On this week's episode of the From Dorms to Desks Podcast, our cohosts focus on the issue of timing, specifically whether it's simply the wrong time of the year to find an internship.  Everyone on LinkedIn is already posting about their summer internships, and you’re just now realizing… oops. Don't worry, if you're feeling that sinking sensation that you've missed the boat on summer internships, you're not alone, and it's absolutely not too late! While it might feel like the major corporate programs have closed their doors, a significant percentage of summer internships are actually secured in the spring, with many offers coming in March, April, May, and even June. This is especially true for industries outside of finance, consulting, and big tech, and for opportunities at smaller companies, startups, and non-profits, which often hire year-round based on immediate needs rather than strict seasonal calendars. The key to finding a meaningful opportunity now is to embrace a more proactive and creative approach. Instead of waiting for postings, take the initiative to create your own opportunities. Research companies you admire and pitch yourself directly, proposing specific value-driven initiatives or projects where you can solve a problem or fill an operational gap. Show them you understand their current challenges and how your skills can provide immediate value. This approach can be particularly effective with mid-sized firms and logistics companies, which often have flexible hiring practices. If traditional internships aren't available, consider unconventional roles. This could mean exploring remote internships, short-term projects, or part-time positions that offer management-related experience. Even volunteering can open doors and provide valuable exposure. Remember that your existing work experiences, even current part-time jobs, can be utilized as a viable alternative to traditional internships, helping you achieve career competencies. Don't forget to leverage your network by reaching out to alumni, professors, and industry professionals, as personal connections frequently lead to unlisted opportunities. When preparing your materials, focus on showcasing transferable skills from your coursework, personal projects, or leadership roles. Even without direct internship experience, you have valuable skills to highlight. You might also want to think ahead and start applying for fall internships, as many companies are already filling those spots, and off-cycle programs often have less competition and can lead to full-time offers. Persistence is paramount, and by staying open-minded and adaptable, you'll discover that there are still plenty of options to help you gain the experience you need and kick-start your professional journey. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's episode of the From Dorms to Desks Podcast, our cohosts talk about how some students, recent graduates, and other job applicants tirelessly apply for jobs with little success. If you're experiencing that, you're not alone. It turns out that more than a third of all jobs posted online are actually not real vacancies, a phenomenon often referred to as "ghost" or "fake" jobs. One survey revealed that 81% of recruiters admit to posting these fake advertisements. This can lead to wasted time, emotional toll, and job search burnout for eager applicants. So, why do employers engage in this deceptive practice? Companies post fake job listings for a variety of reasons. Some aim to scout for a talent pool for future openings, even when no immediate vacancy exists, or to gather resumes to keep on file. Others use them to project an image of growth and dynamism, or to make current employees believe their workload will be alleviated, or even to make them feel replaceable. In some cases, a job might appear online due to regulatory or contractual requirements, even if an internal candidate has already been selected. Beyond ghost jobs, there are various forms of employment fraud, from recruitment agent fraud where recruiters misrepresent wages, to scams involving fake job offers from individuals posing as company employees. Other common scams include work-from-home money laundering schemes, mystery shopper scams, and requests for payment for nonexistent job placements. The good news is, you can become adept at spotting these red flags. Be highly suspicious if a job sounds too good to be true, offering exceptionally high pay for minimal work or no experience. Pay close attention to unprofessional or suspicious communication. This includes emails from generic addresses like Gmail or Yahoo instead of a company domain, or messages riddled with poor grammar and spelling errors. A major red flag is any request for sensitive personal or financial information upfront, such as your Social Security number, banking details, or credit card information, especially before you're hired. Legitimate employers will never ask you to pay a fee for background checks, training, equipment, or placement services. Be cautious if there's no verifiable company information, such as a poorly designed website lacking company history or the job not appearing on their official careers page. Also, vague job descriptions that lack clarity on responsibilities or reporting structure are often a sign of a scam. Be wary if you're offered the job without a proper interview or assessment of your skills, or if the process is conducted solely via text or email with no video or phone calls. Finally, consider how long the job posting has been active; ghost jobs often remain online for weeks or months. Research companies before engaging: check their official website, LinkedIn for real employees, and reviews on Glassdoor or Indeed. Always verify recruiter identity through LinkedIn or by calling the company directly. Ask specific questions about the role; refusal to answer is a red flag. Filter searches to recent postings (within a week). If something feels off, trust your instincts. If scammed, act fast: report to the job board (LinkedIn, Indeed), notify the FTC or local labor department, change passwords, monitor accounts, and contact payment providers if money was sent. Staying alert protects you from fraudulent opportunities. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's episode of the From Dorms to Desks Podcast, we tackle the mystery of why your resume seems to vanish into a black hole after you apply for jobs online. That black hole has a name: the Applicant Tracking System, or ATS. In this practical episode, we break down exactly what ATS software is and why it's a critical gatekeeper for early-career job seekers, affecting whether a human ever even sees your application. You might be applying to jobs and wondering why you never hear back, even if you meet the qualifications; the software is often the reason. An ATS is a powerful piece of software used by nearly all large employers and many smaller ones to manage the hiring process, from posting jobs to scheduling interviews. However, these systems do more than just track candidates; many now use artificial intelligence or algorithmic logic to evaluate resumes, deciding which ones rise to the top and which sink to the bottom. When you apply, the ATS parses your resume, extracting key data like job titles, skills, and education, and then compares them against the job posting requirements, often assigning you a score. Recruiters typically see the highest-ranked candidates first, and in high-volume roles, they may never even look at resumes buried at the bottom of the list. This means that if the ATS scores your resume poorly, you are effectively rejected by the software before a human ever has a chance to consider you, even if you don't receive an explicit rejection email. The impact of ATS goes beyond just individual job searches; its decision-making capabilities have even led to legal challenges, such as the Mobley v. Workday lawsuit. This case alleges that ATS platforms are functionally acting as staffing companies by making hiring decisions, raising questions about potential liability under anti-discrimination laws if their algorithms disproportionately disadvantage certain groups. The outcome of such cases could significantly reshape how these tools are designed and used, potentially even forcing greater transparency in their scoring algorithms. While navigating these invisible filters can feel overwhelming, there are clear steps you can take to increase your chances of getting past the machine and into the human part of the hiring process. Always tailor your resume to each specific job description, incorporating the exact phrases and keywords used in the posting. Be sure to list your relevant skills, certifications, and job titles using language that matches what the ATS expects. It's also crucial to avoid complex graphics, tables, or non-standard formatting that can confuse resume parsers. Finally, remember not to rely solely on online applications; whenever possible, try to secure a referral or reach out to someone within the company to help flag your application. By understanding how to "write a love letter to a robot" and ensure it doesn't get deleted on sight, you can significantly improve your odds, because right now, if the software doesn't like your resume, it effectively decides your fate. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's episode of From Dorms to Desks, our cohosts dive into one of the most frustrating job market experiences: ghosting. As they put it, "You clicked apply and waited. And waited. And… nothing. Ghosted again." Sometimes it’s not personal—your résumé may be the culprit—but often the silence comes from recruiters and hiring managers themselves. Candidate ghosting—when recruiters cease all communication without explanation—is widespread and demoralizing. It’s especially maddening when recruiters initially express enthusiasm, only to vanish after candidates invest in interviews or projects. Job seekers are left in limbo, often branding recruiters as “time wasters” or worse. Recruiters cite many reasons. Some juggle thousands of applicants and claim it’s “not a good use of time” to respond. Others blame indecisive or uncommunicative hiring managers. Some avoid delivering bad news, worry about hostile reactions, or hide behind no-reply emails triggered by applicant tracking systems. Others keep candidates “warm” as backup options, or are told explicitly by managers not to reject candidates. Antiquated systems, agency profit models, and even laziness all play a role. The impact extends beyond individuals. Ghosting damages employer brands, drives candidates to ghost recruiters in return, and feeds perceptions that “ghost jobs” are posted without intent to hire. The practice erodes trust in recruiting as a profession. Despite the excuses, most agree ghosting is unprofessional and avoidable. Simple solutions exist: automated rejection emails, upgraded tracking systems with candidate portals, and a stronger emphasis on accountability. Some point out GDPR obligations to inform candidates about their data, arguing silence may even breach compliance. Others suggest recruiters should push back on hiring managers for clearer processes. Ironically, when recruiters are ghosted themselves in job searches, they often gain empathy. For candidates, the episode explores small changes to make résumés stand out and applications harder to ignore. General strategies include following up when communication stalls, but also moving on quickly if silence persists. Setting expectations for updates during interviews can help, but ultimately the healthiest approach is not dwelling on ghosting—keep applying until an offer is in hand. Learn more about your ad choices. Visit megaphone.fm/adchoices

When you’re early in your career, it can feel like you’re shouting into a crowded room, hoping someone will hear your voice above the noise. The reality is that most employers are looking for potential more than polish. They don’t expect you to have years of experience, but they do want to see that you’ve taken ownership of your path so far and are ready to learn. That means making sure your resume, cover letter, and application are sharp, tailored, and free from the kind of errors that scream, “I rushed this!” Every job you apply to deserves a few extra minutes of customization. Use the job description as a cheat sheet. Match your language to theirs—if they want someone with “strong communication skills,” don’t just say you’re a good communicator. Point to a time when you led a group project or presented your research in front of a class. Don’t underestimate the power of storytelling. Interviews aren’t interrogations—they’re conversations. Employers want to understand what makes you tick, how you handle challenges, and how you might fit into their culture. When they ask about your strengths or weaknesses, don’t rattle off a list. Give them a story. Maybe you struggled with time management during your sophomore year, so you built a system with calendar reminders and task batching. That’s not just a weakness—it’s a problem you solved. That tells them you’re self-aware, coachable, and serious about improvement. And yes, enthusiasm matters. No one wants to hire someone who’s just looking to fill space between graduation and something better. Employers love candidates who show genuine interest in the company, who’ve done a little homework, and who can explain why this particular role is exciting to them. It’s okay if you’re still figuring things out—most of us are—but show them you care enough to try. Ask thoughtful questions. Engage. Be curious. That’s how you stand out. Oh, another thing: keep in mind that rejection isn’t always about you. It might be timing, budget, or someone else having just a bit more experience. If you’ve applied for even several jobs, chances are that you felt that you were very well-qualified for at least one. If so, there’s also a very good chance that you were disappointed or even worse when you weren’t hired, and confused about why you weren’t hired. Weren’t you the right candidate applying to the right job at the right time? But consider the same issue from the perspective of the employer: chances are that they received applications from multiple candidates who were all well-qualified and could only hire one. If you were them, wouldn’t you want to hire the one who had the least chance of failing and the greatest chance of succeeding? Of course. So, when you next apply, do whatever you can to maximize the likelihood that the employer looks at you that way. The more you can convince them that you’re a low risk candidate, the more likely it is that you’ll be hired. Don’t let a “no” stop your momentum. Treat every application and interview as practice for the next one. Each time, you’ll get sharper, more confident, and better at telling your story. That’s the long game, and that’s how early-career professionals start landing roles that change their lives. Learn more about your ad choices. Visit megaphone.fm/adchoices

Finding an internship or co-op role can feel like a huge hurdle, especially when you don't have prior work experience to put on your resume. These positions are highly competitive, with many students vying for the same opportunities. Standing out from the crowd is absolutely crucial. A co-op is essentially a blend of classroom learning and hands-on work, while an internship is an exchange where you gain experience in return for your services, which is why many are unpaid. One of the major advantages of pursuing a co-op or internship is the exposure they provide. Beyond gaining a competitive edge for future career steps, these roles can be incredibly valuable in helping you discover your true interests and preferred work environments. If you're unsure about your career path, getting practical experience can illuminate what you enjoy and what you don't. So, how do you get noticed for these roles when you feel like your resume is bare? The article emphasizes starting with what you do have: your education. Highlighting academic achievements is important. But it doesn't stop there. Think about any relevant experience you've gained through student competitions, clubs, sports teams, or other activities. Including these on your resume helps demonstrate initiative and skills to hiring managers. Letters of recommendation can also make a significant difference. While they don't replace a strong resume, having a letter from a professional who can personally vouch for your capabilities and character can go a long way in adding credibility to your application. It adds another layer of support to the strengths you've highlighted on your resume. Don't underestimate the power of volunteering and networking either. Volunteering demonstrates reliability and capability, which adds value to your profile when applying for these positions. Similarly, building connections within your desired industry through networking is vital. Staying in touch with these contacts can create advocates who might help open doors for you down the line. Ultimately, securing an internship or co-op when you have no experience often comes down to your personal attributes and how well you present yourself. You need to make a memorable impression on hiring managers and effectively "sell" them on why you are the right fit. Conveying your genuine excitement, passion, and enthusiasm for the specific role and the industry is key. Sharing your professional goals can also help demonstrate your commitment and potential. Putting yourself out there in every possible way is the fundamental principle behind standing out in the competitive landscape for internships and co-ops. While finding the right opportunity may take effort, gaining this kind of experience early on will be incredibly valuable in advancing your career in the long run. It's about leveraging everything you can to show your potential. Learn more about your ad choices. Visit megaphone.fm/adchoices

It's clear the power dynamics have shifted significantly in the last year, moving firmly into the hands of the talent themselves. Today's workers aren't just looking for a job; they're seeking roles that align with their needs and expectations, and they feel empowered to demand more from employers. This elevated confidence is palpable, with a notable portion of job seekers believing it's easier to find a job now than before. This sentiment translates into action: nearly half of all surveyed workers are actively looking for a new job or planning to do so in the coming year. Perhaps most striking is the fact that almost one in three workers feel comfortable quitting their current job without having another one lined up. This willingness to walk away underscores the current labor market's tightness and job seekers' conviction that other opportunities exist. Money, unsurprisingly, remains a major motivator. A significant portion of workers believe they could earn more simply by switching jobs right now. However, it's not just about the initial salary. The report highlights that compensation is the top factor for actively looking for a new job, and it was the most significant factor for workers who left a job in the past year. Fair pay isn't just a benefit; it's a foundational expectation, and employers falling short risk increased turnover. Beyond compensation, other factors heavily influence job seekers' decisions. Growth opportunities, flexibility to work from home, work/life balance, and health benefits are all critical considerations for those seeking new roles. This reflects a broader desire for roles that support a holistic life, not just a paycheck. The data also reveals that poor work/life balance, poor company culture, and limited or no growth opportunities are major reasons for leaving a job, especially within the first 90 days. The importance of flexibility, particularly the ability to work remotely, cannot be overstated. A significant percentage of workers are willing to accept a lower salary in exchange for remote work, and a substantial number state their ideal setup is 100% remote. Remote work is a crucial factor in deciding whether to accept or reject a job offer for many, with a notable portion even declining offers that require full-time on-site presence. For many, especially certain demographic groups, remote work offers tangible benefits beyond convenience, such as a greater sense of belonging. Learning and development opportunities also play a role in retaining talent. While about half of workers reported not being offered increased learning opportunities in the past year, those who have learned new skills or reskilled demonstrate a commitment to adaptability. Offering such opportunities, from tuition reimbursement to mentoring, helps workers build new skills and can enhance current abilities, aligning with a job seeker's desire for growth. Company culture continues to be a cornerstone of job satisfaction and retention. Job seekers want employers to have an active voice in social justice conversations and are willing to turn down offers if a company lacks diversity or clear diversity goals. Importantly, workers are quick to assess culture fit, with most believing it takes less than a month to determine if a new organization is the right cultural fit. A mismatch in culture is a significant reason workers would leave a new job. Even in remote environments, most workers believe company culture is just as important as ever. Finally, benefits and perks remain essential to attracting and retaining talent. Workers expect core offerings like healthcare, 401k plans, and paid family leave—but increasingly prioritize mental health resources as well. Yet, access to mental health benefits has declined, even as stress and burnout rise due to understaffing and heavier workloads. Employers must reassess whether their benefits truly support employee well-being in today’s labor market. Learn more about your ad choices. Visit megaphone.fm/adchoices

The dynamics of finding quality talent are undergoing significant changes in the hiring market. As we navigate this new decade, shifts in job seeking, hiring, and overall employment habits are becoming increasingly evident, making awareness of the current market state crucial for future success. Understanding the habits and expectations of younger generations entering the workforce is paramount for employers seeking to find great new talent. Looking at the hiring process itself, employers report it takes about 27 days on average. Notably, younger candidates are strongly inclined towards digital methods. For instance, 29% of Millennials and 46% of Gen Z use mobile devices to apply for jobs. This preference for digital goes further, with 54% of Gen Z indicating they will not complete an application if the methods seem outdated. They desire a streamlined, efficient digital process, ideally one they can manage entirely from home throughout the hiring exercise. However, this preference for ease doesn't mean these younger job seekers are less selective about opportunities or willing to lower their employment expectations. When it comes to how Gen Z finds potential jobs, they rely on a variety of sources. Referrals are the most trusted source, cited by 62%, followed closely by job boards at 56%. Company websites and career centers are also highly trusted, each selected by 55%, while hiring events are trusted by 51%. This highlights the importance of diverse recruitment channels to reach this demographic effectively. A significant portion of the broader workforce, 40%, is considering leaving their current employer this year. This trend is expected to prompt companies to bring more young individuals into the workforce. For these Gen Z hires, finding appropriate employment is critical. The data suggests a strong link between a first job matching one's education level and remaining appropriately employed years later; 87% whose first job matched their education were still appropriately employed 5 years on, and 91% of those appropriately employed at 5 years maintained that status at 10 years. Financial expectations are also a key factor for recent graduates. Among Millennial graduates, 41% expect to earn between $60,000 and $85,000 in their first year of work, and a substantial 70% expect to make $60,000 or more. These figures highlight the compensation expectations employers need to be aware of when hiring early-career talent. Employment longevity expectations differ between generations as well. More than half of Gen Z employees (55%) and a significant minority of Millennials (38%) expect to work for their current employer for less than three years. Conversely, only 25% of Gen Z and 39% of Millennials expect to stay with their current company for five years or more. This suggests a higher propensity for shorter tenures among younger workers compared to previous generations. As the job market continues to evolve, skilled young individuals early in their careers are actively seeking employment that aligns with their educational background and skill sets. They are looking for competitive benefits and compensation from the outset. These job seekers are also likely to transition between positions as a means of advancing their careers, rather than necessarily staying with one company for an extended period. This dynamic requires employers to adapt their recruitment and retention strategies to meet the expectations of this new generation of talent. Learn more about your ad choices. Visit megaphone.fm/adchoices

Early in your career, you’ve likely applied to jobs, met the requirements, and heard nothing back. No response. No rejection. The reason might be software—not a person. Enter the Applicant Tracking System (ATS) Most companies with 1,000+ employees—and many smaller ones—use an ATS. The bigger the brand, the more likely your resume hits software before a person. ATS platforms don’t just organize applications—they screen, rank, and often decide who gets seen, using AI or rule-based filters to sort candidates before any human is involved. Popular ATS Platforms: Workday Recruiting iCIMS Talent Cloud Oracle Taleo SAP SuccessFactors Greenhouse SmartRecruiters Lever Odds are, if you clicked "Apply" at a major company, your resume was parsed and scored by one of these before a recruiter ever opened their dashboard. Ranking: The Invisible Interview You apply. The ATS extracts titles, employers, skills, and education from your resume. Then it compares that data against the job description. Some tools rely on keyword matching. Others use machine learning to assess "fit." Then it assigns you a score. You don’t see the score. Recruiters do. Tier 1: Great match Tier 2: Could work Tier 3: Probably not In high-volume roles, recruiters often stop at the top ranks. The rest? Never reviewed. Your resume didn’t get rejected. It got buried. Is That a Rejection? Not technically. But if no human ever saw your application because a machine deprioritized it, then for all practical purposes, yes—it’s a rejection. But Don’t Recruiters Reject Candidates? They do. But in most roles, they don’t have time to dig through every applicant. ATS platforms use knockout questions—“Are you authorized to work in this country?” “Do you have X certification?”—that can trigger an auto-rejection. But most early-career applicants aren’t failing those. They’re just ranked too low. The recruiter checks the top 10 or 20 resumes and moves on. The rest get a generic rejection weeks later—even though no one ever read them. Effectively Rejected = Practically Rejected If your resume never surfaces due to a low ATS score, the software decided your fate—not because you lacked potential, but because you didn’t speak its language. Wrong phrasing? No keywords? Nonstandard formatting? You're out. Mobley v. Workday: A Lawsuit with Teeth In 2023, Julian Mobley filed a lawsuit against Workday. He’s Black and alleges that after applying to hundreds of jobs using Workday’s ATS, he was functionally rejected—repeatedly—before any human review. His legal team argues that Workday’s ATS isn’t just a tool—it functions as a staffing agency. And staffing firms are subject to anti-discrimination laws. If the software filters people out based on criteria that lead to racially biased outcomes—even unintentionally—it may be liable. Workday denies wrongdoing, claiming their software is just one part of a broader process. But the lawsuit reframes the conversation: if the ATS controls who gets seen, it’s more than software. It’s an actor. And if it filters candidates disproportionately, that’s a civil rights issue. The Stakes If courts side with Mobley, it could change the hiring landscape: – Required transparency around scoring algorithms – Legal accountability for discriminatory filtering – Pressure on employers to audit how tech shapes decisions What You Can Do The system is flawed, but not unbeatable. Tailor your resume to match each job description. Use the employer's language for skills and titles. Avoid tables, columns, or graphics. They break parsing. Don’t rely solely on online applications. Find a referral. Flag your name. None of this guarantees success. But it increases your odds of making it past the machine—and into the human conversation. Because right now? If the system doesn’t like your resume, no one sees it. No one considers it. No one calls you back. The ATS didn’t just track your application. It made the first—and most critical—decision. Learn more about your ad choices. Visit megaphone.fm/adchoices

The world of work is transforming before our eyes, and if you're a student, recent graduate, or just starting out in your career, it's natural to feel a mix of anticipation and perhaps a little uncertainty about what the future holds. The choices you're making right now about your education and early job experiences are incredibly important. Fortunately, major reports like the World Economic Forum's Future of Jobs Report 2025 offer valuable insights into where the global job market is headed. By understanding these trends, you can make more informed decisions and position yourself for success. Several powerful forces are collectively reshaping the job landscape. Technological advancements, particularly in artificial intelligence (AI), automation, and digital connectivity, are arguably the most dominant driver. AI and information processing breakthroughs are accelerating this shift, leading to both rapid job growth in tech fields and significant declines in roles that involve routine tasks. While AI is likely to augment many professional jobs, it's making many clerical and repetitive jobs obsolete. Economic shifts, including high inflation, rising costs of living, and slower global growth, also play a role, potentially leading to job losses in some areas but spurring demand for roles that improve efficiency, like AI specialists and supply chain experts. Geoeconomic fragmentation, with shifting trade policies, boosts the need for security and cybersecurity professionals. Demographic changes are fundamentally altering labor markets worldwide. In many developed countries, aging populations mean greater demand for healthcare and caregiving jobs. An older workforce might also necessitate automation where labor is scarce. Conversely, younger, expanding workforces in emerging economies fuel demand for education jobs and entry-level positions. The climate crisis is another major force, driving investment in renewable energy, electric vehicles, and sustainable practices, creating new careers in the green economy like Renewable Energy Engineers and Sustainability Experts. These trends don't happen in isolation; they overlap and interact, creating a dynamic and sometimes unpredictable environment, with a significant percentage of jobs globally predicted to change by 2030. When we look closer at specific occupations, we see a clear divergence. On a percentage basis, the fastest-growing jobs are heavily tech-focused, including Big Data Specialists, AI and Machine Learning Specialists, and Software Developers. Cybersecurity roles are also booming due to increasing digital risks. Parallel to this, the green transition is fueling rapid growth in roles like Electric Vehicle Specialists and Renewable Energy Engineers. But looking at the sheer number of jobs being added, the picture is different. The biggest gains are expected in foundational service roles and those meeting basic societal needs, such as farmworkers, delivery drivers, construction workers, and notably, roles in the care economy like Nursing Professionals and Personal Care Aides, and education jobs like teachers. Essentially, the job market is seeing rapid percentage growth in high-tech niches and massive absolute growth in essential service sectors. On the other side of the coin, many traditional jobs are shrinking due to automation and changing business models. Clerical and administrative support roles face the steepest declines. Occupations like Cashiers, Bank Tellers, Data Entry Clerks, and Administrative Secretaries are expected to see the largest absolute job losses globally. Digitalization and AI are the primary drivers here, as online services and software handle tasks previously done by humans. Manual jobs susceptible to automation, such as some factory and assembly-line positions, are also declining. Even some professional roles, like Accountants and Auditors, are noted as potentially shrinking as software takes over more routine work. While these jobs won't disappear entirely overnight, they offer diminishing prospects for new entrants, who should be cautious about building careers in these fields. This evolving job market requires an equally evolving skill set. It's estimated that a significant portion of the core skills needed in the workforce will change in the coming years. Not surprisingly, tech literacy and digital skills are paramount, with AI and Big Data skills being particularly sought after. Even if you're not in a tech role, understanding how to work alongside digital tools is crucial. Beyond technical skills, employers highly value uniquely human abilities. Analytical thinking and innovation, the ability to solve complex problems and think creatively, are in high demand. Resilience, flexibility, and adaptability are essential for navigating constant change. Leadership and social influence, along with communication and collaboration, become more important as automation handles routine tasks. Finally, curiosity and a commitment to lifelong learning are highlighted as critical skills, as workers will need to continuously update their abilities. Given these trends, how should you align your education and career plans? Embracing STEM and digital fields like Computer Science, Data Science, or Cybersecurity is a strong strategy for many high-growth roles. However, technical literacy is valuable regardless of your major; consider minors or certificates in coding or data analysis to complement other fields. Don't overlook healthcare and life sciences; with aging populations, roles like nurses and medical technologists are in high demand globally. Riding the green wave means considering majors in Environmental Science, Renewable Energy Engineering, or related trade programs like solar installation, which are booming. Consider emerging and interdisciplinary fields like Business Analytics or Human-Computer Interaction that combine multiple skill sets for future-forward careers. Remember that a four-year degree isn't the only path. Skilled trades and technical vocations like electricians or HVAC technicians are in demand, often offering stable careers, and are increasingly incorporating digital technology. The key is to match your education path to growing sectors like tech, healthcare, green industries, and skilled trades, while also factoring in your personal strengths and interests. Many fields have future-oriented roles if you know where to look. Beyond your formal education, focus on building a versatile skill set that blends technical expertise with strong human skills. Cultivate transferable skills like communication, project management, and data analysis that are valuable in almost any role. Consider stacking credentials through certifications or online courses to keep your skills current and demonstrate a commitment to learning. In the future job market, employers will care significantly about what you can do, so focus on skills-based hiring by building projects, portfolios, or gaining experience through internships or volunteering. Finally, future-proofing your career is an ongoing process. Adopt a mindset of continuous learning; your first degree is just the beginning. Stay informed about trends in your industry through news, professional groups, and networking. Cultivate adaptability and resilience – be prepared for change and view it as an opportunity. Leverage mentors and networking to gain insights and identify opportunities. Be open to lateral moves or new experiences that broaden your skillset. Prioritize roles that offer significant skill development, even if they aren't the highest paying initially. Most importantly, remain flexible and positive. The future of work holds immense opportunity for those willing to learn, adapt, and proactively shape their path. Learn more about your ad choices. Visit megaphone.fm/adchoices

Online pre-employment assessments have become a foundational element in modern hiring, with over half of organizations incorporating them into their processes. Employers are increasingly asking candidates to complete tests – everything from coding challenges to personality questionnaires – to verify skills and qualities that might not be evident solely from a résumé. These tools are seen as a way to provide a more objective, data-driven method to identify qualified talent, sometimes allowing companies to give opportunities to candidates without traditional credentials who can nonetheless demonstrate their abilities. These assessments come in various forms. Technical skills assessments, including work samples and job simulations, aim to confirm hands-on abilities claimed on a résumé, asking candidates to perform job-like tasks. Cognitive ability tests, measuring general mental skills like reasoning and problem-solving, are widely used because research shows they are a strong predictor of job performance. Personality and psychometric tests delve into behavioral traits and work styles, helping gauge cultural fit and identifying characteristics like conscientiousness or teamwork preference. Beyond these, there are also situational judgment tests, job knowledge tests, and innovative gamified assessments designed to evaluate candidates in engaging ways. When designed correctly and validated, these tools promise benefits such as improving the quality of hire, increasing efficiency in screening, and potentially boosting diversity by reducing bias. Many HR professionals now view assessment scores as as important or more important than traditional criteria like education or experience. However, the widespread use of online assessments has coincided with increased attempts to game them. The rise of generative AI, particularly tools like ChatGPT, has drastically changed the landscape of cheating. These AI programs can quickly solve coding problems, generate written answers, and provide information that candidates might use to gain an unfair advantage, raising significant concerns that the assessments are no longer measuring the candidate's own abilities. Real-world anecdotes, such as hiring managers receiving identical, obviously AI-generated incorrect answers from multiple candidates or AI providing flawless solutions in live coding experiments, underscore the reality and scale of AI-assisted cheating. There are several reasons why candidates are turning to AI for help. The intense competitive pressure in the job market can lead some to feel desperate for any edge. A significant factor is often a lack of confidence or imposter syndrome, pushing candidates to use AI as a crutch even if they might be capable on their own. Frustration with hiring processes that candidates perceive as unfair, irrelevant, or overly difficult also plays a role, leading some to rationalize using AI as merely navigating a flawed system. Crucially, the sheer ease and accessibility of powerful AI tools have dramatically lowered the barrier to attempting to cheat. This widespread AI use presents a serious threat to the integrity of hiring. It can erode trust in assessment results, potentially leading to hiring individuals who cannot perform the required tasks despite high test scores. Such bad hires are costly in terms of time and resources. It might also push companies toward more burdensome evaluation methods, like a return to extensive in-person or highly proctored exams, which are inconvenient for everyone involved. Furthermore, there's a security risk if candidates paste proprietary assessment content into public AI models. Fortunately, employers are actively developing and implementing strategies to combat AI-assisted cheating. A primary approach is smarter test design. This involves creating unique or adaptive questions that are difficult for standard AI to answer correctly, using dynamic or open-ended tasks requiring human reasoning or explanation, incorporating elements that are challenging for text-based AI like game-based puzzles or visual interpretation, and designing questions where the process or rationale is more important than a single right answer. Assessments like personality tests, which lack clear "right" answers, are also less susceptible to straightforward AI gaming. Another crucial strategy involves enhanced proctoring and AI-detection technologies. This includes using automated proctoring software that monitors candidates via webcam and locks down browsers, looking for suspicious behavior. Employers are also deploying plagiarism and AI output detection tools to scan submitted code or text for signs of machine generation or matches to known AI outputs. Human monitoring through live proctoring or auditing by comparing assessment results with interview performance helps verify consistency. Explicitly stating policies against AI use and requiring candidate attestation can also act as a deterrent. Beyond test design and proctoring, employers are exploring alternative evaluation methods that are inherently harder for AI to game. This means supplementing or reducing reliance on easily cheatable tests by emphasizing structured interviews, live problem-solving exercises, or take-home project-based assessments where candidates must present and defend their work. Looking at holistic signals like portfolios, contributions to open-source projects, detailed reference checks, or even trial periods can offer a more complete picture of a candidate's actual abilities. Some forward-thinking companies are even considering ways to allow AI use in specific contexts to assess how candidates responsibly leverage tools, though this requires careful design to distinguish between assistance and outright cheating. Ultimately, maintaining a fair and effective hiring process benefits everyone. While AI presents significant new challenges, employers can continue to utilize online assessments by combining thoughtful design, robust security measures, and diverse evaluation methods. The goal remains to identify and hire candidates based on their true abilities and fit, not their capacity to exploit technology. In this evolving landscape, the essential human elements – judgment, integrity, and adaptability – remain key to successful hiring decisions. Learn more about your ad choices. Visit megaphone.fm/adchoices

We spend a lot of time talking about finding the right fit – both for candidates landing that first great job and for employers building their teams. And part of finding that right fit is, of course, the interview process. Now, interviews can be nerve-wracking enough on their own, filled with expected questions about your skills, experience, and career goals. But then there are those questions. The ones that make you scratch your head, wonder if you heard correctly, or frankly, question the interviewer's sanity. We're talking about the "crazy," the "illegal," the "waste of time," and the downright idiotic questions that some folks unfortunately encounter. Our friend, Stephen O’Donnell, the Chief Growth Officer of TAtech and founder of the United Kingdom’s National Online Recruitment Awards (NORAs), knows a thing or two about the hiring world, and he recently put together a brilliant piece. It's a parody, mind you, of some of the seemingly inane questions that some employers ask. The supposed reason behind these questions is to gain more insight into a candidate's character, but often, they just fall flat. And let me tell you, Stephen is hilarious, and so are his questions! He compiled 65 questions that are so off-the-wall, they highlight just how silly things can get when interviewers aren't focused on what truly matters for the job. He wrote this article specifically as a parody of these types of questions. We're talking about questions like, "Would you rather have a hand made out of toast or a finger that dispenses jam?" or the truly existential "What is the meaning of life?". Some are just bizarrely personal, like "As you lay dying, which celebrity would you want to stroke your hair?". Others feel like they belong in a casual chat amongst friends, not a professional evaluation, such as "Which animals have you been bitten by?" or "What crimes have you got away with?". Stephen's list even delves into hypothetical superpowers, pop culture preferences like favorite Muppets or members of Girls Aloud, whether you've ever seen a ghost, or what you believe about conspiracy theories. The intention behind some strange interview questions is often said to be gaining "more insight to the character of a candidate". But frankly, asking if you can play an instrument, juggle, or ride a unicycle is probably not the most effective way to figure out if someone can do the job you need them to do. Similarly, knowing your favorite childhood chocolate bar or your regular order at Nando’s tells an employer absolutely nothing about your problem-solving skills or your ability to collaborate. While Stephen’s list is meant for laughs, it serves a purpose. It’s a reminder: not all interviews are created equal. Some veer far from assessing capability. The best interviews focus on behavior, scenarios, and relevant experience—not whether you believe the world revolves around you or what you'd do if a serial killer kills another serial killer. For College Recruiter users, this list is a heads-up. Strange questions happen. Know what’s inappropriate or illegal—many of Stephen’s examples cross that line. For employers, this parody is a warning. Are your questions helping you hire, or just making things awkward—or worse, litigious? Rethink what you’re asking. Stephen O’Donnell’s list is satire with teeth. It’s funny, yes. But it also shows how ineffective or inappropriate interview questions derail the hiring process. Let’s do better. Learn more about your ad choices. Visit megaphone.fm/adchoices