Evolving data privacy and security risks along with ethical concerns have pushed AI literacy and basic data privacy fluency into every function of the workplace. Many companies are now screening all candidates on their ability to handle AI tools responsibly. The days when data privacy was solely IT’s problem are over. 

Companies also want to know that the people they’re employing are future ready. For companies with low churn rates, it’s especially important to invest in someone who shows an interest and ability to master an ever-evolving roster of tools to improve productivity in their role or function.

As a prospective candidate for a job, expect to be asked about data handling, your understanding of AI’s limitations and the ability to spot potential ethical issues before they become problems. As a marketing, sales and creative AI trainer and AI consultant, I regularly work with recruiters and executives to create future-ready hiring processes for non-technical roles. These questions regularly make it into the hiring process, so be prepared to answer them. 

“What is your level of AI fluency?”

This seemingly straightforward question is actually a test of your business judgment. Hiring managers don’t need you to explain large language models or neural networks. They want to know if you can meaningfully contribute to their AI initiatives from day one.

The trick is showing progression in your AI journey. Maybe you started using AI to streamline email responses, then graduated to more complex applications like data analysis or content creation. Whatever your path, frame it as a thoughtful evolution rather than a scattershot approach to the latest tech trends.

Talk about your increasingly advanced applications of projects, and tie your use of tools to financial or productivity gains if you can. For example, if a task that used to take you three days now takes you six hours, that’s going to be a meaningful win for a prospective employer.

“How do you measure AI effectiveness?”

Are you using AI because it’s trendy, or because it actually improves business outcomes? Do you know whether using AI is a lost cause or if it’s producing measurable results in the business?

Skip the vague efficiency claims. Instead, share specific examples where AI measurably improved your work. Explain how the process used to work before in brief, what changes the team made once they started using AI, and how it improved productivity, boosted revenue, halved customer resolution time, etc.

“How do you teach others to use AI effectively?”

Companies need people who can help their colleagues adopt new technologies without feeling overwhelmed. This question shows whether you can translate complex concepts into practical applications.

Share your teaching philosophy and back it up with results. If you taught your department how to use a specific AI tool, talk about your methods for teaching. Explain how you help others grasp the tools and how you help them troubleshoot and reach fluency.

“What AI tools do you rely on most?”

This question separates the amateurs from the professionals. While anyone can name-drop ChatGPT, employers want to hear about enterprise-grade solutions and thoughtful implementation.

Focus on business-appropriate tools and how you use them strategically. Demonstrate you understand the difference between consumer and enterprise AI and industry-specific tools. If you can turn them onto a new tool and why you like it, that will go a long way.

“How do you verify AI’s accuracy?”

Behind this question lurks every executive’s nightmare: AI-generated mistakes making their way into client presentations or public materials. Companies need people who can catch errors before they become problems by utilizing strong editing and fact-checking procedures.

Outline your verification system. Maybe you cross-reference AI outputs against primary sources, or you’ve developed a checklist for spotting common AI mistakes. The key to doing a great job on this question is showing you never take AI outputs at face value. Don’t be the person who lets fake statistics or quotes end up in the public sphere.

“How do you stay updated on AI developments?”

This question isn’t about proving you’re a tech enthusiast. Companies want to know if you can separate genuine innovations from hype and whether you stay current with new developments in the field.

Skip the jargon and focus on practical learning. You can use the rule of three: If you hear about the same tool from three different sources—for example, a LinkedIn post, conversation with a coworker, and Product Hunt—then it’s worth further exploration. Name-drop publications like Tech Crunch that cover technology developments and industry blogs and publications with regular AI coverage.

“How do you decide whether or not to use AI?”

Companies have been burned by both over-eager AI adoption and stubborn resistance to change. They need people who can strike a balance and make good judgment calls about what’s best in a human’s hands and where a tool can help make processes more efficient and consumer-friendly.

Share your decision-making framework, making sure to touch on the issue of data privacy and quality of output. A small and insignificant task won’t be that impressive, but if you use it to do a first draft of a sales page or to run sophisticated data analysis—after pruning the data to remove sensitive or confidential info, you’ll show the interviewer that you know how to exercise good judgment.

“How do you handle sensitive data with AI tools?”

When interviewers ask this question, they’re really asking if they can trust you with their data and company IP. This question isn’t about data as much as it is about trust. Can the company trust you not to be the person who accidentally pastes their confidential financial projections into ChatGPT?

Most employees have to go through some sort of mandatory security training, as an employer needs to know you won’t be the culprit behind a major company breach of confidential or sensitive info. Smart candidates acknowledge both the power and the risks of AI tools. 

The strongest answers demonstrate both awareness and action. Explain your personal system for protecting sensitive information. Talk about your personal guardrails: maybe you maintain separate workflows for public and private information, strip spreadsheets of confidential information before inputting them into a tool, or have a specific process for verifying AI outputs before sharing them. Whatever your approach, make it clear that data privacy is built into how you work. Companies want to see that you can spot risks before they become problems.

As AI continues reshaping the workplace, your ability to thoughtfully engage with these tools could make the difference in landing your next role. The key to acing these questions is showing mature discernment about when and how to use AI tools. Companies want employees who can leverage AI’s benefits while protecting against its risks. These questions reveal how you think about technology, solve problems and balance innovation with responsibility. Your answers should demonstrate AI literacy alongside business acumen and professional judgment.

Photo by insta_photos/Shutterstock.com

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Work smarter and faster with Zoom’s latest agentic AI tools

Zoom’s new agentic AI tools will be seamlessly integrated across its platform, enhancing Zoom Meetings, Team Chat, Docs and Whiteboards with intelligent features. Designed to support your entire workday, these agentic AI capabilities are expected to autonomously manage tasks once trained to understand your workflow. 

New agentic skills include managing calendars for efficient scheduling, generating clips for content creation and assisting in writing for document drafting.

One of the standout features in the upcoming update is the agentic AI’s new summary tool, designed to reduce the need for extensive note-taking and lengthy post-meeting debriefs. The software’s advanced AI voice recorder will listen to meetings, providing summaries, transcriptions and key insights. Coming in May, the new Live Notes feature will deliver these capabilities in real time, helping you stay aligned with the discussion. Think of it as a live checklist that tracks what’s been covered and what still needs to be addressed. 

New $12/month Custom AI Companion brings digital avatars to Zoom

The platform is also rolling out its $12/month Custom AI Companion add-on in April. With it comes access to Zoom’s custom avatar feature—a digital version of you that can deliver messages and updates to your team. 

“AI Companion is evolving from a personal assistant to being truly agentic, which signals a major leap forward in how AI can enhance productivity and collaboration at work,” says Smita Hashim, chief product officer at Zoom. 

“We’ve focused on investing in AI technology long before the rise of ChatGPT. We knew our customers could experience unparalleled productivity from an AI solution built directly into the Zoom platform,” she added on the Zoom blog. 

Zoom’s AI agents can help deliver instant customer service support

Zoom will also integrate its agentic AI technology into its business services with a new AI agent that specifically enhances customer support tasks. This tool provides empathetic interactions and tackles more than just routine questions. Zoom says the AI can operate without human intervention, but if intervention is needed, the agent can seamlessly transfer the case to a human representative. 

This agentic AI feature isn’t just for businesses and is designed to support consumers just as much. By providing on-demand, real-time assistance, the AI can quickly resolve minor issues, saving you from waiting on phone lines or chasing down a representative. The virtual agent can operate in both audio and video chats and with AI-intent routing, the platform will provide the best agent for every specific inquiry. 

Agentic AI is not unique to Zoom, as many tech companies are leveraging its potential. Microsoft Teams now features Copilot agents, AI assistants that manage tasks and operate autonomously. Google Workspace integrates AI-driven tools like real-time content suggestions and auto-generated email drafts. Slack too has introduced similar AI features—agents can set up channels, engage in conversations and provide advice aligned with your professional goals.

Just this month, Reuters revealed that Amazon was considering a major push into agentic AI, with plans to establish a dedicated implementation group. Reuters reported the new group will be led by AWS executive Swami Sivasubramanian, according to an email from AWS CEO Matt Garman. “Agentic AI has the potential to be the next multi-billion business for AWS,” Garman wrote. 

Zoom’s latest AI Companion features are available at no extra cost for most Workplace users. Designed to adapt and improve over time, the AI becomes more intuitive the more you use it—streamlining tasks, enhancing collaboration and boosting productivity. But that’s not all. Zoom has big plans ahead, with powerful new tools being rolled out for clinicians, frontline workers and contact center teams, ensuring its AI continues to evolve to meet the demands of every industry. 

Photo by Kateryna Onyshchuk/Shutterstock

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One of the best ways to improve at something is by learning from someone who’s already done it. Mentorship can be a cheat code to accelerate growth, especially within an organization’s team—top performers can mentor others and thus create a high-performing workplace culture. 

Mentorship in corporate America is not new, and companies such as T-Mobile understand the importance of mentorship and use it to increase employee retention, as highlighted in a recent Fortune article. When the telecommunications company merged with Sprint in April 2020, human resources leaders from each organization knew it could be a chaotic transition. They decided to use mentorship as a way to help employees learn from each other and create a smoother merger, Cathy Nelson, senior manager of talent management at T-Mobile, told Fortune. The results from their mentorship program efforts provide an example for growth-focused organizations.

T-Mobile’s mentorship program is designed to allow early-stage employees to learn from employees with more experience. As told to Fortune, the company found that the mentorship participants were 26% more likely to change job levels in the previous 12 months. The program has fostered a success mindset and led to an increase in employee retention by 37%, according to Fortune’s reporting.

Here’s a look at successful organizational mentorship programs, how businesses can model mentorship within their company, examples of thriving organizations thanks to mentorship and advice from workplace culture experts. 

Mentorship creates high-performing teams and intrapreneurship

T-Mobile leadership knew mentorship was important, but what they didn’t expect was how the program would affect employee retention. Those who participated in the mentorship program had a 78% retention rate, while those who did not only had a 41% retention rate, as reported by Fortune. Mentorship played a key role in bringing together over 70,000 employees into cohesive teams, Nelson told Fortune.

Melanie Hall, a licensed clinical professional counselor, therapist and coach, says that one of the best reasons to create mentorship programs is to help boost confidence and encouragement for employees.

“It gives them good problem-solving skills,” Hall says. “It also helps them move up within the company. It gives them a middleman between the job that they’re doing and leadership. Most people want upward mobility. This often helps them with that upward mobility… and it helps them assimilate to the culture a little bit better as well.” 

T-Mobile isn’t the only organization that has leveraged the effectiveness of mentorship programs. As one of the world’s largest organizations, Google offers a variety of mentorship programs that help its teams immerse themselves in Google’s culture, learn and develop as team members.

Mentorship programs foster intrapreneurship, meaning career professionals think and act like an entrepreneur within their role at a company. Intrapreneurship creates a high-performing workplace culture as individuals take more responsibility for the success of an organization.

Tech giant Apple has a mentorship program called Diversity Network Associations, which has 67 employee-led chapters and 55,000 members worldwide. Amazon is another organization using mentorship programs to create high-performing teams and increase employee retention.

Mentorship programs foster an entrepreneurial mindset and intrapreneurship as employees work together to grow and create performance-focused teams. 

Leverage software to streamline mentorship

According to Fortune’s reporting, T-Mobile used Chronus software to manage its mentorship program. This technology allowed T-Mobile to bring people together virtually and make connections with mentors, Nelson told Fortune.

Much of what we do for work these days is online, and software makes it easier to create mentorship relationships that can work in any setting. You can use a range of software products for your organization without purchasing a software company. In recent years, Skool has become popular for creating communities—including mentorship programs. Other options include using the Chronus platform, Qooper, Together and a host of other available software. 

Nelson told Fortune that employees build profiles on the software, which can then match them with mentors throughout the company across various teams and departments. In the case of T-Mobile, roughly 7,000 employees have profiles on the mentorship software they use, and about 2,000 have used it to make mentoring connections.

Set clear goals and boundaries for your mentorship program

According to Gallup, U.S. employee engagement improved slightly in 2024, rising from 30% to 32% after hitting an 11-year low in the first quarter of 2024. Disengaged employees affect team performance and ultimately affect an organization’s bottom line. 

Mentorship programs effectively engage employees and give them the professional development tools they need to thrive in the workplace.

Your mentorship program will need clear goals for your organization and for employees to set. You’ll need to know what you hope to achieve from the program and be able to suggest goals for those participating in mentorship, as this may be their first experience with professional development. 

Your mentorship program will also need boundaries. You’ll want to ensure the level of involvement, access and contact between employees is safe and doesn’t feel like a burden. Boundaries also help combat employee disengagement. 

Deirdre Orr, an HR consultant and founder of Deirdre Orr Consulting, says that organizations should start with the end goal in mind and think outside the box with pairing.

“A lot of mentorship programs try to pair people together that are in like fields or like interests,” Orr says. “But what I encourage my clients to [do is] kind of think outside the box as well to provide developmental opportunities for people.”

She advises pairing up employees with different learning opportunities because it broadens their horizons and allows them to utilize other skill sets, gain experience in other roles and learn different ways of thinking about the organization and its growth.

“Another tip for a very successful mentorship program is aligning it with [the] company goals, initiatives [and] mission, because in order to get people to participate in [a] mentorship program, it really helps to kind of have something to back it to where they know that they’re influencing something or they’re adding value to… the organization,” Orr says.

Employee mentorship creates organizational growth

Shan Thomas, a business consultant, says employee mentorship is hugely important.

“No one really trains you on how to navigate corporate spaces, and corporate just works a little differently,” Thomas says. “You come straight out of school, you go to college and then you think you have the skills and the tools and the techniques to go and be successful in corporate. But every company has a different culture. They have different norms. There are different soft skills that need to be honed.”

If your organization doesn’t have a mentorship program, this can be a great addition to your workplace culture initiatives. Mentorship helps give everyone within your organization their best opportunity to thrive. 

Photo from fizkes/Shutterstock.com.

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With the goal of getting chosen for a role that has thousands of competing applicants who have the same qualifications, some job seekers are going way above and beyond just submitting their resume and taking several additional measures to stand out—like making music videos.

Sing for your supper…

This bleak job market has set the stage for people to literally sing for their proverbial supper. Career strategist Madelyn Machado posted on LinkedIn about her client who has “amazing” experience, writing, “there’s no reason he shouldn’t already have a job. But in today’s market, standing out is half the battle…. I told him we might need to take it up a notch.” Machado’s client responded with, “I could write a song.” Machado then discovered her client is “a legit musician with a whole studio.” She wrote, “Now, he’s writing a song about his corporate superpowers, and I’m helping him turn it into a music video.”

Continuing on this “note,” perhaps the accidental pioneer of the singing resume is Page Kemna, who six years ago wrote and sang a song about her attributes and qualifications while playing the keyboard in a nearly four-minute long YouTube video. 

Kemna shares, “I realized my resume was being added to already never-ending stacks of resumes. Having a music background and nothing to lose, I thought why not take the risk and stand out from the traditional process? If at the end of the day no one took it seriously, it still made for a funny story!” 

Taking risks to stand out

Entitled Hire Me!!, Kemna gives an animated performance filled with upbeat, rhyming lyrics that include, “I know this strategy might seem a bit bizarre, but what an opportunity to show someone who you are. If this doesn’t convince you that I will raise the bar, you’re missing out on your future business star.” 

Kemna was happily surprised by the reaction to her video. She says, “…I took my own chance, and posted the resume song on LinkedIn for all to see… both as a parody, but also as a window into how tough the job search can be, and the lengths we must go to stand out as the right candidate! Immediately, it was like the tables had turned, and companies were asking for ME! One of those companies happened to be Zoom.”

Her video worked like a charm. Kemna says, “Apparently, a few leadership team members at Zoom saw it and loved it. One of their recruiters reached out to me personally and a couple weeks later, I had the job!” Kemna has been employed at the company for nearly seven years to date and is currently an Inside Sales Representative for Zoom.

You might not need voice lessons to stand out in today’s job market, but you DO need to toot your own horn

Unemployed people aren’t just imagining the current job market is brutal and confounding. Indeed’s 2025 US Jobs & Hiring Trends Report, notes, “For job seekers, landing a job today is likely noticeably more difficult and time-consuming.” Certified career coach Emily Worden shares, “I have been a career coach for eight years and I’ve never seen a market like this before. All the old tips and tricks that would nearly guarantee a job barely work anymore. There is no one-size-fits-all to landing a job in this market, and what works for one person might not work for another.”

But what about those who don’t want to put on a performance to get noticed? You might not need to grab a cane and top hat, but Worden says you should be willing to adopt a fresh approach to your job search, have a “fearlessness about putting yourself out there” and be willing to sing your own praises. She advises, “The job search is not about you; it’s about what you can do for them. 99% of job seekers approach the job search this way: ‘Hi, I’m Emily. Here’s my background.’ Instead, try: ‘Hi, I’m Emily. Here’s what you need and here’s how I’m going to help you get it.’”

Expert tips for setting yourself apart on your job search

Cover letter videos are effective

Writing a cover letter is a dreaded process for many, and there’s been much discourse about whether cover letters are even necessary or get read by the hiring entity. Worden advises putting a unique spin on submitting a cover letter. She says, “…one of the best ways to go above and beyond… make a cover letter video. I have done this with clients who are targeting their dream companies. They make a video that says, ‘Hey, here’s what you guys need and here’s how I can help you with it. And here’s how I’ve done it in the past. I’d love to join your team and contribute to your mission.’”

Rely on your humanity, not on a chatbot

Some job seekers are casting a wide net in their job hunt, and using ChatGPT as their wingman. This strategy might not land you a job. Robynn Storey, CEO and founder of Storeyline Resumes says, “Being very genuine is critical. Not using AI is important. I know everyone thought that AI was going to be a great tool for job seekers, but the opposite is turning out to be true. AI produces resumes and cover letters that all look and feel the same. Companies have very quickly created AI detectors to see who is sending AI generated resumes and cover letters, and those candidates are getting the boot from the application systems. It is better to write short, concise and heartfelt cover letters than creating AI ones.”

Additionally, Worden says the use of AI can be hindering people from success and convoluting job hunts. She notes, “The rise of AI means job seekers are using bots to update their resumes and mass apply to jobs, and companies are using AI to assist the hiring process. We’ve got bots talking to bots and the crucial human element is slipping away from the hiring process.”

Build a personal brand

Beyond clicking the submit button to send off your resume, Worden advises building a personal brand. She says, “Your personal brand should speak directly to your target employers’ pain points while providing value, solutions and illustrating your past accomplishments. Define your personal brand and share it on your resume, LinkedIn profile, cover letters, during job interviews and in networking situations.”

Your resume must speak volumes while also getting straight to the point

Your resume needs to cut through the noise and get noticed. Storey shares, “Your resume cannot be weak, irrelevant, outdated or trying to be ‘everything to everyone’ in this market. It must be incredibly focused on your end game. Pick a target/job title/level that you want to pursue and make sure all of the information on your resume, your accomplishments and experience is told in a way that supports that goal.”

Additional tactics to try beyond clicking “apply”

Applicants have more ways to set themselves apart beyond their digitally-submitted resume. Storey says, “…finding a common connection to someone you want to meet, getting introductions or recommendations are all tried and true. I have seen some LinkedIn and other social media posts go viral and that has helped to shine attention on a particular person, and sometimes, people will reach out and you will get a job that way. Those only tend to work if you are very genuine and positive in your post.”

In today’s competitive job market, you must be willing to step into the spotlight to highlight what makes you unique. These tips and tactics might give you the edge you need to land your next role.

Photo by Kyryk Ivan/shutterstock.com

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The return to the workplace has been bumpy. Dell tried to play chicken with its employees last year and discovered that a sizable portion of its workforce would rather work remotely than move up the corporate ladder. Business Insider also reported that AT&T didn’t have enough desks, parking or elevators for its returning employees. 

Workplace sociologist Tracy Brower, Ph.D., says that an office lunch can play a vital role in smoothing out these missteps as companies scramble to recreate the sense of community lost during remote work. “One of the things we know about why people want to come to the office is they want the socialization,” she says. It’s one of the many reasons companies are pushing to return to the office. 

Why office lunches matter

“Proximity is a significant driver of our relationships and our satisfaction with work,” Brower explains. “We tend to perceive more proximity when we have more regular communication.” And when people have better relationships with their coworkers, the more satisfied with work they tend to be, so maintaining active communication channels beyond scheduled meetings matters. Office lunch is “one more element that will attract people back,” Brower says. 

However, the workplace has shifted since most of the workforce was in office five days a week.   As organizations navigate the post-pandemic landscape and the emergence of Gen Z’s desire for better culture and boundaries, ordering pizza and calling it workplace culture won’t cut it. 

Going beyond free pizza

One of LinkedIn’s most popular posts about workplace culture—posted by careers influencer Reno Perry—specifically calls out empty gestures like free pizza, swag and happy hours as being out of line with basics like respect, fair pay and time off, all of which have a bigger impact on culture. At the time of publication, the post had over 26,000 likes and was shared 3,000 times. 

Perry’s post is not an isolated idea. Creators like Corporate Natalie and Laura Whaley rose to popularity on social media during the pandemic by spoofing corporate culture—and they both built significant followings on LinkedIn in 2024 as the platform experimented with video. 

As a career and leadership coach, my best-performing LinkedIn posts are about bad bosses and unfair treatment in the workplace. Every day, I have people in my inbox who are burnt out and looking for a better work environment.

Brower stresses that lunches won’t work as a Band-Aid solution to systemic culture issues. “It’s not enough to just once in a while give people free pizza and think that you’re going to fix your corporate culture,” she says. Random pizza parties or quarterly catered events won’t create the community employees seek. Instead, organizations need a more thoughtful approach. Intentional lunches are one part of that. 

Building better office lunch programs

A successful office lunch requires a clear goal and commitment to having lunch as a part of a larger company-building strategy. Lunch, for example, can help pandemic hires integrate into the broader organization. Brower says that for companies with lots of new employees who still haven’t necessarily met each other over the last few years, building lunches around experiences and introducing new employees to the culture is smart. Relatedly, research suggests shared meals increase social bonding and community connection, something traditional team-building exercises may not do as effectively. 

For office lunches to be successful, participation at every level is needed. When leaders pause for lunch, it can “send a really positive message about the fact that you actually can take lunch,” Brower says. “We need to see leaders modeling that behavior.” And when executives and managers make time for team lunches, it signals their commitment to the organizational culture. “People love [to] have access to leaders, and so you can do a leader lunch or an executive lunch,” Brower adds. Lunch can be a time-efficient way to help employees get more face time with leadership. 

Combine meals and activities

Brower suggests combining meals with other activities to deepen their impact. “Do a ‘hole-in-one contest’ with the IT department, or you do a chili cookoff in the fall with the finance department,” she says. These shared events that allow teams to bond while eating create natural conversation starters and break down departmental silos that often form in larger organizations.

As companies navigate the return to office in 2025, the success of team lunches will depend on how well organizations integrate these gatherings into their broader cultural strategy. “Lunches are a brilliant tactic,” Brower says, “but they’ve got to ladder up to strategy that has everything to do with a truly meaningful experience and a truly meaningful and constructive culture.”

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Job seekers using AI tools are complicating hiring

AI has become a core hiring tool in recent years, refining how employers screen candidates, conduct assessments and identify talent. An estimated 82% of companies use AI to review resumes. While AI is streamlining hiring for big employers, candidates worry about being left out in the process. Reports indicate that AI’s rigid selection criteria can sometimes filter out top candidates, depriving both employers and job seekers of the best possible matches. At the same time, recruiters must now navigate a surge of AI-enhanced resumes to identify genuine expertise.

A study from Columbia Business School found that while generative AI significantly boosted the overall quality of job applications, it also led to a 4%–9% higher likelihood of job screeners assessing an applicant inaccurately. AI has become a widely adopted tool for updating cover letters and personalizing CVs, playing a central role in the modern job search process. Platforms like ChatGPT have proven especially useful for interview preparation. Users can provide the AI with details about their expertise, job requirements and other relevant information to generate flash cards, revision notes or key facts in a clear and customized format. Notably, for those who face language barriers, especially non-native English speakers, AI can also be an essential aid in helping them make a strong first impression, according to the research. 

As reported by Financial Times, human resources group Randstad found that 57% of Gen Z workers use AI to write job applications, CVs and cover letters. For millennials, the figure stands at 40%, while just 21% of Gen X and 13% of baby boomers follow suit. 

Can ChatGPT help you land your dream job? 

As AI tools become increasingly embedded in the job application process, candidates are using them to tailor and refine their submissions with remarkable ease. Research suggests that cover letters crafted with the assistance of ChatGPT significantly improve the chances of securing an interview. “ChatGPT cover letters contain a bit more fiction and more (exaggerated) positivity,” according to Simone Schuilwerve at Tilburg University. “For some applicants, ChatGPT will blur the line between ‘presenting oneself desirably’ and ‘faking,’” they suggest.

The rise of AI in applications is raising concerns about the loss of authentic, authoritative applications that once set the most qualified candidates apart. As automation blurs those distinctions, hiring managers are left to question what, if anything, remains uniquely human in the application process.

Will corporations shift their hiring strategies to eliminate AI? 

Incidentally, it may not be long before corporations rethink their hiring strategies. Some have already taken steps to ensure that every candidate presents an authentic and unassisted first impression. Anthropic AI, last month decided to ban the use of AI in applications for certain positions, declaring that they want to see the real human behind the online profile before hiring them. A job application form for one of the company’s current openings features a disclaimer: “While we encourage people to use AI systems during their role to help them work faster and more effectively, please do not use AI assistants during the application process.”

Simply banning the technology won’t be a quick or easy solution. Not only will people continue to use AI despite crackdowns, but detection technology is still in its infancy, meaning there’s often no way to prove whether candidates are actually being assisted. Nowhere is this more evident than in online interviews, where AI can essentially whisper answers live. People use third-party devices or separate tabs that keep an ear on the conversation, and LLMs such as ChatGPT can use text/audio translation to provide real-time answers. Practices such as this may pose a challenge that recruiters may never fully get ahead of in the hope for authenticity. 

The shift toward AI in hiring is arguably raising as many concerns as solutions. Businesses are grappling with biases in their algorithms, while applicants are only adding to the complexity. The future could bring stricter regulations or even an end to remote applications, but change is inevitable. If tech continues to overlook talent and prevent recruiters from identifying key skills, alternative routes may emerge that minimize or exclude automated assistance altogether. 

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ChatGPT will become more unrestricted soon 

In an effort to boost transparency and eliminate bias, OpenAI is promising users that ChatGPT will soon become a more unrestricted online companion. Last week, the AI firm updated its extensive Model Spec document, which outlines the training and development of all ChatGPT models, to reflect its new approach in handling certain prompts and themes.

A newly introduced section, titled “Seek the Truth Together,” emphasizes that ChatGPT is now designed to encourage the exploration of all curiosities, regardless of the topic. The goal is to reshape the platform into one that, above all, upholds the company’s stated focus on “intellectual freedom.”

New update allows ChatGPT to ‘explore any topic’ while staying objective

Despite this, OpenAI acknowledges the need for a delicate balance, ensuring that while the new ChatGPT will be “willing to explore any topic,” it will maintain an objective perspective and will not align with any particular ideology or viewpoint. According to the update, no topic is “inherently off limits”—except for the obvious exceptions, where prompts could lead the chatbot to discuss or promote violence and illegality. OpenAI confirms that this aspect remains unchanged.

“This principle may be controversial, as it means the assistant may remain neutral on topics some consider morally wrong or offensive,” OpenAI says in the new section of the spec. “However, the goal of an AI assistant is to assist humanity, not to shape it.”

According to OpenAI: “In a world where AI tools are increasingly shaping discourse, the free exchange of information and perspectives is a necessity for progress and innovation.” 

ChatGPT strives to correct bias claims

Although the specific trigger for OpenAI’s decision is uncertain, the company’s intent to now distance itself from past censorship criticisms is clear. Back in 2023, CEO Sam Altman admitted that ChatGPT had its biases, claiming he was working to fix them after some users slammed the service for its supposed political tilt. 

According to feedback from its Developer Community page, users have also noted that the chatbot has previously avoided topics that aren’t particularly controversial at all, such as celebrity deaths, natural disasters and fictional passages featuring violence or gore. While harmless prompts like these may have been flagged in the past, upcoming adjustments should ensure they are no longer restricted. 

ChatGPT’s content warnings have also been scrapped according to insider Laurentia Romaniuk. The orange alerts, meant to flag sensitive discussions, often appeared unnecessarily, frustrating users who felt they were intrusive and excessive. Critics have argued that the system was overly cautious, stifling discussions that posed no real harm. 

How ChatGPT’s decision to uncensor boosts its competitive edge

Beyond addressing errors in judgment, OpenAI’s decision to uncensor ChatGPT is also undoubtedly driven by a desire for competitive advantage. In recent months, the service has faced increasing competition from overseas platforms like DeepSeek. While impressive in their own right, these other platforms can be significantly more restrictive and subject to censorship, as they must adhere to state-imposed content guidelines. 

OpenAI’s commitment to a more open and unrestricted space offers a key advantage over its Chinese competitors. Unlike in Silicon Valley, where speech policies can adapt with relative ease, any shift in China would demand a top-down legal restructuring—an implausible scenario.

Whatever comes next for ChatGPT, OpenAI is making a concerted effort to stay in the public’s favor, and in doing so, it may edge out some competition. Expanding access doesn’t mean relinquishing control, but only time will tell if OpenAI has struck the right balance. While committed to safeguarding users and ensuring legal compliance, the company is ultimately responding to a growing demand for chatbots that can engage, converse and tackle even the most sensitive topics.

If ChatGPT doesn’t offer that, many other chatbots, including X’s Grok, undoubtedly will for better or worse. OpenAI describes these developments as an ongoing process, pledging to continually refine its system to meet evolving standards and market demands. Users who spot issues or have feedback on the new update are encouraged to share their thoughts, helping to shape the platform’s next phase of growth.

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According to Will Bowen, author of A Complaint Free World, the average person complains between 15 to 30 times a day. Even if you try to ignore the Complainer at work, they constantly pollute the atmosphere and wear down the enthusiasm of the other employees.

At first glance, a simple solution is to have a heart-to-heart conversation with the Complainer about your concerns, and if that doesn’t work, start the dismissal process with written warnings.

But this solution is not so simple if the Complainer is also the Superstar. Perhaps he or she is your top salesperson or is constantly coming up with creative ideas. Or they can recite the tax laws backwards and forwards. Maybe they developed the software the company depends upon and is the only person who knows how to debug it. Then the decision is not so clear cut. Should they stay or should they go?

Managing the complaining star employee

At the risk of your Superstar becoming defensive, your first step is to have a conversation with them about the constant complaining and how it creates a toxic work atmosphere. Steve McClatchy, an expert in conflict resolution, a consultant for the Fortune 1000 and author of the new book, Leading Relationships: Build Meaningful Connections, Eliminate Conflict, and Radically Improve Engagement, suggests what to say and how to say it.   

“Every work problem usually falls into two categories: a broken agreement or a person who doesn’t know how to do something,” McClatchy says. “Complaining all the time to the wrong people who can’t do anything about a particular issue is a broken agreement in the workplace. Ask the employee in private, ‘Would you be open to an insight to help you move forward and be more successful?’”

Assuming the answer is “yes,” McClatchy advises to say, for instance, “Instead of giving feedback to the person you’re complaining about, you complain to people who can’t do anything about the issue, even if it is a legitimate grievance. Do you notice you do that? I never want to see that get in the way of your success.” He notes that you should keep “absolutes” out. Avoid sentences like, “You always complain” or “You never have anything positive to say.”

If the employee responds, “Well, that other department stinks at what they do,” suggest giving that feedback to the people in charge in a diplomatic way, McClatchy advises. “[Then] ask, ‘Can I count on the fact that you’re not going to complain anymore? This may be an issue you have to tolerate, or decide to part ways with us,’” he says.

“If the complaining behavior continues, now you have a broken agreement and the employee needs to be held accountable,” he says. “Say, ‘I need your help with something. We agreed you would stop complaining to people who can’t do anything about it and you are still doing it. Is this something you can tolerate without complaining or do we need to part ways?’…. If they don’t apologize and even if they are the Superstar, you may have to start the documenting and dismissal process. At the end of the day, you need to decide if the negative impact of their behavior is greater than the positive impact of their job performance.”  

Weeding out the chronic complainer

Spotting a chronic Complainer before they join your team is a good idea. Workplace communications expert, Jon Gordon, whose books include The No Complaining Rule and bestseller Difficult Conversations Don’t Have To Be Difficult, says, “I always advise my clients to tell everyone during the interview process, ‘We have a no complaining rule here. If you are a Complainer, this is not the right place for you unless you can also come up with a solution.’”

Other ways of dealing with complainers

In addition to having a discussion with the Complainer, here are some things to think about or try:

• Actively listen to the complaint before dismissing it as “whining.” Perhaps the Complainer has a legitimate grievance or one that can be fixed fairly easily.
• Encourage your star performer to suggest a solution to their complaint before you respond.   
• Many times the Complainer gets an audience because employees are left in the dark about what is going on in the company. “Complaining often happens whenever there is a void in communication and the negative fills it,” Gordon says. “If you frequently communicate with everyone to let them know the bad and the good, the Complainer will have less of a reason to complain and employees will be less willing to listen to them,” he adds.

• Load the Complainer up with work so he or she does not have time to go around and vent to everyone.
• Give lots of praise and positive reinforcement for the times when the Complainer has good things to say. “Don’t say ‘but’ or deliver negative feedback at the same time as the positive,” McClatchy says.

And most importantly, make sure no employee is the only person who knows how to do something. There should be written policies and procedures for every single task in the company with cross-training. No employee is irreplaceable, and if you decide the bad outweighs the good, don’t hesitate to show the Complainer the door.

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A growing number of grandparents are giving significant financial assistance to help care for their grandkids, and some have taken on the full “parent” role. These grandparents have to raise their grandkids to create what’s called “grandfamilies.”

More than 2.5 million children in the U.S. are growing up in grandfamilies, according to national advocacy group Generations United’s “2022 State of Grandfamilies Report.” This creates a need for more money for grandparents who are living on a fixed income.

Additionally, grandparents are returning to the workforce due to inflation or because they didn’t save enough for retirement. The U.S. Bureau of Labor Statistics estimates that the number of individuals over 75 years old who are either working or actively looking for work will grow by 96.5% by 2030.

Read on for tips for grandparents who are heading back into the workforce and what grandparents should consider before applying for a role. Discover some of the most grandparent-friendly workplaces.

Why grandparents are heading back to work

Data from the National Poll on Healthy Aging found that many grandparents support their grandchildren, with 32% saying they have provided financial support in some way in the past year.

Sadie Funk is the national director of The Best Place for Working Parents®, with 1,400 businesses in its national network. “We know that 73% of the American workforce are caregivers…. We know that 1.3 million grandparents are still in the workforce to really support grandchildren under the age of 18, and four in 10 grandparents are working,” says Funk. 

Grandparent-friendly workplaces and what they offer

Grandparents who are job searching should consider several factors about a company to ensure it meets their needs. The most grandparent-friendly workplaces offer:

Grandparent leave, provided by companies including Fannie Mae, Booking.com and SentinelOne. Grandparent leave affords grandparents time off to help care for their grandchildren or to tend to other family matters. 

Flexible working conditions and arrangements, which include remote work, flexible hours and shorter workweeks that let grandparents work and earn money in a way that doesn’t significantly inconvenience their lives. 

A supportive culture, such as age-inclusive policies that value diverse experiences and create an environment for workers of all ages to thrive. A supportive workplace culture builds strong teams and creates more engagement. 

Opportunities for growth and advancement, such as attainable opportunities for raises, promotions and skills training programs that allow them to learn new skills.

“When we think about what policies can support them [grandparents], things like flexibility, the opportunity to be present… remote work: those are relatively low-cost solutions that can have big benefits for business or big benefits for the working parent or grandparent, and also help those companies that are choosing to provide those benefits really compete when it comes to both attracting and retaining top talent,” says Funk.

Nicole Van Valen is a human resources professional with doctorate-level studies in organizational leadership and a specialization in human resources. “Generational strength starts from the top, from the leadership. So I emphasize how leaders can leverage the unique strengths that each generation has from the wisdom of the boomers to the innovation of millennials and Gen Z. So we want to make sure that we’re fostering inclusivity regardless of age. We want to take a look at… what can we provide to them to make sure that they are able to add value to the workforce?” Valen says.

What grandparents should consider before applying

Going back to work can be challenging for grandparents, especially after a long period of not being employed. When applying to a company, grandparents should consider their core values and goals, the schedule being offered, flexible policies, family-friendly environments and, of course, the pay. 

Grandparents should also consider the positive and negative impacts on their mental health that may ensue due to working again. “Sometimes coming out of work initially and even entering retirement—sometimes the downtime can contribute to… physical effects or a sense of dullness or lack of motivation in life,” says clinical psychologist Melissa Boyd, Psy.D. “And so reentering the workforce, especially when there’s some flexibility in work hours… it can definitely add a sense of purpose. It can also add a sense of connection.”

Dominique Pritchett, Psy.D, a doctor of psychology and a licensed clinical social worker, says grandparents reentering the workforce may face ageism and an assumption about their skills, adaptabilities or even energy level.

“When they’re [grandparents] already facing barriers off the bat, that in turn starts messing with their psyche… their confidence can shift, and with so many moving parts, whether it’s ageism, technical barriers, physical demands, managing the responsibilities… we see mental health shifts, [and a] decrease in confidence,” Pritchett says.

She notes that grandparents should consider workplaces that allow them to ease into the job and that offer specific training programs, such as ERGs, that encourage older adults to come back into the workforce.

Tips for grandparents reentering the workforce

If you’re a grandparent who’s going back to work, there are things you can do to help your transition and find the kind of work you’re looking for. Some tips to consider include:

• Updating your resume is an important first step, and plenty of training or AI tools are available to help you create an effective resume.
• Refreshing your skills through training programs can help you land a better job, and these programs are available online and affordable. 
• Set boundaries on the type of job you’ll apply for, the pay you’ll accept, the working conditions that make you stay or go and the work hours you’ll work. 

“Be very clear about what your skill set is. Be very clear about what your talent and knowledge base is in the area in which you want to reenter the workforce,” says Delmar Johnson, CEO of HR Brain for Hire and a human resources professional with 30 years of experience.

“What are those career goals if you’re transitioning back into the workplace?,” Johnson adds. She recommends reflecting on what your next role will look like, taking the type of industry and position, as well as the flexibility level you need, into consideration.

Grandparents on the precipice of job hunting and going back to work should use the tips above to ensure they are knowledgeable about the situations and workplaces they will be returning to. This will help set them up for success in their next chapter of life.

Photo courtesy of Ground Picture/Shutterstock

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As YouTube marks its 20th anniversary this year, YouTube CEO Neal Mohan has unveiled big plans for 2025—cementing the platform’s mission as the internet’s cultural hub. Mohan says YouTube is an emerging launchpad for future “startups of Hollywood,” offering plenty for both creators and advertisers to look forward to. 

What lies ahead for YouTube? Creators are set to shine.

After decades shaping the digital landscape, YouTube still has more to prove. In the 2025 edition of his annual letter, Mohan has outlined the platform’s ambitious vision for 2025, promising huge AI advancements, enhanced creator tools and a vision for upcoming influencers that sees them step into the shoes of an aging Hollywood scene. 

To pull it off, YouTube is introducing a structure that empowers creators with all the perks of a modern social media platform, beyond just traditional monetization or paid subscription plans. Last year, over 50% of channels earning five figures or more (USD) generated revenue from external sources, and YouTube is dedicated to further diversifying creators’ income streams.

“We’re committed to meeting creators where they are with tools and features that power their businesses and communities,” Mohan wrote on Tuesday. “We’ll continue to support their growth through more traditional revenue streams like ads and YouTube Premium, while introducing new ways for creators to partner with brands to bring their products to life.”

YouTube creators are now running media empires

Many popular YouTube creators have evolved into full-fledged media moguls, managing production budgets that compete with, and often exceed, those of legacy networks. Some successful creators now own dedicated production spaces, rely on large teams of editors, producers and legal advisers and craft broadcasts with production values on par with anything broadcast on TV. The top earners rake in hundreds of millions of dollars annually, thanks to YouTube’s continued improvements that have turned the platform into a lucrative space for brand expansion and global reach.

When YouTube introduced channel memberships in 2018, it was a pioneering move for digital creators—long before other platforms, like TikTok, would follow suit with their own monetization offerings. Initially launched as an exclusive feature for select creators, channel memberships are now available to eligible creators in 80 countries, and last year, usage increased by 40%. This pathway gives creators a significant boost, helping them secure financial backing from their most loyal viewers, even when their channel’s growth isn’t enough to generate consistent ad revenue. 

YouTube also reinforced its commitment to creators in 2024 with the launch of Communities—a dedicated space for fans and creators to interact, share ideas and connect. Building on YouTube’s ability to unite diverse communities and fandoms, Communities has become a valuable tool for influencers to engage with their audiences in fresh, dynamic ways. According to Google, thousands more creators will gain access to the Communities tab this year, with access continuing to expand throughout 2025.

YouTube unveils Hype: A new path to virality and audience growth 

Then came Hype, first introduced last fall but only now beginning to take off. Hype is a new community ranking system that could super-boost your views and virality if enough audiences think your latest video is a hit. Creators with under 500,000 subscribers can earn “hypes” on videos posted within seven days, which are essentially supercharged likes. The more hype a video gets, the higher it climbs on the leaderboard. In a bid to support smaller creators, YouTube will also launch a “small creator bonus” within the Hype scheme, enabling them also to connect with new audiences.

It’s not just YouTube’s postproduction interface getting an update—the platform is rolling out a range of new AI-powered tools to enhance content quality and boost trendability. Building on last year’s generative AI additions, which have already sparked mixed reactions from users and critics, autodubbing is the next major feature making its way to the platform. This tool allows creators to seamlessly translate their content into multiple languages and reach diverse audiences. Previously, this effort was driven by major creators independently using third-party software, but now, YouTube is offering the solution in-house.

Combatting AI concerns: YouTube implements new protections for creators

The company also unveiled plans to invest in protections focused on detecting and controlling the use of AI on YouTube. These initiatives will help creators prevent the unauthorized use of their likeness, including their face and voice, in other videos. Powered by the platform’s Content ID system, which tracks copyrighted material, these measures aim to build trust in YouTube by reinforcing its commitment to safeguarding creators and their intellectual property.

AI is creeping up as a major issue for creators trying to build their brands on YouTube. According to data from Awin Global, 42% of creators believe AI poses some level of threat to their businesses. Almost half are worried it will overwhelm platforms with shallow content, while 46% fear it might make audiences skeptical of content overall. YouTube states that it has “long-standing policies that prohibit technically manipulated content that misleads viewers” and will collaborate with creators to ensure they are informed about the efforts being made behind the scenes to maintain a healthy and functional platform. 

Exciting times are ahead for YouTube creators, particularly those eyeing content for the big screen. TV screens have now surpassed smartphones as the primary destination for YouTube viewing in the U.S. “YouTube is the new television,” says Mohan, confident that the platform’s mix of podcasts, livestreams, talk shows, documentaries and much more will stand the test of time and shape the future of entertainment. As the platform strengthens its hold in the TV space, creators have a front-row seat to a rapidly shifting landscape, where the potential for success is greater than ever before. Hollywood may have its stars, but YouTube’s got the future. 

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