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.

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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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The skill divide: 43% of workers know someone who lost their job to AI

More than 1,000 U.S. workers surveyed in January 2025 revealed widespread recognition of AI’s impact on job displacement, with 43% personally knowing someone displaced by AI and 89% expressing concerns about their own job stability. AI’s growth will influence every industry in different ways, with some sectors set to face major challenges and even collapse. 

Worries are mounting about a potential two-tier workforce quickly emerging, with AI soon creating a divide between those who can adapt their talents beyond automation and those who cannot. In the survey, 47% of respondents indicated a fear of the rise of this divide, while 37% expressed doubts about whether AI reskilling programs can effectively close the gap. Among the biggest concerns raised by workers in the study were limited access to AI resources, the dehumanization of work and an overreliance on AI that threatens critical thinking. 

As AI becomes increasingly pervasive in professional environments, those most impacted are faced with a critical decision: whether to embrace their integration with the technology or pivot to a different sector. That pivot doesn’t mean diving headfirst into an industry untouched by AI, hoping they’ll remain safe forever. It’s likely AI will reach there too. Schools and universities are now expanding their offerings of AI-related courses and training, aiming not only to prevent misuse but also to equip the next generation with the skills needed for a professional world where AI will play a key role in every field.

Low-wage workers 14 times more likely to change careers soon

According to a 2023 McKinsey report, workers in lower-wage jobs are up to 14 times more likely to need to change occupations than those in higher-wage roles, with most requiring additional skills to make a successful transition. The report also warns that generative AI could have a significant impact on low-wage workers, particularly in food service and customer support, leading to a bleak employment outlook for this group.

This era urges us all to rethink the core of our work and its value. Many will be in search of insight or demanding transparency from our employers about their next steps and our role within them. Uncertainty about your future stability doesn’t exactly set the stage for a healthy day-to-day life. Asking for answers is perfectly acceptable, demonstrating that you care about your professional growth just as much as the company’s future.

Ask for insight to determine if your job is future-proof in the age of AI

According to Resume Now, 63% of workers are worried that AI will create bias when it comes to hiring and promotions, and 54% feel their bosses are “somewhat transparent” about future AI adoption ambitions. Professionals are already testing their AI skills in anticipation, with 55% of respondents independently researching AI-related competencies and 42% enrolled in AI-focused courses or training programs.

Although the road ahead might look bleak, AI may hold the key to new avenues of opportunity. No doubt, this new tech era will bring about many new jobs, with the World Economic Forum (WEF) forecasting a net increase of around 78 million jobs by 2030; however, most will be in specialized supervisory roles, demanding qualifications that go well beyond the typical skill set. Having at least a basic understanding of how AI works and how to leverage it is essential and forms the baseline for success. 

Embracing AI gives you a competitive edge

“Half of employers plan to reorient their business in response to AI, two-thirds intend to hire talent with specific AI skills, while 41% expect to reduce their workforce where AI can automate tasks,” the WEF’s Future of Jobs report revealed last month. “Those who adapt to using AI, rather than denying its presence, will have the upper hand in the years ahead. Tech-related expertise, creative problem-solving and a dedication to learning will be more crucial than ever,” they added.

Whether AI has already found its place in your work or remains unfamiliar territory, its growing influence across industries is undeniable. The technology promises to streamline operations and enhance productivity, but it will also bring about mass job cuts and the demise of entire industries. What rises from this transformation will be a reshaped job market, with a focus on newly specialized roles and a search for what’s left. Maximizing your core strengths and learning to harmonize with AI can ensure you’re in sync with future advancements and not left behind. 

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Why Anthropic is asking candidates to avoid AI in job applications

Applicants for certain roles at Anthropic are given clear guidelines when applying. A disclaimer found on the online job application form for one of the roles the company is currently hiring for states, “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.” Per 404 Media, the statement appears in applications for various positions from software engineer roles to finance, communications, and sales jobs at the company.

The company reminds applicants that it wants to gauge their “personal interest” sincerely and “without mediation.” The reasoning holds some merit. AI still relies on productive human participation, and a trend of professionals depending on it for every task doesn’t bode well for the future. While major tech companies like Meta have already expressed confidence in AI eventually working independently, Anthropic’s stance reminds potential employees that AI is still an aid, not a fast track.

Technology still lacks the nuance, instinct and awareness that only humans can provide, which means in-house operations continue to rely on the expertise of coders and engineers to keep things running smoothly. Human intervention is crucial in areas such as troubleshooting, fine-tuning algorithms and guiding strategic shifts. 

“AI technology invariably needs human beings. It must be developed and trained by people to perform specific, precisely defined tasks,” Simon Carter, head of Deutsche Bank’s Data Innovation Group, pointed out in a recent public memo. “Humans will still be needed to define the questions that AI will be tasked to answer, as well as interpret the output from this technology. On top of this, people will continue to be essential to execute any strategies developed off the back of AI-derived insights. We are a very, very long way from a world in which artificial intelligence machines run the show,” Carter adds. 

Claude: Perfect for work, but not for your cover letter 

Anthropic’s message is both blunt and ironically timed: Use our AI, but only within the limits we set. These guidelines come at a time when the global debate over AI ethics remains unresolved and highly contentious. Industries from education to national security are grappling with how to regulate its use, establish clear standards for when it should and shouldn’t be employed or even make the more drastic decision of banning it entirely.

Yet, Anthropic’s latest Claude model is marketed as an all-in-one solution, suggesting it’s ideal for a task like condensing a cover letter or tweaking personalized details. Its tagline to “help you do your best work” would surely include job applications—unless, of course, you’re actually trying to use it for that. Though not flawless in facts, Claude is known for its human-like responses and strong context awareness. Anthropic says Claude goes beyond text generation and uses advanced reasoning to grasp your words, goals and needs.

AI and independence: Can professionals thrive without overreliance?

Using AI should not necessarily indicate a lack of independence or skill in an applicant. If those who seek AI assistance are deemed illegitimate, what does this imply about the wider adoption of AI across industries? Is it masking issues or addressing them? Questions are emerging about whether the rise of chatbots and large language models (LLMs) are cultivating a generation of programmers and professionals who are overly reliant on AI-driven assistance. 

This reliance reportedly risks creating professionals who can no longer write, think or share ideas independently without AI acting as an intermediary, according to some circles. As a result, a significant skills gap may emerge in the future of AI work, where only those with a deep and critical understanding of each process, configuration and repair will prove invaluable. For startups like Anthropic, having these individuals on board is essential for identifying future flaws early. 

Anthropic’s decision to keep AI out of its hiring process sparks a key question in all of this: Does the rise of advanced technology risk dulling human potential? Writing a distinct cover letter or promoting oneself has long been a test of creativity and authenticity—a chance to stand out. While AI can assist, overreliance may blunt critical thinking, weaken communication skills and strip away the personal touch that makes candidates memorable.

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One way that many employees are finding guidance is through communications from their local unions. Unions serve a unique role in the workforce as one of the few true advocates for the employees themselves (rather than the company or management). Whether you’re a part of a union already, thinking about getting involved or just want to know all your options, here’s what you need to know about unions for federal employees. 

Federal Unions 101: The Basics

What are the unions for federal employees?

While there is no single entity that acts as a union for all federal employees, there are a few that you’re likely to find in your workplace. For instance, the American Federation of Government Employees (AFGE) is the largest union specifically for federal employees, with more than 800,000 members. Meanwhile, the American Federation of State, County, & Municipal Employees (AFSCME) and the National Association of Government Employees (NAGE) include some federal employees, but also include those in more local areas of the government. 

Additionally, there are some unions that are focused on smaller, more specific areas of the federal government, such as the National Treasury Employees Union (NTEU), and those with membership that extends beyond the United States, such as the International Federation of Professional & Technical Engineers (IFPTE). 

The right to unionize is guaranteed by law

America has a long history of unionizing and has had protections in place for unions in most sectors since the 1935 National Labor Relations Act. However, this act specifically excludes government employees, so it does not cover public service the same way it protects those in the private sector. 

Instead, the right for federal employees to collectively bargain came about in 1962 with former President John F. Kennedy’s Executive Order 10988. This order gave employees the right to join, form or assist labor organizations. While these protections initially existed via a series of executive orders from several different presidents, in 1978 the rights were made law as Title VII of the Civil Service Reform Act. 

That same year, the U.S. Federal Labor Relations Authority (FLRA) was established to administer the labor-management relations program. The FLRA gives non-postal federal employees the right to “organize, to bargain collectively, and to participate through labor organizations of their choice in decisions affecting their working lives.” These days, FLRA oversees 2.1 million employees, 1.2 million of whom are represented by 2,200 bargaining units.

Though the FLRA does not apply to postal workers, the United States Postal Service has its own guidance around labor relations, which you can find accessible on their website.

Who can join a union (and who cannot)?

Not everyone can join or start a union. For instance, managers and supervisors are often considered to be legally aligned with the company rather than the employees, meaning they cannot join a union. In addition, those in roles with particularly sensitive information may be prevented from joining a union.

According to the OPM, not all federal government employees are allowed to join a union, but anyone can find out their eligibility by contacting their local human resources department.  

Do you have to join a union? 

No one can force you to join a union, and there should not be pressure to do so from your coworkers or the union itself. However, any agreement the union reaches through collective bargaining will still apply to all employees of a particular area regardless of whether they are part of the union. 

How the new executive orders currently impact federal employees 

Within his first two weeks in office, Trump signed executive orders that removed protections for federal employees, ended remote work for federal employees, froze hiring for federal jobs and ended diversity and inclusion programs in the federal government. Though the Trump administration also sent out a (now rescinded) memo via the U.S. Office of Management and Budget (OMB) that froze all federal funding, it has since been blocked by two federal judges. 

Though it’s not clear yet what long-term impact these new orders and memos will have, here are some of the ways that they will have an immediate impact on federal employees—and the way that unions are taking action.   

The fight for remote working arrangements 

According to a Jan. 27 memo from the OMB, all federal agencies are required to submit a plan to OMB and OPM that details how they plan to return employees to in-person work. This plan must be submitted by Feb. 7 and describe the steps, timeline and logistics. 

As the memo is written, only those with disabilities, qualifying medical conditions and “other compelling reason[s]” are exempt from the required return to office. Though the initial guidance from OPM stated that applicable laws and collective bargaining agreements must be upheld, a new memo was released on Feb. 3 that stated hybrid working arrangements outlined in union contracts should be ignored by agencies in order to meet compliance with the executive order. 

AFGE responded swiftly with a statement where AFGE National President Everett Kelley said, “Union contracts are enforceable by law, and the president does not have authority to make unilateral changes to those agreements.” He went on to add that, “AFGE members will not be intimidated. If our contracts are violated, we will aggressively defend them.” 

Given that hybrid and remote workplaces are often not set up to support their staff working in-person at full capacity, it may take some agencies a while to figure out all of the steps and budget involved. Fully remote workers may not have desk space in their agency’s building, and some buildings may simply be too small to accommodate all of its workers being physically present at the same time. 

In addition, it’s unclear if relocation incentives will actually be included for those who will have to move a substantial distance in order to comply with this order. 

Guarding protections for federal employees

During his first day back in office, President Trump signed executive order “Restoring Accountability to Policy-Influencing Positions Within the Federal Workforce,” which aimed to reclassify federal workers, remove protections and make employees easier to dismiss. This order also revoked former President Joe Biden’s 2021 executive order titled “Protecting the Federal Workforce.” 

On Jan. 29, AFGE and AFSCME filed a lawsuit in response (the second lawsuit from the group in response to Trump’s series of executive orders). In a statement, AFGE said that the lawsuit is an effort to “stop the efforts to fire hundreds of thousands of experienced, hard-working Americans who have dedicated their careers to serving their country…”

Protecting confidential data

On Feb. 3, unions filed another lawsuit in response to the Department of the Treasury granting access to confidential data to Elon Musk and the Department of Government Efficiency (DOGE). 

Despite its name, DOGE is considered part of the White House, not a Cabinet agency, meaning that unlike most cabinet appointees, DOGE was not confirmed by the legislative branch. Its members and leaders are also not elected officials, and their security clearance and authority as “special government employees” is questionable.   

In the lawsuit, the unions assert that members of the Treasury who refused to grant DOGE members unrestricted access to the private, personal and financial information of American citizens faced “punitive measures.”

Should you join a union? 

Ultimately, the decision to form or join a union is a personal one that must be made based on the unique circumstances of the individual. If you’re curious whether you qualify for union membership or want to know how to join your local union, AFGE offers some resources to help.  

Information provided herein is accurate and up to date as of the time of publication, February 5, 2025 at 1:50 p.m. ET, but subject to change since these situations continue to evolve.

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