Épisodes

  • How to spot a fake job posting ad

    How to spot a fake job posting ad
    Sep 2 2025
    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
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    45 min
  • How to overcome the black hole of applicant tracking systems

    How to overcome the black hole of applicant tracking systems
    Aug 26 2025
    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
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    27 min
  • Why You’re Ghosted (and How to Fix It)

    Why You’re Ghosted (and How to Fix It)
    Aug 19 2025
    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
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    37 min
  • How to stand out when applying and interviewing for jobs

    How to stand out when applying and interviewing for jobs
    Aug 12 2025
    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
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    13 min
  • How do I find an internship when I have no work experience?

    How do I find an internship when I have no work experience?
    Aug 5 2025
    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
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    10 min
  • What today's early career job seekers want

    What today's early career job seekers want
    Jul 29 2025
    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
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    12 min
  • How early career hiring is massively changing

    How early career hiring is massively changing
    Jul 22 2025
    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
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    12 min
  • Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers

    Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers
    Jul 15 2025
    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
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    21 min