job

The lack of generational change has opened a job opportunity for thousands of young people in Spain: bus driver

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The driver shortage In Spain and Europe it has generated an opportunity for those looking for a stable and well-paid job. Municipal companies are fighting to hire new talents who want to train as drivers of their city buses. The lack of generational change in passenger transportation is a problem that affects many local companies, which cannot fill the vacancies left by retiring drivers. The shortage of drivers in Spain and Europe. According to published data According to the European employment body EURES, in 2023 there were 105,000 vacancies for bus and coach drivers in Europe, which represents 10% of all positions in the sector and an increase in vacancies of 54% compared to the previous year. In Spain the situation is not better. The driver shortage already an officially recognized structural problem. The deficit affects both the freight and passenger transport sectors, and contrasts with the surplus in other professions such as administrative or technical personnel. The forecasts of the transport sector is that, by 2026, 37,000 new bus drivers and about 126,000 truck drivers will be needed. Why are there drivers missing? Among the structural factors that aggravate the shortage of drivers, the absence of a generational change. According to a report According to the Spanish Bus Transport Confederation (CONFEBUS), the aging of the workforce is one of the main reasons for this shortage. Data recorded by the International Road Transport Union (IRU) included in the EURES report indicated that, in many European countries, less than 5% of drivers are under 25 years old. Furthermore, the incorporation of women to the sector is very low, since only 12% of drivers in the EU are women. He sector It estimates that it will need about 24,000 new drivers per year to compensate for the rate of retirement of current staff. CONFEBUS also recognizes that working conditions in the sector Nor have they helped to attract young people: long hours, irregular shifts, temporary contracts and poor family conciliation. Access to training and certification is another obstacle, since the obtaining the CAP or the D permit entails a high cost, especially for young people or migrants who do not have sufficient economic resources and find there a barrier to accessing these jobs. Government aid for training. Precisely to alleviate this economic obstacle when obtaining permission to transport goods and passengers, the Government has promoted a Royal Decree which gives the green light to the Reconduce Plan, which offers aid of up to 3,000 euros to cover the costs of training and obtaining a bus or truck driver’s license. This helps is directed to people who want to train in the road transport sector and is available to cover the costs of the necessary courses and exams. The conditions to access this aid include being registered in the National Youth Guarantee System and meeting the age and training requirements demanded by the Ministry of Transport. Driverless buses. Faced with a prospect of constant staff shortages due to the progressive aging of the population, more and more city councils are deciding to start pilot tests with autonomous buses on their streets, not without some reluctance among the current driver templates. For example, in August the first test of this style was launched in Barcelona, ​​allowing a driverless bus to cover a short 10-minute stretch in open traffic. Our colleague Iván Linares tried it in first person. Madrid has just started a similar test autonomous bus, although in this case its scope of circulation is limited to Mercamadrid. These projects seek to modernize urban transportation and guarantee mobility, although they are still in the experimental phase, so they do not represent a short-term solution to the problem of driver shortages. In Xataka | Barcelona has grown tired of fining 80 cars a day for invading the bus lane. So he’s going to start monitoring them with AI Image | Wikimedia Commons (KingValid04)

Jeff Bezos’ grandfather had the key to finding a job in the age of AI: being an inventor

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With saturated selection processes (or directly broken) and the AI conditioning skills that companies demand, there is a skill that Jeff Bezos considers irreplaceable: the ability to invent. The millionaire value this skill above traditional knowledge or experience. Bezos considers that inventiveness is vital to maintaining creativity and innovation in modern companies, ensuring that he himself has applied it to bring Amazon and Blue Origin to their current situation. Lessons from his grandfather. In an interview During the Italian Tech Week 2025 conference that took place in Turin, the millionaire commented that his grandfather was capable of solving any problem on his Texas ranch by himself, without depending on outside help. “He bought a bulldozer for about $5,000 because it was completely broken. We spent a whole summer fixing it. To remove the transmission, we had to build our own crane. And that’s why he had an incredible ability to adapt. He believed he could solve any problem. And I watched him,” Bezos said during his interview. “He did veterinary work with the cattle. He made the needles himself. He took a small piece of wire and heated it with a blowtorch, flattened it, sharpened it and made a small hole in it. Some cows even survived,” he commented sarcastically. That ability to adapt and create practical solutions taught him the value of inventiveness in facing difficulties, a lesson that Bezos has also applied in his life and in the management of Amazon. The “inventor” of Amazon. Bezos himself defines himself as an inventor, stating that “it is his fundamental nature. Put me in front of a white board and I can generate a hundred ideas in half an hour.” The founder of Amazon looks for those creative skills in his team members. In an interview In 2012 at the Utah Technology Council, Bezos indicated that “when I interview candidates, I ask them to give me an example of something they have invented.” Obviously the millionaire was not referring to a patent, but to a process, an idea or a solution to a problem that existed and for which he imagined a solution. “You have to select people who like to invent, think innovatively,” said the millionaire. Innovation as an antidote to fear. One of the six fears that have defined Jeff Bezos’ career is the fear of garages. Not in the literal sense of the place but of the symbolic sense of innovation that they have acquired: HP was born in a garage, just like Apple. “Two kids in a garage scare me more than the competitors I already know,” assured Bezos in an interview. The inventive capacity is a lever towards innovation and experimentation, which has been one of the pillars of the business culture that has taken Amazon to where it is today. “Someone who comes to Amazon and doesn’t like pioneering, doesn’t like exploring, doesn’t like going down dead ends that often turn out to be dead ends, will leave soon,” Bezos said in his interview. In his job interviews, Bezos asks: “How can we do A and B? What invention do we need to bring the two together?” That is, value those candidates who do not see the options in black and white, but rather look for new ways to combine and improve processes to innovate. AI has accelerated everything. More and more CEOs and senior officials at large technology companies agree that they are the skills and attitudes, and not the knowledgewhich will make candidates stand out in the age of AI. The current CEO of Amazon, Andy Jassy, ​​pointed out that knowledge can be acquired over time, but what companies need in this era of constant innovation are people who know how to adapt to any circumstance and learn from it. “The biggest difference between the people I started with in the early stages of my career and what they are doing now has to do with how good they were at learning.” According to Jassy, ​​the attitude and talent to innovate It has to come standard. In Xataka | Jeff Bezos has the world’s laziest metaphor for AI: “someone invented the plow and we all got rich” In Xataka | If your chair limps during a job interview, it’s no coincidence: they’re evaluating more than just your resume. Image | Flickr (iafastro)

in your job interviews

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Every time a developer participates in a job interview they must pass a technical testthe routine seems clear: demonstrate your programming skills and advance in the selection process. However, behind these common dynamics, there is a risk that many had not stopped to analyze: cyber attacks that take advantage of the context of these interviews with developers. to steal sensitive data. Cybercriminals have perfected their techniques, using routine, seemingly legitimate personnel selection processes to deceive the most experts and access a bounty of data especially valuable. Deception in the job offer. At this point, I believe that there is no one left who has not at some point received a call from InfoJobs, Indeed or any other supposed employment platform indicating that their resume had been chosen to fill a vacancy. Obviously, it’s a scam of which the platforms themselves they have disengaged. This is what we could consider a “trawl fishing” in which the objective is to increase the possibilities of stealing data by increasing the database potential victims. However, the software developer David Dodda has alerted from your blog of a much more elaborate attack than the one he was about to be a victim of: a selective attack on computer experts camouflaged in the technical test of a job interview. As he tells it in the first person, “I was 30 seconds away from running malware on my machine.” A semblance of normality. Dodda is a freelance programmer with several years of experience and received an unexpected offer on LinkedIn that offered him work part-time at a startup dedicated to software development. “It seemed legitimate. So I accepted the call,” said the developer. The company’s LinkedIn profile seemed legitimate, had previous publications, employees, recent activity and everything verifiable on the platform. The same was true with the person who had contacted him. After scheduling the interview, his contact assigned him a technical test “to get ahead” before the interview. something routine for any developer, especially in processes where practical mastery is expected to be assessed before the interview with the recruiter. This apparent normality of the offer and the acceptance of the technical test reinforce the climate of trust, one of the most exploited elements in social engineering campaigns aimed at deceiving candidates. Code hidden in plain sight. The technical material of the test also did not raise the developer’s suspicions. Before executing the code, he reviewed it in detail, correcting some defects in a test without major complications for an experienced programmer like him. However, just as he was about to run it, and almost out of professional habit, “I had one of those paranoid developer moments.” The expert decided to ask his AI Cursor assistant to review the code. The surprise was capital. “Integrated between legitimate management functions, ready to run with full server privileges when accessing management routes,” is how the developer described the snippet. malware ready to run on your computer. Free access to all your data. The first phase of the malware was designed to extract critical information: passwords, personal files, system credentials and access to cryptocurrency wallets. But the scope of the attack went far beyond the victim’s personal data. According to a report From consulting firm Unit 42, developer teams host data from third-party servers and projects, which multiplies the value of the attack if the fraud is successful. In some cases analyzed, the malicious code used apparently legitimate code and Python backdoors, to ensure unrestricted remote access by the attacker. Analysis of an attack on the elite. According what was published by Telefónica Tech, the main objective of these attacks is not to capture basic data from ordinary users, but rather to access high-value resources managed by active programmers. The deception is structured in several phases where elements such as urgency, psychological pressure and the trust generated in the selection process are exploited. Technical tests, especially when required under time pressure, can lead candidates to skip security steps that they would normally execute in a more relaxed environment. This gives attackers a direct route to assets such as confidential documents, access to client servers and cryptocurrencies. According to the analyzes from Securonix, these methods have evolved since 2022 with targeted and persistent attacks on relevant targets in professional environments. In Xataka | People couldn’t stop hacking virtual job interviews with AI. Solution: we want to meet you in person Image | Unasplash (Joan Gamell)

Chema Alonso already has a new job after leaving Telefónica. He has passed to football

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Chema Alonso has a new destination after his departure from Telefónica. The well -known hacker joins the Technical Referees Committee as an advisor to technological innovation and artificial intelligenceas announced by President Francisco Javier Soto on Monday and collects Ace. Why is it important. The arrival of Alonso to Spanish arbitration marks a radical turn in his career. After more than a decade in Telefónica trying digitally to Teleco, it will now apply its technological experience to a historically conservative sector that is in transformation: arbitration. The context. Soto seeks to completely modernize Spanish arbitration after years of controversies. Its strategy is to incorporate technological talent to improve arbitration decision making through AI. “We are going to start from scratch,” said the new president of the CTA. Alonso definitively abandons the world of telecommunications after his gradual abandonment, crystallized in The dismantling of your team a few days ago. His passage through the operator was marked by ambitious projects such as “Fourth platform“, the aura assistant or Movistar Homewhich did not reach expected commercial expectations. Organization chart of CTA for season 25/26. Image: RFEF. Between bambalins. The signing reflects the new Spanish arbitration strategy: betting on external technical profiles to solve structural problems. Alonso joins a renewed dome that includes Fernández Borbalán as technical director and Prieto Iglesias as head of the VAR, both old acquaintances of Spanish arbitration. The incorporation of Alonso raises some questions about his ability to apply AI to arbitration in a practical way. In Telefónica he gave grandiloque ads that rarely transformed into successful products, although some like Open Gateway They are good advances. Deepen. Spanish football will be its new fire test to demonstrate that it can transform traditional sectors with technology. Your choice transmits the need that Spanish arbitration has to legitimize technologically. His media profile fits with the need to communicate modernization in a collective, that of arbitration; and an institution, the RFEF; questioned by both clubs and fans. In Xataka | Wearing a retro shirt of Betis on the street is no longer a “fifes” thing: how football fashion has left the stadium Outstanding image | RFEF, Telefónica

Some employees sued their company for cutting the salary. The supreme has responded that being unpunctual is not a job

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The working day is much more than a simple time convention. From the labor reform of 2021, in which the SCHEDULE HOURS REGISTRATION As a method to measure Time really workedhas become a factor that conditions the salary that the employee must receive. Both when working More hours of the agreedlike when it doesn’t meet them. That is precisely what the Supreme Court had to remind them of the collective claim of a group of workers filed against their employer. If you do not meet your schedule and you are late, You will charge less. What happened? As you can read in The Supreme Court Judgmenta group of workers, represented by their union links, said that, due to the distance between the system of day registration And the employee’s job, every day they were counted between one and three minutes of delay, which was added monthly. The employees complained that, when doing the payrolls, the company discounted that time not worked on their salary, so they received less than agreed. What do employees claim? Workers recognize that Importuality It is a reason for sanction contemplated in the collective agreement of the company, but does not apply to salary reduction for that reason. Instead, it should be done through other types of warnings or compensation since the agreement is governed by a certain amount of annual hours, not for daily days. In this way, the company could ask employees to compensate for that time at any other time of the year, avoiding salary cut. Employees consider that, delays the delays of their salary, they would be imposing a double sanction and incurring a type of sanction called “Fine of having“, in which salary amounts are subtracted or sanctions on vacations or holidays are applied. A practice prohibited by article 58.3 of the Workers Statute. What does the Supreme Court say? The sentence of the High Court bases its argument to give the reason to the company in article 26.1 of the Statute of the Workers in which it is specified: “The totality of the economic perceptions of the workers, in money or in kind, for the professional benefit of the labor services in an alienation, and the effective work, whatever the form of remuneration, or the computable rest periods as a computable rest periods,” will be considered salary. The supreme considers that salary Back the work Cash or the computable rest time as work, while in article 30 of the Workers’ Statute it is established that “the worker will keep the right to his salary if he does not provide services for cause to the employer and not the worker.” Therefore, “during the time when the worker does not provide labor services, having an obligation to do so, without any justification, the sinalagmatic character of the employment contract assumes that salary is not accrued, without this implying a fine of having.” That is, since the unpunctuality was not produced for any reason attributable to the company, and the time of delay is not considered effective working timethe company is in its right not to pay it, without being considered as a sanction. Not that they don’t pay you, they can fire you. The Supreme Court specifies that the “fine of having” applies when it occurs in a salary cut or benefits to which the worker is entitled. However, in this case, “the worker has no right to receive said salary because he has not provided services for causes only to him,” the sentence abounds. In other words: the company does not have to pay for a job that the employee has not done and, therefore, cannot apply any penalty about something that does not correspond to it. In addition, the Supreme Court rules out the assumption of the double sanction since it has been shown that it is something that employees have no right because they have not provided the service that justifies it, although it indicates that “a contractual breach that, if reiterated, justifies the exercise of disciplinary power by the employer.” That is, that the company is not obliged to pay for the time that has not been worked, but can impose disciplinary measures on employees (and even cause with dismissal) by repeated breach of your contract without just cause. In Xataka | It seemed obvious, but the Supreme has had to remember: Ryanair cannot choose union, employees choose Image | Flickr (Kris Arnold), Unspash (MUSEMIND UX AGENCY)

have high -risk job

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The Council of Ministers has given green light to a key reform that will allow those who work in professions cataloged as especially dangerous or painful retire before usual. The Minister of Inclusion, Social Security and Migrations, Elma Saiz, stressed that this reform “brings us closer to policies approved by European environmental countries, such as France, Austria or Italy, but above all it is a step forward in social justice.” The objective is clear: to offer an exit from the worthy work world to those who exercise Professions with high accident rates and occupational diseases such as firefighters, miners, height workers, police or flight personnel. Retirees at 52 years. The government has A procedure approved to establish reducing coefficients that allow anticipating retirement age for those who perform activities considered “exceptionally painful, toxic, dangerous or unhealthy” and present “high rates of morbidity or mortality.” Thus, the approval of early retirement applications is extended to unions that until now were not included in the professions list painful and high risk. Among the objective criteria to identify these professions include exposure to noise, permanent use of physical strength, contact with chemical or biological agents and the high probability of suffering work accidents. However, the Royal approved decree It does not specify what professions affect, delegating to social security, employers and unions the task of specifying the specific casuistry of each guild. Requirements to retire in advance. To access this early retirement, maintaining 100% of the retirement pension, workers must prove that they have performed these activities for a minimum time of 15 years and exercise it at the time of requesting the early retirement. The minimum retirement age, even applying these coefficients, may not be less than 52 years, and it will not be possible Active retirement in the same work activity that gave access to retirement. Retirement for other employees. The Law 27/2011 It establishes the terms of the progressive increase in the retirement age in Spain and the quotation time. In 2025, the Ordinary retirement age in Spain It is 66 years and 6 months for those who have quoted less than 38 years, while those who have contributed 38 years and three months can request ordinary retirement at age 65. With the new measure approved by the Government, those who request to retire at age 52 will be computed the remaining years up to 65 years as quoted, so that they are not applied reducing percentages to their pension. Voluntary early retirement. For those who wish to retire in advance without belonging to the recognized risk groups, the law contemplates a significant reduction in the pension. In 2025, the penalty can reach up to 21% of the pension amount if the permitted retirement is advanced, which is 24 months before the ordinary age. That is, a minimum age of 63 years is established to request it. This penalty applies progressively and depends both on the advance time and the quoted years. Social security calculates the cut by applying reducing coefficients for each quarter or month of advance with respect to the legal retirement age. This measure aims to discourage early retirement generalized and guarantee the viability of the public pension system. In Xataka | Working beyond 67 years: Germany has broken its pension system and is an advance for Europe In Xataka | There is a man who had been working for the same company for 86 years. He has just retired at 102 Image | Unspash (Matt c)

The real challenge will be to choose a career with a future job when they approve it

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Next June 3 gives the exit gun in several autonomous communities to the University Access Test (PAU). Beyond testing the acquired knowledge, the test is a decisive step in the orientation and five -year professional view of the young people who present them today. Its result will mark the decision of university careers those who can access. On the other hand, 75% of companies ensure Not find qualified personnel For vacancies due to lack of specialized training, which denotes a mismatch between preferences in university studies that are taken and real needs of companies. For this reason, taking into account the labor insertion of each career can be very useful to say for a specialty with labor guarantees. More and more university students, but less specialists. According to data from the Ministry of Science, Innovation and Universities of 2024, 341,831 students enrolled in the access test, of which 95.8% was presented and approved 90.2% of those who completed the test. In contrast, the report Labor market in Spain 2024prepared by Infojobs and ESADE, points out that only 31% of the candidates who responded to a job offer on that platform had a university degree, while only 11% of the published offers demanded that training. On the other hand, 27% of job seekers had a specialization of professional training, and 22% of vacancies required that degree. These data show the mismatch between training of employment plaintiffs and what companies are really looking for, especially in relation to university training. Studies with greater job insertion. According to the study The employability of young people in Spain 2024 Prepared by the CYD Foundation on the work outputs of the different university careers, engineering (electrical, industrial electronics, software development, telecommunications, etc.) are the ones that offer better working conditions to their graduates in terms of Stability in contractssalaries and affiliation rates. It is closely followed by those careers related to the health and care sphere, mainly driven by a high demand generated by the aging of the population. The First data of 2025 facilitated by the Ministry of Science, Innovation and Universities point to an analysis along the same lines, placing the different engineering such as the branch with greater stability and insertion rates, followed by health sciences. What companies demand. On the other side of the labor market is the demand of companies, which is aligned with the data that reflects the careers with better labor insertion. The aforementioned report Labor market in Spain 2024 It reflects that many of the offers published in 2024 in Infojobs responded to an engineering profile, with very little competition for each of the offers and with good remuneration in counterpart. In this sense, the Emerging jobs and sectors report 2024 It puts special emphasis on the demand for professionals related to the implementation and development of AI, such as data engineering and Machine Learning, whose demand has grown by 625% since 2019, or artificial intelligence engineering that grows at the rate of 83% per year, with a very low candidate competition for each job offer. On the other hand, the report prepared by Infojobs and ESADE, highlights that in 2024 97,500 vacancies related to health care and care on that platform were counted. Of them 98% and 97% corresponded to vacancies requested nurses and physiotherapists respectively. Both with university studies. The red lanterns. The races related to the branch of arts and humanities have been marking years A downward trend in terms of labor insertion. On average, only 63.5% of the graduates in these branches find a job four years after finishing their training. Only 34.2% do so during the following year to finish them. This data contrasts with the 77.8% computer science that finds a job the first year. In Xataka | Construction and hospitality do not hire the same pace as before. Health and education cut cod in job creation Image | Unspash (Brett Jordan)

You will do your next job interview with a robot. That dehumanization is unraveling candidates

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A young woman named Ken public In its Tiktok account (@its_ken04) a 25 second video that quickly went viral. In him this user showed how he was being interviewed by Alex for work. The problem is that Alex was not a real person, but a virtual avatar with AI. One that also began to hallucinate and demonstrates that the dehumanizing experience of looking for work is going worse. Robots -made interviews. Both recruiters and candidates They use AI to advance increasingly broken selection processes. The consequences for each other, yes, are very different. The candidates who face the job search process already used to meet a dehumanizing experience, with rough processes and lack of response by recruiters. Now things are going worse, because AI is doing those even more terrible processes. @its_ken04 It was genuinely so creepy and weird. PLEASE STOP TRYING TO BE LAZY AND HAV AI TRY TO DO YOU JOB !!! It gave me the creeps so bad #fyp ♬ Original Sound – STIs Ken 🤍 My interviewer alucina. Ken counted in 404 average His recent experience when interviewed by a bot called Alex and developed by the company APRIORA. During the interview Ken, who was looking for work near his home in Columbus, Ohio (USA), saw how the virtual avatar stuck and repeated the phrase “Vertical Bar Pilates” 14 times in a row for no reason. A spooky experience. Before the interview, the company warned it that AI would be used during the selection process. Despite that notice, for Ken the experience was “spooky and I was scared. I did not make any funny until I published it in Tiktok and the comments made me feel better.” The video already has more than 3,600 comments, and in all of them the support to Ken was unanimous. And in many cases the conclusion was the same. I will not interview myself with an AI. Ken already made it clear that “if another company wants to speak with an AI I will simply decline that offer.” Who commented on their video published similar answers. “If you don’t take the trouble to interview myself, I will not take the trouble to try to work there,” said one of the comments. In another, a user who had responded to an offer for a Human Resources department, asked “why would I want to work in human resources in a company that is not even worthy to have a human interaction?” The promise of recruiting robots. Aguriora was founded in 2023 and its managers promise that thanks to their robotic recruiters, companies can hire “87% faster” and conduct “interviews 93% cheaper” because several candidates can be interviewed at the same time. One of the co -founders, Aaron Wang, explained in Forbes for months to “the candidates prior to interviews in many cases, because that reduces their anxiety and allows them to perform in the best possible way during the interview.” @PetobSesed777 Should I Email Them? I was expectating to Real Human. They Didnt tell me ahead of time theyd use ai. #ai ♬ Original Sound – Freddie Generalized rejection of the IAS that do work interviews. That does not seem to be the feeling of those who are interviewed. In Slate They narrated the experience of a videographer named Tyler Jensen, who was also found being interviewed by an AI that began to get stuck. Other users who have gone through the process have ended up publishing memes and false and satirical videos In Tiktok trying to ironize about an increasingly dehumanizing experience. Some even are found by surprise with which those who are interviewing them is an AI. In all cases, the sensation is the same: disappointment for the growing dehumanization of a process that was already hard and usually demoralizing. What do experts say. Mike Peditto, a practical expert consultant for interviewers, explains that technology can certainly help filter candidates. In fact, it made it clear that this will go more: “It is becoming something gigantic. I think we are going to a future in which (the work interviews carried out by an AI) will be generalized.” But he also admitted that “there is a slow will to adopt by job seekers, which I understand perfectly.” An industry contaminated everywhere. The job search processes have long been corrupt. Interviews are only part of the work, because candidates too They try to save work and apply to many offers at the same time with CV that they make with the help of the AI ​​and that customize for each job. As if that were not enough, candidates “train” Chatgpt simulates being the recruiter. The AI ​​is everywhere, and although it can certainly be helpful, it is generating even more problems for either side of the equation. And the algorithms fail. We have already seen how to delegate certain processes so that it is the machines and algorithms that take care of them can be dangerous. It happens of course in the field of job search, where for months some companies They use AI systems to analyze and filter the curriculum vitae with the so -called monitoring algorithms of candidates or ATS (Applicant Tracking Systems). A study by the University of Washington He indicated how AI systems favor 85% of the time to those CVS that belong to names of men traditionally used in Caucasian men. In fact, that same study indicated how black men were the great harmed, and were rejected by these systems almost 100% of the time. Image | APRIORA In Xataka | If your chair holds in a job interview, it is no accident: they are evaluating more than your curriculum

AI is also a tool to get a job: “No one will notice”

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The curriculum is the only cartridge of the candidates To highlight at the beginning of the selection processes. Therefore, it must be optimized enough for ATS automated selection systems (Applicant Tracking System), but also Offer clear and concise information In case you check them a human recruiter. The use of AI in the elaboration of curriculums is not only an increasingly common trend, but already It is a common practice among those who seek employment efficiently. He 2025 market trends report From the Career Group Companies personnel selection platform, it points out that almost 65% of employment applicants already use AI in some phase of their application process. This figure shows how AI is not only transforming the labor marketbut also the Personnel selection stages. Far from be a “trap” In the process, the correct use of AI It can make the difference between unnoticed or capture the attention of recruiters. It is not enough to be good at your job, too You should know how to tell. It’s okay to use in your curriculum Kathleen Nolan, a senior recruiter at the Growthloop technology company, has reviewed hundreds of curriculums and stated in statements to CNBC that has no problem that candidates use AI to write their credentials. “Nobody cares if you use AI. If you use it well, nobody will notice,” said Nolan, who has been in the sector for seven years and personally reviews each curriculum he receives. Nolan stressed that LMost people already use AI for tasks like this and that the important thing is to know how to use it correctly. In fact, the recruitment expert recommends that candidates Use tools like chatgpt To generate a first draft for the presentation letter or for the curriculum, and then customize the result before sending it. For the recruiter, use AI to customize the curriculum is to take advantage of a tool available to everyone. No one would be surprised in the 21st century someone use a computer and a word processor to write your curriculum or your presentation letter. “It seems very hypocritical when I see the recruiters talk about that, because, come on, if I were in the labor market, I would also be doing it,” says Nolan to CNBC. The AI ​​is nothing more than a tool that facilitates and speeds up the adaptation of the curriculum to each offer, incorporating keywords and highlighting specific skills that appear in the description of the position. “I don’t know why it has become such a controversial issue. While it is used as intended, no one can know, and anyway should not matter,” says Nolan. This increases the chances of curriculum passes automatic filters and arrive at the hands of a human recruiter. After passing that first filter, the document must be clear enough to Show the information clearly and consistent so that the recruiter can get a clear idea of ​​your skills with a simple look. It should be taken into account that these people check hundreds or thousands of curriculums, so, in many cases, they can only dedicate them more than a few seconds. AI can help you identify the most relevant terms and to rewrite your achievements to give priority to the most prominent for the position to which I postulate. For example, you can ask you to summarize your qualification and experience using action verbs or that stands out Quantifiable results in previous jobs. Thus, your curriculum will be more attractive and will be better aligned with what companies are looking for, without losing authenticity or precision. The importance of reviewing the AI ​​text Although AI can save you a lot of time and improve the quality of the curriculum, it is always necessary to check the final text and give your personal touch. IA tools are trained with large volumes of data and, sometimes, They can hallucinate and include incorrect information. Therefore, it is essential to thoroughly review the result and correct possible errors to ensure that everything that the document appears is true and consistent with your experience. “I would not expect someone to write a personalized presentation letter for every opportunity, because that would consume a lot of time,” said Nolan. However, the recruiter remembered that, if it is going to be sent to one, it must ensure that it is well written and that it reflects the candidate’s enthusiasm for vacancy. Reading a “type” letter can generate the opposite effect on the recruiter. In Xataka | If your chair holds in a job interview, it is no accident: they are evaluating more than your curriculum In Xataka | Someone used AI to overcome an interview on Amazon. His success has made Google see his candidates face to face Image | Pexels (Edmond Dantès, Beyzaa Yurtkuran)

Elon Musk has fired thousands of US officials. China and Russia want to offer them a new job: spies

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Since Donald Trump put Elon Musk at the head of Doge, the officials have been at his point look. Instead of considering them as public employees who were hired to do a job in the administration, the millionaire first used a derogatory language towards them, for later dismiss them in bad ways. Now, China, Russia, North Korea and other enemies of the US seek to approach these officials dismissed to take advantage of their anger who has fired them to offer them a new job: informant. Fishing in a scrambled river. According to published CBS Newsaround 100,000 federal officials leave their jobs every year, either by retirement, search for new opportunities or changes in their professional career. However, the recent wave of layoffs, marked by indiscriminately dismissed more than 113,361 federal employees, has generated resentment and discontent with the government. Such and as he published CNN citing sources from the CIA, that can become a breeding ground for Russia, China, North Korea or other US adversary countries Take the opportunity to try to recruit to some of those federal employees that had access to sensitive information. “It does not need much imagination to see that these marginalized federal workers with a wealth of institutional knowledge represent amazingly attractive objectives for the intelligence services of our competitors and adversaries,” the American media told the US medium close to the government. LinkedIn: A job bag for spies. Intelligence sources told CNN that both Russia and China are focusing their efforts on those federal ex -employed who had access to confidential information, such as those of the Department of Energy, the Pentagon or the US trade office, whose information could weaken the security and strategies of the country. “This information is extremely valuable, and should not surprise that Russia, China and other organizations – as, for example, criminal organizations – are aggressively recruiting government employees,” said Theresa Payton, former information director of the White House during the presidency of George W. Bush to CBS News. As published CNNAt least two countries have already created recruitment websites and have begun to actively capture federal employees in LinkedIn, two sources indicated. John Schindler, former counterintelligence official, says it is currently very easy to locate these employees “enter LinkedIn, you see someone who ‘before was in the Department of Defense and is now looking for work’ and you think: ‘Bingo’,” said Schindler. Before, Soviet intelligence officers had to wait for a former resentful employee to contact them. Now they are announced on LinkedIn. False employment offers. As CBS News pointed out, one of the simplest ways to approach one of these ex -employed employees is to contact him through LinkedIn and offer them a job interview for false job. In the interview, the agent would discover if he had access to relevant information and could hire him as “consultants” of a cover company and receive a payment for his experience, without even knowing that he is providing information to an enemy. ANDS say, their new company could use them to obtain information discreetly without the former officials being aware of it. Fire with chainsaw. One of the problems of dismissing massively in certain strategic departments, is that they do not adopt mitigation measures. According to experts, the probability that an ex -employed angry will contact a foreign power increases as many federal employees are left without work. According to CNN sources, when an official leaves his job, he undergoes an exit interview designed to avoid the presence of moles or informantsand to remind outgoing employees their duty to preserve secrets and warn them of the security risks they face. However, Doge’s layoffs have not occurred in those terms. The spies are rubbing their hands. According to published The New York Timesthe accelerated rhythm that Elon Musk has imposed on Doge to achieve its cut goals, could have already left exposed to CIA agents and workers. In an effort to comply with the executive order of Donald Trump to reduce the template of officials, the CIA sent an email to the White House with the list of all the new employees who had been in the agency for two years or less, including CIA officers who were preparing to operate undercover, through an unqualified email server. Something that Senator Mark Warner for Virginia, a higher rank member in the Congress Intelligence Committee He described how“A disastrous event for national security.” In Xataka | Elon Musk fired hundreds of employees and now he has to hire them again: they were experts in nuclear weapons Image | Flickr (The White House. Νεα δημοκρατια)

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